• 0:00 - 0:05 Camera's turned off, but it's good to go. Stephanie's there. • 0:21 - 0:22 Hello? You bet. • 0:26 - 0:27 Hello? I'm here. • 0:28 - 0:34 Okay, great. Thanks for joining. Helps if I unmute my mind. • 0:34 - 0:35 Yeah. Yeah. • 0:36 - 0:36 Oh, bigger. • 0:37 - 0:55 I I'm on, I'm on mute right now. I believe we're gonna let you start off with walking us through your proposal. Um, I guess copies weren't made for our team. So I don't know if everybody in the room will be able to walk through it. Um, but I have one and I believe Michael has a copy. • 0:55 - 1:13 Perfect. We can absolutely talk through this. So just FYI food is ordered for 1145, uh, pizza. And, uh, we can break at that time and possibly just keep working through it. • 1:14 - 1:16 Yeah. I definitely have a hard stop at one today. • 1:17 - 1:22 Okay. Sorry. Uh, we're scheduled till one. I can stay just a little after one if need be. • 1:23 - 1:23 Copies. • 1:24 - 1:55 And I feel like, tell me if anyone disagrees that the goals for today's meeting would be to just start with item number one. Now that we have a set of red lines and start working our way through it, we may or may not get through all of the items, but let's discuss each one. And I guess maybe my only objective would be to try not to go backwards and kind, kind of continue moving through those. Uh, once we've talked about one, maybe, uh, be willing to move on to the next. • 1:57 - 1:59 So if everyone agrees,. • 1:59 - 2:12 Chris, this is Yvette. Sorry to interrupt you, but if you're sharing your screen or, or showing something, can you please share your screen on zoom? Cuz all I see right now is I think the back of Molly's laptop. Okay. • 2:12 - 2:25 You've got that camera. You've uh, you can point it anywhere. We can point it anywhere. You'd like I'm not sharing any screens. Um, just working off a copy here, writing down notes for myself. So there. • 2:25 - 2:27 We go. So what's number one that you're referring to. • 2:28 - 2:39 Okay. So the first red line that you proposed was on page. Let me go to it. • 2:40 - 2:40 Page five,. • 2:41 - 2:42 Page five. • 2:43 - 2:52 Okay. I didn't know how you were referring to them now that I know that you're referring to the red lines on the document. Okay. So now I'm you, so I'll let you go share. • 2:52 - 2:53 The document if you want. • 2:53 - 2:54 Okay. Hold on. • 2:56 - 2:58 And ya bet we're having copies made for. • 2:58 - 3:03 Everybody else. You're having what copies made. • 3:04 - 3:08 Okay. We'll let Molly in. She's gonna share her screen just in case anyone wants to see it. • 0:00 - 0:00 • 3:16 - 3:17 Oh,. • 3:19 - 3:21 Okay. So looks like this one. • 3:38 - 3:39 There. • 3:39 - 3:42 You go. Okay. Okay. • 3:43 - 3:52 So it looks like summit county was not opposed to this language. Move on to the next one. Unless there are any questions or conversation. • 3:52 - 3:54 Was not opposed to what to. • 3:54 - 4:21 Adding the word benefits to item number three, it was pay and benefits. So starting on the bottom of page four, item number three and AU wanted to add the words and benefits. It looks like it was really just kind of a housekeeping item of verbiage item. I don't know that it was, uh, a hot button for anyone. • 4:22 - 4:27 So this is this here is ours. And then this, you have, there is theirs. • 4:27 - 4:28 Yeah. Yeah. • 4:30 - 4:34 So you, you guys are, are not, the county is opposed to it. • 4:34 - 4:35 Not opposed. • 4:35 - 4:36 Not opposed. • 4:36 - 4:37 Correct. • 4:39 - 4:40 Okay. Okay. • 4:41 - 4:41 Okay. • 4:43 - 5:14 Continue on, on page five. Uh, this is item number five under article four. So article four, item number five on page five. The language proposed was, uh, change from three weeks to 60 days. Uh, the county replied, uh, this proposed additional language was rejected. The current timeframe three weeks is adequate and reasonable. • 5:15 - 5:20 Uh, 60 days is not reasonable and we can certainly talk through that if you'd like,. • 5:34 - 5:36 I don't have any comments. Okay. • 5:43 - 5:44 All right. Let's move on to the next,. • 5:45 - 6:00 Okey doke. Sorry. Move on to next. Keep this thing going. Article five, item a still on page five, uh, summit county proposes to remove all references to the 40 hour guarantee. • 6:02 - 6:02 No,. • 6:06 - 6:06 No,. • 6:06 - 6:11 No. Summit county had no reason to continue offering the 40 hour guarantee. • 6:13 - 6:16 So in other words, the county wants to get rid of the 40 hour. • 6:16 - 6:16 Guarantee. Correct? • 6:18 - 6:23 Is the county gonna schedule things such that every schedule's gonna have 40 hours. • 6:23 - 6:40 Then? Yes. Okay. Um, as, as we have been and continue to, to do we'd really push for 40 plus hours. Cause that's how you retain employees and we want retain employees. That's that's just how you do it. It's it? Something comes back,. • 6:40 - 6:44 But there's no guarantee of, but there's no guarantee of that without this language. That's. • 6:44 - 6:46 Correct. Correct. That is correct. • 6:46 - 6:46 Yvette. Okay. • 6:51 - 6:52 Okay. • 6:53 - 7:00 Yvette, I thought you mentioned last week that that was a standard, uh, policy. • 7:05 - 7:29 Yes. Language, um, ensuring that employees get 40 hour guarantee is pretty standard in all contracts. Um, even more so it it's increasing in the paratransit industry as well. Um, you didn't see it quite as often there because manifests change, but even, uh, it's coming to more normal as Chris said, to try to recruit and retain employees. • 7:29 - 7:54 Yeah. Very normal thing that, that we want to do. However, language in union contracts, uh, based on exposure I have to in my group at first transit, uh, 12 transit agencies, not one of 'em has this and certainly looking around the nation. Um, so it's not standard as far as language into contract, it's a standard, very good practice that we want to continue doing. However,. • 7:56 - 8:09 Yeah, it's actually standard in every first transit trans dev, MV Rapp, dev every contract, public private that I work with. I, I don't know which unions you're talking about, but it is definitely standard in AU contracts. • 8:10 - 8:11 Hmm. Interesting. • 8:11 - 8:33 We wanna protect and make, yeah. We wanna protect and make sure that people get a 40 hour work week without that guarantee. I mean, you may be doing it now and you say that's your intent, but things can change. And I mean an hour or two hours may not seem like a lot to some, but to working folks, it, it can mean a difference between a tank and gas, a copay for their doctor visit. It's it's an important thing for us. • 8:33 - 8:36 Mm-Hmm so is this a hot button for you for you guys? • 8:37 - 8:37 I would say it is. • 8:38 - 8:40 Yeah, it is a ho it is a hot button. • 8:40 - 9:13 The thing is people in our tax bracket up here are barely getting by. I mean, barely treading water at mouth level. And it's very comforting to know that we are guaranteed 40 hours. I I'm just terrified if we, we did start taking hours away from people, they wouldn't hang around to argue about it. I think people are barely existing up here. It's very stressful. And in our tax bracket, I, I think it would be bad to take it outta there. • 9:13 - 9:25 It's comforting to know that at least we'll have a certain amount of money coming in to pay the bills every month. And, uh, having it in writing is kind of nice to me personally. • 9:25 - 9:31 Okay. Well, I'll jot that down as, uh, this is a strong, uh, desire from AU. • 9:32 - 9:37 Let me ask you this. What were your thoughts on consider or want to get rid of a 40 hour guarantee? • 9:38 - 9:52 Uh, the county feels that it's unnecessary based on the fact that we are doing everything in how we build schedules, uh, to create 40 plus hour schedules as you've seen all of you. Thank you. Demonstrated. • 9:52 - 9:58 Well, mine currently is 38 and a half. My, my schedule right now this summer. • 10:00 - 10:00 Okay. • 10:01 - 10:06 So that would be an hour and a half, three hours that we paycheck that I wouldn't. • 10:06 - 10:11 Be getting. Is that 38 and a half with all the, the extra support time and everything in. • 10:11 - 10:11 It. • 10:12 - 10:12 Is. • 10:12 - 10:16 That right? Okay. Yeah, we have a couple that are, that are definitely on. • 10:16 - 10:17 40, so we'd need to,. • 10:18 - 10:28 Well, most of our shifts during the wintertime are 36 and a half to you. Very rarely see during the wintertime, uh, 40 hour shifts. • 10:28 - 10:39 Okay. Um, there's no such thing as a 36 and a half hour shift by the contract we had to do between 38 and 42. Yeah. Every single shift is over 38 hours. • 10:41 - 10:50 Okay. I do remember one of my landfill shifts being, I think it was about 36 and a half hours. Yeah. • 10:50 - 10:52 How long ago? I've seen a couple. It was just this past morning. • 10:54 - 10:54 Yeah. • 10:55 - 11:29 Okay. Yeah. All right. Well, we can leave this topic open. Uh, we're willing to discuss, uh, the other thing, driving it, just answer your question, uh, was not only that it seemed unnecessary. We were making every effort to get the 40 hour schedules. It was a retain and, uh, a recruitment and retaining tool for us. But additionally, we were taking it a step further. We were paying for 40 hours of work, whether that work happened happened or not, or not. So it wasn't just promising the employee 40 hours of work. • 11:29 - 11:56 It was, uh, paying the employee 40 hours whether they worked or not. So it was something that we just, you know, it was nothing at did. It was just something that we did over the years and how we managed it. Uh, which leads us to think that it just needs another look on not only whether it exists, but how it's being managed. So we're willing to, if it's hot button for you, we're willing, willing to take it and write it down and give it some extra thought. • 11:56 - 12:15 Right now you guys are working on winter schedules, right? That's correct. Correct. Okay. Maybe we look at how the winter schedules are playing out and see if there's a place where we could come in with a happy medium either. Like everything's either 40 hours and we commit to that or we go back in and revisit the language. • 12:15 - 12:16 Mm-Hmm so here. • 12:17 - 12:19 Yeah. I think that's a good idea. • 12:19 - 12:22 It's okay with, with me. That sounds good. You bet. You okay with that? • 12:25 - 12:25 Yes I am. • 12:26 - 12:27 Okay. • 12:27 - 12:28 Yes. • 12:28 - 13:03 So leaving this topic open for more discussion. Okay. Uh, next item, uh, the proposed language in bold was accepted by summit county and it says all work performed above and beyond the employee's regular, the scheduled bid shall be paid at the rate of time in one half, uh, and not applied towards the 40 hour guarantee. So it's kind of an acceptance. And then we, I think we crossed out the applied to the 40 hour guarantee simply cuz we didn't know if the 40 hour guarantee was going to continue. • 0:00 - 0:00 • 13:04 - 13:05 That's great. Thank you. That's. • 13:05 - 13:16 Awesome. So, but time and a half and that's just FYI and Alex you'll need to confirm this for me. That's happening? That that's been happening for a couple years. Is that. • 13:16 - 13:38 Correct? Yes. Yes it has. So, um, if we lost a 40 hour guarantee, then anything over your 38.5 would be paid at over time. According to this knowledge, that's what we wanted to make sure that that was clear that you would be working your regular shift and then we would be paying overtime for anything that wasn't in your regular. • 13:38 - 14:03 Shift. And we did that out of necessity. It was necessary to entice each of you to work extra shifts because we were, you know, so short on employees, right? As well. It seemed punitive to not, um, compensate and encourage and entice you to work the extra shifts. We, we want willing employees willing to work extra shifts. That was the right. That was the idea of,. • 14:03 - 14:44 And so that, yeah, so anything above that guarantee, you know, because we were doing the 40 hour guarantee and now I know exactly what you're talking about. You're talking about 36.5, then we gave you the 40 hour guarantee, right? Yes. Yep. Okay. So I was talking about, you know, prior to that we had a 38 to 40, um, or to 42 hour guarantee that was previous contract. Um, so what we're looking at here is if we're less than 40 at any point in time than anything over what you, what you have bid would be paid, it overtime, whether it was 38 hours or 39 hours. • 14:44 - 14:45 From that point you would get paid. • 14:46 - 14:50 That's great. But uh, yeah, I would say even an hour to, uh,. • 14:50 - 14:51 A week,. • 14:52 - 15:05 But I still, I still don't understand this language if we're not getting a guaranteed 40 hours and we work OT and our shift is 38 hours, we're gonna lose two hours of that OT towards to make up our 40 hours. Right? • 15:05 - 15:11 No, no. I think in that situation, I believe you're correct. Let me see if I'm understanding. • 15:11 - 15:16 You would leave, lose two hours of regular pay. You would get paid the time and a half. • 15:17 - 15:17 Well that's. • 15:17 - 15:18 Anything over. • 15:18 - 15:25 38. If it's a 10 hour shift and I drive down from Leadville to do this OT shift, I'm only getting paid eight hours instead of 10 hours. • 15:26 - 15:56 No, by law, you have to be paid 10 hours. What we're saying is paid for what you work. So if your schedule says you're working 38 hours, you're getting paid for what you work 38 hours. That's what we're paying you. Then if you work 10 hours of overtime on top of that, you're gonna get paid 10 hours of overtime, not eight hours of overtime and two hours of regular time. That's what we're saying. There's no such thing as not paying somebody to work. Yeah. • 15:56 - 15:58 So we're extending what. • 15:58 - 16:04 Benefits you, because you're getting two additional hours of overtime, opposed to two additional hours. • 16:04 - 16:05 Of regular time. • 16:05 - 16:10 Pay. That's how I understood it too. And I think that's great in my, yeah, we're extending it to, to if an employee. • 16:11 - 16:12 Yeah. Just, I mean,. • 16:12 - 16:17 It's not just now granted we're gonna discuss the 40 hour work. Yeah. Later. • 16:17 - 16:23 I would suggest we kind of retool all the language in this section cuz it's, it is it's inherently unclear. • 16:23 - 16:24 Okay. I mean,. • 16:24 - 16:39 When everyone's reading through it, I think that some people are misreading the benefit to them by getting rid of the 40 hour or the guarantee with this additional language. Right. And I think we just need to scrap it all and re re rebuild it. Okay. Understood. I agree. So I think that. • 16:39 - 16:40 Because I understand. • 16:40 - 16:43 Where rewrite from. Yeah. Okay. • 16:44 - 17:17 Yes, absolutely. Jotting that down. Okay. Um, tell me if everyone's comfortable moving forward, still in, uh, section five item F and I'm on page six. Okay. So this was a proposed deletion, uh, deleting this language and summit county basically replied. We do have temporary bus operators and would continue to have temporary bus operators as an operational necessity. • 17:19 - 17:22 So we would love to keep that language in the contract. • 17:24 - 17:44 And Chris, we haven't had a chance to speak about this comment or your number eight, which is also tied to temporary. If we could just put those items where we propose language on hold, because we may wanna come back with language recognizing that there are temporary employees. So if, if we could just hold off on those. • 17:45 - 17:46 Understood you bet. • 17:46 - 17:54 We, we understand your position that you wanna keep them them with. We probably will, but there may be something we'll need to address on behalf of those employees. • 17:55 - 18:29 Understood. Thank you. Okay. Thank you. Moving on item G. Okay. It looks like, uh, language was proposed, uh, summit county agrees that the period should be longer for the benefit of bus operators. We propose a one week period, which is an increase from the current four day period. Um, you may have suggested a longer period. Uh, that was, that was going to be unworkable for us as far as keeping a schedule going. • 18:29 - 18:35 So one week in advance was what we were proposing. Does that sound right? Yes, Alex. • 18:35 - 18:45 Yes. Yeah. We proposed two weeks just cuz there's been, you know, a lot of a body on the extra board can't plan their lives out with only having one week in advance of the schedule being made. • 18:47 - 19:18 Inherently. The extra board is, um, you know, catches those shifts where someone goes out sick or something like that. And frequently we don't know two weeks in advance. Sometimes we don't know one week in advance, but we've found that, you know, looking at everything one week worked better for us. Um, as far as people going out on, on, you know, some sort of leave or whatever, generally we have about a week's heads up, someone needs to go out on bereavement or emergency leave or something two weeks. • 19:19 - 19:21 Rarely. What about compromise? • 19:21 - 19:22 Say 10 days? • 19:23 - 19:54 Well, we're currently doing it at one week in two days. Um, we've just started that. And so, you know, that's nine days in advance. That's what we're doing right now. So when we say one week, the latest it would go out would be one week in advance. The whole key to the extra board is that in the end we don't want people doing what they used to do, hanging out on the extra board. We want people in shifts. If you notice, we have people who are being all choosy about, oh, there's an open shift, but I don't want it. • 19:54 - 20:26 I'm gonna stay on the extra board. Cuz I think it, you know, it works out better for me to stay on the extra board and that's not the point of the extra board. The extra board is supposed to be to fill in to sometimes fill in last minute to, you know, those kinds of things, not to become, you know, the next 20 years of someone's life, staying on the extra board and being able to, you know, work things out, so to speak. So we'd like to, you know, try to, I think a week is works well for us. • 20:26 - 20:26 So,. • 20:27 - 20:41 And in addition to that, we're accepting the language, uh, the deletion that used to say that even on a daily basis, uh, we could, uh, change that schedule. • 20:42 - 20:43 Where people used to have to call in. • 20:44 - 20:57 Yeah, we don't want to do that anymore. We wanna make it easier for bus operators. So we did agree with that deletion after the, the two weeks proposed now proposed at one week. So just FYI. • 21:02 - 21:33 Okay. Um, next item was just had to do with temporary bus operators. The fact that we do have them or I want to continue having them. Okay. Moving down through the list, page seven, item J a tou proposed to add item J uh, that was accepted by summit county and in blue font. • 21:33 - 22:04 Now you'll see that summit county agrees to this change. Additionally, we propose new language shown in blue font, which basically just, uh, it makes the, the difference between two weeks in advance for time off and three weeks in advance. If you wanted to cancel time off, allowing others, the ability to use the time off that you canceled. It's, that's kind of what that's about. Just making it easy on, on the employees, but also making it easy on employees that would now want to take that canceled time off. • 22:04 - 22:06 Is that and Alex, am I correct? • 22:06 - 22:33 Yes. So Tony, just so you're aware we have those vacation bids. Mm-hmm that happen twice a year. So somebody bids vacation and they bid two weeks over the 4th of July. We want them to cancel that vacation three weeks out because we require that people give us two week notice for vacation. That'll give every other driver a one week window in which to take that. Okay. If it's been canceled. Yeah. That makes sense. Then. • 22:34 - 22:58 I, I don't know if our committee, how they feel about this, but I would recommend that that be clarified. And there's something to the effect that request to cancel bid bid time off. I don't know exactly what you call it. Their, because reading this, my question was going to be, how am I gonna give you three weeks? Notice if it only takes me two weeks, am I supposed to cancel it before I even ask for it? • 22:58 - 23:23 No, once you, if you've done it within two weeks, you cannot cancel it. If you've done vacation, you've taken that time within two weeks, you can't cancel it because you just took a slot from another driver who may have wanted vacation. So I say, um, okay, in two weeks I want to take vacation. That's it I'm locked into vacation in two weeks. I can't cancel it during that time. • 23:23 - 23:24 Where does, where does it say that at? • 23:25 - 24:01 No, that's what this, this, what we're trying to here. So in other words, okay, if you have to cancel it three weeks out and you make vacation for two weeks from now, you can't cancel it because it's obviously a three week deal. Now, if you decided, you know, five weeks ago to take vacation, then two, three weeks before that vacation comes up, you can cancel it, but you can't cancel it any less than that because you just took a vacation slot that someone else could have used. • 24:01 - 24:03 They have to be able to use that time. • 24:05 - 24:22 I understand. And I hear what you're saying, but this language for somebody who isn't in these discussions, this language doesn't do that. So we will talk about it on our committee and uh, when we break and we'll come back with, uh, response. Cause I, I understand what you're saying, but again, I wanna make sure that the language. • 24:24 - 24:24 That everyone on. • 24:24 - 24:25 This, that intent. • 24:26 - 24:29 Right. That everyone I agree. Yeah. • 24:30 - 24:59 Yeah. I could certainly use the rework and we, we could be more clear in that language. Okay. Uh, item K. Having to do with the housing stipend, kind of a separate, uh, monetary housing stipend, uh, summit county rejects the proposed additional language and it's, uh, Molly, you can correct me. It's simply that there are a lot of housing programs in place and the, uh, rent being charged currently is, is close to 50% market value anyway,. • 25:00 - 25:02 For the, yeah. Well it's lower than market value,. • 25:02 - 25:10 Which acts as kind of a housing stipend anyway, as opposed to giving someone money for housing, we're doing it a different way. Is that. • 25:11 - 25:46 So why we are, um, comfortable talking with expanding how long someone can have housing, but that someone would never be able, never be required to move out of housing. That's not equitable for everybody at the stage. It's just not. So we're we're we can talk about instead of two years, it's three years, but there does need to be some kind of limit so they can be equitable for everybody living at the stage because if we have five units and five people live in those five units for 20 years, then we're not solving our housing issue. • 25:46 - 26:22 Um, summit county housing that we have for all of our programs is meant to be subsidized transitional housing. So to help people save money so they can transition into their own housing in the community. So we're willing, it's not off the table. Um, the length of time, it just like the we're not interested in someone staying in a unit for effort, uh, or during their employment, because that could take that unit for, it's just not fair to everybody. Um, and then we do have two months of subsidies, which is 50% off an already below market rate rent. • 26:23 - 26:34 So we do do that for all of our employees, whether you're a new employee coming to the county or you're moving into the unit. Um, the only one that, that doesn't, um, apply to is Coto flax. • 26:35 - 26:38 I would've to correct transit housing when they. • 26:38 - 26:42 Designed it does not do the substance. Okay. Two months. Sorry. Well, we could talk about data. • 26:42 - 26:44 Yes. Talk about that. • 26:44 - 27:15 Hey Alex, as long where I'll here, may I ask you a question about vacations? So I was just, uh, I was very glad when Jared took Cindy's shift and that Andrew can now take the lead bill shift and, and be, you know, able to work out a lead bill. And then I just asked, uh, one of the dispatchers, well, if they have a vacation planned, uh, you know, how does that work? Do they, uh, you know, do they cancel that vacation? If they ask me, can I tell them anything? Do they have to cancel it and then try to figure something else out? And the answer was, well, the driver will just have to figure it out for themselves. • 0:00 - 0:00 • 27:15 - 27:39 Yes. The driver has to decide if they want to shift, change their shift. The driver has to decide what they're doing with their vacation. I cannot guarantee more than the number of people on vacation as we currently have. Okay. And so I cannot rearrange people's vacation times for them. If they want to take a different shift, they have to arrange what their vacation time's gonna look like. • 27:40 - 27:50 Okay. So if they were to come to me and ask me, I should tell them, can I tell them something other than you'll have to figure it out. Can you give me some guidance to give them as. • 27:50 - 27:55 Well? Yes. You can tell them they can speak to a dispatcher and the dispatcher can tell them they have to figure it out. • 27:55 - 27:56 Okay. • 27:56 - 28:15 Because that's, that's the way we have to do it. I can't figure someone's vacation time out for them. I've had people come to me and say, wait a minute, how are you gonna work this out for me? I decided to change my shift and take so, and SOS. I signed up for this other shift and it's not, it's not feasible for me to rearrange peoples. • 28:15 - 28:36 Sure. No, I understand. I guess I should have asked, are you flexible at all? Uh, you know, for, if someone has already has plane tickets for a vacation during a certain week had something planned that they, you know, would, would rather take a shift that would benefit them and benefit Andrew to get to work in Leadville. You know? So we're not flexible at all. As far as trying to work with. • 28:36 - 28:41 Them, it cannot be because then I would have to be with everybody for extenuating circumstances. • 28:41 - 28:43 Just, uh, wondering about, I just. • 28:43 - 29:13 Want to, yeah, I have to. I have to, you know, sometimes it seems like we're being really hard, but if we're not consistent with the way we deal with those things, if I say, oh yeah, we might be able to work something out because there's, you know, there's this day here is the only day that then I might be able to, and then the next person comes and says, but there's only three days on my two week vacation that you would have to figure out. So why can't you do it for me? You did it for Dave, you know? Right. • 29:13 - 29:14 Yeah. It doesn't work. • 29:14 - 29:21 So you would suggest that they just go ahead and cancel that vacation and try to find some more room on the calendar for a. • 29:21 - 29:42 Different visit. I would suggest that they do whatever benefits them, the be the most. Okay. And if it's something they just can't miss, then maybe they don't take the shift. Okay. And if it's, you know, until shift pick the next time or something, and if it's something they can rearrange that they, you know, look and see when they can rearrange that. • 29:42 - 29:48 Forum. Okay. Fair enough. I just, uh, was hoping, I, you know, now I know what to tell them. • 29:48 - 30:19 Okay. Can we go back to the housing? Yes. Yes. Um, when you talk about, okay, um, you, you're going to ex possibly expand the limit to three years, maybe four years. But what happens when you have somebody who is unable to actually access affordable housing and their two year time is up or their three year time is up, we have in here, you know, that you would help subsidize housing for, for 50% of fair market value. • 30:20 - 30:35 So are you saying that they can live, they can live in employee housing. You're calling it transitional housing. We're telling you there is no such thing as any place to go. There's no apartments to rent. There's waiting lists on apartments. There's. • 30:35 - 31:00 Sure. And that's why if you, we give you a longer period of time that gives you more time to save and save for housing. We don't have enough housing for every county employee. We wish we did. We don't. So there has to be a limit or you're the person that's also gonna be saying. So Dave's been in housing for 20 years. When do I get my opportunity? Say when Dave decides it's gonna move out. So we have to have we can't. • 31:00 - 31:02 So I understand, I understand your limit. • 31:02 - 31:16 What we can do is try to help, like we're charging. Is it eight 50 or 9, 8 50, 8 50 for, you know, a one bedroom apartment studio apartment that is well below. And I,. • 31:16 - 31:33 And I understand all that. That's I understand all that, but what say we get to three years and the person is still unable to find affordable housing. Are you willing to provide any sort of stipend at that point to keep them. • 31:33 - 31:54 Well, you know, I'll tell you what we did. We applied to the county for down payment assistance. We had saved for years, you know, and we tightened everything you save while you're in these situations. When you're talking about eight 50, what is, what does it not include that eight 50. • 31:55 - 31:56 Internet internet. • 31:58 - 32:22 That is insane. That is absolutely insane. We're not talking about, and you have to pay your electricity and your water and your sewer and your we're not talking about any of that. We're talking about eight 50 is all of it. You should be able to put money away every single month for two years, or if they increase it three years and then apply for down payment assistance and get into something,. • 32:23 - 32:27 You know, and we're not working with the commissioners for a larger down payment assistance program. • 32:27 - 32:32 That's good. That's needed because these places are not cheap when I was looking at the. • 32:32 - 32:32 They're not. • 32:33 - 33:08 Yeah, but we are, you know, we are collaboratively trying to address this across the board. So we're working. Hopefully that'll be something maybe that will give you peace of mind that maybe that'll be settled before we finish this contract. What that, uh, price is right now, it's 30 up to 30,000. The commissioners have talked 50, 60,000. They've talked about expanding it to other communities cuz currently it's Justin summit county. So maybe a smaller amount outside of summit county. So we're really looking at different programs to help people transition into a more permanent, you know, situation. • 33:08 - 33:39 Cause we would love to see more people purchase. We know that that's really hard. Um, but what could we do to assist help in that transition? Right? And the first part would be to try to provide a, um, lower rent. And then the second part would be to help people down payment assistance programs. So it's not that it's completely off the table. It's just that the first part is the forever is off the table. We can talk about what is more reasonable time. We were thinking three years. • 33:39 - 33:43 Um, you know, but you folks can talk about that as a group and get back to us. • 33:45 - 34:31 Um, yeah. So in rebuttal to this so that, um, as you said, we will take all this back to the union, but this is a strong topic right here. Uh, the first batch that had to move out of the co flats, uh, after their time was up, uh, we lost every one of them drivers because they cannot find affordable housing out here. So the reason we put this in here was, and we thought there was gonna be blow back on this, um, that the county probably would not accept this, but the union. And, uh, we would hope that the union and the county could come to an agreement of some kind of housing stipend, um, that can be paid to, uh, some estate drivers on a monthly basis to help them, uh, to afford housing out here. • 34:31 - 34:42 It's this is the crisis that's out here. All these houses keep getting built and they keep getting sold instead of keep getting built and getting rented out for workforce housing for people. • 34:42 - 35:15 Well, you might want to go back to the drawing board on this particular proposed stipend, for instance, the way this is written, I could go out and rent an apartment for $5,000, if you and I are just talking about, um, and request 50% of that. And then I could short term rent it to, to people on top of that and there'd be no real way to enforce it. So it could be that the language and or the idea that you have that there's a monetary stipend could be, um, better stated because the way it's stated right now, it wouldn't really be workable. • 35:19 - 35:23 Okay. Article. • 35:23 - 35:43 Not say man before. I would suggest too, if you're try rework that maybe separate the two from the, uh, into a separate section regarding a stipend as, um, sorry, separate. Yeah. The issue of the limit on the employee housing with the stipend. Okay. Lumping that together is. • 35:43 - 35:44 Inherently confus. So. • 35:44 - 35:44 Got. • 35:44 - 35:48 It. Well, especially since you talk about housing stipends in other areas of the contract,. • 35:48 - 35:49 Right. • 35:50 - 35:50 Okay. • 35:52 - 36:15 Okay. Article six, union activities item a uh, summit county would like notice and 24 hours does sound reasonable to summit county, uh, for these activities. So the proposed deletion, uh, summit county would like to keep the language as opposed to deleting it. • 36:17 - 36:21 The most of that is because we were weren't so. • 36:21 - 36:50 This one was a bit confusing Chris, because these folks are employees and that's what it's talking about. So they're usually at work anyway. I mean, I usually see this in contracts. If somebody like myself is coming in dad, isn't somebody normal, you know, to the workplace giving advance notice, which I have no problem doing, but for people who show up there and work every day, um, this was a bit unusual since they're there every day normally. • 36:51 - 37:07 Okay. So that could be just a, a wording update. Yeah. Potentially. So I don't know if maybe you guys want to go back and take a look at that and, uh, what you just said just now, Yvette does not sound unreasonable to me, at least. • 37:10 - 37:10 Mm-Hmm . • 37:11 - 37:13 Okay. We'll take a look at that and respond. • 37:17 - 37:29 Okay. Moving through the document. I'm now on page eight, item F and it looks like, uh, the union proposed new language,. • 37:31 - 38:07 Uh, based on where the bulletin board shall be placed. Uh, summit county rejects the proposed additional language. Current board location was mutually accepted by both parties over many years of operation it stand as it stands as an accessible, quiet and safe place. Uh, and by safe, I mean, you don't have supervisors breathing down your neck while you look at it, uh, for the employee to read and learn about the union. Um, changing in arbitrarily based on preferences of, you know, one elected union official versus another. • 38:07 - 38:26 And it's continually moving around is not something summit county would like to see. It would be an operational necessity for us to settle on where that board is and then it doesn't move around. So that's kind of why this additional language, uh, was rejected by summit county. • 0:00 - 0:00 • 38:33 - 38:34 Okay. • 38:37 - 38:55 Okay. Uh, item I union leave of absence, uh, summit county rejects the deletion. They would like it to con continue to say without pay, uh, summit county does not wanna fund union activities. • 0:00 - 0:00 • 39:12 - 39:12 Okay. • 39:13 - 39:36 Okay. Item J uh, this was a proposed deletion by the AU, uh, where there would be no 20 hour limit for leaves of absence having to do with union activities. Uh, summit county would like to continue to have the 20 hour limit for union activities. Leave of absence. • 39:40 - 39:40 Unless. • 39:40 - 39:53 One thing I wanna say with this, Chris is for example, this year is our AU international convention. And each local is required to have representation there and it's, uh, one week, um, 40 hours. • 39:55 - 40:01 And we've done that in the past list and we've done that in the past. We've we've approved. It. • 40:01 - 40:07 Always have. Yeah. As far as I recall when we've had people there, cause they're required to be there. • 40:09 - 40:34 Yes. We've actually approved that in the past for a representative from this local to be there. But you know, when you combine the, um, the taking that out and having four union officials off at the same time, um, that seriously would hamper operations, we'd be canceling rounds. • 0:00 - 0:00 • 40:45 - 40:51 Hey, it sounds like, uh, you'll take that back to the drawing board. Give us some thought on now on item. • 40:52 - 40:52 Plan. • 40:53 - 41:15 Go ahead. You bet. Okay. Uh, page nine, item M it looks like additional language is proposed here. Uh, the employer will pay the union negotiating committee for up to 30 hours of lost time. Uh, that was 30 days, 30 days of lost time. That was rejected by summit county. • 41:20 - 41:53 Okay. Article seven, probationary employment, uh, summit county rejects this deletion and proposed additional language six months is the minimum amount of time necessary to train schedule, evaluate, uh, a probationary employee, uh, as well as part of this item, summit county rejects the proposed deletion. A new employee will need at least 90 days to understand the working environment and make informed decisions. • 41:57 - 42:07 In reference to this though, most jobs are only on a probationary period for 90 days. I mean, six months is a pretty extensive probationary period. Um,. • 42:07 - 42:11 I've seen just the opposite. Yeah. Six months is pretty standard. • 42:11 - 42:34 Mm-Hmm cause you can't get to know your job in 90 days. So take six months is a very standard probationary period. And we did last contract. We did move the ability to negotiate or ability for you to, um, approach employees, approach employees to 90 days instead of six months. So we did change that last contract. • 42:35 - 42:37 Okay. So the 90 days is already extended. • 42:38 - 42:52 Uh, yeah. So if we left that, that would just continue to be there, that deletions rejected and leaving it at six months for a probation. So there would still be six months probation union could, um, an employee after 90 days. • 42:53 - 42:57 Okay. So, all right. So moving through the document,. • 43:00 - 43:00 Let's. • 43:00 - 43:32 Look for the next, okay. Looks like I'm in, we're in article eight, page 10, item eight. It proposed that the employer will remove all disciplinary notices older than one year. Uh, the county rejects the additional language performance documentations are matters of public record and cannot be destroyed summit county's disciplinary policies are fair, equitable, legal, and typical, and even conventional among us employers. • 43:33 - 44:09 That's item H as we're thinking about that, we'll move down, uh, page 11, article nine, item D page 11, uh, summit county rejects a proposed language. And we'll discuss this proposal along with the discussion on wages as you well know, we're, uh, completing a very comprehensive wage study. • 0:00 - 0:00 • 44:10 - 44:36 Yeah. And I feel like we just, we can't talk about this yet until we have maybe made some decision on wages and then we can talk about how to bring returning employees back into whatever wage system we agree on. It's not that it's not it's off the table. We would love to have returning employees come back and be able to compensate them. But we, we can't have that conversation until we have that system in place. Does that make sense? • 44:39 - 44:39 Okay,. • 44:41 - 45:01 Moving on. Okay. Now we're on page 12 item. I, uh, it was proposed that we add the language absent, mitigating circumstances, summit county rejects that language. We're okay with leaving it item three absence without notification to the employer for a period greater than three days. • 45:03 - 45:09 Somebody's in a comma we're gonna obviously yeah. Make concessions for. • 45:09 - 45:09 That. • 45:10 - 45:13 So that was happening anyway and we'll continue to happen. • 45:20 - 45:49 Okay. Let's move down through the document. It looks like article 10, item K we're on page 13. Um, it was proposed that we also sent, we, we also communicate with employees via text message. Uh, we don't currently do that now nor have a way to do that. Uh, so we reject that proposed language. • 45:56 - 46:02 Okay. Page 14. And we're on item C. Um,. • 46:07 - 46:44 It looks like basically a tou would like to, uh, not allow a schedule to happen period, without, um, authorization by a union official, whether it be a president or, or someone, um, delegated by the president. Obviously we do need the ability to put out schedules. Um, so we'd want all the, uh, participation as we can get, as you've seen we've, uh, we put out draft schedules and we ask for participation from the entire workforce because we want to know how well did we do in building this schedule. • 46:45 - 47:09 We definitely would not want to limit that to a small assigned group of people who would then have, uh, autonomy, complete autonomy and authorizing or not allowing a schedule to go forward. So this is more of an operational necessity for us and the need for a lot of feedback and as much feedback as we can possibly get from the entire workforce, not just a small, uh, group. • 47:10 - 47:34 Well, in my experience with this is that when the schedules come out, they're very vague. It's Keystone silver farm, you know, and what, what I would like to be able to do is actually see the paddles before they come out and be able to look at those and comment, cuz a lot of times it's just you're picking routes and you're not having the ability to see what that route actually entails. Hmm. • 47:34 - 47:36 I don't know if that's unreasonable. • 47:36 - 47:37 Do you Alex,. • 47:37 - 48:04 You know, because the paddles are done after we've already done the, the um, the actual routes. I don't know that that's really, if we would really be able to do that, um, it would change, it would change the entire dynamic of how we do, how we do the route. So what you're saying is, um,. • 48:05 - 48:27 Like if you get a, a shift that has six continuous hours of Keystone, you should be able to know that before you pick that shift, that that's, what's gonna be entailed. You know, there are certain routes. Like last summer there was one that was like six and a half hours, continuous Keystone loops. And if I had known that that was gonna be the comp the case with that particular paddle, I wouldn't have. • 48:27 - 48:58 Picked it. Oh, I see. Okay. Paddles, aren't put out until after we've done, but you do get the, um, the framework, the, the color framework, right. And every single paddle is defined on that color framework. So you can go through and you can look at paddle one. And if it has, you know, six silver thorn wilderness trips, you're gonna see that right there on that. I think it might be just a matter of educating people on how it's read, because you'll see that. • 48:58 - 49:31 And then you'll see where your lunch is. And then you'll see where it continues on maybe a Keystone route, but the paddles aren't built yet because the paddles are something that we do, like last paddles and cheat sheet. Um, and the way that things are done is once we've put out the deal and we've put out like the timeframes, you'll see that little color sheet that shows you what your lunch would be, it's over here. And then you have, you know, what you're working for this block, if it's silver door Keystone or whatever, right. • 49:31 - 49:52 Then all of that is defined on that other sheet. Um, like I say, paddles are much more intricate and require a lot of work once all that other stuff is done. And so, you know, since we only have, you know, two to three people working on that, I can't see us putting 'em out before we do. Um,. • 49:53 - 49:54 Okay. Just as long as those. • 49:55 - 50:02 Yeah. And I'll show you at the same time, I will show you and anyone else who wants to know exactly how to read that framework. Yeah. How it's read. • 50:03 - 50:05 Yeah. Just important that they come out at the same time. • 50:06 - 50:39 Do you mind? Yeah. With the yep. Yep. Yeah. With the deals that we throw out on the desk, because the very first thing we do is a white framework and it shows when things start, when they end and what, and, and how many trips in between are happening. And then when we put together that color framework and spell out what the, what the actual, um, paddles are going to be, that's when you'll be able to look at that and see exactly. • 50:40 - 50:41 Okay. Yeah. • 50:41 - 51:14 We also proposed this wording to, uh, as to what Terry said, but also, um, because, uh, you know, during the wintertime we drive and everybody knows, we drive pretty adverse conditions. Mm-hmm um, and a lot of, of the bids that are bitted on have half hour lunches, some drivers are in the bus for six hours drive in and wide out conditions down these passes, they come back, they get a 30 minute lunch. You have to go back out and drive for another two hours or whatever. • 51:14 - 51:47 Mm-Hmm, , it's not enough time for these drivers to decompress before they get back in and have to go drive down, you know, uh, a, a basin, you know, where it's, it's icy conditions. And, and it's, you know, a lot of new drivers come in and, you know, this is just wording that we put in here, because this is feedback we're getting from other drivers at the stage that a lot of these schedules have a lot of half hour lunches, you know? • 51:47 - 52:03 Um, you know, so what you said that then, you know, we'll take this back and if we need to reword this, then we'll reword this, but, and I'll tell you, we feel that most of 'em should have at least 45 minutes to an hour lunch, uh, all, uh, all. • 52:03 - 52:45 Panels, have you pulled your people because we've pulled the drivers in the past and we just, Bruce and myself and Viv talked about running another pool this time, um, lunches are kind of set according to those pools, if we can control it as you know, because of the way that Fairplay is laid out, we weren't able to control that lunch. We weren't able to, to dial it in this winter. We're proposing that we have it set up more like Leadville so we can dial back those lunches, you know, to what in the past people have, who have been pulled, have said they want, have you pulled your people to make sure that's what they want? • 0:00 - 0:00 • 52:45 - 52:52 Uh, yeah, I mean, we've taken, so we took, we passed out surveys and took surveys of, and they said, you know, and that's what,. • 52:52 - 52:53 45 minutes to an hour. • 52:54 - 53:04 Yeah. Most required. And don't get me wrong. Some drivers like having an hour and a half lunch, but a majority of the drivers, uh, wanted 45 minutes to an hour lunch. Okay. • 53:04 - 53:51 Because we'll be pulling them this year as well. Yeah. And then, uh, we'll be using that feedback when we make the new schedules, but that's kind of the way we've done it in the past is we've pulled the drivers. And then we take, you know, what do the majority of the drivers want? What do they want to see? You know, and that's what we've been using, but we can, can always, always use that feedback and, and do that again. And that's not a problem. Um, one of the things that, that, uh, we have to make sure that, that we do is understand that if we have a pool and it shows that, you know, 50% of the drivers want an hour lunch break and 50% of the drivers want a half an hour lunch break, there's gonna be a mix of lunch breaks. • 53:52 - 54:01 And they may or may not get what they want when they choose, you know, which is something that you have to bear in mind. And we can't control that. So. • 54:02 - 54:45 This is the event and I'm listening to this discussion. And the one thing I wanna add is that the representatives at the table here are the exclusive bargaining representatives for the members at summit stage, and to do a survey and to go by what the majority thinks would, um, hinge on the, on being illegal and a possible unfair labor practice charge. The group care has surveyed the members and, and they're been tasked to bargain over wages, benefits, and working conditions, which routing and scheduling are, are part of our working conditions and the impacts of, of the schedules that the company puts out. • 54:45 - 55:10 So I just wanna put that out there because, um, listening to the way this conversation is going, it raises concerns for me. Like Mike said, the members were surveyed, the locals, done their part in trying to figure out what the needs of the, the folks are. So I, I would just urge caution in, in going beyond the union to try to get things done, but stepping outside of that,. • 55:11 - 55:15 Good to know that makes it easy. One hour lunch breaks. We can do that. • 55:19 - 55:50 Okay. Well, uh, there is food here we can possibly, uh, take a quick break. Um, there is a very free salad. That's supposed to be on way, just called them messed up. I gotta Getty this pencil. Sorry. I'm go out my car. I took free to pick it up. I'm like, Nope, I've got more. I, it's not a huge, yes. • 55:50 - 56:13 We need more pens now. I feel bad. Cuz I just, I took David. Yeah. These things broke. I got so times things I assumed you, this was my daughters. So yes. Guess I pens need some cups. Don't I please, can I take the one water? Well, there's two waters. Only two waters. Okay. See what? • 56:22 - 56:22 Sure. • 56:26 - 56:30 Room. Yes. On a basis. I. • 56:31 - 56:31 Wanna. • 56:36 - 56:51 Let me know if you're okay with us continuing, uh, any other discussion on article 10? Item C. Okay. • 56:52 - 56:53 Moving on. • 0:00 - 0:00 • 56:59 - 57:02 Okay. Now we're in item M. • 0:00 - 0:00 • 57:07 - 57:39 This has to do with drivers, uh, relinquish, relinquishing their route on the occasion where supervision would come and say, Hey, we need to try to train this person. Would you be willing to do another shift for the day instead of the one that you were doing? Uh, and there are also some emergencies that could happen that would require us to ask a driver to do a different shift, a different route, different assignment. So reassigning duties is an operational necessity. • 57:40 - 58:11 It's what you'd expect. I think from really any line of work, the necessity to reassign employees on occasion, we'd like to be able to do that. Um, and if a driver refuses that would make it extremely difficult for us to handle emergencies and things like training such, make sure Yvette, make sure Yvette didn't step away. • 58:12 - 58:13 Yvette, are you there? • 58:16 - 58:46 Yvette? Are you with us? Is two. Any of you have her like cell phone or? Yeah, I've been trying to get ahold of her, but I can't seem to get through, uh, in this area right here. Yeah. Frisco not Frisco's terrible. Mm-hmm what's her number? The black hole looks all. Mm-hmm see here. She's not on. • 58:49 - 58:55 Let's give her just a minute. We can continue. Uh, just, just in case she's close. • 58:58 - 59:09 Well, we'll just give her a minute. We don't want to continue without her. Okay. I got her voice message. Text her. • 0:00 - 0:00 • 1:00:42 - 1:00:51 Hey, are you back on zoom? Uh, you said the host will let you in soon. She's not able. • 1:00:54 - 1:00:54 Oh,. • 1:00:55 - 1:00:55 I've got her. • 1:00:55 - 1:01:00 Okay. You said he just got you right now. Okay. All right, bye. • 0:00 - 0:00 • 1:01:06 - 1:01:08 Yeah, we'll give her a second to get your sound up. • 1:01:10 - 1:01:10 I am here. • 1:01:11 - 1:01:49 Okay. Thanks. You bet. Okay. So we're on page 15. Item M having to do with, uh, reassigning bus operators on occasion due to emergency, uh, sometimes D due to training, et cetera. Some county needs the ability to do that as would any agency. Um, but we will ensure that any effect employees would certainly not lose any compensation because of that reassignment. Uh, if that were to be the case, we would make them whole, but we do need the ability to do that as an operational necessity. • 0:00 - 0:00 • 1:01:50 - 1:02:10 No, the union and the drivers understand you need that to train. Everybody does. The reason this was put in here was the drivers want to have respect of being asked to be taken out of their shifts instead of just taking out of their shifts and they don't know nothing about it. So that was the reason this wording was put in here. • 1:02:10 - 1:02:40 So yeah. Well maybe we could look at what happened to you. Exactly. We could look at some wording that that makes that possible. Uh, as an example, we were just talking about emergency management. There's a meeting coming up where transit, you know, will be responsible for, uh, taking apart. And let's say a major emergency within the county. We would need the ability to reassign drivers. We'd certainly be willing to ask first, but a driver refusing that, especially during an emergency, like that would just be untenable for us. • 1:02:40 - 1:02:41 Is that right? Alex,. • 1:02:41 - 1:03:11 We and we already have in here that, um, they won't be pulled from the regularly bid work assignment for the purpose of reassignment to other duties, unless a legitimate operational need is articulated and presented to that driver now. Um, so this is what happened to, to Terry just recently, um, a driver showed up and said, you know, I'm driving your route and that's not, that's not okay. That's never been okay. • 1:03:12 - 1:03:22 If it's a training thing. I mean, the trainers know what the schedule's gonna be like for the following day. So all they'd have to do is come to the affected driver of the night before. Right. And say, look tomorrow,. • 1:03:22 - 1:03:28 You're gonna have exactly. And that's what, that's why this is in here because that's, what's supposed to happen, but. • 1:03:28 - 1:03:29 It hasn't. • 1:03:29 - 1:03:30 Right. • 1:03:30 - 1:03:38 So yeah, not all dispatchers have, have abided by what the wording that you have in here. Yeah. That's why we, uh, reiterated this,. • 1:03:39 - 1:03:43 You know, but what we don't want is someone to refuse to relinquish their shift. We. • 1:03:43 - 1:03:51 Can't have that. No, we understand that. Yeah. And that's not what the union's trying or drivers are trying to, you know, they just want the respect of dispatchers coming to them. • 1:03:52 - 1:03:53 Absolutely. They should. • 1:03:53 - 1:04:12 Have. And just saying, do you mind, if, you know, we need to train this person, you know, we are gonna put you as an x-ray or something else. You're not losing your hours. Um, but we do need to train this driver. So is it okay if we take you outta your shift? That's what drivers want is the respect of being asked to be taken outta their shift? That's. • 1:04:12 - 1:04:13 So reasonable. I think,. • 1:04:13 - 1:04:20 Well, I think we need to work on the language because again, we're going back to being asked and what we're saying is they're gonna be plenty of opportunities. • 1:04:20 - 1:04:21 Should be informed,. • 1:04:22 - 1:04:28 Like yeah. More ly informed. And that might be a training issue on our end, working with dispatchers about. • 1:04:28 - 1:04:29 Exactly. • 1:04:29 - 1:04:34 How to inform politely informed drivers so that you're given the respect that you, you know,. • 1:04:35 - 1:04:35 It's just courtes. • 1:04:36 - 1:04:36 Yeah, absolutely. • 1:04:37 - 1:04:37 It absolutely is. • 1:04:38 - 1:04:46 I would suggest breaking that up into another subsection or section just that covers training and notice where it, it differentiates between emergencies. • 1:04:49 - 1:04:59 Yes. Okay. Certainly willing to do that and willing to go back and, and uh, um, and train where necessary to make sure. • 1:04:59 - 1:05:00 That happens. • 1:05:00 - 1:05:02 Nothing, start that right away. Just making sure. • 1:05:02 - 1:05:37 Oh, absolutely. I have to do just hearing what Terry told me today. I was like, ah, I gotta have a little chat with everybody. Okay. Um, emergency circumstances sometimes arise when, um, you know, we have, we have circumstances where we can't let you know in advance, right? Yeah. I may say understand. And we did this to somebody, um, you're on the wilderness route normally, or you're, you're doing silver thorn or whatever. We have a fire at such and such. I need you to drop your people at so and so explain to them what's going on and go immediately to, to evacuate people. • 1:05:37 - 1:06:06 Right. Um, that's part of our job in the county. It's part of our, our deal. So things like that will happen. Don't think there is no driver. That's going to not understand that circumstance. I think you would be surprised. I would. I would. I think you would absolutely be shocked. Okay. it is possible. There aren't many, but we do have, you would. That's great. Yeah, that'll go to great. Thank you, sir. • 1:06:08 - 1:06:09 Yeah. There's some more water. • 1:06:10 - 1:06:12 I have water. So if anybody, when you open it. • 1:06:13 - 1:06:14 Okay. So I'm. • 1:06:14 - 1:06:32 Shake that anybody want water. Okay. But, you know, so there's, so there's those three things we need to, to, um, to kind of divide that up into emergency, like you said, and training and notice. Yeah. Okay. Absolutely. We can. It's a rewrite. • 1:06:32 - 1:07:06 So article 12, vacation scheduling and bidding. This is along the same lines, proposed language and deletion rejected by summit county management must be able to adjust vacation scheduling when necessary to ensure that consistent transit service is provided to the public. Meaning that when we got in trouble recently, um, Alex's predecessor, Teddy was required to change that from a two, three scenario to a one, two scenario. • 1:07:06 - 1:07:36 I believe I'm sorry. From a three, two scenario to a two, one scenario. Uh, but at as soon as we were able, we moved it back up to a three, two scenario of vacation scheduling. So I think we've demonstrated our, our need to change that. But also our ability to make sure that we're keeping that at maximum because, you know, we want happy, healthy, well rested driver. So this will always be a priority for us. • 1:07:42 - 1:08:08 Okay. Item B uh, proposed deletion rejected by summit county. This statement should remain, it describes how summit county has and will equitably manage vacation scheduling. It's kind of along the same lines here. And this is basically item B was more of an explanation of item a. So it's possible that item B really should have been a part of item a,. • 1:08:12 - 1:08:14 So maybe it's possible to rework that language. • 0:00 - 0:00 • 1:08:25 - 1:08:26 Okay. • 1:08:27 - 1:08:55 Moving down to item G still on page 16, uh, summit county proposes to remove all references to a 40 hour guarantee. We spoke of that already. Uh, that's our proposal. Um, and then moving down towards the end of the paragraph, the proposed statement, uh, would be unnecessary without a 40 hour guarantee. • 1:08:57 - 1:09:09 May I ask just in case somebody asks me, uh, and just so I understand it, I'm doing this. If you guys are planning to give us 40 hours anyway, what would be the difference between having it in the contract and not. • 1:09:11 - 1:09:16 Exactly why have it in the contract if it's unnecessary, good point. Well,. • 1:09:17 - 1:09:28 Uh, that's not what I meant, I guess, you know, what, what is, what is the issue with, uh, if we're gonna get 40 hours anyway, what is the issue that the county has with having it in the contract? • 1:09:29 - 1:10:04 Um, as we stated before, uh, it seemed unnecessary because we were doing it anyway and it would be a natural desire of any agency to promise that upon new hires, uh, that, you know, will give you 40 hours. We want you to stay with us. And as a retention tool, don't leave, you know, we'll give you 40 hours and do our best to get you 40 plus. Um, it's something that happens naturally. So we didn't feel that language in a contract compelling and requiring us to do it was necessary. • 1:10:05 - 1:10:19 And we tended to interpret it over the years beyond what it meant. And it, it became interpreted as we'll pay you the equivalent of 40 hours, whether you work or not. So. • 1:10:19 - 1:10:51 It's become, it became a bit of an issue because somebody who had, you know, extra time built into their schedule at the end of the day, when they should be, you know, helping out answering the phones or going out and checking out a vehicle or whatever, um, people became offended that they were being asked to do those things, um, during their, what we call now op support. Yeah. During that time and asking to leave early, I want the 40 hour guarantee, but I don't want to be here. • 1:10:51 - 1:10:55 Well, you could say no as management say, right, but then, but if. • 1:10:55 - 1:11:01 We could clarify that you're guaranteed 40 hours and that you're gonna actually have to be there for 40 hours,. • 1:11:01 - 1:11:15 Right. That you're gonna have to actually work. And that's the, that's that difference between what people were beginning to interpret it as, right? There's a 40 hour guarantee. You're gonna pay me 40, no matter what. So, you know, I'm gonna sit here,. • 1:11:16 - 1:11:30 Just clarify that on the employees aspect and, and state that you're gonna have to be here for 40 hours to get this 40 hour guarantee. You know? So if you have to stay half an hour and do a pre-trip or something on a bus, so. • 1:11:34 - 1:11:38 That's what that was moving down. • 1:11:41 - 1:11:42 Let's see. • 1:11:44 - 1:11:46 Okay. Article 13, item D. • 1:11:49 - 1:12:20 Um, this is language proposed by summit county. Summit county requires 24 hours to find an available dispatcher or supervisor in a case when all bus drivers have been contacted and none are available, we gotta fill the shift somehow now. And an eight hour restriction was really difficult and even impossible. Sometimes we'd like a full day. We'd like to have a full day, 24 hours in which to say, okay, no bus driver can do it. • 1:12:20 - 1:12:41 We're sure of that. We contact all of them. Now let's look towards dispatchers and supervisors, which we want. We want that to be the case. We wanna make sure all drivers are, are given the opportunity first before dispatchers and supervisors are given the opportunity. However, we need a little more time prior to that shift happening to make it just operationally sound. • 1:12:43 - 1:12:47 Okay. Okay. Let's see. • 1:12:49 - 1:13:31 Next session. That would let me point out that that would change the wording in C if we do that, if you read that. Okay. But not less. It says when work becomes available within 24 hours, but not less than eight hours of the established start time of a vacant shift, the dispatch supervisor will assign the work to an extra board bus operator, or if no such operator exists, call the operators on the overtime list, et cetera, we would be backing that up so that it would be not less than 24 hours when any work becomes available, not less than 24 hours,. • 1:13:33 - 1:13:39 If it becomes unavailable in less than a 24 hour period, are you gonna enforce that? • 1:13:42 - 1:13:42 I'm sorry. What,. • 1:13:43 - 1:13:52 What if that work becomes available in a period of time, that's less than 24 hours in advance. So say somebody calls up,. • 1:13:52 - 1:13:54 There's still, they're still gonna call everybody. • 1:13:55 - 1:13:55 We just do what we can. • 1:13:56 - 1:14:29 We do everything we can to fill the shift. Emergencies happen, emergencies do happen. And, and nine times out of 10, what ends up happening in those cases? We can't find a driver. Somebody from the office staff is gonna be driving that so less than is not the thing is the eight hours before we can actually give it to, um, say one of our road supervisors or dispatchers is not enough notice. And sometimes means we're calling them in the middle of their night to let them know that they're gonna be driving the next day. • 1:14:29 - 1:14:38 And so 24 hours just like notifying drivers with enough time and not changing things on 'em within that. Yeah. That's what we're looking at. • 1:14:39 - 1:14:47 Okay. Article 15 wages, we discussed those, uh, you know, obviously we're waiting for some data before we can, uh,. • 1:14:48 - 1:14:56 I have a meeting later today not to get the information, but we will probably have a more solid timeline in what we're looking at for the results of the summary study. • 1:14:56 - 1:14:59 Employee. Great. Yeah. So we'll kind of leave that on the table. • 1:14:59 - 1:15:02 So you guys don't want to talk any wages until you get your wage study back. • 1:15:02 - 1:15:04 Mm-Hmm I think so, you know, it's. • 1:15:04 - 1:15:06 And you don't have a timeline on that wage study. • 1:15:06 - 1:15:20 Well, hopefully sooner, rather than later, where everything's been submitted, they're in the analysis process. And so today I'll hopefully have a timeline of when they're gonna give us our first review of their recommendations for salary study. • 1:15:21 - 1:15:45 The thing is it would be impossible for Molly or anyone else to agree to this or anything else without that wage study, you know, you trying to make data driven decisions without the data, you can't make the decision. So that's, that's really all, it's about. Sure. We'd love that to have been done last week, but you know, it's a comprehen, it's a difficult endeavor and it's a comprehensive study. So it just take time. • 1:15:51 - 1:16:16 Alrighty. Let's see. I think we're on item B proposed deletion. Uh, this is rejected by summit county. The language will be reviewed once. Compensation is determined, moving to item C. This is proposed new language by summit county shown in blue font. The county agrees with AU. • 1:16:16 - 1:16:23 Hold on a minute. I'm sorry. Let's back up. Uh, so B U uh, what was your guys' response to. • 1:16:23 - 1:16:26 B still waiting for the data basically that would affect this language? • 0:00 - 0:00 • 1:16:34 - 1:17:06 No. So B pretty much the way we translate it is that summit county has the power to decide what our, what our wages will be. What our, if you remember compensation, hold on, let me finish please. Okay. We are a union and we're under contract. So we negotiate our wages with the county. So therefore we want that Xed out because that is not the case that the county controls, we negotiate for our wages and our compensation,. • 1:17:07 - 1:17:23 Whatever we determine at the end end, this language will be considered as part of all that, because it might, we might agree that like I'm a certain wage, but the mechanism in which we pay it or when we pay it, you know, so we're, it's just too early to discuss this. • 1:17:24 - 1:17:44 And what I'm letting you know is that this, this wording was specific to when this contract was last, you know, so it's specific to that, that the county had decided, or that the drivers had decided to go on the county system and then that made that relevant. That's why it's in there. • 1:17:45 - 1:18:18 So, so it's likely to change. Yes. Okay. Um, so rejected as is, but likely to change, right. Okay. All right. Item C summit counties proposing some new language, uh, shown in blue font. The county agrees with AU and also proposes alternate language to explain this differential pay policy. So, uh, we're posing $3 per hour for assignments, and these are last minute extra assignments. • 1:18:19 - 1:18:52 These aren't shipped this isn't shift BI. Okay. These are last minute, extra emergency assignments where a driver's required to be extra territorial in quotations. If you want to use that terminology. Yeah. I don't think that's a word, but anyway, let's use it. If you are extraterritorial and you've been assigned last minute, there is a pay differential because that's a difficult assignment. Let's face it. You're going to, to lead bill or park county and, and, uh, there needs to be a significant pay differential. Uh, $3 is on the table as proposal from summit county. • 0:00 - 0:00 • 1:18:52 - 1:18:53 I think that's great. And thank you. • 1:18:55 - 1:19:08 I would say Jeff being a little more specific in there. Just, I mean, it is funny the extra territorial, but we may want to define that term into exactly which routes those are. Okay. Um, or find that, yeah. Which routes are extraterritorial. • 1:19:08 - 1:19:28 Cause I mean, this kind of comes into the same thing where if you guys are in a jam and you're trying to fill a ship that is still on the whiteboard on Saturday and you need it filled on Sunday and you have to call a Leadville, somebody in Leadville, somebody in Fairplay that has to drive down to summit county to fill that shift, then that that's why it is. • 1:19:28 - 1:19:29 Normal to be. • 1:19:29 - 1:19:30 Ordered. • 1:19:30 - 1:19:36 To where they get that same amount. As people coming from summit county to drive a lead bill or fair place. • 1:19:36 - 1:19:48 Shift, it is normal and ordinary for any business to have a base of operations and for someone to be paid, to go somewhere else, not to come to the normal base of operations that they hired to work at. • 1:19:51 - 1:19:51 And Chris, when. • 1:19:52 - 1:19:53 I'm sorry, go ahead. No, you don't. • 1:19:53 - 1:19:59 When you say last minute, uh, you mean like when that overtime is being assigned, if someone's willing to. Okay,. • 1:19:59 - 1:20:22 Great. Correct. Assuming that if someone bid that they either live in one of those remote areas and would do a short commute to the satellite facility or otherwise are prepared to commute and, and want that shift, but it, it wouldn't be the differential. Wouldn't be for someone who purposely bid the shift, it would just be for the last minute filling of the shifts for long. • 1:20:22 - 1:20:35 Time. So like I do a lot of lead bill over time shifts and cuz I live in fair play. I go down through BU of Vista and then up to leg go that way. It's just easier and closer mm-hmm so how would that apply to this? • 1:20:35 - 1:20:36 Okay. I, I think. • 1:20:37 - 1:20:40 It would be the same. It would be an extra territorial for you. • 1:20:41 - 1:20:43 So you get the mileage as well. It. • 1:20:43 - 1:20:56 Wouldn't, yeah, it wouldn't be here, which is your base of operations. Right. It would be traveling to a different base of operations. So you would get the, that would not be home base. • 1:20:56 - 1:20:58 You'd get the $3 an hour plus the. • 1:20:58 - 1:21:07 Mileage and the mileage is, you know, consider the mileage is separate animal. It happens at time. You use your personal vehicle for work related, assigned duties, period. • 1:21:07 - 1:21:13 Can I suggest that on the mileage form then that you have an hourly column as well? So that. • 1:21:13 - 1:21:21 When you're, well, you'll be paid exactly how many hours you're on the clock. That extra three that's what happens now with the, you know, with the, uh,. • 1:21:22 - 1:21:23 Okay. I get you. • 1:21:23 - 1:21:26 That's stipend P w yeah. Understand. • 1:21:26 - 1:21:45 Okay. I just wanted to say thanks for paying us the mileage too. Yeah, no, thanks necessary. It's that happens normally with, you know, any line of business, public or private sector doesn't matter. Use your personal vehicle, your reimbursed mileage. So that's not new. That was always there. It's nothing new about that. Oh really? Okay. Yeah. • 1:21:45 - 1:21:47 There's nothing new about I've in here. We've always. • 1:21:47 - 1:22:22 Paid mileage. Yeah. It's it's it might feel new to you because I think summit stage had an alternate policy where, you know, that was supposed to cover mileage. It, it may have covered mileage at some point. It doesn't now, so it's just easier to stick with the best practice on that. That's great. Okay. Okay. Item, same issue about the 40 hour guarantee. That's still in discussion. Okay. Article 16 performance bonus, uh, looks like that language proposed is accepted by summit county. • 1:22:24 - 1:22:50 Thanks. Looks like a, an increase to the quarterly bonus amount. Okay. And under that same section item, number one, um, it, we wanted to clean up this language a little bit because it made it appear as if someone had to know that they were gonna be sick 48 hours in advance, which oftentimes doesn't occur. • 1:22:50 - 1:22:50 Right. • 1:22:51 - 1:23:04 So we wanted to clean that up. Uh, item two, we wanted to add the words, sick times, the words, sick time. Um, because it is one of those types of leave that would be. • 1:23:04 - 1:23:09 Affected by item number two. Okay. But then is that in reference to people that have COVID. • 1:23:10 - 1:23:31 No, that's like, what we're trying to do is not encouraging you to come to work when you're sick with anything. Yeah. So that you don't pass that on to other employees. Right. Good. So they're gonna come to work because they're, if their bonus depends on it, they're gonna encourage people to. So we think that it's reasonable to put sick time in there. It doesn't matter if you strep throw a flu. • 1:23:32 - 1:23:32 Covid head. • 1:23:32 - 1:23:44 Code a cold, you know, we just don't want people coming to work sick because that's why you have sick time. We don't want you to pass it on your fellow cover sick, you know? Cause that impacts operations as well. • 1:23:44 - 1:24:11 Yeah. And I feel that should be. Yeah. So I'm glad you guys put that in there. It's just cuz our current one says now that it will be prorated for people to use sick time. So well it is going to be, it says that it shouldn't be prorated at all. If they're out sick because you don't want nobody at the job period for being sick, then they should not, their bonus should not be affected by sick period. So it shouldn't even state that on the, the paper period. • 1:24:11 - 1:24:52 Well, the, the whole reason for doing that is because we have people who take sick time, who are not actually sick, who use that as vacation time. And so the whole reason for pro reading that for putting that in here as prorated for sick time was specifically to address the fact that we no longer have that, that deal where people call, you know, the we're taking out the 48 hours advance. So rather than penalize you and pull your entire bonus, when you call in sick, whether you call in sick over and over and over which people do all right. • 1:24:53 - 1:25:03 Um, instead we'll prorate it. You don't lose your, you don't lose your benefit, but get to prorated. I think that we time that you're not working. • 1:25:04 - 1:25:06 Just need to walk away from now. Yeah. Yeah. • 1:25:06 - 1:25:19 There's either whether it's losing it or ha getting less of a bonus, it encourages people to come to be sick. And as a county, we're really trying not to do that. So I would ask that we change. • 1:25:19 - 1:25:20 That lane. Let's what, without that,. • 1:25:20 - 1:25:35 Let's take that out. Thank you for pointing that out because we really, really need, if there is abuse of sick time, then management will deal with that. But which is can be hard. I know it's frustrating, but I really don't want. • 1:25:35 - 1:25:37 People to work. So, and we also know. • 1:25:37 - 1:25:47 Who those people that yeah, because I mean, be honest if I knew it affected my bonus, I'm gonna come to work every day because that's an extra, you know, right now it was $1,200 a year, you know, so. • 1:25:48 - 1:25:48 Understood. • 1:25:48 - 1:26:06 You need money, you know what I'm saying? I'm gonna come to work sick every day. You know? I mean, if I knew it affected my performance bonus that I work hard for, you know, so, and every other driver's on the same page with that. But that's why I was just had mentioned that because that wording is on our current. Yeah. When it is posted with driver's names, it does say that prorated. So. • 1:26:06 - 1:26:12 That's gonna destroy drivers. We are currently prorating for sick time. Yeah. Yeah. We'll change it in this contract. • 1:26:12 - 1:26:14 Definitely. Okay. That's good. Yes. • 1:26:14 - 1:26:37 And this is what we say to people who abuse our sick time. That's why we can't have many things cause we always say in HR, like something will happen to where that's, why no one can have these things, you know, just joking. So tell your fellow coworkers to use your S time appropriately. They do 99 or 9% do. And the ones don't it's true. We know who they are and it happens across all organizations. Exactly. So,. • 1:26:38 - 1:27:05 Okay. Well that's a major simplification really? So appreciate that. Yes. Good. Okay. Item number six in blue, we'd like to add this about training and compliance classes, which are absolutely necessary for a driver, uh, to be completed on time. Alex pushed some classes out good long time ago and we're still 50%, um, out of compliance with drivers, we need something to kind of help us put, uh, some,. • 1:27:06 - 1:27:07 A little behind. • 1:27:07 - 1:27:15 It oversight, uh, a little bit of accountability behind training cuz training is of utmost importance anywhere, but certainly among commercial drivers,. • 1:27:15 - 1:27:22 I think there was some confusion in the initial email. It said they had until the end of the year and then in December. Yeah. Um, so I mean we. • 1:27:22 - 1:27:54 Just, so when we, and so that you guys understand, and I can put this out in an email to everybody, JJ Keller, the classes become, um, obsolete after a certain period of time. And so in order to keep them, um, current, we had to extend it to the end of our contract with JJ Keller, which is why that went out and that went out from JJ Keller. And then we did an addendum that we posted on the board and that we put out to all the drivers that said, classes must be done by this date. • 1:27:55 - 1:27:59 And everybody saw it, but everybody went, eh, I'm gonna go with the first one. • 1:28:00 - 1:28:00 . • 1:28:00 - 1:28:35 And I'm like, no, we can't. Because at that period of time, all of those classes go away for the year and we have to do our bloodborne pathogens again. And we have to do our, our drug and alcohol again and mandatory classes. And they have to be completed within that next month. And it was like, Ugh, this is becoming a nightmare. So we have to have like compliance that way. I'll let people know the JJ Keller deal. It's really difficult because it's, they set this weird time on things. • 1:28:35 - 1:28:36 And I don't does that understand. • 1:28:36 - 1:28:42 It? Our contract's gonna expire with JJ Keller and you'll find somebody more interesting to do. • 1:28:42 - 1:28:43 The training. No,. • 1:28:43 - 1:28:45 No. Unfortunately there aren't a lot. • 1:28:46 - 1:28:46 Out. • 1:28:46 - 1:28:46 There. • 1:28:47 - 1:28:49 Maybe you never know. Maybe. • 1:28:50 - 1:28:55 I've looked and looked frustrating. It's hard to find. • 1:28:57 - 1:28:58 That videos are. • 1:28:58 - 1:29:04 I know I have been trying so hard to find, find somebody who tap dances and sings and trains at the same time. Yeah. • 1:29:04 - 1:29:06 Videos from the sixties are just not quite. • 1:29:07 - 1:29:08 exaggerating. • 1:29:09 - 1:29:24 Okay. It's not fun. So item B having to do with the bonus, we'd like to add the language shown in blue that will make every effort. Uh, but we do not go. • 1:29:24 - 1:29:54 Ahead. Yeah. I can explain this. So what, what I wanna make sure that there's Lang course we wanna pay you your bonuses. We wanna pay 'em on time. I think that's really important. Um, what I just wanna make sure is like, there's some kind of language in there we're having a day like we're having today where we're having a bunch of units issues and we have 555 employees to, to pay bonuses are gonna be the last thing, like thing that if we're having issues with mm-hmm of course we wanna pay you you've earned that money. We wanna pay you in a timely fashion. • 1:29:55 - 1:30:08 Um, just some type of language that, which there was like some kind of crazy circumstance, like munus crashed. And we were writing paper checks that we asked that you may be able to pause on your bonus and we'll get you your bonus as soon as possible. • 1:30:09 - 1:30:19 Again, that's just an informational type thing. Yeah. You know, there have been times when it's been a month or month and a half. Yes. And we have to go and say, where are these bonuses? Yes. Yeah. • 1:30:19 - 1:30:21 It shouldn't take that long. Yeah. • 1:30:21 - 1:30:27 It should not. I mean, it take that long, which makes sense, but it should be informed so that we're not. • 1:30:27 - 1:31:00 Questioning AB absolutely information can go out. So the last time that we had a delay in bonus, it was because drivers, this is pre re involvement by the union because the union has had a habit of being strong and then nothing and then strong and then nothing. And so this was, you know, one of those things that, uh, drivers came to me and said, there's not enough, four day work, weeks in the schedule that was in April. And I looked at the schedule and went, how do we miss that? • 1:31:00 - 1:31:26 You're absolutely right. We need to make this more job driver friendly. We dropped everything and spent the next three weeks putting out a new schedule for you guys. Now we could have gone, well, you're gonna have to live with it because we gotta get the bonus out. But I knew you guys would get your bonus. What I needed to do was get that schedule out and hence the delay and you guys got paid on the first schedule of the next month. Unfortunately. • 1:31:26 - 1:31:29 May, well, maybe something like that happens. So,. • 1:31:29 - 1:31:33 But we need to let you guys let us know. That's what. • 1:31:33 - 1:31:48 General with Mike Michael. And he can get out it out to the union. Yeah. Um, and to the drivers and we can have a discussion about it. We'll try to give you as much heads up as communication. Absolutely agreed. Yeah. Yeah. Just something that if, if. • 1:31:48 - 1:32:09 It's, there's just a big lack of communication between drivers and management at the summer stage. So you know, that, that's the thing that we, you know, just come to us and let us know you want us to come to you and give you plenty of time. We respect the same in return. Yeah. Give us plenty of notice so that we can, when drivers are asking, Hey, where's this at? You know, well, I don't know. Let, let me get back to you on. • 1:32:09 - 1:32:19 That. So we will try to avoid these situations as much as possible. Right. Um, and do our best commit to paying people on time. But I agree like communication goes absolutely. • 1:32:19 - 1:32:26 Both ways. Yes. Yeah. Mm-hmm okay. That sounds good. Moving through the document. • 1:32:27 - 1:32:28 I think we're getting. • 1:32:29 - 1:33:06 A little ways there. The next one on there. Okay. So we are page 29. Yes. Um, this is article 24 item F uh, proposed language rejected by summit county. This is not a function of the union. President safety is managed by the organization stage intends to request at safety officer position in the 23 budget, additional positions are approved, um, by county leadership and cannot be committed to in this contract. • 0:00 - 0:00 • 1:33:07 - 1:33:13 Yvette didn't you say there was something in the national about safety committees. • 1:33:16 - 1:33:38 I think there is, but it's for areas that serve over 200,000, but I'm gonna follow up on this. We're gonna ask that this be beyond put on hold because we believe safety is something of great importance to both sides and not just one or the other. We, the members and the officers here have, uh, a lot to offer and, and being involved in the process and it, it's not uncommon. • 1:33:40 - 1:34:13 Okay. We'll wait to, we will await word on that. Okay. Article 25, it looks like that date change is accepted by son county. Okay. Um, now there are several provisions here. Uh, let's see. Actually it looks like we have two article 25, so let's, uh, make a note to clean that up. • 1:34:14 - 1:34:41 The next article that might be 26. There's some general position, uh, provisions here. Uh, Toby took a look at this and had input towards, uh, keeping those and had some reasoning there. So you guys wanna, we can await any responses from you once you've had a chance to look at those responses from Toby. • 1:34:44 - 1:34:47 What, what is it? Cl 47. I don't know what that is. • 1:34:49 - 1:34:49 C 47. • 1:34:51 - 1:34:53 Let's see. Which article are you on? Item a,. • 1:34:53 - 1:34:58 Uh, you're on, you're talking about article 25 right now, right? General provisions. • 1:34:58 - 1:34:59 Yes. Yeah. • 1:35:00 - 1:35:11 So when you deletion rejected, so what's, how do we know what deletions are rejected to keep all this language you want to keep all this language pretty. • 1:35:11 - 1:35:24 Much. Yeah. So we, to be clear, every one, this entire general provisions needs to stay and I'm happy to expand on any of those. You have specific questions. • 1:35:27 - 1:35:31 If you can just give us reason on why it needs to stay. I mean, we just felt,. • 1:35:31 - 1:35:33 I have more comments in there. Let see you. • 1:35:33 - 1:35:36 Do, uh, they're on all of our statutory. • 1:35:37 - 1:35:40 Yeah. I thought you had more comment in here too. I, yeah. I feel like I'm missing. • 1:35:40 - 1:35:48 Some, even on the one. Yeah. Like on this one, I don't know what cl 46, it just says deletion reject. It cannot waive government immunity, governmental. • 1:35:48 - 1:36:11 Immunity. So governmental immunity, section B, this is something that exists by the nature of statute. Just like this, this section a so no matter what you put in the contract, basically that's gonna exist no matter what, however it's policy and a good practice to keep that in every contract that we do. So not just any union contract, I'm talking about every contract that county interests into has this language. • 1:36:12 - 1:36:14 What's governmental immunity, governmental. • 1:36:14 - 1:36:52 Immunity, basically it's it's broad topic, but basically there's, it, it takes off a lot of liability to a governmental entity. So we can operate basically. Like if you're, if you're suing the government's getting sued for everything all the time, especially like the somebody gets hurt on the bus. There's a certain amount of immunity that we have that's waived once you get to like, um, intentional conduct, like if there was a county employee or something that there, you know, assaulted somebody there's, there may be some liability there, but generally speaking, the government used from a lot of different types of lawsuits,. • 1:36:52 - 1:37:01 But that's what I'm saying is that, so with us being, go with us, being some county government employees, does this protect some county government? • 1:37:02 - 1:37:02 It. • 1:37:02 - 1:37:06 Does both in general, it protects everybody that works for summit county. • 1:37:06 - 1:37:25 Government. Yeah, it does both. And I mean, in the immediate sense, it, it protects the government as a whole, but that allows us to protect drivers and government. There's been incidences since I've been here in the last two years that we've had to, you know, go out of our way to defend drivers. And uh, that's, you know, a small piece of. • 1:37:28 - 1:37:36 Toby. This is Yvette. We believe it's covered under article one of agreement where it says, that's understood. • 1:37:38 - 1:37:44 Hold on, hold on. You bet. We're getting feedback. I don't know what that feedback is. We can't really hear you. • 1:37:45 - 1:37:48 We hear, we hear another voice in the background. • 0:00 - 0:00 • 1:37:57 - 1:37:58 Hello. . • 1:38:00 - 1:38:32 I I'm here. Sorry about that. That's better. We believe it's covered by article, article one subordination of agreement where it's understood that the parties here too, and all interests represented thereby are governed by the provision of applicable state and federal laws. Um, this contract is between the stage and the workers, and we're not disagreeing that the, the parties are bound by any local state or federal law. We just felt that it was a bit much to have in the contract, since it it's already covered under article one, that that's where we were coming from. • 0:00 - 0:00 • 1:38:32 - 1:39:08 Article one. I'm sorry. I'm not quite clear what oh, but yeah. So this is specific event to, uh, Tabor on, on a, is that what you're referring to? • 1:39:09 - 1:39:09 26? A. • 1:39:12 - 1:39:37 No, not 26, a on page two of the agreement article once subordination of agreement where it's just talking because a lot of this, and we're not disagreeing with your, with your requirement to be bound by the statues governing county or, or city entities, but we just believe it's covered under article one of the agree. • 1:39:37 - 1:39:38 Yeah, I would. • 1:39:41 - 1:39:43 See that mm-hmm . • 1:39:43 - 1:39:57 Yeah. I think that that, that subordination agreement really is more towards labor laws. Whereas the general provisions are really more towards Colorado state government laws, such as Tabor, such as government immunity. So I do think. • 1:39:57 - 1:40:20 That no, I, I, I understand that because I work with other public entities in Colorado and the parties agree that it's, again, language saying that we're bound by local state and federal is intended to go along with Tabor and any other state or local law that's required to be followed for the, the agency. • 1:40:22 - 1:40:51 Uh, I suppose I don't view it super redundant. And as a matter of practice, we have these provisions in every one of our contracts. I could think about it a little bit, but if anything, I mean, I think that article one maybe in, could possibly be slightly at place just, and that could be incorporated into general provisions, but I do feel that's much more broad. Whereas these, our general provisions are very narrow. • 1:40:56 - 1:40:57 Understood. • 1:40:59 - 1:41:02 Hey Alex, I just wanted to ask you, do you think it'd be good to have a safety committee? • 1:41:04 - 1:41:38 Well, currently, yeah, we were just discussing that. So currently this is the way, the way it it's running. Um, someone brings us something, um, something to do with safety. Some kind of, excuse me, what they feel is a safety violation or something that needs to be addressed. They bring it to me. I try to resolve the issue. If they're not satisfied with the, with how I try to resolve the issue, then we can, they can then request that we get together with a, a panel, a panel of including their peers. • 1:41:39 - 1:42:13 Um, Chris would become involved. I would be involved and we would all sit down together to see if we could resolve the safe safety issue. All right. Um, the same thing goes accidents. We'd do them in the same way. I say, it's a preventable accident and you say, no, the accident was not preventable. And I want to present it to a safety committee. Then we bring a committee together and it's all spelled out in our, in our safety deal that should in our actual. • 1:42:16 - 1:42:20 Didn't didn't we have a safety committee that would meet once a month and. • 1:42:20 - 1:42:50 On those things. And we did. Okay. And what the safety committee would vote on, whether or not an accident was preventable and, um, frequently would find in favor of the driver, even though the driver had hit something that say wasn't moving. So , so what we decided was that if somebody wanted to actually argue the, like the thank you everybody, sorry, I have to run. Okay. See Molly. • 1:42:50 - 1:43:18 Um, if somebody wanted to actually argue if they had a preventable or not much, that's when it goes, it goes to Chris. And then from Chris, it goes to committee and committee is then where we bring in drivers. And we bring in, you know, the, you know, myself, Chris drivers, um, other people that of interest, and it's all spelled out. I'll bring you the,. • 1:43:19 - 1:43:23 But we don't have a committee though. That's what we're saying. So right now somebody was,. • 1:43:23 - 1:43:24 We do not have a committee. • 1:43:24 - 1:43:30 That you and Chris are the only ones that re review's and decide yourselves if it's preventable. • 1:43:30 - 1:43:31 Using yes,. • 1:43:32 - 1:43:46 To my knowledge, guidelines that with summit county government getting federal grant money, they're required to have a safety committee that review that's, uh, brought together of management and drivers together. • 1:43:47 - 1:43:47 Yeah. So. • 1:43:48 - 1:43:49 Review all accidents. • 1:43:49 - 1:43:50 To do convene committee,. • 1:43:51 - 1:43:52 But we don't. • 1:43:52 - 1:43:57 Have a committee, but we have not. No, but when we need a committee to convene, we do convene a committee. • 1:43:57 - 1:44:02 We should have a committee though, that meets okay. Every single for every, yeah, it should. • 1:44:02 - 1:44:32 Be. Tell me, tell me if this makes sense. Um, yes, there are federal mandates now in transit safety, they don't yet affect rural agencies, but we want to follow them anyway. Um, when we bring on a new safety, uh, person who is accountable for all these safety actions, that person, uh, likely will set up a committee, um, will that committee ly consist of union members? • 1:44:32 - 1:45:00 I don't know of any language anywhere, federal or otherwise, that requires that, um, can the union have a committee? You can have as many committees as you want. So that's kind of where we're at. Uh, we'll convene committees when we need to convene committees. And it very well could include union members because we would want that feedback. It's not that we're opposed to it. It's just that if you're asking for a specific committee with union members, go ahead and form one. • 1:45:01 - 1:45:06 Well, so Alex, you think it's better the way you're doing it now than it was before when we have an actual committee? • 1:45:07 - 1:45:34 Yeah, I think that, um, it was really difficult for us to get people, um, there for one gonna, okay. And then to get people to understand that we have to go by certain criteria that define whether or not an accident is preventable or not preventable. And we actually use the guidelines, the federal guidelines to do that. Okay. And we had a hard time with people understanding there were a lot of arguments in committee. Were you in committee? Were you there when. • 1:45:35 - 1:45:36 I was not? No, I just,. • 1:45:36 - 1:45:36 Uh,. • 1:45:36 - 1:45:37 I, I just. • 1:45:37 - 1:46:08 Know that, so now we actually do that. If someone is like, absolutely, I do not believe that this was a preventable accident and you guys are saying it is then we convene committee to discuss the accident. Okay. And then if there's still not satisfied with the, with the final committee decision, then they can actually take that and they can take it to the actual, um, next step, which is a, which is to the, is it the federal review? Is it a federal review? • 1:46:09 - 1:46:36 I can't remember the name of the thing. Ah, anyway, there's another step that's beyond us. And beyond the county that it can go to, we provide all the information that driver can write their synopsis of their accident and all that kind of stuff. And it goes to another place. Now, if it's found to be a preventable, then they pay for it themselves. But if it's found to be non preventable, then we pay for it. • 1:46:37 - 1:46:38 Okay. Yeah. I was. • 1:46:38 - 1:47:09 Just wondering, so there's, there's steps all the way along the way that, that we take to make sure that the driver feels like they've been hurt out fully for their accident. You know, and the same thing goes, if there is something unsafe here at the county level, we have people who deal with that at the county level. So it can go beyond us to get that taken care of whatever it is. If it has something to do with the buses though, generally we can get that addressed. • 1:47:10 - 1:47:36 I have a driver come to me and say, look, I don't like the wear on this tire. I'm being told that, you know, I can drive it because it's still within two 30 seconds over here on this edge, you know, and I take a look at it and it's obviously in really bad shape, then I'm probably gonna call Kevin and say, Hey, you know, yeah, I know it's legal, but it's very legal. Let's get it taken care of, you know, that kind of thing. We try to address those kinds of things right away. • 1:47:36 - 1:47:57 Well, that's fine. We're just, we'll go back and we will reiterate and rechange the wording, but I mean, we should have a safety committee on board that, that meets together for all. Uh, I mean, we haven't had one since Jeff Guthrie was our manager and he left and we've had two operations managers since he's, since he's been gone and we haven't had a safety committee since then,. • 1:47:58 - 1:47:58 That. • 1:47:58 - 1:48:33 Is correct. There should be a safety committee that, that meets to review all printable accidents. That was part of our survey that drivers felt that only management reviews that, and there might be some alienation there and that we need, they need to, there needs to be management and drivers of their peers that review all these accidents and everybody agrees on whether it's preventable or non preventable. So that was, that was in there. So if we need to go back in there and rechange that wording, then we'll do so. Um, but yeah, that was the whole point of why that was in there because I mean, there should be. • 1:48:33 - 1:48:53 And like I said, according to my knowledge for the county receiving federal grant money, the federal government requires you to have a safety committee on hand, surprised of management and, and employees to review all accidents. Stephanie, can you, um, tell me. • 1:48:53 - 1:48:54 Where,. • 1:48:54 - 1:49:17 Where it's not only accidents, but it's all safety issues and it's part of the infrastructure bill Chris, the, the most recent funding from the federal government does require it. And it's not only on accidents, but it's for any safety related issue. And it does specifically say, um, that it's with the unions and that it's the union representing, representing the majority of the transportation classification. • 1:49:19 - 1:49:24 Hmm. I'm happy to look at that language. Yeah. Send that to me as well,. • 1:49:24 - 1:49:47 Please. And accident review boards are also pretty common, um, to give the parties a, a tool to try to address accident and, um, incidents, you know, preventability and non preventability. And it's in several of the first while I think it's in almost all the first transit contracts there in Colorado, but, and I could share that language from 'em. • 1:49:48 - 1:49:57 Can I ask you just a quick question? Is this really, um, is that, is that really referring to representation on safety committee or a separate committee? • 1:50:01 - 1:50:01 Did. • 1:50:01 - 1:50:02 You hear that? Did you repeat that? • 1:50:03 - 1:50:21 So I'm just curious, cause the way I'm reading the, the proposed language that, um, was rejected by accounting. But I, I think that, that there might just be adult disconnect, whether or not we're talking about representation on a safety committee that may does, does something exist already or are we talking about a separate committee? • 1:50:25 - 1:50:35 We're talking about the safety committee that I believe is in existence already and just being a part of it, the union being a part of it, not anybody selected. Yeah. • 1:50:36 - 1:50:36 Stephanie,. • 1:50:37 - 1:51:08 Um, can I just say that the previous safety committee, um, folks didn't want to participate and really what came out of that was I heard a lot of, um, feedback from drivers that all it was was saying that they could have prevented it and they were getting, they were upset by the feedback. So I, I, I I'm a work health. I, my previous background was an occupational health safety part of the safety team. I'm big on safety. I love committees where people are on it, but you know, what is the purpose? • 1:51:09 - 1:51:34 Is it, is it to tell you if they're preventable or not? Cause right now what I'm seeing is there's a lot of accidents they're being deemed as non preventable, which favors the driver mm-hmm . So I, I'm just curious, you know, is it something that has to be in here? Um, do you feel like you're not being represented or you being told that your accidents could be preventable and is that what's happening or people really want that feedback? • 1:51:35 - 1:51:36 Yeah. I mean, people it's. • 1:51:36 - 1:51:37 Interesting. I just did. • 1:51:37 - 1:52:06 A discussion. People have asked, you know, because like I said, the last time I was on that safety community, the last time we had it and it was a good safety committee. Okay. But since then it has fallen apart. It has not been talked about, has not been brought up and that's anything by management, two drivers or anything. That's kind of why, you know, but we should have a safety committee. And according to the guidelines of the federal government for the county getting federal grant money, there should be a safety committee on hand. • 1:52:06 - 1:52:08 Then I would ask that you guys shares that. • 1:52:09 - 1:52:19 Language. Yeah. She'll share that language with you guys. So that way you guys, even if you can just send that out, please, to Chris and Steph everybody. And so they can read that, um, that language please. • 1:52:20 - 1:52:24 Yeah. We're bound by federal law. We're absolutely gonna make a change there. • 1:52:24 - 1:52:25 Yeah, sure. Will. We'll. • 1:52:25 - 1:52:34 Comply. And this isn't something that's convened in the event of a safety problem, then you're talking about something that has to meet on a regular basis. • 1:52:34 - 1:53:24 Yes, yes. It it's part that's interesting. Yes. It has to meet on a regular basis. Um, you know, to where, you know, every, you know, to talk about safety because believe it or not, there is safety, a lot of safety concerns that we deal with as bus drivers currently right now. And this is things that drivers on this safety committee can get feedback from other drivers. And then this can be talked about when we meet monthly in a safety committee as to there's a lot of driver's concerns now with a lot of the way the buses operate and things that operate on the buses and stuff like that, don't operate, you know, that we can't communicate because there is no committee or we have tried, you know, uh, you know, in the past, um, with certain things. • 1:53:24 - 1:53:32 So yes, this is what we're trying to get at is that we need to have, uh, a safety committee on hand that can meet on a, a monthly. • 1:53:32 - 1:53:39 Basis. And you say, when you bring these safety concerns to a dispatcher road supervisor or myself, we're not addressing them. • 1:53:39 - 1:53:45 Well, we've addressed some we've some of them, you know, some things we do, but okay. • 1:53:45 - 1:53:46 And I'm just asking,. • 1:53:46 - 1:54:22 Because I, there there's been some that hasn't been addressed, let's go, you know, you know, uh, you know, that are big topics that a lot of drivers are frustrated about because they still haven't been fixed on the buses. You know? So these are just things that the safety committee should be able to address on a monthly basis and then follow up and then follow up with. Yeah. Okay. Because all of us drivers, we drive these buses. Okay. And everybody's lives are in our hands while we're operating that bus. And if we don't have the right tools while we're operating that bus to keep ourselves and everybody else safe, then we're not doing our job hundred 50%. • 1:54:22 - 1:54:22 Like we should. • 1:54:23 - 1:54:38 I think, I think a good example would be the abs light on all of the small LICs that comes on and off and comes on and, oh, it's okay to drive. It'll be turned off. It'll turn off in a little bit. Call me on the radio when it turns off. • 1:54:39 - 1:54:43 Okay. And you know what to do when that abs light is on, correct? • 1:54:43 - 1:54:46 No, I've been told it's okay to drive. • 1:54:47 - 1:54:52 Its what I mean is do you know how to respond? If your abs is not working? • 1:54:52 - 1:54:58 You mean pump your brakes. Yes. Yeah. I'm gonna remember that. Like I remember how to drive a stick shift. • 1:54:59 - 1:55:04 Well, I would hope that people would remember as a professional driver to pump their brakes. • 1:55:07 - 1:55:38 Yes. The, the biggest concern right now are the windshield wipe wipes on. I understand the buses. I understand I'm saying, okay. That's the biggest concern that a lot of drivers have been complaining about for a long time is years. Yeah. For years is our windshield wipers because 95% of the time you can't see out the window on uh, during the winter because our windshield wipers are terrible. We don't know if it's management and, and uh, maintenance, working together, buying cheap windshield wipers or not buying winterized windshield wipers. • 1:55:38 - 1:56:05 We feel that there should be winterized windshield wipers on the bus. Some of 'em don't even need to be so long. The view of the driver isn't that full side of that window. They can even be cut short a little bit more to where they are able to operate a lot more efficiently on those windows. You know, and this is the big concern, but that's one of the biggest concerns right now. That is the feedback is a lot of drivers is with the windshield wipers because they're terrible windshield. • 1:56:05 - 1:56:37 Wipers. And the last time, and the only time this has been brought to me was the last time it was brought to me was brought to me by Melissa Decker, who said, there's a problem with the windshield wipers. That last storm brought up, that there are areas not being covered by the windshield wipers. I E the middle of the windshields not being hit, but the top and bottom are. Yeah. And so what we did was I got in touch with Kevin. Kevin is supposed to be on every single PM, having his people check those windshield wipers, make sure they're making contact with the glass. • 1:56:37 - 1:56:42 The whole windshield wiper is making contact with the glass, which includes the Springs spring. Some things. • 1:56:42 - 1:56:48 Well, that's also at stationary period. Once you are moving. Yeah. You get the wind effect and that that's when. • 1:56:48 - 1:56:50 We stop. So that's so we can discuss later,. • 1:56:51 - 1:57:03 Let me, let me do this real quick for everyone. And then we can sit around and talk about maintenance issues as well later. I'm happy to stick around, but for this meeting, since we've already talked about the language in the contract, uh, Yvette's going. • 1:57:03 - 1:57:26 To share, oh, sorry. I just wanted to, before I do need to leave here. I, I think we kind of, we started off with the general provisions and we went back to the safety committee provision. So I think obvious we had know we need work on that safety, uh, committee provision, which it's forthcoming, but before I have to leave, I was wondering if there was any more questions about anything else in the general provisions I could shed some light on before I need to leave. • 1:57:29 - 1:57:37 Uh, I, I don't have any questions right now. Uh, this is something that, you know, yeah. We'll, we'll go back as a union and review this more. Um,. • 1:57:37 - 1:58:07 And then to follow up on your, the governmental immunity question that does not, I think maybe I wasn't thinking through your question that closely, it doesn't really refer to the immunity from a driver to the county. It's really the county to everybody else. So, or the county, the stage, all of one entity to liability from outside of that. So it's not insulating us from a suit against that you might have against management or something like that. Okay. Does that make sense? Yes, mm-hmm okay. • 1:58:08 - 1:58:19 Yeah. That's not part of that or is it you that doesn't waive any sort of, any sort of employment, discrimination suit or anything like that it's really referring to towards from other people. • 1:58:19 - 1:58:40 Okay. And before we convene Stephanie, uh, I know Molly stepped out, so I guess you're here to, uh, advocate on her behalf. Um, did, was there any talk or did you bring up, uh, did you guys bring, uh, uh, the proper procedure for reviewing all cameras on the bus and when those cameras can only be viewed. • 1:58:41 - 1:58:49 Mm-Hmm those that was in the guidelines. Did you read that be sent, so has actually worked on that with us very closely. Um,. • 1:58:49 - 1:58:52 Yeah, those were sent out on Friday, I believe. Or actually was it. • 1:58:52 - 1:59:00 Previous? Uh, it was, it was sent last week. I could pull up the exact date and time if you like, but it was sent to everyone in this group. Go ahead and read through it and. • 1:59:00 - 1:59:03 I didn't receive nothing. That's why I'm asking you about it. • 1:59:03 - 1:59:03 Didn't. • 1:59:03 - 1:59:04 Do you receive that? • 1:59:05 - 1:59:06 Yeah, I. • 1:59:06 - 1:59:07 Got it. You got it. Okay. • 1:59:07 - 1:59:12 Neil's had some points that he brought up about. I think you're on that same list. • 1:59:17 - 1:59:21 Also. Oh, oh yeah. You are Michael. • 1:59:21 - 1:59:25 You're included in this. Uh, but feel free to look that over Michael and, and. • 1:59:25 - 1:59:31 Just, yeah, I would look that over. I will look that over in next meeting. Um, mm-hmm sure. Yeah, we will. • 1:59:31 - 1:59:31 Definitely. That has. • 1:59:31 - 1:59:33 Changed with how it was previously. • 1:59:33 - 1:59:49 Done. Yeah. I was just more clarified cause when I looked at it, when we had an incident, um, about a year ago, yeah, I was troubled at how poorly language really. It was really a lot of just grammar and style added a few clarifications, but there's nothing vastly different. • 1:59:49 - 2:00:25 That you're gonna say. We just want to make sure that those are being, that the, that those guidelines are being followed by management in the proper way they're supposed to be and not being abused. Absolutely. Because there are drivers that have witnessed it and known that they are being abused. So that's why we wanted to talk about that and have that brought out. So it can be reviewed, uh, because guidelines that are in there, if it can only be, if those can only be done, when an accident happens from this slot period to that slot period,. • 2:00:25 - 2:00:28 And not also that is, is not what they. • 2:00:28 - 2:00:34 Sell. So I'm gonna review those and I'm gonna read over those. And that's something that we'll talk about on our next, uh, talk. • 2:00:34 - 2:00:37 About something that we haven't looked at. How about we look at it first? • 2:00:37 - 2:00:40 Yeah, of course I will. I will look it over. What is. • 2:00:40 - 2:00:50 This? The item that you put on the tables yeah. That you printed out and put on the tables. Uh, did he ever view? No. Okay. It was not, it was an email as we just discussed. Okay. He. • 2:00:50 - 2:00:52 Sent it as an email. I printed that. • 2:00:52 - 2:00:55 Out. Thanks. Oh, okay. He put on the tables for. • 2:00:55 - 2:00:56 Those who don't. • 2:00:56 - 2:01:26 Have, uh, so yeah, take a look at it and bring back any comments, me happy, take a look at that policy. And that's, I thought certainly on the table for discussion able to watch it live somehow. So the willingness on some accounts part to discuss ithow okay. Let's talk next meeting. Bet. Let's start with you. And I know mommy's not here, so can't shoot from, uh, were you going to be available on August 8th or were you not? And let's uh, let's figure out a time as well. • 0:00 - 0:00 • 2:01:28 - 2:01:35 I will be. And I thought we agreed to be in person and starting at 9:00 AM. Cuz I did change my flight to leave out Denver that evening 9:00 AM. • 2:01:36 - 2:01:43 9:00 Am. Okay. Um, I'm looking at my calendar. 9:00 AM is okay with me. What is the group. • 2:01:43 - 2:01:54 You think I can do? 9:00 AM day is seven. It's the it's just two weeks from today. It's a Tuesday. It's 10 30. I mean a Monday. It's a Monday. August. Yeah. It's a Monday. • 2:01:54 - 2:02:01 Monday's August 8th. 9:00 AM. Assume that one. Uh, I'm happy to bring donuts coffee. • 2:02:03 - 2:02:05 Are you able to be here that day? Be there. • 2:02:05 - 2:02:09 Mm-Hmm uh, Terry we'll bring you a syringe so we can just take that. • 2:02:09 - 2:02:11 Coffee blood sounds good. What direct. • 2:02:11 - 2:02:14 Black coffee and team. I'm on vacation. • 2:02:14 - 2:02:18 Oh, you're on vacation that day. So will you be able to assume then. • 2:02:19 - 2:02:22 I don't know. Come on. • 2:02:24 - 2:02:24 Up. • 2:02:25 - 2:02:43 9:00 Am. I will be in Seattle, Washington. They have the, my 20 year old is probably capable of doing zoom. If you email me though. Okay. I know that feeling. You emailed me the link. That's why we have,. • 2:02:43 - 2:02:57 So I think we're in a place where, uh, we will await, uh, further comments from a to, uh, between now and next meeting, which is August 8th, 9:00 AM here. Same location. All right. We're good. Thank you. Thank you everyone. Thank. • 2:02:58 - 2:03:01 See you all then have a good day. Thanks. • 2:03:01 - 2:03:02 You, you too. Thanks. You bet.