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HomeMy WebLinkAbout03-11-2025 MinutesanaF HOME OF PELICAN ISLAND INTERNATIONAL UNION OF POLICE ASSOCIATIONS, AFL-CIO MINUTES 10:30 A.M. TUESDAY, MARCH 11, 2025 CITY HALL 1225 MAIN STREET A. Introductions Brian Benton, City Manager Brian Stewart, CFO, Finance Director Cynthia Watson, Human Resources Director Jennifer Cockcroft, City Attorney Nick Voglio, IUPA Attorney Terrence Pizzuti, Police Detective Matthew Radock, Police Officer Ken McDonough, Police Detective The City Manager welcomed everyone, and each person introduced themselves. The City Manager mentioned that both parties shared documents with each other, and he invited the IUPA to begin with their items first. B. Discussion of the Collective BarLyainin¢ Agreement between the Citv of Sebastian. Florida, and the International Union of Police Associations. AFL-CIO The IUPA Attorney Voglio began by mentioning the bargaining for the last contract was pretty contentious, but it is the hope and desire to have an amicable resolution on all of the collective bargaining items. The Union would like very much to institute a step compensation plan. He pointed out that Indian River County and St. Lucie County Sheriff's Office have a step plan and this is essential to remain competitive in retaining and recruiting uniform members. With a step plan, the base pay would go up. The Sebastian Police Department is trying to remain competitive with the top out pay as well which is essential in keeping veterans on board who can train the younger employees and uniform members and serve as field training officers (FTOs) to keep a stable and consistent workforce. This benefits everyone within the City. Everyone knows that people will use different agencies as a stepping ground. The policies they are proposing will help alleviate some of that turnover and a step plan is definitely needed in Sebastian since a lot of the surrounding agencies already have step plans. Voglio suggested implementing a step plan sooner, rather than later, because it will get more expensive as more time goes by and as salaries increase. The IUPA Attorney Voglio reviewed the specific proposals and changes in the Collective Bargaining Agreement (CBA). He noted that Appendix A was removed because it was obsolete. Many of the members that it applied to had retired or were no longer with the agency. IUPA Meeting with the City of Sebastian March 11. 2025 Page 2 Moving on to page 2, Agreement section, he pointed out that Sebastian Police Officer's Association, local 6053, was inserted. Leaving that out was an oversight. NO IUPA CHANGE REOUESTED FOR THE FOLLOWING ARTICLES The IUPA Attorney reviewed there were no changes to the following Articles: Article 1: Recognition — no change. Article 2: Organizational Survey — no change. Article 3: No Strike or Lock Out — no change. Article 4: Non Discrimination — no change. Article 5: Due Deduction — no change. Article 6: Equal Employment Opportunity/Affirmative Action — no change. Article 7: Labor Management Communications — no change. Article 8: IUPA Representation — no change. Article 9: Bulletin Board — no change. Article 10: Personnel Records — no change. Article 11: Rights of Law Enforcement Officers While Under Investigation, Internal Investigations and Obligations to the Public — no changes. Article 12: Legal Benefit — no change Article 13: Management Rights — no change. Article 14: Discipline and Discharge — no change. IUPA PROSOSED CHANGE to Article 15: Rates of Pav Detective Pizzuti discussed the proposed changes to Article 15, Rates of Pay. He emphasized that the implementation of a step plan is imperative for the agency to remain competitive, specifically for recruitment and retention. They are requesting a 20% increase to the base pay to bring it up to $60,003 as the base pay for officers. This proposed increase takes into consideration what is going on locally and within the state of Florida. The Indian River County Sheriffs Office is expected to offer a base pay of $61,500. Vero Beach already has a three-year contract for FY 2025 with a base pay of $58,975 which in FY 2026 will be increased to $64,287. Governor DeSantis has requested the Florida budget increase the starting pay for Florida Highway Patrol (FHP) and Florida Fish and Wildlife Commission (FWC) by 20% and by 25% for current officers, so the projected starting pay for next year will be $64,890. Again, the request is to make the base pay $60,000 in order to remain competitive with the local agencies in the area. The changes to Article 15 include a 13-year step plan with a 4.5% multiplier annually. This will be guaranteed to the individual officer on their hire anniversary date. We are requesting placement of officers into the step plan beginning on October 1, 2025 based on their current year of service. Detective Pizzuti referred to the example listed under Article 15, section 15.1, on page 15 of the CBA. IUPA Meeting with the City of Sebastian March 11, 2025 Page 3 Officer A, with an anniversary date of January 3, 2020, will be placed into step 5 on October 1, 2025, reflecting 5 years of sworn service. On January 3, 2026 Officer A shall be placed into step 6, reflecting 6 years of service. He further explained that the step level will change on the anniversary date of the officer being sworn in as a full-time police officer. Individual officers will be placed in the step plan based on current years of service as of October 1, 2025 on the following pay period, and from there the individual officer will receive the next step incentive on their anniversary date of employment. Referring to Article 15.2, during the second year of this Agreement, which would be October 1, 2026 to September 30, 2027, members shall advance one step on the implemented step plan on their anniversary date. However, cost of living adjustment (COLA) increases may be negotiated separately as a re -opener starting January 1, 2026 and thereafter and will be applied on the member's anniversary date. Referring to Article 15.3, in the third year of this Agreement, October 1, 2027 to September 30, 2028, members shall advance one step on the implemented step plan on their anniversary date and COLA increases will be negotiated separately as a re -opener starting January 1, 2027 and thereafter and will be applied on the member's anniversary date. Article 15.4 says that "should the City of Sebastian decide to increase the base pay during the terms of this contract, the step incentive plan shall increase accordingly based on the implemented annual individual officer salary. The change would take place on the officer's anniversary date after the increase of base pay." In looking at the step plan, the compensation for sergeants is parallel to the compensation for officers. He explained this is based on the current 15% increase that is given when an officer gets promoted to sergeant. On officer cannot test to become a sergeant until having a minimum 4 years of service, so the step plan starts for a sergeant at year 4 and goes through year 13. The biggest reason for this step plan is to recruit and retain veteran officers. Section 15.7 allows for lateral entry into the step plan if approved by the City of Sebastian and the Chief of Police and based on the new employee's previous education, training, and experience. Officers with 1 to 2 years of service can enter at step 1. Officers with 3 to 4 years of service can enter at step 2. Officers with 5+ year of service can enter at step 3. Article 15.8 makes clear that a sergeant enters the step plan at a 15% increase, as detailed in the Section 15 Annex. The wording of Articles 15.9 and 15.10 has not changed, though they have been renumbered. Section 15.9 says that sergeant pay shall not increase above the maximum of the pay grade. Section 15.10 details the non -uniformed clothing allowance that is provided to investigators. Detective Pizzuti asked for any questions regarding the step plan. The City Manager was glad to have the details of the requested step plan. He wants to do what is best for the City and he wants to support the Police Department. He recognized the Sebastian Police Department is the best police department in the area by far. However, he mentions several bills coming up in the state legislature that, if passed, will mean less money available to the General Fund of the City due to potential legislative changes. He stated that 45% of the General Fund is used to fund the Police Department. There are 50 more days before the State Legislative Session IUPA Meeting with the City of Sebastian March 11, 2025 Page 4 is completed and if bills get passed that reduce property taxes and/or increase homestead exemptions, the funds allocated to the Police Department will be greatly impacted. IUPA PROPOSED CHANGE to Article 16: Temporary Assigmnent Detective Pizzuti reviewed that no changes were made to Sections 16.1, 16.2, and 16.3. There is the addition of Section 16.4 which details that the appointment of a School Resource Officer (SRO) is a duty assignment and not a promotion. Mr. Pizzuti explained that SRO has been a position that historically has been hard to fill and they have needed to establish some incentives for it. The SRO will not be eligible for Assignment Pay as provided in Article 17 while they are receiving Temporary Assignment Incentive of "Administrative Days" provided for in Section 16.4. Members assigned to the SRO position will be authorized to take the recognized "Holiday Breaks" off as paid leave. That leave will be listed as "SRO Admin Time." These "Holiday Breaks" are the days which the SRO's assigned school is closed for Thanksgiving break and Winter break. The SROs will be following their assigned school's schedule, including hurricane or other make- up days. Article 16.4 does not prohibit an SRO from working extra -duty details from an outside entity if they choose to work while on "SRO Admin Time", but an SRO cannot claim both SRO Admin Time and agency paid detail time. "If the event of a catastrophic or major incident which could significantly impact the operation of the agency, the Chief of Police or agent appointed by, has the discretion to recall or cancel the SRO Admin Time as needed to stabilize, recover from, or otherwise address the incident. If an SRO has missed any REQUIRED training and a make-up opportunity or if there is scheduled Department wide training on a day which would otherwise be considered SRO Admin Time, the SRO will be required to attend the training. When an SRO is required to report for duty under the above listed circumstances in this article, NO additional pay or time off will be awarded." The City Manager asked how many holidays are there in the school year that this Section would apply to. Detective Pizzuti clarified that this refers to the Thanksgiving break and the Winter break and it provides potentially 14 additional days off to the SROs that other officers do not have, but there are no other incentives to officers to take these positions. There is no percentage increase in pay for those positions. The City Manager pointed out that the SRO has the benefit of working school hours on a Monday through Friday schedule. They do not have to work weekends or night hours. Detective Pizzuti said he understood that perspective, and this was a request from the general membership of the IUPA. It is a benefit provided to other SROs at other agencies in the area. The City Manager asked who covers for the SRO when they take a vacation or use sick time. Detective Pizzuti said that another officer would have to cover for them. IUPA PROPOSED CHANGE to Article 17: Assignment Pav Detective McDonough explained that changes were needed to this section because in the last several years the Police Department has hired multiple new officers that are bilingual. With the population increase in the city, there has been an increased need for bilingual officers. Bilingual IUPA Meeting with the City of Sebastian March 11, 2025 Page 5 officers are interested in receiving an increase in some kind since they provide an advantage to the Police Department. Article 17.5 provides that "bilingual law enforcement personnel who have successfully completed the Sebastian Police Department Field Training Program can apply to take a proficiency -based test approved and conducted by the City of Sebastian Human Resources Division. This will be completed utilizing chain of command through the Department of Human Resources at any time not to exceed once (1) a year." Detective McDonough explained this is not just a matter of claiming to speak another language to get a benefit. An officer would have to take the objective test that measures proficiency. Article 17.5 provides that upon successful completion of testing law enforcement personnel shall receive a salary augmentation of $1,500 annually paid to them in 26 installments. Detective McDonough pointed out that other Police Departments have implement these types of policies. The IUPA Attorney referred to Section 17.1 discussing a Field Training Officer's Course. He notes how essential it is to have a Field Training Officer (FTO) because they set the tone in training future officers on the job. Certified FTOs currently receive $1,500 per year, but the Union is looking for an increase to $2,000 to be paid annually in 26 installments. In addition, Article 17.4 provides night officers with an additional 50 cents per hour, but the Union would like to increase that to an $1.00 per hour. NO IUPA CHANGE REOUESTED FOR THE FOLLOWING ARTICLES The IUPA Attorney went on to review there were no changes to the following Articles. Article 18: Injury Pay and Light Duty Assignments — no change. Article 19: Call Back Pay — no change. Article 20: On -Call Pay — no change. Article 21: Court Appearance —no change. Article 22: Bereavement Leave — no change. [NOTE: There is a grammatical correction noted in red, adding an apostrophe to the word "employee's" when referring to who is considered to part of employee's household and immediate family for purposes of bereavement leave]. Article 23: Military Leave — no change. Article 24: Jury Duty — no change. Article 25: Voting Time/Political Activity IUPA PROPOSED CHANGE to Article 26: Longevity Pav Detective Pizzuti reviewed that Article 26.1 states that any regular full-time uniformed sworn employee will be awarded Longevity pay according to the schedule noted therein. He notes that there was some Longevity pay that got taken away from younger officers at the last negotiation. Because of this, the Sebastian Police Department has more competition from other agencies by not providing this incentive. IUPA Meeting with the City of Sebastian March 11, 2025 Page 6 He reviewed Article 26.1, Section A which provide for a 3% increase to be paid as a one-time bonus in the first full payroll period following a 5-year anniversary date. Article 26.1, Section B provides for a 5% increase to be paid as a one-time bonus in the first full payroll period following a 10-year anniversary date. The incentives are paid at the 5-year and 10-year anniversaries in a bonus format so that the percentage increases in the step compensation plan will not be affected. That brings the individual employee up to what would be ultimately the conclusion of their incentive pay based off of the step compensation plan. He also reviewed Article 26.1, Sections C and D which provide for a 5% increase to the base pay after 15 and 20 years of service and Section E provides for a 7.5% increase after 25 years. These would be salary increases, rather than bonuses. These sections were not changed, but he was noting the differences from the proposed changes to Article 26.1, Sections A and B in order to make the incentives line up with the proposed step compensation plan. Also, there is no proposed to change Article 26.1, Section F which states that employees in a part- time or temporary status at the time of their relevant anniversary date will not be eligible for longevity increases. The City Manager asked for clarification on the 5% increase for employees who reach 15 years of service. Detective Pizzuti confirmed the employees who reach 15 years would not receive another increase until they get to 20 years of service. However, if the City increased the base pay, the step compensation plan would also increase by the same percentage for those employee as well. The IUPA Attorney also pointed out for clarification that the "%5" within Article 26.1, Section B, is a typo and should have been 5%, and that will be corrected. Detective Pizzuti also points out that the average percentage increases that are normally given to an employee who has been with the City for 20 years are dramatically lower than what the step compensation plan will provide. To get an officer to a higher salary within a reasonable amount of time they are okay with waiting for a pay increase between years 15 and 20 because they will be at the top end of the pay scale. NO IUPA CHANGE REQUESTED FOR THE FOLLOWING ARTICLES The IUPA Attorney reviewed there were no changes to the following Articles: Article 27: Basic Workweek and Overtime — no change. Article 28: Holidays — no change. Article 29: Seniority — no change. Article 30: Layoff and Recall — no change. Article 31: Promotional Examinations — no change except the scrivener's error within Article 3, Section A, subsection a, changing Coastal Florida Police Benevolent Association to IUPA. Article 32: Probationary Personnel — no change. Article 33: Vacation Leave — no change. Article 34: Sick Leave — no change. Article 35: Personal Leave — no change. Article 36: Leave of Absence — no change. IUPA Meeting with the City of Sebastian March 11, 2025 Page 7 Article 37: Grievance Procedure — no change except in Article 37.4, Step 1, Step 3, and Step 5, changing PBA to IUPA. Article 38: Arbitration — no change. Article 39: Job Descriptions — no change. IUPA PROPOSED CHANGE to Article 40: Performance Ratina Review - to strike the Article Detective Pizzuti said no change was requested to this Article but they would like to strike it. The City and IUPA agree that Police Department's General Orders govern Performance Rating Review for the life of this Agreement. These standards are already being followed and performance reviews will not change. It was unclear why this Article was needed within the Agreement and the relevance of it, so it was proposed that it be stricken. The City Manager said they would discuss it. He stated that it just clarifies in the contract that we are conducting a review. That is the only reason it is in there. Obviously, it is a City policy as well. He does not want there to be any conflicts between the City policy and this contract, so he would prefer to keep it in there. It does not affect anything. It states that the City will do a review. NO IUPA CHANGE REOUESTED FOR THE FOLLOWING ARTICLES The IUPA Attorney went on to review there were no changes to the following Articles: Article 41: Group Health Insurance — no change other than updating the term of the Agreement in Article Section 41.1]. Article 42: Clothing Maintenance, Equipment, and Vehicles — no change except the last sentence of Article Section 42.5 where "hazard)s)" was corrected to "hazard(s)". Article 43: Education Reimbursement — no change. Article 44: Health & Safety — no change. Article 45: Training — no change. Article 46: Off -Duty Employment — no change. IUPA PROPOSED CHANGE to Article 47: Substance Abuse Testing — to strike Article 47.3 Police officers, even when retired, continue to be subject to random drug testing. There are policy protocols in place for that, so we proposed this be removed. The City Manager stated if they are already subject to this policy, then he did not understand why it would matter to have it removed. The IUPA Attorney said since this policy is covered elsewhere and established by the Chief, so it is not really relevant within this Agreement. The City Manager likes it being there because it provides clarification. He would not want a member of the union to say they are not required to do something because it is not within the contract. Striking this provision potentially creates a conflict between the Union contract and City policy. Office Radock stated the main reason to strike the provision was because City employees are no longer required to be randomly drug tested. If there was a reasonable suspicion, police officers would be taken for a drug test, but this is not required of most City employees anymore. IUPA Meeting with the City of Sebastian March 11, 2025 Page 8 The City Manager said they will discuss this item. Article 48: Savings Clause — no change. IUPA PROPOSED CHANGE to Article 49: Retirement — change to 49.3(a)(3) The IUPA Attorney explains that they are asking for an increase in the cost -of -living adjustment (COLA) from I % to 2%. The City Manager asked if this change to 2% was included in the actuarial study. He does not think it does. He said from the police pension side of things, they would have to take a look and see how that affects the pension. IUPA PROPOSED CHANGE to Article 50: Duration of Agreement. Dates — addition of 50.3 The IUPA Attorney Voglio pointed out that they added Article 50.3 requesting a re -opening for the second and third year of the Agreement with respect to COLAs in Wages (Article 15), Group Health Insurance, and Promotional Examination. It also provides that no other articles will be re- opened without mutual written consent, and the parties will commence bargaining with respect to the re -openers no later than March 1, 2026 and March 1, 2027. Unless someone else had anything else to add, the Voglio said that would conclude the proposals from IUPA. PROPOSED CHANGES FROM THE CITY The City Manager thanked them for their proposals. He is glad they have been able to start this process early. This gives them an opportunity to take a hard look at what the effects will be on the City budget. They have not yet made decisions about the Operating Budget which is what affects salaries. NO CITY CHANGE REOUESTED FOR THE FOLLOWING ARTICLES The City's proposals are relatively simple. The City is not requesting changes to Articles 1, 2, 3, 4, or 5. POTENTIAL CHANGE to Article 6: Eaual Emnlovment Onnortunity/Affirmative Action Regarding Article 6, the City would like to hold onto that one for a bit because of what is happening on a federal level. There may just be some changes that have to happen, but right now there are none. This is only if anything comes down from the state or federal level. The City is not requesting changes to Articles 7, 8, 9, 10, 11, 12, 13, 14, 15. The IUPA Attorney Voglio asked for clarification on no changes being requested for Article 15: Rates of Pay. Does this mean the City is not making any potential offer to changes wages because they do not know what they can do yet? The City Manager said that is correct. It does not mean the City is not open to change. The City just did not have enough information to propose their own change at this point. CITY PROPOSED CHANGES to Article 16: Temnorary Assignment The City Manager said there was some duplication of payment with regard to temporary assignments and appointments. At the last negotiation the detectives, investigators, and corporals were given temporary duties with 5% added to their salary. However, they were then also receiving $3.00 an hour on top of that when they were covering for a sergeant. Our changes will IUPA Meeting with the City of Sebastian March 11, 2025 Page 9 clarify this matter and removes the $3.00 an hour. He realizes the IUPA also had changes to this Article as well. Detective Pizzuti noted that this specifically applies to a corporal on a shift covering for a sergeant for the day with no extended timeline. He said they had an instance of a corporal covering for a sergeant for months and waiting for a promotion to go through. He thinks that type of instance needs to be addressed. Also, he said that field training officers (FTOs) should still qualify for the additional $3.00 per hour when they have the responsibility of trainee. The City Manager confirmed that FTOs or department instructors would still be eligible for the Assignment Pay. CITY PROPOSED CHANGES to Article 17: Assignment Pav The City proposed to eliminate Article 17.3. NO CITY CHANGE REOUESTED FOR THE FOLLOWING ARTICLES The City is not requesting changes to Articles 18, 19, 20, 21, 22, 23, 24, 25, or 26 today. He does not mean they want to maintain everything is it is. At the next meeting they can discuss more about the proposed changes requested by IUPA now that they are aware of them. Officer Radock mentioned there were two Articles that IUPA wanted to keep open as well, referring to the health insurance. He wanted to make sure that was not overlooked. The City is not requesting changes to 27, 28, or 29. In Article 30, the City wants to clarify the language since they made the adjustment from an HRA to an HSA account in this fiscal year. CITY POTENTIAL CHANGES to Article 31: Promotional Examinations The City does not have any current changes but they do want to open up Article 31 and will put together a proposal. The Police Chief said that NPA tried to open up Article 31 last time. He said that the scoring for promotional examinations is antiquated, the process is expensive and lengthy. He said they want buy -in from the membership and he invited IUPA to come back with a proposal on this. Officer Radock said that is one of the Articles that IUPA wanted to keep open as well and they are still discussing this. Detective Pizzuti reminded them this item was kept open under the proposed change to Article 50 with the addition of Article 50.3 which says these items can be re -opened. A lot of influence will be needed from current leadership and sergeants and they do want to address it in the future. The City Manager said the City would prefer to get this addressed in this Agreement. NO CITY CHANGE REOUESTED FOR THE FOLLOWING ARTICLES The City is not requesting changes to Articles 32 or 33. The City would like to update Article 34.5, just changing Administrative Services to Finance Department. The City is not requesting changes to Articles 35 or 36. The City would only like to correct scrivener's errors in Article 37, changing PBA to NPA. IUPA Meeting with the City of Sebastian March 11, 2025 Page 10 The City is not requesting changes to Articles 38, 39, or 40. CITY PROPOSED CHANGES to Article 41: Groun Health Insurance The City would like to update the dates of the Agreement and also an increase in the amount paid to an employee who is declined for medical insurance, who will not receive $200 a month, rather than $150, and clarifying in Article 41.5 that the City now has an HSA, rather than an HRA. NO CITY CHANGE REOUESTED FOR THE FOLLOWING ARTICLES The City is not requesting changes to Articles 42, 43, 44, 45, or 46. CITY PROPOSED CHANGES to Article 47: Substance Abuse Testins The City would like this Article to state that the parties agree to abide by the requirements of a Drug Free Workplace as provided by Florida statute, as well as the City of Sebastian's Drug and Alcohol Testing Policy. This addition may resolve the conflict which arises from Article 47.3 which IUPA has asked to strike from the Agreement. He said this all should all be clarified in the City's policy. NO CITY CHANGE REOUESTED FOR THE FOLLOWING ARTICLES The City is not requesting changes to Articles 49 or 50. The City Manager stated the City has gotten some good information from IUPA to start the discussion. The City wants to look at their proposals in more detail and how the numbers will affect the City budget. He does not know that they can get a solution in a relatively quick manner because of the unknowns with potential legislative changes made at the state level. The City will need some time to look at the financial numbers. ADDITIONAL COMMENTS Detective Pizzuti noted that there were concessions made in the last contract, and they are not stating that they want all of their concessions back, but they had to fight for certain things. He noted that certain officers have not been able to actually use their sick time because the Department has not had enough employees for them to use their time off, but they can no longer cash in on all of the sick time they have. A concession was that 80 hours could be sold back in certain circumstance. In the last contract they wanted to take that away, but it was negotiated and they still had to give up 20 hours. (Article 34.5 limits sick leave cash -in to 60 hours). They are asking for some things, but he notes that multiple things have been given up that they are not trying to take back everything they have given up. They have not heard anything back from the Foster & Foster Plan that was implemented months ago, along with spending the money on an actuary, and IUPA still would like to discuss that during negotiations. The City Manager said that they would have to get with the actuary about the 2% COLA adjustment because that increase was not included in the actuarial study. He noted that the City Finance Director got started less than a month ago, and this is something he will look at and it will all be taken into consideration. Officer Radock said regarding the 2% and the Foster & Foster Plan, another whole study might have to be done. IUPA Meeting with the City of Sebastian March 11, 2025 Page 11 The Finance Director stated that IUPA would have to go back and ask the actuary to do a study on it because that is the only way to calculate that and any kind of COLA increases to a pension is going to be costly. The Finance Director also asked about Article 26.1, Sections A and B, regarding the one-time bonus to be paid after 5 and 10 years of continuous service. Would this bonus be based on the current annual salary and only occur in year 5 and 10, and not in any other year? Detective Pizzuti said that is correct. Officer Radock points out that it is Article 26.1, Sections C, D, and E that provide for the percentage increases (not one-time bonuses). The Finance Director asked if he understood correctly that at year 15 is when increases would become annual going forward. Detective Pizzuti said that is correct because at that point an employee has already reached the maximum incentive in the step compensation plan and there is no percentage increase from outside of the step plan other than the increases at year 15, 20, and 25. C. Next Meetine Date The City Manager said it would take the City some time to review this and consider the financial implications. He asked if getting together again in 4 to 6 weeks would be acceptable. Officer Radock stated this was the IUPA Attorney's last day and they will have to meet with their other counsel to find out if that is fine. The City Manager assured IUPA that he does not want too much time to go by and he wants to keep the discussions going and make sure both sides are informed on what is happening. The IUPA Attorney Voglio agreed that the sooner, the better. They definitely want to meet again before June, even if they cannot pick a date today. The City Manager and IUPA Attorney Voglio thanked everyone and the meeting was adjourned.