• 0:00 - 0:42 
All VE at international vice president, I happen to live in, uh, Thornton, Colorado, seven generation native did our state. Um, but I do work for the, at negotiating contracts with all of our public private, um, fixed drought, paratransit school, bus, light, rail, heavy rail, commuter rail, um, everything west of the Mississippi, California, Oregon, Washington, Idaho, Utah, Montana, Texas, Oklahoma, and here. Um, and again, I'm looking forward to assisting the local and trying to address the needs of not only retaining me, um, employees, but recruiting 'em cuz it's a tough time in transit, but proud to say I've been successful in working with groups throughout the country during this trying time and making it happen.

• 0:42 - 0:45 
So hope I continue. Continue that friend here.

• 0:45 - 0:46 
Thank you. Good job.

• 0:46 - 1:04 
Okay. I'm gonna be so Malone AU international vice president. I'm the newest, um, member of AU executive board. I'm here to negotiate on behalf of the union in hopes of getting a successful contract.

• 1:07 - 1:23 
I'm Terry Moore, vice of the union lunch mostly <laugh> no, it's just, we need to getable for everybody.

• 1:27 - 1:51 
Okay. Uh, Stephanie Miranda, senior HR journalist for the county. Um, I'm really excited to be a part of this to help continue to, uh, work with the great department and drivers that is the summit stage and to continue, um, the good relationship we already have. So, um, I'm Libby Leor for and secretary of Dean and I'm second everything's Scott and Mike and.

• 1:52 - 1:53 
Terry said.

• 1:53 - 1:55 
<Laugh> I'm Neils.

• 1:57 - 2:13 
I'm Dave Ross. I've worked for the stage for 20 years and seven months now. Thanks for all the full time, year round employment. I really appreciate it. And um, yeah, I just want to, uh, help rebuild this place. Hopefully I get a half an hour service back and uh, make the stage great again.

• 2:13 - 2:22 
Yeah. Uh, Toby weer, uh, assistant county attorney for summit county. Um, I'm here just in my capacity as the goal representation, both.

• 2:22 - 2:23 
For the stage as well as.

• 2:24 - 2:25 
The human resources department.

• 2:27 - 3:01 
I am Molly Boyd. I'm the HR director for summit county government. I've been here for almost 10 years. This is my third contract negotiation and then we also had a wage reopener so I'm here. I agree. I would love to get more employees at the county in general, but we would love to get the stage more employees and get back to our full service and just have a good, um, agreeable contract that's, uh, easy to read and, you know, make sure that everybody has the same inference from the contract and we walked away called happy.

• 3:02 - 3:32 
So the one thing I do request is I know we're getting here as the HR person. I just have to do this. Um, as the drivers know, we have something in our employee evaluation at summit county government that our, uh, expectation is that everyone is professional, courteous and kind at all times. And sometimes we're gonna have things that we agree on in this meeting and there's gonna be times that we have stuff that we don't agree on. And I just hope that the setting, the expectation that everybody being professional, courteous and kind can just lead us in a harmonious way to a good contract,.

• 3:33 - 4:14 
Outstanding that just segued us right into, uh, agree on ground rules. I'll throw some out that I like, but please tell me what, if any ground rules you'd like to have in these meetings. And that can change certainly as the meetings go on as well. So I feel like, um, first and foremost, being professional and courteous second, potentially talking over another person. Um, and that does sometimes require hand raising. I know it feels like kindergarten when we have to raise our hand, but you know, if we're not gonna talk over somebody and I'm, I'm waiting for someone to finish talking and you know, I think it's okay to, to raise my hand.

• 4:14 - 4:26 
I won't be too embarrassed. Hopefully you won't be either. It's not like there's a teacher here to call on you when you raise your hand. But at least to kind of be letting everyone know that I want to speak next might be a good way to go about it.

• 4:27 - 4:59 
Um, really that's it. Other than a question for y'all, um, you want a parking lot, meaning if someone goes down a rabbit hole and guess what, we're all human. We're gonna go down rabbit hole. That's just, that's what we do. Uh, when I go down a rabbit hole and you catch me going somewhere else and not staying on topic, um, should we have a parking lot where you say, whoa, Chris, let's put that in the parking lot and we'll either table it till next meeting or, or at the end of this meeting. Mm-hmm <affirmative> mm-hmm <affirmative> that's all I can really think of.

• 4:59 - 5:01 
What, uh, can you guys think of,.

• 5:03 - 5:04 
I typically, oh, go ahead.

• 5:05 - 5:19 
Oh, I thought you were talking about an actual parking lot. <laugh> I actually think that could be a benefit to recruit people, those that live in their cars, honest to God.

• 5:21 - 5:23 
Came up the recruiting idea.

• 5:25 - 5:56 
I was just gonna say, I typically don't agree to ground rules just because, um, I know in the past the parties used to like to keep it confidential and no talking, but I truly believe in transparency, not only for our members, but for the community and for everybody who stakeholders in this process will be affected by what we may care. But, you know, I agree to professional and courteous. That's always our intent. Um, but I know sometimes things can get passionate and mm-hmm <affirmative> I just know that the folks here on the committee who are part of the union right now are wearing their union hats.

• 5:56 - 6:10 
So I don't know if you implied that there's possible. Like if somebody had a passionate feeling about something and said something here that you may find to be out of line with your policy that you're not talking about looking at disciplining.

• 6:10 - 6:12 
For. I just make sure.

• 6:12 - 6:13 
That yeah, yeah,.

• 6:13 - 6:29 
Just our normal standard, not just at the county, but just as humans we should be. I agree. Professional and courteous to each other. There's nothing we can't talk out. I don't think, but no, I mean they're here on their own time and so we can't discipline them for something that's done in this meeting.

• 6:29 - 6:39 
Yeah. And I appreciate professional and courteous cuz I've had few people in the past, what few months on that side of the table, get physical with people on our side.

• 6:39 - 6:41 
Oh goodness. There be no physical.

• 6:42 - 6:48 
So I'm like, I don't know what's going on over there, but not with you all, but yeah. So I'm like, oh, it's been an interesting time, but.

• 6:48 - 6:50 
Well, shall I slide in some extra tables?

• 6:52 - 7:08 
We've always like in the negotiations that I've done in the past, it's always been very courteous and amicable. I think it's important that everybody has their opportunity to tell, say have their voice about something and to be, to be heard. That's why we're here.

• 7:08 - 7:10 
Absolutely. Yeah. I think we're good.

• 7:10 - 7:31 
Its good. Sounds great. To me. Sounds like we just said we'll be professional and courteous and potentially have a parking lot when mm-hmm <affirmative> Chris gets a little off track. Let's go down and rabbit. Okay. Well proposals from a I'll bring up. Uh, sure. There's other folks taking notes too. Keep me on track. And after this meeting, um,.

• 7:32 - 7:41 
So I can email you a copy. Okay. But I only made, I only had two for your side and I'll give you guys mine and then I'll email. Um, whoever would like,.

• 7:43 - 7:44 
I got a copy here kind of an.

• 7:45 - 7:46 
All forward, those this,.

• 7:48 - 8:12 
So I'll take notes also, but if anyone wants to help me take notes and then email me afterwards, I'll email something out to the entire group of what those proposals were just to make sure I get it right. So, um, starting with AU, we'll pull up that document, the list here and I'll start typing and.

• 8:13 - 8:18 
I can give you a copy of it cuz you're gonna be doing a lot of typing. Okay. If you want me to, I don't, I don't know how, oh,.

• 8:18 - 8:18 
That's the.

• 8:18 - 8:25 
Copy. And the other thing I would ask is you could, um, email us a copy of the notes that you take. If are you able to share 'em with the whole group?

• 8:25 - 8:32 
Okay. Well I might just, uh, save myself some keystrokes. The fact that you have it printed out is outstanding. Okay.

• 8:33 - 9:06 
Um, and if you have any questions as we move along, just please pause and I'll be happy to answer. 'em sometimes I tend to talk rather quickly, especially after having the whole hot coffee this morning on my way up. Um, but on the first page we're proposing that this contract take effect July 1st, 2022. Um, we haven't really talked about an extension agreement, but I would just, um, ask if the parties are in agreement that the current terms and conditions will continue in full force and effect until we, uh, reach a successor.

• 0:00 - 0:00 


• 9:08 - 9:08 
Okay.

• 9:09 - 9:12 
Why are we changing the July J to July 1st?

• 9:12 - 9:47 
Because this contract expired June 30th, 2022. So we're proposing that the first day after the expiration be the start of the new CBA. That's correct. Right. Did you did expire June 30th? Yes. Our and, and on our next proposal, I'll take out any sections that didn't have changes, but we are proposing no changes to article one, no changes to article two, article three, no changes.

• 9:49 - 9:57 
Article four management rights. I don't believe there are any changes. There.

• 9:57 - 9:58 
Are, there is a change.

• 9:59 - 9:59 
Okay. Let see.

• 10:07 - 10:11 
An article four, article four management rights. What section.

• 10:12 - 10:13 
B five that's D five.

• 10:15 - 10:21 
And I just wanna apologize too. When I converted this from the word document I was given, some of it came out weird. So my.

• 10:21 - 10:23 
A apologi that, yeah, that's probably it's understandable all this.

• 10:23 - 10:57 
So it looks like there's one in B3 as well. Yeah. So new language I've identified in bold font and then language we're proposing to take out abstract. So under B3 we're proposing to add and benefits and then under B five, you're correct. That we're proposing that in the event, there are any layoffs caused by subcontracting that those would be delayed instead of by three weeks by 60 days.

• 0:00 - 0:00 


• 11:03 - 11:05 
Any change, any questions?

• 11:06 - 11:15 
Um, I mean, we'll have to have more time to review it because yeah. Yeah. So, um, 60 J is just to give you more time,.

• 11:16 - 11:17 
Correct? Mm-hmm.

• 11:17 - 11:17 
<Affirmative>.

• 11:18 - 11:27 
And it's our belief that if you were gonna do any, um, layoffs due to subcontracting, you would probably know well in advance of that and be able to share that information. So.

• 11:27 - 11:28 
Sure. Mm-hmm <affirmative>.

• 11:30 - 12:02 
Article five definitions, a we're proposing new language that all were performed above and beyond. The employee's regular scheduled bid shall be paid at the rate of time and one half and not applied toward the 40 hour guarantee further down and F we are proposing to strike out that paragraph in its entirety. Cause we don't have any temporary bus operators. And I understand there haven't been any for quite some time.

• 0:00 - 0:00 


• 12:03 - 12:33 
There are temporary bus operators. Well, Nope. They're all temporary. There's several all there's different status. Um, so a regular part-time driver is as defined in the, in the agreement mm-hmm <affirmative> and then there's temporary bus operators. So, um, Bower fee is temporary mm-hmm <affirmative> Heidi mines. Um, Arturo is part-time so he doesn't count there's at least two or three. Yeah. That are in temporary status.

• 12:33 - 12:36 
Meaning they, they follow the definition of temp here.

• 12:36 - 12:39 
So they're the people who don't have any benefits. Is that right? Or.

• 12:39 - 12:48 
Don't they have the benefits as defined here, but yes, they don't have the same benefits as a regular part-time driver, regular full-time driver. Sorry, I interrupt.

• 12:48 - 12:51 
No, I, I appreciate it. Cause I was like, I'm pretty sure there are temporary.

• 12:51 - 12:59 
Address. Yeah. If we can get an updated seniority list because the seniority list that was provided to us only had full-time and part-time it didn't identify or breakout.

• 12:59 - 13:04 
It did. I did it. I sent it, but I can resend we'll get you an updated one. Most definitely.

• 13:08 - 13:09 
Who else did you say was temporary.

• 13:10 - 13:21 
Off? The top of my head bore has always been one. Heidi mines is temporary and there, there may be one or two others.

• 13:22 - 13:28 
I do have a question about this and some of you might not have the history on it. Is there a reason you wanna strike temp drivers?

• 13:30 - 13:40 
We understood that there were none here, but now I'm looking at the list and this list shows that there are two Arturo for tool and Heidi mines. Oh, and three Richard.

• 13:41 - 13:41 
Balancing.

• 13:41 - 13:42 
Yeah.

• 13:44 - 14:08 
I'm just asking because we used to have a much tighter definition of what type of drivers we could have in the last union negotiation. The union wanted more flexibility to be able to, um, hire different drivers at different statuses to fill these different gaps that we have. And especially when we're in kind of a employment crisis, we wanna be able to kind of grab people where we can.

• 14:09 - 14:30 
I, I think that's great. I don't mean to interrupt, but uh, I was just gonna mention that, uh, Scott was talking about going part-time and, and they were saying you might not be able to, and I just don't want to lose him. I, if we can, uh, you know, I don't know, allow more part-time people or, or, um, I don't know, be more split schools so people I can, can do it and we don't lose it right.

• 14:30 - 15:05 
There, there is a percentage in the contract and stop me if I'm no you're good crossing, you know, stepping on your toes. But, um, we can certainly talk about like the per what we did was the percentage and the reason there was a percentage there is so that the county couldn't come in and say, we're gonna do all temp drivers and not offer you any benefits. Okay. And that kind of thing, it was more like a job security for our regular, for full-time and regular part-time as an entity, we are more, um, interested in having regular full-time driver. Yes. They're more expensive, but it doesn't, you know, you have more committed long-term employees when you offer the full benefit package.

• 15:06 - 15:47 
So we can, we can address, um, the percentage it might be in this it's 20 it's up here in 20%. I think it's in B of this section. So we can look at this 20% here and figure out what's, uh, it doesn't have to, like, it doesn't have to be 20% if we have a hundred percent regular full-time and regular part-time drivers, that's how it is. But it gives the county the ability to hire different people. For example, if Scott wants to go temp because he is gonna pursue another career or is going to not work and just wants to work one day a week, we of course would like to keep that skilled driver.

• 15:48 - 15:50 
Yes. Thank you. Yeah. So, okay. That's.

• 15:50 - 15:56 
Great. Thanks. We'll talk about it on our caucus and then we'll see, understanding that now that's probably something we'll be able to modify.

• 15:57 - 15:57 
Okay.

• 15:58 - 16:28 
Thank you. So then the next change is in G um, we're proposing new language, that extra board schedule shall be posted two weeks in advance and striking out the sentence thereafter that says their schedule is subject to change on a daily basis. And these operators must check with dispatch daily to find out if their shift for the next day has changed. We're trying to bring some consistency with the extra board assignments. Um, you'll see, further along in our proposal, uh, we have additional language that's, um, addressing people's need for time off that they have to give in advance.

• 16:29 - 16:47 
So hopefully if people make their time off request in advance, it'll allow you the opportunity to see what works available to give them some sort of a life. And then, um, again, further down in that paragraph, we had struck out temporary and anywhere we've struck out temporary, we'll just move past for right now, until we can discuss on our caucus.

• 16:48 - 17:33 
Um, that item, um, further down in this same article, we have two new sections. Um, one is time off request paid and unpaid. Again, that request for time off shall be made two weeks in advance. Again, just to help bring some consistency to the ability to schedule work and know what's, uh, gonna be what your needs are gonna be. Um, Kay, this is new language housing employees who reside in summit county, affordable housing units will not be required to vacate said housing while employed by the summit stage employees unable to access affordable housing in summit county, or the surrounding area will receive a monthly housing stipend of 50% of the fair market, Val rental value for the county.

• 17:33 - 17:59 
Um, I'll tell you, this is one of our priority issues, and I know you know this because this whole area, not even our industry, but everywhere here where there's workers, it's a struggle, but we really wanna try to keep people here and to work here, they need a place to live. So this was one of the priorities that came up consistently in the meetings we've had with folks here. Our next change is in article six, union activities, paragraph a,.

• 18:01 - 18:06 
We are proposing to strike out the second sentence in that first paragraph.

• 18:13 - 18:40 
And then further along in F of that section, we're proposing new language that the union will inform the employer of where the bulletin board shall be placed. Um, I guess it's been moved sometime quite a, a bit around, but the current leadership wants to have the ability to put the board somewhere where it's easily accessible and in a place where all of the, um, drivers can have access and, um, be familiar with information.

• 18:40 - 18:48 
My understanding just really quickly is where it is now was at the request of the, of her previous, um, folks.

• 18:48 - 18:52 
Yeah, yeah, yeah. We kind of, we don't know why. Yeah, no, its confusing. Yeah. But.

• 18:53 - 18:53 
She's standing,.

• 18:53 - 19:18 
It came from with Kathy union. Yeah. Interesting. Yeah. She said to tell everybody hello by the way too. Oh <laugh> yeah. She Kathy Bo yeah. She heard we were getting together. So down in J we're proposing to strike out the second half of that paragraph. Well, not the whole second. Just that second or third sentence. I apologize. The third sentence of that paragraph.

• 19:23 - 19:37 
And then we have a new section here, a new M negotiations that the employer will pay the union negotiating committee for up to 30 days of lost time. And that I should clarify that it would be for negotiations. That's the intent.

• 19:41 - 19:43 
Retro or going forward?

• 19:44 - 19:46 
Well effective July one. So our proposal is.

• 19:47 - 19:47 
Effective.

• 19:48 - 20:24 
Retro article seven probationary period. Um, we're proposing new language there that to take it from six months to 60 days. And then we're proposing to strike out the time that the union can recruit new, um, members it's currently after their 90 days. And we're just proposing, um, that the union may actively recruit during the probationary period and no other changes to that article.

• 20:26 - 21:02 
The next article is eight discipline and we have a new H in that article, the employer will remove all disciplinary notices older than one year from the employee's file and then go to article nine seniority. And under D we have new language that we're adding that employees returning to service within six months shall return at their previous rate of pay, um, and rate of pay only.

• 21:02 - 21:13 
We would propose that they fall into the seniority list wherever they're at, um, for vacation and route bidding, but that they'll be able to keep their rate of pay if they return within six months.

• 21:19 - 21:38 
And then our next change is down in I number three, it currently says at absence, without notification of the employer for a period greater than three days, um, could subject somebody to termination and we're just proposing to add absent mitigating circumstances or while they don't lose their seniority. I'm sorry, this is about seniority.

• 0:00 - 0:00 


• 21:45 - 22:08 
Any questions? Next change is down in K under article 10 and we're proposing that notice of recall shall be sent to the laid off employees. Um, the current language says that their last known addressed are by registered or certified mail. We're adding via text message.

• 22:13 - 22:35 
And then we have under article 11, a change in C that the summit stage management will collaborate with driver representatives selected by the union president. We're adding that new language in at least 60 days prior to the commencement of any new schedule and then new language to mutually agree upon proper route scheduling prior to the bid.

• 22:41 - 22:56 
And then further down in M we have new language being added to that paragraph in the middle that drivers reserve the right to refuse, relinquishing their route for the purpose of having new operators trained on live routes outs.

• 0:00 - 0:00 


• 23:03 - 23:03 
Will.

• 23:03 - 23:04 
You explain that a little bit more?

• 23:05 - 23:45 
I'll explain it. Yep. So the reason that we put this in here, uh, is because there is time that, uh, management or dispatch will just take us out of our shifts and according to our contract, uh, it is our, uh, understanding that we can relinquish our shift if we choose to, uh, because we did bid on that shift. Uh, but they'll, at times they have taken us out of it and said, okay, you're gonna do this and this person's gonna take that over. So the reason we want that in there is just to let management and dispatch just to give us the respect that it is our shift and to just ask us, Hey, is it okay if we take you out of this shift?

• 23:46 - 24:11 
So somebody can drive this other shift, uh, there in the past, there has been drivers that have been offended by that. Um, so we just want to clarify that that's the whole thing there it's really, I mean, for the most part, they do do that, but it has happened and we do need to address it, uh, in the contract. So moving forward, it doesn't cause any type of tension between drivers and management in the future.

• 24:11 - 24:14 
So you don't want the right to refuse or you just want to.

• 24:14 - 24:35 
Be asked. No, we, we, we want the right to, yeah. So if, if they come to us, we can say, yeah, we don't want to give up our shift. We, we don't want to, you know, because we bid on that shift to, you know, to our CBA, uh, we bid on those shifts. So that shift is ours for that, um, for that winter season or that summer season. So,.

• 24:35 - 24:46 
So when they come to you and have you like right now, have you relinquish or shift, what happens after that? Are you placed in another shift? Is your schedule changed? How does it work?

• 24:46 - 25:03 
Uh, for the most part we're, uh, sent to, you know, extra board as in, you know, pre-trip and buses doing, uh, ball jobs or answering the telephone or whatever, you know, there's some drivers that do like that. There's others that don't like that, you know? So,.

• 25:04 - 25:06 
Um, but doesn't change your, like the hours that you work.

• 25:06 - 25:10 
Or no, no, no. Our hours stay the same. It doesn't change our hours.

• 25:12 - 25:15 
Some people just really don't want to, you know, be stuck in.

• 25:15 - 25:49 
The break group. Yeah. I mean the whole, yeah, the whole thing is, is, you know, they, they bid on that shift. That shift is theirs, uh, by seniority. So, uh, they feel that they're being alienated by being kicked out of that shift, uh, and not having the respect of dispatch or management coming to them and saying, Dave Ross, do you mind if we take you out of this shift today, or what is your opinion towards it? We do need to get this new driver trained. Um, do you mind if, you know, uh, he takes over your shift for the next six hours and you're now our new extra board person.

• 25:49 - 25:49 
So.

• 25:50 - 25:53 
Thank you for explaining it. I just wanted to have a full understanding.

• 25:54 - 26:21 
Thank you. So after that, our next changes in article 12, vacation schedule and bidding, we're proposing new language that the employer provide a minimum of three day and two nights of allow allowable, vacation absences, and striking out, determine the quantity. And then right below that we are proposing to strike out B in its entirety.

• 26:27 - 26:51 
Further down in G we are proposing new language that employees will be paid 40 hours vacation and shall have, and shall only have to utilize the number of hours their work week is scheduled with the employer, paying the difference. If the scheduled work week is less than 40 hours. And then, okay, let me Uhhuh.

• 26:54 - 26:55 
Yeah, I was. So you just.

• 26:57 - 26:58 
Slow that one down.

• 26:58 - 26:58 
A little bit.

• 26:59 - 26:59 
I don't understand.

• 26:59 - 27:30 
This. Okay. So did this one here is so when the, the shift picks are created, some, uh, a lot of shifts are only 37 hours. Mm-hmm <affirmative>, but when we take vacation, we are required to pay 40 hours of vacation. So if our shifts are only 37 hours, we should only be allowed to provide 37 hours of our vacation time to cover that instead of a full 40 hours is what we're getting at here. So, uh, cuz it has happened a lot of times, not all of our shifts are 40 hours.

• 27:30 - 27:45 
Some are 36 and a half, some are 38. Um, so we should only have to provide, uh, whatever our ship pick is for that week. So if it's 38 hours, then we should just have to provide 38 hours of vacation time and not 40.

• 27:45 - 27:55 
May I ask a question? What if your shift is 42 hours? Because I've seen them where they are 42 hours, would it then be the same? Would you then have to take 42 hours of vacation?

• 27:56 - 28:13 
Well, if our shifts are 42 hours, if it's a full 40 hours, then we have to provide 40 hours, but 42 hours. I mean it even states in our current one that we cannot use, uh, and in the summer stage guidelines that we cannot use any vacation time to cover OT. So 42 hours is OT. Some.

• 28:13 - 28:19 
Of the shifts I've seen put together on the, on the schedules over the last four years has have been 42 and.

• 28:19 - 28:47 
44. Yeah. Like my shifts right now are like 42 hours a week, but I'm not allowed to put in 40 cuz uh, this, the county's not gonna pay me in my vacation time. Two hours of OT. Yeah. So that, to your answer right there. Yeah. So if it's 42 hours, then we're losing out on those two hours when we're on vacation, unless you know, that's changed in the future. Um, which I don't see that happening.

• 0:00 - 0:00 


• 28:58 - 29:18 
So now we're in two article 13 overtime and there are no changes there. Um, article 14 benefits, no changes there. Article 15 wages.

• 29:20 - 30:08 
And a we're proposing an effective date of July 1st, 2022 and adding language regarding a wage table that we have in here and striking out the rest of that paragraph. Um, can we talk about the wage table? So we've put in a wage table that would have a starting rate of 29, 50 after one year of employment, you would go to 31 50 after your second year of employment, 33 50. And after the third year 35 50, and then we're proposing that the above wage rates be adjusted each July 1st, 2020 3, 24, and then on six 30 of 25, um, by the summit county cost of living or $1 per hour, whichever is greater.

• 0:00 - 0:00 


• 30:09 - 30:14 
So what is your, um, comp data for this, these wages.

• 30:15 - 30:43 
Right now they've looked in the copper mountain. We understand is gonna be starting off drivers right now at 27 or 28 50. And we just know throughout the state there's been significant demand for drivers. And we just feel like this is going in line, not with most of the mountain communities, but most of them are up for renegotiations. So we're just looking for a fair and equitable raise that we're seeing across the industry for, um, CDL holders.

• 30:44 - 31:15 
So I have a lot of wage data from across the nation and we are doing our comp study right now. So I have more accurate data that I'm happy to share for the state of Colorado. The one thing that we have to remember is we have to compare apples to apples. So the 27 50 at copper mountain does not include benefits. So that's really important. And we can show you all have some stuff to show you, um, where we can show you, uh, what the full value of your salary is with your benefits as well. So that will be important.

• 31:16 - 31:46 
Part part of this discussion. We are totally open to discussing wages. I do wanna, uh, just bring up in since July 1st, 2021, the drivers have received almost an 18% over an 18% raise. So we did seven things. Dave, we did the 7.4%, um, in July of 2021 because we moved our minimum wage to $15 an hour.

• 0:00 - 0:00 


• 31:46 - 32:17 
That was for us at the county. We don't hire anybody for less than $15 an hour. And then, um, the commissioners gave everybody a $2 an hour raise back to May 1st. So that was a really big increase. And then we just had our July 1st increase, which the drivers all got at 3% and their pay scale moved 2%. So the pay scale. So if you look at that, that's been a very significant, um, increase over the last year, which is great. And I think it's getting people to the place they need.

• 32:17 - 32:55 
It'll be interesting to see where, um, the comp data lands with our comp study, because that will be both very focused on transit agencies in the state where we commonly share drivers from, or we're sharing the same recruiting pool, but we do, um, have, and you probably have access to this data cuz a lot of it comes from the ATO. Um, but it just seems like when you're on the high side, uh, for it's weird, this data only comes up with the highest paid data, the highest paid drivers, like what, where they pay in these particular areas.

• 32:55 - 33:02 
Um, and you know, we are talking, you know, 35 50 is higher than your highest.

• 33:02 - 33:18 
Paid. And part of what we're looking at though too, is a lot of the other cities in the state have afford more affordable housing and access to it. And that's really the big thing that it, you know, I mentioned housing being a part of it and that's part of what the wage increases to because it's not only having affordable housing, but access to it. I mean it's.

• 33:18 - 33:21 
Well, you're asking for a wage increase and a stipend.

• 33:21 - 33:24 
For right. They go, they go together that both of them, neither.

• 33:24 - 33:26 
One of them considered in the wages as.

• 33:26 - 33:42 
Well. They absolutely will, but this is our initial proposal. Yeah. And we wanted to have that discussion cuz they both are very much tied together. Yeah. Cause you know, we could have that rate in Denver, but people down there would probably have more access to living accommodations than up here cuz we're limited. Sure.

• 33:42 - 33:50 
So, and we are, we are talking about LA New York city, uh, Pittsburgh, Washington, DC, San Francisco, and these wages are.

• 33:51 - 34:20 
High. But even in some of those, I mean people, you know, they have driving the other problem we have here. And I know, I don't know how much it's come up recently. But when I first worked with this group, I know there were times where folks were living. I know Mike lives in Leadville. People were living in Craig and far out and there were struggles trying to get workers in when the weather got bad. And those are some problems we don't have in a lot of those other places. But it's a little bit more challenging here. You know, just being a mountain community. I mean, we're doing the same thing up in Aspen with, with Rafta.

• 34:21 - 34:28 
I just ask that there, you know, for, if we're gonna ask for wages like that, we need some kind of supportable comp data.

• 34:28 - 34:50 
And, and I do understand, so I'm gonna let you go. I was gonna, um, so I did some, uh, research, summer county is 61.4% higher than a national average median to live here. Ins county, uh, us as bus drivers are actually, we are paid 35% below the national average of all bus drivers in the United States.

• 34:50 - 34:51 
Where'd you get that data?

• 34:51 - 35:06 
Uh, when we did the research and we went back on it, it was that our pay was just, I mean, if you look the, the highest one was in Seattle, Washington, there's a bus company that starts their drivers out, um, at, uh,.

• 35:06 - 35:08 
They're the highest paid in the.

• 35:08 - 35:27 
Nation. Yeah. They're the highest paid in the nation in Seattle, Washington. Yeah. Yeah. So you know what I'm saying is, as in to you, what we got, we were so greatly appreciated for the raises that you did give us, but I will let Scott he's our numbers guy. So, but our last raise was not even at the inflation rates,.

• 35:27 - 35:58 
Right? So we got the, the 7.3, three or 7.4% and inflation was 7.5% for that past year. So we were appreciative of the raise, but we still lost that 10th of a percent in our purchasing power. And then this $2, we get inflation now 8.6% last month, the month over month inflation rate for the country was 1%.

• 35:59 - 36:22 
You annualize that over a yearly rate. That's a 12% inflation rate. The numbers that are coming out this Wednesday, the expectation is for a 1.1% month over month inflation increase. You annualize that monthly rate that's 13.2%. Okay. So you're using analyze it.

• 36:22 - 36:40 
Inflation. All right. And a question on cost of living and what you're saying. Do you want to use the country's inflation rates to turn your cost of living each year? Or do you want to use something else to determine it? Doesn't say here what you want to use to determine each year your cost of living increase. What do you want? Do you want,.

• 36:40 - 36:41 
Well, it was on,.

• 36:42 - 36:43 
I thought it said some down.

• 36:43 - 36:45 
Here. Yeah. It should have said five.

• 36:46 - 36:46 
It's own little,.

• 36:47 - 36:53 
But what, but what kind of index? That's a pretty big term. Yeah. It's gotta be an index. It can't, it can't be subjective.

• 36:54 - 36:56 
So the CPI for say summit county.

• 36:57 - 37:04 
Cpi just for summit county, right? I just wanna clarify that right. Calculated by CPI. That's what you want to use.

• 37:05 - 37:43 
So like, like Mike was saying, the cost of living you go, you can go and check at every city in the country is a hundred, couple months ago was 161.8% of the national average. And you brought up that, uh, out of Washington state king county, I believe mm-hmm, <affirmative> had the highest paid bus drivers. Their cost of living is comparable to summit county. It's up around 159, 160% of the national average. So we're looking at that and determining one is one of the factors for determining our pay and this pay scale.

• 37:44 - 37:53 
The other factors we're looking at is one of the reasons all of us come up here is to enjoy this place, right?

• 37:55 - 38:32 
Maybe not for a career necessarily, but to find a way to make a living, to live up here and to go snowboarding, skiing, mountain biking, hiking, hang with your friends and family. And many of us drivers have 2, 3, 1 year I had four jobs and all this extra work that we have to do, the overtime is a second job, right? Anything you work on 40 hours. It detracts from the amount of free time you have to delay this wonderful place.

• 38:34 - 39:04 
So we looked at the pay scale, what our costs are with rent said 2000 a month, right? That's 24,000. You need to put away for a car. There's a driver that this transmission's been out for a few months. He can't afford to fix his car, which is a necessary tool to be an employee here for the county. So we need money just for the basic necessities too.

• 0:00 - 0:00 


• 39:05 - 39:43 
You know, keep our cars for our housing, for money to enjoy this place and to put a few dollars away for our future. Um, if we wanna stay here and that's what we're looking at for a job to live in S county, otherwise on the other side of the scale is I'll go down to the front range or some drivers move to South Dakota and North Carolina, other places where the cost of living is much cheaper.

• 39:45 - 39:55 
Wages are cheaper too, but the cost of living is cheaper, but you have more free time and you can enjoy life. You're not working six days a week, right?

• 39:56 - 39:56 
Sure. I,.

• 39:56 - 40:18 
So that's what we're getting at on this, with this absolutely this type of wage scale. It's not just an arbitrary number, real drop a a fact sheet. I do want to, yeah. I want cheapest, cheapest condo buy here. And what type of income would.

• 40:20 - 40:21 
Pass that to.

• 40:21 - 41:01 
Step? That was another, um, the three years we think after three years of driving three winters up here driving all the routes for three years, that us drivers are pretty much at the same level of skill and knowledge, um, for the routes for dealing with customers, uh, the weather, the traffic questions, everything. Um, and that's why after three years we think all the drivers should be pretty close on, on the base scale, not the eight over 80 years.

• 41:01 - 41:15 
Now it takes for a driver while dead will never reach that's happening. A pay scale under a current county, uh, guidelines for wages with the 3%, 2%.

• 41:16 - 41:51 
Yeah. And that could change, you know, like I said, we're doing comp study right now and things just so that you guys have a point of reference is the way that we look at the comp data currently is everybody wants to be percentage of 100% of the market. And a lot of that is based on our countywide budget. So we have just keep in mind, we have 36 departments and elected offices. Um, and we're looking at wages obviously for every single department be wages and benefits because, um, you know, the struggle that we're talking about here is a struggle for so many of our employees.

• 41:52 - 42:05 
Majority of our employees, summit county is not an easy place to live. It is expensive. The cost of living is high. Um, it's hard to get employees, not in trans, just in transit, but in all of our departments, we have over 76 vacancies with 555 employees.

• 42:05 - 42:40 
So that's, that's a significant amount. And so we understand the struggle is real. Um, the board of account commissioners will be looking at when we get the comp data back, where we land with all of our current pay adjustments. And then where does that land us in the percentile? So in past, in order for our budgets to be able to, uh, maintain what we call sustainable. So into the future, we've had to maintain a 60 percentile. So at the 60th percentile, so we've never been able to be at 100 percentile because we don't have the budget for that.

• 42:41 - 42:41 
So what.

• 42:41 - 42:43 
Does that mean? 60 percentile?

• 42:43 - 42:55 
So 60 percentile of the highest 100% rate out there. So we aim to be at 60% because that's what we can of a hundred percent, because that's what we can.

• 42:55 - 42:56 
Highest paid rate of.

• 42:57 - 42:58 
Like a bus say,.

• 42:58 - 43:01 
Say, or a human resources operator in the country, whatever,.

• 43:01 - 43:48 
Not in the country in the state typically is what we Colorado. Yeah, we do look at national data. Um, but because the state of Colorado in general has a tendency to be higher because the entire state has a higher cost of living. So it's just like California. They have a really high, you know, uh, cost of living rate. So their wages are typically higher. Um, so we'll look at all the data, but we look at the, the, the state data really closely because that's what affects us the most. Um, and so what the board will be looking at is, is that a reasonable place for us to be, should, you know, when we do the comp study, they'll give us 60th percentile, 70 percentile, whatever we requested them, they'll give us what the data is like.

• 43:48 - 43:52 
Well, we wanna be at 70, the 75th percentile, what would that mean for paying these positions?

• 43:53 - 44:29 
And so when I, 70, 75th percentile or 60th percentile, that's the mid of the range, right? Because that's where you should be, like where you were saying, you should be in that you've started to master your skill set at that midrange. And so we'll be looking at that, that could impact where we land with wages, but just helping you understand kind of how the county has looked at wages in the past in that it's not like, well, we're gonna pay transit this, and we're gonna play paint planners, this, and we're gonna pay clerking recorders.

• 44:29 - 44:57 
This, we look at all the data. And as an organization, we try to be in a certain percentile. The commissioners have talked about changing that if budgets allow. And so that's the biggest thing as well. We're, we're currently in our budget process. Mm-hmm <affirmative>, we just kicked it off. So those are things that we'll be looking at. Um, and that will be impacting, um, some of these conversations. And when I do have the comp data, I will be happy to share it with.

• 44:57 - 45:22 
You. So on that note rating, past 60, 70, 75 percentile, as you have in the past, right. That's how it works. And we don't think that's worked very well based on how the resource pool for, for your company or your, the summit stage has dwindled over the last,.

• 45:23 - 45:23 
But it's not just.

• 45:24 - 45:32 
Right. Exactly. So for all departments, if you look in the paper under the county notices, there's gotta be 30, 40 open.

• 45:33 - 45:34 
Positions. Oh, I'm aware <laugh>.

• 45:35 - 45:41 
So obviously our, our view is, is that the county needs to change that not, but.

• 45:41 - 46:13 
We have to have the budget to sustain it. Right. Well, they have to, because what happens if we just pay people a bunch of money and throw money at the problem mm-hmm <affirmative> in two years, we'll be laying you all off or we'll be cutting your medical benefits or your dental benefits or those things that are very important to maybe to you, maybe not to you, but that's part of your compensation packet. So we have to look at it sustainability as a whole, of course, we want you all to stay. We wanna keep our drivers, we wanna have full service, but this is not just a stage problem.

• 46:13 - 46:21 
And I just need to be very, very clear. I know we're here to do stage negotiations, but we as a county and our county budget have 36 departments to think about it,.

• 46:21 - 46:21 
We.

• 46:22 - 46:28 
Ask something now, are we just exchanging proposals? Or are we responding and debating.

• 46:28 - 46:29 
Each? Oh yeah, yes.

• 46:30 - 47:02 
I just, I'm sorry, go ahead. Well, I just wanted to mention something and that's so for the last six years before a few months ago, I was living in Leadville. And so that I, I was lucky I had a good deal for rent over there that they raised my rent by over 1100 bucks a month, which was more than I was willing to pay for that place. And I thought I was gonna have to leave. It's only because I found a place in Frisco. And it's only because I'm at the top of the pay scale. And thank you. I'm not complaining. I'm just trying to let you know the situation out there. So now I'm paying about 2000 bucks a month for rent and that's, if you can find a place up here, that's a good deal.

• 47:02 - 47:03 
So that's the goal.

• 47:03 - 47:07 
Let's do this since we're now talking about what we all pay for rent. I think we may have,.

• 47:07 - 47:08 
Yeah. Oh, we may.

• 47:08 - 47:09 
Have.

• 47:09 - 47:10 
Slid off the edge parking lot.

• 47:11 - 47:11 
I.

• 47:11 - 47:13 
Just, so how about let's, uh,.

• 47:13 - 47:46 
I have a comment just I wanna share, and I understand your concerns. And, and because as I mentioned, I work with public agencies. Yeah. And typically a public agency does try to look and, and do something among all departments. But, and I don't know where the funding comes for all the other agencies or departments within summit county that you do. But I know you get money from federal, um, to run transit here that you may not get for your other city services. And a lot of the other public agencies have taken that into consideration and have gone a little bit above and beyond because there is federal money.

• 47:46 - 48:18 
And some of it has been fought for tooth and nail by the a to try to address this driver shortage and the pay. So we hope that when you go back and you talk to the commissioners that there's some consideration given for that, that it's not just the county taxes and the sales and the funding from the local area that you may use for the 36 departments. But transit does bring more funding from the outside, from the feds to help keep the system here. And so we have been able to see modifications from the, the current way it's done.

• 0:00 - 0:00 


• 48:18 - 48:52 
Yeah. I was just trying to one explain where our, what, what we call our compensation philosophy is at the moment and that it could change. We have a board accounting commissioners that have only been in their seats for two years. And so this will be their first comp study. Mm-hmm <affirmative> and it's the first comp study in the middle of a hard employment time. Yep. So it needs to have close consideration. Um, so I'm just trying to, to explain that and then just ask for more specific background information on where the numbers came.

• 0:00 - 0:00 


• 48:52 - 49:12 
So do you address the board when you talk about the comp studies with them or who presents it? Okay. I do. So you'll be able to share with them, I mean, and hope advocate on behalf of transit, that there is more money that comes from the outside specific to transit, cuz the money that the feds give you for transit here is for transit, not for the other city services. Right.

• 49:13 - 49:14 
Okay. One more hand and then, uh,.

• 49:15 - 49:20 
Excellent put event just to tag onto that. We also have a separate, uh, transportation tax.

• 49:20 - 49:51 
Mm-Hmm <affirmative> yeah. That was your best point basically. Yeah. Part of that. Yeah. That's yeah, we got that for sure. That's all. It's the sales tax and the federal funding. Yep. Okay. So here's let me make sure I have this correct, because there's one thing missing. Um, how would you want this to be administered and manage? Right now? You're saying we have a pay scale. We have a step program and it escalates each year based on cost living locally. So that's great. Uh, is there no merit, is there no performance?

• 49:51 - 50:09 
How do you want it managed? You want some county to manage it for you based on their best practices or do you want it managed based on some other set of best practices as far as, you know, um, merit, performance, attendance, all the things that go towards this base scale. It's just a question.

• 50:10 - 50:27 
No, our proposal is that it's a scale that it's given to everybody fair and equally. I mean, and people are gonna have different attendance and um, performance issues, but those are usually issues dealt with through your counseling or, you know, progressive your other progressive discipline processes.

• 50:27 - 50:28 
So this isn't a merit. No.

• 50:28 - 50:30 
Gotcha. No, this is for everybody.

• 50:32 - 50:32 
Okay.

• 50:33 - 50:47 
No, we actually want to try to, you know, we, we feel that, you know, it should be based off of what the inflation rate is more than what you know then cuz right now we're on the counties. So that's 3% every year. Correct?

• 50:48 - 50:51 
Currently. Well, we already talked current, got CPI locally. That's how we'll measure.

• 50:51 - 50:52 
It. Exactly. Well,.

• 50:52 - 50:53 
It's not how we'll measure. That's.

• 50:53 - 50:54 
How they've requested. That's how.

• 50:54 - 50:59 
Thank you. Yes. That's how you've requested and proposed that it would be measured. Do you have a different way that's proposing.

• 50:59 - 51:16 
It? No, I'm just, I'm just saying that, you know, that that's how I mean going forward. Um, you know, we're hoping that we can come to an understanding with this pay scale here and with how in future, uh, raises within the summit stage, uh, you know, are, are.

• 51:16 - 51:17 
Addressed. Okay.

• 51:18 - 51:51 
If, if you don't mind, I just wanted to mention that. Uh, and again, I'm not complaining, it's not some county's fault that it's so expensive, rent's so expensive. But the thing is, drivers are required to have a place to live and have a car to get to work and gas, food and everything else. And I just wanted to mention at 23 bucks an hour, I wouldn't have been able to make it. I would've had to move somewhere else. It's only, it seems to me and I'm living it right now. 30 bucks an hour is about the break, even point up here. And I know this looks like a big ask, but I'm right in the middle of it. And in 23 bucks an hour, that would cover the rent and that's about it.

• 51:51 - 52:09 
And then drivers still are expected to have a car that'll start, you know, start at the coldest part of the day outside of a garage and show up for work consistently and have gas for the car and maintenance, everything else and food. And I just wanted to mention, if you know, I'm not complaining, I'm just mentioning that at 23 bucks an hour, I think that's why we can't find the one.

• 52:09 - 52:31 
Let, lemme stop you there cuz that's subjective. I mean, you know, you made a proposal, we've clarified it. You provided some data based on a, a real estate professional. Is there any more data that you want to submit with this proposal as opposed to subjected data? Cause we can talk subjective opinions all day. I just want to know. Is there any other data so we can then move on to the next point?

• 52:33 - 52:38 
Nope, we're done here. Okay. So our next change is in, um, B we're striking out.

• 52:39 - 52:43 
Oh no you missed uh, oh no. I'm sorry. Go ahead. Go ahead. My, my apologies.

• 52:45 - 53:15 
Okay. So B we are striking at its in its entirety C we are proposing new language that drivers residing in summit county shall be paid the premium of $1 and 50 cent per hour when assigned to start an extra territorial route. And we also have a note here. We wanna confirm that all drivers not residing in summit county have been paid the dollar 50 premium because there was some confusion among, um, our members when we were talking to them about this. Some of them felt they may not have received it. Okay. So you wanted, so would you be able to check into that?

• 53:15 - 53:16 
Yeah. Thank you.

• 53:17 - 53:19 
Isn't that? What you guys send us every pay period.

• 53:20 - 53:22 
I think so. We'll get with Alex. We'll get that clarified.

• 53:24 - 54:00 
Okay. The next change is in article 16 performance bonus. We are proposing to increase that from 300 to $500 and then we're striking out the second sentence regarding the equivalent in funding, an application to the lump sum bonus program, um, currently provided and then further <affirmative> and then further down in B, we are proposing new language that to be paid that this will be paid on the first full pay period, following the end of the quarter in which it was earned and that the amount will increase by 10% each pay period, if not paid on the first full pay period.

• 54:01 - 54:03 
Um, following the end of the quarter when it was due.

• 54:04 - 54:15 
Sorry, say that again? Increase annually 10% for the bonus. No it's oh, it's like a late fee each pay period. It's a late fee. It's a late. Yeah. Gotcha. Exactly. Okay.

• 54:18 - 54:31 
Next we're in article 17 days off and there are no changes here. Grievance procedure.

• 54:35 - 54:35 
Let's.

• 54:40 - 54:56 
No changes there. Arbitration and alternative dispute resolution, no changes there. Um, no discrimination, no changes.

• 54:57 - 54:58 
Is interest is.

• 54:59 - 55:31 
No strike, no lockout, no changes. Um, staffing and of driving assignments, no changes, operator contact information, no changes, reporting unsafe conditions. We have a new F in that section that the parties agreed it to a safety committee with equal number of management and union representatives. The union representatives will be selected by the union president to meet monthly, to address and resolve safety concerns.

• 55:33 - 56:13 
And then the next article, the term we are proposing a three year term again, effective July 1st, 2022 and expiring June 30th of 25 under general provisions, article 25. And we've made pretty significant changes in this section. Um, we are striking out a, B, C, D further down in that section. We're also striking out F G and H no changes to I, and that is our full proposal.

• 0:00 - 0:00 


• 56:15 - 56:25 
Yeah. Okay. Thank you. Um, any clarifications needed, uh, before we move on to summit county proposals,.

• 56:27 - 56:30 
I have one, were you a mediator in your previous life?

• 56:30 - 56:30 
<Laugh> what.

• 56:31 - 56:34 
Facilitator, cause you're doing this really well right now.

• 56:40 - 56:47 
And I have a desire that things progress <laugh> okay. No clarifications, uh, Suffolk county.

• 56:48 - 57:27 
Uh, can I just say one thing? And I mean, I, I know we put this in here, but, but in all due respect when we do, I mean, uh, it it's becoming, uh, a serious pro and we know that, uh, the summit stage is fully funded by the mass transit tax and by federal grant money. And that all of the rest of summit county is pretty much funded and paid for by property tax in summit county sales. So I mean sales. Yeah. Excuse me. Yeah, but the point is what I'm saying is, I mean, we have to come to some kind of agreement because our pay now, and what we have is, is, is it's is terrible.

• 57:27 - 57:38 
We're losing drivers like it's candy and it's becoming a problem. So we need to get back to the health and of what, you know, uh, the stage needs to be.

• 57:38 - 58:13 
Everybody likes working here. It's a great job. Don't get me wrong. We love the benefits that we get and everything it's great, but we can't keep falling back to where that's, what we get is the benefits you give us. We understand that, but the benefits aren't gonna pay our rent every single month, aren't gonna buy our groceries, things like that. You know, so we do know that the county is projected to be at 18 million, uh, at the just summit stage alone transit. Uh, so we don't see how we can't, you know, come to even at least close to maybe this when you are conconsidering our pay scale.

• 58:13 - 58:13 
So,.

• 58:14 - 58:15 
All right. I'll take that as.

• 58:15 - 58:17 
Clarification. Yeah. That's something as a clarification to,.

• 58:17 - 58:23 
Yeah. You're using our fund balance as an additional, uh, fact and justification for asking for. Yeah,.

• 58:24 - 58:25 
But we do have.

• 58:25 - 58:29 
Several not to, not to try to argue our points here. We're just engaging the proposals.

• 58:29 - 59:01 
First. Just we do have several what we call enterprise funds, which are departments that operate off the revenue that they take in. Um, or if there's like a transfer tax or something like that, that pay like summit stage has their own tax. You know, that's the snake water landfill, a building inspection. So we do have several departments that bring in money. Um, you're one of the few departments that doesn't bring it in and put it into the, the pot for the greater good, the general fund. Yeah, the general fund. So, um, but it's cool, but just, this is a little bit of a side note.

• 59:01 - 59:17 
Um, we're talking about putting together or fi we're talking with finance about putting together, um, like a training class on how county budgets work cuz are, it's pretty complicated. You know, it seems like it's just like money coming in.

• 59:17 - 59:49 
Where is it going to, I mean, we're not keeping this big coffer and hiding it from the drivers. Transit is a very expensive operation to run. I, and, and Michael, I hear you a hundred percent on the wages and we want to keep our drivers. We value our summit stage drivers. Um, it's just, we just have, it's a big conversation, right. And it's not gonna be resolved in mm-hmm <affirmative> in one conversation. And of course, like you feel very passionately about it because what I always say is pay is personal, you know?

• 59:49 - 1:00:14 
And when someone says I get paid too much and I am I'm underworked and overpaid, I I'm not quit my job. <laugh> so, but it, it is. And it's, it's a, but it's a real, it's a struggle for everybody. And we are trying to figure out, not just at the stage, but how to make, you know, a sustainable wage in summit county and the housing issue. And that is an ongoing problem that we're trying to address. Okay.

• 1:00:14 - 1:00:16 
Unless it's a fact let's.

• 1:00:16 - 1:00:32 
I just wanted ask when the commissioners were in, they did talk about a housing stipend. Has there been more talk about that? See, that does a thousand bucks a month a Comcast does like a five 50 a month. I think that might, uh, make things a lot easier across the board, uh, for everyone up here. Has there been anytime.

• 1:00:32 - 1:01:03 
They they're talking about it. Okay. I was just wondering mm-hmm <affirmative>, it's definitely something that's, um, intox for this budget process. And what would, what would a stipend cost like, but it would have to be for all employees, like how do you, is it for all employees or does all employees a certain income level? Like how do you disperse it equitably? Right? Mm-hmm <affirmative> because this person making 60,000 isn't equivalent to this person making 60,000, cuz this person might be a single person and this person might have four kids. You know what I'm talking about? Sure. So yeah, they are, they are talking about it.

• 1:01:03 - 1:01:04 
I was just wondering for sure. Mm-hmm.

• 1:01:04 - 1:01:04 
<Affirmative>.

• 1:01:04 - 1:01:35 
Okay. Well and just to share facts, I just wanna reiterate, you know, the at did fight extremely hard and trust me, we know through the money that the county received through the care act, the American rescue plan and the current infrastructure bill, we worked really hard and we understand that there's a need for all departments in the county. But again, we, we don't represent all of 'em, but we do represent transit. So I hope that's not, you know, pushed to the side that we, we did try to get that money through the federal bill to help these workers here. Sure. And then everywhere else that we're at. Yeah. So understood.

• 0:00 - 0:00 


• 1:01:36 - 1:02:05 
Okay. So what we have here from summit county, and you can tell me what you prefer. Ours comes in the form of, uh, proposals, not red lines. We can translate these into red lines. Since you've done yours through red lines to the contract, we can translate ours to red lines, or we can just propose 'em to you today. I have a few, I know Molly has potentially a few Stephanie, you may have, as we think of them, Toby, I was think it would be productive to you both present 'em now. And then we, the future we start.

• 1:02:05 - 1:02:21 
Yeah. I mean, I was hoping that's what I thought you guys were gonna prevent, uh, excuse me, present us with was, you know, okay, so this is what we're asking for. This is what we're offering you or what, you know, we can do, you know, but yeah. Yeah. Cause.

• 1:02:21 - 1:02:24 
Now keep in mind, these won't be counters to your proposal cause you know.

• 1:02:24 - 1:02:26 
What you proposal. No, I realized that these.

• 1:02:26 - 1:02:29 
Are just some things we'd like to see, you know, some improvements.

• 1:02:29 - 1:02:30 
We'd like exactly. Yeah.

• 1:02:30 - 1:02:34 
And then I think we can take them and translate 'em between now and next meeting and then we.

• 1:02:34 - 1:02:46 
Could we'll have some yeah. And we can do some red line. I, I like the way the YT did it. Yeah. Like I think that's really productive and it's keeps it clear mm-hmm <affirmative> right for everybody. Yeah. So we can do that moving forward. I think that's.

• 1:02:46 - 1:02:57 
A very, yeah, that would be great. Cause when we go back to meet as a union plus with, with drivers in a whole, you know, they're gonna ask, okay, so what did the county offer us? Yeah, technically right now the county did not offer,.

• 1:02:57 - 1:03:11 
We have more red line documents. So to give you, we just, for some other like the job description and stuff, we have some stuff that we can provide you, um, as well that we didn't provide in such detail here.

• 1:03:11 - 1:03:12 
So we'll just, we'll talk.

• 1:03:12 - 1:03:16 
Can we get emails or printed copies of what you're sharing with us? Absolutely. Before we leave today. Yeah.

• 1:03:16 - 1:03:52 
Okay. Yeah. I'll go through the list that I had started based on the conversations you add to it. I'll I'll add to it here. Yeah. Yeah. And then we'll make sure you all get this. And then, uh, we can plan on talking about this next meeting, but uh, to start out with, in our conversations over the years, really in looking at that CBA summit county does see the need to offer competitive, starting paid based on experience. That's just like the rest of the world is doing, we hadn't done that based on a really, um, restrictive interpretation of the CBA, which is I'm glad we did that as opposed to taking liberties with the CVA.

• 1:03:52 - 1:04:11 
We, uh, we interpreted it in a very strict letter of the law way and that prevented us from offering competitive pay based on a driver's experience. We'd like to actually do that, obviously because we wanna, we want to fill the seats. So, um, that's proposal number one,.

• 1:04:12 - 1:04:30 
Chris, may I ask, uh, would you, if, if, uh, you brought someone in at a higher rate of pay, would you, however this works out, would you make sure that people who have the same amount of experience, basically someone coming in isn't making more than someone who's been at the stage for like, you know, five years?

• 1:04:31 - 1:04:50 
Yes. And in any organization, their best practice is in place, uh, through the compensation HR departments, they do that. They make sure no one is unfairly treated, but it is a normal and natural and very mainstream thing to pay for experience. That's why just about every job offer you see out there says depending on experience or.

• 1:04:50 - 1:05:21 
Qualifications, I I'll just response. I know we're not bargaining and you're just presenting, but I'll be honest with you. The concern I've seen with this is a lot of times in transit, all things are usually equal to driver as a driver. But a lot of times what I'm finding is when you get somebody and you give them a pay increase because they had experience somewhere else. They're not at that somewhere else because they were probably let go for discipline customer service. So it really doesn't work like it would in maybe other industries or other fields. So that would just be something I'd be mindful of. Very,.

• 1:05:21 - 1:05:40 
Very good point. I agree. There's give you a hundred percent after many years of hiring drivers, I've seen that very thing. And so what we would want to do is be very careful and, um, try to, you know, try to verify where we can, but still be, you know, very conservative in where we put that person. And quite honestly, it may not be where that person was.

• 1:05:41 - 1:05:54 
Well, it's hard to verify too, because a lot of other employers won't share them. They'll just say whether they were eligible for rehire or not. And you really don't find it because legally you can't, they can't disclose that right. Additional information.

• 1:05:54 - 1:06:32 
So, right. This has been one of our biggest issues in recruitment, um, is people coming to us and saying, I would love to come to the stage. I work at the town of brick free ride. I work at Keystone. I work at copper. I work this month. I cannot take a pay cut to come. Even if they're getting benefits with us, cuz that's been some of the resort folks we've tried to, we have like a calculator. That's like, look, you're like, this is your pay. But this is like all the other things that you're getting, you know? Um, but this has been one of the biggest pieces of feedback that we've received from people who either, um, didn't follow through and applying or have declined our jobs is that, and we're talking about people with experience.

• 1:06:32 - 1:06:35 
We're not talking about people that are like, I just can't make less, you know, than this amount of money.

• 1:06:35 - 1:07:06 
Mm-Hmm <affirmative>, we're not gonna pay, pay somebody that's worked at Safeway to come in. If it doesn't have a CDL higher, right. We're talking about someone with some kind of proven experience. And of course it's always hard to get a good reference these days because of negligent, referencing issues. So there's but just, that's why we were, that's why we put it here because it's been, we've had a lot of good candidates come our way, especially from other local transit agencies that we could figure out how to get a reference on them. Um, but they wouldn't come in our base pay.

• 1:07:06 - 1:07:06 
Okay.

• 1:07:06 - 1:07:34 
And there's a few ways to, um, approach this and we're open, uh, to a few different ways. One is maybe it's percentile basis. Another is maybe you simply just have a rate that is a CDL qualified rate and it is lower than what the person was making. So no, we don't achieve that true pay for experience, but at least we have an experienced rate or a bonafide CDL qualified rate that even that would help it'd be an intermediary step towards.

• 1:07:35 - 1:08:05 
We would come up with a structure mm-hmm <affirmative> that would need to be approved by obviously in this process, like we have a step plan in our Sheriff's office and they have a it's called a lateral entry. And so it's defined where people land. And if you, if you went back to a step plan, we could do that. And if we stayed at a pay scale, we would figure out a way to have it defined so that we're not what we call leap, unjustly leapfrogging, somebody with equal experience or, or experience. Okay.

• 1:08:05 - 1:08:09 
Okay. And it's, it's not an easy thing to do, but it's just, we wanted it out there.

• 1:08:09 - 1:08:43 
For, we we'd like to have something in place instead of just absolutely no way. Yeah. You could come in with experience with us. Um, next one, we are agreeing with the AU it's something we've wanted as well. We didn't define a dollar amount here, but we do want a greater pay differential for those extra territorial routes. What you have in mind. Uh, we didn't. Okay. And we're, we're not, we, we're not stating we notice you stated a dollar 50. We don't know if that's the right number yet, but we're just saying this is something that we want because it's, we feel it's needed operationally.

• 1:08:44 - 1:09:18 
I think it's great. You're paying people for mileage. Thanks. Okay. Absolutely. Okay. Next one. Um, we wanna examine the, the 40 hour guarantee just because it is the way it's being managed now is kind of a no questions asked, um, not calculated in any way at all 40 hour guarantee, including during COVID, uh, being paid to not even come into the workplace, which I realize that's not even part of this argument, but it, it goes towards some county's desire to be fair and equi equitable to its its employee base.

• 0:00 - 0:00 


• 1:09:19 - 1:09:58 
So we want to just bring the 40, 40 hour guarantee out, uh, for examination and discussion because right now it's being managed in such a way that no matter what happens, you get paid 40 hours. Whether you work, whether you're at the facility, not at the facility, uh, regardless of the hours that you actually work, you get paid for 40. It's not that we're opposed to that. It's just that what I've seen in my experience is the way this 40 hour guarantee is being managed is the extreme side of kind of liberal and generous as opposed to the way I've seen others managed.

• 1:09:58 - 1:10:06 
I would just like to get to a place where both parties can agree on how this is being managed. So I'll just throw it out there as let's examine the 40 hour guarantee and how it's being managed.

• 1:10:07 - 1:10:26 
So I guess I'm confused because most of the time when I, I mean, it's not uncommon, we have pretty much a 40 hour guarantee everywhere I'm at. And since the employer is the one who does the work assignments, they always schedule the employees 40 hours per week because, you know, if you schedule, 'em less that you're gonna still have to pay. ' the guarantee that what, what happens here,.

• 1:10:27 - 1:10:54 
What happens in any agency is you can't quite hit that 40 exactly right on there's there's no such thing as that. So you could end up with a 39.2, 5 39 point 75, 38 or 42 on some, in an extreme case as well. We'd obviously pay for the 42 mm-hmm <affirmative> we wouldn't dock two hours. But, uh, uh, what we end up with is regardless of how our schedule is configured, uh, the 40 hours is paid, no questions asked.

• 1:10:55 - 1:11:17 
Right. And I'm surprised cuz right now with the driver shortage that we've been under for like several years now, we've even before COVID that we were, there was a driver shortage. So I haven't seen anybody, not it's been slightly over. Like you said, a lot of times it's hard to hit it right on the head. So typically I do see it over rather than anything under. And if it is under, it might be by like a quarter of an hour or something here and there, but.

• 1:11:18 - 1:11:53 
All right. So it's, if nothing else consider this kind of notice that we're examining, okay. This, um, and we just want it on the table for discussion. Okay. So next, uh, the need to allow us, and these are really nuts and bolts, uh, and they, they came from supervision. So, uh, tell me if we're diving too deep here, uh, the need to allow supervisors to cover emergency shifts within a more reasonable window. Right now they're finding that window is a bit short for scheduling a supervisor to drive a driver shift.

• 1:11:54 - 1:12:19 
So meaning try to always schedule drivers. And then at the last minute, okay, now you can bring in a supervisor they're finding that is a little restrictive. They'd like to bump that up, uh, to a day basically. So at least we have a day to look at getting that shift covered instead of, uh, I think previously it was only eight hours. Does that make sense? And have you,.

• 1:12:20 - 1:12:21 
I don't.

• 1:12:21 - 1:12:29 
Understand it. I don't understand it either. <laugh> yeah. So you're saying that right now they only have eight hours to do it and they want a full 24 hours to.

• 1:12:29 - 1:12:41 
Correct. Right now it's it's really, it's, it's not enough to scramble to even find a supervisor. Uh it's it's a bit too restrictive and tight. We end up potentially canceling service.

• 1:12:41 - 1:12:48 
Well, what does, what does that mean? I mean, we have to put in our schedule requests or vacation two, two weeks in advance.

• 1:12:48 - 1:13:16 
No, this is just for, are they talking? What are they? Yeah, this is something else entirely. This is for a last minute, worst case scenario. When we couldn't find anyone to drive that shift, can we put a supervisor in, you know, putting a supervisor into a driver shift? You don't wanna do that. Obviously you're taking work away from drivers and we still don't want to do that, but we need just a little more time. We need full day to contemplate, to plan, to get that shift covered without difficulty.

• 1:13:17 - 1:13:42 
How many instances are there where you would call us to call a supervisor at home and say, you're coming into work. It seems that most times where you need to fill a shift, it's like, okay, Melissa, you're gonna go drive today or you hunger. We're gonna pull you out. You're gonna go drive. It doesn't seem like it's a critical,.

• 1:13:42 - 1:13:43 
Yeah, it's more than they.

• 1:13:43 - 1:13:50 
Need to pull supervisors off their days off. I don't know how many supervisors, how many have been pulled off their.

• 1:13:50 - 1:14:23 
Days off. It's quite a few. It's more, it's more than you think. And it's, it's desirable to do it that way. As opposed to pulling a dispatcher out of the dispatch seats, leaving, you know, critical duties uncovers. So it's, it's better. We've done it a few times. We'd like to do it a bit more and have a little more time to do it. Only when every single driver has had the utmost in amount of time to decide if they would like to commit to covering that extra shift, then only in a worst case scenario, bring in that supervisor, but we need a little more time.

• 1:14:23 - 1:14:24 
Eight hours. Isn't enough.

• 1:14:25 - 1:14:41 
I can see that. So would there be a, say a provision where somebody circumstances changed in the say four hours? They said, Hey, if you want, I can come in and fill that shift and you guys can do your office work and your other duties.

• 1:14:42 - 1:14:46 
Absolutely. We do that. We do that automatically. And I think it's even called out somewhere in the season.

• 1:14:47 - 1:14:47 
Is that kind of goes.

• 1:14:47 - 1:14:48 
Change. That.

• 1:14:48 - 1:15:03 
That goes along. I think our, our lines with people on the extra board where they don't want their shifts changed kind of at the last minute either. Yeah. They want to have their life to be able to be organized on their shifts too and not called in at thes.

• 1:15:04 - 1:15:34 
Last minute for the same, gives us a little more time to, to react. Okay. And then finally wording clarification. Uh, once someone commits to an overtime shift, um, it would not be canceled last minute and we're proposing a 12 hour time window for that, meaning that let's say Libby well ahead of time, committed to an overtime shift. So we, okay. We can breathe easy.

• 1:15:34 - 1:16:03 
That shift that was uncovered, that would've been very difficult to cover. Libby's gonna do it. It's good. We're fine. And then at the last minute she pulls out. Now we're left with kind of a, a, a double, uh, stressful scenario to try to get that covered. We'd like there to be some provision within only 12 hours, which is incredibly short that, uh, we would ask later not to change your plans and pull out of that overtime shift.

• 1:16:03 - 1:16:18 
On that end. Um, we've had a lot of instances where people have signed up for overtime and then they show up and then it's like, well, we don't need you. So those people are left high and drive, it's committed today. And they're just sent home with no compensation,.

• 1:16:18 - 1:16:43 
You know, and that just happened. And we, we made that right. And to the extent that that did happen, I'll commit right now that we'll absolutely make that right. Make sure that person, uh, is, is, is fairly compensated because the person did commit to your point, the person committed to cover that hard to, to cover shift. And so I'll make sure Terry that, that doesn't happen. And if it did, I apologize and that doesn't even have to, you know, that's, that's just good management. Yeah. Thank you.

• 1:16:44 - 1:17:08 
Yeah, we appreciate that. That's what you're saying. Cuz it's, it's come up more than once, you know, I'm glad you brought that up Terry. Cause I was trying to go back on that, but yeah. Yeah, that's good. I mean, we feel that they should at least be compensated four hours if they have to drive in, especially if people are driving in from Fairplay or Leadville, you know, we should be compensated, uh, because as it is now, we don't even get paid mileage to take shifts in summer county driving from out there. So that's a, that's a.

• 1:17:08 - 1:17:24 
Great point that would, that would work fair and you know, we need, we need to retain our talent. Exactly. We don't need exactly walking, you know, walking out a facility, you know, feeling slighted. So we'll absolutely, we'll do that right now. I'll get supervisory staff and work on that. Maybe.

• 1:17:25 - 1:17:54 
Um, I just wanna state a state that makes sure that maybe there's something in writing initials in the vacation book or something along those lines. Um, I have experienced circumstances where I've been, felt manipulated. Okay. And I didn't necessarily a hundred percent commit. And then I was told that I did that. I was like, minute <laugh>. So I would say like, it needs to be initialed in the book or.

• 1:17:54 - 1:17:55 
Something. Thanks for bringing that up.

• 1:17:55 - 1:17:56 
Some of the.

• 1:17:56 - 1:18:24 
Broad that came up recently, we actually had it wasn't you that we had, um, something similar happen where we, it was in question what had happened in the vacation book. And we realized that a lot of folks will walk in good intentions, but they'll grab the vacation book and say, Hey, let me look at this. And you know, um, it it's, it's taken out of the, taken away from the eyes of the dispatcher and we don't want to do that. So we're gonna, we're gonna tighten that up for sure, because yeah. Yeah.

• 1:18:24 - 1:18:25 
Okay.

• 1:18:26 - 1:18:30 
So how often does somebody volunteer for an overtime shift and then counsel it.

• 1:18:31 - 1:18:39 
Not very often when it does happen, it's incredibly problematic. It would just be nice to clarify that language for the, the very rare case that it does happen.

• 1:18:40 - 1:18:53 
And I guess when it does, I mean, would, I'm guessing it would probably be, if I volunteered to do overtime, I would be planning on working it unless something came up that prevented me from doing a, you know, illness, injury, personal family emergency.

• 1:18:53 - 1:19:07 
Yes. And that's, that's not this. No, no. If, if, if something comes up where you would naturally where you'd normally call in sick or otherwise, that has nothing to do with it. This is for you changing your mind, leaving us, kind of holding the.

• 1:19:07 - 1:19:12 
Back. Yeah. Why would they do that? Like, they're like, oh, I got this route and this isn't what I wanted. So I'm not gonna go in. Or what would the reason.

• 1:19:12 - 1:19:13 
Be.

• 1:19:13 - 1:19:14 
Typically? I don't feel like it.

• 1:19:14 - 1:19:16 
Or, oh, there's a concert.

• 1:19:16 - 1:19:18 
See, why would they sign up if they didn't feel like it's.

• 1:19:19 - 1:19:21 
Happens? <laugh>.

• 1:19:22 - 1:19:23 
That's.

• 1:19:23 - 1:19:23 
A.

• 1:19:23 - 1:19:28 
Question. That's a good question. And then they say something family.

• 1:19:28 - 1:19:29 
Yeah. That like, for that I,.

• 1:19:30 - 1:19:31 
That comes along then.

• 1:19:31 - 1:19:33 
You, yeah. But sure said that doesn't.

• 1:19:33 - 1:19:46 
Happen. That no, we wouldn't penalize anyone for something that, you know, health related or otherwise, or family related or anything like that. But just change your mind. You're saying like there to be at least some accountability to changing your mind at the last.

• 1:19:46 - 1:19:54 
Time you're saying somebody says, I agree to work overtime on Thursday, no matter what. And then they don't like the shift. Yeah.

• 1:19:54 - 1:19:55 
So they say, no, I don't.

• 1:19:55 - 1:20:30 
Wanna go to Leadville. Forget it. Mm-hmm <affirmative> I would also perhaps say that if folks are on a medical leave, a family medical leave, um, and let's say they think they're gonna be out for two months, but then they heal better and they get released sooner. We've certainly had cuz you know, management is planning ahead. They're like, okay, we've got two months. This person's gonna be out. We're gonna cover their shift for two months. So they make all these different arrangements, but still folks have been cleared before that or come back or you know, things change. And then it's like, oh, we thought we were gonna have a OT shift, but actually this person can, has been released to work again tomorrow.

• 1:20:30 - 1:20:33 
Let's put it back on the schedule, you know, cuz they want get.

• 1:20:33 - 1:20:38 
Back to work and then we're back to your point when that happens, we wanna make sure we're taking care of the employee. You had committed the overtime.

• 1:20:38 - 1:20:40 
There's just so many little things that could.

• 1:20:40 - 1:20:43 
Occur. Sorry to get too much into the nuts and bolts. Yeah. Molly, let me let you,.

• 1:20:43 - 1:21:05 
Yeah, I have a couple more things. Um, in this process I request that we review the, uh, job description just to make sure that we're up with all legal compliance on the job description. Obviously you guys would have input on that as well. And then, um, we do have edits to the video review guideline that we will share with you.

• 1:21:06 - 1:21:08 
What do you mean video review guideline.

• 1:21:08 - 1:21:16 
We have a video review guideline. That is our guidance on how we're allowed to review the video on the buses. We can't just go in and look at,.

• 1:21:17 - 1:21:19 
Make sure we're not spying on you. We.

• 1:21:19 - 1:21:38 
Actually, okay. So that's what I'm saying. So that would be great. I mean next, uh, when we do meet again, if you can't bring that because that has, that is a problem currently, uh, that we do deal with. So, uh, yes. I would like to see those guidelines, um, to see. Yeah. Yeah. Cuz it it's a problem right now, so.

• 1:21:39 - 1:21:46 
Okay. Nope. Covered, covered design Stephanie,.

• 1:21:48 - 1:22:21 
Um, proposal to, uh, look at the performance bonus, um, guidelines on the sick language. Oh yeah. Thank you. Yep. But um, we'd like to readjust that and in, um, to not penalize someone for calling out sick, especially given times of COVID to better word that. Cause if we're asking you guys to stay home, cuz you're sick, so is not to get anybody else sick. Um, that shouldn't take away cuz you're following our guidelines and, and do what we ask and taking care of each.

• 1:22:21 - 1:22:27 
Other. Right. And that was just an error. That was just a pure wording error, a wording thing that made no sense. We just want to fix that.

• 1:22:27 - 1:22:31 
Yeah. That, and, but we also do wanna look at the attendance guidelines.

• 1:22:31 - 1:22:32 
Too and the attendance. Yep.

• 1:22:32 - 1:22:36 
Mm-Hmm <affirmative> there was something in there to, you have to know when you're going to be sick. Yes.

• 1:22:37 - 1:22:39 
Something like when you're planning.

• 1:22:40 - 1:22:40 
Sick.

• 1:22:40 - 1:22:42 
Before a holiday, after.

• 1:22:42 - 1:22:53 
A holiday Tuesday before vacation after vacation. Yeah. No, but there, um, you know, we do wanna look at that, that attendance review guideline as well.

• 1:22:54 - 1:23:01 
Okay. So this, I think that's a great idea because a lot, the whole time I've been here, people have come in when they're sick because they don't wanna lose their bones.

• 1:23:01 - 1:23:01 
Yeah.

• 1:23:02 - 1:23:03 
We don't want that.

• 1:23:03 - 1:23:06 
People come in. No, that's great. I'm glad you guys are doing that. Yes.

• 1:23:06 - 1:23:07 
Yeah. Okay. So.

• 1:23:07 - 1:23:07 
Now.

• 1:23:07 - 1:23:09 
I'm here with monkeypox right now, but I didn't wanna miss this.

• 1:23:10 - 1:23:15 
<Laugh> it's like all the door knob,.

• 1:23:23 - 1:23:24 
July 25Th.

• 1:23:25 - 1:23:27 
I'm actually gonna be here now. Oh, remember you said yeah, we were talking about that.

• 1:23:27 - 1:23:30 
Yeah. July 25th. What day of the week.

• 1:23:30 - 1:23:31 
Is this the.

• 1:23:31 - 1:23:38 
Monday? Monday again? I'll be here. Okay. Well we'll be, make sure you get updated. Um, same time. Same place.

• 1:23:40 - 1:23:43 
Same time. Actually. I'm gonna be on zoom cuz I have another. Yeah,.

• 1:23:44 - 1:23:51 
I thought you'd mentioned that. Okay. And that would be totally fine. We'll go ahead and fire up and make sure we have a camera this time and make, make you fully.

• 1:23:51 - 1:23:52 
Function. And then do we have dates after that?

• 1:23:53 - 1:23:54 
We don't. I figured uh,.

• 1:23:54 - 1:23:57 
If we could get some because my schedule is filling up. Okay.

• 1:23:58 - 1:24:01 
I agree. Yeah. Really, really Paula gets relieved back. Okay. Let's for us.

• 1:24:01 - 1:24:06 
All gets laid back for us. What would you say? What would the group say? Should we go 25th plus two more?

• 1:24:07 - 1:24:07 
Yeah.

• 1:24:07 - 1:24:08 
You think mm-hmm?

• 1:24:08 - 1:24:09 
<Affirmative> let's.

• 1:24:09 - 1:24:30 
See. Well, yeah I think because by the time we meet again on the 25th, I mean cuz technically that yes, the county hasn't proposed us with anything. So we, we don't have nothing red line. So we have no, yeah. You know what you guys are offering to give us and pay what you're offering, you know, just all this stuff. So I mean by the 25th, hopefully you guys will have that in writing. Well,.

• 1:24:30 - 1:24:55 
Can I make a recommendation? Yeah. If you can send us something via red line, our team we've been meeting in person and on zoom, maybe we could meet on zoom to give a response to your zone if we could give it to you before the 25th so that when we meet on the 25th, you'll have some time to understand our responses to your red line. Once we get it. And then maybe you could share something with us before then that's to help expedite, expedite them.

• 1:24:55 - 1:24:55 
Molly.

• 1:24:55 - 1:24:56 
Would.

• 1:24:56 - 1:24:57 
Think that's a good.

• 1:24:57 - 1:24:58 
Idea. We will do our best to get that.

• 1:24:58 - 1:25:06 
So some red lining back and forth, um, some counters and forth just can happen between meetings. Right? I would suggest.

• 1:25:06 - 1:25:09 
Is working directly. If you have you sent the word documents.

• 1:25:09 - 1:25:10 
No, I will do it right now.

• 1:25:10 - 1:25:13 
And then we can work off the same one, keeping her red lines and our red lines.

• 1:25:14 - 1:25:15 
That's.

• 1:25:15 - 1:25:21 
Just the, and I'm gonna send you the entire thing I mentioned. I was gonna take out articles where I didn't have any changes, but just in case yours are in there, I'm gonna leave.

• 1:25:21 - 1:25:34 
Those. Just keep it all. Yeah, that would be perfect. That would be great. Mm-hmm <affirmative> and then, um, you know, it'll be good. Well, we will need to schedule at least two more meetings out just because of the timing of the comp data.

• 1:25:35 - 1:25:37 
Gotcha. Gotcha. Okay. So.

• 1:25:37 - 1:25:57 
Understood. You know, the sooner that we have it, the, you know, I will, I can't share it in its, um, entirety, but I can share like the overall summary summary. You don't want to say it it's entirely won't makes sense. Um, it's very overwhelming, but uh, once I get the data for just the transit stuff, I'll share that with you guys.

• 1:25:57 - 1:26:01 
Does, does, does the county have a ballpark number in mind for wages?

• 1:26:02 - 1:26:33 
Well, that's what the commissioners were talking about, but that what will help is when we get the data back to see where we fall, then they can make it. So let's say we get our data back and we fall in the 80th percentile with our current pay. They may say, okay, we, we wanna be at 95 or let's say if we get it back and we're in the 60th percentile, I mean, they wouldn't do this and say, well, let's be in the 50th percentile. They're not gonna go lower because we're already having a hard time keeping employees, but it, they need the full picture before they can make that decision.

• 0:00 - 0:00 


• 1:26:35 - 1:26:42 
So people ask us, that's how that works. So you'll get all the data back and then you'll talk about it with the commissioners mm-hmm <affirmative> and uh, take.

• 1:26:42 - 1:27:21 
It from there. Yeah. Cuz then what happens is I work with a comp um, firm, a compensation firm that are experts at this. And so they'll compile, they've been compiling all the data and what's taken so long is we made all of our pay adjustments. So we also have to put, give them our compensation data. And so with the two pay adjustments, we had to wait till this pay period when everything was uploaded. And then we sent 'em a census and we of all of our pay and all of our positions and all of our people like actually by person. And then, um, they also, um, we sent 'em our new pay scales and we had to take the comp study itself.

• 1:27:22 - 1:27:39 
And so they take that tool, take all that information and they compare it to everybody else that they had take the study, you know, so we have our benchmark organizations and then there's all of Colorado and then there's the national, um, data and indexes that we reference. Thanks. So they'll compare, compare that all,.

• 1:27:39 - 1:27:44 
I just wanna get, people are gonna be tighter drugs for information,.

• 1:27:44 - 1:28:21 
So, oh yeah, sure, absolutely. Yep. And so, um, and then I will, and then I'll make a recommendation that the firm will make a recommendation to us. And then we'll say something to the board and the board will say, okay, um, if you're doing true comp data, which we've never done, this is there's certain positions that come in like overpaid. Right. <laugh> and so we don't reduce, somebody's pay, but we try to get like pay increases. So they'll come in and say, okay, we're gonna decide that like last time they said, everybody gets a 2% regardless of where they landed in the comp study.

• 1:28:21 - 1:28:34 
And then let's say bus drivers needed an extra 10% on top of that. They would give that to you. Okay. They're turning on the comp data, but um, there's different metrics that are applied depending on what direction they want to go.

• 1:28:36 - 1:28:41 
Yeah. Okay. So 25th, the eighth, yeah, the 22nd. And I'll send.

• 1:28:41 - 1:28:44 
Something out. Wait, give me one sentence. The 25th and what other dates?

• 1:28:45 - 1:28:48 
And then August 8th and August 22nd.

• 1:28:49 - 1:28:56 
I'm on vacation. August 8th. Just date. Okay. Yeah. On the 22nd we're in bargaining, um, in Texas. Okay.

• 1:28:59 - 1:29:13 
Well, what we can do is, you know, we'll have a pretty active red lining back and forth. I think we'll be really, if, if you couldn't make one of those, I don't know. That would slow us down. I think we can, you know, keep it going and make.

• 1:29:13 - 1:29:14 
Sure everyone well I'm with the team.

• 1:29:14 - 1:29:27 
We'll have to talk. Yeah. I mean we, yeah, we we'll talk about it. We definitely, um, yeah, so, I mean, we'll, we'll figure all that out. So at least by the 25th, you guys will be here on zoom on the 25th.

• 1:29:27 - 1:29:31 
I'm on the 25th and we can be here on the eighth. Is there any way to start a little earlier.

• 1:29:31 - 1:29:31 
On the eighth? I was,.

• 1:29:32 - 1:29:34 
I'm gonna have, have to fly out that evening from Denver.

• 1:29:36 - 1:29:38 
I was gonna say the, this,.

• 1:29:41 - 1:29:42 
You said 25th or.

• 1:29:48 - 1:29:50 
We started a little bit earlier on the.

• 1:29:51 - 1:29:54 
25Th. How about 11, seven to one.

• 1:29:54 - 1:29:59 
Possibly. And then Yvette, what did you say? 22nd.

• 1:30:00 - 1:30:05 
Eight on the eighth, if we could start earlier, cuz I have to get back to Denver for a flight that evening.

• 1:30:06 - 1:30:10 
Okay. I'm sorry. So on the 25th, we're starting at 11. Yes. 11.

• 1:30:11 - 1:30:25 
Let's go 25th, eighth and 22nd start at 1120 second. We'll wait to hear from a as, as to, um, events, attendance and whether or not we would postpone and reschedule. Okay. How's that sound sounds good.

• 1:30:25 - 1:30:27 
Yeah. Okay.

• 1:30:28 - 1:30:50 
And Molly, one more thing for we adjourn. Yeah. So, uh, with our proposal, will you take this proposal back to all the county commissioners and you guys will talk about this or does the county commissioners totally trust you to work out a fair and, and, and, and just, uh, contract with, with the union? Well,.

• 1:30:50 - 1:31:00 
So with most of the terms that I think Molly is empowered to do, so I think there's certain things like compensation that will have to go through the board. Yeah. But most of these things, Molly will be able to.

• 1:31:00 - 1:31:33 
Take care of. Yeah. So most of it, it will be discussed with like senior leadership, if there's anything that concern about. So county manager or county attorney Toby, and I, um, we'll talk about, you know, the terms, some of this stuff, it's like, it, it's not, it doesn't need to be brought to that level. If there is something that needs to be brought to their level, I'll, I'll bring it to them. And then typically what we, um, do is the board doesn't get too involved unless there's drastic changes. Like, so we would wanna involve the board in the request for the wages and for the Titans.

• 1:31:33 - 1:31:35 
Yeah. The cost living Titans,.

• 1:31:35 - 1:31:36 
Everything else.

• 1:31:36 - 1:31:46 
Is other, the rest of it's a lot of it's operational and they don't need to dig that deep into it. So that's more, we'll be Toby and I in senior management talking about it. Okay.

• 1:31:46 - 1:31:58 
I'm gonna start please. Don't hurry, take sandwiches. And if someone wouldn't mind volunteering, maybe take remaining sandwiches to the break room. Um, I'm gonna sneak out for a dental appointment.

• 1:31:58 - 1:32:02 
<Laugh> good luck. Yes. Hope that it's painless. Thanks Chris. Yeah.

• 1:32:02 - 1:32:05 
Thanks guys. And who is senior management? So, so.

• 1:32:05 - 1:32:06 
Management. No, this is a great.

• 1:32:07 - 1:32:08 
Question. Who, who would be senior management?

• 1:32:08 - 1:32:10 
So that would be county manager. Scott Bargo.

• 1:32:10 - 1:32:10 
Okay.

• 1:32:11 - 1:32:13 
County attorney. Jeff Huntley.

• 1:32:17 - 1:32:17 
Thank you, sir.

• 1:32:21 - 1:32:22 
And he is the county attorney?

• 1:32:22 - 1:32:30 
Yes, he is the county attorney. Who's the, who's the county attorney and then assistant county manager. Bentley Henderson.

• 1:32:36 - 1:32:58 
Okay. Assistant kind of means where Sarah van might be part of the conversation, but she doesn't really, she's not gonna wait in because she oversees like the human services side of stuff. Okay. Thanks for what finance director, which is currently Marty Harris, but she's retiring August 2nd. So Dave Reynolds will be the finance director. He's currently the assistant faculty director.

• 1:33:02 - 1:33:03 
Who, I'm sorry, what was his.

• 1:33:03 - 1:33:23 
Name? Dave Reynolds. Dave, cause myself Molly boy S HR director. I can't type this. And then we have Nicole Valentine. Who's our public affairs director, but she also wouldn't weigh in on CBA stuff.

• 1:33:23 - 1:33:25 
Yeah. I wouldn't think so. Public. Yeah.

• 1:33:26 - 1:33:27 
I mean, she helps you with a lot of your.

• 1:33:27 - 1:33:36 
Yeah. I'm just care. We just want to know as a whole, who is, you know, really. Yeah. So deciders are who, who will be the deciders of this contract.

• 1:33:36 - 1:33:46 
So, but the, you know, commissioner Elizabeth Lawrence commissioner tomorrow PO and commissioner, Dr. Blancher will need to be involved in the, the pay stub.

• 1:33:46 - 1:33:50 
Yeah. That's so yeah, we, I totally understand that. Okay. All.

• 1:33:50 - 1:34:09 
Right. Yeah, absolutely. Anytime you have questions like that, Michael, you can reach out to me like who, what, when we're how kind of things I'm happy to explain that. Okay. Sometimes I go into like too much detail, but sometimes when people don't understand like how we do comp, like the we're not just arbitrarily deciding these comp things, or we're not just doing this survey monkey or.