[00:00:01]
AT SIX O'CLOCK,[1. CALL SESSION TO ORDER]
WE'LL START THE CITY WORK SESSION.I ALWAYS FORGET THE SKINS HERE.
SHE DID INDICATE THAT SHE WAS, UH, HAVING TO BE AT THE CAPITAL UNTIL FIVE 30 TODAY, SO SHE WAS GONNA GET HERE AS QUICK AS SHE COULD.
[3.1. Personnel Policies - 2nd Review (Irene Talioaga)]
IN THREE ONE PERSONNEL POLICY.MAYOR, COUNCIL FOR THE RECORD.
I YOGA, HUMAN RESOURCES DIRECTOR FOR THE CITY OF HURO.
UH, WITH ME AS MY ENTIRE TEAM, CHARLOTTE GONZALEZ, HEATHER HARRIS, AND RENEE COMMERCE.
I JUST WANNA TAKE THIS OPPORTUNITY ALSO TO THANK EVERYONE THAT HELPED US OUT WITH, UH, THE REVIEW OF THE POLICIES AND HOPEFULLY, UH, WE CAN FINALIZE THE POLICIES AND, UM, ADOPT THEM.
UM, BACK IN MARCH, UH, MARCH 2ND, UM, WE HAD OUR FIRST MEETING AND, AND HAD AN OPPORTUNITY TO SHARE WITH YOU THE FIRST DRAFT, UH, ALL COUNCIL MEMBERS AND LEGAL.
UM, SO AFTER THAT, WE CONTINUED OUR REVIEW, MADE MORE EDITS.
UM, WE WORKED TOGETHER AS A TEAM AT HR TEAM, CITY MANAGER, UM, LEGAL, UM, WITH THE HELP OF
AND WE HAVE OUR, UM, PROPOSED CHANGES THAT, UH, WERE DISCUSSED, UM, THE MAJOR CHANGES BY THE CITY MANAGER TO THE LEADERSHIP TEAM.
SO WE'RE GONNA GO OVER ON THE HIGHLIGHTS OF THE PROPOSED CHANGES, UH, WITH RESPECT OF THE TIME THAT WE HAVE.
UH, WE WILL HIGHLIGHT, UH, THE MAJOR CHANGES AND, UM, DISCUSS OR ANSWER ANY QUESTIONS THAT YOU MAY.
AND I MIGHT NOTE FOR THE COUNCIL, I, I THINK THEY'VE BEEN HANDED OUT PHYSICAL COPIES AND THEN DIGITALLY THIS LIVES INSIDE THE CITY COUNCIL, UH, TEAMS FILES, UM, ON YOUR TEAM'S DRAWING.
SO, ON PAGE SEVEN, UH, CONFLICT OF INTEREST OR THE ETHICS CODE, WE ADDED THAT, UM, ON THERE.
I BELIEVE IT'S LIKE ABOUT A PAGE AND A HALF, UM, YOUR, UH, COPIES, BUT IT'S IMPORTANT THAT WE, UH, WHAT WE ABIDE BY AND ALL THE EMPLOYEES TO UNDERSTAND, YOU KNOW, WHAT'S OUR, UM, UH, OKAY.
UM, EQUAL EMPLOYMENT OPPORTUNITY ON PAGE, UH, 13.
OH, BEFORE I FORGET, UH, WE HAVE, UH, THE, UH, HARD COPY OF WHAT IS CURRENTLY THE POLICIES NOW WITH THE RED LINES, ESPECIALLY FOR COUNCIL MEMBERS.
IF YOU WANNA REFER BACK TO, UH, WE HAVE SOME COPIES IN HERE.
AND THE MAYOR HAS, FOR ONE, EVERYTHING CHANGED.
THE, THE OLD POLICY WAS, THE OLD POLICY JUST FACING WAS OLD.
I DON'T KNOW IF THE RED LINE WOULD DO ANYBODY ANY GOOD.
PROBABLY NOT, BUT IT WAS A, IT, YEAH, IAND,
THERE IS ONE PAGE WITH SOME BLACK WRITING
BUT YOU KNOW, ON THE FLIP SIDE, IT'S ALSO WHY IT WAS SUCH A, A, HER HERCULEAN EFFORT TO GET REDONE BECAUSE IT WAS OUTDATED AND THE FORMAT WASN'T CONDUCIVE FOR THE EMPLOYEES TO BUILD A REFERENCE.
SO IT WAS ALMOST A COMPLETE REWR.
SO, UM, THE NEXT IS THE DISCRIMINATION AND HARASSMENT REPORTING.
UH, JUST TO EMPHASIZE THAT EMPLOYEES, UH, MAY OR MAY NOT KNOW THAT, UM, WE ARE REQUIRED TO REPORT ANY HARASSMENT OR ANY FORM OF DISCRIMINATION, UH, WITHOUT THE FEAR OF RETALIATION.
AND, UH, ANYONE, ANY EMPLOYEE, UH, WILL, WILL, UH, BE EDUCATED AND THEY, WE WILL INFORM THEM AS SOON AS, UM, YOU KNOW, IN FACT, WE'RE ALREADY DOING THAT NOW, UH, UH, WITH, YOU KNOW, FOR OUR NEW HIRES AND THINGS.
SO IT'S IMPORTANT FOR THEM TO UNDERSTAND THAT, YOU KNOW, THEY'RE REQUIRED TO REPORT IT.
UH, WE ADDED, UH, MAJOR LIFE ACTIVITY ON, UH, AMERICANS WITH DISABILITIES ACT.
UH, THAT'S UNDER, UM, YOU KNOW, THE REASONABLE ACCOMMODATION AND ANY,
[00:05:01]
UH, MAJOR LIFE ACTIVITIES THAT, UH, EMPLOYEES, UH, WHEN THEY SEND A REQUEST THAT WE REALLY NEED TO REVIEW THEM THOROUGHLY, EVERY REQUEST THAT WE GET AND, UH, TRY OUR VERY BEST ANY, UH, POSSIBLE, YOU KNOW, UM, OPPORTUNITY THAT WE CAN HELP THEM, ASSIST THEM, UH, TO STILL PERFORM THEIR DUTIES.EVEN WITH THE, UH, ACCOMMODATION.
SINCE WE'RE PASSING ON TO AADA, A I DO WANT TO POINT OUT THAT UNDER HARASSMENT, UM, I ADDED IN THAT, UH, WE'RE NOT GOING TO CONDONE, UH, PERSONAL RELATIONSHIPS BETWEEN OTHER EMPLOYEE, BETWEEN EMPLOYEES THAT THAT'S CONSIDERED NOT ACCEPTABLE IN OUR ORGANIZATION.
SO IF YOU'RE MARRIED, NEPOTISM, THOSE TYPES OF THINGS.
BUT IF YOU, IF YOU WORK HERE, YOU SHOULDN'T BE START DATING SOMEONE ELSE HERE.
LISTEN, THAT'S YOU NOT PERSONAL.
AND WE HAD AT ONE TIME A, LIKE A HOTLINE THAT PEOPLE COULD USE TO REPORT THINGS.
IS THAT IN ANYWHERE? IT'S IN PLACE.
IS IT REFERENCED IN THE MANUAL AT ALL? I DON'T REMEMBER.
IT'S NOT REFERENCED IN THE POLICY.
I THINK IT'D BE GOOD TO REFERENCE IT.
SO THE, THEY HAVE A, THERE'S KNOW EXACTLY WHERE IT CALLED TO, TO TURN IN.
AND DOES THAT STILL GOES ONLY TO THE CITY MANAGER OR WHO DOES THAT GO TO? IT GOES TO THE CITY MANAGER AND IRENE.
I'LL HAVE TO CALL AND REPORT MYSELF TO SEE IF IT ACTUALLY WORKS.
YOU'LL CALL, I HAVE A QUESTION REAL QUICK ON LIKE 3.3 MAJOR LIFE ACTIVITY WHERE IT SAYS MLAS INCLUDE, ARE WE, WE RAN INTO SOMETHING LIKE THIS ON THE D AND I COMMISSION WHERE, YOU KNOW, WE CAN PUT IN AS MANY POINTS OF EMPHASIS IN HERE, BUT WE SHOULD ADD IN, YOU KNOW, MLAS INCLUDE, BUT NOT LIMITED TO, JUST TO LEAVE ROOM FOR OPENNESS AND ANY SORT OF, YOU KNOW, UNDEFINED.
SO I DIDN'T SEE THAT THERE, SO I THINK THAT'D BE SOMETHING GOOD TO ADD.
WHAT IS, I GUESS LATER ON, M L A IS REFERENCING WHAT, IN TERMS OF, IT'S ACTUALLY REFERENCED RIGHT BEFORE, RIGHT BEFORE THE, UH, DISABILITIES OBJECTION IS THE MAJOR LIFE ACTIVITY.
DID THAT COME FROM A E E O C? IT'S IN 3.1.
NO, BUT IS IT AN E E O C DEFINITION? MAJOR LIFE ACTIVITY IS DEFINED IN 3.3 BELOW.
SO THREE, THREE IS THE DEFINITION, BUT THREE ONE IS WHERE IT REFERENCES.
SO IF WE EXPAND MAJOR LIFE ACTIVITY TO INCLUDE, BUT NOT LIMITED TO, ARE WE OPENING OUR F OURSELVES TO SOMETHING THAT, UM, F M L A DOESN'T? OR A D A DOESN'T M THAT'S A GOOD QUESTION.
I MEAN, IF WE JUST NEED TO DEFINE WHATEVER THE, THE LEGAL TERM IS FOR THAT, FOR THE MAJOR LIFE ACTIVITY, WE CAN'T JUST SAY INCLUDE, BUT NOT LIMITED TO, THEN THEY COULD SAY, I'M THIS AND THAT'S A MAJOR LIFE ACTIVITY.
I THINK WE'RE LIMITED TO WHATEVER ADA A SAYS.
AND I'LL SAY, YEAH, WE'LL DOUBLE CHECK.
AND ALSO, UM, WE WILL BE USING OTHER RESOURCES.
FOR EXAMPLE, THE DOCTOR'S, YOU KNOW, DOCUMENTATION, YOU KNOW, WHAT KIND OF PHYSICAL ACTIVITIES THE EMPLOYEE CAN, CAN DO, ESPECIALLY FOR, UH, FOR THE, UH, WORK RELATED, UM, INJURIES.
AND BELIEVE IT OR NOT, YOU KNOW, SOME EMPLOYEES, AND THIS HAPPEN HAPPENS, YOU KNOW, THEY GET INJURED ON THE JOB, BUT THEY ALREADY HAVE AN EXISTING CONDITION, YOU KNOW, SO THAT KIND OF GETS PRETTY COMPLICATED SOMETIMES.
YOU KNOW, WE'LL CALL YOUR OFFICE WELL AND IF'S, IF IT'S NOT LISTED HERE AND THE DOCTOR SAYS IN THEIR OPINION, THEN WE COULD RELY ON THAT, THAT IT'S A MAJOR LIFE.
WELL, WOULDN'T THAT INCLUDE THE NON-LIMITED, WOULD, WOULDN'T THAT INCLUDE THE, WHAT I'M SAYING IS INCLUDING NON-LIMITED TOO IS PROBABLY TOO BROAD.
BECAUSE IF THEY PULL SOMETHING THAT REALLY ISN'T, SHOULDN'T BE A MAJOR, YOU KNOW, THERE HAVE BEEN CASES WHERE THEY'VE CLAIMED STUFF, RIGHT.
AND THE
SO, SO NOT, I GUESS MY QUESTION WOULD BE, DON'T YOU WANT TO KEEP IT OPEN AND THEN, UH, FUNNEL IT FROM THERE VERSUS LEAVING IT UN FUNNELED AND THEN YOU POTENTIALLY RUN INTO SOMETHING WHERE IT'S LIKE, WELL, THAT'S NOT INCLUDED.
I DON'T FEEL LIKE THAT'S, I DON'T THINK INCLUDES
[00:10:01]
IT BROAD AND THEN NARROW IT LATER ON A CASE BY CASE BASIS.NORMALLY THAT WOULD PROBABLY BE OKAY, BUT BECAUSE IT HAS TO BE AADA A SPECIFIC MM-HMM.
AND THEN THAT WOULD BREAK IF THEY CAN SAY THAT THEY HAVE ANYTHING AND SAY, WELL, YOU SAID, AND OTHER CASES.
AND THEN IT'D BE A, I HAVE A STEERING ISSUE AND THAT'S A DISABILITY.
YOU HAVE TO GIVE ME 15 MINUTE BREAKS EVERY 16 MINUTES WHEN THEY CLAIM THERE'S A, YOU SAY A STARING ISSUE.
WELL, IF YOU SAY INCLUDING BUT NOT LIMITED TO, THEN YOU CAN'T FIND ANOTHER EXAMPLE THAT'S A LITTLE BIT MORE, WHO ARE YOU TO COME UP WITH THAT'S NOT DISABILITY BECAUSE YOU JUST OPENED IT UP AND SO NOW I GET TO MAKE UP WHATEVER I WANT.
AND IF YOU TURN YOUR PAGE ON PAGE 18, REQUEST FOR ACCOMMODATION, THE FIRST SENSE SAYS AN EMPLOYEE OR THE REPRESENTATIVE REQUESTING A REASONABLE ACCOMMODATION.
SO WHAT'S REASONABLE, WHAT YOU KNOW, YOUR EMPLOYER CAN DO, YOU KNOW, WITH REGARDS TO YOUR, UH, DISABILITY.
UM, SO THAT'S WHERE, YOU KNOW, THE EMPLOYEE AND, YOU KNOW, OUR OFFICE HUMAN RESOURCES ALL THE WAY UP TO CITY MEDICAL'S OFFICE TO CONSIDER THE REQUESTS.
UH, AT THE SAME TIME, WE STILL HAVE TO RUN OUR BUSINESS RIGHT IN THE CITY.
AND CONSIDER, YOU KNOW, THE ACCOMMODATION THAT'S BEING REQUESTED FROM THE EMPLOYEE AND FROM THE PHYSICIAN.
SO IS DADDY, HAVE YOU REVIEWED ALL THESE REDLINES? I HAVE.
UM, IN MY OFFICE, MARK'S REVIEWED THEM, AND THEN I'VE BEEN REVIEWING THEM WITH MARK, BUT I, I HAVEN'T, THIS RED LINE COPY I HAVE NOT REVIEWED.
WELL, WHEN THEY WERE WRITING THESE, DID THEY, DID THEY TALK TO YOU AS THEY WERE WRITING THESE? YEAH, AS WE WERE GOING THROUGH, THEY WERE, UM, IT WAS EITHER ME OR MARK.
AND THEN IF MARK HAD A QUESTION, I DID THE INITIAL WITH MARK.
AND THEN IF HE HAD A QUESTION, HE WOULD BRING THAT UP TO ME.
AND WE HAD A STANDING MEETING, JUST SO, UH, EVERYONE IS AWARE WITH LEGAL ABOUT THREE OR FOUR STANDING MEETINGS THAT WE HAVE
IT'S ACTUALLY STARTED OFF WHEN CHRISTIAN WAS HERE.
M L A IS WHAT IS DEFINING AS WHAT CAN THEN BECOME A DISABILITY.
AND THAT'S NOT DEFINED IN FEDERAL LAW AT ALL.
THE A D A DOESN'T DEFINE WHAT THE MLAS ARE.
WELL, IT'S NOT IN OUR CURRENT POLICY.
BUT I MEAN, IF, IF THE ACT DEFINES THEM, THEN WE DON'T HAVE TO DEFINE THEM.
WE JUST SAY WHATEVER'S IN THE ACT.
ARE WE EXPANDING THE ACT OR ARE WE NARROWING THE ACT? AND I THINK WE'RE RE REGURGITATING IT BECAUSE THE, THE FIRST SENTENCE IN 3.1 IS THE AMERICANS WITH DISABILITY ACT AMENDMENTS ACT DEFINES A DISABILITY AS, AND THEN IT'S LISTED AND THEN IT SAYS MAJOR LIFE ACTIVITY.
SO THEN WE DEFINE MAJOR LIFE ACTIVITY BASED OFF OF THE WHAT THE AADA A SAID.
SO THEY HAVE, AND THE E E O C HAS GUIDELINES, AND I BELIEVE THE MAJOR LIFE ACTIVITY COMES FROM THE GUIDELINES AS WRITTEN.
BECAUSE WE, THAT CAME UP BEFORE.
SO INSTEAD OF MAKING A LIST THAT'S OUT OR ADDING SOMETHING THAT MAKES IT OPEN-ENDED, JUST SAY THAT IT WILL COMPLY WITH ALL THE, THE E OOC GUIDELINES.
THEN WE DON'T HAVE TO, WE DON'T EVEN HAVE TO UPDATE IT AT THAT POINT BECAUSE THEY UPDATE IT.
WE WANNA GIVE SOMETHING TO THE EMPLOYEE SO THEY CAN, YOU CAN SAY WHAT IT IS NOW.
OR IT'S UPDATED BY E O C GUIDE OR, OR IT'S MAYBE AMENDED FROM TIME TO TIME BY THE, THAT'S EOC THAT'S ALREADY ON THE ENTIRE HANDBOOK.
SO THAT DOESN'T NEED TO BE YEAH.
WE'LL, WE'LL THEN GO, WE'RE GONNA AMEND THE, THE, THE BOOK EVERY SO OFTEN ANYWAY.
SO WE CAN UPDATE THE, THE E O C ACTS WHENEVER THAT HAPPENS.
THE A D A APPS ONLY THAT MEANTIME ABOUT ME ADOPT, BUT I, I UNDERSTAND WHERE DAN'S COMING FROM.
IF, IF YOU'VE GOT THINGS, YOU'RE GONNA FOLLOW A LAW IN THOSE INSTANCES, YOU FOLLOW A LAW.
I DON'T THINK THE WHOLE HANDBOOK IS PER FEDERAL GUIDELINES.
A LOT OF THIS IS WHAT WE WANNA DO IN THE CITY, BUT IF WE START, WE RUN THIS WITH OUR ORDINANCES, WE REALLY ARE DOING SOMETHING THE STATE SAYS WE HAVE TO DO.
BUT INSTEAD OF JUST SAYING, WE'RE GONNA FOLLOW CHAPTER WHATEVER, WE WRITE IT OUT, AND THEN A YEAR LATER WE FIND OUT AFTER A NEW SESSION, THEY CHANGE THE LAW.
NOW WE GOTTA AMEND THE ORDINANCE ALL BECAUSE WE JUST DIDN'T REFERENCE WHATEVER LAW WE'RE TRYING TO FOLLOW.
SO IS IT, IS IT AN EASY ENOUGH FIX TO JUST PUT THAT, YOU KNOW, THE, THAT THE A D A, UH, YOU KNOW, AS DA, DA DA DATE OR AS MAY BE AMENDED FROM TIME TO TIME? AS AS YEAH, I WOULD SAY THAT BECAUSE AN, AN EMPLOYEE ON THEIR OWN CAN THEN GO, WELL, I THINK I'M BEING DISCRIMINATED AGAINST.
WELL, I'M GONNA GO TO THE ADA, A WEBSITE MM-HMM.
AND THEN THEY CAN LOOK AND GO, I SEE IT.
I, I JUST SEE FIVE YEARS AGO WE HAD A CERTAIN VERBIAGE WE USE FOR LIKE MEN AND WOMEN, AND NOW IT'S DIFFERENT.
SO WHATEVER WE'VE WORDED HERE TODAY, IN FIVE OR 10 YEARS, THERE'LL BE SOMETHING ADDED OR TAKEN AWAY BASED ON WHATEVER THE PUBLIC.
[00:15:02]
SO DO WE PUT THE SNAPSHOT IN TODAY AS IT STANDS AND THEN PUT AS MAYBE AMENDED FROM TIME TO TIME? OR DO WE NOT? OR E L C.AND THEN IF E OOC CHANGES AND SOMEONE CATCHES A WINDOW OF IT, THEY CAN GO FROM THERE.
IT'S A D A WELL, WHO, I MEAN, WHOEVER IT IS.
SO I DON'T, I DON'T THINK IT NEEDS ABOUT DISCLOSURE BECAUSE IT'S, IT'S EXACTLY THE WAY THAT IT IS.
WELL, IF YOU'RE GONNA DO IT, LIKE HOW THEY DISCLOSURE ON EVERY, THEN YOU PUT DISCLOSURE.
SO THEN WE PUT A DISCLOSURE ON EVERY ITEM AS WE GO.
SO THEN WE, WE NEED TO PUT A DISCLOSURE ON HARASSMENT OR RELIGIOUS ACCOMMODATIONS OR, UM, YOU KNOW WHAT, IT'S DEFINED US.
YOU DON'T, YOU DON'T HAVE TO REFLECT ON THE, THE YEAH.
I, I ACTUALLY THINK YOU DO HAVE TO DO SOME OF THAT BECAUSE, 'CAUSE IT'S, IT SAYS AMERICANS WITH DISABILITIES ACT.
SO I WOULD ASSUME THAT PEOPLE COULD LOOK UP THE ACT AND THEN WHEN THE ACT CHANGES OR IF THAT CHANGES, THEN THE REVISION COMES IN WITH THE NEXT REVISION OF THE POLICY HANDBOOK YOU EVERY SIX MONTHS.
BECAUSE EVERY TIME A LOSS CHANGED IN THE UNITED STATES, WHAT DO YOU MEAN YOU WOULDN'T UPDATE EVERY SIX MONTHS? SO IF THEY PASSED A LAW RIGHT NOW THAT CHANGED SOMETHING AADA A AND ADDED SOMETHING THAT'S NOT IN HIS LIST.
YOU WHAT I THAT ONE UPDATE HIM.
BUT THEN WE'D HAVE TO, THEY'D UPDATE IT.
COME BACK TO CITY COUNCIL, WE'D VOTE.
EVERY SIX MONTHS WE'D HAVE TO VOTE TO UPDATE OUR POLICIES BECAUSE, BUT THE ADA A CHANGES.
I DON'T, I THINK WE'RE OVERTHINKING THIS.
WE'RE REALLY OVERTHINKING THIS.
WHAT WE'D LIKE TO DO IS JUST AFTER THE AMERICANS WITH DISABILITIES ACT, AADA AA AS MAY BE AMENDED.
SO WE PUT THE EMPLOYEES ON NOTICE THAT THESE, UM, PROVISIONS MAY CHANGE AND WE'LL UPDATE AS THEY CHANGE.
AND I LIKE HAVING IT IN THERE JUST SO THAT THE EMPLOYEES CAN KNOW WHAT IS AN M L A.
THEY DON'T HAVE TO GO TO ANOTHER DOCUMENT THAT'S IN HERE.
SO THEN WE'LL HAVE TO DO THE SAME THING FOR F M L A IN CASE F M L A CHANGES.
THEY CHANGE ADOPTION POLICIES.
OR IF THEY CHANGE STUFF CHANGES LOAD EVERY YEAR.
WELL THEN WE WILL PUT CLAUSES FOR EVERYTHING.
WELL, ONE OF THE THINGS I'M USED TO DOING TO BEING ABLE TO ADDRESS THESE ISSUES IS YOU PUT THE SNAPSHOT RIGHT, WHAT IT IS TODAY, WE'LL GO BACK AND LEGAL WILL GO BACK AND, AND REGURGITATE THROUGH ALL THIS TO MAKE SURE IT'S THE DEFINITIONS THAT ALIGN WITH WHAT THE A D A OR THE E O C OR THE F M L A SAY.
BUT THEN AT THE VERY BEGINNING YOU SAY THE ACT OR WHATEVER THE, THE FEDERAL REFERENCES THAT YOU'RE MAKING.
AND THEN YOU JUST SIMPLY SAY AS MAY BE AMENDED FROM TIME TO TIME, THEN YOU HAVE THE SNAPSHOT IN TIME.
BUT IF THE ACT CHANGES, THAT DOESN'T REQUIRE YOU TO HAVE TO RUN AND TO CHANGE YOUR, YOUR POLICY TO REFLECT A NEW LANGUAGE BECAUSE YOU HAVE AS MAY BE AMENDED FROM TIME TO TIME.
LIKE IF YOU LOOK AT A TRUCK REAL ESTATE FORM.
ALL THROUGHOUT IT, IT'S EVERY SECTION CODE OF STATE AND NATIONAL FOR EVERYTHING FROM SMOKE ALARMS TO DOOR LOCKS IS ALL LISTED.
BECAUSE EVERY TIME THE STATE MEETS EVERY TWO YEARS, THEY CHANGE SOMETHING.
THERE'S HOW MANY BILLS GOT PASSES SECTION HUNDREDS.
AND THEN EVERY TIME CONGRESS MEETS, SOMEONE'S THROWING AN AMENDMENT ON.
I MEAN, WHEN YOU GUYS DO NOT THAT BIG A DEAL, IT JUST KNOW THAT THEY'RE GONNA HAVE TO BE MORE IN TUNE.
BECAUSE IF YOU LIST ALL THIS AND THE GOVERNMENT TAKES SOMETHING AWAY, THEN YOU'RE OFFERING MORE MM-HMM.
AND THEN IF YOU DON'T PUT SOMETHING AND THEN YOU DON'T HAVE THAT AS AMENDED, THEN SOMEONE'S GONNA COME IN AND SAY, WELL, YOU GUYS ARE NOT FOLLOWING AADA A, YOU'RE DISCRIMINATING.
AND YOU'RE LIKE, ALL WE'RE TRYING TO DO IS DO THE RIGHT THING.
I THINK THE AS AMENDED USUALLY CAPTURES MOST OF WHAT YOU'RE WORRIED ABOUT.
AND THEN WHAT STAFF IS WANTING TO DO IS TO ACTUALLY HAVE THE VERBIAGE SPELLED OUT FOR EMPLOYEES WHO MAY NOT BE, YOU KNOW, ABLE TO QUICKLY NAVIGATE WEBSITES TO GO FIND THE ACT.
IT'S JUST RIGHT HERE FOR THEM.
SO I THINK IT DOES BOTH, BUT LEGAL CAN ULTIMATELY DECIDE.
AND, AND ALL OF THIS REALLY, IF THE LAW CHANGES, I MEAN, WE HAVE A RESPONSIBILITY TO INFORM EMPLOYEES, WHATEVER THAT IS.
IT DOES IT, IT COULD BE A D A F M L A, IT DOESN'T MATTER WHAT IT IS.
WE HAVE RESPONSIBILITY TO INFORM AND EDUCATE OUR EMPLOYEES.
BUT WE GOTTA KEEP IN MIND YOU CAN'T, YOU CAN INFORM THEM, BUT YOU CAN'T GIVE THEM LESS THAN WHAT WE PASSED.
IF YOU WANNA TAKE SOMETHING AWAY, YOU CAN'T DO THAT.
'CAUSE THE CITY COUNCIL WILL VOTED ADOPTED AND THE GOVERNMENT CAN TAKE A BENEFIT AWAY.
WE CAN'T AS A CITY, BECAUSE I THINK THAT'S ONE OF THE PROBLEMS WE DO, IS WE JUST MAKE CHANGES AS A CITY OR WE'RE NOT CHANGING THIS, WHICH IS WHY IT'S SO OUTTA DATE BECAUSE WE'VE BEEN OPERATING MM-HMM.
ALL SEND OUR EMPLOYEE, UH, BENEFITS AND SERVICES.
SO RENEE WILL BE, UM, SO PER OUR LAST DISCUSSION WITH COUNCIL, WE, UH, ARE ADDING IN EMPLOYEE-SPONSORED SHORT-TERM DISABILITY SO THAT WE CAN DO AWAY WITH THE, UM, CATASTROPHIC SICK POOL, WHICH PUT,
[00:20:01]
UM, LIABILITY ON THE SHOULDERS OF THE CITY MANAGER.SO THIS IS MOVING THAT LIABILITY TO THE INSURANCE COMPANY AND OFF OF THE CITY MANAGER.
AND WE DID GET QUOTES FROM TWO REPUTABLE SOURCES AND ONE NOT, AND THEN ONE REFUSED.
AND THE COST TO ADD THIS IN FOR THE CITY IS GONNA BE $36,042 AND CHANGE.
UM, HOWEVER, WE'VE JUST RECEIVED OUR RENEWALS BACK FOR OUR INSURANCE PACKAGE AND THAT PACKAGE IS ACTUALLY GOING TO SAVE THE CITY MONEY.
SO THE, THE ACTUAL COST AND EXPENSE TO THE CITY IS ACTUALLY NOT GOING TO BE THAT HIGH.
CAN'T GIVE YOU AN EXACT NUMBER YET UNTIL WE DISCUSS THAT THE CITY MANAGER.
'CAUSE I JUST GOT THOSE NUMBERS TODAY.
WELL, EITHER WAY IT'S BUILT INTO, IT'S BUILT INTO YOUR CURRENT BUDGET PROPOSAL EITHER WAY.
AND THEN, UM, VEHICLE USE, WE'VE CHANGED A FEW THINGS ABOUT THE USE OF THE, OF THE EMPLOYEE'S PERSONAL VEHICLES WHILE ON DUTY THAT THEY HAVE TO MAINTAIN INSURANCE AND THEY HAVE TO KEEP A RECORD OF THAT AND THEIR DRIVER, CURRENT DRIVER'S LICENSE ON FILE WITH US.
THINGS THEY CAN AND CAN'T DO WHILE THEY'RE IN THEIR VEHICLES ON CITY PARK, ON CITY TIME, FOR EXAMPLE, TEXTING,
UM, AND THEN ALSO SOME, A FEW MINOR CHANGES FOR VEHICLE USE FOR CITY VEHICLES AND THINGS THAT THEY CAN AND CANNOT DO WHILE THEY'RE DRIVING CITY VEHICLES.
UM, MAJOR CHANGE THERE WOULD BE, UM, WHETHER OR NOT THEY CAN TAKE THOSE VEHICLES HOME AND WHO CAN AND WHO CANNOT.
AS WELL AS, UM, AGAIN, THINGS THEY CAN DO LIKE, AND NOT DO, LIKE TEXTING WHILE THEY'RE DRIVING AND NOT UNDER THE INFLUENCE OF DRUGS WHILE THEY'RE DRIVING.
SO THE WAY THIS IS WRITTEN, THE ONLY PERSON WHO CAN TAKE A VEHICLE HOME IS IF THEY'RE ON CALL.
SO I WOULD ASSUME POLICE ARE ON CALL ALL THE TIME BECAUSE IF WE HAVE A DISASTER, YES.
WHAT OTHER EMPLOYEES WOULD BE? MAYBE A PUBLIC WORKS BILL WORKS.
PUBLIC WORKS AND PARKS, OR TYPICALLY INSPECTORS.
WHAT WOULD CAUSE A PARKS EMPLOYEE TO BE ON CALL? LIKE, UM, AN EVENT GOING ON AND THEY'RE ON STANDBY ON CALL.
SO JUST THAT WEEKEND THEY WOULD BE ABLE TO TAKE IT HOME OR THEY CAN TAKE IT HOME ALL YEAR, ET CETERA.
WELL, IT'S NOT A, IT'S NOT A RIDE.
SO BY ANY MEANS, IT'S A MATTER OF WHETHER THE, THE SUPERVISOR HAS THE FLEXIBILITY TO ALLOW THEM TO TAKE IT HOME FOR A LIMITED TIME.
SO IT'S NOT A RIDE LIKE, OH, I'M ON CALL SO I GET TO TAKE MY VEHICLE.
IT'S NOT THAT, BUT THOSE ARE THE ONLY PEOPLE WHO ARE ELIGIBLE FOR IT.
SO THAT KEEPS US FROM HAVING ANYBODY REQUEST, HEY, I WANT TO BE ABLE TO JUST HAVE, HAVE MY TRUCK TO GO HOME BECAUSE IT'S CONVENIENT FOR ME.
THAT'S NOT A BUSINESS RELATED ACTIVITY.
ON, ON PAGE 24 IT SAYS IF THEY'RE ON CALL FOR THE EVENING, SUPERVISORS ARE WORK GROUP TO PARTICIPATE IN ON-CALL ROTATION.
SO MONDAY THROUGH FRIDAY, REGULAR DAY, NO ONE'S TAKING THESE VEHICLES HOME.
BUT NOT UNLESS LIKE, SAY A DETECTIVE'S ON CALL FOR THE NIGHTTIME IN CASE SOMETHING EXCEPT FOR THE POLICE.
PUBLIC WORKS COULD BE ON CALL OR UH, CALL OUT.
SO THAT WOULD BE MONDAY THROUGH FRIDAY.
AND, AND PARKS ACTUALLY ON, ON THE WEEKEND ARE ON CALL FOR, MOSTLY FOR BALL FIELDS.
SO, UM, PREMIUM HOLIDAYS, UM, A RELATIVELY NEW THING.
UM, THIS IS GIVING THE CITY MANAGER AUTHORITY TO DECLARE THAT ON CERTAIN PREMIUM HOLIDAYS THAT, UM, EMPLOYEES WHO ARE REQUIRED TO WORK ON THAT DAY, THAT THEY WOULD BE ABLE TO BANK THAT HOLIDAY AND SPEND IT LATER SO THAT THEY DON'T JUST LOSE IT.
UM, I'LL, I'LL, I'LL EXPAND IT A LITTLE BIT MORE THAN THAT.
THE HOURLY EMPLOYEES GET TIME AND A HALF, REGARDLESS OF WHETHER THEY WORKED ENOUGH TIME IN THE PERIOD TO EARN OVER TIME FOR A DE FOR A DESIGNATED PREMIUM HOLIDAY.
UM, THE SALARIED EMPLOYEES GET TO BANK THE HOLIDAYS.
SO, SO LIKE FOR EXAMPLE, UH, CHRISTIE FOR EXAMPLE, WORKING ON JULY 4TH FOR THE EVENT THAT'S, SHE'S SALARIED, SO SHE'S ACTUALLY WORKING ON THE HOLIDAY.
SO SHE WOULD EARN HOLIDAY TIME IF I DECLARED THAT THAT WAS A PREMIUM HOLIDAY.
WHEREAS THE POLICE OFFICERS SAY THEY'RE WORKING NEW YEAR'S EVE, THEY'RE HOURLY.
SO IF I DECLARED THAT AS A PREMIUM HOLIDAY, THEY WOULD GET TIME AND A HALF FOR WORKING THAT SHIFT BECAUSE IT'S, YOU KNOW, 'CAUSE IT PROBABLY DECLARED AS A PREMIUM HOLIDAY.
THAT'S A CHANGE FOR THE POLICE RIGHT NOW.
THE POLICE DON'T CURRENTLY GIVE THAT ONE.
HOW MANY PREMIUM HOLIDAYS DO YOU GET TO DEEM? I CAN DEEM AS MANY AS I WANT, BUT I STILL HAVE A BUDGET THAT I HAVE TO WORK WITH.
SO HOW, HOW DOES IT WORK NOW FOR THE POLICE? PATROLMAN SMITH WORKS FOR CHRISTMAS.
WHAT DO THEY GET TODAY WITHOUT THIS POLICY? UH, CHIEF, WELL, HOLD ON.
ONLY AS I'M ASKING, YOU GUYS MADE THESE CHANGES, SO I
[00:25:01]
ALWAYS LIKE THE PEOPLE THAT MADE THE CHANGES TO KNOW WHAT CHANGES THEY DID.WHAT? YEAH, NO, I, I, I READ THEM.
SO IT SEEMS LIKE, IF I RECALL THAT IF THEY WORK A HOLIDAY RIGHT NOW, THEY WERE GETTING JUST PAID OUT STRAIGHT TIME FOR THE HOLIDAY TIME.
SO THEY WOULD WORK AND THEN THEY WOULD GET PAID OUT THE HOLIDAY TIME.
THEY GET $25 AN HOUR, THEY WORK CHRISTMAS, THEY JUST GET, THEY WORK CHRISTMAS AND GIVE $25 AN HOUR.
THEY WOULD GET $25 AN HOUR PAID OUT FOR THE HOLIDAY.
THEN I'M CHANGING IT TO TIME AND A HALF PLUS ACCRUE THE HOLIDAY.
THEY ACTUALLY HAVE THE CHOICE TO ACCRUE THE HOLIDAY BACK IT LATER AT THE MOMENT.
BUT IF THEIR WORK THAT THEY'RE WORKING ON THE HOLIDAY PUTS THEM INTO OVERTIME, THEN OF COURSE THEY'RE EARNING, EARNING OVERTIME.
JUST MAKING IT AUTOMATIC OVERTIME IS ALL I'M DOING.
AND THEN ALLOWING THE SALARIED EMPLOYEES TO BE ABLE TO RECAPTURE THE TIME.
I DON'T SEE THAT IN THIS, 'CAUSE THIS SAYS HOLIDAY, IT'S ON PAGE 26, PREMIUM HOLIDAY WAS THE LAST BULLET.
SO, BUT THIS IS JAMES HAS TO DECLARE THE PREMIUM HOLIDAY.
SO IF I WAS THINKING AN ANTI JAMES AND HE SAYS I'M MAD I'M NOT CALLING CHRISTMAS DAY A PREMIUM HOLIDAY, GET OVER IT.
IF I READ THAT RIGHT, THAT MEANS HOLIDAY HOURS ARE PAID TO EMPLOYEES REGULARLY.
SO A PERSON WHO WORKS CHRISTMAS $25 AN HOUR GETS PAID $25 AN HOUR FOR WORKING CHRISTMAS.
WHICH PART? ON, ON PAGE 25 HOLIDAY HOURS.
THE LAST SENTENCE SAYS ALL HOURS ARE PAID AT THE EMPLOYEE'S REGULAR HOURLY RATE.
SO DON'T DECLARE A DAY A HOLIDAY.
DOES THAT MEAN A PERSON MAKES $25 AN HOUR, HOUR ONLY GETS $25 AN HOUR FROM WORKING THAT HOLIDAY? I SEE WHAT YOU'RE SAYING.
THAT WOULD NEED TO BE CHANGED IF YOU'RE GIVING THEM FIVE AND A HALF.
SO A HOLIDAY IS A PERIOD OF EIGHT HOURS FOR A REGULAR FULL-TIME EMPLOYEE, RIGHT? MM-HMM.
AND THEN OF COURSE FOUR FOR PART-TIME PAID AT THE EMPLOYEE'S REGULAR RATE IN THE CASE OF A REGULAR FULL-TIME EMPLOYEE, HOLIDAY HOURS ARE PAID AT THE EMPLOYEE'S REGULARLY HOURLY RATE.
IF YOU'RE NOT THERE, YOU'RE NOT THERE AND YOU'RE GETTING THE HOLIDAY WE'RE CLOSED ON MARTIN LUTHER KING DAY AND YOU'RE NOT THERE, THEN YOU'RE GETTING PAID.
IF YOU WORK IT, THEN YOU STILL GET THE HOLIDAY TIME.
AND YOU GET PAID REQUIRED TO WORK THE HOLIDAY? NO, UM, 26TH AT THE BOTTOM OF THE LAST ONE.
SO THAT'S A REGULAR HOLIDAY, BUT PREMIUM HOLIDAYS IS THE ONE THAT GETS TIME AND A HALF.
SO EMPLOYEES REQUIRED TO WORK ON A HOLIDAY, WHICH IS THIS BULLET POINT.
I SAID YOU GET TO DETERMINE WHAT'S A PREMIUM HOLIDAY WITH A PREMIUM HOLIDAY.
AND SO YOU GET MAD AND YOU SAY, I'M NOT CALLING CHRISTMAS A PREMIUM HOLIDAY.
I THINK, I DON'T KNOW WHY WE'RE NOT JUST DECLARING WHAT'S A PREMIUM HOLIDAY AND WHAT'S NOT.
BECAUSE IF YOU'RE AN EMPLOYEE, FOR INSTANCE, YOU MAY CALL CHRISTMAS A HOLIDAY, BUT WE MAY HAVE A, A NON-CHRISTIAN EMPLOYEE WHO'S LIKE, I DON'T CARE THAT THAT'S A PREMIUM HOLIDAY THIS OTHER DAY OVER HERE.
BUT SO HOW DO WE GET ALL THIS TO WHERE IF WE'RE GONNA BE ALL INCLUSIVE, HOW DO YOU GET IT TO WHERE WELL NEW YEAR'S FOR EXAMPLE, IS NOBODY'S RELIGIOUS HOLIDAY AND CHRISTMAS IS ABOUT AS SECULAR AS YOU CAN GET ANYMORE.
BUT, BUT TO YOUR POINT, REALLY WHAT IT'S ABOUT, IT'S ABOUT MANPOWER AND IT'S ABOUT REWARDING THE PEOPLE WHO ARE AWAY WHENEVER, YOU KNOW FROM HOME, WHENEVER MOST THE REST OF THE EMPLOYEES HAVE THE ABILITY TO, TO BE AT HOME AND ENJOYING A HOLIDAY WITH HER FAMILY REGARDLESS OF WHAT THE HOLIDAY IS.
SO GO AHEAD AND DECLARE WHAT WELL, BECAUSE, BECAUSE I NEVER KNOW.
WELL, BECAUSE I'D RATHER HAVE THE FLEXIBILITY TO BE FRANK, THAT'S WHY.
BUT I MEAN, I CAN DECLARE THEM, BUT ONCE I DECLARE THEM IN A POLICY, THEN THERE IS NO FLEXIBILITY.
I CAN'T CHOOSE LIKE, HEY, MAYBE WE'RE HAVING A HARD TIME GETTING FOLKS FOR, I DON'T KNOW, LABOR DAY WEEKEND OR SOMETHING.
YOU KNOW, THAT'S A POSSIBILITY.
BUT USUALLY YOU GO WITH JULY 4TH, NEW YEAR'S EVE, THOSE ARE USUALLY THE TWO EASY ONES.
UH, AND THEN WHETHER OR NOT YOU INCLUDE THANKSGIVING OR CHRISTMAS ARE DETERMINED.
BUT THEN YOU, YOU WOULD USE IT TO FULFILL A NEED.
IF YOU'RE FINDING THAT YOU'RE HAVING A HARD TIME GETTING STAFFING FOR SOMETHING, THAT'S USUALLY WHAT IT IS.
BUT TO YOUR POINT, BACK TO WHAT YOU'RE SAYING IS THE EMPLOYEES WHO WORK THE HOLIDAY, IT SAYS FOR NON-EXEMPT EMPLOYEES REQUIRED TO WORK THE HOLIDAY, THEY'LL BE PAID EIGHT HOURS FOR THE HOLIDAY AT THEIR REGULAR RATE OF PAY IN ADDITION TO THE HOURS WORKED.
SO ALL I'M DOING BY MAKING A PREMIUM IS SAYING YOU'RE GONNA GET TIME AND A HALF INSTEAD OF YOUR STRAIGHT TIME WHENEVER YOU WORK.
THAT'S REALLY THE ONLY DIFFERENCE FOR THE DE FOR THE DEDICATED DAYS THAT I WOULD CHOOSE AS A PREMIUM.
SO EVEN IF I GET MAD AND I'M LIKE, NO PREMIUM HOLIDAYS, A, WE DON'T HAVE 'EM ALREADY AND B, THEY WOULD STILL GET THEIR, THEY WOULD STILL GET
[00:30:01]
THEIR STRAIGHT TIME PLUS THE HOLIDAY PAY.BUT THEY, THEY GET TIME AND A HALF NOW THEY WOULD ONLY GET TIME AND A HALF NOW IF THEY WERE ALREADY WORKING OVERTIME TO TAKE THAT SHIFT.
SO NOW SOME OF THESE PEOPLE AND AMANDA LOOK AT THE COPS, THEY'RE GONNA GET PAID LESS.
I DON'T SEE HOW THEY'D GET PAID LESS IN ORDER THEM TO GET TIME AND A HALF.
YOU HAVE TO DECLARE THE PREMIUM HOLIDAY.
RIGHT NOW ALL HOLIDAYS THEY WORK WHILE ALL THE OTHER NOT KNOCKING OFFICE PEOPLE.
I'M UNDERSTAND IT'S ALL THE OTHER OFFICE PEOPLE GET LABOR DAY OFF, THEY GET INDIGENOUS PEOPLE'S DAY OFF.
BUT THE COPS THAT HAVE TO WORK THAT DAY AND THEY HAVE TO WORK AND NOW DON'T GET OFF YESTERDAY, THEY GOT TIME AND A HALF OF WORKING GOING FORWARD, YOU HAVE TO DECLARE THE PREVIOUS HOLIDAY.
SO IF A, IF A POLICE, OKAY, SO THIS IS REALLY DOWN IN THE WEEDS, BUT IF A POLICE OFFICER'S SCHEDULED TO WORK ON CHRISTMAS, THAT'S A PART OF THEIR REGULAR SHIFT.
THEY'RE NOT GETTING TIME AND A HALF RIGHT NOW TO DO THAT.
THEY'RE GETTING THEIR STRAIGHT TIME PLUS THEY'RE EARNING THE HOLIDAY HOURLY RATE FOR THE HOLIDAY PAY FOR THAT TIME.
SO VERY SELDOM ARE YOU HAVING OFFICERS NOW CHIEF CAN COORDINATE HIS DEPARTMENT HOWEVER HE LOCKS, BUT VERY SELDOM ARE YOU LIKE, HEY, UM, I'M GONNA ASSIGN YOU THREE PEOPLE TO WORK OVERTIME TO BE HERE ON CHRISTMAS.
I MEAN, I'M NOT SAYING THAT DOESN'T HAPPEN, BUT IT COULD IN THEORY, GENERALLY IT'S THEIR REGULARLY SCHEDULED SHIFT BECAUSE THEY'RE ON, YOU KNOW, 12 HOUR SHIFTS TO WHERE THEY'RE CONSTANTLY ROTATING.
AND IF I'M OFF THAT DAY, IT'S MY DAY OFF, THEN IT'S MY SCHEDULED DAY OFF.
BUT I STILL GET THE HOLIDAY TIME.
BUT IF I'M WORKING, I WORK STRAIGHT TIME PLUS I GET THE HOLIDAY TIME, UNLESS THE CITY MANAGER SAYS CHRISTMAS, NEW YEAR'S, JULY 4TH, WHATEVER, UM, IS A PREMIUM HOLIDAY, IN WHICH CASE I'M GETTING TIME AND A HALF FOR MY TIME BOOKED.
I, I'M SMART UNTIL I START THIS UP EXPLAINED TO ME AND THEN I FEEL LIKE I WOULDN'T KNOW AS AN EMPLOYEE IF I WAS A COP.
I WOULDN'T KNOW WHAT I'M GETTING PAID ON WHICH HOLIDAY AND IF I'M WORKING OR NOT.
I, IT JUST SEEMS LIKE THERE'S A SIMPLER WAY TO DO IT THAN BUT THAT SS AND U AND YOUR EMPLOYEES, I GUESS I, I JUST LOOK AT IT AND GO, IT'S EXTREMELY COMPLICATED THE WAY I'M HEARING IT BECAUSE I JUST BE TO FOLLOW THROUGH.
A PERSON WHO WORKS A HOLIDAY GETS TIME AND A HALF A PERSON WHO DOESN'T GETS STRAIGHT PAY.
I DON'T KNOW WHY A CITY MANAGER BEING INVOLVED IN DECIDING WHICH HOLIDAY IS A PREMIUM, WHICH ONE'S NOT.
SEEMS LIKE IT COMPLICATES THE SITUATION.
'CAUSE I'M NOT WORRIED ABOUT THE ACCOUNTANTS, I'M NOT WORRIED ABOUT THE HR PEOPLE OFFENSE.
I'M WORRIED ABOUT THE PEOPLE THAT WE'RE ALL ENJOYING CHRISTMAS AND CRACKING OPEN GIFTS AND HAVING A GOOD TIME WITH OUR FAMILY.
THE PEOPLE WHO ARE OUT THERE WORKING, DO THEY KNOW WHAT THEY'RE GONNA GET AND ARE THEY GETTING TO ME? THEY SHOULD GET MORE THAN THE OFFICE PERSON WHO GETS THE ENJOY THE DAY OFF.
IT'S EXACTLY THE WAY I'VE BUILT IT ON EVERYTHING.
PERSON WHO GETS THE DAY OFF GETS EIGHT HOURS.
THE PERSON WHO WORKS IT GETS 16 HOURS, GETS PAID PLUS PAID 16 HOURS.
THEY GET THAT'S IF HE DECLARES PREMIUM, IF HE DECLARES A PREMIUM, THEY GET 20.
IF I DECLARE PREMIUM, THEY GET 20 HOURS.
NO, I DON'T KNOW IF I'M OVERTHINKING.
I'M, I'M THINKING, TRYING TO UNDERSTAND.
SO IF I'M AN OFFICE PERS PERSON AND I WORK AND I GET THE DAY OFF FOR LABOR DAY, I GET EIGHT HOURS OF PAY.
I GET EIGHT HOURS OF PAY BECAUSE IT'S A HOLIDAY PAY.
MM-HMM
WHY DON'T YOU SAY YOU GET DOUBLE PAY AND CUT ALL THE WORDS OUT? WELL THAT'S WHAT I WAS GONNA EXPLAIN.
SO YOU EITHER GETS REGULAR PAY IF YOU DON'T WORK IT.
IF YOU WORK IT, YOU'RE GETTING DOUBLE PAY.
IF IT'S A PREMIUM, YOU GET DOUBLE AND A HALF.
DOUBLE DO THAT IN THREE SENTENCES.
THEY'RE LIKE SHORT PARAGRAPHS RIGHT HERE.
PREMIUM HOLIDAYS IS LIKE TWO AND A HALF SENTENCES, MAYBE SOME COMMENTS AND IF ANYONE HAS A QUESTION ABOUT THEIR TIME, THEY CAN ALWAYS GO TO HR RIGHT.
AND BE LIKE, HEY CAN YOU EXPLAIN, CAN YOU EXPLAIN MY PAYCHECK TO ME? LIKE GOT SHORTED OR WHATEVER BECAUSE I'M, YOU KNOW, PAYROLL.
AND PAYROLL SAYS THEY COULD GO THERE.
IT SAYS EMPLOYEES THAT WORK ON DESIGNATED HOLIDAYS THAT ARE PREMIUM HOLIDAYS, THEY'LL BE PAID A RATE THAT'S EQUAL ONE AND HALF THE REGULAR RATE OF PAY FOR THE NOT WORK.
BUT THEN THEY ALSO GET THE EIGHT HOUR HOLIDAY.
SO THEY GET ONE AND A HALF, THEY GET EIGHT HOURS PAY FOR HALF FOR IT BEING A HOLIDAY.
THEY'RE GETTING THE HOLIDAY PAY IT TOGETHER SOMEHOW.
SO IT AND HALF SO YOU, SO YOU'RE JUST SAYING THE ONLY THING THAT'S TRIPPING YOU UP IS THAT IT DOESN'T SAY THEY'RE GETTING THE HOLIDAY PAY.
AND THE PREMIUM HOLIDAY, IT'S JUST WEIRD THAT ONE BOX SAYS HOLIDAY PAY HOLIDAY HOURS ARE PAID AT REGULAR RATE.
THEN LATER ON YOU DECLARE A SPECIAL HOLIDAY.
YOU GET, YOU GET ONE AND A HALF TIMES.
ALRIGHT, SO ONE AND A HALF DOES IT SAY SO ONE AND A HALF PLUS HOLIDAY PAY IS WHAT YOU'RE CONCERNED ABOUT.
THAT'S WHAT'S TRIPPING YOU UP? YEAH.
YEAH, WE CAN FIX IT IS IF I'M CRAZY, JUST SAY YOU, YOU'RE, YOU'RE WE CAN FIX IT.
WELL I MEAN YOU'RE ALL ABOUT CONTRACTS.
I THINK WE'LL SAVE, LEMME PUT THIS PAGE 25 AND PAGE 26 CONFLICTS.
[00:35:01]
GET REGULAR PAY AND ONE SAYS YOU GET TIME AND A HALF AND YOU GUYS TELL ME NO, YOU GET TWO AND A HALF TIMES AND NOR DOES IT SAY TWO AND A HALF.AND NOR DOES IT SAY YOU GET TO ADD THE REGULAR AND WELL THAT'S BECAUSE YOU'RE NOT TECHNICALLY GETTING TWO AND A HALF OR ANY OF THE OTHER THINGS BECAUSE YOU'RE ONLY GETTING TIME AND A HALF FOR TIME WORKED.
NOW A POLICE OFFICER MAY WORK 12 HOURS ON THAT DAY.
THE HOLIDAY IS CONSIDERED AN EIGHT HOUR HOLIDAY.
SO THEY WOULD GET 12 HOURS AT TIME AND A HALF BASED OFF OF PREMIUM PAY, WHICH WOULD BE 12 AT TIME AND A HALF.
SO THAT'S 18 HOURS PLUS THE EIGHT HOURS OF HOLIDAY, WHICH IS 26 HOURS.
SO THEY WOULD GET 26 HOURS OF PAY FOR WORKING A 12 HOUR HOLIDAY SHIFT ON CHRISTMAS.
SOUNDS LIKE MORE THAN AN OFFICE EMPLOYEE.
IT IS A LOT MORE THAN AN OFFICE EMPLOYEE.
WELL IT'S USUALLY WORTH IT TO WORK ON A HOLIDAY, WHICH IS WHY I WAS TRYING TO BUILD IN YOU INCENTIVIZE IT, RIGHT? THAT'S WHAT 'CAUSE YOU WANNA GET PEOPLE.
YEAH, I DON'T ALWAYS BILL FOR DON'T WANNA TRAVEL, YOU KNOW, DON'T WANNA TRAVEL.
SEE FAMILY, THEY'RE LIKE, HEY, I'LL WORK MAKE MONEY.
DO WE STILL, I I DON'T KNOW WHAT HAPPENED TO THE LAW.
DO WE STILL DO UH, DAYLIGHT SAVINGS TIMES? MM-HMM.
SO DO YOU GET PAID FOR THE HOUR WHEN YOU ALL OF A SUDDEN FOR EVERY HOUR YOU WORK SERIOUS? YEAH, IT'S, IT IS WHATEVER OUT WHEN YOU GOES FORWARD IF YOU'RE STILL NOT A SHIFT SHIFT, I GUESS.
BUT WHEN YOU ROLL IT BACK AND YOU ACTUALLY ARE PHYSICALLY 60 MINUTES, YOU'RE IN THERE FOR 12 HOURS OR 60 MINUTES, BUT YOU ONLY WORKED AN 11 HOUR SHIFT, DO YOU GET PAID 11 HOURS OR DO YOU GET PAID 12? YOU GET PAID FOR EVERY HOUR YOU WORKED.
WE DON'T HAVE THEM CLOCK IN AND OUT, SO THEY JUST REPORT HOW MANY HOURS THEY WORKED.
AND UH, WE HAVE NINE MINUTES LEFT SO I JUST WANNA MAKE SURE WE
UM, SO WE NEED TO COVER, SO WE'RE GONNA BE REALLY QUICKLY, UM, WE MIGHT SKIP SOME GO AHEAD.
UM, VACATION IS ON THE SCREEN IS PAGE 28.
SO WE'RE ACTUALLY GONNA SKIP COMP TIME TO COME BACK.
THE ONLY THING WE DID ON VACATION WAS A CHANGE IT FROM NUMBER OF DAYS EARNED TO HOURS AND WE INCREASED HOW MUCH, UM, AN EMPLOYEE CAN ROLL OVER EACH YEAR.
YOU INCREASED THE AMOUNT OF VACATION PER TIER.
SO YOU WENT FROM TWO WEEKS, YOU ADDED A WEEK TO EACH TIER.
BUT WE'RE NOT ACCOUNTING FOR IT IN DAYS ANYMORE.
BACK TO THE ISSUE WITH THE PD WORKING 12 HOUR SHIFTS, WHAT'S A DAY, WHAT'S NOT A DAY? SO WE'RE, WE SHIFTED EVERY, ALL THE CALCULATIONS OVER INTO HOURS.
SO YOU ACCRUE HOURS OF VACATION.
IF YOU WORK 12 HOURS AND YOU NEED A DAY, THEN YOU TAKE 12 HOURS OF VACATION, YOU WORK EIGHT HOURS, YOU, YOU TAKE EIGHT, UM, COMP TIME.
LET'S COVER THAT BACK COMP TIME.
WE'VE HAD COMP TIME OPTION FOR HOURLY EMPLOYEES.
WE'RE ADDING IT FOR EXEMPT EMPLOYEES ALSO THAT IF THEY WORK OVER 40 HOURS IN A WEEK FOR, UM, 80 HOURS IN A PAY PERIOD, 80 HOURS IN A PAY PERIOD.
UM, FOR EXAMPLE, IF THEY HAVE TO STAY FOR COUNCIL MEETINGS OR IF THEY HAVE TO WORK ON A MAJOR PROJECT AND THEY'RE PUTTING IN CONSISTENTLY JUST PACKING 10, 12 HOUR DAYS IN, OR IN THIS CASE 20 HOUR DAYS IN, THEN THEY CAN HAVE SOME COMP TIME FOR THAT HOUR FOR HOUR.
THEY DON'T GET IT AT TIME AND A HALF.
SO WHY ARE WE DOING THAT? FOR EXAMPLE? THAT'S TWO MEETING HOURS.
I'M DOING IT BECAUSE, UH, THERE'S BEEN, THERE'S BEEN SOME, SOME QUESTIONS ABOUT THE ABILITY TO, TO SHOW THAT WE ARE BEING RESPONSIBLE WITH OUR TIME.
UM, AND THE AMOUNT OF TIME THAT THE SALARIED EMPLOYEES PUT IN, UH, GENERALLY A SALARIED EMPLOYEES EXPECT IT TO BE AVAILABLE DURING THE HOURS OF OF WORK.
UM, BUT THIS POLICY WOULD ALLOW US TO ACCOUNT FOR THE EXTRA TIME WORKED.
SO IF SOMEONE IS ACTUALLY OUT OF THE OFFICE FOR A PERIOD OF TIME DOING PERSONAL THINGS ON PERSONAL TIME OR WHAT HAVE YOU, WE HAVE A WAY TO ACCOUNT FOR IT TO BE ABLE TO SHOW THE PUBLIC THAT WE'RE NOT, WE'RE NOT MISBEHAVING, WE'RE NOT DOING THINGS WITHOUT NOT TO BE DOING.
WE'RE NOT PLACES WE OUGHT NOT TO BE.
IF, IF WE ARE TAKING TIME OFF OR IF WE WERE FLEXING TIME, WHICH IS ANOTHER ONE OF THE POLICIES, IT'S A WAY TO ACCOUNT FOR IT.
AND THE COMP TIME ALLOWS YOU TO, THE DIFFERENCE BETWEEN FLEX AND COMP IS FLEX WITHIN THE PAY PERIOD ITSELF.
COMP IS OUTSIDE OF THAT PAY PERIOD.
SO LET'S SAY YOU WORK 60 HOURS AND THIS WEEK, NEXT WEEK YOU WORK 20 HOURS.
THAT'S 80 HOURS STILL FOR THE PAY PERIOD.
THAT'S FLEX COMP TIME WOULD BE, I WORK 60 HOURS ONE WEEK, 40 HOURS IN THE NEXT, I HAVE 20 HOURS CARRIED OVER.
SO THE NEXT PAY PERIOD OR THE PAY PERIOD AFTER THAT, I COULD POTENTIALLY USE SOME OF THAT TIME TO BE OUT DURING MY DESIGNATED WORK WORKOUT AND WE COULD ACCOUNT FOR IT TO SHOW.
AND THIS WOULD INCLUDE CITY COUNCIL MEETINGS? YES.
IT WOULD INCLUDE CITY COUNCIL MEETINGS.
[00:40:01]
WHO'S MAD? DON'T GET MAD AT ME.IS HE? YEAH, HE'S GOT MY BACK.
SO BOTH OF YOU ALL ARE WORKING A CITY COUNCIL MEETING, YOU'RE BOTH GETTING CONTENT TIME, RIGHT? GENERALLY SPEAKING, THAT WOULD BE TRUE.
ONE COULD ARGUE THAT WE DON'T NEED THE, THE THE CITY MANAGER AND THE ASSISTANT MANAGER AND THE ASSISTANT TO THE CITY MANAGER AND THE ASSISTANT TO ASSISTANT CITY MANAGER ALL HERE IN ONE MEETING BY THE FIREPOWER.
SO DOES THAT MEAN THAT WE CAN SIT THERE AND GO, WELL, YOU KNOW, CITY MANAGER, WE DON'T NEED SIX OF, WE DON'T NEED A WHOLE A TEAM HERE WATCHING A MEETING IN PERSON.
CAN ALL YOU GUYS GO HOME AND ONE OF YOU STAY AND BE THE CITY MANAGER OR THE CITY MANAGER REP? BECAUSE NOW IF, IF YOU HAVE YOUR ENTIRE EXECUTIVE STAFF AT A COUNCIL MEETING FOR EIGHT HOUR MEETING, MEETING, THEY ALL GO HOME AND THEN THEY GO TAKE OR ALL TAKING FRIDAY OFF BECAUSE WE HAD A LONG NIGHT.
DO THEY REALLY NEED TO ALL BE THERE? OR WHO'S GONNA RUN THE CITY THE NEXT DAY OR THE NEXT DAY OR IT SEEMS LIKE I'VE, I TOLD YOU BEFORE, IT FEELS LIKE WHEN I GO INTO MEETINGS THERE'D BE LIKE EIGHT PEOPLE TO ANSWER ONE QUESTION AND EVERYBODY'S, THERE'S ALWAYS PEOPLE TAKING NOTES AND I'M LIKE, DO WE NEED ALL THESE PEOPLE HERE AND NOW THEY'RE GONNA BE TAKING COMP TIME.
I'M THINKING SHOULDN'T THEY BE ALL DOING OTHER THINGS? AND LIKE YOU WRITE YOUR OWN NOTES AND, AND IF PETER'S WORKING AND THE PETER DOES HIS THING AND WE DON'T NEED YOU, THE A TEAM, THE CITY ENGINEER, THE PLANNING DIRECTOR, ALL BECAUSE SOME GUY'S ANSWERING A QUESTION.
'CAUSE THEN WHEN THEY WORKED LATE THAT NIGHT, WELL I THINK THIS IS OPEN UP TO KEN.
I WONDER HE WOULD OFFSET THE COMP TIME.
LIKE EVERYBODY WOULDN'T BE UP AT THE SAME TIME.
SO YOU SEE ACROSS MEANS, DO YOU NEED ALL THOSE PEOPLE? DO WE NEED ALL THE STAFF HERE WHEN THEY'RE NOT ABSOLUTELY.
WHENEVER QUESTIONS COME UP, YOU KNOW, THOSE PEOPLE KIND OF SPEAK FOR THE PEOPLE THAT YOU KNOW.
AND, AND, AND FRANKLY AT THE END OF THE DAY, I, I GET TO DECIDE WHAT THE EMPLOYEES DO OR DON'T DO AND WHEN THEY DO IT AND HOW THEY DO IT.
SO IF I FEEL LIKE WE'RE OVERPOWERED, WHICH THERE HAVE BEEN TIMES WHERE I'VE RELEASED PEOPLE EARLY WHERE I'VE SAID, HEY, YOU DON'T NEED TO STAY.
IT'S OBVIOUS TO ME WE'VE COVERED THE AREAS THAT ARE NECESSARY FOR YOU, YOU CAN GO RIGHT.
BUT IF THERE'S OTHER TIMES WHERE I KNOW THERE'S, YOU KNOW, MAYBE A BUNCH OF ENGINEERING STUFF AT THE END AND I'M MAKING MATT MISTAKE, YOU KNOW, THEY KNOW.
SO WE DO KIND OF DO THAT INFORMALLY ALREADY TO WHERE I TRY, EVEN WITHOUT THE COMP POLICY, I DON'T WANT MY PEOPLE BEING HERE AND BURNING OUT WHENEVER THEY DON'T NEED TO BE HERE.
SO I DON'T WANT TO ENCOURAGE PEOPLE TO HAVE TO BE HERE.
I DO ENCOURAGE THEM TO WATCH THE, THE MEETINGS IF THEY FIND INTEREST AT THAT'S FROM HOME.
NOW IF THEY ARE ACTIVELY WORKING FROM HOME, YOU KNOW, ATTENDING THE MEETING REMOTELY, THAT'S DIFFERENT.
BUT GENERALLY SPEAKING, JUST BECAUSE YOU'RE INTERESTED, YOU'RE NOT NEEDED.
THAT'S, THAT'S, SO WE HAVE A 4TH OF JULY EVENT.
EVERYBODY WHO WORKS THAT DAY, THAT'S IF I DON'T DECLARE A PREMIUM HOLIDAY, UH, THAT SALARIED WOULD GET COMP TIME FOR WORKING JULY 4TH.
AND SO WHO'S GONNA KEEP TRACK OF WHO IS DECLARED TO WORK THAT DAY AND WHO ISN'T? FOR INSTANCE, IF YOU'RE, WE'VE HAD HOLIDAYS AND I'VE SEEN EMPLOYEES DRINK BEER AT THESE HOLIDAY DEALS.
THE POLICY DOESN'T ALLOW YOU TO DRINK ALCOHOL WHILE YOU'RE ON DUTY.
THAT'S NOT THE WAY THAT I HAVE THE POLICY WRITTEN.
SO IF YOU CAN GO AND WORK FOR THE CITY AND DRINK BEER WHILE YOU'RE WORKING FOR THE CITY OR A COMPOUND, WELL THE ALCOHOL IS, IS IS UNDER THE INFLUENCE.
SO DEPENDS ON, I WOULD ASSUME THE UNDER THE INFLUENCE IS IMPAIRMENT.
SO THAT'S THE WAY WE'VE DEFIED IT.
SO THE EMPLOYEE LEAVES 4TH OF JULY DEAL AFTER I HAD 2 24 SPEARS.
AND THEY WERE WORKING AND THEY GET IN A CRASH.
DO WE KNOW WHICH EMPLOYEES WERE SUPPOSED TO BE WORKING THAT DAY? YES.
AND WHO KEEPS TRACK OF THAT? UH, GENERALLY IT'S, IT'S SO THE PEOPLE WHO AREN'T ALREADY SCHEDULED TO WORK, LIKE SAY CHRISTIE'S RUNNING THAT EVENT, SHE KNOWS WHICH EMPLOYEES ARE, ARE WORKING THAT EVENT AND THEN THERE'S A NUMBER OF US THAT SIGN UP TO WORK.
SO THAT'S HOW LIKE I SIGNED UP SPECIFICALLY TO WORK A SPECIFIC SHIFT LIKE DURING THAT TIME FOR JULY 4TH.
SO MY NAME'S ON THE LIST AT THE TIMES THAT I'M DESIGNATED TO BE AT THE CERTAIN PLACES DOING THE CERTAIN THINGS.
THAT'S HOW WE'RE DOING IT RIGHT NOW.
IT'S NOT FREE FOR ALL JUST SHOW UP AND WORK PDS ASSIGNED.
YOU KNOW, EVERYBODY'S PRETTY MUCH ASSIGNED TO THE DIFFERENT ROLES.
I'M JUST A PLANNER IN A CITY MM-HMM.
MM-HMM
ISN'T PART OF THAT PAY BUMP TAKEN INTO ACCOUNT THAT YOU'RE IN LEADERSHIP AND YOU'RE GONNA BE WORKING CITY COUNCIL MEETINGS? A PART OF IT DOES, A PART OF THE PAY BUMP IS MORE ABOUT THE RISK THAT YOU TAKE AND THE RESPONSIBILITY THAT YOU BEAR IN THAT POSITION BECAUSE YOU ARE NOW MAKING THE CALLS AND GIVING THE, THE ADVICE TO THE BOARD.
IT'S A MUCH HIGHER LEVEL OF RESPONSIBILITY DESPITE THE FACT THAT YOU'RE PUTTING IN THE
[00:45:01]
EXTRA TIMES.SO THERE'S A DEAL IN F M L A OR NOT IN F M L A AND T M L AND IT SAID THAT, UH, IT SAYS THAT, CAN WE PAIR EMPLOYEES IN COMMISSARY TIME? I CAN'T SAY THE WORD INSTEAD OF OVERTIME AND IT GOES DOWN, IT SAYS HOWEVER CONSTANT COMPENSATORY TIME MAY ONLY BE GIVEN TO EMPLOYEES IF THE EMPLOYEE AGREES BEFORE BEGINNING WORK TO ACCEPT COMPENSATORY TIME OFF.
OFF IN LIEU OF OVERTIME THROUGH INDIVIDUAL AGREEMENTS MAKING ACCEPTANCE OF COMPENSATORY TIME AND CONDITION OF EMPLOYMENT OR THROUGH COLLECTIVE BARGAIN AGREEMENT.
SO ABLE TO GO BACK AND RETROACTIVELY SAY LIKE, I WAS PAYING YOU ONE 60 'CAUSE YOU GOTTA WORK SOME THURSDAYS AND
AND NOW YOU'RE COMING BACK AND SAYING, WELL NOW YOU DON'T.
IT'S, IT'S, SO WHAT YOU'RE TALKING ABOUT IS DIFFERENT THAN THE, THE WAY THAT SALARIED EMPLOYEES ARE TREATED.
THAT'S THE, THAT'S THE HOURLY EMPLOYEES AND THE HOURLY EMPLOYEES HAVE THE RIGHT TO CHOOSE WHICH ONE THEY'RE GOING TO CHOOSE.
BUT THEY HAVE TO CHOOSE BEFORE THEY EARN THE TIME.
SO IF THEY'RE GONNA BE SCHEDULED TO HAVE TO WORK EXTRA, RIGHT, YOU GO AND YOU TELL 'EM, HEY, I NEED YOU TO WORK OVERTIME.
AND AT THAT POINT IN TIME THEY CAN, YOU CAN ASK THEM, ARE YOU WILLING TO ACCEPT THE OVERTIME AS COMP TIME IN LIEU? AND THEY EARN TIME AND A HALF STILL.
THEY JUST GET IT AS TIME OFF INSTEAD OF PAY.
SO THAT'S WHAT THAT COMP TIME IS THAT IT'S TALKING ABOUT.
AND DO ANY OTHER CITIES DO THIS? YES.
ALL OF 'EM GIVE HIGHLY ED EMPLOYEES.
OH, YOU'RE TALKING ABOUT THE SALARIED SIDE.
THERE'S TWO, THERE'S TWO, THERE'S TWO SIDES.
THE HOURLY SIDE IS, IS FEDERAL LAW.
'CAUSE THEY'RE NOT
THE SALARY SIDE IS DEPENDS ON WHETHER THE, THE CITY WANTS A FORMALIZED WAY OF SHOWING WHENEVER THEIR STAFF ARE NOT AT THEIR DESK OR NOT AT CITY HALL AND THEY'RE NOT WORKING.
IF THEY WANT A FORMALIZED WAY OF SHOWING THAT, BECAUSE SALARIED EMPLOYEES, THEY, THEY TECHNICALLY DON'T HAVE TO PUNCH THE CLOCK AND THEY DON'T HAVE TO TECHNICALLY DO THOSE THINGS.
SO IF WE DON'T WANT TO BE ABLE TO SHOW THAT ON PAPER THAT, HEY, I SAW JAMES OUT DRINKING A BEER AT THE MOVIE THEATER AT THE EVO, UH, BOWLING AND DRINKING A BEER FRIDAY AT TWO O'CLOCK.
AND YOU DON'T WANNA GO BACK TO MY TIME SHEET AND SAY, HEY, DID YOU TAKE OFF FRIDAY AFTERNOON OR WHAT'S GOING ON? YOU KNOW, ARE YOU ON CITY TIME? THAT ALLOWS US TO BE ABLE TO SHOW THAT.
I MEAN WE DID IT PROBABLY 10 YEARS AGO IS WHEN WE, SO MY, MY QUESTION, WHAT CITIES AROUND HERE ARE DOING THIS? I DIDN'T DO ADDITIONAL RESEARCH.
AND SO THEREFORE I GET ONE OUTTA TAKE OFF LATER.
I'VE NEVER HEARD OF THAT BEFORE.
SO THEY DON'T ALL DO IT IN THE CITY OR EVER.
I I GUARANTEE THAT THESE PEOPLE WORK A LOT MORE THAN 40 HOURS AND THEY DON'T ALWAYS TAKE THE COMP TIME.
IT'S LIKE, I NEED TO GO TO THE DOCTOR, SO I'M GONNA USE THIS COMP TIMES I CAN GO TO THE DOCTOR.
I DON'T THINK WE NEED TO ADDRESS IT UNTIL WE SEE IT BEING ABUSED.
YOU CAN'T ADDRESS IT WHEN NO, ONCE IT'S IN THE POLICY.
YOU CAN'T ADDRESS IT ONCE IT, BECAUSE THEN IT'S, IT'S IN POLICY.
YOU GUYS CAN'T LET ME NOT DO WHAT I WANT TO DO BECAUSE THAT'S WHAT I THINK YOU GUYS ARE MISSING.
YES, YOU CAN, YOU CAN GO BACK AND TELL THEM WHENEVER YOU USE YOUR COMP TIME BECAUSE YOU ARE THE ONE THAT'S MAKING THIS, YOU, YOU DID WRONG.
SO NOW I'M GONNA MICROMANAGE YOU AND NOT EVERYBODY ELSE.
SO WHEN YOU'RE TAKING YOUR COMP TIME, I NEED TO SEE IT DOWN.
TO ME, THAT'S THE JOB OF THE SUPERVISORS.
THAT'S NOT OUR JOB TO MANAGE THEIR HOURS.
I'M NOT, I DON'T WANNA MANAGE HOURS.
AND SO WE'RE GONNA NEED A LOT MORE EMPLOYEES BECAUSE IF EVERY TIME AN EMPLOYEE WORKS OVER 40 HOURS, THEY'RE TAKING OTHER TIME OFF, YOU'RE GONNA HAVE LESS PEOPLE WORKING ON DIFFERENT DAYS BECAUSE IT JUST, SO I HATE, SO IT'S LIKE, IT'S LIKE IF YOU FLIP IT ON THAT SIDE, IT'S LIKE, OKAY, SO THEN WE'LL NEED TO LIKE SAY, UH, THAT WORKS 60 HOURS.
WELL HE, HE DOES THIS, YOU KNOW, 40 HOURS, THEN WE NEED TO HIRE ANOTHER CITY, UH, CITY MANAGER SO THAT THEY CAN TAKE UP THE EXTRA 20 HOURS THAT HE CAN'T WORK BECAUSE HE'S LIKE, I'M F****D OUT.
LIKE I'M 40 HOURS, I'M OUT OF HERE.
WE HAVE HAD E D C PEOPLE IN THIS MEETING WHO WOULD BE EARNING COMP TIME RIGHT NOW.
THERE'S NOTHING E D C RELATED ON THIS AGENDA.
THE PERSONNEL POLICY, IT AFFECTS EVERYONE.
SO I TOLD, I TOLD THE STAFF TO COME SO THEY COULD HEAR THE DISCUSSION FROM COUNCIL, NOT THE PERSONNEL POLICY.
WE LIKE ALL THE STAFF THAT I INVITED THE, THE LEADERSHIP TEAM SO THEY CAN HEAR WHAT COUNCIL'S INTERESTS OR CONCERNS ARE.
AND ACTUALLY 13, MANY CITIES ARE DOING IT, ESPECIALLY AT, UM, WHEN COVID HIT EVERY, I THINK LARGE CITIES, INCLUDING CITY OF AUSTIN, THEY DON'T CALL IT COMP TIME FOR EXAM EMPLOYEES, THEY JUST CALL IT FLEX TIME.
[00:50:01]
AND IT'S THE SAME, ALMOST EXACTLY THE SAME HOW THE CITY MANAGER EXPLAINED IT.AND I'VE CONTACTED, YOU KNOW, LIKE GEORGETOWN, THEY'RE DOING IT INFORMALLY.
UH, YOU KNOW, IT'S NOT WRITTEN, BUT IT'S THE SAME EXACT, THE SAME FORMAT.
THEY ALLOW, YOU KNOW, SALARY EMPLOYEES ESPECIALLY, YOU KNOW, I HEARD IT MAYBE THREE, FOUR TIMES, UH, ESPECIALLY DURING COVID A LOT.
SO NOW MAYBE NEXT YEAR OR MAYBE THEY'RE DOING IT NOW OR IN THE NEXT, IN THE COMING YEAR, THEY WILL PUT IT IN WRITING.
THEY'LL ADD IT IN THEIR POLICY.
YOUR SALARY, HEY, I NEED TO GO TO THE DOCTOR'S OFFICE.
I COULD SEE THE SAME MANAGER GOING, YEAH, THAT'S FINE.
BUT THEN IF EVERY TIME AT FIVE 30, THAT'S 30 MORE MINUTES, IT'S LIKE THE PERSON GETS PAID BY THE HOUR.
IF YOU EVER HAVE TO MANAGE PEOPLE AND MANAGE THE HOURS WORKED, THEN EVERYBODY LIKES TO CLOCK IN 10 MINUTES EARLY AND CLOCK IN 10 MINUTES LATE BECAUSE AT THE END OF A WEEK IT'S REAL MIKE.
WELL YOU CAN DO THE SAME THING WITH COMP TO WHERE, WELL ACTUALLY I LOOKED AT SIX 30 TODAY BECAUSE I HAD BLAH BLAH BLAH TO DO.
AND THEN AT THE END OF THE MONTH, YOU'RE TALKING A DAY OR TWO.
WHEN AT THE END OF THE DAY, IF IT'S TO BE FLEXIBLE, YOU SHOULD HAVE THE ABILITY TO BE FLEXIBLE AND MANAGE IT.
BUT I THINK YOU'RE OPENING UP PANDORA'S BOX WITH EVERY SALARIED EMPLOYEE IS NOW, EVERY TIME YOU WORK MORE THAN EIGHT HOURS A DAY THAT GOES INTO A BANK AND THEN EVERY TIME YOU DO ANYTHING, IT'S A BANK.
AND THEN THEY'RE DOING BUNCO AT NIGHT.
AND THEN YOU'RE GONNA HAVE PEOPLE WHO ARE NEVER HERE BECAUSE THEY'RE, THEY'RE DOING OTHER THINGS.
BUT AT THE END OF THE DAY, IF IT'S TO BE FLEXIBLE, YOU SHOULD JUST HAVE THE ABILITY TO BE FLEXIBLE.
IT'S JUST WEIRD THAT WE'RE GETTING TO A POINT TO WHERE, I DON'T KNOW, I'M NOT GONNA LOOK, LIKE I SAID, I WAS LOOKING AT THIS ROOM AND I'LL EVEN LOOK TONIGHT AND THERE'LL, EVERYTHING'S NOT ON THE AGENDA AND KNOW THERE'S ALWAYS EMPLOYEES HERE.
AND I'M THINKING, WHY IS MATT HERE IF YOU'RE HERE? 'CAUSE HE DOESN'T EVER SPEAK AT A MEETING.
HE DOESN'T, BUT HE HAS A ROLE TO PLAY.
AND I, HEY, HE PUT YOU ON MOUTH.
YOU DON'T SPEAK JAKE ABOUT, UH, BOB AND CHANEY.
YOU ONLY NEED ONE TO HAVE BOTH HERE.
IT DOESN'T MAKE ANY SENSE BECAUSE YES, IT DOES.
SO, SO I'M A SALARIED EMPLOYEE, RIGHT? I DON'T MISS A MEETING.
I WANNA KNOW WHAT'S HAPPENING.
WHETHER I TAKE COMP TIME OR FLEX TIME, OR MY BOSS KNOWS I'M WORKING AND I WORK MY BUTT OFF AND WHEN I NEED TO GO TO THE DOCTOR AND TAKE MY KIDS, I CAN DO THAT BECAUSE I HAVE THAT ABILITY AND I STILL DO MY JOB.
I WILL NOT MISS A MEETING AND I, I DON'T GET CAUGHT TIME FOR IT BECAUSE I WANNA BE THERE.
LIKE, I GUARANTEE IF THEY DIDN'T WANNA BE HERE AND THEY ASKED JAMES, HE, I'VE HEARD HIM SAY SEVERAL TIMES, YOU CAN GO AHEAD AND GO IT.
I DON'T THINK WE SHOULD PUT IT OUT THERE THAT YOU'RE NOT WELCOME.
BE HERE WHEN YOU NEED TO BE HERE BECAUSE I THINK YOU HAVE TO LOOK, IT'S YOUR BUSINESS.
BUT YOU HAVE TO BE PRUDENT WITH THE, WITH THE TAXPAYERS.
YOU HAVE TO BE PRUDENT WITH THAT TOO.
IF YOU HAVE 15 EMPLOYEES AT A MEETING AND YOU REALLY ONLY NEED FIVE, THAT'S 10.
A TAXPAYER IS PAYING FOR THAT AND AND THEY'RE, WHAT ARE THEY GETTING OUT? THEY'RE NOT GETTING EXTRA MONEY.
THEY'RE NOT GETTING PAID ANY MORE MONEY.
AND IT'S ALL ABOUT HOW MUCH THEY'RE GETTING.
IT'S ABOUT HOW MUCH WORK THEY'RE GETTING DONE.
WHEN I LOOK AT, AT MY FLEX TIME THAT I HAVE AT MY WORK, RIGHT? I SPEND A LOT OF TIME WITH CITY COUNCIL STUFF.
MY BOSS UNDERSTANDS THAT AND IT'S LESS ABOUT HOW MANY HOURS I'VE WORKED.
HE'S NEVER ONCE ASKED ME, HOW MANY HOURS HAVE YOU WORKED THIS WEEK? OR THIS PAYCHECK OR THIS PAY PERIOD OR, OR WHATEVER.
ARE YOU GETTING YOUR WORK DONE? YEAH, EXACTLY.
AND AM I, IF I'M HITTING ALL MY DATES, I'M GETTING ALL MY WORK DONE.
I MEAN, I DON'T SEE THESE INDIVIDUALS STAYING LIKE WANTING TO STAY UNTIL MIDNIGHT ON A THURSDAY NIGHT JUST SO THAT THEY CAN TAKE A FRIDAY OFF.
I WOULD RATHER NOT DO THAT AND WORK THE FRIDAY THAN TO STAY UP UNTIL MIDNIGHT ONE, TWO IN THE MORNING JUST SO I CAN HAVE A FRIDAY OFF.
UM, IF THEY NEED THAT EXTRA FRIDAY OFF, YOU JUST, YOU JUST FLEX IT AND YOU GET YOUR WORK DONE.
YEAH, AND I THINK THE ISSUE IS WHEN JAMES STARTS SEEING AN IN AN INDIVIDUAL WHO'S ALWAYS HANGING OUT AT CITY COUNCIL MEETING AND WHO'S ALWAYS FLEXING TIME, BUT THEY'RE NOT HITTING THEIR, THEIR NUMBERS, THEY'RE NOT GETTING THE WORK DONE.
THAT'S WHEN YOU HAVE, THESE PEOPLE DON'T NEED TO BE ADDRESSED.
YOUR JOB ISN'T TO SERVE THE PUBLIC.
AND SO THE PERSON WHOSE JOB IS TAKE THE PLAY DIRECTOR, I'M NOT SAYING THAT THEY CAN DO IT EXACTLY LIKE I DO IT BECAUSE I'M NOT, I'M NOT CUSTOMER FACING WHO'S GONNA BE HERE FOR SOME OF THESE THINGS.
BECAUSE IF WE HAVE A BUSY WEEK, THEN ALL OF A, EVERYBODY'S LIKE, LOOK, I GOTTA TAKE NEXT WEEK OFF BECAUSE I'M, WHENEVER I'M BURNED OUT AND IT SAYS I CAN, I CAN DO THAT.
AND SO THE NEXT WEEK WE BASICALLY SHUT DOWN AS THE CITY.
'CAUSE WE HAD, WE HAD UH, YOU KNOW, JUNETEENTH ONE DAY WE HAD ANOTHER ACTIVITY TO THE NEXT DAY AND THEN WE FOLLOWED BY WITH ANOTHER DAY.
BUT YOU'RE ASSUMING THAT EVERYONE'S GONNA TAKE THE SAME DAY OFF.
SO SAME THING WITH SHUT DOWN AS A CITY.
DID EVERYBODY TAKE TIME OFF? WE DIDN'T HAVE THE ABILITY TO.
THEN LIKE THE SAME DAY WITH MY, MY EMPLOYER, THEN THEIR SUPERVISOR, I CAN'T FLEX ON, ON DAYS WHEN THERE'S NO COVERAGE TIME OFF.
I'M, I'M GONNA BE THAT PERSON.
[00:55:01]
WHEN YOU WERE THE ONLY ONE THAT IS COMING AGAINST ALL THESE THINGS, AT WHAT POINT DO YOU SAY, OKAY, YOU'RE RIGHT, I'M GONNA MOVE ON TO THE NEXT ONE.I'M JUST TRYING TO UNDERSTAND.
SO LIKE IF, IF I WANNA FLEX TIME OFF AT MY WORK AND I KNOW THAT I'VE WORKED A TON OF EXTRA HOURS AND I NEED TO TAKE SOME FLEX TIME OFF, LIKE, LIKE I WANTED TO DO THAT, UM, T M L TRAINING TODAY.
I TOOK THE, I TOOK THE DAY OFF.
I NEEDED TO MAKE SURE THAT I HAD COVERAGE AT WORK BEFORE I COULD DO THAT.
AND IF THERE WAS NO COVERAGE AND IF I DIDN'T HAVE MY PEERS WHO COULD COVER MY STUFF AND I COULD ASK 'EM, HEY, IF THERE'S AN EMERGENCY, CAN YOU COVER IT? YOU KNOW, IN THE MEANTIME, YEAH.
I WOULDN'T HAVE GONE, I WOULDN'T HAVE BEEN ABLE TO GO BECAUSE I'M RESPONSIBLE AND I KNOW I NEED TO GET MY WORK DONE AND I CAN'T JUST LEAVE EVERYONE HANGING.
I, I SUSPECT THAT'S WHAT'S HAPPENING IN THE CITY, THAT NOT EVERYONE IS JUST KIND OF WILLY-NILLY SAYING, I DON'T TAKE IT OFF.
WELL, NO ONE CAN 'CAUSE IT IS NOT A POLICY FOR THAT.
YOU UNDERSTAND THAT, RIGHT? LIKE, BUT GOING FURTHER WILL BE A POLICY.
LIKE THIS WEEK WE'D HAVE, YOU'D HAVE A THURSDAY NIGHT, ALL EXECUTIVE TEAM LOG EIGHT HOURS FOR A THURSDAY AND THEY HAVE SATURDAY EIGHT HOURS.
SO THEY ALL GAIN TWO DAYS IN ONE WEEK AND THEN IN ANOTHER WEEK THEY GAIN ANOTHER DAY FOR, I MEAN, THEY'RE GAINING TWO DAYS A MONTH TO TAKE OFF AND THEN YOUR SATURDAY MEETINGS AND ANYTHING ELSE.
AND I'M SITTING THERE GOING LIKE, YOU'RE TALKING FOUR OR FIVE DAYS A MONTH FOR PEOPLE THAT OKAY, LET'S CAP IT THEN AND THEN CAP IT.
AND THEN ALSO THEN YOU CAN ONLY USE SO MANY HOURS WITHIN A MONTH.
RIGHT? SO, SO YOU CAN ONLY USE EIGHT HOURS IN A MONTH.
SO YOU CAN'T JUST BE LIKE, HEY, I'M JUST, YOU KNOW, I'M TAKING 40 HOURS BANK, TAKING A WEEK OFF IT OUT COMPLETELY AND USE FLEX TIME.
BUT I'M PRETTY SURE THAT CHANGE WOULD NOT APPROVE THAT.
OR THE DEPARTMENT HEADS WOULD NOT PROVE IT.
JUST BE LIKE, OH, JUST HAVE FLEX TIME.
WELL, THAT'S WHAT I DO HAVE RIGHT NOW ALREADY HAVE FLEX ALREADY DOING IT INFORMALLY.
I'M, I'M SWITCHING IT BECAUSE OF THE CRITICISMS THAT CERTAIN EMPLOYEES MAY OR MAY NOT BE DOING WHAT THEY'RE SUPPOSED TO BE DOING DURING CERTAIN TIMES.
IT ALLOWS US TO ACCOUNT AND IT ALLOWS US TO BE ACCOUNTABLE TO THE PUBLIC.
IF, IF Y'ALL, IF Y'ALL DON'T THINK THAT THAT'S IMPORTANT OR IF YOU DON'T THINK THAT MY REASONING IS GOOD ENOUGH, THAT'S, THAT'S PROBABLY A BETTER WAY OF SAYING IT, THEN I'M HAPPY TO CONTINUE TO BE AN INFLEXIBLE, YOU KNOW, NOT INFLEXIBLE TO BE FLEXIBLE
BUT JUST KNOW THAT WHENEVER MY PLANNING DIRECTOR IS AT A PLANNING MEETING ON, ON TUESDAY NIGHT TILL TWO IN THE MORNING, AND THEN SHE'S AT CITY COUNCIL MEETING TILL TWO IN THE MORNING.
I'M NOT BATTING AN EYE WHEN SHE SAYS, I DON'T, I'M NOT GONNA BE HERE ON, ON NEXT TUESDAY OR WEDNESDAY.
LIKE, I DON'T BAT AN EYE AT THAT KIND OF STUFF.
I DON'T THINK ANYBODY'S WORRIED ABOUT THAT.
BUT THAT'S EXACTLY THE SAME THING THAT YOU'RE ARGUING AGAINST IS I'M ACCOUNTING FOR VERSUS NOT.
SO I SEE A WHOLE SYSTEM BEING FORMED TO SOLVE A LITTLE PROBLEM, WHEREAS YOU JUST NEED THE FLEXIBILITY TO GET PEOPLE OFF AND PEOPLE ARE TOMORROW GONNA COME IN LATE.
BUT IF YOU START DOING THIS TO WHERE, I'M JUST TELLING YOU, IF YOU START DOING THIS COMP TIME, YOU'RE GONNA COME BACK A YEAR AND YOU'RE GONNA GO, MAN, GUYS, WE NEED A LOT MORE BODIES BECAUSE MY PLANNING DEPARTMENT IS THREE BODIES SHORT.
OR ARE THEY SHORT? OR IS IT BECAUSE WE'RE IN A, WE'RE WE'RE INEFFICIENT WITH OUR USE OF TIME UPFRONT AND EVERYBODY'S USING TIME TO TAKE TIME OFF WHEN IN REALITY, MY, YOU JUST NEED THE POWER TO BE FLEXIBLE.
MY, MY EXPERIENCE IN COLLEGE WOULDN'T SUPPORT THAT BECAUSE WE HAD THE, WE HAD THIS EXACT POLICY THERE.
THAT'S BASICALLY HOW I KNEW TO CREATE IT.
AND I CREATED AND I CREATED IT.
MAYOR, WE HAVE TWO MINUTES BEFORE MEETING STARTS.
COUNCIL MEETING STARTS, PEOPLE ARE GONNA TAKE OFF TIME.
THEY'RE GONNA TAKE OFF TIME REGARDLESS, RIGHT? SO THEY HAVE VACATION, THEY DON'T HAVE VACATION, WHATEVER IT IS, SICK TEAM, SICK TIME, BLAH, BLAH BLAH.
SO WE PUT IT IN PLACE FOR THE SAME REASON, FOR TRANSPARENCY PURPOSES.
'CAUSE IT WOULD HELP WITH THAT.
THAT'S THE MAIN PURPOSE OF DOING IT.
IF THERE'S NO OTHER REASON REALLY TO DO IT, IF, IF NO ONE THINKS THAT IT'S AN ISSUE, THEN OKAY, YOU CAN COME UP WITH ALL THE WHAT IFS OF ALL THE WORST SITUATIONS POSSIBLE.
CAN YOU GO THROUGH THE GENERAL ORDERS? YES SIR.
UH, WHAT'S UP FORM? ARE YOU STARTING OUR COUNCIL? ARE WE NOT GONNA DO COUNCIL MEETING AND STUFF? CAN YOU DO IT IN 10 MINUTES? LIKE A BRIEF OVERVIEW? YES.
BUT DOES THAT GIVING THEM ENOUGH TIME? LIKE I DON'T WANNA FEEL LIKE THEY'RE RUSHED AND LIKE FLOWING THROUGH THIS.
I WANNA GIVE THEM, HE CAN GET US GOING BECAUSE WE'RE GONNA COME BACK.
I MEAN, HERE'S WHY I SAY YOU GUYS WANNA RUSH THROUGH THIS.
THIS IS A COMPLETE 100% REWRITE OF POLICY.
AND IF ANYBODY HERE THOUGHT SERIOUSLY, IF YOU THOUGHT WE WERE GONNA GO TO THIS COMPLETE REWRITE IN 45 MINUTES, I THINK YOU'RE CRAZY.
I MEAN, WE'RE NOT TALKING ONE PARAGRAPH, WE'RE TALKING, I THOUGHT WE WERE GONNA HIT THE HIGHLIGHTS AND NOT TRY TO SOLVE THE WHOLE THING.
WE'LL DO THAT WHENEVER IT'S IN FRONT OF.
I DIDN'T ADD IN ALL THE CRAZY ENOUGH.
IF YOU CAN KIND OF JUST GET US GOING AND THEN THEY GIVE US SOMETHING TO LIKE THINK ABOUT AND WE'LL START THE MEETING LATE AND I'LL APOLOGIZE FOR THE PUBLIC AND TAKE, TAKE YOUR TIME.
THIS ABSOLUTE I'LL GO, I'LL GO THROUGH AS MUCH AS I CAN.
AS MUCH AS I CAN SPEAK AS I CAN.
WHILE CHIEF'S GETTING PREPARED, I'LL SAY QUICKLY THAT
[01:00:01]
THIS IS ONE OF THE ITEMS THAT WAS, UH, COMMUNICATED TO ME TO BE IMPORTANT.SO THE WAY THAT WE'VE TACKLED THE ISSUE BEFORE HE TALKS ABOUT IT IS WE HAVE, UH, ENUMERATED WHAT THE GENERAL ORDERS ARE AND THE END OF THE POLICY, THEY'RE LISTED OUT BY THEIR TITLE, BY THE NUMBER AND WHICH THEY WERE ISSUED AND THEIR EFFECTIVE DATE OF THE POLICY AS OF THE TIME THAT THIS PERSONNEL POLICY WOULD BE ADOPTED.
SO THAT WAY IF THE GENERAL ORDER CHANGES AFTER THE ADOPTION OF THE PERSONNEL POLICY, THAT IT WILL NOT BE ABLE TO BE PERMANENT UNTIL THE COUNCIL AMENDS THE POLICY TO ACCEPT WHATEVER THE NEW GENERAL ORDER IS.
SO ONE OF THE REASONS WE WANTED TO TALK ABOUT THE GENERAL ORDERS THING, THING, THING IS ALTHOUGH THE CITY HAS POLICIES IN PLACE, THOSE POLICIES ARE WHAT GIVES US THE DIRECTION THAT THE CITY WANTS US TO GO.
THE GENERAL ORDERS ARE THE STEPS THAT IT TAKES FOR US TO PERFORM OUR DUTIES IN COMPLIANCE WITH THE CITY POLICIES.
AND SO WHEN IT COMES TO LAW ENFORCEMENT, THERE ARE CERTAIN UNIQUE CHALLENGES AND SITUATIONS THAT WE HAVE TO PREPARE FOR.
AND I ALWAYS TELL PEOPLE THAT POLICY COMES FROM NIGHT SHIFT.
YOUR POLICE WILL TELL YOU IT'S BECAUSE ALL THE, THE NEGATIVE THINGS THAT HAPPENED ON NIGHT SHIFTS.
SO YOU LEARN THAT, THAT THERE ARE SITUATIONS THAT OCCURRED THAT YOU HAVE TO BE PREPARED FOR, TO GIVE OFFICERS DIRECTIVES ON WHAT THEY SHOULD DO WHEN THEY'RE FACED WITH GIVEN SITUATIONS.
WE'RE CURRENTLY GOING THROUGH THE TEXAS POLICE CHIEF ASSOCIATION BEST PRACTICES ACCREDITATION PROGRAMS. THERE ARE 2,700 LAW ENFORCEMENT AGENCIES IN THE STATE OF TEXAS, AND ONLY 200 TO UH, APPROXIMATELY 200 TO DATE HAVE MET THOSE ACCREDITATIONS.
THE REASON LIEUTENANT MITCHELL IS HERE IS HE'S ACTUALLY THE MANAGER OF THE PRO PROGRAM, OUR OUR ACCREDITATION PROGRAM.
HE'S TAKEN US THROUGH THAT PROCESS AND WHAT MAKES THAT VERY VALUABLE IS THAT ALL OF THE POLICIES THAT WE HAVE, THAT WE'VE GOT FOR THE CITY, WE'VE MADE SURE THAT THOSE GENERAL ORDERS ALIGN WITH THOSE POLICIES.
AND THESE ARE POLICIES OR GENERAL ORDERS THAT HAVE BEEN APPLIED IN OTHER CITIES AROUND THE STATE OF TEXAS.
AND YOU HAVE CHIEFS, YOU HAVE ATTORNEYS, YOU HAVE SUBJECT MATTER EXPERTS WHO GIVE THEIR INPUT ON WHAT MAY WORK.
AND WE TAKE THESE GENERAL ORDERS AND WE LOOK AT WHAT'S UNIQUE TO THE CITY OF HU AND MAKE SURE THAT WE ARE ALIGNING AND APPLYING THOSE PO THOSE GENERAL ORDERS TO OUR POLICIES AND TO MEET THE NEEDS OF OUR CITY.
SO WHEN YOU LOOK AT THE, THE CERTAIN POLICIES, WE HAVE THOSE LAID OUT IN, IN NUMBERS, POLICY NUMBER, UH, CHAPTERS, CHAPTER ONE, CHAPTER TWO, EVEN THINGS LIKE THE DUTY TO INTERVENE.
THAT'S SOMETHING THAT RECENTLY CAME OUT AND WE'VE MADE SURE THAT WE'VE HAD THAT IN OUR POLICY.
AND IT, IT IS, UH, IT STEMMED FROM THE GEORGE FLOYD TRAGEDY WHERE YOU GET OFFICERS THERE ON THE SCENE THAT WERE UNABLE, THAT REFUSED TO ENGAGE, AND WHEN THEY SAW THE OFFICERS IN THE ACTIONS TO TAKE ACTION.
SO TEXAS HAS ACTUALLY PASSED LAW TO WHERE IT REQUIRES LAW ENFORCEMENT OFFICERS TO DO THAT.
SO WE MAKE SURE THAT WE'RE CONTINUOUS, PARTICULARLY LIKE THIS SESSION, I DID A LOT OF WORK WITH THE LEGISLATORS ON PUBLIC SAFETY, MAKING SURE THAT WE'RE STAYING UP TO DATE AND WE'RE GIVING OUR SUBJECT MATTER EXPERT INPUT ON LAW SO THAT WHEN WE ARE, WHEN THE PROCEDURES ARE MADE, WE'RE COMING BACK AND WE'RE APPLYING AND UPDATING THOSE POLICIES TO MEET THE NEEDS OF OUR GROWING CITY.
SO YOU LOOK THROUGH THESE AND, AND THERE ARE THINGS THAT SOME PEOPLE MAY SAY, WELL, WE'RE THE, WE'RE THE CITY COUNCIL.
WE SHOULD BE ABLE TO TELL YOU WHAT YOUR GENERAL ORDERS ARE.
WELL, THERE'S A CHALLENGE WITH THAT BECAUSE AGAIN, WE'RE LOOKING AT STATE FEDERAL LAW.
WE'RE ALSO LOOKING AT PROCEDURES THAT NEED TO BE TAKEN TO MAKE SURE THAT WE'RE ENSURING PUBLIC SAFETY, INDIVIDUAL SAFETY, BUT OFFICER SAFETY AS WELL.
FOR EXAMPLE, HANDCUFF TECHNIQUES OR IF YOU TAKE THE SEVEN STEP CONTACT VIOL, UH, VIOLATOR CONTACTS, YOU TAKE THOSE STEPS, YOU LOOK AT THOSE THINGS, HOW ARE WE APPLYING THOSE THINGS AND ENSURING THAT OUR OFFICERS ARE REMAINING SAFE, OUR COMMUNITIES REMAINING SAFE, AND THOSE WE'RE HAVING INTERACTIONS WITH ARE REMAINING SAFE AS WELL.
SO AGAIN, THE GENERAL ORDERS ARE SIMPLY A, A GUIDELINE FOR US TO MAKE SURE THAT WE'RE TAKING THE PROPER STEPS TO ACCOMPLISH ANY SPECIFIC TASKS.
IF WE WANTED TO LOOK THIS UP IN DETAIL, WHEREVER WE FIND THAT.
SO WE'RE CURRENTLY GOING THROUGH OUR POLICIES AND WE DO OUR, THE, OUR GENERAL ORDERS AND, AND ALIGNING THOSE WITH OUR POLICIES.
AND WE WORK WITH LEGAL AS WELL.
I THINK THEY HAVE SOME ON ONLINE RIGHT NOW, OR THEY USED TO, BUT ONCE WE GET COMPLETELY FINISHED WITH THESE AND WE'VE GOT OUR ACCREDITATION, OUR, WE'RE VERY PROUD OF WHAT WE'RE DOING.
YES, WE WANT THE, WE WANT THE ENTIRE PUBLIC TO SEE WHAT WE'RE DOING SO THAT IF THEY MAY THINK THAT THERE'S A, A GENERAL ORDER VIOLATION, THEY CAN RAISE THAT, THAT POINT WITH US.
BECAUSE THE LAST THING WE WANT IS FOR A CITIZEN TO THINK THAT THEY'VE BEEN MISTREATED
[01:05:01]
OR THERE'S A, AN OFFICER THAT MAY NOT BE COMPLYING WITH THE ORDERS THAT WE'RE GIVEN.SO WE WANT THEM TO KNOW WHAT OUR FOUR, OUR STEPS OF THE FOUR CORNERS OF THIS DOC DOCUMENT IS, AND IF THEY SEE SOMETHING THAT IS NOT, OR THEY PERCEIVE TO BE A WRONGDOING, TO BRING THAT TO US SO THAT WE CAN WORK THROUGH THAT OR ADDRESS THE OFFICER OR HELP THAT CITIZEN UNDERSTAND HOW THE POLICY, THE GENERAL ALIGN WITH THE POLICY.
I ASKED THE CITY MANAGER CHERYL LEE'S WITH US BECAUSE WHAT I TOLD HIM IS ONE OF THE THINGS THAT CAME UP RIGHT AFTER THE GEORGE FLOYD, UH, STUFF THAT WENT ON WAS THAT I ASKED THE CHIEF OF THE POLICE AT THE TIME, I SAID, SO DO YOU GUYS DO CHOKE HOLDS? AND HE LOOKED AT ME LIKE, WHY WOULD YOU ASK THAT? I'M LIKE, 'CAUSE PEOPLE ARE WANTING TO KNOW.
I SAID, IF WE HAVE A RIOT, HOW DO YOU DISPERSE THEN? AND HE IS LIKE, WE HAVE POLICIES.
AND I'M LIKE, BUT HERE'S MY PROBLEM IS THAT THE POLICE ARE HERE TO SERVE AND PROTECT THE PUBLIC, BUT THE PUBLIC HASN'T HAD ANY INPUT ON HOW WE WANT YOU TO PROTECT AND SERVICE.
AND WE MAY WANT CHUCK HOLDS AS A COMMUNITY.
WE MAY SAY WE DON'T WANT CHUCK HOLDS.
WE MAY SAY WE WANT, YOU KNOW, RIOT GEAR AND ALL THAT.
AND SO I WAS TELLING JAMES, I THINK THE COUNCIL NEEDS TO LOOK AT SOME OF THESE LIKE VEHICLE PURSUITS.
I DON'T KNOW IF WE DO NOT, BUT IF WE SAY WE DON'T, AND THE THE COUNCIL SAYS, NO, YOU CHASE HIM TO THE CITY LINE, THEN YOU GUYS I THINK HAVE TO DO THAT.
BUT IF YOU GUYS ARE LIKE, NO, WE'RE CHASING AND WE'RE LIKE, WELL, HOLD ON, WE WANT, WE DON'T WANT THE VULNERABILITY.
I THINK IT'S THE COMMUNITY JOB THROUGH THE COUNCIL TO SAY WE APPRECIATE YOUR GUYS' ENTHUSIASM, BUT MAYBE, MAYBE DON'T DO THAT.
BUT WE WANT NON POLICE OFFICERS TELLING THE POLICE OFFICERS THAT
I MEAN I THINK, I THINK THAT WHAT, YEAH, I DON'T THINK THAT WE ARE, UM, ABLE TO TELL THEM.
I'M NOT QUALIFIED TO TELL, UM, TO THAT EXTENT, LET'S SAY VEHICLE PURSUITS.
OKAY, LET'S SAY THEY DO 'EM AND WE AS A COMMUNITY ARE LIKE, IT'S NOT WORTH IT.
I THINK IT'S OUR JOB TO BE ABLE TO TELL THE POLICE DEPARTMENT, WE DON'T WANT VEHICLE HIGH SPEED CHASES IN OUR CITY.
IF THEY'RE PURSUING SOMEONE WHO THEY NEED TO GET, WE WANT THEM TO PURSUE THEM.
LIKE, THIS IS SOMEONE YOU WANT, YOU WANT A POLICY FOR EVERYTHING LIKE LAID OUT, THIS IS WHAT'S GONNA HAPPEN.
THEY'RE PUTTING THIS POLICY LAID OUT IF AN OFFICER IS IN THIS SITUATION, THAT'S WHY THEY NEED TALK ABOUT IT.
AND SOME CITIES HAVE BANNED HIGH SPEED CHASES BECAUSE THEY COME THROUGH AND THE OFFICER DID THEIR BEST, BUT THEY KILLED A FAMILY OF FOUR.
AND THEN THE PUBLIC'S GONNA HAVE AN OUTCRY.
AND I THINK WE NEED SOME OF THESE.
AND I DON'T KNOW, WHEN YOU, DO YOU GUYS DO CHOKE HOLES? NO, SIR.
THE ONLY WAY YOU CAN USE A CHOKE HOLD IS IF, IF IT'S A DEADLY FORCE.
IF IT'S THE ONLY ONLY SOLUTION YOU HAVE TO SAVE YOUR LIFE.
THAT'S THE ONLY THING THAT'S ON.
YOU GUYS USE BEANBAGS AND RUBBER BULLETS, WE HAVE BEAN BAGS, WE HAVE BEANBAGS, BUT NOT THE RUBBER BULLETS.
AND THAT'S IN POLICY NOT TO USE RUBBER BULLETS.
WE NEVER, HE HE COULD BUY 'EM IF IT'S NOT IN POLICY, RIGHT? YES.
AND WE WOULD'VE TO ADD THAT TO POLICY BECAUSE IT'S A TOOL AND A SOLUTION THAT YOU WOULD BE ADOPTING INTO YOUR AGENCY THAT HAS NOT PREVIOUSLY BEEN USED.
AND SO IF IT'S NOT THERE, WE WOULD'VE TO ADD THAT TO POLICY.
AND BY DOING SO, THEN THE CITY COUNCIL WILL GET THAT.
BECAUSE I THINK POLICY CHANGED A LOT OF POLICIES WITH THEIR POLICE AFTER THE GEORGE FLOYD RIOTS.
AND A LOT OF IT WAS STUFF THAT I DIDN'T KNOW ALLOW OR NOT, I DON'T KNOW.
ONE IS I CAN ABSOLUTELY UNDERSTAND YOU MAY NEED TO CHANGE POLICIES RELATIVELY QUICKLY AND YOU NEED TO HAVE THE AUTHORITY TO DO THAT.
I WOULD JUST LIKE TO MAKE SURE THAT WE GET INFORMED WHENEVER A POLICY IS CHANGED SO THAT WE JUST KNOW WHAT HAPPENED.
AND THEN IF, YOU KNOW, THEN THERE'S ROOM TO HAVE DISCUSSION THAT LINE.
BUT WE JUST WANNA KNOW WHAT'S BEING CHANGED.
YOU KNOW, AND, AND EVERY TIME THAT HAPPENS.
THE REASON BEING IS, AGAIN, WE WANT THE COMMUNITY AND OUR COUNCIL TO KNOW THAT WE ARE OPEN AND TRANSPARENT AND WE'RE PROUD OF WHAT WE'RE WE'RE DOING AND, AND WHAT OUR GUIDELINES AND PARAMETERS ARE.
AND IF ANYONE LOOKS AT IT, IT COULD BE A LAYMAN, IT COULD BE A, A 13 YEAR OLD.
IF THEY SAY, WELL, I'M NOT, I'M, I'M NOT SURE ABOUT THIS.
WELL, I WANT 'EM TO BE ABLE TO SEE THAT POLICY AND WE WANT TO BE ABLE TO TALK WITH HIM.
I'LL HAVE HIM EVALUATE THIS BECAUSE HE POINTS OUT EVERY LAW THAT I DISREGARD.
AND, AND BECAUSE WE HAD IT IN, IN THIS WAY, WE HAVE THE GENERAL ORDERS AND WE'LL HAVE THOSE AVAILABLE.
WE WELCOME PEOPLE'S INPUT AND THEIR, THEIR SUGGESTIONS AND, AND WE'RE WILLING TO TAKE ANYTHING UNDER ADVISEMENT AS LONG AS IT DOESN'T CONFLICT WITH LAW LAWS OR IT DOESN'T WITH WHAT'S IN THE BEST PRACTICES OR THE BEST SAFETY OF YOUR PEOPLE.
YOU HAVE, DID YOU HAVE ANOTHER POINT? THE SECOND POINT WAS, WAS JUST, I MEAN, SPECIFICALLY THE SELECTION, HIRING AND PERFORMANCE EVALUATIONS.
THOSE ARE ONES THAT WE'VE HAD CONCERNS IN THE CITY IN THE PAST WHERE OFFICERS DON'T WANT THOSE JUST CHANGING AT THE WINDOW OF THE CHIEF.
I JUST, IF THERE'S A WAY THAT WE CAN SOMEHOW TAKE SOME OF THOSE THINGS AND PUT SOME KIND OF GUARD RAILS AROUND WHERE IT'S, IT TAKES A PROCEDURE TO CHANGE IT.
SO WHAT I'VE DONE IS I'VE PUT GUARDRAILS AROUND ALL THE PROCEDURES.
THEY'RE ALL ENUMERATED AND LOCKED IN.
WHENEVER COUNSEL WILL ADOPT THIS POLICY WITH WHATEVER THE CURRENT
[01:10:01]
GENERAL ORDERS ARE IN PLACE AT THE TOP, IF THEY WANT TO CHANGE THEM, THEN THEY WILL HAVE TO, COUNSEL WILL HAVE TO AMEND THE POLICY OR MAKE A MOTION TO ACCEPT THAT POLICY UNTIL THE NEXT AMENDMENT.SO I PUT IT IN HERE THAT I CAN, I CAN TEMPORARILY WAIVE, YOU KNOW, REQUIREMENTS OF THE POLICY UP TO 90 DAYS, BUT I CANNOT DO PERMANENT CHANGES.
SO THAT WAY I HAVE A QUESTION REAL QUICK.
UM, SO I AGREE WITH COUNCILMAN GORDON THAT WHENEVER THE POLICIES CHANGE, IT'D JUST BE NICE BECAUSE I THINK THAT'S A, A DETERRING FACTOR FOR CITIZENS, RIGHT? THEY KNOW THAT THESE THINGS WILL HAPPEN IF AND WHEN.
AND SO I THINK IT'S, I THINK IT'S GOOD TO JUST KNOW, YOU KNOW, WHEN THINGS CHANGE.
SO THAT WAY, BUT I, I DON'T KNOW IF THIS IS FOR YOU CHIEF OR IF THIS IS FOR YOU, UH, UH, CITY MANAGER, BUT THE MENTAL HEALTH LEAVE POLICE OFFICERS, I WAS READING THROUGH THAT AND I HAD A QUESTION ON, UM, IT SAYS SPECIFICALLY THAT DA DA DA DA DA SUPERVISORS, I THINK IT SAID, SUPERVISORS ARE RESPONSIBLE FOR MEETING WITH THE EMPLOYEE IN PRIVATE TO DETERMINE THE SEVERITY AND EFFECT OF THE EXPERIENCE, ASSIST THE EMPLOYEE IN UTILIZING MENTAL HEALTH ASSISTANCE IF NEEDED AND RECOMMENDING MENTAL HEALTH LEAVE IF NECESSARY.
ARE THESE SUPERVISORS, ARE THEY, ARE THEY TRAINED? ARE THEY COACHED UP ON HOW TO ASSESS MENTAL HEALTH? IS THAT, IS THERE, IS THAT, IS THAT SOMETHING THAT WE, THAT'S GONNA BE BAKED INTO YOUR BUDGET TO GET SOMEONE ON STAFF THAT CAN DO THAT? BECAUSE I WOULD JUST HATE FOR A SUPERVISOR TO HAVE THAT, THAT WEIGHT TO SAY, OH MAN, I PROBABLY SHOULD HAVE REQUESTED THEM.
SO THAT'S WHERE THE QUESTION'S COMING FROM.
I REMEMBER WE TALKED ABOUT IT.
THE INTENT OF THIS IS FOR IMMEDIATELY AFTER A SHOOTING OR SOMETHING LIKE THAT.
FOR THE SUPERVISOR TO SEE WHAT THEIR IMMEDIATE NEEDS ARE.
AND THEN OBVIOUSLY IF THERE'S A MORE LONG-TERM PROBLEM WE HAVE, UH, E A P THROUGH HR AND THOSE KINDS OF THINGS.
BUT LIKE THE CHIEF MENTIONED, EVERYTHING HAPPENS ON NIGHT SHIFT.
SO THE SUPERVISORS ARE KIND OF JUST LIKE A, LIKE A MIDDLE, THE PEER FORM.
CAN I BE OKAY IF IT WAS LIKE THE DAY OF OR SOMETHING? BUT I, I THINK IT OUGHT TO BE THAT I WOULDN'T EVEN SAY E AAP, IT NEEDS TO BE, WE NEED TO HAVE LIKE A THIRD PARTY, UM, PSYCHIATRIST OR SOMETHING.
BECAUSE I HAVE HEARD FROM POLICE THAT YES, BEFORE YOU GOT HERE, THEY HAD ASKED FOR SOME TRAUMATIC HAD HAPPENED.
DID IT, HAD IT SOMEONE BURNED TO DEATH IN THE CAR.
AND I THINK THE STORY WAS SOME PEOPLE NEEDED LIKE SOME HELP GETTING OVER THAT AND SOMEONE'S LIKE, HEY MAN, YOU NEED TO SUCK IT UP.
AND I'M LIKE, YOU KNOW WHAT? TO ME IMMEDIATELY, BUT I THINK YOU NEED TO HAVE SOMEONE THAT'S HEAVILY, HEAVILY TRAINED IN THAT.
'CAUSE I COULDN'T IMAGINE AGREED WHAT YOU WOULD GO THROUGH AND THAT WOULDN'T COST A LOT OF MONEY 'CAUSE YOU'D BE ON PER CASE.
AND AND TO YOUR POINT AND YOUR POINT MR. THOMPSON, WHEN YOU CONSIDER THE MENTAL HEALTH AND YOU CONSIDER THIS FIELD OFFICERS THE TOUGHEST OFFICER OR EVEN THE, THE, THE OFFICER THAT'S THE MOST SENSITIVE TO GONNA HOLD IT AND SUCK IT IN, THEY'RE NOT GONNA WANNA SHARE THOSE THINGS.
THEY'LL GO HOME AND COMPARTMENT.
AND THAT'S ONE OF THE REASONS YOU'LL FIND SU SUICIDE RATES SO HIGH FOR LAW ENFORCEMENT GET PROMOTED.
AND IF THEY KNOW THAT, IF THEY SAY, OR SHOW OR DEMONSTRATE THINGS TO CERTAIN PEOPLE, THEY'RE GONNA BE SCRUTINIZED OR FOREVER.
SO THAT'S ONE OF THE REASONS WE FEEL LIKE PEER SUPPORT MENTAL HEALTH IS IN, IS INVALUABLE, ESPECIALLY FOR SELF-CARE, BUT MORE IMPORTANTLY FOR THOSE THAT WE SERVE.
AND THAT'S ONE OF THE REASONS WHY WE'RE TAKING THE APPROACH THAT WE ARE TO, TO FIND THOSE RE THOSE SOLUTIONS AND RESOURCES TO MAKE SURE WE'RE SERVING OUR OFFICERS.
SO I GUESS WE NEED TO, UM, REEVALUATE THIS ON OUR OWN AND COME BACK SO IT'S DIGITALLY IN YOUR TEAM'S FOLDER.
OH, WHEN I COME BACK TO FINISH THE REST? YEAH.
WE'LL, WE'LL SCHEDULE THE NEXT, I GUESS ANOTHER WORKSHOP WHENEVER WE CAN FIND AVAILABILITY.
YEAH, I THINK IT IT ONCE WE'VE HAD A TIME.
I DIDN'T HAVE TIME TO READ ANYTHING.
AND I, AND I TOLD JAMES SAID, USUALLY HOW I SEE THIS IS WE GET IT TODAY IN TWO WEEKS, DON'T HAVE A LOT OF TIME TO READ IT, DIGEST IT, ASK QUESTIONS, AND BOOM, IT'S ON THE AGENDA AND WE'RE ADOPTING IT.
AND THEN WE COME BACK LATER AND GO, WE SHOULDN'T HAVE DONE THAT.
AND SO THE WHOLE POINT OF THE, ONCE WE GET CAUGHT UP, I'D LIKE TO SEE IS GET IT, HAVE IT FOR A COUPLE WEEKS, HAVE A COUPLE ONE-ON-ONES WITH YOU, SHARE CONCERNS, THEN HAVE A WORKSHOP TO KIND OF GO AS A GROUP.
AND I THINK YOU'LL SEE LESS, AT LEAST FROM ME, YOU SEE MAYBE I, I MEAN, SO WHAT WE, WHAT WE HAD EXPECTED TO DO WAS TO RUN YOU THROUGH THE MAJOR CHANGES FOR YOU TO HIGHLIGHT, TO PAY ATTENTION TO.
THEN YOU GO DIGEST IT AND THEN COME BACK WITH YOUR ISSUES SO WE COULD RESOLVE THEM.
UM, BUT BASICALLY, I MEAN, IF IT, IT'S FINE, WE CAN DO IT THE OTHER WAY AROUND WHERE WE SEND IT OUT FIRST AND THEN WE WORKSHOP IT.
IT'S JUST THAT THE INTENT WAS TO WAS TO MAKE YOU AWARE OF WHAT THE PREDOMINANTLY BIGGER CHANGES ARE TO DRAW ATTENTION TO THEM.
SO THAT WAY YOU KNOW WHERE TO FOCUS YOUR, YOUR MENTAL POWER.
IT TAKE FOUR, FIVE MINUTES TO READ.
[01:15:01]
SO MAYBE CAN WE STRUCTURE THESE MEETINGS LIKE THAT? LIKE CAN WE, BEFORE THE PRESENTATION STARTS HERE, HEY, WE ARE GATHERED TO GO OVER THE BULLET POINTS.WE ALL HAVE NOT HAD AN OPPORTUNITY TO READ THIS, BUT THIS IS THE AGENDA FOR THIS MEETING.
UM, AND ONCE WE FINISH WITH THAT, THEN UM, YOU KNOW, YOU GUYS CAN ASK YOUR QUESTIONS LIKE, CAN WE HAVE SOME PARAMETERS AROUND THE MEETING SO WE'RE NOT JUST I AGREE.
I MEAN, GET IN THE WEEDS AND THEN WE DON'T GET ANYTHING DONE.
REASON WHY WE HAVE THESE WORKSHOPS IS PUTTING INFORMATION IN FRONT OF US THAT WE HAVE NEVER SEEN BEFORE.
SO, AND THAT'S WHAT THEY DID TODAY.
I WOULD JUST LIKE PARAMETERS, I MEAN, WHETHER THAT'S COMING FROM YOU MAYOR OR YOU, I'VE ASKED BEFORE TO HAVE ALL PRESENTATIONS BEFORE COUNCIL MEETING.
I'VE ASKED BEFORE TO HAVE ANYTHING MAJOR BEFORE WE HAVE IT BECAUSE WE HAVE A TENDENCY AS A COUNCIL TO, IN THE PAST, NOT READ ANYTHING AND PASS IT.
AND WE, THERE, WE HAD A DOCUMENT THAT CAME OUT LIKE 18 MINUTES BEFORE A MEETING AND WE VOTED ON IT JUST A MONTH AND A HALF AGO.
AND SO I'VE ASKED THAT REGULARLY BECAUSE I KNOW IT SURE IS I'M BREATHING IN TWO WEEKS, WE'RE GONNA BE ASKED TO PASS THIS.
AND I'M LIKE, THAT'S, I DON'T THINK TWO WEEKS IS ENOUGH TIME TO COMPLETELY, FOR US TO DIGEST A COMPLETE REWRITE OF OUR ENTIRE HR.
TO ME IT'S, YOU SEND IT OUT EARLY, SOME PEOPLE READ IT, SOME PEOPLE HAVE QUESTIONS.
I HAVE TIME TO GO, HEY, WHY ARE YOU DOING THIS? WHY YOU DOING THAT? WHAT'S THE STORY BEHIND THIS? OTHERWISE YOU HAVE A PRESENTATION.
WE LEAVE, WE VOTE IN TWO WEEKS.
SOMETIMES WE'VE EVEN VOTED THE SAME NIGHT ON SOMETHING THAT WE HAD A, UH, A WORKSHOP ON.
I MEAN I, I, I GENERALLY HAVE, HAVE, HAVE IMPLEMENTED A RULE THAT WE DON'T DO THAT.
SO WE OUGHT NOT TO BE WORKSHOPPING AND VOTING THE SAME NIGHT.
UM, BUT I'VE GOT, YOU KNOW, YEAH.
WHAT DO YOU CALL FLASHBACKS FROM
JUST, UH, BEFORE YOUR TIME FOR COUNCIL MEMBER BRIAN THOMPSON.
WE GAVE THIS OUT ON MARCH 2ND, UM, FOR THE COUNCIL MEMBERS TO LOOK OVER AND GIVE US COMMENTS.
UH, MAYOR DID SEND, UM, HIS COMMENTS TO CITY MANAGER AND I'M NOT SURE ABOUT THE REST OF THE COUNCIL MEMBERS.
I JUST WANNA POINT THAT OUT THAT, SO WITH Y'ALL'S FAULT,
BETTER BECAUSE WE'RE IS THE SECOND WORKSHOP? YEAH.
SO WE NEED TO A DO BETTER? NO, YOU WANT ME TO ADJOURN? YES, I WILL ADJOURN AT SEVEN 17.