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From YouTube: Board of Commissioners Special Session October 12, 2020
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B
C
D
D
B
C
E
D
Deputy
clerk-
let's,
I
think
the
mayor's
have
some
issues
with
his
speakers.
Let's
give
him
a
second
see
if
you
can
figure
it
out.
D
C
C
F
E
G
C
Please
state
your
name,
your
address
for
the
record.
If
you
have
any
comments
or
we'll
be
given
four
minutes.
H
I
Good
evening,
meryl
hussos,
I
would
like
to
thank
you
and
all
the
other
commissioners
and
chief
coaching
for
their
time
and
dedication
our
city
and
for
tirelessly
working
for
us.
During
these
unprecedented
times,
covett
has
been
an
industry
changer,
a
life
changer,
a
city
changer
and
an
essential
worker
changer.
I
am
an
essential
worker
who
knows
firsthand
the
dangers
and
added
precautions
I've
had
to
take
with
working
with
the
general
public
and
of
the
potential
risks
of
bringing
cove
at
home
to
my
loved
ones.
I
I
have
had
to
constantly
wash
my
hands
hand,
sanitizing,
changing
gloves,
mask
wearing
protective
eye,
eyewear
from
droplets,
wiping
down
all
personal
items
and
leaving
my
uniforms
and
shoes
out
of
the
house.
It
was
exhausting,
mentally
and
physically
and
an
added
stress
in
my
life.
So
when
I
was
given
the
option
to
take
the
leave
as
a
flight
attendant,
I
volunteered,
but
not
all
essential
workers,
have
the
opportunity
to
take
a
lead
to
protect
themselves
and
their
families
because
of
an
oath
they
took
to
serve
and
protect.
I
They
are
our
first
responders,
I'm
here
tonight
to
speak
on
behalf
of
the
tarpon
springs
police
department
and
what
I've
witnessed
in
my
short
five
months
back
in
tarpon
springs.
I
recently
purchased
a
beautiful
1929
home
two
blocks
from
where
I
grew
up,
which
is
in
the
historic
district
near
downtown,
and
only
two
blocks
away
from
craig
park
where
we
have
our
tiffany
crosstiving.
I
I
have
fond
memories
here,
but
fast
forward
to
the
last
five
months
and
it's
a
stark
difference.
The
shepherd
center
is
at
the
end
of
my
street
boyer
and
ultra
19.
And
yes,
I
understand
it's
a
major
artery
through
our
town,
but
what
I
didn't
know
until
I
moved
here
was
that
is
the
largest
food
bank
in
pinellas
county.
I
know
this
because
one
day
there
were
so
many
cars
lined
up
down
boyer
that
it
wrapped
all
around
my
house
onto
banana
street
and
it
lasted
for
two
months.
I
I
walked
to
the
end
of
the
street,
spoke
to
the
woman
in
charge,
and
she
explained
to
me
that
it
was
a
feed
america
food
drive
in
addition
to
the
normal
recipients
the
shepherd
center
serves.
She
also
pointed
out
that
they
just
recently
built
showers
on
the
north
end
of
the
building
where
I've
witnessed
the
tarpon
springs
police
department,
keeping
the
peace,
because
it
becomes
a
food
frenzy
and
on
the
south
and
they
give
out
hot
meals
to
in
to
go
containers.
The
problem
is
they
don't
leave
and
they
don't
obey
the
law.
I
They
actually
create
more
work
for
our
police
department.
I've
had
conversations
with
my
neighbors,
where
they've
informed
me
that
the
volume
of
people
going
to
this
facility
has
exponentially
increased
since
covet.
I've
talked
to
other
neighbors
that
have
confirmed
the
increase
in
numbers
and
I've
seen
the
volume
firsthand.
I
found
someone
sitting
on
my
porch
one
day
and
when
I
asked
her
to
leave,
she
wouldn't
and
when
I
told
her
I
was
going
to
call
the
police.
She
told
me
to
call.
I
I
don't
feel
comfortable,
leaving
my
cushions
on
my
porch,
because
they
will
go
missing,
as
my
other
items
have
on
another
occasion,
I
was
outside
in
my
yard
and
saw
about
four
or
five
officers
rushed
by
with
lights,
flashing
to
the
bayou
for
a
definite
emergency.
Where
I
later
found
out
that
it
was
for
a
shooting
they
had
at
5
30
in
the
afternoon
at
craig
park.
Another
day
I
got
a
shipment
of
nike
sneakers.
I
I
didn't
know
who
the
recipient
was,
but
it
was
my
address
later
that
afternoon
a
young
man
walks
up
to
my
house
and
says
they
were
his
packages
and
that
he
lives
on
line
street
but
pointed
towards
lemon
street.
I
gave
him
the
boxes
because
he
identified
the
name
on
the
box,
but
the
next
day
the
fedex
driver
came
with
two
more
nike
boxes.
I
looked
at
the
name
and
said
this:
isn't
me
he
graduated
my
sister,
so
he
knows
my
last
name,
but
he
said
it
could
be
a
scam.
I
I
My
family
owns
the
bridge
lounge
and
one
day
I
noticed
there
was
a
man
in
a
hospital
ground
with
a
wristband
sitting
outside
on
one
of
the
tables
during
cove
at
19
phase
one.
We
were
close
so
when
I
asked
him
to
leave,
he
refused
to
leave
so
I
called
the
tarpon
springs
police
department.
When
I
asked
them
how
the
patient
got
so
far
down
alder
19
and
a
gown
in
socks,
they
informed
me
that
the
hospital
puts
them
on
a
bus.
I
He
must
have
been
dropped
off
the
bus,
stop
near
the
sponge
docks,
I'm
not
sure,
but
I'm
sure
they
have
the
same
problem.
I
read
about
the
commissioner's
decision
to
remove
the
benches
in
front
of
the
library
to
curb
the
homeless
situation
and
then
one
day
I
happen
to
be
in
wells
fargo
with
my
mother,
and
there
was
a
transit
homeless
man
yelling
at
the
tape
teller
next
to
us
for
not
cashing
his
check
for
the
second
week
in
a
row
because
he
couldn't
provide
identification
that
matched
the
check.
I
I
was
definitely
concerned
for
my
safety
for
that
of
my
mother's
because
of
his
erratic
behavior.
He
left
and
the
employees
informed
me
that
has
gotten
worse
in
there
since
y'all
cut
the
city
benches
out.
For
those
reasons,
I
made
my
way
to
britain's
and
purchased
my
second
handgun,
because
I'm
not
going
I'm
going
about
my
daily
life
in
tarpon.
I've
had
this
many
incidents
happen
to
me
in
five
months.
I
can't
even
imagine
the
overload
of
work
the
tarpon
springs.
I
Police
department
has
had
to
face
in
light
of
covid
and
that
they
might
actually
might
be
outnumbered.
Not
only
do
they
have
the
stress
of
wearing
extra
protective
equipment
to
protect
themselves
or
loved
ones
from
covid,
but
they're
dealing
with
a
huge
increase
of
issues
due
to
this
pandemic.
Suicide
is
up
homelessness.
Up
domestic
violence
is
up
drug
and
alcohol
abuse
is
up.
Food
banks
are
running
out
of
food.
This
list
is
not
exhaustive.
I'm
sure
national
defunding
of
the
police
is
on
the
news.
D
I'm
sorry
miss
gloriakis.
I
think
the
mayor's
trying
to
stop
you,
because
your
time's
up.
J
I
Okay,
I
just
want
one
more
paragraph
mayor.
Thank
you.
I
just
said
so.
This
is
one
we
have
a
police
department.
We,
it
defines
us
as
a
city
because
we
have
our
own
police
department.
It
sets
us
apart.
Unlike
unincorporated
areas,
I
attended
last
week's
zoom
call,
which
consisted
of
over
four
hours
of
discussions
regarding
art,
sculptures,
light,
fixture
design,
railroad
crossing
aesthetics,
flower
planters,
parking
for
downtown
and
how
to
view
fire
city
with
all
due
respect
to
our
commissioners
and
for
their
time
spent
on
these
issues.
I
C
E
We
have
about
five
emails
received
I'll
go
with
the
first
one.
First
email
was
received
from
bernadette
taylor
to
the
honorable
mayor
board
of
commissioners
and
the
city.
Citizens
of
tarpon
springs
florida,
re,
sc,
pba
impasse
resolution.
My
name
is
bernadette
taylor
and
I
live
at
383.
Dixie
highway
tarpon
springs
florida
34689.
E
We
have
seen
the
life
of
one
of
our
own
police
department,
family
members,
extinguished
by
by
a
murderer
most
recent,
our
town
experienced
a
drive-by
shooting
where
the
alleged
shooter
was
exponentially
arrested.
But
aside
from
these
incidences,
our
department
handles
any
issues
perfectly
and
professionally
now
their
dirt
contract
has
expired.
I
would
like
to
make
a
plea
for
the
tspd
and
grant
them
what
they
want
in
their
new
contract.
E
They
are
asking
for
a
three
percent
pay
increase,
which
is
very
reasonable
and
seems
to
be
somewhat
in
line
with
other
departments
throughout
the
state.
What
I
find
completely
unfair
is
that
most
departments
get
a
guaranteed
minimum
of
two
percent
per
year.
Most
of
these
police
departments
also
get
paid
for
shift
differential
as
well
as
longevity
pay.
A
three
percent
increase
is
not
the
highest
either,
but
very,
very
reasonable.
Tspd
is
worth
it
with
the
current
social
political
climate
of
defunding,
the
police.
We
need
to
fairly
compensate
our
men
and
women
in
blue.
E
Most
americans
on
social
security
receive
a
yearly
cost
of
living
adjustment
of
about
two
to
three
percent,
and
that
is,
while
not
working
without
children,
to
support
with
no
risk
to
the
physical
body
and
most
are
already
at
or
above
retirement
age.
Most
of
our
officers
have
families
that
depend
on
them.
E
Over
the
past
few
years
we
have
seen
a
population
boom
and
tarpon
and
with
more
residents
and
more
new
homes,
which
then
increases
the
amount
of
taxes
the
city
receives,
but
in
turn
increases
the
workload
on
the
department.
With
this,
the
city
should
have
no
problem
paying
our
officers.
What
they
want,
in
fact,
should
pay
them
more,
especially
longevity
pay
to
keep
our
good
officers
from
leaving
for
other
departments,
even
the
private
sector.
E
This
is
a
positive
effect
that
is
threefold.
First,
it
encourages
officers
to
spend
more
years
on
the
same
force.
Thus
turnover
is
low
and
you
don't
have
to
spend
more
time
and
more
training
new
officers,
more
money,
training,
new
officers.
Second
keeping
officers
for
long
periods
of
time
has
been
proven
to
show
a
greater
camaraderie
between
the
officers
and
those
they
serve.
Fostering
positive
community
policing
relationships.
Third,
it
keeps
our
officers
happy
in
such
an
emotionally
driven
job
that
often
goes
unappreciated,
paying
them
more.
E
I
came
from
a
small
town
that
boarded
the
highest
crime
rate
city,
camden,
new
jersey
and
know
every
single
police
officer
by
first
name
and
never
felt
safer
with
so
many
people
that
have
such
disdain
for
police
officers
right
now.
Don't
you
think
giving
our
officers
these
small
incentives
and
a
decent
pay
would
make
up
for
how
much
more
they
have
to
deal
with,
especially
with
how
much
greater
their
overall
sacrifice
really
is
putting
their
lives
on
the
line
for
complete
strangers.
E
It
should
be
criminal
should
be
criminal
that
until
recently,
you
made
it
unnecessarily
impossible
for
the
spouses
of
fallen
officers
to
get
the
death
benefit
that
has
owned
them
and
the
fact
that
if
they
happen
to
get
injured
at
work
that
they
would
have
would
only
receive
75
percent
of
their
pay.
That's
criminal.
E
The
fact
that
an
impasse
even
occurred
leaves
me
with
the
thought
that
maybe
we,
the
residents,
need
some
fresh
blood
in
office.
The
city
is
more
concerned
with
purchasing
signs
for
the
gate
at
sunset,
beach
and
other
locations,
as
well
as
trying
to
acquire
more
properties
that
it
is
paying
for
the
protection
of
its
citizens.
E
Who
do
you
think,
is
going
to
keep
lawbreakers
from
ripping
those
signs
down
our
police.
So
please
make
a
change
and
give
our
officers
a
decent
raise
over
the
next
few
years,
offer
them
shift
differential
and
longevity
pay
that
they
deserve
and,
like
many
many
other
departments
offer.
If
not,
then
expect
changes
to
happen
within
our
city
government
decision
makers.
One
would
think
that
the
city
manager
would
remember
what
life
was
like
when
he
was
an
officer
where
he
started.
Thank
you
for
your
time
and
consideration.
E
Mayor
we
have
another
one
from
diamond
from
diane
griffin.
Our
wonderful
police
department,
tarpon
springs
deserves,
deserves
their
raise.
Please
find
them
the
money
somewhere,
they
risk
their
lives
every
day
to
make
turpin
great.
The
least
we
can
do
for
them,
for,
for
our
wonderful
police
force
is
give
them
the
raise
they
deserve
and
we're
supposed
to
get
already.
E
E
Another
email,
randy
hennessey,
board
members.
I
find
a
large
problem
that
the
city
has
money
to
buy
a
six
hundred,
fifty
thousand
piece
of
property
that
you
have
no
plans
for,
but
will
not
offer
our
police
department.
A
three
percent
raise
the
police
department
raise
should
be
approved
without
hesitation.
Thanks
from
elizabeth
markowitz,
dear
commissioners,
I
respectfully
request
that
raises
for
ts
police
be
approved.
If
funding
is
an
issue,
I
support
the
police,
raise
over
expenditure
for
properties
or
land
and
the
last
one
from
carmen
piscatelli
hello.
E
E
My
career
consisted
of
20
years
with
the
san
diego
county
sheriff's
department,
as
a
deputy
detective
and
another
three
years
with
the
san
diego
district
attorney's
office.
As
an
investigator,
I
am
now
a
realtor
in
a
process
of
licensing
in
florida,
my
husband
is
a
vietnam
veteran
and
also
in
the
real
estate
business.
We
moved
to
this
area
because
of
the
cost
of
living
and
it
is
safe,
quiet
place
to
retire
to.
I
think
some
of
that
has
to
be
because
of
the
quality
of
officers
with
the
tarpon
springs
pd.
E
E
I
can
only
assume
that
none
of
you
have
seen
evil
or
crime
up
close
or
have
experienced
fear.
Let
me
tell
you,
I
have,
and
it
exists.
Police
around
the
world
have
the
same
experiences,
and
that
is
why
there
is
a
thin
blue
line
that
thin
blue
line
is
the
only
thing
between
peace
and
violence,
rioting,
mayhem,
good
and
evil.
I
am
confident
that
use
that
you
severely
underestimate
police
officers
value
and,
along
with
any
industry,
slash
company.
There
are
bad
apples
among
many
good
apples.
E
K
Hi
teresa
kondak
and
my
address
would
be
listed
for
tonight.
444
huey,
avenue
tarpon
springs
for
those
I
haven't
met,
yet
I'm
the
widow
of
officer
kondek,
who
was
killed
in
the
line
of
duty
in
2014.
Protecting
the
citizens
of
tarpon
springs.
K
The
tarpon
springs
officers
mean
a
great
deal
to
me,
which
is
why
I'm
here
to
voice
my
concern
for
the
city
manager's
recent
denial
for
a
standard
wage
increase
of
3
percent,
comparing
the
city's
current
budget
population
and
wages
with
other
local
police
agencies.
These
officers
are
below
the
pay
scale
and
lack
other
standard
benefits
as
well.
K
It's
my
understanding
that
covet
has
not
been
a
confirmed
reason
for
denying
them
the
standard
three
percent
request,
and,
as
of
today,
the
police
department
has
not
been
defunded,
since
these
funds
for
the
three
percent
raise
would
be
used
from
property
taxes
collected,
I'm
not
understanding
the
justification
for
spending
thousands
of
dollars
for
more
city
property
or
anything
else,
and
more
important
than
funding
those
protecting
the
city,
not
approving
their
very
basic.
Three
percent
increase
for
those
still
willing
to
risk
their
lives.
Protecting
the
city
of
tarpon
springs.
K
Not
only
doesn't
make
financial
sense,
but
it
would
be
shameful,
especially
after
proposing
a
three
percent
raise
for
the
city
manager
himself,
along
with
other
city
employees
and
your
city
manager
of
all
people
should
understand
the
overwhelming
stress,
danger
and
pressure.
These
officers
face
every
day
since
he
previously
served
as
police
chief
himself.
K
C
I
am
now
turning
the
meeting
over
to
the
city
attorney
mr
nc
filter,
to
make
a
brief
introduction
and
comments.
L
Mr
mayor,
mr
vice
mayor,
commissioners,
I
want
to
go
over
briefly
with
the
commissioners
this
process,
because
it's
not
a
usual
process
that
you
all
are
are
used
to.
L
As
you
know,
with
having
a
union
from
time
to
time,
the
city's
administration
will
undertake
negotiations
with
the
union.
If
those
negotiations
fail,
then
the
sides
may
declare
what
is
called
an
impasse.
L
L
L
So
now
I
want
to
talk
briefly
with
the
commission
about
what
its
role
is
tonight,
because
the
ultimate
authority
to
resolve
disputed
impasse
issues
rests
with
the
legislative
body
where
the
legislative
body
of
the
public
employer
is
the
same,
as
is
the
case
here.
The
public
employer
would
enjoy
a
substantial
advantage
over
employees
and
their
union
if
there
were
not
checks
on
its
exercise
of
its
impasse.
Resolution
authority,
since
public
employees
in
florida
are
prohibited
from
striking.
L
L
It
is
incumbent
upon
the
public,
employee
relations
commission,
therefore,
to
construe
the
public
employer
legislative
body's
role
in
the
impasse
process
in
a
manner
that
recognizes
the
employee
organization's
lack
of
alternatives.
Once
negotiations
have
deadlocked
a
strict
duty
of
fairness
upon
the
public
employer
legislative
body
satisfies
that
objective.
L
So,
commissioners,
what
what
this
introduction
is
to
tell
you
is
that
in
this
setting
tonight,
you
have
to
sort
of
take
off
the
hat
that
you
may
otherwise
have
of
being
biased
toward
or
or
toward
the
position
of
the
city
manager
and
what
he
and
his
staff
have
to
say,
and
instead
you
have
to
come
to
this.
Proceeding
as
you
do
with
your
quasi-judicial
proceedings.
L
Viewing
towards
hearing
both
sides
out
and
then
deciding
what
you
believe
each
of
you
is
in
the
best
interest
of
the
community.
So
with
that
said,
you
have
already
been
provided.
I
I
believe,
but
I'll
review
very
quickly.
The
the
agreed
order
of
procedure,
the
the
union's
attorney
and
the
manager's
attorney
conferred
prior
to
this
meeting
and
agreed
on
this
proceed
procedure,
and
it
starts
off
with
each
attorney
being
able
to
make
a
brief
opening
statement.
L
L
L
Is
not,
it
is
like
a
quasi-judicial
process
in
that
there
are
two
sides
that
are
presenting
their
cases.
There
are
time
limits,
but
there
is
no
under
oath
testimony
and
most
the
largest
difference
is
that
a
true
quasi-judicial
process
allows
for
a
appeal
to
the
circuit
court.
Afterwards,
in
this
particular
setting
you're
resolving
this
matter
as
a
in
a
legislative
capacity,
not
as
a
judicial
capacity,
you
can
consider
matters
and
evidence
that
is
outside
of
what
you
hear
tonight.
L
If
you
know
about
that,
just
from
from
your
general
knowledge
or
your
own
personal
research,
so
it
is
like
a
quasi-judicial
process,
but,
legally
speaking,
it
is
not
a
quasi-judicial
process.
Does
that
answer
your
question.
N
Yes,
I
have
another
question:
the
executive
summary
that
they
gave
that
you
gave
us
late
this
afternoon
was
that
agreed
to
by
both
sides.
L
Inasmuch
as
the
the
mayor,
typically
in
my
experience
that
this,
the
party's
positions
have
been
transferred
to
the
governing
board
well
in
advance
of
the
hearing,
but
when
I
discovered
talking
with
the
mayor
today
that
that
had
not
occurred,
I
asked
the
manager's
attorney
to
provide
an
executive
summary.
She
did
attempt
to
reach
out
to
the
union
to
get
them
to
review
it
and
agree
to
it.
But
by
the
afternoon,
having
not
heard
back
from
the
union,
we
did
transmit
what
transmit
what
we
believe
to
be.
L
The
final
position
of
both
the
manager
and
the
union.
Miss
lone
is
is,
of
course,
on
the
on
the
line
and
if
she
wishes
to
now
indicate
that
she's
reviewed
it
and
does
agree
with
the
statement
of
the
issue.
She's
welcome
to.
O
Thank
you,
mr
eschenfelder.
I
would
only
say
that,
unfortunately,
the
management
attorney
and
I
hate
to
start
off
this
way
because
I
feel,
like
we've,
had
a
really
positive
interaction
so
far,
but
that
executive
summary
was
provided
to
me
two
hours
before
I
was
supposed
to
respond
and
we've
been
preparing
witnesses
and
meeting
with
police
officers
all
day.
L
Well,
it's
her
case
to
present,
and
so
whenever
we
move
to
the
union's
45-minute
presentation,
she
will
present
to
you
what
she
believes
her.
Her
final
position
was
and
the
position
that
she
feels
and
we
can
all
look
at
the
documents.
It's
only
three
bullet
points,
so
it's
not
highly
complex
as
to
what
the
union's
last
position
was
and
the
manager's
last
position
was,
and
so
certainly
as
she's
going
through
that
if
she
notes
something,
that's
on
the
executive
summary
that
she
feels
is
is
different
from
what
her
position
is.
N
The
reason
one
of
the
reasons
I'm
asking
is
that
I've
had
the
pba
contract
for
some
time
and
I've
studied
it,
so
I'm
very
familiar
with
it
in
addition
to
what
was
provided
about
at
the
same
time
late
this
afternoon,
but
in
the
executive
summary
there's
questions
concerning
some
of
the
information
and
I
don't
know
who
to
ask
questions
of,
or
do
we
ask
questions
of
that
at
this
point?
Was
this
just
informational
and
we
should
rely
on
the
presentations
I
I.
L
I
think
it's
highly
likely
that,
as
you
hear
the
presentations
from
miss
lone
and
miss
jackson,
a
lot
of
those
questions
will
just
be
answered
to
you.
So
it'd
probably
be
best
for
efficiency
if
you
hold
those,
but
if,
if
either
attorney
gets
near
the
end
of
their
presentations-
and
your
question
still
isn't
answered,
then
by
all
means
just
interject
and
pose
the
question
and
you
can
pose
the
question
to
both
attorneys.
If
you
feel
that
both
deserve
to
answer
it.
C
Mr
answerfelder,
I
have
a
question
to
ask
you,
as
you
know
tonight,
we
all
you
have
four
members
of
the
boc.
What
happens
if
we
have
a
tight
voting
institute.
L
L
You
do
have
the
thai
vote
policy.
That
is
the
typical
thai
vote
policy,
where
the
matter
is
kicked
to
the
next
meeting,
but
in
this
particular
case,
unless
both
parties,
the
attorney
for
the
manager
and
the
attorney
for
the
union,
stipulate
and
agree
to
that
then,
under
the
statute,
each
of
the
impasse
issues
needs
to
be
resolved
one
way
or
the
other
tonight.
D
O
D
Q
Yes,
good
evening
me
and
miss
jackson
represent
the
city.
G
L
So
if
there
are
no
other
questions,
are
you
prepared
to
move
ahead.
L
Okay,
then,
we'll
start
with
the
miss
lone
gets
45
minutes
to
present
the
union's
case
on
each
impasse.
Issue.
Thank.
O
You
I'd
like
to
start
with
an
opening
statement
mayor
vice
mayor
commissioners
good
evening
today
is
not
about
me
and
you've
already
heard
my
brief
introduction,
but
I
thought
I
should
introduce
myself
since
I'm
a
new
face
to
your
city.
My
name
is
sasha
lone,
I'm
the
general
counsel
and
executive
director
for
the
sunclose
police,
benevolent
association,
which
represents
about
1200
law
enforcement
officers,
who
collectively
police
about
a
million
and
a
half
citizens
across
the
state
of
florida.
O
As
I
prepared
for
tonight's
hearing
on
behalf
of
the
brave
and
hardworking
men
and
women
who
make
up
the
tarpon
springs
police
department,
I
wanted
to
say
thank
you.
We've
all
been
on,
so
many
zoom
calls
and
the
tendency
towards
fatigue
and
complete
saturation
is
real.
We
know
that
and
we
want
to
thank
you
for
your
time
and
attention
tonight.
Thank
you
for
listening
to
us.
O
This
session
will
come
down
to
a
decision
regarding
how
you
want
to
spend
taxpayer
money.
I
submit
to
you.
There
is
no
place
more
important
for
tarpon
springs
to
spend
its
funds
than
on
these
men
and
women
who
come
to
work
every
day,
knowing
they
could
give
their
lives
for
any
one
of
us
for
any
one
of
your
constituents
at
any
time.
O
O
No
changes
to
the
step
plan,
no
shift
differential,
no
special
health
care
incentive,
no
changes
to
their
other
benefits.
So
to
be
clear,
this
isn't
some
complex
negotiating
strategy,
we're
asking
for
what
we
need
and
nothing
more.
We
researched
our
requests
and
they're
based
on
the
competing
law
enforcement
agencies
around
us,
and
you
know
maybe
we
should
have
patted
our
ask.
O
B
O
O
These
are
things
that
impact
the
future
of
the
police
department,
its
ability
to
recruit
new
talent
and
its
ability
to
retain
its
veteran
talent,
its
ability
to
recognize
the
incredible
incredible
determination
and
grit.
It
takes
to
be
a
police
officer
in
2020
and
in
all
the
years
that
will
follow
the
officers
who
you
see
on
that
camera
all
have
families,
many
of
them
have
small
children.
O
They
leave
their
own
kids
at
home
to
protect
other
people's
kids.
They
leave
their
own
families
at
home
to
patrol
even
during
the
coronavirus.
Remember
they
didn't
and
they
don't
get
to
stay
home
and
shelter.
They
don't
have
the
luxury
of
social
distancing
when
they
make
an
arrest
or
prevent
a
suicide
or
help
a
baby.
O
O
Are
waiting
without
a
contract,
their
contract
ended
13
days
ago.
They
have
not
received
their
step
in
pay
to
recognize
another
year
of
service
to
the
city.
They
are
waiting
for
you.
They
bypassed
an
old
and
cumbersome
process
to
get
to
you
because
they
believe
in
you
and
they
work
for
you.
Please
send
them
home
tonight
with
a
contract
that
recognizes
their
service,
their
dedication
and
your
belief
in
them.
N
I
ask
a
question:
please
absolutely,
commissioner,
there's
one
more
overriding
question
that
I
have
in
the
executive
summary
that
we
were
given.
It
says
that
the
parties
have
agreed
to
a
one-year
contract
effective
october
20th
through
october.
I'm
sorry
through
september,
2021.
N
we're
not
talking
about
a
five-year
contract.
Tonight
then.
O
L
Commissioner,
under
the
the
statute,
you
cannot
have
anything
longer
than
a
three-year
contract.
So
so
you
really
can't
have
a
five-year
contract,
but
that
the
strategy
of
why
a
union
would
accept
one
two
or
three
years
or
ask
for
one
two
or
three
years
and
why
management
would
offer
one
two
or
three
years
can
vary
year
on
to
year.
L
If
economic
situations
are
good
bad,
if
it's
anticipated
that
things
are
going
to
change
drastically,
let's
say,
for
instance,
that
an
agent
a
union
knows
that
a
the
agency
that
that
it
is
serving
is
about
to
raise
its
taxes
by
50,
which
I
know
tarpon's
not,
but
but
it
may
say:
well,
we
only
want
a
one-year
contract
because
we
know
that
in
in
the
next
year
the
city
is
going
to
have
a
heck
of
a
lot
more
money,
so
we'll
be
able
to
negotiate
that
at
that
time.
L
Conversely,
if
the
union
says
well
geez,
we
kind
of
know
that
things
may
be
going
downhill
and
we
would
like
to
to
build
in
some
security.
They
may
want
a
three-year
contract.
So
it's
a
process
of
negotiation
between
management
and
the
union
during
the
negotiation
sessions.
Does
that
answer
your
question.
N
J
D
I
had
a
quick
question
for
just
the
basics
of
what
a
step
plan
is,
if
you
could
just
touch
on
that
and
what
the
difference
is
between
a
step
plan
and
then
a
wage
increase
as
well.
For
me,
please.
D
B
O
L
O
I
didn't
mean
to
demote
you
vice
mayor,
mr.
Q
Thank
you
good
evening.
I'm
erin
jackson
and
I
represent
the
city
of
parkland
springs
and
labor
employment
matters.
Tonight,
I'm
here
to
talk
with
you
on
behalf
of
the
city
manager
regarding
the
negotiations
and
the
impasse
issues
that
are
before
you
I'd
like
to
begin
tonight
with.
Why
we're
here,
because
I
think
it's
important
that
we
all
understand
the
task
of
the
commission
tonight.
Q
Q
The
commission
doesn't
have
the
luxury
of
just
looking
at
numbers
alone
tonight.
Rather,
the
commission
is
charged
with
the
responsibility
of
taking
action
on
behalf
of
the
public
interest
and
tonight
you're,
going
to
hear
from
the
city
administration
about
the
issues
that
you'll
need
to
resolve
based
on
the
union's
declaration
of
impasse.
During
the
contract
negotiations,
those
issues
primarily
resolve
around
wages
for
the
union
members
tonight.
What
needs
to
be
decided
is
what
is
appropriate
resolution
for
the
dispute
for
the
fiscal
year
that
we
are
now
in
the
contract
expired
on
september.
Q
Q
Q
Q
Being
mindful
of
these
uncertainties
at
the
table
has
offered
a
three
percent
increase
the
first
year
and
asked
that
the
union
not
increase
on
the
step
plan
for
the
first
year,
but
it
went
beyond
that
and
also
offered
a
1.25
cost
of
living
increase
for
years,
two
and
three,
on
top
of
the
step
plan
for
years
two
and
three,
and
offered
the
opportunity
to
come
back
to
the
table
in
years.
Two
and
three
to
talk.
Q
Some
more
management
is
simply
asking
for
one
year
of
a
flat
three
percent
so
that
we
have
time
to
ride
this
wave
and
see
what
happens
hopefully
on
the
other
side
of
kobe.
We
just
don't
know
what
to
expect
going
forward.
The
city
is
simply
asking
that
the
union
accept
the
three
percent
as
the
other
city.
Q
Employees
did
and
then
come
back
to
the
table
once
we
know
more,
the
union
has
refused
to
accept
that,
and
instead
is
asking
for
more
today,
the
union
is
asking
you
to
go
beyond
the
budget
into
the
emergency
reserves
for
this
money.
It's
important
to
understand
that
those
reserves
are
there
for
a
critical
reason.
Q
The
city
appreciates
respect
respects
and
is
grateful
for
the
sacrifices
and
the
hard
work
of
its
officers.
This
is
not
about
that.
This
is
simply
about
uncertainty
and
an
uncertain
time
and
a
request
that
we
just
wait
a
year
while
in
the
meantime,
giving
the
union
members
the
raise
that
the
other
city
employees
got
the
city
thanks
to
council
for
its
time
tonight,.
N
Mr
eschenfelder,
I
have
a
question
jackson,
ms
jackson,
I
maybe
you
can
clarify
this
and
I
guess
it
is
in
the
form
of
a
question.
The
three
percent
increase
that
was
offered
that's
without
a
an
increase
in
the
step
plan
for
fiscal
year
2021.
N
Q
Commissioner,
chief
coaching
is
going
to
talk
this
evening
all
about
the
negotiations
and
that
last
offer
and
can
he's
the
best
person
to
answer
that
question
for
you.
But
my
understanding
is
that
it
is
essentially
freezing
the
step
plan
just
for
this
year,
so
that
they
would
not
increase
in
the
step.
But
there
would
be
a
guaranteed
three
percent.
B
N
N
I'll
wait
for
chief
coaching,
but
I'm
not
quite
sure,
I'm
following
you,
because
if
you
take,
if
we're
talking
about
a
zero
percent
increase
in
our
zero
percent
increase
in
the
salary
in
the
step
plan-
and
we,
the
three
percent
is
less
than
what's
on
the
table
right
now
in
the
in
this
last
year's
contract.
But
I'll
wait
for
a
better
explanation
and
then
the
other
part
of
this
is,
I
don't
understand
the
logic
between
behind
the
city
offered
to
reopen
negotiations
on
this
issue.
N
L
Commissioner,
commissioner,
if
I
could
try
to
explain
so
if
what
the
management
was
attempting
to
do
is
say
if
you
do
a
three-year
contract-
and
you
do
this
three
percent
that
we
are
offering
you
in
year,
one
we
will
put
into
this
three-year
contract
the
opportunity
to
talk
about
this
issue
again
in
year,
two
and
in
year.
Three,
but
that's
only
if
they
agreed
to
a
three-year
contract.
Q
L
N
I
guess
that
was
my
point
of
my
questions
that
I
had
on
this
executive
summary,
mr
eric
sternfelder,
because
it
doesn't
say
anything
about
a
three-year
contract.
The
last
proposal
from
the
city
regarding
impasse
issues
is
as
follows.
I
don't
see
anything
in
there
about
a
three-year
contract.
L
Well
right-
and
let
me
so
let
me
speak
to
that.
What
your
role
is
under
the
statute
tonight
is
to
solve
the
resolve,
the
three
disputed
issues
between
management
and
the
union,
but
you
can't
impose
that
for
a
whole
three
years,
instead
you're
going
to
impose
it
either
and
when
I
say,
impose
you're
going
to
decide
it
either
in
a
way
the
manager
likes
or
the
way
the
union
likes,
but
either
which
way
your
decision
lasts
for
just
the
end
of
the
fiscal
year.
L
N
It's
just
a
point
of
clarification
because
we
were
given
this
executive
summary
and
I
want
to
make
sure
that
we're
looking
at
it
in
a
fair
light
for
both
sides-
and
those
are
the
questions
that
I
told
you.
I
had
questions
on
before
we
got
into
this
discussion
and
I
felt
them
until
the
opening
statements,
as
you
had
requested.
Thank
you.
L
O
O
P
C
O
So
I
think
we're
going
to
have
to
take
a
pause.
We
seem
to
be
having
some
technical
difficulties.
Hearing
you
detective,
mr
eschenfelder,
can
we
have
about
two
minutes
to
put
them
in
a
different
room,
some
parts
of
the
police
department.
Unfortunately,
despite
our
testing,
don't
have
great
reception.
O
M
C
C
C
A
Q
O
C
O
O
O
I
didn't
know
that
all
right,
so
what
kind
of
work
do
you
do
at
the
tarpon
springs
police
department.
P
P
I
do
I
I
serve
as
the
union
rep
for
the
suncoast
pba.
I
represent.
The
officers
at
tarpon
springs
police
department.
I
made
that
decision
as
far
as
to
assume
a
leadership
position
in
the
in
the
union.
Following
when
we
lost
an
officer,
I
saw
firsthand
the
impact
that
the
union
could
have
in
supporting
this
police
department,
its
officers
and
also
the
families,
and
so
I
wanted
to
make
that
that
impact
with
any
officer
that
needed
my
assistance,
and
so
that's
why
I
became
a
union
rep.
O
P
I
absolutely
love
where
I
work
this
is
it
was
I
still
remember
the
day
when
I
interviewed,
and
I
got
the
phone
call,
I
I
was
able
to
drive
to
the
tarpon
springs
publix
parking
lot
before
I
got
the
phone
call
offering
me
a
conditional
offer
to
work
here,
and
it
was
the
best
day
of
my
life
then,
and
it
still
was
one
of
the
best
days
of
my
life.
O
P
Right,
so
a
step
plan
is
something
that's
been
previously
contractually
or
contractually
agreed
upon.
It's
it's
a
mechanism
for
allowing
an
officer
when
you
start
out.
You
start
out
as
at
a
set
salary
and
it's
a
mechanism
in
place
that
allows
you
to
gradually
increase
that
salary
as
you
work
your
way
through
your
career.
So
obviously,
in
year
one
when
you
first
get
hired,
it's
not
gonna,
be
the
same
amount
of
money
that
you're
working
in
your
20..
P
So
it's
one
thing
for
a
police
department
to
say:
hey
the
max
pay
for
our
officers
is
90
000
or
80
000,
but
there
has
to
be
some
sort
of
mechanism
in
place
to
take
you
from
that
starting
salary
to
that
top
out
pay.
And
so
that's
what
a
step
plan
is.
It's
also
the
important
part
of
the
step
plan
is
it's
it's
designed
to
prevent
there
from
being
compression,
which
means
the
last
thing
that
you
want
is
for
an
officer
that
just
got
hired
to
be
getting
paid.
O
P
So
our
step
plan
is
currently
20
years.
That's
in
comparison
to
other
departments
in
the
area
such
as
tampa
where
it's
11,
st
pete
13,
clearwater,
13
or
the
sheriff's
office,
is
17.,
so
ours
is
currently
20
and
that's
why,
like
earlier
today,
one
of
the
commissioners
was
mentioning
that
our
step
plan
would
be
frozen.
That's
one
that
obviously
had
a
significant
impact
for
us,
because
we're
already
looking
across
neighboring
agencies
and
surrounding
agencies,
and
our
top
out
is
already
well
beyond
some
of
those
agencies.
P
O
So
when
we
looked
at
that
proposal
together
just
to
squarely
try
to
answer
that
question,
the
city's
proposal
at
some
point
was
for
a
three
percent
gwi,
but
it
said
no
movement
on
the
step
plan.
So
stop
on
the
step
plan.
You
get
a
zero
percent
on
your
step
plan.
If
you'll
agree
to
that,
then
we'll
give
you
a
three
percent
general
wage
increase.
Correct,
that's
correct!
All
right!
I
want
to
ask
you
a
little
bit
just
to
explain.
I
think
we
have
the
general
idea.
O
O
For
comparing
us
to
different
law
enforcement
agencies
around
pinellas
county
right.
O
P
So
ship
differential
is
just
extra
compensation
that
is
provided
for
officers
or
deputies
at
other
departments
for
if
they
work
overnight.
The
reason
that
you
provide
shift
differential
is
obviously,
if
you're,
if
you're
working
overnight,
if
your
wife
or
significant
other,
your
kids
are
going
to
school
or
working
and
you're
working
overnight,
you're
sleeping
during
the
day,
so
you
may
not.
You
may
not
see
them.
It
has
working
overnights
unless
you've
done
it
for
anybody,
that's
done
it
in
other
field
in
other
fields
or
other
works.
P
It
takes
a
toll
on
you,
both
physically
and
mentally.
So
it's
a
way
of
providing
extra
incentive
and
compensation
for
those
officers
that
undertake
that
shift,
because,
obviously
it's
needed,
it's
not.
You
can't
do
police
work
between
eight
and
four.
There
needs
to
be
a
presence.
Obviously,
during
the
overnight
hours,.
O
P
Like
I
can
tell
you
to
start
off
it,
obviously
it's
uncomfortable
talking
about
money,
because
I
don't
think
there's
anybody
sitting
behind
me.
I
don't
think
there's
any
officer,
hopefully
no
officer
that
goes
into
this
job,
that
their
their
driving
force
behind
them
becoming
a
police
officer
going
to
law
enforcement
is
money
that
wasn't
my
focus.
That
wasn't
my
my
reason
for
going
to
law
enforcement.
P
What
we
risk
is
we
risk
losing.
We
risk
one
recruiting
officers
to
first
come
to
tarpon,
because
they're
going
to
look
at
the
difference
from
a
salary
and
benefit
standpoint
with
us
and
other
departments
and
they're
going
to
simply
go
to
pinellas,
first
or
tampa
first
or
we're
going
to
really
struggle
to
retain
that
qualified
and
experienced
officer
that
this
city
invests
so
much
into
for
training
and
those
officers
that
establish
the
relationships
with
their
members
in
the
community.
O
So
when
we're
talking
about
this
three
percent
general
wage
increase
and
keeping
the
steps
in
place
and
asking
for
the
five
percent
detective
specialty
pay,
which
we're
going
to
talk
about
momentarily
we're
not
just
talking
about
police
officers
right
we're
talking
about
the
community
that
they
serve,
because
if
tarpon
springs,
can't
recruit
and
retain
talented
law
enforcement.
That
impacts
the
mayor
and
vice
mayor
and
commissioners
constituents.
Doesn't
it.
P
Oh,
absolutely
I
mean
you
when
you
start
thinking
about
the
inability
to
recruit.
That
goes
with
also
the
ability
to
recruit
the
most
qualified
and
also
diverse
candidates
for
law
enforcement.
So
we
want
to
be
able
to
provide
obviously
a
competitive
salary,
competitive
benefits
that
we
can
get
the
most
qualified
the
most
diverse
candidate
and
we're
not
looking
at
all
these
other
departments
getting
those
best
candidates
and
then
we're
we're
left
trying
to
choose
with.
What's
left,
that's
the
last
thing
you
want
in
this
world.
P
Exactly-
and
I
just
I
don't-
want
to
see
that
because
this
department
has
from
what
I
understand-
I've
been
here
eight
years,
so
I
can
only
go
off
what
I've
heard
prior
to
where
we
used
to
be,
I
guess,
classified
as
a
training
ground
for
other
police
departments,
and
since
I've
been
here
that
hasn't
been
the
case.
So
I
don't
want
to
see
that
revert
back
to
that.
P
I,
like
the
fact
that
we
have
a
wealth
of
experience
that
you
can
see
behind
me,
and
so,
when
you're
going
to
these
high
stress
calls
such
as,
if
you
go
to
an
active
shooter
you're,
not
getting
someone.
That's
just
been
on
the
police
department
for
a
year
and
a
half,
that's
never
been
a
high-risk
call
or
never
had
to
take
his
gun
out
of
his
holster
you're.
Getting
someone
that
potentially
has
15
20
years
of
experience
possibly
has
swat
experience.
That's
the
person
you
want
going
to
an
active
shooter.
P
You
don't
want
someone,
that's
only
been
on
here
one
year,
that's
still
trying
to
find
their
footing
as
a
police
officer.
You
want
them
to
be
able
to
look
to
their
peers
and
be
surrounded
by
officers
that
have
that
wealth
of
experience,
so
they
can
follow
behind
them
and
learn
from
those
officers,
and
if
you
don't
provide
competitive
salaries
and
benefits,
you
lose
those
officers
that,
basically,
are
the
leaders
of
your
police
department.
O
P
P
I
never
really
paid
attention
to
that
because
I
told
you
that
my
motive
for
becoming
a
police
officer
was
not
financially
driven,
so
I
didn't
realize
until
I
started
undertaking
the
the
study
of
these
other
departments
in
the
surrounding
area,
just
how
far
we've
we've
fallen
behind
those
departments
and
so
even
not
being
a
math
guy.
P
When
you
start
looking
at
differences
between
us
and
other
departments
and
it's
twenty
thousand
thirty
thousand
forty
thousand
dollars
a
difference
a
year,
I
gotta
start
factoring
in
what
sort
of
difference
I
can
make
for
my
family,
and
so
it
may
not
be
the
over
driving
consideration
for
my
choice
as
far
as
where
I
work,
but
it's
got
to
be
some
sort
of
consideration
and
I
think
anybody
that's
ever
gone
into
any
sort
of
work.
O
I
wanted
to
highlight
too
one
of
the
things
that
you
just
brought
up
was,
and
we
we
glossed
over
it,
but
it's
super
important.
This
relationship
that
gets
built
between
veteran
police
officers,
like
some
of
the
guys
and
and
girls
behind
you
and
the
communities
they
serve,
is
that
a
fungible
thing
that
doesn't
matter
like
if
a
police
officer
spends
eight
years
or
10
years
or
15
years
in
tarpon
springs
and
they
they
vest
in
some
portion
of
their
pension,
and
then
they
leave.
P
Residents,
it
can't
be,
it
can't
be
stated
how
important
that
relationship
is,
and
it
takes
time
that
isn't
something
that
gets
developed
overnight.
That's
something
where
that's
something
where
you're
interacting
with
those
community
members,
time
and
time
again,
and
they
learn
to
trust
you
and,
as
far
as
from
an
investigative
standpoint
like
I
said,
I'm
assigned
to
the
detective
unit.
So
the
fact
that
that
I
know
a
lot
of
times
the
the
the
suspects
that
we're
investigating
for
these
crimes.
P
It's
the
same
suspects
over
and
over
again,
and
so
I'm
really
well
aware
of
those
individuals.
And
so
one
of
the
comment
commenters
mentioned
a
a
recent
shooting
that
investigation.
The
reason
that
it
was
able
to
be
successful
is
because
of
the
fact
that
so
many
of
the
officers
understand
and
have
relationships
both
with
this
with
the
members
of
our
community
can
can
obviously
reach
out
to
them
to
develop.
Witnesses
can
speak
to
them
and
then
also
the
fact
that
we
know
the
suspects.
So
we
know
where
they're
going
to
hide.
P
We
know
who
they
associate
with
we.
We
know
everything
about
them
and
so
that's
how
we're
able
to
get
such
quick
resolution
to
to
an
incident
like
a
shooting
that
happened
recently
and,
like
I
said
you,
you
can't
do
that
if
you
simply
have
been
here
six
months,
you
just
you,
don't
have
that
same
level
of
knowledge
that
you
have
when
you've
been
here
15
20
years,
and
you
know
the
nicknames.
You
know
everything
there
is
to
know
about
the
the
prolific
offenders
that
are
the
ones
that
we
truly
need
to
be
putting
away.
O
So
we've
talked
about
now
the
general
wage
increase
request
and
how
a
general
wage
increase
is
contrasted
and
also
complementary
to
a
step
plan.
I
want
to
transition
us
to
talking
about
specialty
pay,
and
I
also
want
to
be
mindful
of
our
time
together,
since
we
only
have
45
minutes.
So
can
you
explain
for
all
of
us
what
a
specialty
pay
is
since
we're
requesting
a
5
specialty
pay
for
the
members
of
the
personnel
of
the
detective
unit.
P
All
right
so
the
especially
pay
for
our
detective
unit,
we're
on
call
24
hours
a
day.
Seven
days
a
week.
P
Each
of
us
carries
two
cell
phones
with
us
and
at
any
given
moment
we
can
get
a
phone
call
that
says:
hey.
There
was
a
shooting.
There
was
a
homicide
and
we're
expected
to
be
there.
We,
we
don't
have
the
luxury
of
saying
that
hey.
You
know
what
I
realize.
A
homicide
just
occurred,
but
it's
christmas
morning
and
my
kid
hasn't
unwrapped
his
present.
Yet
what
that
means
in
the
detective
unit
is
we
were
going
to
celebrate
christmas
on
the
25th,
but
we're
going
to
now
celebrate
on
the
26th.
P
That's
that's
not
me,
making
a
complaint.
That's
just
an
inherent
part
of
police
work
and
it's
definitely
an
inherent
part
of
being
effective.
It's
that
understanding
that,
no
matter
what
we
do,
we
always
have
to
factor
in
that
we
can
get
called
in
at
a
moment's
notice.
So,
no
matter
where
I
go,
I
have
a
change
of
close.
I
have
plans,
as
far
as
who
can
potentially
watch
my
two-year-old
at
two
in
the
morning.
P
So
when
we
start
looking
at
detective
specialty
pay,
we
we
said
five
percent,
it's
an
arbitrary
number,
because
the
fact
of
the
matter
is
the
pinellas
county.
Sheriff's
office
provides
ten
percent
of
their
detectives.
The
tampa
police
department
considers
it
a
promotion
and
the
difference
between
a
six-year
detective
in
tampa,
and
a
six-year
detective
in
tarpon
is
42
over
42
000
a
year.
P
So
when
we
said
5,
it
was
really
more
of
just
trying
to
gradually
get
us
make
progress
to
the
fact
that,
right
now,
in
historically,
the
taxes
at
tarpon
have
been
provided.
Absolutely
no
extra
compensation,
even
though,
obviously,
what
I've
described
to
you
is
a
tremendous
tremendous
amount,
more
responsibility
than
what
a
regular
patrol
officer
is
asked
to
to
handle.
P
That's
correct,
I
mean
every
every
aspect
of
our
of
our
lives
is
is
dictated
by
the
fact
that
we're
on
call
so
like
we.
We
have
a
small
detective
unit,
so
when
one
of
the
detectives
says
hey
I'm
planning
on
going
out
of
town
this
weekend.
That
means
the
rest
of
us
aren't
doing
anything
that
weekend,
because
we
know
that
we
can't
afford
to
get
that
call
from
our
sergeant
saturday,
night
or
early
sunday
morning
at
two
in
the
morning
and
tell
them
that
hey.
You
know
what
I
realized.
P
We
just
had
a
shooting,
but
I'm
not
available
those
those
words
just
don't
exist
to
us,
and
I
mean
they're
not
going
to
exist
one
way
or
the
other,
because
obviously
we
take
pride
in
our
job
and
serve
in
our
community.
But
what
it
comes
down
to
is
the
feeling
of
feeling
valued.
O
I
also
wanted
to
point
out
again
because
we
want
to
be
clear.
One
of
the
things
that
I
think
management
may
be
inclined
to
say
is
that
this
is
about
payment,
for
you
guys
and
I
want
to
make
sure
we're
connecting
what
we're
asking
for
towards
how
you
are
keeping
the
community
safe.
And
so,
if
you
don't
offer
a
five
percent
or
some
sort
of
specialty
pay
to
incentivize
people
to
do
that
extra
work.
Do
you
fear
that
there
may
be
an
elapse.
P
In
the
kind
of
person
that
applies
for
that
detective
unit,
exactly
I
mean
like
anything
else.
You
want
your
most
qualified
and
best
candidate
to
to
go
to
that
position.
You
don't
want
them
to
be
factoring
in
finances
when
they're,
when
you're
deciding
who's
going
to
be
investigating
the
next
homicide
in
tarpon
springs.
You
want
your
best
candidate,
you
want
your
most
experienced
candidate
and
the
last
thing
you
want
is
to
have
a
detective.
O
Thank
you.
I
wanted
to
ask
you
just
two
more
questions,
detective,
one
as
to
assignment
pay.
So
we've
talked
a
lot.
One
of
the
comparables
for
tarpon
springs.
Police
department
is
the
sheriff's
office
because
that's
the
place
where
we
lose
a
lot
of
candidates,
both
at
the
recruitment
stage
and
at
the
retention
stage,
correct.
O
The
amounts
of
money
here
range
from
about
eight
hundred
dollars
to
about
twenty
six
hundred
dollars
all
right,
so
I'm
going
to
read
them
off,
not
the
numbers,
but
the
types
of
things
these
are
all
of
the
different
assignment
pays
that
are
specialty
pays
that
the
sheriff's
office
pays
its
people
and
I'm
going
to
ask
you
if
tarpon
springs
pays
its
people
for
these
duties?
Does
that
make
sense.
O
Okay,
pcso
pays
its
armorer,
a
specialty
pay.
Does
that
happen
at
tarpon
springs.
G
G
G
G
O
O
G
O
G
G
O
R
P
So
what
you're
seeing
is
the
breakdown
comparing
us
to
the
tampa
police
department?
It's
providing
their
steps.
What
I
want
you
to
focus
on,
because
I
mean
obviously
there's
a
lot
of
information
on
that
slide.
It's
just
that
tampa
pds,
tampa
pd
tops
out
at
step
11,
so
11
years
into
the
career
again,
tarpon
springs,
police
department
is
20
and
potentially,
with
their
perspective,
contract
offer
would
be
21..
P
The
other
important
thing
to
look
at
is
the
step
plan
for
detectives.
Like
I
said,
tampa
police
department,
the
value
they
place
on
the
detectives
is
they
actually
consider
a
promotion,
and
so
they
have
a
specific
step
plan
for
their
detectives.
So
that's
where
you
end
up
getting
the
comparison
that
I
explained
to
you,
where
you
have
a
six-year
senior
detective
in
tarpon
in
tampa,
that's
making
42
000
a
year
more
than
what
a
comparable
senior
detective
and
tarpon
pd
would
be
making.
O
P
O
So
I'm
going
to
skip
us
to
pinellas
county
sheriff's
office
and
then
take
us
back
to
saint
pete.
P
P
So
pinellas,
you
can
see
the
the
same
thing.
Obviously
they
top
out
at
17
again
we're
topping
out
at
20.
the
from
a
salary
standpoint.
If
you
just
simply
look
at
the
numbers,
it
appears
that
we're
somewhat
in
line
with
the
the
sheriff's
office,
like
I
said
like
what
I
want
to
focus
on,
is
the
fact
that
we're
not
providing
ship
we're
not
providing
shift
inferential,
not
providing
detective
specialty
pay.
P
P
P
St
ppd,
you
can
see
the
raises
that
they're
offering
these
are
in
addition
to
the
steps,
so
four
percent
2.19
three
three:
the
increase
that
they're
providing
is
12
to
26
percent
of
the
three
year
term
of
the
contract.
So.
P
So
pinellas
so
who
recently
provided
their
contract?
Obviously
they
were
facing.
They
ended
up
having
this
contract
done
in
the
same
financial
environment
that
we're
currently
facing
they
provided
a
three-wage
increase
on
top
of
the
steps
that
they
had.
This
allowed
their
officers
to
get
anywhere
between
three
and
seven
percent
the
next
fiscal
year
and
they
maintained
having
ship
differential
and
then
also
the
10
detective
specialty
pay.
P
They
also
have
ancillary
benefits,
such
as
health
insurance
when
their
members
retire,
which
you
can
imagine
the
the
amount
of
value
that
that
provides
their
membership.
They
also
pay
out
up
to
100
percent
of
sick
time
up
to
1
280
hours
when
their
officers
retire.
So
a
lot
of
their
benefits
are
designed
to
try
to
retain
their
officers,
not
just
simply
for
five
years,
not
for
10
years,
but
for
their
entire
career,
because
they
understand
the
value
that
has
both
to
their
department
and
to
the
community.
They
represent.
P
So
what
what
this
is
showing
is
what
we've
discussed
before
is
the
for
detective
specialty
pay.
The
difference
between
us
and
tampa
with
the
same
level
of
detective
is
over
forty
thousand
dollars.
P
Obviously
we're
not
tampa,
but
what
these,
what
this
study
did
and
what
this
examination
looking
at
pinellas
st
p,
clearwater
largo,
what
it
provided
is
that
not
only
are
we
not
competitive
with
tampa
we're
not
competitive
with
anyone
in
pinellas
county
that
we're
currently
risking
losing
both
on
when
it
comes
to
recruitment
and
retain,
and
those
are
the
some
of
the
numbers
you
look
to
is
the
fact.
The
difference
between
us
just
simply
on
base
salary
between
these
departments
is
15
20
and
30
000
a
year,
and
it's
just
very
tough
to
compete.
O
O
S
I'm
terrine
mathis,
I'm
a
patrol
sergeant
here
at
tarpon
springs
pd.
I've
been
here
for
12
and
a
half
years.
I
don't
think
there's
anybody
more
tarpon
than
I
am
in
this
room
around
the
sim
call
and
right
now,
I'm
assigned
to
patrol
but
prior
to
that
I
was
part
of
the
sro
unit
as
well.
O
G
S
For
me,
it's
a
very
complicated
perspective
that
I
see
on
both
ends.
Given
the
current
climate
in
america
and
policing,
especially
dealing
with
minority
communities,
I
get
the
privilege
to
see
it
on
both
ends
as
an
officer
and
as
an
african-american
male
who
happens
to
do
this
job
for
a
living,
and
it
is
an
issue
that
is
very
tough
sometimes
to
talk
about.
S
It
is
an
issue
that
is
very
difficult
to
deal
with,
however
policing.
For
me,
you
know
again
it's
very
complicated,
but
today,
more
than
ever
we
need
more
policing
and
more
people
who
look
like
me
doing
this
job.
S
B
O
S
S
And
that
that
makes
it
tough
because
the
men
and
women
you
see
behind
me,
call
me
a
lot
and
especially
when
things
happen
in
our
minority
community
to
help
solve
issues
that
happen
within
that
community
and
what
that
does
when
you're,
the
only
one
that
looks
like
you
at
an
agency
to
put
you
in
a
very
tough
position,
both
at
home
and
professionally,
where
my
kids
have
to
hear
things
that
have
gone
on
and
decisions
that
I've
made,
that
adversely
impacts
them.
But
it's
the
right
thing
for
us
to
do
so.
It's
tough!
O
So
that
brings
me
sergeant
to
the
matter
of
recruiting
because
remember
we're
not
talking
about
a
wage
contract,
because
you
all
are
a
bunch
of
greedy
jerks
that
just
want
to
get
rich
off
policing
right.
I
know
I'm
being
silly,
but
I
I
want
you
to
connect
this.
Why
is
it
important
that
this
three
percent
general
wage
increase
contract
with
the
step
plan
and
the
five
percent
detective
specialty
pay
goes
through?
What
does
that
do.
S
It
allows
me
to
reach
out
and
be
competitive
to
get
those
men
and
women
into
this
agency
and
show
them
what
we're
all
about
and
hopefully
keep
them
here
right
now,
it's
tough
and
as
detective
limited
earlier,
when
we
get
them
we're
getting,
we
don't
want
the
bottom
of
the
barrel.
We
want
a
quality
candidate
and
the
only
way
to
recruit
and
retain
quality
candidates
is
by
compensating
them
fairly
and
right
now
we're
just
not
keeping
up
so
I
can't
compete
with
st
pd.
I
can't
compete
with
tampa
pd.
S
I
can't
compete
with
the
sheriff's
office
when
you
throw
15
000
difference
in
front
of
a
young
man
or
woman.
That's
coming
out
of
college.
That's
a
huge
cost
of
living,
that's
a
huge
difference
in
their
quality
of
life.
So
these
things
are
important
in
order
to
recruit
and
retain
quality
applicants.
O
C
B
S
You
know
it's,
you
know,
I
don't
want
to
say
it's
pay,
because
that
doesn't
look
good
for
the
city,
so
I
protect
the
city's
interest,
but
I
tell
them
we're
trying
and
we're
and
that's
all
I
can
tell
them
as
we
go
behind
the
scenes
to
find
these
cat
these
candidates
to
bring
them
in
here.
But
you
don't
want
to
make
the
city
look
bad
and
say
you
know
we
just
don't
pay
them
enough.
S
O
S
How
do
I
look
a
young
applicant
in
the
face
and
say:
hey
it's
going
to
take
you
20,
21
years
here
to
top
out
and
pay
while
raising
a
family
when
you
can
go
down
the
street
and
do
it
in
11
13
17
years
and
get
extra
money
on
top
of
that
and
get
those
those
ancillary
benefits
that
we
all
talk
about.
It's
tough
and
having
a
family.
It's
tough
to
look
the
guys
around
me
in
the
face
and
say:
hey!
It's
gonna
take
20
years
to
max
out.
S
O
O
T
O
O
Particularly
people
of
color
and
bringing
them
into
the
law
enforcement
community
in
turpan
springs.
I
want
to
talk
to
you
about
specialty
pay
and
particularly
your
work
as
a
detective
and
the
kind
of
work
that
you
do.
You
said
you've
been
with
tarpon
for
eight
years.
Correct,
coming
up
on
eight
years,
got
it
and
in
the
detective
unit
you
all
work.
Homicides
suicides
stabbings
those
kinds
of
things,
correct,
yes,
ma'am,
okay,
you
work
a
special
area
called
the
special
victims
area.
Is
that
right?
I
do,
and
what
does
that
mean.
T
O
Got
it
so
we're
saying
all
this
quickly
because
again
we're
on
a
zoom
call,
and
this
is
heavy
stuff,
and
I
want
to
make
sure
that
we're
giving
it
the
appropriate
weight
because
you
live
with
that
weight
every
day.
So
what
is
the
impact
of
investigating
child
sex
crimes
on
you?.
T
T
It's
being
a
perfectly
good
stranger
to
a
six-year-old
a
scared,
little
girl
and
earning
her
trust
after
she's
been
through.
You
know,
a
horrific
ordeal
sometimes
for
years
you
have
to
gain
their
comfort
and
know
how
to
properly
extract
a
non-leading.
T
You
know
very
detailed,
articulated
statement.
You
have
to
get
them
to
tell
you
basically
their
darkest
secret,
their
deepest
darkest
secret
as
a
perfectly
good.
Stranger.
T
T
You
have
to
be
able
to
know
how
to
interview
and
talk
to
a
child
and
operate
within
a
very
specific
set
of
parameters
so
that
you
don't
in
essence
make
it
easy
to
understand.
So
you
don't
blow
the
case
before
you
get
started.
There's
a
lot
of
things
in
child
interviewing
that
you
can't
do
you
can't
ask
a
child
a
closed-ended
question.
You
can't
ask
them
many
different
types
of
questions,
but
you
still
need
them
to
be
able
to
be
comfortable
and
articulate,
and
you
need
it
to
be
able
to
get.
T
O
We're
asking
the
mayor
and
the
vice
mayor
and
commissioners
to
vote
for
is
a
specialty
pay
that
recognizes
the
impact
of
having
to
wake
up
in
the
middle
of
the
night
and
go
talk
to
that
little
girl
or
having
to
leave
your
own
family
to
go
talk
to
that
little
girl.
Why
should
the
city
of
tarpon
springs?
Invest
five
percent
base
pay
in
you
for
doing
that.
T
It
means
getting
up
in
the
middle
of
the
night
on
call
outs.
It
means
leaving
my
toddler
who's
on.
You
know,
perhaps
maybe
on
home
health,
to
come
and
take
care
of
somebody
else's
family
or
a
breastfeeding
infant
who's.
You
know,
needs
milk.
Every
few
hours
means
late
night
studying
for
depots.
You
know,
hearings,
motions
trials
after
my
full
day's
work,
it
means
stopping
bath
time
bedtime
dinner,
which
usually
is
late.
T
If
at
all,
you
know
it
means
leaving
a
newborn
chasing
somebody
who's
murdered
several
people
in
our
city
across
the
country.
While
I'm,
you
know
pulling
my
my
pump
bag
in
tow,
it
means
going
into
preterm
labor,
with
my
firstborn
and
staying
for
a
victim
interview
in
which
we
got
a
plea
deal
for
30
years.
T
It
means
going
into
labor
while
working.
You
know
my
my
second
pregnancy
going
into
dealing
with
a
baby
that
was
five
months
old
and
disabled
and
his
father
tried
to
murder
him
it's
staying
for
the
for
those
because
my
family
doesn't
come
first.
The
city's
families
comes
first.
O
T
We
investigate
a
multitude,
sometimes
it's
it's
different
than
other
months,
I
would
say
maybe
allegation
wise.
We
could
potentially
get
anywhere
between
five
to
eight
a
month.
Maybe
I
mean
not
all
sustained,
you
know,
but
in
addition
to
working
those
cases
you
want
somebody
that's
experienced
to
not
only
be
able
to
make
a
fantastic
case
and
to
take
somebody
off
the
street
and
put
them
in
prison
for
30
years
after
they've
raped
a
child,
but
it's
also
equally
as
important
to
be
able
to
have
that
experience
to
have
somebody
come
forth.
O
So
this
five
percent
specialty
pay
just
to
wrap
it
back
around.
We
have
so
few
minutes
left,
but
the
idea
here
is
that
detectives
who
do
the
kind
of
heavy
emotional,
psychological
investigative
lifting
that
the
detectives
at
tarpon
springs
are
doing
should
be
recognized
with
a
five
percent
specialty
pay,
whereas
now
they
are
recognized
with
a
zero
percent.
Specialty
pay
correct.
O
T
It
would
make
me
feel
that
the
city
recognized
that
you
also
need
to
support
your
citizens.
You
know
who
have
a
six-year-old,
you
know,
or
an
eight-year-old
who's
been
raped
in
a
world
where,
right
now
the
country's
climate
is.
T
I
feel
that
most
of
the
country
hates
me
for
who
I
am
and
being
a
police
officer
and
the
job
that
I
do
it
would
make
me
feel
valued
and
supported,
because
the
job
I
do
is
the
very
same
as
they
do
next
door
in
tampa.
O
R
O
R
Yes
ma'am,
so
I
observed
a
female
who
I
later
determined
was
a
juvenile
15
year
old,
female
walking
down
the
street.
She
seemed
like
she
was
in
distress
when
I
made
contact
with
her.
She,
I
observed
blood
all
over
her
arms,
her
legs
and
she
had
a
12
inch
blade
knife
holding
up
above
her
head
facing
towards
me.
I
then
used
verbal
commands
for
her
to
drop
the
weapon.
I
ended
up
getting
her
detained
without
any
injury
for
myself
or
her,
and
I
got
her
into
protective
custody,
and
you
said
she
was.
O
O
I
mean
this
is
a
silly
question
because
otherwise
you're
a
serious
masochist,
but
do
you
enjoy
working
with
children?
I
do
I
love
working
with
children
and
do
you
think
the
qualities
that
you
have
that
were
recognized
and
those
awards
you
received
were
relevant
to
your
work
as
a
school
resource
officer
at
tarpon
elementary.
R
R
O
You
repeat
that
question
are
schools
more
dangerous
now
than
they
used
to
be
absolutely
with
all
the
school
shootings?
Absolutely
so
you
loved
being
a
school
resource
officer,
and
you
had
10
years
of
vpk
experience
and
you
really
like
kids
right,
but
you
lost
being
the
school
resource
officer
at
tarpon
elementary.
Why
I.
R
R
O
So
I
think,
you're,
aware
officer
that
we're
asking
the
mayor
and
commissioners
to
decide
whether
to
include
a
section
in
our
contract
that
would
allow
the
police
chief
to
move
school
resource
officers
and
other
administrative
positions
to
a
42-hour
work
week.
If
that
had
been
in
place
and
you
had
been
able
to
work
a
42-hour
work
week
as
a
school
resource
officer,
would
you
have
stayed
in
that
position
longer?
I
would
have
definitely
considered.
O
L
Myself,
all
right,
miss
jackson
under
the
procedures
that
the
parties
agreed
to
you
have
three
minutes
to
question
any
of
the
persons
who
presented
for
the
union.
Do
you
have
anybody
that
you'd
like
to
question?
Mr.
N
Issue
felt
the
point:
when
would
we
have
any
questions
of
mrs
lone.
L
Jackson
was,
as
I
said
at
the
beginning
at
any
time.
A
commissioner
has
questions.
You
can
certainly
ask
so
if
you
want
to
go
ahead
and
pose
your
question
before
we
go
to
miss
jackson.
That'd
be
fine.
Thank.
N
You,
ms
loan,
I
have
four
questions
and-
and
I
really
need
some
clarity
on
this-
I
very
much
appreciate
all
the
testimony
that
was
given
and-
and
it
was
extremely
helpful
with
the
personal
experiences
and
everything
I
want
to
kind
of
focus
on
what
the
requests
are
for
this
evening.
Yes,
sir
one,
I
want
to
confirm
that
the
the
city's
offer
was,
you
know
I
may
have
to
use
an
example,
but
I
I
think
you
could
explain
it
three
percent
across
the
board
with
no
step
increase.
N
In
other
words,
if
a
police
officer
is
making
x
number
of
dollars-
and
let's
say,
let's
roll
this
back-
so
we're
not
talking
about
2021
but
2019
is
an
example
and
and
in
2020,
given
that
that's
that's
moved
as
a
step,
but
we're
not
talking
about
that
a
general
wage
increase.
N
O
Okay,
I'm
also
having
just
tiny
like
every
once
in
a
while
there's
a
pause
where
I
can't
hear
like
I'll
miss
one
of
the
words
that
you
say,
which
is
why
I'm
repeating
it
back
to
you.
I
want
to
get
it
right,
so
the
last
offer
from
the
city
was
a
three
percent
general
wage
increase.
But
in
order
for
the
officers
to
get
that
three
percent
general
wage
increase,
they
had
to
agree
to
not
move
forward
on
their
step
plan.
O
N
Okay,
that
that's
helpful.
I
do
have
a
question
for
the
our
city
administration
that
regard
at
the
pro
at
the
appropriate
time.
Number
two,
I
don't
know
whether
detective
lemon
or
anyone
else
that
gave
testimony
tonight,
but
this
is
really
for
him
or
maybe
for
yourself.
If
you
recall
in
2017
there
was
a
five
percent
general
wage
increase
and,
along
with
a
2.25
step,
was
there
any
explanation
of
what
of
that
of
why
that
was
the
case.
This
is
just
background
information
that
that's
a
that's.
N
N
The
basis
for
the
2017,
5
general
wage
increase
and
then
also
the
2.25
for
the
younger
officers
step
increase
the
why
that
was
such
a
generous
adjustment
at
that
time,.
O
N
O
N
Okay
and
then
also
the
last
question
is
in
this
executive
summary
we
received.
N
It
says
that
the
last
proposal
from
the
pba
regarding
the
impasse
issues
as
follows:
general
wage
increase,
the
pba,
landed
a
3
general
wage
increase,
plus
an
increase
in
steps
for
the
fiscal
year
2020,
and
I
don't
know
what
that
increase
is.
In
other
words,
I
I
understand
what
is
the
the
the
step
increase
that
you're
asking
for.
O
This
respectfully
is
one
of
the
areas
in
the
city,
manager's
executive,
summary
that
I
don't
agree
with.
I
think
it's
worded
in
a
way,
that's
confusing,
so
what
we
asked
is
for
the
members
to
move
through
their
step
plan
just
the
same
way.
They
always
would,
if
you're
a
step
10
officer,
you
move
to
step
11.
If
you're
a
step,
11
officer,
you
move
to
step
12
et
cetera,
we
didn't
ask
for
anything
special.
O
N
Okay,
so
it's
the
same
schedule
that
I'm
looking
at
appendix
2
in
the
contract,
where
younger
officers
receive
a
2.25
step
and
the
more
senior
ones
move
down
to
a
1.75
step.
Is
that
correct.
O
It's
the
exact
same
step,
sir.
That's
in
the
october
1st
2017
through
september
30th
2020
contract,
we're
not
asking
for
any
deviation
or
change
to
that
step.
Plan
that's
already
in
place,
and
I
do
need
to
correct
myself.
Commissioner,
if
you
just
allow
me
I
misspoke,
I
said
it
was
seven
human
beings
and
the
detective
unit
is
actually
eight.
N
Thank
you
very
much.
Those
were
the
questions
I
had.
O
C
C
Let's
go
to
the
the
specialty
pay,
yes,
sir,
the
detectives
when
they
will
call
out
to
work.
Do
they
get
a
different
night
differential
or
shift
differential
when
they
work
nights.
C
Okay,
the
the
detectives:
are
they
volunteers
to
work
on
that
position
or
they
were
assigned
to
work
in
that
position?.
C
F
My
first
one
I
just
want
to
how
is
the
potential
specialty
pay
for
detectives
how's
that
paid
out?
Is
that,
like
a
five
percent
bonus
you
get
at
the
end
of
the
year?
Is
that
five
percent
on
top?
How
is
that
paid.
O
F
O
So
it
vacillates
depending
on
what
area
of
the
department
you
work
in
so,
for
example,
right
now
the
department
has
its
patrol
shifts
on
42
hours
or
there's
the
option
to
work
a
42-hour
shift
in
detective,
or
excuse
me
in
these
administrative
positions
that
we
brought
up
to
you.
Most
importantly,
we
highlighted
the
sro
the
school
resource
officer
position
they're
on
a
40-hour
set
work
week.
So
importantly,
we're
not
asking.
O
F
O
Of
the
chief
of
police
or
his
designee
regarding
how
those
two
hours
would
be
utilized,
I
one
of
the
things
I
really
like.
I
said
I
really
try
to
stay
in
my
lane.
Management
has
very
specific
rights
on
how
it
chooses
to
utilize
its
personnel,
so
the
police
department
could
use
those
two
hours.
However,
they
see
fit
in
the
school
resource
officer
context.
As
a
civilian,
I
would
probably
be
best
to
defer
and
say
that
that
would
be
up
to
the
chief
or
his
designee.
F
Okay
and
then
just
something
that
that
occurred
to
me,
I
guess
leading
up
to
the
meeting,
especially
talking
about
specialty
pay
and
a
lot
of
the
benefits
that
you
know,
other
police
departments
might
have,
or
some
of
those
other
benefits
beyond
just
specialty
pay
or
shift
differential.
F
Are
there
any
other,
like
you
know,
perks
that
you
can
think
of?
Like
I
know,
sometimes
I
see
like
sheriff
cars
come
home
into
my
neighborhood
and
then
they
get
to
take
their
cars
home.
Do
we
do
that
in
tarpon.
O
O
Every
other
law
enforcement
agency,
where
I
work-
that's,
not
a
tiny,
tiny
hometown,
like
seven-man
police
department,
they
have
a
take-home
car
policy.
Take-Home
cars
are
means
that
of
law
enforcement
personnel
is
not
required
to
put
mileage
on
his
or
her
car
and
the
gasoline
that
fills
up
that
car
is
paid
for
by
the
city.
That's
a
huge.
I
will
tell
you.
O
O
D
Okay
and
then
I
I'm
still
trying
to
understand
the
step
plan
and
like
the
the
the
wage
increases.
So
let's
say
we
have
an
officer,
that's
at
step.
20.
D
O
So,
in
order
to
calculate
I
get
it,
I
had
trouble
with
this
when
I
first
started
to
so
there's
basically
two
categories
that
we're
asking
you
to
think
about.
Let's
start
with
this
category,
which
is
the
step
plan,
the
step
plan
means
that,
if
I'm
on
step
one
of
the
plan-
and
then
I
stay
here
for
a
year-
I
move
to
step
two
of
the
plan,
and
then
I
move
to
step
three
of
the
plan
based
on
just
years
of
service.
O
D
I
understand
so
that
ultimately
increases
the
step,
then
for
the
previous
year
or
the
next
years
right.
K
K
D
D
O
O
D
O
D
So
and
help
me
just
understand
this
and
mr
lemons
are
sergeant
terrain.
Mathis
can
maybe
answer
this.
When
I'm
looking
at
the
powerpoint,
it
says
step
20,
then
it
has
years
20,
21,
22
and
23
and
then
75
76
77
78
000..
So,
although
we're
at
step
20
or
maybe
does
that
start
at
your
16,
maybe
I
don't
know.
D
D
D
D
O
During
contract
negotiations
to
try
to
show
how
different
their
offer,
how
basically
how
badly
their
offer
was
going
to
impact
the
pay
differential
between
tarpon
springs,
pd
and,
for
example,
the
sheriff's
office
or
the
other
agencies.
So
the
reason
those
numbers
are
there
are
to
show
like
for
2021.
O
D
Okay,
so
I
I'm
still
trying
to
to
mill
this
three
percent
wage
increase
in
how
it
affects
the
step
plan.
So
I'm
gonna
go
ahead
and
pause.
My
questions
for
now
and
kind
of
wait
for
this,
the
city
side,
but
obviously
thank
you
for
your
time
with
this
and
thank
you
for
all
that
all
the
staff-
that's
here
with
us
tonight
too,.
Q
Q
Yes,
thank
you
and
I,
like
the
chief
coaching,
please
we'll
be
answering
questions.
First,.
Q
I'm
sorry
let
me,
if
do
you
hear
a
noise
behind
me
they're
here
vacuuming
and
I
can
ask
them
to
see.
Q
M
Well,
first
of
all,
good
evening,
ms
jackson
and
mayor
and
board
commissions,
I've
been
with
the
city
for
31
years.
M
How
do
you
feel
yeah
how
we
feel
about
them?
They're
awesome.
I
mean
they're
tspd's
finest.
We
work
with
them
all
the
time.
I
think
we
have
a
very
good
culture
at
the
police
department.
I
love
working
with
these
officers,
some
of
the
more
senior
officers
I've
come
up
through
the
ranks
with
and
personally
know
them,
and
even
even
the
younger
officers.
M
You
know
we,
you
know
we
get
to
know
them
really
well,
and-
and
it's
really
you
know
it
look
at
all
of
us
as
a
family
and
and
it's
it's
just
a
really
good
team
effort
here
and
I'm
honored
to
to
serve
with
the
men
and
women
of
tarpon
springs
police
department.
M
Yes,
starting
with
the
2008-2011
contract,
2011,
the
2014
contract
2014
to
2017
contract
and
then
the
217
2017
contract
to
the
2020
contract
and,
of
course,
the
current
one
that
we're
negotiating
for.
Q
Can
you
share
with
the
commission
the
history
of
the
the
contract
negotiations,
particularly
starting
with
the
2014
contract
and
the
the
negotiations
around
wages
and
what
the
city
offered
and
what
was
ultimately
agreed
upon.
M
Yes,
first
of
all,
real
quick,
the
28
to
2011
and
2011
and
2014
contracts
were
obviously
done
during
a
great
recession.
Those
were
difficult
times.
Everybody
was
in
the
same
boat,
but
in
the
2014
contract
to
2017
the
city
really
stepped
up
to
compete
with
the
sheriff's
department.
M
At
that
time,
the
sheriff's
department
kicked
in
a
step
plan
which
our
step
plan
is
basically
mirrored
after,
although
there's
there's
top
out
at
17,
we
top
out
at
20.,
but
in
that
year
the
first
year
of
the
plan,
the
average
raise,
was
close
to
seven
percent
for
all
officers
year,
two
five
percent
year,
three
a
little
over
three
percent-
that
contract
really
kind
of
got
us
in
the
game
with
pay
and
the
sheriff's
department.
So
it
was
a.
M
It
was
a
really
good
contract
for
the
officers
that
year
and
I'm
glad
we
could
do
it
for
him
and
then
the
2017
to
2020
contract-
and
I
know
commissioner
vattikilos
had
a
question
about
year
one.
So
we
did
a
three
year
contract,
obviously,
and
in
year
one
we
front
end
loaded
the
contract,
so
we
gave
them
a
five
percent
raise
plus
their
step
increase.
M
So
in
other
words
and
I'm
going
to
share
that
with
the
board
aaron
when
you,
when
you
asked
me
to
but
I'll
talk
about
the
the
pay
matrix,
if
you
will
in
the
step
plan
year,
one
through
ten
is
a
two
point:
two
five
percent
step
plan
rate.
So
it's
basically
loaded
in
the
first
10
years
to
kind
of
get
officers,
pay
going
up
quicker
as
they
progress
through
the
20
years,
and
then
it
starts
to
flatten
out
right
around
year,
12
at
1.75
all
the
way.
M
Through
year,
20.,
the
sergeants
have
a
10-year
step
plan
and
their
step
increases
are
evenly
spread
out
at
1.75
percent
from
year,
one
all
the
way
through
10..
So
in
the
last
contract
again,
the
first
year
was
front
end
loaded
with
a
5
gwi.
What
everyone
has
been
talking
about
tonight,
that's
just
the
general
wage
increase.
Basically
that
moves
the
annual
pay
in
the
hour.
We
pay
through
all
ranges.
Equally,
so
you
don't
have
compression
so
in
year,
one
in
in
the
current
contract.
M
If
you're
looking
at
a
five
percent,
you
were
a
first
year
officer,
you
were
really
looking
at
a
7.25
total
wage.
If
you
were
more
on
the
top
end,
you
were
looking
at
a
6.75
total
wage
increase
and
that's
with
everything
with
the
gwy
and
the
step
increases
as
they
move
through
the
step
plan.
So
I
hope
I
address
that,
for
you.
M
Okay,
we'll
we're
going
to
go
machine
screen,
share
real
quick,
okay.
M
Okay,
can
everybody
see
that,
yes,
okay,
so
this
is
this
is
what's
called
appendix
two
and
and
this
step
plan
is
actually
contractual,
so
it
goes
in
line
with
with
our
with
our
union
contracts
with
the
pba.
So
when
you
look
at
appendix
2,
you
see
police
officer
I'll
just
go
through
the
columns
from
left
to
right.
M
You
see
police
officer
years
of
service,
step
1
through
20
and
then
sergeant
years
of
service
step,
one
through
ten
and
then,
of
course,
on
the
right
of
that
is
the
base
salary
in
an
hourly
wage
and
then
the
next
one
is
the
annual
salary.
Again
I'm
going
from
left
to
right
in
the
columns
and
then
what
you
see
in
the
middle,
the
one
percent.
Now
this
is
the
final
year
of
this
current
contract
that
we
were
in
that's
what
you
would
commonly
refer
to
as
the
gwy.
M
M
That
would
be
the
first
thing:
all
the
wages
move,
three
percent
and
then
the
the
next
column
is
what
the
officer's
salary
would
be
at
20
80
hours
and
the
reason
we
did
this
because
you're
going
to
look
on
the
far
right
and
it's
21.84
hours,
which
would
be
the
12
hour
shifts
because
patrol
works
12
hour
shifts
and
then
all
those
on
administrative
assignments
are
working
a
normal
40-hour
week,
which
is
2080
hours
annually.
So
you
can
see
the
difference
in
pay.
M
Obviously,
if
you're
on
a
12-hour
shift,
you're
working
2184
as
opposed
to
2080.
so
sandwich
between
those
two
columns
are
the
step
increases.
So
what
you
see
again
is
when
you
look
at
entry,
one
at
two
point,
two,
five
percent
step
for
them
to
go
into
two.
They
would
get
a
two
point:
two
five
percent
step
raise
and
if
the
gwi
kicked
in,
that
range
would
move
up
an
additional
three
percent
or
if
it
was
a
two
percent,
an
additional
two
percent.
So
the
steps
are
a
means
and
they're
fixed
in
the
contract.
M
So
the
good
thing
about
a
step
plan
and
again
we
we
did
this
in
line
to
compete
with
the
sheriff's
office,
because
the
sheriff's
office
was
one
of
the
agencies
that
really
back
in
the
day,
tended
to
take
personnel
away
from
us,
but
we
mirrored
this
right
after
their
step
plan.
So
I
like
step
plans
because
there's
no
compression
the
steps
are
clearly
defined
and
then
the
gwi
is
obviously
negotiated
and,
in
theory
so
are
the
steps.
But
so
everything
is
structured
appropriately.
M
So
these
officers
and
the
sergeants
they
move
through
their
step
plan
in
a
systematic
manner
and
in
a
very
defined
manner.
So
I
hope
I
I
know
it's
easier
for
the
commissioners
to
look
at
this,
so
maybe
they
get
a
better
grasp
of
how
it
works.
But
I
hope
I've
answered
your
questions.
I
hope
I
provided
some
clarity
to
you
know
the
overall
step
plan
and
how
it
works.
N
I'm
going
to
jump
right
in
here
the
city's
offer
for
this.
This
negotiation
was
three
percent.
Is
that
correct,
with
the
freeze
increa
with
a
freeze
on
the
step
increase.
M
Our
best
and
final
was
a
three
percent
gwi
general
wage
increase.
So
that
means
that
all
the
officers
would
have
stayed
in
the
step
and
all
of
those
ranges
would
adjust
three
percent.
So
everybody
to
include
all
the
officers
in
the
sergeant
would
get
a
three
percent
raise
on
their
salary
and
and
if
you
don't
mind
that
was
our
best
and
final,
because
we
originally
offered
a
1.25
gwi
and
then
their
step
increases
which,
on
and
and
the
pva
was
not
or
the
suncoast
pba
was
not
very
warm
to
that.
M
But
under
our
initial
offer,
90
of
all
of
our
officers
were
getting
anywhere
from
a
three
percent
to
a
three
and
a
half
percent
raise
depending
on
where
you
were
in
the
steps
and
then
the
ones
that
were
topped
out
in
either
step
20
or
step
10.
You
know,
we've
gotten
only
a
1.25
percent
raise
so
then
we
came
back
after
the
pba
was
really
warm
to
that.
We
came
back
and
just
said:
look
for
the
first
year
we
can
give
you
a
three
percent.
Gwi
everybody
gets
a
three
percent
raise.
M
Unfortunately,
people
do
stay
frozen
in
their
steps,
but
then
we
offered
in
year
two
and
three
and
and
we
really
wanted
to
close
the
gap,
we
wanted
to
get
a
better
idea
of
what
the
financial
picture
looked
like
for
the
city,
but
in
year
two
and
three
our
intention
was
to
come
back
and
make
adjustments
to
you
know
to
be
competitive
and
fix
some
of
those
gaps
that
the
pba
had
talked
about.
N
The
question
I
had
was
using
this
weight
scale
that
you
show
there.
Let's
say
at
the
entry
level
years
of
service
two
as
an
example:
you
go
from
fiscal
year,
19
to
fiscal
year.
20
you
get
a
1
general
wage
increase,
plus
a
step
of
2.25.
N
So
that
would
be
for
all
the
officers
that
we've
got
from
entry
level
actually
from
the
entry
level
up
to
about
10.
I'm
sorry
right,
the
years
of
service
10.,
so
in
a
fact
we're
just
so
I
get
it
straight.
We're
asking
some
officers
to
make
you
know
as
far
as
their
salary
adjustment
would
be.
Actually
less
is
what
the
city
is
being
offered
or
is
offering
as
compared
to
what
they
had
last
year.
M
N
So
how
many
officers
do
we
have
from
the
years
of
service
10.
N
So
all
right,
so
that
we
would
be
offering
them
less
there
all
right
and
after
step,
20.
I'm
sorry,
yes,
step
20,
which
would
be
years
of
service
20..
We've
got
a
defined
pension
plan.
When
would
be
the
earliest
that
police
officers
could
retire
from
the
city
25
an.
M
Hour
so
on
our
on
our
pension
plan,
we
have
25
and
out
at
you
know,
whatever
the
multiplier
was,
so
you
have
your
multiplier
and
then
your
average
final
compensation
on
the
pension
plan,
and
then
we
have
an
early
retirement
with
10
years
vesting
at
age,
50.
N
Okay,
so,
basically
from
years
of
service
20
through
25,
they
would
not
get
a
step
increase.
It
would
just
be
the
general
wage
increase,
increase.
M
N
And
then,
lastly,
what
is
our
attrition
rate
for
the
police
department?
Let's
say
in
the
last
couple
of
years:
what's
it
been
running.
M
I
would
say,
with
the
exception
of
retirements
turnover,
is
very
low,
but
we
are
getting
into
like,
like
everywhere
else
in
the
country.
We
are
getting
into
an
era
where
a
bunch
of
retirements
are
coming
up,
and
we've
already
had
several.
N
M
We
don't
have
a
percentage,
I
mean
we
know,
we
know
when
people
especially
get
to
retire.
We
don't
know
when
people
may
decide
to
leave
to
go
to
another
agency.
Usually
that's
just
a
two
week
notice
and
you
know,
but
I
don't.
I
don't-
have
all
those
percentages,
but
it's
been
very
low.
N
Okay,
I
I
all
right.
Just
I
I
mean
I.
I
don't
understand
that
because
I
asked
the
same
question
of
the
general
employees
and
I
had
to
wait
about
two
weeks
to
get
that
number
and
I
keep
hearing
about
how
competitive
we
are
in
our
salaries
and
things
and
and
that
you
know
we.
We
don't
have
a
problem
with
the
nutrition,
but
people
don't
seem
to
know
what
the
attrition
rate
is.
So
I'm
a
little
surprised
in
that.
What
what's
the
training
cost
for
an
officer?
N
Okay,
so
there's
some
actually
incumbency
on
our
part
to
incentivize
the
process
for
police
officers
to
to
stay
rather
than
being
trained,
for
example,
staying
here
another
year
or
two
and
moving
on
to
another
thing.
N
D
Mr
essenfelder,
yes,
this
is
jacob
carr.
I
think
we
waited
as
a
board
to
ask
the
pva
questions
until
the
end
of
the
presentation
is
the
city
going
to
get
the
time
back
that
commissioner
vaticatus
used
for
questioning
for
their
presentation.
M
C
Mayor
okay,
thank
you.
How
comparable
we
are
with
the
salaries
and
benefits
with
the
other
cities
similar
to
our
size
in
population.
M
M
That's
why,
in
year,
two
two
and
three
a
lot
of
we
put
a
lot
of
things
for
discussion
in
those
years
like
the
wage
reopeners
and
talking
about
all
the
you
know,
all
the
proposals
that
the
union
made
to
discuss
them
in
year,
two
and
three,
when
the
city
can
get
a
better
idea
of
where
we
were.
C
M
Well,
it's
all
it's
based
on
the
way
the
pension
plan
works
is
you
have
what's
called
the
three
percent
multiplier
so
for
every
year
of
service
they
get
three
percent.
So
if
you
retire
25
years,
you
get
75
of
what
they
call
your
average
final
compensation
and
that's
your
best
five
years
out
of
the
last
10
averaged
and
then
there's
a
calculation
done
by
the
actuary
in
our
finance
department,
and
then
you
get
what
your
annual
compensation
would
be
on
the
pension
plan
upon
retirement.
M
M
Yes
erin,
so
we
had
a
total
of
six
collective
bargaining
sessions
with
the
suncoast
pba,
and
you
know
we
basically
for
the
first
two
sessions,
listen
to
pretty
much
everything
that
the
pba
thought
that
that
we
should
look
at
and
and
provide
for
their
membership
and
and
they've
been
talking
about.
Obviously,
some
of
those
things
in
their
presentation,
such
as
the
detective
five
percent
specialty
pay.
M
Again,
the
pay
increases
that
that
we
had
talked
about
the
sro
hours
that
that
they
had
talked
about
and-
and
there
are
some
other
things
that
were
on
the
table,
but
really
maybe
not
be
a
part
of
this
meeting.
I
don't
know
if
you
want
me
to
go
through
all
those,
because
we're
only
really
talking
about
three
things
so.
Q
M
Okay,
so
so
we
went
through
a
series
of
these
collective
bargaining
sessions,
both
parties
in
good
faith,
obviously
going
especially
back
and
forth
on
the
wages
you
know
again,
I
think
the
first
pba
presentation
was
a
three
three
and
three
plus
the
steps,
and
then
you
know
we
we
kind
of
countered
with
a
1.25
plus
the
steps
with
wage
reopeners
in
year,
two
and
three,
they
kind
of
countered
with
a
three
percent
gwi
plus
the
steps
in
year,
one
and
they
agree
with
us
on
year,
two
and
three
with
the
reopeners,
and
then
you
know
we
again.
M
We
gave
our
best
and
final
with
the
three
percent.
Basically
three
percent
year,
one
that's
just
a
gwi,
no
step
movement
and
then
in
year,
two
and
three
was
the
one
point,
two
five
percent
gwi
plus
their
steps
and
then
the
wage
reopeners
for
both
year,
two
and
three,
and
that's
where
we
kind
of
got
stuck.
M
M
Our
direction
was
to
try
and
stay
within
three
percent,
and
you
can
only
make
that
three
percent
work
so
many
ways.
So
when,
when
the
when
the
sun
goes
pba-
and
I
can't
speak
for
them,
but
I
felt
personally
that
they
really
didn't
like
the
fact
that
some
of
the
senior
officers
you
know
in
our
first
proposal,
we've
only
gotten
a
1.25
percent,
the
ones
being
topped
out.
So
we
we
came
back
in
good
faith
and
said
you
know.
M
M
We,
our
our
detectives,
I
mean
they're
a
phenomenal
unit.
They
work
hard
they're
on
call
all
the
time
they
do
get
overtime
pay.
They
do
have
take-home
cars,
so
they've
gotten
they've
got
benefits
on
top
of
what
they
make.
I
do
realize
you
know
that
other
agencies
very
commonplace
for
them
to
have
specialized
pay
for
their
detectives.
So
again
we
wanted
to
regroup
in
year
two
and
really
look
at
that
to
see
if
we
could
financially
do
it
for
the
detectives.
M
So
it
you
know
again,
it
is
in
line
with
what
most
everybody
else
is
doing
in
the
county.
But
again
it
came
down
to
we're
looking
at
three
percent,
the
city's
trying
to
present
a
balanced
budget
without
dipping
into
reserves-
and
you
know
you
can
only
really
work
with
that
three
percent.
So
many
ways.
M
M
It
is
if
we
put
them
on
a
42
hour
work
week,
I'm
just
going
to
pay
him
a
half
hour
extra
day
to
stay
at
the
school,
and
I
don't
really
know
if
that's
conducive
to
the
overall
operations
of
the
police
department,
I'm
basically
just
giving
him
a
a
half
hour
to
just
stay
there.
You
know
for
us,
I
I
don't
know,
I
think,
from
a
management
perspective
that
you
know.
M
I
don't
know
if
that's
conducive
to
the
operation
of
the
police
department,
they
work
in
line
with
the
schedule
of
the
school
anything
above
and
beyond.
That
is
overtime.
If
they
have
to
work
a
game
on
they
deserve
it,
I
mean
if
they
have
to
work
a
game
on
the
weekend.
They
get
overtime.
If,
for
some
reason,
they
have
to
stay
over,
they
give
overtime
and
they're
all
given
take-home
cars
because
of
the
nature
of
their
assignment.
M
So
you
know
that
that's
our
position
on
the
42-hour
workweek
for
the
sros,
but
you
know
I'm
always
open
to
you,
know,
keeping
an
open
mind
about
it
and
you
know
and
looking
at
anything.
M
M
You
know
we
have
provided
really
good
contracts
in
the
past
that
we
talked
about
to
include
the
step
plan
and
take
on
cars
and
overtime
and
pension
there's
a
lot
of
other
benefits
that
the
officers
get,
but
we
want
to
see
them
competitive
with
everybody
else
and
again
that
was
our.
That
was
our
plan
in
year,
two
and
three
to
try
and
close
that
gap.
That
was
important
for
us
to
try
and
close
that
gap
to
see.
If
we
could,
you
know,
make
up
some
of
those
differences.
N
Thank
you,
mrs
jackson,
before
chief
coaching
goes
off
for
a
second
chief.
Thank
you
for
a
second.
N
N
Yes,
uh-huh
that
we've
you
front
loaded,
the
seven
percent
plus
two
point:
I'm
sorry:
the
step
increases
in
2017
of
a
three-year
contract,
I'm
not
talking
about
the
one-year
contract,
but
when
we
first
started
out
the
negotiations,
why
didn't
we
do
that
this
time?
Is
it
just
because
of
the
requirement
of
staying
at
three
percent
this
year.
M
N
Okay
and
then
the
42-hour
work
week
for
the
sro,
based
on
ms
lone's
presentation,
and
maybe
I
misunderstood-
or
I
thought
this
was
at
your
discretion-.
M
Yeah,
so
we're
looking
we're
a
little
confused
on
that
be
honest
with
you.
We
thought
it
was
more
of
a
a
demand
looking
here
in
some
of
the
some
of
the
backup,
but
I
absolutely
have
no
problem
with
language
being
put
in
the
contract.
Says
it
it's.
You
know
it's
an
article
for
management
right,
you
know
to
decide.
What's
the
proper
scheduling,
article
four
basically
lays
out
management
rights
in
our
contract,
but
I
mean
I
have
no
problem
with
that
that
it's
a
management
right
to
basically
decide.
M
N
M
C
M
They're
on
a
40-hour
work
week
so
that
they're
in
sync,
with
the
school
hours
of
the
school
day,
you
know
so
whatever
the
school's
out
school
hours
are
that's
what
they
work,
whether
I
know
elementary
into
their
before
and
after
yeah.
Before
and
after
I
would
say
they
pretty
much
work
in
a
40
hour
week.
M
M
That
yeah,
yes,
that
well,
that
is,
I
don't
think,
that's
going
to
change.
That's
that's
just
based
on
you
know.
It
covers
about
70
percent
of
their
salary
and
their
base
match
up.
Do
you
have
the
contract
there.
U
I
don't
have
the
contract
for
that,
but
we.
M
D
D
Okay,
so
if
they're
working
42
hours
on
a
40-hour
week,
they're
making
more
money
than
they
would
in
a
42-hour
week
or
right.
M
D
M
So
a
lot
of
times
with
the
sros
we'll
know
when
events
are
coming
up,
so
major
young
who
oversees
the
sro
program
will
put
out
you
know
basically
an
assignment
sheet
signing
up,
usually
the
football
games
or
any
other
school
function.
So
those
things
are
really
allocated
to
the
sros
first,
but
a
lot
of
times.
M
We
won't
have
enough
personnel
to
cover
them,
so
then
patrol
or
detectives
would
be
offered
the
overtime
to
work.
Those
events,
so
the
ones
we
know
about
in
advance
are
usually
posted
and
worked
out.
I
mean,
obviously,
there
is
overtime.
If
something
happens
at
the
school
and
they
have
to
stay
late
or
some
unforeseen
event,
then
they
would
just
get
that
over
time
for
whatever
hours
they
were
over
the
40
hours.
That
week.
D
Okay
and
then
just
for
clarification,
so
understand
like
if
there's
a
swat
instance
and
you're
called
into
duty,
let's
say
you're
on
duty
and
there's
a
swat
issue
and
you're
on
the
swat
team.
You're
paid
the
same,
but
if
you're
off
duty
that
day
and
you're
called
in
then
that
would
be
overtime.
Correct.
D
And
then
like,
if
we
have
someone
on
honor
guard
and
honor
guard
goes
to
the
lightning
game
to
do
the
honor
guard
is
that
overtime
pay
then,
at
that
point
too,.
M
D
M
D
L
Miss
jackson,
since
several
commissioners
had
the
question
and
I'm
not
entirely
sure
when
miss
lone
made
her
presentation
that
it
was
obvious.
Can
you
speak
to
the
issue
three?
Why?
What
was
the
union's
reason
or
the
underlying?
I
guess
facts
or
whatnot
why
they
wanted.
It
specifically
confirmed
in
the
contract
that
the
chief
had
the
authority,
but
but
the
staff
had
no
right
to
go
to
42
hours
on
any
particular
specialty
shift
like
what
was
the
reasoning
for
that.
Q
M
You
know
again
we're
seeing
some
different
things,
so
I
I
have
no
problem
because
we're
talking
about
a
management
writing
under
article
four
to
basically
give
us
the
discretion
whether
or
not
we
want
to
assign
our
sros
to
a
40-hour
workweek.
That
would
be
totally
up
to
us
to
decide
whether
or
not
we
wanted
to
do
it.
So
I
don't
think
the
city
would
have
any
issue
with
putting
that
in
a
management
right
article
or
the
appropriate
article
in
the
union
contract.
M
M
No,
that
would
be,
that
would
be
a
bargaining
issue.
Miss
jackson
can
definitely
weigh
I'll,
be
impact
bargaining.
So
anyone
you
know
anyone.
Basically,
the
sros
are
a
40
hour
work
week.
The
only
ones
on
the
12
hour
shifts
are
patrol
officers.
So,
if
we
wanted
like
we're
doing
now,
if
we
wanted
to
put
anyone
else
on
12-hour
shifts,
that
would
be
impact.
Bargaining
have
to
be
negotiated.
It'll
have
to
be
agreed
to
aaron.
If
you
could
weigh
in
on
that.
Q
V
Good
evening
mayor
commissioners
ron
herring,
finance
director,
I
I
have
a
brief
presentation
tonight
to
go
over.
The
effects
of
covet
has
had
on
the
city's
revenues
and
expenditures
for
fiscal
year
2020
and
the
fiscal
year
2021
budget,
and
if
you
give
me
a
second
I'll
share
my
screen,
I
say
I
got
a
brief
presentation.
V
C
V
V
Now
we
had,
we
had
some
other
effects
on
the
revenues.
There
were
some
other
effects
due
to
closures
of
activities,
recreation
performing
arts
and
golf
course
interest
earnings
also
went
down
dramatically
before
pandemic.
Our
rate
of
term
was
well
over
two
percent,
currently
we're
averaging
a
little
over
one
percent
and
I'm
as
investments
mature,
I'm
seeing
them
going
down
to
about
50
basis
points.
V
V
V
I
kept
referring
back
to
the
great
recession
of
2008
2009
with
you
know
what
the
revenue
declines
is,
what
we
were
seeing
it,
but
it
wasn't
just
you
know
hard
on
myself
trying
to
balance
a
budget
for
the
whole
city.
You
know
for
all
the
departments
for
the
city
manager,
for
the
board
of
commissions.
You
know
there
was
a
there's,
a
buff,
a
bunch
of
tough
choices
to
make
in
making
cuts.
V
V
You
know
one
hurricane
that
directly
hits
tarpon
springs,
could
wipe
out
all
the
unassigned
fund
balance
as
evidence
evidenced
by
the
cities
to
our
south
that
were
hit
by
hurricane
charley,
which
was
you
know,
I
hate
to
say
it
was
originally
headed
directly
for
tarpon
springs.
It
took
us
until
it
took
a
slight
turn
to
the
east,
but,
like
I
say
a
lot
of
these
cities
down
there
like
they
lost
all
their
all
their
fun
balance
and
still
trying
to
recoup
that.
V
There
are
six
school
resource
officers
and
that
would
cost
twenty
two
thousand
two
hundred
forty
seven
dollars,
which
includes
benefits
and
then
there's
four
other
positions
going
to
42
hours
a
week.
Two
admin
sergeants
logistics,
community,
policing,
those
four
positions,
total
cost
would
benefit
benefits
would
be
at
19
464
dollars
and
then
the
detective
five
percent
assignment
pay
for
eight
detectives
there'd
be
a
total
cost
of
thirty
two
thousand
three
hundred
forty
eight
dollars
with
benefits.
C
Mr
herring,
I
have
a
question
to
ask
you
yeah
those
numbers
that
you
gave
us
the
the
revenue
decline,
which
is
approximately
900
and
8
000
correct.
C
V
N
Mayor
I'm
sorry,
mr
eschenfelder,
I
have
some
questions
for
mr
herring.
Okay,
just
to
follow
up
mr
herring,
that's
636,
000
out
of
the
general
fund
that
decline
that
you're,
mentioning
that's
already
taken
into
account.
The
budget
is
that
correct.
V
N
V
N
And
okay,
so
basically,
what
you're
projecting
at
that
time
was
the
15
decline.
That's
not
built
into
our
current
budget.
You're
talking
about
net
the
fiscal
year,
22
budget.
V
N
So
basically,
what
that?
That's
exactly
my
point,
so
we're
not
looking
at
some
kind
of
a
another
emergency,
630
000
less
over
what
our
budget
had
been
approved
for
correct
okay.
So
I
wanted
to
make
sure
that
that
was
clear
as
far
as
the
which
I
think
it
was
a
very
good
pr
presentation,
because
I
was
looking
for
those
numbers.
N
The
difference
between
the
city's
final
offer
and
that
of
the
pba's
last
offer
was
that
120k
147
000
or
was
it
120
k
for
the
city
and
then
it
would
be
thousand
plus
a
hundred
and
forty
thousand
forty
seven
thousand
for
the
pba.
So
it
would
be
something
like
two
hundred
and
sixty
seven
thousand
for
the
pba.
N
Yes,
I'm
I'm
looking
at
that
120
000,
then
you
say
in
the
title:
additional
cost
of
the
union
proposal.
So
would
you
take
those
two
numbers
and
and
add
them
yep,
so
they
would
be.
The
total
cost
of
the
pba
would
be
280
000
and
versus
the
120
that
that
the
city's
proposal
showed
the
city's
final,
correct,
okay,
all
right
and
then
the
covet
expenditures
that
you
showed
of
377
000.
V
N
V
Correct
we
are
submitting
for
the
377
thousand.
We
are
not
sure
if
we're
going
to
get
all
that,
because
some
of
its
regular
wages
a
lot
of
times
fema
will
not
pay
for
regular
wages,
they'll
pay
for
overtime,
but
they
won't
pay
for
regular
wages.
N
V
N
I
think
that
was,
I
think
that
was
it.
Thank
you,
mr
herring.
V
D
I've
got
a
couple
questions
too.
This
is
jacob,
so
just
for
clarification,
there's
some
comments
at
the
beginning
during
public
comment
about
one
of
our
past
meetings,
which
was
a
cra
recently
where
we
were
talking
about
different
beautification
projects
and
so
on.
V
D
V
D
Okay
and
then,
if
there's
other
projects
within
the
cra,
those
funds
obviously
are
provided
by
the
cra
and
not
necessarily
by
the
general
fund.
D
Okay,
thanks
for
clarifying
that
for
us-
and
just
so
I
mean
that's
one
of
the
things
as
as
I've
gotten
more
experience
within
the
city
and
I've
learned
over
the
years
that
a
lot
of
times
numbers
are
thrown
around
on
social
media
or
you're.
Reading
the
paper
saying
well,
why
can't
we
use
this
funds,
these
funds
for
this
over
here
or
these
funds
for
that
over
there?
That
there's
certain
buckets
that
we're
allowed
to
use
as
a
city
for
different
types
of
items.
D
Penny
funds
can
be
used
for
like
which
they
are
for
police
vehicles,
which
I
think
the
city
does
a
great
job
in
refreshing
those
vehicles
as
well
for
the
staff.
So
I
just
wanted
to
touch
base
on
that
a
little
bit
more.
Can
you
go
back
to
the
union's
request
for
additional
funds?
D
So,
okay,
for
so
for
clarification,
I'm
looking
at
the
city's
already
put
in
the
budget,
120
000
of
pay
increase,
and
that
includes
benefits.
D
Okay,
thanks
for
clarifying
that
for
me,
okay
and
then
the
additional
1.8
that's
listed
there.
That's
I'm
assuming
and
ron.
If
you
don't
know
this,
that's
fine,
but
I'm
assuming
that's
the
step
average
step
increase.
That
was
the
city
proposed
not
to
have
for
this
year.
V
C
V
F
Yeah,
thank
you,
mr
herring,
for
the
presentation.
I
think
it
really
kind
of
opened
everybody's
eyes
to
the
numbers
behind
this.
I
did
just
have
a
question.
That's
on
the
slide
that
you're
on
right
now.
Couldn't
we
also
take
out
the
sro's
42-hour
workweek,
the
admin
service
logistics,
all
those
moving
to
a
42-hour
work
week?
Did
you
calculate
that
when
we
assumed
that
it
was
going
to
be
guaranteed
that
everybody
was
going
to
work
a
42-hour
week,
because
now
it
seems
as
though
that's
going
to
be
at
the
discretion
of
the
police
chief?
V
F
V
F
Okay
and
to
me
it
doesn't
seem
like
that's
going
to
be
the
case
if
it's
up
to
the
chief's
discretion
it
may
be
so
basically
what
I'm
just
trying
to
get
at
is
that
those
two
numbers
for
the
sro's
42
hour
work
week
and
the
community
policing
42
hour
work
week.
That's
kind
of
worst
case
scenario
for
those
two
numbers
right
now
is
that
correct.
F
Okay
and
then
one
one
last
time,
what's
the
what
are
the
two
numbers
added
together,
what
we
were
prepared
to
give
them
tonight
and
what
they
were
asking
for,
so
the
yellow
highlighted
number
and
then
the
top
number.
V
F
B
V
L
Do
any
of
the
commissioners
have
questions
before
miss
jackson?
Moves
on
okay,
good,
mr
jackson,.
G
Q
And
with
regard
to
the
hundred
268
three:
well,
I
suppose
the
difference
between
the
two
one,
forty,
seven,
seven,
twenty
two.
What
out
of
what
bucket,
as
you
were,
describing
before
there's
certain
funds
that
that
are
utilized
for
certain
things?
Where
would
that
money
have
to
come
from.
V
Well,
you
know
if
you,
if
you
don't,
have
the
revenues
and
then,
if
you,
if
you
you
know,
we've
cut
expenditures,
capital
and
operating
down
to
you
know,
we've
got
pretty
lean
expenditures
with
our
departments,
you
know.
So
if
there's
not
revenues
increase
and
no
more
expenditures
to
cut
you
know,
the
only
other
pot
would
be
the
unassigned
fund
balance,
which
is
our
emergency
reserves.
For,
like
I
say
if
there
is
a
hurricane.
Q
V
Q
V
Regard
well,
that
would
be
our
money
in
case
you
know.
Hopefully
we
never
get
hit
with
a
hurricane,
but
if
we
did,
we
would
have
to
be
going
into
that
money,
and
just
so
everybody
knows
we
have
a
fun
balanced
policy
also
that
with
a
20
minimum
20
percent
of
our
expenditures
of
about
25
million,
so
we
have
a
fund
balance
million.
A
fund
balance.
Excuse
me:
a
fund
balance,
minimum
of
about
5.2
million.
Q
Q
U
Yes,
I
I
just
need
to
to
sum
things
up.
I
think
I
think
we've
pretty
much
made
our
case.
This
is
a
simple
matter
of
in
this
contract
year.
You
you've
heard
about
the
previous
contract,
where
we've
the
city
has
done
a
great
job
at
trying
to
keep
up
with
the
other
agencies,
because
we
don't
want
to
lose
people.
U
We've
heard
about
those
good
contracts.
They've
been
some
big
raises
in
those
times.
This
simple
boils
down
to
a
case
in
this
uncertain
cove
year,
and
I
don't
really
have
to
go
to
these
commissioners
much
in
the
budget
process.
The
commissioners
were
through
the
budget
process.
They
know
the
tremendous
capital
cuts
was
one
of
the
main
places
we
did.
We
cut
a
great
deal
of
capital.
U
It
was
in
certain
times
it's
still
uncertain
times.
Anybody
who
thinks
this
is
not
still
uncertain
times
and,
of
course,
I
know
those
from
public
safety
and
emergency
management
knows
any
things
can
happen.
God
forbid.
We
get
a
second
wave
of
covet
and
shuts
things
down
during
our
tourist
and
highest
part
of
the
season
for
taxes.
You
know
we're
going
to
be
at
a
bad
straight.
U
We
didn't
know-
and
we
still
don't
know
if
one
of
those
hurricanes
that
hit
where
they
hit
in
poor
louisiana
has
been
here,
there's
just
a
lot
of
unknowns.
It's
a
simple
case
that
we
asked.
We
recognize
everything
the
pba
says
we
don't
have
disputes
with
it.
U
We
recognize
all
that
it's
a
simple
case
of
asking
to
deal
with
those
issues
when
we
have
some
more
certainty
and
hopefully
have
some
funds
to
deal
with
while
it
was
point
must
be
remembered,
while
we're
talking
about
this
one
year
thing
because
of
the
impasse
we're
only
talking
about
one
year.
We
wanted
to
make
sure
in
year
two
and
three
that
we
had
a
guarantee.
Let's
say
things
go
way
bad.
We
put
that
guarantee
in
there
again.
U
I
preferred
the
proposal
where
they
moved
in
their
steps
and
then
had
that
other
amount
to
kind
of
equal,
the
three
percent,
but
was
done
in
another
way
that
I
much
preferred
that
to
move
in
the
steps.
But
it
came
back
to
me
from
the
union
group
that
from
our
representatives
that
they
weren't
for
that
report
proposal,
that's
why
it
went
to
three
percent.
U
So
it's
a
simple
case:
you
see
the
dollars,
you
see,
you
know
where
the
dollars
have
to
come
from
in
this
budget,
and
it
simply
boils
down
to
a
decision
of
the
policy
policymakers,
the
commission,
whether
to
do
that
now
and
or
to
again,
as
as
we
then
are
bargaining
you
to
address
it
in
year,
two
and
three
of
the
of
the
year
when
we
hopefully
hopefully
have
more
certainty
in
our
funding,
and
you
know
the
state
of
everything.
U
So
I
think
it
just
boils
down
to
that
and
that's
where
the
decision
boils
down
with
really
have
no
arguments
with
anything
said
today
we
just
fixed
again.
This
is
not
just
I
know
to
the
police
union.
It
is
they're
concerned
about
the
police
union.
I
have
to
be
concerned
about
the
rest
of
the
city.
The
commissioners
have
to
be
concerned
about
the
city
and
we've
got
another
union
out
there.
That's
sitting
here
waiting
to
see
what
happens
here,
so
those
numbers
that
you
see
that
gonna
be
based
on
your
decision.
U
Believe
me,
there's
people
out
there
watching
and
we'll
be
dealing
with
a
second
time
so
there'll
be
addition
to
those
numbers
because
we'll
be
dealing
with
the
other
union.
That's
sitting
waiting
to
see
what
happens.
That's
the
thing
we
all
have
to
take
into
consideration
and
that
this
board
has
to
take
into
consideration
and
make
the
decision
on
which
way
the
cities
could
go.
That's
pretty
much
what
I
like
to
add
in
the
summation
of
this
matter.
L
Okay,
mayor
before
we
go
to
ms
lone's
questioning,
did
we
know
we've
been
going
a
long
period
of
time?
Do
you
want
to
pull
your
commission
to
see
if
anybody
wants
to
take
a
break.
N
Mr
eschenfelder,
may
I
ask
a
quick
question
please.
Procedurally,
if
you
will,
I
don't
know
that
we
can
do
a
screen
share
without
cutting
out
all
the
commissioners
and
everybody,
but
it
would
would
it
be
possible
for
mr
herring
to
email
that
one
exhibit
with
regard
to
the
difference
in
the
cost
between
the
the
city's
last
proposal?
The
final
proposal
on
this
in
the
pba's
last
proposal
to
us,
so
we
can
have
it
in
hand
when
we
go
into
executive
session.
C
L
Ready:
okay,
we're
at
a
point
where
miss
lone
is
going
to
ask
for
questions
of
the
city's
presenters
for
three.
L
O
P
Well,
one
of
the
ways
would
be
property
taxes
and
so
property
taxes
is
something
that
obviously
funds
or
helps
to
fund
police
personnel
salaries
and
that's
something
that
that
hasn't
been
impacted
or
affected
by.
Q
P
No,
not
at
all,
I
think
I
think
it's
incredibly
unfair
to
try
to
leverage
the
police
department
negotiations
with
the
fire
department
negotiations,
especially
when
you
factor
in
and
consider
that
the
suncoast
pba
first
notified
the
city
that
we
wanted
to
engage
them
in
negotiation
talks
at
the
beginning
of
this
year.
In
january.
P
The
first
meeting
that
we
were
able
to
coordinate
with
the
city
was
in
late
june
or
early
july,
so
we
would
have
much
rather
obviously
engage
the
city
in
talks,
while
the
city
commissioners
were
painstakingly
trying
to
put
together
a
budget,
but
instead
were
left
trying
to
negotiate
with
the
city
in
late
summer,
when
the
budget
had
already
been
essentially
set.
Now
that's
nothing
to
do
with
the
commissioners.
I
mean.
Obviously
it's
my
understanding.
P
P
So
this
could
be
a
collaborative
approach,
but
instead
we're
left
negotiating
when
a
budget
had
essentially
already
been
set
by
the
city,
and
so
that
that's
like,
I
said,
that's
that's
something
that
obviously
definitely
impacts
us
as
far
as
knowing
knowing
what
the
truth
is
when
it
comes
to
how
our
negotiations
occurred.
G
O
P
We
did
we,
we
presented
very
clear
objectives
in
the
first
two
meetings.
We
were
applauded
by
the
the
other
side
as
far
as
how
clear
and
the
fact
that
we
provided
rationales
for
each
thing
that
we
were
asking
for
and
in
both
those
meetings.
The
city
said
that
hey.
We
want
to
hear
what
you
guys
want
or
what
you
guys
are
requesting.
We
provided
that
and
then
they
said
we're
not
going
to
give
you
any
sort
of
feedback
in
the
first
two
meetings.
O
P
Obviously,
the
idea
of
a
negotiation-
it's
very
tough
when
you
know
that
a
budget's
already
been
set
with
the
other
party
that
supposedly
is
negotiating
with
you.
As
the
chief
coaching
indicated,
they
were
operating
within
very
second
strings
but,
like
I
said,
the
idea
that
that
somehow
the
suncoast
pba
is
responsible
for
the
fact
that
the
commissioners
now
are
set
with
trying
to
come
to
terms
with
a
one-year
contract
when
the
budget's
already
been
set.
That
is
something
that
was
sadly
out
of
our
control.
O
L
L
Okay,
then,
the
it's
opportunity
for
the
union
to
make
its
closing.
O
Statement
you
I'd
like
to
be
brief.
Thank
you
again
for
all
of
your
time
mayor
vice
mayor
commissioners,
you
heard
a
lot
of
details
tonight.
You
saw
a
lot
of
graphs
and
you
saw
a
lot
of
graphics
and
you
heard
from
a
lot
of
people
we're
not
attacking
how
the
city
spends
money
from
various
funds,
and
we
are
not
attacking
this
commission
and
the
way
that
it
spent
money
in
the
past.
O
O
Please
keep
in
your
mind,
as
you
go
into
executive
session
with
these
now
only
two
remaining
issues
that
these
men
and
women
are
just
asking
for
their
old
contract.
As
written
beyond
those
two
issues,
they're
not
asking
for
changes
in
their
step
plan,
they
are
not
asking
for
other
benefits
and,
frankly,
they
deserve
so
so
much
more
than
we
are
asking
for
public
safety
at
its
core
is
an
economic
issue.
O
Q
Q
L
Hey
mr
mayor,
now
that
both
sides
have
completed
it's
time
for
you
all
to
go
back
into
executive
session.
C
C
Police
work
is
not
an
easy
work,
it's
very
very
difficult
and
we
are
very
proud
of
our
police
officers
and
they're
doing
a
fantastic
job.
Protecting
our
properties,
the
city
and
the
the
residents
of
tarpon
springs,
but
we
also
were
very
proud
and
great
for
the
firefighters
and
all
the
employees
of
the
city
of
tarpon
springs
this
year
the
city
of
tarpon
springs
was
able
to
provide
three
percent
pay
increase
to
all
employees,
also,
the
city
for
providing
health
benefits
and
pensions
to
all
employees.
C
I
do
have
some
questions
that
I
would
like
to
ask
mr
liquors
or
mr
herrick,
the
general
employees
we
gave
them
three
percent
increase.
Is
that
including
the
step
plan
that
they
have.
U
C
Okay,
so
the
only
thing
they
got
is
a
three
percent.
Yes,
thank
you
just
for
clarification
that
a
couple
times
tonight
I
heard
about
the
emergency
fund,
the
emergency.
The
purpose
of
the
emergency
fund
is
only
for
emergency,
not
for
for
pay
increases.
C
U
They
get
the
same
thing.
Well
again,
it's
up
to
them
to
how
to
distribute
that
money,
but
there's
three
percent
budgeted.
C
If
the
increase
is
the
the
city
has
budgeted
125
thousand
dollars
a
hundred
twenty
thousand
dollars,
that's
the
three
percent
and
in
addition
to
that,
the
universe
requested
147,
which
is
267
000..
If
we
agree
to
that,
can
you
tell
me
what
projects
we're
going
to
eliminate.
U
C
If
we
compromise
with
the
with
the
union,
what
that
would
be
any
idea.
C
That's
my,
of
course,
that's
my
opinion
of
that's
the
other
commissions.
I
have
to
agree
with
that
as
well.
U
One
of
the
things
mayor
you
need
to
understand.
One
of
the
things
is
again
there's
a
misunderstanding
of
of
number
three,
although
I
don't
like
the
fact
that
you're
asking
for
the
chief
to
decide
something
and
then
obviously
in
these
budget
times,
he
won't
decide
on.
You
got
to
remember
that
22
000
and
that
19
000
for
the
42-hour
weeks
for
the
people.
That's
that's
up
in
the
air.
U
It
seems
like
they're
asking
that
I
mean
that's,
not
a
guarantee
that
the
chief
and
I
don't
think
the
chief
would
have
the
budgetary
to
do
that,
they're
asking
for
it
to
be
a
management
right.
So
when
these
figures
were
figured
up,
we
understood
that
was
a
request
for
them
to
go
to
the
42-hour
week.
So,
just
remember
when
you're
talking
the
number
147
000,
the
unknown
in
that
is,
is
you
have
to
subtract
out
the
22
247,
the
19
464.?
U
That's
a
management
right
for
the
chief
to
do
if,
if
that
gold,
I
know
when
the
chief
agreed
to
it,
he
said
well,
if
it's
a
management
right,
he
doesn't
have
to
do
it.
I
don't
particularly
like
being
laid
out
like
that,
but
it
is
what
it
is.
That's
only
if
the
chief
and
subsequently
the
board,
because
obviously
I
wouldn't
have
them,
make
that
decision
on
the
board.
Do
so
just
remember
when
you
talk
about
147,
it
may
not
include
the
22
247
and
the
19
464.
D
Mayor,
thank
you
very
much
ron.
I've
got
a
question
for
you.
If
you
could
look
this
up
while
talking
a
little
bit
code
enforcement
revenue,
can
you
look
up
what
the
expected
revenue
is
for
fiscal
year
2021?
D
D
Okay,
all
right.
Well,
I
mean
what
my
point
is.
Is
that
I
mean
I
don't
think
we
should
be
looking
at
the
code
enforcement
as
a
revenue
generator
for
the
city,
but
there's
still
some
areas
for
the
city
to
have
a
couple:
pops
for
revenue.
D
I've
heard
both
sides
and
obviously,
as
you
all
know,
there's
multiple
funds.
There's
multiple
things
in
the
city
that
we
have
to
evaluate
as
city
commissioners.
We
all
value
everything
that
you
do
for
the
city
of
tarpon
springs
and
so
hearing
I'm
hearing
more
about
the
step
plan.
It
seems
like
the
step
plan,
is
important
to
the
union,
so,
with
the
I
mean,
I
would
like
to
make
a
couple
proposals
here
and
I'd
like
to
see
what
the
rest
of
the
board
feels.
D
I
mean.
I
would
like
to
look
at
what
a
three
and
a
half
percent
increase
with,
including
the
step
plan,
would
look
like.
So
I
think
that
would
address
the
union's
want
and
need
to
continue
the
step
plan
and
then
you're
also
seeing
a
higher
increase
across
all
steps
as
well.
D
So
it'd
be
a
total
of
three
and
a
half
percent
at
each
level
and
then
also
from
a
detective
standpoint.
I
really
think
that's
an
important
part.
The
detectives
are
pretty
clear
on
their
their
testimony
tonight.
What
it's
like
off
hours
and
the
difference,
it's
the
difference
of
their
life
versus
patrol
officer
granted.
D
We
didn't
hear
from
a
whole
lot
of
patrol
officers,
but
I
have
talked
to
some
of
the
detectives
in
the
past
and
it
does
sound
like
there's
a
lot
more
responsibility
in
that
situation
granted
and
they
also,
they
also
showed
us.
Some
pretty
big
discrepancies
between
other
cities
is
five
percent.
D
D
But
with
this
I
think
these
proposals
of
a
three
and
a
half
percent
increase
that
includes
the
step
handles
a
couple
of
things
that
you
all
are
asking
for
from
the
union
side
and
in
the
detective
pay
I'm
in
support
of
that
from
a
vice
mayor's
standpoint.
I
think
it's
important
to
reward
our
detectives.
D
Is
it
five
percent
today,
I'm
not
sure
if
that's
the
total
number,
maybe
it's
four
percent
this
year
so
I'll,
maybe
propose
four
percent,
and
then
we
can
look
at
it
for
the
the
next
couple
years.
So
with
that
I
mean
that's
all
I
really
have
to
say
right
now.
I
think
you
all
are
doing
a
fantastic
job
across
the
board
and
I
really
want
to
be
able
to
show
my
support
and
obviously
I'd
love
to
give
you
all
all
of.
D
But
we
can't
give
you
all
of
our
money
and
that's
just
the
situation
we're
in
today.
So
thanks
again
for
your
your
continuing
support
and
service
to
the
city.
F
Thank
you
mayor.
First
of
all,
I
just
want
to
thank
both
sides
for
their
presentations,
their
witnesses.
I
think
everything
really
was
professional
and
well
handled
tonight.
I
also
want
to
thank
the
rest
of
the
board.
This
isn't
an
easy
decision
and
you
know
I
understand
where
everybody's
coming
from
to
me.
It
comes
down
to
dollars
and
cents,
but
in
a
different
light
than
kind
of
what's
been
portrayed.
F
So
I
mean
to
me
when
I
first
saw
that
number
I
was
like
wow
are
police
worth
the
price
of
two
desks
so
that
that's
kind
of
a
funny
way
to
think
about
it.
But
that's
just
where
my
mind
went
and
also,
I
think
you
know,
we'd
be
pretty
hypocritical
as
a
board
to
approve
some
of
the
salary
increases
that
we
did
this
year
to.
You
know
right
wrongs
where
people
are
falling
behind
and
then
not
do
the
same
for
our
police.
F
N
D
Now
that
would
it
would
include
the
step
plan,
so
one
of
the
concerns
as
a
union
is
that
they
would
skip
a
step
plan
year.
So
the
three
and
a
half
percent
would
be
the
step
plan
and
their
gwi,
I
think,
was
what
was
referred
to
so
it'd
be
a
total
because
earlier
in
a
step
plan,
it's
a
higher
increase.
So
it's
maybe
a
two
percent
later
in
the
step
plan.
It's
like
a
one
percent
increase
and
so
on,
so
it
would
average
out
to
be
three
and
a
half
at
all
levels.
N
Okay,
so
that's
less
than
what
the
pba
is
asking
for.
D
N
Okay,
let
me
just
say
a
couple
of
things.
First,
I
I,
I
think
we're
looking
at
about
a
hundred
thousand
dollars
difference.
I
I
can
tell
you
that
our
police
over
time
could
easily
go
far
far
beyond
that
on
any
given
year,
and
so
I
really
don't
think
we're
talking
about
a
whole
lot
of
money.
I'm
very
disappointed
that
we're
not
talking
about
three
years
and
just
one
year.
I
would
have
liked
to
have
seen
a
three-year
contract.
N
The
one
thing
that
I'm
very
proud
of
as
far
as
our
police
department,
especially
in
this
union
contract,
it
gives
the
ratings
in
the
back
and
also
gives
the
basically
how
the
ratings
are
done
as
far
as
performance
for
each
police
officer,
where
there's
different
ratings
and
and
if,
when
you
have
a
rating
of
satisfactory
but
needs
improvement,
there's
a
remediation
plan,
that's
put
into
effect.
So
not
all
the
police
officers
are
going
to
get
this
raised
as
it
is.
N
It's
just
the
ones
that
are
are
you
know,
one
percent
tarpon
springs
police
officers.
I
don't
know
what
percentage
that
is,
but
I'm
very
happy
to
see
that
and
that's
included
in
the
past
pba
contract.
So
I'm
very
grateful
for
that
and
I'm
very
proud
for
that,
and
I
want
to
support
our
police
department
when
I
first
got.
N
It
was
very
interesting
when
I
first
got
this
notice
that
we're
going
into
this
collective
bargaining
and
at
the
quasi
process
with
the
city
commission,
I
thought
we're
looking
at
a
lot
of
money,
so
we're
not
looking
at
a
lot
of
money
at
all
this
compared
to
what
we
dealt
with
in
the
budget.
So
I
I
don't
agree
with
the
mayor's
position.
I
don't
agree
with
vice
mayor's
commit
position.
I
agree
with
commissioner
donovan
that
we
should
give
the
pba
the
three
percent.
N
Actually,
the.
Let
me
just
keep
it
simple.
The
first
two
bullets,
the
general
ways
increase
percentage
of
three
percent
with
the
current
step
plan
and
also
the
assignment
specialty
pay
regarding
personnel
assigned
to
the
detective
unit,
effective
october
1st
2020..
Again,
I
would
have
preferred
a
three-year
contract
on
this.
I
really
don't
like
one-year
contracts.
I
think
the.
I
hope
that
my
position
doesn't
give
send
a
signal
to
the
to
the
pba
that
this
is
something
they
should
expect
next
year
as
well.
That's
why
I
would
have
liked
a
three-year
contract.
N
C
C
Thank
you.
What
we
have
budgeted
for
over
time
for
the
police
department
this
year.
M
M
C
425
425
we
use
for
that
much
over
time
last
year,.
C
Do
you
think
that
we
can
actually
and
and
of
course
the
question
has
been
many
times?
Why
do
we
have
that
much
over
time?
And
you
did
explain
there
several
times
the
the
difference
that
we
have
for
the
for
the
demands
of
the
union?
Can
that
be
subtracted
from
the
overtime.
M
I
don't
believe
so
mayor
again.
These
times
are
a
little
different
with
covid,
but
our
overtime
in
a
general
sense.
We
use
every
penny
of
that
every
year
and
then
and
then
you
run
into
the
unforeseen.
We
don't
know
what
could
happen.
We
get
a
really
bad
homicide.
I
mean
I
don't
like
messing
around
with
that
overtime
money.
C
D
I've
just
got
a
couple
mayor
to
follow
up
on
your
question
with
the
chief
chief,
so
a
lot
of
that
is
for,
like
our
events
too
right,
so
I
mean
for
overtime.
Wise
I
mean
we
wouldn't
want
to.
We
wouldn't
want
to
reduce
our
services
to
our
residents.
Is
that
that's
correct
right.
M
Yeah,
however,
some
vice
mayor,
some
of
the
overtime,
is
reimbursed
by
vendors
and
some
of
it
we
take
on
it
just
depends
on
the
special
event,
but
a
lot
of
special
events
do
do
eat
up
over
time
again,
some
of
them,
though
vendors
pay
a
little
bit
for,
but
that
that's
pretty
big
line
item
in
our
in
our
overtime
budget.
Yes,.
D
Okay,
yeah,
I
mean,
based
on
what
detective
lemons
was
talking
about
earlier.
Is
the
special
events
really
gives
an
opportunity
to
that?
I
see
for
our
residents
to
get
to
know
our
officers
as
well
as
based
on
what
I've
witnessed.
So
obviously
the
city
doesn't
want
to
compromise
any
special
event,
protection
or
anything
along
those
lines.
Mayor
I
I
don't.
I
don't
know
if
I
understood
what
your,
what
your
kind
of
suggestion
was,
or
what
your,
what
you
wanted
to
go,
which
direction
or.
C
Well,
my
suggestion
was:
it
was
to
complement
to
to
compromise.
If
you
know
the
city
will
come
up
with
a
50
and
then
the
union,
the
other
50
out
of
the
73
000,
I
think,
is
the
difference.
Mr
harry
correct
me
for
wrong.
That's
50,
73
thousand
dollars,
isn't
the
difference
between
us
between
the
union
and
the
and
the
city.
O
D
F
D
So
I
mean
I
was
on
the
mayor's.
I
was
kind
of
going
the
same
way
with
the
mayors,
somewhat
somewhere
of
a
compromise
between
the
two
parties.
I
don't
know
what
was
expected
on
either
side.
Obviously
we
know
that
the
city
doesn't
want
to
give
more
than
the
three
percent,
and
then
this
the
union
wants
to
get
more,
I
mean,
I
think,
a
compromise
is
a
fair,
a
fair
step,
especially
if
we
don't
know
where
the
funds
are
coming
from
right
now
mayor.
D
C
What
I
was
talking
about
is,
of
course,
we
know
the
city
already
has
budget
120
000
the
union
request,
in
addition,
147
000,
and
that's
what
the
compromise
I
was
asking
fifty
percent
of
the
147
thousand
dollars
that
comes
out
to
seventy
three
thousand.
N
I'm
I'll
be
honest
mayor.
I
I'm
not
sure
understand
why
we're
trying
to.
I
mean
I
understand
what
you're
trying
to
do,
but
my
feeling
is.
We
need
to
keep
this
simple
straight
to
what
the
three
requests
were
and
if
you
want
to
try
and
negotiate
without
anybody
else
being
able
to
speak
up,
I'm
not
sure
that
that's
going
to
be
helpful.
N
My
feeling
is
that
again
I
I
don't
think
it's
a
lot
of
money
that
we're
talking
about,
and
I
I
promise
you
by
the
end
of
the
year
we're
going
to
have
a
budget
adjustment,
a
resolution
that
is
going
to
be
a
lot
lot
more
than
what
we're
talking
about
right
now
and
sure
this
may
contribute
to
that.
N
So,
given
what
we
deal
with
in
terms
of
millions
and
millions,
I
I
think
this
147
or
100
000,
whatever
you
want
to
talk
about,
is
just
not
a
lot
of
money.
I
that
that's
the
way
I
see
it.
C
D
Yeah,
I
guess
I
have
a
question
for
our
city
attorney.
I
mean
at
this
point:
can
we
go
to
the
union
and
ask
them
if
this
is
something
they
would
be
willing
or
they
would
be
happy
with,
or
it's
just
ultimately
the
city's
commission's
decision
to
say
this
is
what
it's
going
to
be
right.
L
L
G
D
So
so
it
seems
like
right
now
we're
currently
split
based
on
the
discussions
on
the
board.
There's
a
couple
things.
I
just
want
to
point
out
real
quick
too,
that
the
police
have
been
targeted
across
the
united
states
on.
D
I
would
say
that
there's
a
target
on
their
back
unrightly,
so
we've
got
some
bad
police
officers
just
like
we
have
bad
doctors
just
like
we
have
bad
attorneys.
Just
like
we
have
bad
elected
officials
right.
That
doesn't
mean
that
all
officers
are
bad
and
I
I've
stated
multiple
times
on
the
board
that
we
want
to
support
our
police
department.
D
We
want
to
support,
and
obviously
I
mean,
if
I
don't
put
my
vote
behind
what
I've
been
saying-
it's
hollow
words,
so
I
mean
tonight
seeing
that
there's
two
that
are
going
for
the
full
support
of
the
147.
D
D
D
The
discussions
that
we're
having
here
are
not
fun
discussions
that
I
get
to
have
in
front
of
everybody.
We
don't
get
to
have
discussions
behind
closed
doors.
I
don't
get
to
talk
to
the
mayor.
I
don't
get
to
talk
to
commissioner
vadi
kiotis
or
commissioner
donovan
about
these
things.
This
is
all
done
publicly,
so
it's
the
first
time
we
get
to
talk
about
these.
D
D
So
with
that,
though,
I
just
want
to
reiterate
that
I
really
believe
that
police
departments
across
the
united
states
have
really
been
not
respected,
like
they
should
be,
and
I
I'm
I'm
willing
to
stand
up
tonight
and
go
ahead
and
push
it
further
and
say
we
need
to
go
ahead
and
to
compensate,
there's
extra
stress,
there's
extra
fear,
I'm
sure
your
spouses
and
significant
others
are
more
in
fear
now
than
they
ever
have
been
as
being
police
officers,
and
I
think
this
is
a
good
way
to
go
ahead
and
say
thank
you
for
for
what
you've
done
now
with
what
commissioner
vaticoda
said,
you
do
understand
that
this
is
unusual
circumstance
that
you
all
are
coming
before
the
board.
D
I
really
hope
that
we
could
figure
this
out
for
the
next
couple
years
for
a
three-year
term.
I
would
prefer
not
to
be
in
this
situation
again
next
year,
but
with
that
I'm
going
to
go
ahead
and
stop
talking
and
just
say.
Thank
you
all
for
your
service.
L
L
I
just
wanted
to
correct
that
for
the
record-
and
I
know
you've
mentioned-
and
commissioner
vader
yodas
has
mentioned
a
variety
of
times
about
wanting
a
three-year
deal
and
and
just
remind
you
that
under
the
statute,
if
you
make
a
decision
as
it
appears
you're
going
to
to
go
with
what
the
the
two
remaining
requests
that
the
union
had
asked
for,
that
then
gets
wrapped
into
the
remainder
of
the
contract
that
had
been
negotiated,
and
I
don't
think
there
were
any
other
disputed
terms
and
that
whole
package
would
then
go
to
the
union
for
ratification.
C
Okay,
well
just
the
correction,
mr
eschenfelder,
we
received
notification
and
advice
not
to
talk
to
the
to
to
the
staff
at
all.
C
Well,
that's
not
how
how
did
it
happen,
so
I
understand
again.
Okay,
do
we
have
any
other
comments,
if
not
we'd
like
to
go
to
to
the
public
comments
and
then
come
back
to.
F
L
No,
I
I
believe
that
both
miss
lone
and
miss
jackson
are
in
agreement
that
so
long
as
the
third
item
is
strictly
management
rights
and
doesn't
impose
any
requirement
on
the
city
that
that
the
city-
and
I
think
the
chief
indicated
that
there
was
no
disagreement
on
the
part
of
the
city's
team
as
to
three.
L
So
I
think
three
is
off
the
table
unless
the
other
side
disagrees
with
that,
so
you're
really
only
down
to
the
two
bullets
and
and
as
whoever
makes
the
motion
can
either
make
the
motion
to
approve
them,
both
at
the
same
time
or
break
them
up
into
separate
motions.
It's
really
up
to
the
motion
maker.
C
Thank
you.
Do
we
have
any
other
commission
comments
if
not
would
like
to
go
to
the
to
the
public
comments.
H
C
J
Hi,
my
name
is
alyssa
spatz
and
for
the
purpose
of
this
call,
I'm
gonna
have
my
address,
reflect
444
south
huey
avenue.
J
C
Thank
you
it's
back
to
us,
but
before
I
entertain
emotion,
I'd
like
to
comment
and
to
thank
the
representatives
of
the
pba
and
the
city
for
presenting
this
item
before
us.
I
think
they
did
a
terrific
job
and
we
appreciate
that.
Also,
I
like
to
express
my
support
and
my
gratitude
to
our
police
officers.
C
I
think
they're
doing
a
fantastic
job,
as
I
said
earlier,
protecting
our
properties
and
the
people
of
tarpon
springs
with
that.
I,
and
also
I'm
going
to
support
to
via
the
request
of
the
police
department
as
well,
so
without
a
I
would
contain
a
motion.
N
To
approve
approve
the
pma
offered
the
pba
contract
terms,
to
increase
the
general
wage
to
three
percent
and
also
maintain
the
current
step
plan
and,
secondly,
to
add
a
five
percent
base,
hourly
rate
increase
to
personnel
assigned
to
the
detective
unit.
I
believe
that
sufficiently
covers
it.
N
I
can
add
that
just
to
make
sure
that
that
the
that
we
move
the
resource
officer,
logistics
officers,
community
police
officers
and
administrative
sergeants
to
a
44
42
hour,
work
week
at
the
discretion
of
the
police
chief.