[1. Open Meeting.]
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TO CALL TO ORDER THE LEANDER FIREFIGHTERS ASSOCIATION COLLECTIVE BARGAINING MEETING WITH THE CITY OF LEANDER. IT IS 8:16 A.M. GOOD MORNING. GOOD MORNING. ANYBODY HAVE ANY GOOD STORIES TO RELAY BEFORE WE GET STARTED THIS MORNING? PRETTY UNEVENTFUL. EVENTFUL. OKAY. I GUESS THAT'S GOOD. THAT'S GOOD. IN THE FIRE SERVICE, UNEVENTFUL IS WHERE WE WANT TO BE. SO ITEM
[2. Discuss and consider action on Leander Professional Fire Fighter Association, Local 4298 Proposal and any other related matters.]
TWO IS DISCUSSING. CONSIDER ACTION ON LEANDER PROFESSIONAL FIREFIGHTERS ASSOCIATION LOCAL 4298 PROPOSAL AND ANY OTHER RELATED MATTERS. SO? SO IN OUR LAST MEETING WE RECEIVED A SET OF PROPOSALS FROM THE UNION AND WE HAD WORKED THROUGH THOSE. WE WE ARE PREPARED TO HAVE SOME CONVERSATION ON THOSE VARIOUS POINTS THAT ARE THERE. BUT BEFORE WE WENT THERE, I JUST WANTED TO GIVE YOU GUYS A CHANCE TO BE ABLE TO KIND OF WALK THROUGH WHAT YOU HAD KIND OF PRESENTED BACK TO US, ANYTHING THAT YOU WANTED TO HIGHLIGHT. AND IF THERE'S ANY ADDITIONAL INFORMATION YOU'D LIKE TO PROVIDE, I'D LIKE TO DO THAT AT THIS TIME, AND THEN WE'LL GO ON TO THE NEXT STEP. THAT SOUNDS OKAY. YES, SIR. GOOD TO GO. OKAY. I TURN IT OVER TO YOU GUYS. SOME OF THE CHANGES. AS YOU KNOW, WE FORMED THE COMMITTEE. WE FORMED THE COMMITTEE TO TALK ABOUT A FEW ITEMS. LAST TIME, I BELIEVE IT WAS TALKING ABOUT STATION CAPTAINS. I DON'T HAVE MY OLD ONE WITH ME, BUT WORKING OUT A CLASSIFICATION, I BELIEVE, CALLED THAT PROCEDURES. I THINK STARTING WITH ARTICLE 13 HAS TO DO WITH THE THE IDEA OF RECLASSIFICATION. SOME POSITIONS OF LIEUTENANT TO CAPTAIN. AND WE HAD THAT A LITTLE BIT OF A DISCUSSION WITH CHIEF YESTERDAY WITH THE COMMITTEE ON THAT. SO IF YOU WANT TO GO OVER THAT ONE FIRST AND THEN WE CAN GO FROM THERE IF YOU'D LIKE. WITH THIS ONE I GOT UPDATED TO ASKING TO RECLASS SEVEN POSITIONS OF LIEUTENANT TO CAPTAIN. THIS WOULD ASSIGN CAPTAINS TO THE TRUCK FOR ALL THREE SHIFTS, AND THEN ONE STATION CAPTAIN FOR THE OTHER STATIONS, ADDING UP TO SEVEN TOTAL POSITIONS FOR RECLASSIFICATION. AND I LAID OUT THERE WITH STATION ONE, HAVING THE THREE TRUCK CAPTAINS AND THEN TWO, THREE, FOUR AND FIVE WOULD BE JUST ONE STATION CAPTAIN FOR THAT STATION. WITH THE PROJECTION OF IN THE FUTURE, HAVING THOSE POSITIONS AND ALSO THOSE CAPTAINS ALSO BEING PAWNS AND POSSIBLY MOVED AROUND WITH FUTURE DEPARTMENT UNITS. WITH THAT, WITH THE REASONING FOR THE CAPTAIN POSITIONS IS TO CREATE A POOL OF PEOPLE TO BE A PART OF THE HIGHER CLASS PROGRAM, TO TO A WRITING OUT AS A BATTALION FOR THE SHIPS. WHO ALSO OTHER OFFER ANOTHER LAYER OF PROMOTIONAL OPPORTUNITY, BECAUSE RIGHT NOW, LIEUTENANTS, THEY'LL JUST SKIP TWO PAY GRADES TO GO TO BATTALION. IF THERE'S NOT ENOUGH CAPTAINS THAT APPLY CURRENTLY, WHICH ARE ADMINISTRATIVE CAPTAINS RIGHT NOW. BUT THAT WILL ALLOW US ALSO, LIKE I SAID, ANOTHER OPPORTUNITY TO HAVE ONE MORE STEP OF PROMOTIONAL OPPORTUNITY BEFORE WE GO TO THAT POSITION. THERE'S A LOT FEWER BATTALION POSITIONS THAN THERE ARE ANY OTHERS THAT WE DO HAVE. AND I KNOW QUITE A BIT OF OUR LIEUTENANTS ARE KIND OF TOPPED OUT AND THEY THEY'RE WHERE THEY'RE AT AND CAN'T GO ANY FURTHER UNLESS THEY PROMOTE TO BATTALION, WHICH IS A RARE OCCURRENCE. BUT WITH THAT, ALSO BY HAVING CAPTAINS AT THE DEPARTMENT CAN CAN ASSIGN DUTIES AS NEEDED AND ADMINISTRATIVELY SCHEDULING THINGS LIKE THAT CAN ALSO TAKE SOME OF THE BURDEN OFF OF INDIVIDUALS THAT DO DO ALL OF SOMETHING. SO WE DO HAVE PROCESSES OF LIKE QM ON OUR REPORT WRITING AND ALL THAT. AND RIGHT NOW IT FALLS ON THE SHOULDERS OF 1 OR 2 INDIVIDUALS.FOR ALL THE REPORTS THAT COME THROUGH FOR EVERY SHIFT. AND THIS WOULD ALLOW, FOR EXAMPLE, WOULD ALLOW THAT TO KIND OF GET SPREAD OUT WITH A SPECIAL ASSIGNMENT OR AN ADMINISTRATIVE DUTY ON TOP OF. OTHER DUTIES AS AN OFFICER. ANY QUESTIONS THERE? I KNOW, I KNOW, WE'RE WITH
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CHIEF YESTERDAY AND DISCUSSED THAT. I DON'T KNOW IF CHIEF HAS ANYTHING ON THAT FURTHER. YOU KNOW, WE HAD A GOOD, GOOD SESSION WORKING THROUGH THAT. AND WE TALKED ABOUT A NUMBER OF DIFFERENT OPTIONS AND KIND OF CAME DOWN TO THE FACT THAT WE'D PROBABLY BE BACK AT THE BARGAINING TABLE BEFORE WE REALLY HAD ANY OPERATIONAL CHANGES IN THE FUTURE. SO THE STATION CAPTAINS DID MAKE THE MOST SENSE TO US. AND COST WISE, WITH THE SEVEN CAPTAINS, IT COMES OUT TO JUST UNDER 90,000 ANNUALLY. SO. THAT. NUMBER. YEAH, THAT'S SO THAT'S TAKEN THE TOP END AND JUST DOING JUST THE JUST THE BASE PAY COMPARISON. SO IT DOESN'T TAKE INTO ACCOUNT FLSA OVERTIME. SO. SO CHIEF DOES THAT NUMBER INCLUDE OTHER COSTS SUCH AS RETIREMENT. ANY OTHER IS THAT THAT'S NOT A FULLY LOADED THAT'S PAYROLL COST. NO THAT'S JUST BASE PAY. SO SO IT'D BE 90,000 PLUS IT WOULD BE PROBABLY AN ADDITIONAL 30%.YEAH. FOR THE RETIREMENTS AND ALL THAT STUFF OKAY. THANK YOU. AND I THINK OVER THE YEARS Y'ALL HAVE HAD TROUBLE GETTING EMPLOYEES TO PROMOTE UP TO LIEUTENANT. IS THAT CORRECT.
AND THAT THIS WILL HELP ALLEVIATE THAT? CAPTAIN IS IS AFTER AFTER LIEUTENANT. BUT BUT YEAH, WE DID HAVE TIMES WHERE WE DID HAVE TO HIRE OUTSIDE TO, TO GET FILL FULFILL LIEUTENANT POSITIONS. BUT WITH OUR CURRENT SIZE NOW THERE'S A LOT MORE PEOPLE THAT ARE INTERESTED AND ALSO THAT OPPORTUNITY. SO IT WOULD ALLOW ANOTHER SEVEN OPERATORS TO, TO TO ALSO BE ABLE TO WELL, NOT CURRENTLY BECAUSE IT'S A RECLASSIFICATION. SO IT DOESN'T OPEN ANY POSITIONS FOR FOR UNDERNEATH DUE TO THE RECLASS. BUT IT DOES OFFER SOME LIEUTENANTS THAT ARE THAT ARE TOPPED OUT THE ABILITY TO TEST AND TO BE ABLE TO PROMOTE WITHOUT HAVING TO WAIT FOR A VACANCY IN THE BATTALION OFFICE. THANK YOU. SO IN THINKING ABOUT BUILDING FORWARD, YOU KNOW, ADDING KNOW WE KNOW WE NEED AT LEAST TWO ADDITIONAL STATIONS ADDED TO THE SERVICE TO GET US TO BUILD OUT, MAYBE MORE, DEPENDING ON KIND OF SOME THINGS THAT HAPPEN, MAYBE.
WHERE DO YOU SEE THIS? IS THIS KIND OF LIKE THE BEGINNING OR FOUNDATION PIECE THAT SO WE DON'T SEE BECAUSE I KNOW THERE'S A DISCUSSION ABOUT, OKAY, THIS KIND OF GETS US STARTED AND ADDRESSES KIND OF WHERE WE ARE TODAY AND GETS US THROUGH THIS THREE YEARS ON THIS AGREEMENT. HOW DO YOU SEE THIS MOVING FORWARD AS THE DEPARTMENT NEEDS GROW AND WE ADD THOSE NEW STATIONS? YEAH. SO THOSE ARE SOME OF THOSE THINGS THAT WE TALKED THROUGH.
AND AS WE'RE LOOKING AT AND COMPARING STATION CAPTAINS VERSUS TRUCK CAPTAINS. AND SO CURRENTLY WE HAVE A NEED FOR TWO STAFF TRUCK COMPANIES. RIGHT NOW WE JUST DON'T HAVE THE THE VEHICLE TO DO THAT. SO SO IN IN THE FUTURE WE PROBABLY WILL NEED THE THIRD STAFF LADDER TRUCK. AND SO IF WE IF WE DID STATION CAPTAINS WITH THE THREE CAPTAINS THERE AT STATION ONE, AND THEN WE ADD STATION SIX AND SEVEN, THAT GETS US TO NINE CAPTAINS. IF WE DID THREE CAPTAINS PER TRUCK, THAT WOULD GET US TO NINE AS WELL. SO EITHER WAY WE'RE, THEY'RE PARALLEL. AND SO AND THAT'S WHY WE CAME DOWN TO THE, THE DEAL ON LIKE, HEY, WE JUST GO WITH THIS FOR NOW BECAUSE WE'LL PROBABLY BE AT THE TABLE BEFORE WE END UP GETTING A THIRD TRUCK. AND AND WITH THE TIME DELAY ON GETTING UNITS IN RIGHT NOW, IT'S 44 MONTHS TO GET A LADDER TRUCK DELIVERED. SO IT'S LIKE WE'LL BE BACK BARGAINING BEFORE IT'S EVER ON THE ASSEMBLY LINE. SO THE SO YEAH, I THINK THIS IS SETTING US UP REAL GOOD FOR THAT THAT FORWARD FOR SURE. YEAH. AND THAT THAT WOULD BE THE THING IS WE'RE WE'RE LOOKING TO START THAT GOOD FOUNDATION TO BUILD ON FOR THE FUTURE. AND THAT'S WHAT WE'RE TRYING TO WORK WITH WITH CHIEF YESTERDAY IS THIS IS THAT GOOD FOUNDATION AND ESPECIALLY AT STATION ONE BEING DUAL COMPANY, HAVING THOSE THREE CAPTAINS THERE AND ALL THE SPECIALTIES THEY HAVE, THIS IS JUST A REALLY GOOD FORMAT TO GET THINGS GOING AND BUILD ON FOR THE FUTURE. YEAH, WE PROBABLY WILL NEED TO GET WITH LEGAL TO JUST FIND OUT HOW EXACTLY WE HAVE TO DO THE RECLASS FOR CIVIL SERVICE, BECAUSE I KNOW THERE'S SOME INFORMATION IN THERE ON ON LIKE HAVING A SUPER LIST IF YOU ENDED UP, YOU KNOW. SO WHAT I DON'T KNOW IS IF WE END UP HAVING TO PROMOTE SEVEN PEOPLE TO CAPTAIN, AND THEN WE HAVE TO PROMOTE SEVEN PEOPLE TO LIEUTENANT AND THEN DEMOTE THEM AND PUT THEM ON A SUPER LIST, OR WHETHER WE HAVE TO WORRY
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ABOUT ANY OF THAT. SO SO WE WOULD NEED TO ALSO, WE DO HAVE A CURRENT CAPTAIN'S LIST. IN EFFECT, I BELIEVE THERE'S TWO PEOPLE ON THE ON THE LIST, SO WE WOULD HAVE TO EXHAUST THAT LIST AND THEN GIVE A 30 DAYS NOTICE FOR ANOTHER TEST. SO THIS MAY BE ONE OF THOSE THINGS WHERE WE DON'T WANT TO HAVE AN OCTOBER 1ST EFFECT DATE, BECAUSE ESPECIALLY IF WE DON'T SIGN IT PRIOR TO THAT, BECAUSE THAT CREATES THE OPENING. AND THEN WE'VE GOT TO, YOU KNOW, THAT CLOCK ALREADY STARTS. SO THAT MAY BE ONE OF THOSE WHERE WE NEED TO HAVE A, YOU KNOW, LIKE MAYBE AT THE EARLIEST OF JANUARY DATE OR SOMETHING, YOU KNOW, SO THAT WAY WE HAVE TIME TO ALLOW MEMBERS TO STUDY FOR THE TEST AND THEN POST IT, DELIVER THE TEST AND GO THROUGH ALL THAT. LET ME ASK YOU THIS. SO I KNOW WE HAVE TO EXHAUST THAT LIST BEFORE WE START A NEW ONE. NATURALLY. CAN WE START THE PROCESS OF HERE'S YOUR 90 DAY CLOCK AND 90 DAYS? WE'RE GOING TO HAVE THIS TEST BECAUSE I'M SURE THERE'S PROBABLY A POLICY OR SOMETHING IN THERE THAT HAS UPDATED SINCE THEN. AND IN THAT 90 DAYS WE'LL PROMOTE THOSE TWO, AND THEN WE CAN TEST AND YOU CAN HAVE THAT LIST READY. AND THEN THIS IS IN EFFECT. YEAH. SO THE STUDY MATERIAL LIST IS ALREADY POSTED WHICH IS THE 90 DAY CLOCK. SO WE DON'T HAVE TO DO THAT. WE JUST HAVE TO GIVE 30 DAYS NOTICE FOR THE TEST. SINCE WE DO HAVE A CURRENT LIST IN PLACE, THEN THERE'S TWO DIFFERENT TIME FRAMES AND CIVIL SERVICE ON PROMOTIONS. WHEN YOU HAVE A LIST AND WHEN YOU DON'T HAVE A LIST. SO THE INITIAL VACANCIES, ONCE THEY'RE EFFECTIVE, THEN WE WOULD HAVE THE LIST ALREADY THAT WE WOULD PROMOTE OFF OF IF THAT'S NOT ALREADY EXHAUSTED.AND THEN SINCE THERE WOULD BE THEN STILL OTHER VACANCIES, THEN WE WOULD STILL HAVE TO RE, YOU KNOW, POST FOR THE TEST, GIVE THE 30 DAYS NOTICE FOR THAT. BUT WITH THIS BEING SUCH A SIGNIFICANT DEAL OF SEVEN PROMOTIONS TO CAPTAIN, I'D RATHER THEM HAVE THE TIME TO TO SIT DOWN AND STUDY FOR THAT 90 DAYS IS KIND OF RUSHED ON ON SOME OF THOSE. THE STUDY MATERIAL LIST THERE WAS A THERE IS A BOOK ON THERE THAT I DON'T WANT TO USE ON FUTURE TESTS, BUT IT'S NOT SOMETHING THAT WE HAVE TO GO REPUBLISH THE TEST. I'LL JUST SEND OUT A MEMO OR SOMETHING TO JUST LET EVERYBODY KNOW THAT WE'RE NOT GOING TO HAVE THIS BOOK ON THE TEST, SO, SO, AND THIS MAY BE A DUMB QUESTION, SO I'M GOING TO ASK IT ANYWAY. SO CAN WE NEGOTIATE A PROCESS FOR THE SELECTION OR THE RECLASSIFICATION OF THESE POSITIONS AS PART OF THIS. I'M NOT SURE I'M QUALIFIED TO ANSWER THAT, BUT I WOULD THINK SO BECAUSE I THINK THIS ALLOWS US TO BYPASS ANYTHING THAT'S IN 143. YEAH. THE STATUTE COLLECTIVE BARGAINING STATUTE ALLOWS YOU TO MAKE MODIFICATIONS TO 143. SO IT WOULD JUST BE SECTION, YOU KNOW, SITE TO SECTION OF 143 THAT YOU'RE AMENDING. AND THIS WILL BE AMENDED BY, BY CONTRACT. AND YOU COULD, YOU COULD I GUESS PUT A. I GUESS A LIKE A TRANSITION PERIOD, BECAUSE THAT'S WHAT WE'RE DOING RIGHT NOW IS GOING FROM HERE LIKE A LITTLE BRIDGE TO, TO GET THIS WAY. I THINK THAT WOULD BE DOABLE. BUT OF COURSE, YOU KNOW, YOU'D HAVE TO GET WITH THE COMMISSION AND YOUR ATTORNEY TO MAKE SURE IT'S GOOD, BUT IT USUALLY THE WAY IT'S DONE. SO.
SO WOULD IT BE REASONABLE, CHIEF, IN YOUR MIND TO MAYBE KIND OF PUT TOGETHER A TIMELINE AND A PROCESS THAT YOU THINK WOULD BE THE BEST SEAMLESS WAY TO GET THIS IMPLEMENTED? YEAH, I THINK WE CAN DO THAT. WE CAN COME UP WITH LANGUAGE AND WHAT THAT KIND OF OUTLINE, WHAT THAT PROCESS WOULD LOOK LIKE. AND YEAH, LIKE WE'RE TALKING ABOUT WE'LL JUST WE'LL GET TOGETHER WITH SPELL OUT HOW THIS IS GOING TO WORK. AND SINCE IT'S A CONTRACTUAL AGREEMENT BETWEEN BOTH OF US AND IT'S NOT VIOLATING THE LAW, I MEAN, WE'RE DOING IT UNDER THE STATUTE, YOU KNOW, SMOOTH OUT THAT TRANSITION, MAKE IT EASIER FOR EVERYBODY. YEAH. BECAUSE I THINK HAVING HAVING A NICE KIND OF SEAMLESS STEP UP INTO THAT PROCESS WOULD BE FANTASTIC AND HELP THE ORGANIZATION BECAUSE WE CAN SMOOTH IT OUT AND THEN PEOPLE CAN KNOW WHAT TO EXPECT, I THINK A LITTLE BIT QUICKER. YOU CAN EVEN SAY, YOU KNOW, THIS ARTICLE. WILL ADDRESS THIS, AND THEN WHEN YOU'VE ALREADY GOT THE PROCESS DOWN, YOU REVERT BACK TO THE TO TO 143 LIKE A SUNSET TYPE LANGUAGE ON THERE. YEAH. KIND OF. MAYBE IT'S THE WRONG TERM. THINK ABOUT THIS AS A TRANSITION PROCESS. SO DURING THIS TRANSITION PROCESS OR TRANSITION TIME THIS WOULD BE THE PROCESS WE GO THROUGH TO MAKE THAT HAPPEN. SO HOW DO YOU
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WANT TO TACKLE THAT CREATING THAT PROCESS. YEAH I'LL DRESS SOMETHING UP AND THEN WE CAN SHOOT IT OVER AND KIND OF JUST WORK WORK ON IT VIRTUALLY. I DON'T SEE A NEED TO HAVE TO COME TOGETHER ON IT. I THINK WE CAN JUST KIND OF PUT SOME THOUGHT INTO IT AND COME UP WITH SOMETHING. YEAH, I AGREE, ESPECIALLY SINCE WE HAD OUR MEETING YESTERDAY. YEAH. FOR THOSE FEW HOURS. YEAH. I THINK WE'RE AT THAT POINT NOW WHERE IT'S, IT'S JUST FINE TUNING SOME THINGS. BUT AGAIN, ALSO, I KNOW THERE'S SOME FINANCIALS ATTACHED TO THIS, THIS PROPOSAL.AND THEN WE ALSO TAKE THAT INTO ACCOUNT TO. SO REALLY BY THE TIME WE WERE JUST TRYING TO SHOOT TIME FRAMES HERE, CHIEF, BY THE TIME WE GOT EVERYTHING SORTED OUT WE'RE LOOKING MORE JANUARY, FEBRUARY, FEBRUARY ISH TIME FRAME WHEN IT COMES TO THAT UPGRADING SALARY. SO IT'D BE FROM OCTOBER 1ST UNTIL JANUARY, FEBRUARY ISH THAT THAT ADDITIONAL MONIES WOULDN'T BE BEING PAID OUT. YEAH. SO IF WE IF WE DO HAVE THE POSITIONS EFFECTIVE IN JANUARY, THEN THEN OF COURSE, YOU'RE NOT LOOKING AT A FULL FISCAL YEAR FOR, FOR COST. THE THE OTHER THING TO CONSIDER THOUGH IN THERE IS THAT THE SINCE WE'RE SPELLING OUT THE PROCESS, WE COULD ACTUALLY SAY, YOU KNOW, HEY, ON ON THIS DATE OR THIS TIME FRAME IS WHEN WE WOULD HOLD THE TEST AND THEN THE POSITIONS WOULD BE BECAUSE WE'LL HAVE THE ORDINANCES WE GOTTA UPDATE TO, TO THE CLASSIFICATIONS AND SO FORTH. SO SO WE'VE GOT SOME SOME WORK WE GOT TO DO. BUT ANYHOW, I'D LIKE TO TO HAVE A TEST DATE KIND OF IDENTIFIED SOONER THAN LATER. SO THAT WAY PEOPLE CAN START PREPARING FOR THAT. AND THEN AND THEN THE OTHER CHALLENGE TO THAT WOULD BE WE STILL HAVE THE HIGHER CLASS THING THEN FROM LIEUTENANT TO CAPTAIN. AND WHAT'S THAT LOOK LIKE? WHICH I DON'T SEE THAT BEING A REAL BIG CHALLENGE TO GET PAST, BECAUSE SHOULD WE NOT HAVE SEVEN MEMBERS TO TEST WHEN TO PROMOTE, THEN NOW WE GOT TO DO A RETEST AND WE GOT TO GET THE OTHER 30 DAYS NOTICE AND STUFF. SO WE'LL JUST HAVE TO KIND OF OUTLINE WHAT THAT POTENTIAL CONTINGENCY PLAN LOOKS LIKE. YEAH. AND I THINK WITH THIS, WITH NOT MAKING NEW POSITIONS AND RECLASSIFICATIONS, I MEAN, IF YOU PROMOTE THE CAPTAIN, YOU MIGHT HAVE SOME ADDITIONAL DUTIES, BUT YOU DON'T. THAT DOESN'T MEAN YOU'RE GOING TO YOU MEAN YOU HAVE THE POTENTIAL TO END UP AT A DIFFERENT STATION OR SHIFT OR SOMETHING LIKE THAT, BUT IT ALSO HAS A POTENTIAL WHERE YOU JUST YOU DON'T MOVE AT ALL. AND YOU, YOU'RE STILL WITH YOUR CREW OR SOMETHING. JUST DEPENDS, I GUESS, HOW IT LAYS OUT ON WHO PROMOTES AND ALL THAT STUFF. SO YEAH, AND IT REALLY DOES COME DOWN TO THAT. ON ON WHO'S THE ONE PROMOTING. ARE WE ABLE TO PROMOTE THEM WITHIN THE STATION THAT THEY'RE AT, OR ARE WE GOING TO HAVE TO MAKE STATION MOVES? THIS COULD BE ONE OF THOSE THAT I DON'T THINK WE'RE UP FOR SHIFT BIDS THIS YEAR, THIS NEXT YEAR. SO THIS COULD BE SIGNIFICANT ENOUGH WHERE IT'S LIKE, HEY, WE JUST NEED TO REBID BECAUSE IT'S NOT GOING TO WORK WITH THE PROMOTIONS WHERE THEY'RE AT. SO THAT COULD THAT COULD ADD SOME TIME INTO THE WHOLE JUST MOVEMENT. AND THEN WE ALWAYS TRY TO TIME THOSE SHIFT BIDS WITH PAYROLL PROCESSES. SO THAT WAY PEOPLE DON'T LOSE MONEY DUE TO THE SHORT CHECK WEEKS THAT WE HAVE. SO REALISTICALLY THAT FIRST YEAR THAT 90,000 IS GOING TO COME DOWN. 3 TO 4, WELL, FOUR MONTHS RELATIVELY, BECAUSE YOU GO FROM JANUARY OR OCTOBER, NOVEMBER, DECEMBER, JANUARY, WE'RE LOOKING JANUARY, FEBRUARY TIME FRAME. YEAH. I THINK IF WE IF WE SHOOT FOR A JANUARY TEST DATE, THEN WE PROBABLY END UP HAVING LIKE A FEBRUARY SOMETHING EFFECT DATE. SO WE'LL PROBABLY LOOK AT WHAT PAY PERIOD IN FEBRUARY WOULD, WOULD MATCH UP TO BE ABLE TO DO THAT AND THEN KIND OF SEE WHAT WE NEED TO DO TO WORK BACKWARDS ON THAT.
I GUESS, TO JUST ADD THIS LITTLE PIECE INTO IT. YOU KNOW, WE WE KNOW IT COMES DOWN TO THE EVERYTHING COMES DOWN TO THE ALMIGHTY DOLLAR. WE WANT TO BE FAIR BUT YET EQUITABLE ABOUT THE WHOLE THING FOR BOTH PARTIES TO BE ABLE TO IMPLEMENT THIS AT THE RIGHT TIME. SO I
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WANT TO MAKE SURE IT'S OUT THERE THAT WE ARE, WE'RE WORKING THROUGH IT. WE UNDERSTAND THERE'S GOING TO BE A TIME FRAME, BUT IT TIME FRAME ALSO GOES TO THE COST SAVINGS.YES, THE FISCAL IMPACT. BY THE TIME YOU ROLL, LET'S SAY 30% IN THE ANNUALIZED COST ON THAT WOULD BE ABOUT 117,000 IF THEY, LET'S SAY IT GOES INTO EFFECT, ALL OF IT'S FULLY IN EFFECT BY JANUARY 1ST. THAT'D BE ABOUT A $70,000 IMPACT TO THIS YEAR. IT'S ABOUT WHAT THAT WE WERE LOOKING JUST TO REFRESH. YOU'RE SAYING MID TO LATE JANUARY TO HAVE THE TEST. SO TECHNICALLY PROBABLY TAKE EFFECT FEBRUARY. YES. YES THAT'D BE THAT'D BE RIGHT AROUND 70,000. PROBABLY A FISCAL IMPACT OF THIS YEAR. SO THAT WOULD BE ON THAT TIMELINE PROBABLY.
SO IN THIS ARTICLE WE'LL WE'LL HOLD PENDING FURTHER THIS WORK ON IT AS WE DEVELOP IT. YEAH. YEAH I WOULD THINK BY BY THE NEXT MEETING WE SHOULD PROBABLY HAVE LANGUAGE THAT I THINK WOULD WORK. THIS IS SOMETHING I THINK WE CAN DO. AND I MEAN IN THE SAME BUILDING, WE CAN GET TOGETHER WHAT WE HAVE AND GET TOGETHER WHAT YOU HAVE AND SIT DOWN AND HAVE IT PRESENTABLE BY THE TIME WE GET BACK NEXT FRIDAY. BUT I WOULD SAY CONCEPTUALLY, YEAH, I'M IN AGREEMENT WITH THIS PROVISION, I APPRECIATE IT. I THINK IT'S THE RIGHT APPROACH. I THINK IT'S BUILDING THE DEPARTMENT WHERE WE NEED TO BE. SO I APPRECIATE THE EFFORT.
I BELIEVE THE, THE NEXT ITEM OF OF CHANGE OR SOME EDITING THAT THAT MADE IT INTO THIS ONE IS SECTION TWO OF ARTICLE 14. THIS, THIS MORE HAS TO DO WITH PEOPLE THAT ARE ON CALL WITHIN THE DEPARTMENT. AND THIS SECTION PRETTY MUCH JUST MIRRORS THE SECTION FROM PD ALMOST VERBATIM. WITH A LITTLE LANGUAGE CHANGE. I BELIEVE THAT WAS REALLY THE ONLY CHANGE FOR THIS ARTICLE. SO WHAT WERE THE WHAT WERE THE MODIFICATIONS AND THE LANGUAGE THERE? SO RIGHT NOW I BELIEVE THE FIRE MARSHAL'S CHIEF, IF YOU CAN SPEAK, SPEAK BETTER ON THIS. I THINK THEY GET FOUR HOURS OF STANDBY TIME. YEAH. CURRENTLY THEY GET FOUR HOURS OF REGULAR PAY PER WEEK BECAUSE IT'S NOT CONSIDERED PRODUCTIVE TIME. AND THEN IF THEY GET CALLED IN, THEN IT'S A TWO HOUR MINIMUM CALLING TIME. AND THIS ONE OF THE THINGS WE TALKED ABOUT IN THERE TOO, THAT I KNOW, CHIEF, YOU CAN IDENTIFY WITH THIS ONE, PICKING UP THE PHONE AND ANSWERING FIRE ALARM QUESTIONS THAT DOES THAT. THAT'S NOT A PART OF THE FOUR HOUR BLOCK. IT'S A 15 MINUTE. IF THAT BLOCK, WE UNDERSTAND THAT'S GOING TO HAPPEN. TALKING TO FIRE MARSHAL'S OFFICE STAFF, THEY DO TWO. THIS IS MORE, YOU KNOW, EVEN WITH THE CHIEFS REALLY WHEN THEY'RE ON CALL, THEY CAN'T GET AWAY FROM THAT TRUCK. THEY THEY HAVE TO BE WITH IT. THEY HAVE TO BE ABLE TO GET CHANGED, GET IN THE TRUCK AND GET TO THE SCENE WITHIN AN HOUR. SO THAT'S KIND OF THE PREMISE BEHIND THIS OF THEIR GIVING UP THAT TIME TO STAY WITH THAT TRUCK. AND I DON'T KNOW IF THIS IS. HOW THIS WOULD BE POSSIBLE ON THE OTHER END. BUT YOU KNOW, OUR DIVISION CHIEF, HE'S NONEXEMPT HE GETS THE ON CALL. BUT WE ALSO HAVE
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THREE ASSISTANT CHIEFS THAT ARE IN THAT ON CALL ROTATION. THEY'RE EXEMPT. NOT NECESSARILY.IF IT'S WE PAY THEM THE MONEY, IT'D BE GREAT IF WE PAID THEM THE MONEY, BUT MAYBE MAKING IT TO WHERE IT'S, YOU KNOW, FOUR HOURS OF COMP TIME THAT THEY'RE ABLE TO TAKE OFF SINCE THEY'RE IN THE SAME BOAT, THEY'RE ATTACHED TO THAT TRUCK, THEY CAN'T MAKE PLANS TO GO ANYWHERE OR DO ANYTHING WITHOUT HAVING TO FIND SOMEBODY TO COVER THAT FOR HIM.
OR THAT ON CALL PAY. CORRECT ME IF I'M WRONG. EVERYBODY'S. THAT DOESN'T COUNT TOWARDS YOUR PRODUCTIVE NONPRODUCTIVE TIME. IT'S JUST FOUR HOURS OF STRAIGHT TIME PERIOD. THAT'S CORRECT. THAT'S MY UNDERSTANDING IS IT'S JUST FOUR HOURS CONSIDERED, NOT NONPRODUCTIVE TIME. AND THEN WHEN THEY GET CALLED IN AND LIKE CHRIS WAS SAYING WHILE AGO THAT IF IT'S A PHONE CALL OR SOMETHING LIKE THAT, THAT THEY'RE ABLE TO HANDLE WITHOUT HAVING TO COME IN AND THEY'RE JUST LOGGING THE HOURS FOR THAT, AND THERE'S PROBABLY A LOT OF THOSE THAT ARE VERY SMALL PHONE CALLS THAT THEY DON'T EVEN RECORD. WE'RE JUST LIKE, YOU KNOW, THE ON CALL. I GUESS WHAT I WAS GETTING AT WITH THAT IS, YOU KNOW, YOU GOT THREE ASSISTANT CHIEFS THAT YOU PUT IN THAT, BUT THE DIVISION CHIEF GETS FOUR HOURS OF STANDBY TIME, WHETHER THAT BE STANDBY STRAIGHT TIME OR THEY GET FOUR AS A COMP TIME, SOMETHING TO OFFSET THE FACT THAT EVERYBODY ELSE GETS PAID THAT ON CALL. AND JUST BECAUSE OF THE LITTLE TAG ON THERE JOB TITLE, THEY DON'T GET THAT SAME BENEFIT. YEAH. SO WE DO HAVE THAT CHIEF ON CALL ROTATION. SO THE THREE ASSISTANT CHIEFS AND THE DIVISION CHIEF TAKE A WEEK AT A TIME. EXCUSE ME. AND AND SO TYPICALLY DURING THOSE WEEKS THEY ALWAYS GET CONTACTED FOR SOMETHING WHETHER IT'S INJURIES OR ANYTIME WE HAVE A MEMBER GOING TO THE HOSPITAL THEN WHOEVER'S ON CALL IS IS TAKING CARE OF THAT. JUST DEALING WITH SOME OF THE STAFFING CHALLENGES THAT COME UP WHERE IT'S LIKE, HEY, WE'VE EXHAUSTED ALL OF THIS. WE'VE GOT TO WAIVE SOME OF THE POLICIES. JUST GIVE SOMETHING FILLED RIGHT NOW. AND THEN JUST CRITICAL INCIDENT UPDATES AND STUFF. SO WHEN WE HAVE CRITICAL INCIDENTS OR, OR PUBLIC INTEREST INCIDENTS, THEN THAT ALL GETS REPORTED OUT. WOULD BE IT STRAIGHT COMP TIME FOR THEM. YEAH. SO EVERYBODY ELSE GETS FOUR HOURS OF STRAIGHT TIME. AND I UNDERSTAND COMP TIME IS NORMALLY TIME AND A HALF, BUT THEY JUST GET STRAIGHT TIME LIKE EVERYBODY ELSE DOES JUST TO KIND OF MAKE IT STANDARD ACROSS THE BOARD. OR YOU GIVE THEM FOUR HOURS OF JUST STRAIGHT COMP TIME. SO THAT WOULD COME OUT TO ABOUT 52 HOURS OF COMP TIME PER EACH OF THE THREE ASSISTANT CHIEFS, IT LOOKS LIKE. THERE WOULD BE ANNUALLY. YOU'RE SAYING IT'S 52 ANNUALLY FOR EACH. YEAH. SO 52 HOURS PER EACH OF THE THREE ACES. SO WHAT I DID WAS 52 WEEKS DIVIDED BY THE FOUR PERSONNEL. SO THAT GIVES YOU 13 WEEKS THAT YOU WOULD BE ON CALL. AT TIMES THE FOUR HOURS COMES OUT TO 52.
[00:30:20]
I GUESS MY MY CHALLENGE IS THIS IS, YOU KNOW, AS WE'RE TALKING ABOUT THOSE THAT ARE ON AN EXEMPT STATUS, THAT'S THE THAT'S THE POINT OF EXEMPT STATUS IS THAT WE'RE WE'RE THERE, WE'RE AT A HIGHER LEVEL. THERE'S AN ANTICIPATION OF THESE TYPES OF THINGS. WHEN WE ACCEPT THOSE POSITIONS. SO I GUESS I'M I'M STRUGGLING. I WON'T LIE ON THE IDEA OF COMPENSATORY TIME AND OVERTIME FOR THOSE THAT AND THIS IS WHAT WE DO. THIS IS PART OF WHAT WE'RE COMPENSATED FOR. AND THIS IS WHAT WE EVALUATED WHEN WE LOOKED AT OUR CLASS AND COMP STUDY. SO. I'M NOT THERE ON THAT POINT. SO I, I UNDERSTAND THAT HE'S A FIRE CHIEF. HE'S A FIRE CHIEF 24 SEVEN. HE DOESN'T DO THE ON CALL, BUT HE COMES BACK IN THE OTHER THREE.THEY'RE FILLING IN THAT CAPACITY UPDATING HIM TO UPDATE Y'ALL. SO IT'S KIND OF WHERE WE WERE WITH THAT IS JUST TO MAKE IT FAIR FOR THEM. WITH THAT ON CALL AND BEING TIED TO THAT TRUCK SOMETHING. BUT I, I DO UNDERSTAND WHAT YOU'RE SAYING TOO. SO. AND ACROSS THE, ACROSS THE ORGANIZATION GOT A LOT OF FOLKS THAT ARE IN THOSE EXEMPT STATUSES THAT ARE I MEAN, THEY'RE NOT TIED TO TRUCK, THEY'RE TIED TO A DESK, TO THE OFFICE, TO THE COMPUTER, YOU KNOW, HERE AND AT HOME, YOU KNOW. SO AND I DO THINK ABOUT IT FROM A CONTEXT OF WHAT'S WHAT'S. REALLY KIND OF THE PROCESS, THE POSITIONS THAT WE ACCEPT WHEN WE WHEN WE PROMOTE ON A BUT ALSO THINK ABOUT ORGANIZATIONAL WISE AND, AND HOW WE'RE KIND OF TREATING EVERYONE ACROSS THE ORGANIZATION ON THE SAME LEVEL PLATFORM. ALL RIGHT. WE'LL PUT AN EXTRA FOUR HOURS FOR YOU IN THERE TO. I WISH THAT WOULD COVER IT. YOU KNOW, THE ONLY TIME THAT WE ACTUALLY HAVE THE COMP TIME FOR EXEMPT IS FOR SPECIAL EVENTS. SO WE HAVE THE ONE ON ONE COMP TIME FOR THOSE THAT WAS ADDED BECAUSE THAT DIDN'T HAPPEN FOR MANY YEARS.
AND SO WE DO HAVE THAT. YEAH. AND ON OCCASION IT'S ALSO DURING DISASTERS THAT DURING THAT IS GIVEN AS WELL. THANK YOU FOR EXPLAINING YOUR STRUGGLE WITH IT. IT'S IT'S UNDERSTANDABLE. EXEMPT MEANS EXEMPT. YEAH. WE UNDERSTAND THAT. WE WE START WITH THE THE BETTERMENT OF ALL AND NEGOTIATE FROM THERE. AS FOR THE OTHER CHANGES AND BASICALLY ALL ARE MIRRORING WHAT MEET AND CONFER AGREEMENT WITH THE ON CALL. AND I SEE THAT THIS TIME YOU ADDED THE $50 PER DAY AND AND I SUPPORT THAT. YEAH. I THINK WE DO NEED TO DEFINE THE LANGUAGE SIMILAR TO WHAT PD DOES ON THAT CALLBACK, BECAUSE THE WAY THIS IS WRITTEN HERE DOESN'T MEET WHAT WE HAD TALKED ABOUT BEFORE, WHICH IS THAT IS IT'S NOT FOUR HOURS SPECIFICALLY FOR EVERY CALLBACK. SO THAT WAY YOU DON'T END UP WITH THAT, YOU KNOW, 48 HOUR DAY, YOU KNOW. SO BUT THE OTHER THING TOO, I JUST WANTED TO BRING UP IS AND THIS MAY NOT REALLY MATTER, BUT THERE'S A FEW POINTS IN HERE WHERE IT TALKS ABOUT WILL BE PAID AT ONE AND A HALF TIMES THE REGULAR RATE OF PAY, AND THAT IS NOT ACTUALLY HOW OUR OVERTIME IS CALCULATED. IT'S BASED ON TOTAL COMPENSATION. SO IF YOU LOOK AT YOUR OVERTIME RATE VERSUS YOUR HOURLY RATE IS ACTUALLY TYPICALLY A LITTLE BIT MORE. SO I DIDN'T KNOW IF Y'ALL WERE INTENDING TO JUST SAY THAT IT'S HAD OVERTIME OR KIND OF A GUARANTEED OVERTIME, OR IF IT WAS GOING TO BE ACTUALLY THAT YOU JUST WANTED IT AT ONE AND A HALF TIMES THE REGULAR RATE. YEAH. LIKE I SAID, WE KIND OF WE DIDN'T COPY AND PASTE WHAT WAS THERE ON, ON ON PD. I BELIEVE THEIR LANGUAGE ALSO STATED THAT THAT EVERY CALL IS A FOUR HOUR MINIMUM BLOCK, AND IT DIDN'T SAY THERE WAS A CAP IN A DAY. THEY MIGHT HAVE A UNDERLYING. YEAH, IT'S IN THE DEFINITIONS IN THE IN THE DEFINITIONS OKAY. CALLBACK. SO OKAY. YEAH. CHIEF WERE YOU TALKING ABOUT SECTION ONE. YEAH.
SECTION ONE. AND THEN THE SECTION TWO THE INDIVIDUAL CALL OUT WHERE IT SAYS MINIMUM FOUR HOURS AT ONE AND A HALF TIMES REGULAR PAY. AND THEN THE BOTTOM, THAT LAST SENTENCE THERE ON THAT SAME SECTION ONE AND A HALF THEIR REGULAR HOURLY RATE. SO. SECTION ONE JUST SPECIFICALLY STATES THE FLSA LAW. BUT YEAH LIKE I SAID, IT NEEDS A LITTLE MORE
[00:35:02]
CLARIFICATION. I DON'T KNOW THAT IT DOES. I JUST WANTED TO MAKE SURE THAT Y'ALL WERE TALKING ABOUT THE GUARANTEED OVERTIME AND NOT TRYING TO. I DON'T THINK IT'D BE MUCH OF A DIFFERENCE. SO ONE OF THE THINGS TOO, IN GOING THROUGH THAT AND TALKING WITH THE PD SIDE, I THINK WE NEED EXCUSE ME, SPELL OUT IS, YOU KNOW, I SAID IT LAST TIME, BUT WE DON'T WANT TO HAVE SOMEBODY WORK 30 HOURS IN A 24 HOUR DAY OR 40 HOURS IN A 24 HOUR DAY. SO I THINK WE NEED TO DEFINE HOW THAT FOUR HOURS WORKS. AND HOW IT WAS EXPLAINED TO ME IS THEY GET CALLED OUT AT 2:00 IN THE MORNING. THEY CAN ONLY GET THE FOUR HOURS FOR THAT FOUR HOUR PERIOD. SO UNTIL 6 A.M. THEY GET CALLED OUT AT 8 A.M. IT'S A NEW FOUR HOUR PERIOD START. IS THAT ARE WE UNDERSTANDING THAT CORRECTLY? IT SOUNDS LIKE IT. I'D HAVE TO SEE THE ACTUAL DEFINITION IN THERE, BUT I THINK THAT'S KIND OF THE INTENT IS THAT YOU DON'T GET CALLED OUT AT 2:00 AND, AND YOU GET FOUR HOURS AND YOU GET CALLED OUT AT 3:00 AND YOU GET ANOTHER FOUR HOURS. AND, YOU KNOW, SO IT'S ONE OF THOSE THINGS WHERE WE JUST GOT TO BE MINDFUL THAT THE INTENT IS TO BE ABLE TO COMPENSATE YOU FOR THAT TIME YOU CAME IN, THE WORK YOU DID, AND YOU WENT HOME AND THEN KIND OF LIKE, ALL RIGHT, YOU'RE ALREADY BACK AT HOME NOW OR BACK TO TO NORMAL. AND NOW YOU CALLED BACK IN. YEAH. AND I FIGURED WITH CHRISTIE AND TODD BEING IN THOSE, THAT YOU GUYS COULD SHED A LITTLE MORE LIGHT ON HOW THAT WORKED. YEAH. SO.SO THE WAY IT WOULD WORK IF YOU GET CALLED AT 2 A.M. AND THEN YOU'RE RELEASED BACK AT, LET'S SAY, FIVE, YOU GET CALLED BACK AGAIN AT 515, YOU'RE STILL IN THAT CONTINUATION OF THAT ORIGINAL FOUR HOURS. SO IT'S JUST A CONTINUE WOULDN'T BE ANOTHER CALL OUT. THERE'D BE STRAIGHT TIME THERE IF YOU GOT CALLED OUT AT 2 A.M. IT'S 7:00 AND THERE'S ANOTHER CALL AND YOU GO BACK OUT. THEN THAT'S ANOTHER FOUR HOUR BLOCK. SO IF IT'S A CONTINUATION OF TIME WITHIN THAT ORIGINAL FOUR HOUR PERIOD, THEN IT'S A CONTINUATION. YEAH, YEAH. AND WE HAVE NO ISSUE WITH MARRYING THE LANGUAGE THAT HAS BEEN PROVIDED IN THAT. THAT'S WHAT WE'RE TRYING TO DO IS MAKE IT A LITTLE EASIER AND MIRROR WHAT THEY HAD. AND THAT WAY IT'S IT'S KIND OF STANDARD ACROSS THE BOARD. MAY MAKE IT EASIER FOR ALLISON TO FIGURE OUT. YEAH, DEFINITELY. SO THE DEFINITION THAT IS LISTED FOR THAT WAS FOR MEET AND CONFER WAS MULTIPLE CALL OUTS SHALL MEAN WHEN AN OFFICER HAS BEEN CLEARED FROM PRIOR CALL OUT, OFFICER CALLED BACK OUT. AND AN ADDITIONAL CALL OUT OCCURS MORE THAN FOUR HOURS FROM THE IMMEDIATELY PRECEDING CALL OUT. YEAH, THAT'S MY FAULT FOR NOT READING FURTHER INTO THAT AND JUST GOING FROM WHERE THEIR SECTION WAS ON ON THEIR THEIR BARGAINING. NO, IT'S UNDERSTANDABLE BECAUSE AS WE WERE WORKING ON THAT POINT, WE STARTED WRITING AND WRITING AND WRITING, YOU KNOW, TO TRY TO CLARIFY MORE AND MORE. I WAS LIKE, LISTEN, IF WE CAN JUST CREATE A DEFINITION AND THEN THAT FIXED IT. SO, YEAH, WE CAN PUT THAT DEFINITION IN THE FRONT OF OUR DEFINITIONS TO IT. THAT WAS CHRISTIE'S IDEA. PERFECT. SO YOU SAID CHRISTIE IS GOING TO TYPE UP THAT DEFINITION FOR US. YEP. SO DO WE NEED TO HOLD ON THIS ONE PENDING A LITTLE MORE EDIT YES, PLEASE. I BELIEVE ON THAT ARTICLE 14. THAT WAS REALLY THE ONLY CHANGE FROM ANYTHING WE HAD PRIOR.
TO THE CALLBACK HIRING. WE WENT BACK IN AND CLEANED THE LANGUAGE UP AND THAT THAT'S ALSO ANOTHER DISCUSSION WE HAD AS PART OF OUR COMMITTEE YESTERDAY. AND SECTION THREE IS WHERE YOU REALLY SEE THE CHANGE, RIGHT, THAT WE ALL WANT TO COVER THE OTHER COUPLE OF ITEMS ON THERE. YEAH, WE DID BEFORE WE MOVE ON. YEAH. SORRY. OKAY. OKAY. SO
[00:40:01]
SECTION FOUR LAST TIME WE MET WE WE WERE IN AGREEMENT WITH THAT ONE. THANK YOU. SO SECTION FIVE THAT ONE IS VERY IMPACTFUL. THAT'S A THAT'S ABOUT A $300,000 FISCAL IMPACT TO THE CITY. SO. I'M NOT THERE ON MAKING THAT CHANGE. SO I KIND OF LIKE TO HOLD THAT ONE BACK UNTIL WE GET A CHANCE TO KIND OF WORK THROUGH THE REST OF THE AGREEMENT. SO I'D LIKE TO CIRCLE BACK TO THAT ONE. SURE. OKAY. OKAY. THANK YOU. ARE THERE ANY OTHER SECTIONS ON THERE REAL QUICK BEFORE YOU DO THAT? JUST KIND OF REFERENCE WHERE WE'RE COMING FROM WITH THAT IS LIKE I SAID, THERE'S OTHER AGENCIES AROUND THAT ARE DROPPING THAT THRESHOLD AND EVERY OTHER DEPARTMENT IN THE CITY, YOU KNOW, PD BEING ON AN 84 OVER TWO WEEKS. AND WE'D BE WILLING TO LOOK AT MAYBE A DIFFERENT NUMBER IN THERE TOO, IF THAT'S FEASIBLE AND FISCALLY SENSIBLE TO. TO COME TO AN AGREEMENT ON. BUT WE CAN DEFINITELY REVISIT. SO ARTICLE 15, I BELIEVE, IS WHAT WE ALSO DISCUSSED IN OUR COMMITTEE THAT WE PUT TOGETHER AND HAD A MEETING YESTERDAY FOR THE REALLY THE ONLY CHANGES TO THAT WAS SECTION THREE TALKING ABOUT RANK FOR RANK ON SICK CALLS. AND I KNOW A LOT OF THIS, CHIEF, CORRECT ME IF I'M WRONG, IS JUST KIND OF SOME DEPARTMENTAL POLICY CHANGES OR CLARIFICATIONS, ESPECIALLY WHEN IT COMES TO SECTION FIVE TWO. BUT I DON'T BELIEVE OTHER THAN THAT. THERE'S BEEN REALLY ANY OTHER CHANGES. THANK YOU CHIEF. AND IT LOOKS LIKE CHIEF HAS ALREADY GONE IN THERE AND MADE SOME CHANGES. BUT I BELIEVE THAT WAS THE BIG PART OF THIS WITH THE COMMITTEE AND STUFF.WAS IT WOULD IT WOULD MEAN POLICY CHANGE FOR US INTERNALLY? YEAH. SO THIS IS THE LIKE HE WAS SAYING THE ONE OF THE COMMITTEE ITEMS THAT WE WORKED THROUGH YESTERDAY. AND SO THE SECOND PAGE IS REALLY WHERE IT STARTS GETTING INTO THE ACTUAL CHANGES TO THE PROCEDURE. AND WHAT WE HAD BEEN DOING WAS WE WOULD IF THERE WAS A VACANCY, LET'S SAY LIEUTENANT HAD CALLED OFF SICK, THEN THE DRIVER WOULD MOVE UP, A FIREFIGHTER WOULD MOVE UP, AND THEN WE'D HIRE A FIREFIGHTER ON OVERTIME. IF THOSE THERE WERE QUALIFIED TO MOVE UP. SO IF IF THERE WAS A DRIVER THAT COULD MOVE UP BUT A FIREFIGHTER WASN'T CLEARED, THEN WE WOULD HAVE TO CALL THE DRIVER BACK IN FOR OVERTIME. SO IT WAS ONE OF THOSE WHERE WE'D MOVE UP IN HOUSE AND THEN CALL BACK. AND IT'S ONLY WHEN WE WERE BELOW MINIMUM STAFFING THAT WE HAD TO HIRE OVERTIME.
SO THE CHANGE THAT'S THAT WE'VE TALKED THROUGH WAS CHANGING THAT TO WHERE WE WOULD START DEALING WITH THAT VACANCY THAT WAS OPEN AND OFFER THAT FIRST TO THAT RANK. AND THEN IF THAT DIDN'T, IF NO ONE THERE VOLUNTARILY TOOK IT, THEN WE WOULD SEE IF SOMEBODY COULD MOVE UP AND THEN HIRE THE NEXT RANK AND THEN CONTINUE DOWN. AND SO COST WISE, IT'S GOING TO BE COMPARABLE. IT'S PROBABLY IT'S REALLY HARD TO PREDICT EXACTLY WHAT THE COST IMPACT IS, BECAUSE LET'S SAY THAT YOU JUST TAKE THE, THE MIDDLE OF THE THE PAY SCALE THERE FOR THOSE RANKS.
SO IF THE LIEUTENANT IS OFF, THEN THE DRIVER IS GETTING PAID THAT LIEUTENANT PAY, AND THEN THE FIREFIGHTER THAT'S STEPPING UP IS GETTING PAID DRIVER PAY THAT DAY. AND THEN THE FIREFIGHTER IS GETTING PAID TIME AND A HALF AT THEIR RATE. AND SO WITH THIS CHANGE, YOU'RE JUST HAVING THE LIEUTENANT MAKE THE TIME AND A HALF. AND SO YOU'RE NOT HAVING THE HIGHER CLASS FOR THE FOR THE DRIVER AND THE, THE LIEUTENANT STEP UP. SO THE PART THAT MAKES IT CHALLENGING IS WE DON'T KNOW WHO IS THE INDIVIDUAL WHO'S GETTING THE OVERTIME, YOU KNOW.
SO THERE COULD BE TIMES WHERE YOU HAVE MORE SENIOR INDIVIDUALS WHO ARE MAKING A STEP UP, PAY THAT OR THAT HIGHER CLASS PAY THAT ARE GETTING PAID A LOT, AND THEN IT'S A VERY NEW FIREFIGHTER THAT'S AT A VERY LOW OVERTIME RATE. AND SO IN THAT CASE, THE
[00:45:05]
METHOD THAT WE HAD BEEN USING WOULD BE LESS EXPENSIVE. BUT THERE ARE TIMES TOO, THOUGH, THAT YOU CAN HAVE A MORE SENIOR PERSON THAT'S GETTING HIRED ON THE OVERTIME RATE OF FIREFIGHTER, YOU KNOW, THAT MAY BE CLOSER TO TO TOP OUT. AND SO THEN IT'S MORE EXPENSIVE TO DO THE STEP UP. SO IT'S ONE OF THOSE WHERE IT'S LIKE IT'S PROBABLY A WASH AND IT PROBABLY END UP KIND OF STABILIZING OVER A COUPLE OF YEARS. SO DUE TO THE KIND OF THE UNPREDICTABILITY OF SOME OF THIS, WE WENT AHEAD AND SPELLED THIS OUT A LITTLE BIT FURTHER THAN WHAT WE HAD PREVIOUSLY TO WHERE, YOU KNOW, WE WOULD FILL FOR THAT RANK FIRST AND THEN WE WOULD MOVE UP HIGHER CLASS AND FILL FOR THAT POSITION. AND IF THAT DIDN'T WORK, THEN WE WOULD CONTINUE TO MOVE UP UNTIL WE GOT DOWN TO FIREFIGHTER RANK. AND IF THERE WAS NO FIREFIGHTER THAT WAS VOLUNTARILY TAKING IT. SO THE IDEA BEING THAT WE'RE WANTING TO TRY TO AVOID MANDATORY OVERTIME. SO SO IF WE WENT ALL THE WAY DOWN AND COULDN'T GET IT, THEN WE WOULD GO BACK AND SAY, WELL, IS THERE SOMEBODY THAT IS STEPPING UP? SO LET'S SAY THAT WE HAVE A STEP UP, CAPTAIN. THAT IS THE RANK OF LIEUTENANT. CAN WE PUT THEM BACK INTO LIEUTENANT ROLE AND HIRE A CAPTAIN, YOU KNOW, AND SO YOU SO YOU WORK ALL THE WAY DOWN FIRST AND THEN YOU START WORKING UP. AND THEN IF THAT DOESN'T WORK, THEN WE GO INTO WAIVING SOME OF THE RULES.SO WE HAVE A RULE SAYING THAT YOU CAN'T WORK MORE THAN 72 HOURS WITHOUT A 24 HOUR BREAK.
SO WE COULD WAIVE THAT. WE ALSO HAVE A RULE THAT SAYS YOU CAN'T HAVE MORE THAN HALF OF THE RANKED POSITIONS AS HIGHER CLASS. SO IF WE HAVE SIX DRIVERS ON, THAT MEANS WE ONLY HAVE THREE DRIVERS THAT ARE HIGHER CLASS. SO FIREFIGHTERS WORKING AS DRIVERS AND THEN THE OTHER THREE DRIVER POSITIONS HAVE TO BE RANKED DRIVERS. AND SO WE CAN WEIGH THAT AND SAY, WELL, WE'RE GOING TO ALLOW ANOTHER OUT OF POSITION RIGHT THERE. AND THEN KIND OF LAST DITCH EFFORT IS, WELL, LET'S SEE IF WE CAN WORK SOMEBODY IF SOMEONE'S AVAILABLE TO WORK A RANK LOWER. BUT BY THE TIME WE GET TO THAT POINT, IF THEY WERE WILLING TO DO THAT, THEY SHOULD HAVE BEEN WILLING TO ALREADY HAVE WORKED THEIR RANK ON OVERTIME. SO SO I DON'T SEE US EVER GETTING TO THAT POSITION WHERE IT'S HAVING TO WORK SOMEBODY AT A RANK LOWER THAN WHAT THEY'RE AT. BUT BUT WE WENT THROUGH A REALLY GOOD DISCUSSION YESTERDAY TO KIND OF SPELL THIS OUT. I THINK IT'S A PRETTY SOLID PROCESS. THE LAST PAGE IS A FLOW CHART THAT WOULD HAVE TO BE REVISED OR ELIMINATED. WE TRIED TO MAKE THE POLICY A PICTURE. WE TRIED TO MAKE IT A POP UP BOOK, BUT THAT DIDN'T WORK. SO I DON'T KNOW WHAT THE NEW PROCEDURE. IF A FLOW CHART IS REALLY GOING TO BE HELPFUL OR OR NOT. SO YEAH, I DON'T KNOW. PRETTY MUCH THE BOTTOM HALF OF THAT, THAT THOSE BULLET POINTS OR EVEN IF THOSE ARE ACTIVATED, IT'S PRETTY RARE OCCURRENCE. SO SO WHAT YOU'RE SAYING WITH THIS PROCEDURE IS THERE'S A POSSIBILITY THAT THE CHIEF COULD BE WORKING AS A FIREFIGHTER. NO, THAT THAT DOESN'T. OH DANG. OKAY. CAN WE CHANGE NOW? I HAVE YEAH, I HAVE FILLED IN ON THE BATTALION BEFORE AND RAN AS SHIFT COMMANDER. I DON'T REMEMBER WHEN WE WERE DOING THAT. I THINK IT WAS WHENEVER WE WERE JUST WEARING THE HECK OUT OF THE LIEUTENANTS WHEN WE HAD NO STEP UPS, AND SO THEY WERE EXHAUSTED. AND SO WE STARTED TAKING TURNS JUST FILLING IN TO TRY TO RELIEVE SOME OF THE STRESS ON THE STAFF. DIDN'T THEY SAY WE COULD WAIVE THESE RULES? OH YEAH. YEAH. NO. OKAY.
I MEAN, YEAH, I IF I COULD BE CHIEF FOR THE DAY THEN YEAH I COULD, I COULD WAIVE ANY OF THOSE. THERE'S A COUPLE OF THINGS WITH THAT. I THINK HE KNOWS MORE ABOUT SWIPING THE CARD TO PAY FOR THE HOSE THAN PULLING IT. AT THIS POINT, IT'S PROBABLY BEEN A HOT MINUTE. AND IF HE'S IN GEAR, SOMETHING WENT WRONG. BE ABLE TO SWIPE THE CARD TO I MEAN, CHIEF HEATER DOES A GREAT JOB OF THAT. SO YES, CHIEF HEATER DOES, BUT I WILL SAY IF I'VE EVER WORKED WITH ONE CHIEF THAT I KNOW WOULD STEP IN AND DO IT, THIS IS THE CHIEF RIGHT HERE THAT WOULD DO IT. SO AND I'VE SEEN IT IN SMALLER DEPARTMENTS LIKE IN GROVES, TEXAS, OUT OUT THERE BY BEAUMONT THAT THE CHIEF WILL WORK AS A FIREFIGHTER. SO THE UNION PRESIDENT GOES, HEY, GUESS WHAT? I'M SUPERVISING THE CHIEF TODAY BECAUSE HE'S, YOU KNOW. IT'S LIKE WE GOT ANY WRITE UPS WE NEED TO DO TODAY. YEAH. SO SO WITH THIS, WHAT I, WHAT I'D PROPOSE THAT WE DO IS RATHER THAN TRY TO SPELL IT OUT IN THE CONTRACT, IS WE JUST WE WE ADOPT THE REVISIONS TO THE, TO THE POLICY AND WE JUST REFERENCE THE POLICY. YES, SIR. YEAH. WE CAN, WE CAN, WE CAN DO THAT LANGUAGE. YEAH. YEAH. JUST SIMPLY FOLLOW FOLLOW CURRENT POLICY IN PLACE. YEAH. SO
[00:50:08]
SECTIONS ONE THROUGH FIVE KIND OF GET REPLACED WITH THE REFERENCE BACK TO WOULD IT BE PROCEDURE 603 UNDER THE FIRE PROCEDURE MANUAL. SO I'VE BEEN THINKING ABOUT THAT AND I'M NOT CERTAIN THAT I WANT TO. SO WE'RE CURRENTLY GOING THROUGH THE ENTIRE POLICY MANUAL AND PROCEDURES AND TRYING TO REVISE THEM. BUT ONE OF THE THINGS I WAS THINKING IS THAT ANY OF THE POLICIES THAT DEAL WITH THE THINGS THAT ARE CONTRACT NEGOTIABLE, YOU KNOW, THAT ARE SPELLED OUT AS ITEMS THAT ARE DEFINED UNDER THE MAINTENANCE STANDARDS LANGUAGE, IS TO HAVE THOSE ALL IN ONE SECTION. THAT WAY THEY'RE EASY TO LIKE, OKAY, ALL OF THESE, WE'VE WE HAVE TO GO TO THE TABLE OR WE HAVE TO HAVE THE SIGNATURES FROM THE FROM EITHER YOU OR THE ASSOCIATION. SO THAT WAY WE IT JUST OPERATIONALLY I THINK THAT MAKES IT CLEANER FOR US TO TO KNOW WHICH ONES WE CAN CAN TOUCH WITHOUT HAVING TO COME TO THE TABLE AND WHICH ONES WE HAVE TO COME TO THE TABLE FOR. SO, SO I DON'T KNOW, I SAY ALL THAT TO SAY, I DON'T KNOW THAT WE WANT TO REFERENCE IT BY NUMBER. OR WE CAN SAY, YOU KNOW, CURRENTLY POLICY 603 OR FUTURE EDITIONS OF IT OR SOMETHING OF THAT, AND I BELIEVE YOU CALLED IT LIKE A MOCK, WHERE WE KIND OF MEET AND COME TO THE SAME AGREEMENTS OF ANY CHANGES, KIND OF LIKE THAT. AND IN TERMS OF CONTRACTUAL LANGUAGE. RIGHT. GOTCHA. YEAH. IF YOU WANT TO KEEP IT GENERIC, YOU COULD SAY.APPROPRIATE CITY POLICY OR SOMETHING LIKE THAT FOR NOW, YOU KNOW. YEAH, SOMETHING LIKE THAT, THAT, THAT WE KNOW WHAT WE'RE TALKING ABOUT. BUT YOU KNOW, IT'S NOT SPECIFICALLY, YOU KNOW, 603.072 IS THE APPROPRIATE CITY POLICY. YEAH. BECAUSE THERE'S SOME WE'VE GOT SOME, ESPECIALLY WITH THE STEP UP AND THE HIGHER CLASS STUFF. WE'VE GOT A POLICY THAT SAYS HOW TO DO IT. AND THEN WE GOT A POLICY THAT SAYS HOW TO ADMINISTER IT. AND THEN WE GOT A POLICY THAT TALKS ABOUT LEAVE. AND SO SOME OF THOSE I THINK COULD ALL BE COMBINED INTO ONE POLICY. SO YEAH, I THINK IT'D BE BEST TO JUST SAY REFERENCE DEPARTMENT POLICY OR SOMETHING.
YEAH. THIS CALLBACK AND STEP UP IS COMPLICATED ISSUE, NOT JUST, YOU KNOW, IN ALL IN ALL FIRE DEPARTMENTS, ESPECIALLY THE BIGGER ONES. AND THEN THIS WOULD BE ONE OF THOSE POLICIES THAT WE REFERRED TO IN THE FIRST SECTION, WHICH WOULD BE SUBJECT TO A SIDE LETTER OR SIDE AGREEMENT IF WE WANTED TO SHIFT OR ADJUST THIS POLICY. RIGHT? YEAH. IF WE WANTED TO DO LIKE AN MOU TO CHANGE IT IN THE MEANTIME, THE CONTRACT SAID, JUST OPEN IT BACK UP. YEAH. AND ACTUALLY, I THINK WITH THE MAINTENANCE OF STANDARDS LANGUAGE, IT JUST REQUIRES US TO AGREE TO IT AND KIND OF SIGN OFF ON IT. SO THAT'S WHY I WAS THINKING ALSO ON THOSE POLICIES.
MAYBE WE JUST HAVE SIGNATURE LINES TO WHERE WE COULD ACTUALLY AND SAY, OKAY, WE'VE WE'VE AGREED TO THIS. AND THEN THE WAY THE MAINTENANCE STANDARDS LANGUAGE SPELLS OUT IS THAT IT DOES IF IT IMPACTS FINANCIALS, THEN YOU HAVE TO SIGN OFF ON IT AS WELL. AND THAT'S WHERE WHAT YOU'RE SAYING PUTTING A LITTLE SIGNATURE LINE IN THERE. THAT'S ABILITY.
THAT'S YEAH MOU THAT THAT'S OUR YOU AGREE I AGREE. LET'S CHANGE IT. AND THAT'S A NICE LITTLE THING BECAUSE IT ASSURES THAT YOU'RE WORKING TOGETHER TO SOLVE, YOU KNOW, THESE ISSUES.
YEAH. YEAH I'VE ALWAYS TOLD THEM IT'S LIKE I'M NOT THE ONE HAVING TO FILL THE OVERTIME AND I'M NOT THE ONE HAVING TO WORK IT. SO I WANT TO MAKE SURE IT'S A PROCESS THAT WORKS FOR Y'ALL BECAUSE Y'ALL ARE HAVING TO ADMINISTER IT AND WORK IT. YEAH, WE'VE WE'VE ALWAYS APPRECIATED THAT FOR SURE. SO WE HOLD ON THIS ONE PENDING SOME MORE EDITS. OR I THINK THAT WE JUST NEED TO ADOPT THE POLICY AND THEN JUST FIGURE OUT THE LANGUAGE ON THERE WHERE IT'S PROBABLY A ONE SENTENCE KIND OF THING. I THINK THE THIRD ITEM THAT WE DISCUSSED DURING THAT COMMITTEE MEETING YESTERDAY WAS ARTICLE 19, WORKING OUT OF CLASSIFICATION. AND AGAIN, THAT'S SIMILAR TO THE POLICY CHANGE THAT WE KIND OF JUST DISCUSSED. IT COMES DOWN TO REALLY POLICY LANGUAGE. AND THEN PUTTING THE LANGUAGE IN HERE OF REFERRING TO A POLICY WHICH CHIEF IS CHIEF AND HE HAS IT ALREADY. THANK YOU CHIEF. ANY PUT OUT THREE HOUSE FIRES LAST NIGHT. HE NEED SOME COMP TIME. THE ONLY REQUEST I HAVE IS CAN YOU MAKE IT A LITTLE BIGGER NEXT TIME SO WE CAN READ IT? IT WAS A LOT BIGGER ON MY SCREEN. SO YEAH, WE WORK THROUGH THIS ONE YESTERDAY AND CAME UP WITH SOME LANGUAGE AND STUFF IN HERE TO TO CHANGE THAT.
[00:55:06]
AND WE, WE THIS ONE WAS PROBABLY ONE OF THE LONGER DISCUSSIONS. SO WE PROBABLY SPENT THE MOST TIME ON THIS. WE INITIALLY WERE TRYING TO FIND A PROCEDURE BECAUSE I THINK THAT'S WHAT WE ARE MOST ACCOMPANIED TO. AND WE ENDED UP KIND OF HAVING A REVELATION DURING THE MEETING AND WAS LIKE, HEY, WHAT IF WE JUST KIND OF LOOKED AT LIKE PRIORITIES OR GOALS INSTEAD OF ACTUAL PROCEDURE? AND SO WHAT WE'RE TRYING TO DO WITH THIS IS ALLOW THE SHIFT COMMANDER TO MAKE SENSIBLE MOVES THAT MADE SENSE, LIKE, HEY, I'M NOT GOING TO MOVE THIS PERSON BECAUSE THEY ALREADY WORKED AT THAT STATION, OR I'M GOING TO MOVE THIS PERSON OVER THERE BECAUSE THEY HAVE THE CERTIFICATION FOR THAT, OR THIS PERSON WANTS TO DO THAT.SO WHAT WE ENDED UP COMING UP WITH IS THAT INTERESTED THAT THE THAT THE ACTING ASSIGNMENTS WOULD BE OFFERED BASED ON QUALIFICATIONS AND REQUIREMENTS FOR SUCH ASSIGNMENT AND WHEN FILLING THE VACANCIES WITH HIGHER CLASS, THE FOLLOWING PRIORITIES SHOULD BE CONSIDERED.
INTERESTED MEMBERS. TO WORK IN THE HIGHER CLASS POSITION, CONSIDER MOVING UP MEMBERS IN HOUSE, AS OPPOSED TO HAVING TO TRAVEL THEM, AND CONSIDER HOW MANY HOURS OR HOW MANY TOURS OF HIGHER CLASS OR TRAVELING THE MEMBER HAS RECENTLY HAD. AND SO THAT THAT I THINK, ADDRESSES THE MOST OF THE CONCERNS, WHICH WAS, YOU KNOW, I'M NEVER AT MY ASSIGNED STATION. I'M ALWAYS HAVING TO LIVE OUT OF THE TRUNK, AND I'M HAVING TO TRAVEL TO THIS STATION AND THAT STATION TO FILL IN THE ROLES. I'D LIKE TO DO THE JOB I'M ACTUALLY JUST HIRED TO DO. SO, AT LEAST FOR A DAY OR TWO. SO AND ALSO WE WE HAD REALLY GOOD DISCUSSION WITH THE CAPTAINS AND UTILIZING THEM TO KIND OF HELP MANAGE THAT, BECAUSE WITH THE STATION CAPTAINS, YOU WOULD HAVE A CAPTAIN THAT'S ASSIGNED TO ONE STATION, AND THEN HE'S ALSO HE OR SHE IS MANAGING ANOTHER STATION, EITHER 2 OR 3 STATIONS. AND SO WHAT THEY COULD DO IS, IS THEY COULD FIGURE, OKAY, OUT OF OUR 2 OR 3 STATIONS, THIS IS WHAT THAT STAFFING IS GOING TO LOOK LIKE NEXT TOUR. AND IF IT DOESN'T HAVE SOMEBODY TO FILL THAT SPOT, THEN THEY CAN CALL THE OTHER CAPTAIN AND SAY, HEY, I NEED SOMEBODY TO TO DRIVE NEXT WEEK OR NEXT STATION TWO AS AN EXAMPLE. AND THEN THAT PERSON CAN MANAGE WHO THAT PERSON IS, IS GOING TO TRAVEL OVER THERE. SO IT MAKES IT TO WHERE IT'S MORE MANAGEABLE, ESPECIALLY WITH THE USE OF THOSE CAPTAINS IN THAT ROLE.
AND WE BELIEVE IT'S GOING TO ADDRESS THE ISSUE OF OF WHEN WE HAVE THOSE EXTENDED LEAVES, WHICH IS USUALLY WHEN IT BECOMES AN ISSUE, IS, IS WHEN YOU HAVE SOMEBODY THAT'S OUT FOR AN EXTENDED PERIOD OF TIME, THEY'VE, THEY'VE BEEN INJURED EITHER ON THE JOB OR OFF DUTY, AND THEY'RE OUT FOR 2 OR 3 MONTHS. AND, AND SO IT ALLOWS THEM TO, TO MANAGE THAT TIME BETTER. SO AGAIN WITH THIS, I THINK IT'S SIMILAR TO THE LAST ONE THAT WE JUST ADOPT THE THE REVISIONS TO THE POLICY. AND THEN WE JUST JUST SAY REFERENCE APPROPRIATE DEPARTMENT POLICY.
SO THE SUBCOMMITTEE REALLY KIND OF HASHED THROUGH THIS. AND THIS IS REALLY KIND OF WHAT, WHAT WORKED FROM THE SUBCOMMITTEE'S PERSPECTIVE AS WELL. YEAH. NO, THAT'S HOW THAT CAME ABOUT IS THROUGH THE SUBCOMMITTEE YESTERDAY. YES, SIR. WE HAD WE GRABBED SOMEBODY FROM EVERY RANK CAPTAIN, LIEUTENANT, DRIVER, FIREFIGHTER. SO EVERY RANK REALLY HAD A VOICE IN IT. AND IT WAS SPREAD ACROSS THE THREE SHIFTS. AND THIS IS IT WAS A REALLY GOOD DISCUSSION, LIKE YOU SAID. AND I THINK WE CAME UP WITH SOMETHING REALLY GOOD THAT'S BENEFICIAL. YEAH. WE ALSO HAD PRESENT A DRIVER THAT IS THE ONLY HIGHER CLASS LIEUTENANT FOR HIS WHOLE SHIFT. SO HE DOES A BIT OF TRAVELING. GRANTED THAT HE HE'S WILLING. BUT BUT HE IS. IS HE GOING TO WIN THE VAGABOND AWARD AT THE. YEAH. WE'RE GOING TO GIVE HIM A STICK AND A AND A BAG AND HE'S GOING TO HAVE THAT. SO YEAH, HE'LL GET A PLASTIC LIEUTENANT BADGE.
YEAH. SO BUT THIS ALSO ADDRESSES NOT JUST THE MEMBERS WHO WANT TO BREAK FROM IT, BUT ALSO THE MEMBERS WHO COMPETITIVELY WANT MORE OF THE HIGHER CLASS. SO THEN YOU BECAUSE YOU DO RUN INTO THAT WHERE IT'S LIKE, HEY, WHY IS SO-AND-SO ALWAYS GETTING TO STEP UP? I'M NEVER GETTING TO THE BECAUSE THERE IS COMPENSATION FOR THAT WHEN THEY DO. AND SO THIS WOULD ALLOW THEM, THOSE, THOSE CAPTAINS TO BE ABLE TO MANAGE THAT BETTER AND MAKE SURE THAT THOSE THAT ARE INTERESTED IN WORKING IT HAVE A FAIR CHANCE TO, TO HAVE AN EQUAL ACCESS TO THAT. ALSO, SOME JUST GENUINELY WANT THE PROFESSIONAL DEVELOPMENT OF WRITING INTO THAT POSITION. AGAIN, THAT EXPERIENCE FOR WHEN THEY DO WANT TO PROMOTE INTO THAT POSITION WHEN IT BECOMES AVAILABLE.
WHEN YOU'RE WHEN WE'RE GOING TO THE NEXT ONE, WE'RE GOING TO DO 21 AND WE'LL
[01:00:05]
COME BACK TO 20. 20 IS GOING TO BE A BIGGER DISCUSSION. SO 21 WITH THE THE UPDATES TO THAT ONE, THAT ONE KIND OF MIRRORS SIMILARITIES WITH GENERAL JUST FIRE DEPARTMENTS IN GENERAL.AND WHAT COMPENSATION NOT NECESSARILY COMPENSATION PACKAGES. AND I KNOW YOU, SIR, HAD HAD SOMETHING ON THOSE, BUT THIS IS JUST MORE LINE OUTLINES, CERTIFICATIONS, ASSIGNMENT PAYS, EDUCATION, FITNESS, THINGS LIKE THAT. THE THE LAST FEW PAGES IS IS MAINLY TARGETED ON FITNESS AND THE THE NFPA WAS A 1562 82 FOR OUR CURRENT FITNESS STANDARDS. 80. BUT I KNOW IN A FURTHER FURTHER DOWN THE LINE ARTICLE TALKING ABOUT FITNESS STANDARDS, THOSE THOSE CHARTS ARE IN THIS ARTICLE. AND THESE ARE THE NFPA STANDARDS. SO LIKE WE TALKED ABOUT, THE PD ONES ARE AN ANNUAL ASSESSMENT OF THE OVERALL DEPARTMENTAL CONDITION. THIS IS THIS IS A STANDARD THAT WE HAVE THAT. YES SIR. YEAH. RIGHT. AND I GUESS WHAT IT COMES DOWN TO AT THE END OF THE DAY, NFPA IS THAT BEST PRACTICE STANDARD THAT YOU WANT TO FOLLOW. YOU DON'T WANT TO JUST PICK AND CHOOSE WHAT WE FOLLOW OF IT. AND THIS IS THESE ARE MEDICAL DOCTORS THAT HAVE COME BACK WITH THIS. YEAH. THE PD ONE IS DESIGNED TO ENCOURAGE. I GUESS EXERCISE AND HEALTH AND KIND OF WORKING OUT. SO YOU GUYS ARE A LITTLE BIT DIFFERENT IN THAT YOU GOT TO BE READY FROM THE GET. SO. SOUNDS LIKE Y'ALL ARE UP FOR A CHALLENGE. AND OUR OUR LEAD GUY ON OUR FITNESS STANDARDS AND THINGS LIKE THAT. HE'S THE ONE THAT GAVE THE PROPOSAL TO US FOR THAT SECTION, THE FITNESS PROPOSAL HE BUILT THAT BASED OFF HIS KNOWLEDGE AND THE CURRENT NFPA STANDARDS.
AND CURRENTLY WE ONLY RECEIVE NUMBER TWO UNDER SECTION TWO, I BELIEVE IS IS FOR OUR CERTS. AND THOSE ARE THOSE ARE THE ABILITY TO RIDE HIGHER CLASS.
TIME. IS IT OKAY IF WE TAKE A BREAK AND YOU GUYS CAN DISCUSS IT AT BREAK. AND THAT WAY EVERYBODY CAN STRETCH YOUR LEGS IN THE MEANTIME? NO, I'D APPRECIATE THAT. YEAH I THINK IN CAUCUS I'D APPRECIATE THAT. YEAH. SO HOW LONG DO YOU GUYS THINK YOU WANT OR. YEAH. AND I JUST GOT SOMETHING JUST POPPED. SO IF I CAN HAVE TEN MINUTES AND THEN IF WE CAN CAUCUS AND
[01:05:01]
THEN BACK, THAT'S OKAY WITH YOU GUYS. THAT'S FINE. ABSOLUTELY. OKAY. APPRECIATE THAT. YEAH I KNOW THIS IS A. BIG DRAWING ON ONE FEW PAGES. YEAH. THIS IS SOMETHING YOU NEED TO LOOK AT.AND THAT WAY YOU KNOW WE CAN YOU CAN ASK QUESTIONS AND CLARIFY WHATEVER CONCERNS YOU MAY HAVE. IF YOU WANT TO TAKE A LITTLE MORE TIME THAN THAT, I MEAN. OH. PLUS TEN. OKAY. SORRY IF WE CAN PLAN MAYBE TO RECONVENE AT TEN. IS THAT OKAY? CAN'T DO THAT. OKAY. THANK YOU.
WORKS FOR US. THANK YOU
* This transcript was compiled from uncorrected Closed Captioning.