[00:00:01]
WELCOME EVERYBODY.I'LL CALL TO ORDER THIS, UH, MEETING FIRST SESSION BETWEEN THE CITY OF MAYTOWN AND THE MAYTOWN MUNICIPAL POLICE ASSOCIATION THIS MONDAY, MARCH 28TH, 2020.
IT IS 2:30 PM AND WE'RE MEETING IN THE MAYTOWN CONFERENCE ROOM AT CITY HALL.
[1a. Consider confirming ground rules for the meet and confer sessions beginning on March 28, 2022, between the City of Baytown and the Baytown Municipal Police Association, Inc. ]
MOVE INTO ITEM NUMBER ONE, BUSINESS ITEMS NUMBER ONE A CONSIDER CONFIRMING GROUND RULES FOR THE MEET AND CONFER SESSIONS, BEGINNING ON MARCH 28TH, 2022 BETWEEN THE CITY OF BAYTOWN AND THE BAYTOWN MUNICIPAL POLICE ASSOCIATION, INC.ALRIGHT, UM, SO BROUGHT A COUPLE OF COPIES AND UM, I HAVE TWO FIRST SIGNATURE THAT ARE CLEANER THAN THESE.
SO, UM, I WILL PASS A COUPLE OVER TO Y'ALL'S SIDE.
THESE ARE THE SAME GROUND RULES THAT WE FINALLY SIGNED OFF ON LI LAST TIME.
UM, SO NO CHANGES FROM WHAT WAS SIGNED AFTER DISCUSSION LAST TIME.
THE ONLY THING I WOULD ADD IS ON NUMBER ONE, THE VERY LAST SENTENCE.
EXCEPT BY MUTUAL AGREEMENT OF THE PARTIES.
MEANING THAT IF WE'RE SITTING HERE AND SOMEBODY BEHIND YOU NEEDS TO SAY, HEY, HERE'S WHY WE'RE DOING THIS, OR THEY CAN ANSWER A QUESTION ABOUT THIS OR THAT, OR WHATEVER.
THAT EITHER SIDE WOULD ACKNOWLEDGE SOMEBODY ELSE IN THE ROOM TO ADDRESS THE TOPIC IF WE AGREE ON THAT.
NOT JUST TO SPOUT OFF, BUT OKAY.
HE CAN EXPLAIN TO YOU WHY AND YOU SAY, OKAY.
AND HE, SO AS LONG AS THE BARGAINING TEAM ACKNOWLEDGES THE RELEVANCE OF, OF THE PERSON IN THE ROOM WHAT THEY'RE SAYING.
AND IT WASN'T AN ISSUE LAST TIME.
WE CAN SAY WE'VE ALWAYS KIND OF DONE THAT.
WE TURNED TO THE CHIEF A HALF A DOZEN TIMES.
CHIEF, WHAT DO YOU THINK ABOUT THIS
BUT ANYWAY,
EXCEPT AS MUTUALLY AGREED BY THE PARTIES.
ANYTHING ELSE? THAT'S ALL I HAVE.
DIDN'T, UM, DO WE WANNA BREAK? WHOA, WHOA.
UM, DO WE WANNA BREAK? AND I CAN MAKE THAT CORRECT REAL QUICK AND COME BACK AND SIGN.
OR DO WE WANT TO MOVE ON AND SIGN IT? WE CAN MOVE ON OR YOU CAN JUST HAND WRITE IT IN THERE REAL QUICK AND WE'LL JUST LET AND GET GOING.
SO IT SAYS, ACCEPT IS MUTUALLY AGREED BY THE PARTIES.
[00:05:01]
I'LL INITIAL THAT SWEAT SHEET.I HAD A PERSONNEL THING TO TAKE CARE OF
IT'S A GOOD, IT'S A GOOD THING.
I'M ON KETO AND TRYING TO LOSE WEIGHT.
GOT THAT ARDUOUS TASK OUT THE WAY.
[1b. Consider the Baytown Police Association's meet and confer proposals]
MOVE ON TO ITEM ONE B.CONSIDER THE BAYTOWN POLICE ASSOCIATIONS MEET AND CONFER PROPOSALS.
SO THE ONES IN BLACK ARE THE ONES THAT YOU'RE CHANGING.
UH, THE ONES IN GREEN ARE ACTUALLY THE ONES THAT ARE GONNA BE CHANGED.
MAKE IT USEFUL THINKING
SO WE CAN MOVE ON TO ARTICLE FOUR, RIGHT? THAT'S CORRECT.
IF WE CAN, WE'D LIKE TO START WITH AN OPENING STATEMENT.
AND THEN I BELIEVE WE STILL NEED TO TA ON THE ONES AND CHANGE SINCE THIS IS A NEW ONE, CORRECT? MM-HMM
ON BEHALF OF THE POLICE ASSOCIATION, WE'D LIKE TO THANK YOU FOR MEETING WITH US AND AN EFFORT TO CREATE AN AGREEMENT THAT BENEFITS ALL OF US.
WE RECOGNIZE THE PARTNERSHIP THAT WE HAVE CREATED WITH THE CITY AND WE TRULY APPRECIATE IT.
THIS YEAR WE COME TO YOU NOT SIMPLY LOOKING FOR TO MAKE MORE MONEY, BUT TO SOLVE A CRISIS.
WE NEED YOUR UNDERSTANDING AND MORE IMPORTANTLY, WE NEED YOUR HELP.
OUR CURRENT SHORTAGE IS ALREADY AFFECTING OUR ABILITY TO SERVE OUR CITIZENS.
THIS SHORTAGE IS PROJECTED TO WORSEN IN THE NEXT FEW YEARS.
IF WE DON'T BEGIN TO ADDRESS THE ISSUE, WE MAY END UP IN A PROBLEM THAT BECOMES FOREVER PRESENT.
WE CURRENTLY HAVE 158 SWORN OFFICERS WITH 17 VACANCIES.
WE HAVEN'T HAD THIS FEW OF OFFICERS SINCE 2016.
AND THE DEMAND FOR OFFICERS IS ONLY GROWING WITH A CITY THIS SIZE.
THE DAYTIME POPULATION WE HAVE, OUR DEPARTMENT SHOULD BE WELL OVER 200 OFFICERS.
WE HAVEN'T ASKED FOR MORE OFFICERS SINCE 2017.
'CAUSE WE SIMPLY CANNOT FILL THE CURRENCIES OR THE VACANCIES THAT WE HAVE OVER THE NEXT FIVE YEARS.
[00:10:01]
25 OFFICERS JUST TO RETIREMENT.AS A PROFESSIONAL ORGANIZATION, WE RECOGNIZE THE NEED TO MAINTAIN OUR HIGH STANDARDS IN A HIRING PROCESS, BUT WE ALSO RECOGNIZE THAT FOR US TO ATTRACT THE BEST QUALIFIED CANDIDATES WE HAVE TO OFFER BENEFITS THAT OTHER AGENCIES DON'T.
THE ARTICLES WE WILL BE PRESENTING TO YOU ARE CENTERED AROUND RECRUITING AND RETAINING HIGHLY QUALIFIED OFFICERS.
WE RECOGNIZE THAT THESE PROPOSALS ALL HAVE BUDGETARY IMPACT TO THE CITY, BUT THEY'RE NOT A RANDOM MONEY GRAB.
WE BELIEVE IN THE MEN AND WOMEN OF THIS DEPARTMENT AND OUR MISSION TO THE CITIZENS OF THE CITY, OF THIS CITY.
WE'RE ASKING YOU TO HELP US FULFILL OUR MISSION BY GIVING US THE TOOLS AND RESOURCES THAT WE NEED.
WE LOOK FORWARD TO WORKING TOGETHER WITH YOU TO ADDRESS THESE CONCERNS AS PARTNERS.
I BELIEVE THAT WE HAVE THE MEANS TO SOLVE A CRISIS AND TO GIVE THE CITIZENS WHAT THEY DESERVE.
PROFESSIONALISM, DIGNITY, AND RESPECT.
YOU WANNA TAKE THESE IN ORDER? ARTICLE FOUR.
DO WE WANNA START WITH ONE AND GO AHEAD AND TA ON THOSE? WE COULD ALREADY COME BACK.
WHAT ARE YOUR PREFERENCES? YOU WANT TO JUST GO AHEAD AND THAT CAN BE EASIER TO TA ON THE ONES THAT WERE, THERE'S NO ISSUES.
SHOULD WE DO THAT? SO ARTICLES 1, 2, 3, 5.
WE DIDN'T WANT TO PRESUME THAT Y'ALL DIDN'T HAVE ANY CHANGES TO THOSE.
I WAS GONNA SAY 25 THROUGH 28.
WE GO AHEAD AND DO, I'LL GO PRONOUNCE TA.
WELL THEN LET'S JUST GO AHEAD AND LET'S MOVE, LET'S MOVE FORWARD THEN WE'LL PRINT THOSE OFF AND WE'LL GET IT.
SO, UH, LET'S, LET'S GO ON TO NUMBER FOUR.
SO WE HAD, WE PREVIOUSLY AGREED TO A, UH, ACADEMY TUITION, UH, REIMBURSEMENT.
IS THAT WHAT THIS IS? CORRECT.
THE ONLY DIFFERENCE HERE IS JUST THE WAY IT'S PAID OUT.
YOU GONNA SEE ANY ISSUES WITH THIS? REMIND ME WHAT WE'RE DOING RIGHT NOW AND IT, AT THE END OF PROBATION, THEY, THEY CURRENTLY GET, UM, THE $1,500 THAT'S PAID BACK OVER, I BELIEVE IS 26 PAYCHECKS THAT ARE CUT OUT EQUALLY AFTER THAT.
SO THIS GETS THE MONEY MORE IMMEDIATELY TO THE CORRECT.
THAT'S KIND OF HARDLY NOT NOTICEABLE IN YOUR PAYCHECK.
AS WELL AS THIS IS THE MONEY THAT THEY'VE ALREADY PAID FOR THE ACADEMY THEMSELVES.
SO WE CAN, DO YOU GUYS HAVE ANY COMMENTS ON THAT? ALRIGHT, UH, LET'S, LET'S GO AHEAD AND LOOK AT ARTICLE SIX, WHICH IS $7,500 FOR, UM, PER OFFICER WITHIN THE STATE OF TEXAS, $10,000 OUTSIDE AND THEN THE RATE OF DISBURSEMENTS DISCUSSED WITH EACH ONE OF THOSE, CORRECT? YES SIR.
UM, WHAT HAVE YOU GUYS BEEN FINDING WITH OTHER JURISDICTIONS? IS, IS THIS MORE IN ALIGNMENT WITH WHAT OTHERS ARE CURRENT? IS THIS WHAT THE COMPETITION'S DOING? ACTUALLY IT'S ON THE KIND OF THE LOW SIDE.
YEAH, WE CAN ANECDOTES OF AGENCIES THAT ARE DOING A LOT MORE, BUT THEY'VE GOT A LOT MORE RESOURCES TOO.
SO, UH, THERE'S, THERE'S A RECRUITING CRISIS LAW POINT NATIONWIDE.
WE ARE, WE ARE TRYING TO STEAL OFFICERS FROM OTHER STATES.
YOU CONSIDER ALSO THAT, UH, YOU KNOW, NOBODY COMES, COMES OVER WITHOUT LOSING THEIR SENIORITY.
SOME OF THE POWER AUTHORITY AND, AND INFLUENCE THAT THEY HAD IN THAT PREVIOUS AGENCY.
AND SO IT'S MORE A WEIGHTIER DECISION, YOU KNOW.
CAN Y'ALL GIVE A LITTLE MORE BACKGROUND ON WHY THE DIFFERENCE
[00:15:01]
BETWEEN THE INSTATE AND OUT STATE? WHAT'S THE REASONING BEHIND THAT? A COUPLE OF DIFFERENT THINGS.ONE IS BECAUSE THEY ARE STILL GONNA HAVE TO GO THROUGH SOME SORT OF A TRAINING PROCESS IN THE STATE OF TEXAS, THEY HAVE TO QUALIFY THROUGH WHAT IS KNOWN NATIONALLY AS A POST IN TEXAS, WE CALL IT THE TEXAS COMMISSION ON LAW ENFORCEMENT.
UH, SO THEY HAVE TO EITHER CHALLENGE THE TEST OR GO THROUGH A SEPARATE ACADEMY.
ONCE THEY GET HERE, THERE'S ADDITIONAL MOVING EXPENSES, ET CETERA.
YOU KNOW, PLUS WE'RE COMPETING WITH OTHER STATES INTERNALLY.
WE'RE COMPETING WITH AGENCIES WITHIN TEXAS OUT-OF-STATE, CALIFORNIA JUST PASSED SOMETHING THROUGH THEIR LEGISLATURE WHERE THE STATE IS ACTUALLY FUNDING THEIR RECRUITING FOR OUT-OF-STATE OFFICERS.
SO WE'RE TRYING TO, AND THE STATE OF TEXAS ISN'T ABOUT TO DO THAT FOR US.
DEALING WITH THE SAME PRODUCT AS CALIFORNIA.
SO IT'S EASIER TO, I I NEVER SAY, I'M SORRY IF I SAY CALIFORNIA, I'M SORRY.
THAT'S THE FUNDING IT INTERNALLY THE STATE'S FUNDING.
SO IT'S MORE ALONG THE LINES OF JUST, YOU THINK IT JUST TAKES A LITTLE EXTRA MONEY TO GET SOMEBODY FROM OUT OF STATE OR THAT DECISION MOVING OUT, MOVING FROM ONE STATE TO TEXAS VERSUS MOVING INTERNAL TEXAS.
I MEAN, FOR A LOT OF PEOPLE LOOKING AT OUR CHIEF, YOU DIDN'T HAVE TO GO THROUGH.
NOT THAT I WAS JUST, IN MY HEAD, I WAS LIKE AN INTERNAL CANDIDATE WHO'S ALREADY CERTIFIED WOULD BE MORE ENTICING.
SOMETHING ELSE THAT CAME UP OVER LUNCH, AND THIS IS, I I'M NOT REALLY BEING FLIPPED.
THIS IS LIKE, IN ALL HONESTY, SOMEBODY WHO COMES FROM INSIDE THE STATE OF TEXAS, THEY KNOW THEY'RE MOVING INTO HARRIS COUNTY AND THEY'RE GONNA DEAL WITH THE COURT SYSTEM AND THE DA THAT WE HAVE SOMEBODY COMING FROM OUT STATE.
WE MIGHT BE ABLE TO SNOOKER THEM WHEN THEY DON'T REALLY REALIZE.
I WAS GONNA SAY, YOU'RE TRYING TO TRICK 'EM.
BE ABLE TO HANG ON TO 'EM TRICK.
WELL, YOU KNOW, SOUNDS WEIRD, BUT I WILL BE CONSIDERING WHETHER THEY OUGHT TO BE ACTUALLY EQUAL AT 10.
I, I'M VERY SERIOUS ABOUT RECRUITING AND UNLESS THAT DISENCHANT SOMEBODY FROM OUTTA STATE BECAUSE THEY KNOW THEY'RE GETTING THE SAME AS SOMEBODY IN STATE, I, I, UH, I WANT TO GET VERY SERIOUS ABOUT ATTRACTING PEOPLE TO OUR COMMUNITY.
EXPERIENCED OFFICERS WE MAY REQUIRE, WE ARE REQUIRING, YOU KNOW, OFFICERS THAT ARE ALREADY CERTIFIED.
THEY'RE ALREADY, THEY'RE ALREADY OFFICERS.
THEY DON'T HAVE TO BE TRAINED.
THEY'RE NOT, YOU KNOW, UH, THAT'S A BIG, THAT'S A BIG DEAL.
LEARNING CURVE'S A LITTLE BIT SMALLER.
I DON'T KNOW IF I CAN DO IT LIKE I SAID, BUT IT, BUT CERTAINLY I'M A BIG BELIEVER IN, IN THIS AREA.
ARTICLE SEVEN IS ALTERNATIVE HIRING PROVISIONS.
AND TELL ME, TELL ME WHAT THIS IS ABOUT.
ONE, IT IS TWO CURRENTLY WE HAVE A TWO TO ONE SYSTEM WHERE AN OFFICER FROM ANOTHER UH, DEPARTMENT WOULD COME OVER.
IF THEY HAD 10 YEARS THERE, WE WOULD GIVE THEM FIVE YEARS OF CREDIT.
HERE WE'RE LOOKING TO CHANGE THAT TO A ONE-TO-ONE SYSTEM WHERE FIVE YEAR OFFICER COMES OVER WITH FIVE YEARS EX, UM, PAY WISE HERE.
UM, 'CAUSE THEY DON'T GET THE SAME SENIORITY SO THEY ARE LOSING THAT.
SO WE'RE AT LEAST TRYING TO BRING 'EM OVER.
AND WHAT THAT PAY RATE WOULD BE IS THAT THEY'VE ALREADY HAD THAT SAME EXPERIENCE, UM, ELSEWHERE.
SO WE CURRENTLY HAVE UM, A NINE STEP PROCESS AND WE'RE TRYING TO FOREGO THE FIRST TWO STEPS THAT WAY THAT HIRING UM, AMOUNT IS HIGHER TO ATTRACT MORE OFFICERS HERE AS WELL.
PRINTED UP TO SEVEN YEARS OF SERVICE.
YEAH, SO IT CURRENTLY JUST A TWO TO ONE AND A NINE YEAR TOP OUT AND A NINE YEAR TOP OUT.
WE'RE ASKING ONE TO ONE SEVEN YEAR TOP OUT.
ONCE AGAIN, WE'RE TRYING TO GO AFTER THOSE QUALIFIED OFFICERS THAT ALREADY HAVE THE EXPERIENCE TO BRING THEM HERE.
UH, ONE IS LESS DOWNTIME IN REGARD TO THE TRAINING ASPECT.
UM, AND WE JUST HAVE TO TEACH THEM THE BAYTOWN, THE BAYTOWN WAY IS, WHAT DID WE SAY? OKAY, I GOT IT.
WHAT WE'VE ADDED TO THAT IS FOR THE OUT STATE, UH, CLEARLY THAT COST IS UH, MUCH HIGHER UM, FOR THOSE GUYS.
AND SO WE JUST ASKED FOR $4,000 FOR THE OUT STATE, UH, OFFICERS THAT MOVE HERE TO THE CITY LIMITS.
UH, WE ARE JUST ASKED TO INCREASE THAT AS WELL IN REGARDS TO A CLOSING COST.
WE KNOW ONE OF THE LOCAL OR RECENT STOCK STUDY, SORRY, UH, HAS SHOWN THAT THEY WANT OFFICERS LIVING HERE IN THE CITY AND WE THINK THIS IS ONE WAY TO ATTRACT THEM HERE TO THE SEA LIMIT AS MANY TIME AS WELL.
[00:20:04]
AND THIS IS INCORPORATED BAYTOWN, NOT ETJ OR ANYTHING? CORRECT.ONCE AGAIN, THIS IS FOR THOSE OFFICERS THAT LIVE HERE WITHIN THE CITY LIMITS, UH, WOULD GET THIS MONTHLY CREDIT.
UM, ONCE AGAIN IT'S JUST INCENTIVIZING THOSE TO LIVE HERE WITHIN THE CITY LIMITS.
PROPERTY TAX EXEMPTION PROTOCOL.
GO HAND IN HAND WITH BOTH OF THOSE.
TRYING TO BRING MORE OFFICERS HERE TO THE CITY.
NOT JUST COMING TO WORK BUT LIVE HERE AS WELL.
ANY QUE GUYS, JUST STOP ME IF YOU HAVE ANY QUESTIONS ALONG, JUST FOR CLARIFICATION.
PRESUMABLY THAT DOESN'T EXIST CURRENTLY.
UM, IN REGARDS TO WHICH ONE SIR? WATERMARK THAT IS THERE? NO, THOSE ARE BRAND NEW ARTICLES.
THE CLOSING COSTS IS WE DO HAVE THAT ONE CURRENTLY.
I THINK WE ALL KNOW THE HOUSING MARKET IS PRETTY HIGH RIGHT NOW.
ANY OFFICER WITH 20 YEARS OR MORE SERVICE WHO ARE, WHICH THE CITY WOULD BUY BACK ANY UNUSED BASED ON THE OFFICER'S YEARS OF SERVICE OFFICER CALL FOR MINIMUM TWENTY, TWENTY FOUR YEARS.
THIS ISN'T TO INCENTIVIZE PEOPLE TO RETIRE.
THIS IS ACTUALLY HONESTLY TO TRY TO KEEP 'EM HERE LONG, AS LONG AS WE CAN.
UM, AND NOT TO GET THEM TO BURN THEIR TIME OFF.
WHAT WE'RE LOOKING AT FACING IS, LIKE I SAID EARLIER, IS THAT IN THE NEXT FIVE YEARS IS 25 OFFICERS, IT'S GONNA BE ONE THIRD OF THE DEPARTMENT THAT WE'RE LOOKING TO LOSE IN THE NEXT 10 YEARS.
UM, WE'RE TRYING TO PUSH THOSE OFFICERS TO THAT FULL 30 YEARS.
UM, AS LONG AS WE CAN, UH, TO ENSURE THAT WE UM, GET FULLY STAFF BEFORE THESE OFFICERS HIRE A RETENTION TACTIC.
WE ALL KNOW WHERE HEALTHCARE IS GOING AND WHERE IT'S COME FROM.
UM, I LIKE TO SAY WE CAME UP WITH THIS GREAT IDEA BUT IT'S ACTUALLY TAKEN FROM CORPUS CHRISTI AND WHAT THEY DO, UM, THEY PROVIDE THIS ACCOUNT FOR THEIR OFFICERS AND IT'S A WAY FOR THEM TO THEN BUILD THIS ACCOUNT UP OVER THE YEARS OF SERVICE.
THAT WAY WHEN THEY RETIRE FROM THE CITY OF BAYTOWN, THEY HAVE AN ACCOUNT SET ASIDE THAT BUFFERS THAT GAP TILL THEY GET TO WHAT? 65? I BELIEVE STILL THEY'RE 67 NOW UNTIL THEY'RE UNTIL MEDICARE.
ANY QUESTIONS? HOW IS TUITION REIMBURSEMENT? THERE'S A LONG WORD.
ONE, WE'RE TRYING TO FURTHER EDUCATE OUR OFFICERS TO GO AFTER UM, GETTING THEIR DEGREES AND STUFF LIKE THAT AND TO UM, HELP PROVIDE FOR THAT AS WELL
[00:25:23]
FOR COMPENSATION.WE'RE STILL WAITING ON THE NUMBERS.
UM, WE CURRENTLY HAVE IN THERE, UH, IS WHAT'S CURRENTLY THE, OR IT IS CURRENTLY THE 65 UH, PERCENTILE.
WE'VE ASKED TO MOVE TO THE 71.
WE JUST DON'T KNOW WHERE THOSE NUMBERS EVEN SIT AT RIGHT NOW.
THE NUMBERS THAT ARE PRESENTED UM, ARE FROM ACTUALLY LAST YEAR'S UH, CONTRACT AND AS WELL AS COLLAPSING THE STEPS, UH, FROM THE, FOR THE SUPERVISORS.
AND IF, I DON'T KNOW IF THERE'S A TIME THAT WE CAN EXPECT TO GET THE NUMBERS THAT WAY WE CAN GO OVER THOSE TODAY.
SO WITH COMPENSATION WE CAN PUT OFF TO A FUTURE MEETING AND CONSIDER THERE'S NO PROPOSAL WE MIGRATED AWAY FROM CONSIDERATION OF, YOU KNOW, OR A METHODOLOGY THAT SIMPLY USES A RANGE OF 75,000 TO 3000 PEOPLE ARE MUCH MORE MARKET DRIVEN TYPE OF CITY NOTES THAN I KNOW WHEN I FIRST CAME TO THE CITY.
YOU'RE SAYING THE MARKET HAS CHANGED? NO, NO.
I THINK WE ACTUALLY YEARS AGO FORMED A COMMITTEE THAT INVOLVED BOTH FOLKS FROM THE POLICE ASSOCIATION AND OUR FIRE UNION AND, AND THAT COMPENSATION COP STUDY FROM OUR LAST CONTRACT WHEN WE DID ALL THAT WORK AND THE WAY THAT WE FORMULATED THAT AND THE DEFINITION OF THE MARKET AND ALL THAT, WE ARE NOT CHANGING FROM THAT.
ARTICLE 16 IS THE OVERTIME CALCULATION AND THE ONLY THING UPDATED HERE IS THE DOUBLE TIME PAY FOR FOUR HOLIDAYS.
THOSE FOUR HOLIDAYS THAT WERE TAKEN AWAY FROM OFFICERS BEING WITH THEIR FAMILIES.
THE TYPICALLY THE FOUR THAT YOU LOOK BACK AT WHEN YOU, YOUR LOVED ONES PASSED AND SAID I WAS STUCK AT WORK THIS DAY DOING X, Y, AND Z INSTEAD OF BEING WITH MY LOVED ONES.
HOPEFULLY INCENTIVIZE THOSE COME TO WORK AND NOT BURN THAT TIME AS WELL.
NO, I'M LOOKING AT BILINGUAL PAY ALSO.
SO IS I
IT SHOULD BE PER MONTH ARE IN THERE.
WE CURRENTLY ONLY OFFER IT, ONLY OFFER IT TO UM, SPANISH.
WE BELIEVE IT SHOULD BE OPEN UP TO EVERYBODY.
UM, AND THAT, THAT'S ACROSS THE BOARD.
THAT'S WHAT A LOT OF DEPARTMENTS ARE DOING AS WELL AS WE RUN INTO DIFFERENCES OUT HERE THAT SPEAK MORE THAN JUST SPANISH THAT WE HAVE TO UTILIZE.
I THINK THERE'S A FINITE NUMBER OF LANGUAGES TO BE SURE, BUT YOU KNOW, YOU'LL WANT A PAPER URANIUM.
YOU KNOW WE MIGHT HAVE AT SOME POINT HERE ONE DAY HERE SOON AND WE WOULD BE OPEN TO, IF Y'ALL HAVE A LIST OF PREFERRED LANGUAGES TO LOOK AT.
I THINK WE PROBABLY ON IS NOT ONE OF THEM BY THE WAY.
ARTICLE 18 ADJUSTMENTS IN THE YES.
ADJUSTMENTS TO THE CERTIFICATION PAY.
ONCE AGAIN, THIS IS STOLEN DIRECTLY FROM HARRIS COUNTY WHO GOES AFTER EXPERIENCED OFFICERS, UM, IS GOING DIRECTLY WHAT THEY DO.
UM, AS WELL AS SOME OF THE OTHER SURROUNDING ONES FROM OUR COMPARISON.
WHICH IS ALSO IN LINE THEN WITH THE ARTICLE OF 19.
NOT TO JUMP AHEAD, BUT THE EDUCATION PAY AS WELL IN HOPES OF GETTING THOSE EXPERIENCED OFFICERS TO COME HERE.
[00:30:02]
ASSIGNMENT PAY.WE HAVE BROKEN INTO TWO DIFFERENT CATEGORIES.
UH, WE HAVE GROUP ONE AND GROUP TWO, GROUP ONE.
UM, OR YOUR, I GUESS YOU COULD CONSIDER HIGH RISK.
THEY'RE ON CALL 24 HOURS A DAY.
THEY HAVE A LITTLE BIT MORE TRAINING, UM, RISK THAT GOES INTO THEIR, UH, PREFERRED JOB ASSIGNMENT.
UM, AND THEN GROUP TWO, UH, THOSE ARE THE ONES THAT GO ABOVE AND BEYOND STILL THAT THAT PATROL OFFICER, THAT REGULAR OFFICER THAT PROVIDE THE CITY A LITTLE BIT MORE, UM, THAN JUST THE GUY THAT SHOWS UP FROM HIS NECESSARILY NINE TO FIVE BUT SIX TO SIX SCHEDULE.
ONCE AGAIN IT'S JUST THEY PICK ONE OF THOSE.
UM, AND THEY DON'T, NOT FOR EVERY, I MEAN WE DO HAVE SOME OFFICERS THAT UH, PARTICIPATE IN A LOT OF DIFFERENT PROGRAMS BUT IT'S ONLY ONE.
YOU GUYS OPEN TO MIGRATING ANY OF THESE OVER HERE? YEAH, I GUESS IT WOULD JUST BE WHICH ONES OF THOSE WOULD Y'ALL WOULD CONSIDER OR YOU WANT DO JUST A COUPLE JUST CATCH MY ATTENTION VERY QUICKLY OF MENTAL HEALTH FOR EXAMPLE? YEAH, I MEAN IT'S SOMETHING WE COULD DEFINITELY UH, MOVE OVER ONE GROUP OR THE OTHER.
IS IT ONLY ONE FROM EITHER GROUP OR ONE UNDER EACH GROUP? JUST ONE FROM EITHER GROUP.
WHATEVER THE HIGHEST HIGHER ONE IS.
SO FOR EXAMPLE, IF YOU HAVE AN OFFICER THAT'S A CANINE OFFICER BUT ALSO UM, LET'S JUST SAY MENTAL HEALTH THEN TOO, UM, HE WOULD THEN GET THE CANINE PAYMENT, NOT THE ADDITIONAL UH, MENTAL HEALTH AS WELL.
FIELD TRAINING PROGRAM PAY, WE'RE ASKING FOR AN INCREASE FOR THE FIELD TRAINING OFFICERS, UM, AS WELL AS THE FIELD TRAINING SUPERVISORS AND COORDINATOR THAT WE CURRENTLY, I BELIEVE, I THINK IT'S $150, UH, IS WHAT WE'RE PAYING RIGHT NOW TO THE FIELD TRAINING, UH, OFFICERS.
UM, AND THEN NOTHING FOR SUPERVISORS OR WORK COORDINATORS.
I HAVE TO TAKE ON THAT RESPONSIBILITY AS WELL.
WE CURRENTLY DO NOT HAVE ANYTHING IN PLACE, UM, ON HERE.
ALSO WE HAVE BROKEN DOWN THEN WHAT THE DAYS OR THE HOURS WOULD BE CONSISTENT OF FOR EACH ONE OF THOSE.
ONCE AGAIN, THIS IS TAKEN DIRECTLY FROM A LOT OF POLICE DEPARTMENTS AS WELL AS THE, EVEN THE PRACTICE SECTOR THAT OFFERED HAPPENED SINCE YEARS AGO.
I REALIZE WE'RE GOING BACK TO THE BACK IN DAY WHEN I WAS HERE BACK IN THE, SO THIS WOULD BE IN ADDITION TO WHATEVER OTHER RACE? CORRECT.
DETERMINED BETWEEN BEFORE THOSE PATROL PATROL OFFICERS DAY, EVENING NIGHT, THAT'S ALL OF OUR OFFICERS, CORRECT? WELL PATROL OFFICERS, YES SIR.
SO WE DON'T CURRENTLY HAVE AN EVENING SHIFT THAT WAS PUT IN HERE JUST IN CASE IF FOR SOME REASON OUR SHIFTS DO CHANGE DURING THIS CONTRACT, WE HAVE SOMETHING TO COVER IT.
YOU WOULD'VE TO BE A UNIFORM PATROL OFFICER NOT OPERATION PATROL IT NARROW.
YEAH, IT'S JUST FOR PATROL OFFICERS, UNIFORM GUYS AND MARK OURS.
AND IF YOU HAVE SOMEBODY ON THE NIGHT SHIFT AND THEY'RE REASSIGNED TO DAY SHIFT SO YOU LOSE IT, THEY WOULD TRANSFER OVER TO A DAY SHIFT.
THE ONLY THING ADDED HERE IS THE PAYMENT.
UM, AND IT ALSO, UH, ERIC, THE PAYMENT BEING PAID OUT ONE TIME PAYMENT, UM, THIS IS STOLEN FROM ACROSS THE BRIDGE AND WHAT THEY DO.
UM, BUT ANOTHER WAY TO INCENTIVIZE OUR OFFICERS TO STAY AND LIVE A HEALTHY LIFE.
AND HOPEFULLY COST LESS ON INSURANCE ASSOCIATION VIEWS.
THIS IS AN INTERPRETATION, UM, THAT FROM JANICE THAT WE BELIEVE IS, UH, BEING INTERPRETED OR SHOULD BE
[00:35:01]
INTERPRETED A DIFFERENT WAY.AND THE FACT THAT THOSE SHOULD BE TAKEN OUT, UM, FROM OUR CHECKS.
UH, WE CURRENTLY RIGHT NOW HAVE TO HAVE ALL OUR MEMBERS SIGN UP EVERY YEAR TO BE PART OF THE MEMBERSHIP.
UM, WE THINK IT'S A VOLUNTARY THING TO START WITH WHEN THEY SIGN UP.
THEY CAN ALSO VOLUNTARY LEAVE AS WELL.
SO THIS, THIS IS SOMETHING WE'VE GRAPPLED WITH THE THEN BECAUSE THE ATTORNEY GENERAL DIDN'T WRITE AN OPINION BUT IT WAS A LETTER.
SO SOMETIMES THAT DOESN'T REALLY MATTER, DOES IT? I MEAN, SO, UH, OUR CITY ATTORNEY AT THE TIME, KAREN HAD INTERPRETED THAT LETTER AS TO MEAN THAT IT WAS REQUISITE THAT OUR ASSOCIATION'S UNION SIGN UP EVERY YEAR.
I THINK I REACHED A, A COMPROMISE THAT I'LL, I'LL KIND OF TALK TO YOU GUYS A LITTLE BIT LATER, LATER, BUT I WANT TO DISCUSS WITH OUR TEAM THAT'S KIND OF A HYBRID OF THAT, WHERE I THINK IT KEEPS THE SPIRIT OF WHAT THE ATTORNEY GENERAL IS LOOKING FOR, BUT UH, IT PROVIDES US WITH A LITTLE MORE, UH, I GUESS EFFICIENCY AND PROCESSING THE DUE.
SO IT'S KIND OF MEET YOU IN THE MIDDLE TYPE OF THING.
BUT I TALKED TO KAREN BEFORE SHE LEFT ABOUT THIS AND SHE SEEMED OKAY AT THAT TIME.
SO I'LL TALK ABOUT OUR TEAM TO OUR TEAM ABOUT THAT.
WELL I KNOW WHAT THE ISSUE YOU'RE TALKING ABOUT FIRE GUYS.
AND IT IS A PAIN BECAUSE GUYS WAIT UNTIL THE 11TH HOUR, 59TH MINUTE TO SIGNED UP AND MEANWHILE THE ENTIRE ASSOCIATION'S SWEATING.
THEY'RE NOT GONNA BE ABLE TO DO, THEY GOT 80% OF THE GUYS HAVEN'T SIGNED UP YET.
NO MATTER HOW MUCH YOU NAG 'EM, THEY WAIT UNTIL THEY, YOU KNOW, THEY PROBABLY DID THAT WITH THEIR HOMEWORK BACK IN THE SCHOOL.
I GUESS PROCRASTINATION IS THE OFFICIAL STANDARD.
PROCRASTINATION IS JUST HORRIBLE.
ALL THOSE ARE ALREADY THERE TO GO AND DURATION OF THE AGREEMENT.
ONE MORE CHANCE TO DO MEETING.
YEAH, THERE'S ONE ARTICLE THAT WE'D LIKE TO TABLE AND COME BACK TO AS REGARDS TO TESTING.
UM, THE WAY WE CURRENTLY DO TESTING, UH, WE'D LIKE AND WE NEED TO CHANGE IT TO DO A YEAR ROUND TESTING.
THAT WAY WE CAN CONSTANTLY BE, UH, TRYING TO FILL THESE VACANCIES OH.
SET UP THE WAY WE CURRENTLY HAVE IT SET UP, UM, AND ONLY GETTING IN, IN MAYBE TWO TESTS A YEAR.
SO IF Y'ALL CAN, OR IF Y'ALL ARE OPEN TO THE TAP AGAIN, RUN THAT BY ME AGAIN.
WE'D LIKE TO CHANGE THE SYSTEM IN WHICH WE DO IT.
WE CURRENTLY RUN IT TO WHERE WE ONLY DO LIKE TWO TESTS A YEAR.
WE'D LIKE TO DO A YEAR ROUND, UM, TESTING.
AND THAT WAY WE CAN ACTUALLY, WHEN THE APPLICANT THEN APPLIES AND THEY MEET THE CRITERIA, WE CAN THEN MOVE THEM ONTO THE NEXT PROCESS OF THAT AND NOT WAIT UNTIL WE HAVE TO HOLD, UM, A, A LARGER TEST INSTEAD OF BEING, IT'S MORE CONTINUOUS TESTING INSTEAD OF IT BEING A COMPETITIVE PROCESS, JUST SIMPLY A PASS FAIL NELSON TYPE TEST.
YOU QUALIFY OR YOU DON'T TO START THE HIRING PROCESS AND THEN YOU DO ALL THE OTHER, OTHER WEEDING OUT PAST THAT.
SO WE WOULD BE FOLLOWING THE DPS MODEL BASICALLY.
SO WE WOULD BE DOING AWAY WITH THE CIVIL SERVICE PROCESS? CORRECT.
EVERYTHING ELSE WOULD STAY IN THERE AS FAR AS THE BACKGROUND CHECK AND THE INTERVIEW BOARDS AND EVERYTHING ELSE.
INSTEAD OF MAKING THEM COMPETE WITH ONE, WE'RE NOT GETTING ENOUGH PEOPLE TO COMPETE WITH ONE ANOTHER ANYWAY.
ANYBODY WHO WANTS TO APPLY, LET'S SEE IF, SEE IF THEY CAN PASS A NELSON, DENNY AND THEN START FROM THERE.
AND THIS IS GONNA TAKE A LOAD OFF OF HR IN PARTICULAR, BUT I THINK IT'S GONNA BE MORE EFFICIENT
WELL I MEAN WHAT WE DO WORKS IS VERY SLOW AND INEFFICIENT.
AND WE'RE NEVER GONNA DIG OUT OF A HOLE.
SO WE'RE LOOKING AT DOING THIS AS A WAY THAT WE CAN GET AHEAD OF THE CURVE.
BY HAVING THIS, AS LONG AS WE HAVE OPENINGS WE'RE TESTING.
SO, BUT IT'S GOING TAKE A LITTLE MORE RESEARCH BEFORE WE BRING IT TO YOU IN WRITING.
BUT JUST KNOW WE, WE ALL ARE GONNA BRING IN SOMETHING.
WE'LL BE FIGURE THAT OUT LATER.
WE DIDN'T ASK EARLIER, BUT I'M ASSUMING YOU'RE WANTING TO DO A MULTI-YEAR CONTRACT, CORRECT? I WANT DO THREE YEAR.
UH, DIDN'T OUR PAY PROPOSAL ACTUALLY SAY SOMETHING ABOUT A ONE YEAR AGREEMENT CURRENTLY HAS IN THERE JUST A ONE YEAR UNTIL WE AGREED UPON WHATEVER THAT TERM TIME WAS GONNA BE A THREE YEAR.
[00:40:02]
ALRIGHT.WE NEED TO GET SOME COMPENSATION, COMPENSATION INFORMATION BACK TO YOU.
AND, UM, WE ALSO NEED TO JUST WEIGH WHAT THE FISCAL, UH, IMPACTS OF ALL OF THESE ARC.
AND I THINK, I THINK WE HAVE A MIND AND, AND HEART TO, UH, TO DO WHAT IS SUSTAINABLE FISCALLY FEASIBLE.
WE JUST WANNA MAKE SURE THAT WHAT WE, OBVIOUSLY I SAY THIS EVERY, EVERY MEETING THAT WE HAVE, WE'RE GONNA DO WHAT WE CAN KEEP DOING, NOT JUST WHAT WE'LL MAKE EVERYBODY HAPPY ONE YEAR.
SO WE GOTTA BE ABLE TO KEEP DOING THIS AND JUSTIFY THAT AS PART OF AN ENTIRE ORGANIZATION.
AND THAT'S WHY I'VE GOT SMART PEOPLE LIKE VICTOR HERE THAT HAS SPREADSHEETS AND SEND BAR CHARTS IN HIS MIND.
HE CAN TELL ME EXACTLY WHERE, UH, HOW SUSTAINABLE ANY OF THESE THINGS ARE.
UM, ANYTHING ELSE THAT NEEDS TO BE DISCUSSED TODAY? DID WE WANT TO CAUCUS AND TRY TO TA ON ANYTHING? UM, WE'RE SCHEDULED.
WE'RE SCHEDULED TILL FOUR, SO I THINK WE 3 45.
AND I'VE GOT, LIKE I SAID, I'VE GOT ABOUT, UH, 25 MORE MINUTES TO DO THIS.
I WOULD LIKE TO DO THAT ACTUALLY.
AND WE COULD PROBABLY JUST GET, GET THROUGH A NUMBER OF THESE RIGHT NOW.
ARE YOU GUYS OKAY WITH THAT? UH, THERE'S FEW.
WELL, NO, THERE ISN'T ACTUALLY.
DO, DO YOU GUYS WANNA GO TAKE A SEAT OUT THERE FOR A MINUTE? WE'LL GO TO THE OTHER MEETING ROOM DOWN HALLWAY.
WE ARE RECONVENE INTO OUR MEETING HERE STILL DISCUSSING ITEM ONE B, UH, BAYTOWN POLICE ASSOCIATION'S MEETING FOR, FOR PROPOSALS.
UH, WE ARE, WE ARE, UH, PREPARED TO TA ON, UH, A NUMBER OF, UH, ARTICLES.
ARTICLE ONE, ARTICLE TWO, ARTICLE THREE, UH, ARTICLE, ARTICLE FOUR, ARTICLE FIVE, ARTICLE 25, 26, 27 AND 28.
SO MIGHT HAVE TO SAY THE NAME FOR THE RECORD 'CAUSE THE NUMBERS ARE GONNA CHANGE, RIGHT WHERE THEY'RE GONNA NEED TO RENU.
SO ARTICLE ONE IS INTENDED PURPOSE.
ARTICLE TWO IS AUTHORITY AND RECOGNITION.
ARTICLE THREE IS PREEMPTION PROVISION.
ARTICLE FOUR IS REIMBURSEMENT OF ACADEMY TUITION.
AND, UH, ARTICLE 25 ON IS INTERNAL AFFAIRS COMPLAINT.
ARTICLE 26 IS COMPLETE AGREEMENT CLAUSE.
ARTICLE 27 IS SAVINGS CLAUSE, ARTICLE 28, DURATION OF AGREEMENT.
SO WE'RE RUNNING A TA ON THOSE.
UM, I WILL SAY ALL OF THEIR ARTICLES, UM, WE, UH, WE NEED TO RUN, YOU KNOW, WE HAVE TO, UH, WEIGH THEIR IMPACT BUDGETARILY ON AS A WHOLE.
AND SO WE WILL COME BACK HOPEFULLY THE NEXT MEETING AND BE ABLE TO SAY, WHICH IS WHICH.
I, UH, THERE WEREN'T VERY MANY OF 'EM THAT I FOUND, UH, INFEASIBLE.
I THOUGHT YOU GUYS HAVE DONE A GREAT JOB PUTTING THESE THINGS TOGETHER.
BUT, UH, WE, WE DO NEED TO AGAIN, WAIT TO SEE BUDGETARILY, WHAT IS SUSTAINABLE AND WHAT IS NOT.
AND IF WE CAN HAVE YOU SIGN, SIGN THOSE.
UH, WHY NOT? UM, I WROTE NO CHANGE ABOVE THE ONES THAT ARE NO CHANGE, JUST IN CASE THERE'S A TYPO IN THERE.
LET, LET ME TELL YOU AT LEAST ON ONE WHERE WE'RE COMING FROM AND THIS IS THE, UM, ON THIS ONE, THE INCENTIVE, THE SIGNING INCENTIVE, UM, I THINK IT NEEDS TO BE 10,000 FOR BOTH.
SO, UH, WE JUST WANNA STAY UNIFORM AT THE HIGHER LEVEL FOR BOTH.
SO THAT'S, THAT'S A GOOD ONE TO SAY.
OTHER THAN THAT, THE OTHER ONES, UH, YOU GUYS KNOW HOW, SHOULD KNOW HOW SERIOUS I AM ABOUT BEING ABLE TO RECRUIT EFFECTIVELY.
WE'LL DO WHAT IT TAKES, WHAT WE CAN AFFORD.
I'D RATHER GO HEAVIER THERE THAN LIGHTER SOMEWHERE ELSE IF WE HAVE TO IN TURN.
SO ABOUT SLAPPING MY HANDS ON THE TAPE, THAT'S UNACCEPTABLE.
[00:45:02]
UH, AND THEN THERE'S SOME MINOR LANGUAGE, UH, CHANGES, YOU KNOW, WHERE WE ARE OFFERING INCENTIVES.A LOT OF TIMES WE'RE GONNA WANT TO SEE SOME KIND OF COMMITMENT AND LONGEVITY TO, TO RECEIVE, RECEIVE THOSE.
UH, AND AGAIN, I THINK WHERE WE WERE WITH, UH, BILINGUAL PAY THAT WILL, THAT WILL LIKELY BE, UH, PROPOSAL COMING BACK TO YOU.
THAT WE LIMIT THOSE TWO LANGUAGES THAT WE HAVE ON OUR BALLOT OUT HERE BECAUSE I'M, I'M JUST NOT GONNA PAY FOR SLOVAKIAN.
I SPEAK PORTUGUESE, SO I I WOULDN'T EXPECT IT FOR ME EITHER.
YOU KNOW, BRAZILIANS WE HAVE OUT THERE, BUT IF YOU EVER RUN ACROSS ONE, I'M AVAILABLE.
OH, ME AND, UH, UH, SHARON ROSE OF OUR PLANNING, SHE'S A BRAZILIAN.
UM, OTHER THAN THAT, THAT'S ALL, THAT'S ALL WE HAVE RIGHT
[1c. Consider confirming the time and date for the next meet and confer session]
NOW, BUT WE LOOK FORWARD TO THE NEXT MEETING.IN FACT, THAT BRINGS US TO OUR NEXT MEETING, WHICH WE WERE PROPOSED TO BE ON APRIL THE EIGHTH AT ONE 30.
THAT'S, THAT'D BE TWO WEEKS FROM TODAY.
IT'S ACTUALLY A FRIDAY, FRIDAY, FRIDAY, FRIDAY.
IS THAT WHEN WE'VE ALREADY CHECKED YOUR BOOK, SIR? YOUR BOOKED.
GOT ON MY CALENDAR? UH, APRIL 8TH.
THAT'S A FRIDAY AT 1:30 PM HERE.
EVERYBODY OKAY WITH THAT? OKAY.
WITH THAT, SEEING THAT ALL ITEMS ON OUR AGENDA HAVE BEEN ADDRESSED, UH, I WILL ADJOURN THIS MEETING.