County Council - Regular Meeting

I think the state.

It doesn't matter. So here is a handout of our budgets. It appears you can report salaries and what's at issue, as everybody does. What we both asked for was what was suggested by the audience, 3%. We also factored in the 27th pay, which we can bump them up. We've also looked at the salary study that folks are looking at as well. It appears that is based on averages, and so what we wanted to find out is why are our board here to be like they're being paid more. So I had my staff call every county that you see on this sheet, almost every county area to give us some idea how many employees you actually have to classify as. And it was amazing what we learned. The only counties that have the same number of full recorders are with us is Franklin County, Rush County. Franklin County and Rush County have maybe six-tenths of a caseload. They only have a full caseload, and they are carrying the same number of employees that we have. So that's what we think the difference is. It makes it applicable for what this salary study is. There's counties more comparable to ours. Jennings County, for example, they work full-time. What he and I have is... for running three boards up there with our magistrates jenny's county is basically a double for people and if you take salaries and add these bigger numbers in you're going to get smaller number about two here's what the average is uh because i doubt all four of those people are at the same rate they're probably selling let's have less duties our four reporters have four groups one has to be able to do 100 but if you looked at some of these counties uh triplett county has an extra person that they call available they're illegal we don't have that we don't have any clerical help our board of boarders are required to do everything so they're they greet people at the door answer the phone other counties have the more structured system or the court reporters they're just there to support their work don't have that uh shelby county has three plus part-time people, extra people. Ripley County, as I said, they have extra people. The only folks that are as low as we are on that portion of the court system have a full caseload. None of these courts have a higher caseload than me and I have, but there are courts that are lower. getting by with less we had to add being a part-time person per court to make us comparable that can also be way way more than one question and salary that's the deal we're not trying to add more people um obviously we've got a background accomplishment benefits we're happy with what we have i think uh but what we wanted to be paid

what can we do?

And we want to keep them. It is then, I have had my two new ones, so I will still call them new ones, for two years, that long, two years, they're still learning. So if I have to replace one of those, it's going to go somewhere else for higher pay. I hate that. That takes time away from the other four people, takes time away from me. I teach them. So we're really not keeping the ones we have. We don't want to lose anybody. Here is what we think is the reason why salary study might be showing lower average.

Yeah, something else to keep in mind. It's hard to compare apples to apples because some clerk's offices and court offices have different duties, like Rush County, for example. Whenever I do a special judge things are hard to quantify and know but we try not to do that and uh at some point when we added uh we added the third quarter and went to that straight we had another uh court reporter we took over as much to be as we could because this made sense because we're the ones doing the order and a lot of times it's one of those things where uh they only know what i wrote down i know what i meant so sometimes it's easier just to do it that way so sometimes those things are hard to And the official court reporter, as opposed to the assistant, also has administrative duties. They have reports they're responsible for. And I'm not sure exactly how Judge Day does it, but on my side, we feel it's our responsibility to also help manage the cases the magistrate has. And if someone's on vacation, cover that and do those kinds of things. And I rely on the And one of the duties that she has, one statutory one by rule also is to keep the court's record. It's her responsibility to do that. So those are things I don't know if it's captured in our job description. It's hard to do a job description. You want to put other duties that's required, but that's a lot of stuff. I'm sure that a lot of people have that.

these uh jurors and the jury do these some of these counties as you can see that's what they they do that in-house and our clerk has um taken that back so we rely on them have a better look for us and i just very much appreciate it saves money so it saves you a lot of money to do that so that's it that's all we had thank you thank you

We've got suggestions here. Thank you.

Christy, on this back page, it has the total for 26 at 10.30. And then for all employees that come into the service today,

that is 26 states so then to add our second one roughly probably for one extra pay would be, right now we're paying about $430,000 a pay. So if you figure with the raises, I'm going to figure probably this much too for that $27,000 pay. I need you to quit now.

A lot more for decreasing cost of inflation.

over. Is it that what WIS did? Is that what you're saying? That it's kind of what they did to go with that?

Well, they averaged 3%.

No.

I'm sorry. No, you're fine. I mean, we had them do a study communities, government, private business. They provide services to 80 counties across Indiana. I think they know what they're doing. We wanted this chart so that there would be less decision making in the future. We paid for this. We trusted them to do it.

No, I understand all that, but I think we do our job.

I mean, that's, you can go in that direction now that you have set job descriptions for everyone and set performance appraisals every year so that people are given bonuses or raises based on their merits at certain levels. But, I mean, we're not there right now.

Well, I think that based on where we are today, I would like to see us get a phrase figured out for everybody. And I would like to see us take each department based on what we've got here, the study we just have done, sit down with the department and say, okay, what is out of whack in your department? Where is all the discrepancies at? Because everybody's coming asking, blocks that created the job descriptions that the classifications were based on we go to each department and we get everybody what they need to be to make sure they pay differences of what they need to be double checking on it and then i would like to see us come june let's sit down and look at all that before we get to this point because it can become a little long we can do at a budget meeting in the afternoon to get to bed before five days before. I'd like to see them have a recommendation on wages or salary increases for that before we get to budget time. And we can sit down and look at where our numbers are and what we're capable of doing. But what I can tell, I've been doing a lot of hours since we were met last time to figure this thing out on where we are and Just get what? No, we pay for the study and I think we need to use that. This this last one we just got really take that base pay. Start there. And. Sit down with the department. Bad thing is when you go through this budget, you got deputies listed as lump sum. You got the county highway listed as lump sum. How many people they have on a whole food space? Get paid where? I'm trying to figure it out off of this sheet. Workstation's got seven people. There's only six listed here. I could make head or tails, but I'm not on the salary committee. Not in what you guys have done. I think what we've done so far, we've made an improvement, but we've got issues that we've got to get figured out. So if we get a percentage increase right now, just Get it done. We'll sit down and look at each department, get it squared away, get it figured out, what the issues are, where we need to be. Because, I mean, we don't got X amount at all. That's the thing. You know, we're not private industry. We don't create our own income. We just have tax dollars that we're allowed to spend. That's all we have. So we've got to be able to figure out how we're going to do that and keep everybody's department where they need to be. I don't know if we've ever gotten quite to that point. Based on the few numbers that I was able to figure out and I ran, if we did a 5% pay increase across the board, the ones that I ran would not get to what they asked for, but would get an increase to everybody. So we can get this year done. We would probably come back into our numbers where we can tell us we need to cut out the budget. and starting once the adoption is done, and once it's done, then we need to start working with each department, step down, and pop ahead. I take that as well.

Bearing in mind, I've been on the salary committee for a pretty short time, so I know that I just have my head completely around it. the can down the road, it creates discrepancy on the top end, right?

Which it's already there, isn't it? I know, but how can we track that? Well, that's what I'm saying. That's the goal. That's the goal, but we can't, I don't know that we can do it 20 pounds by a block.

I agree, I agree totally with that. So if we come up with a range of $2,000 for your example, that might be the minimum for everybody. I don't know if it's right.

Do you have enough money in the budget to get it ready to be paid?

I think that's what we've got to figure out. But we don't know if we can put numbers together. Examples, scenarios. It. recommend at this scale.

It seems like that would be the best starting point, especially like from Christine, how do you view like trying to figure out when they have new hire, how to where to hire them? That's what I'm saying.

When it comes to next year's budget plan, we need to know exactly what we're doing.

That way if you're already out of base pay this year, the next year it'd be

right there that is the 27th that is 27 days it's the it's the difference for that one that'll be roughly one page

What I try to do, knowing that number, is try to get everybody to base for 2027. Do your review, and then that amount of money, you're not going to have the 2027, 2028. It will already be built into your base budget. Try to get people to use the service that you're going to work with in 2028 with that money.

Yeah, at that base rate, it may not be the best alternative for volume.

Right, and you can start using this chart and cut out the indicators.

So we would know going into 2018 what this department wages are going to be.

But this space is not where we kind of got stuck at last time. It's not taking into consideration anybody that's already over this. That's where we stopped last time was, what do you do for them? Whether it be a stipend, a percentage? Is it based on, let me say, 20-some people probably, if not more, are over-based?

What are you going to do? There's some service. That's what you do.

You're going to have over $500,000 in 20K. Do something with it. You've already got a budget. That gives you an opportunity to bring up a few more. And maybe I'll take the other side. Bring up the ones that you thought of. to base. But if you're thinking about not giving, yeah, I'm thinking about, you know, I'm under base now. How can we end up doing base plus if we're going to give those that are already over base to stipend the situation from top to bottom? I've been there just for one year.

I know you did that. I understand what I should say. You're under the base right now. You say everybody's going to base. They're going to get that increase. If you make it over base now, well, there's that difference. You stop and you buy us a whole year to get our body figured out where we need to get a bunch of time. It takes just one year.

I'm under base. And you're over base. You bring me to base. And you get an extra. I'm not smiling.

I'm already getting more. I'm already getting more than you're getting now.

I understand. And I'm sorry.

That's what I've got to do. I think we need to figure out what we've got left over.

Maybe divide that up evenly amongst. So if I'm not talking about. It come up in one sense. Thanks. Also talking. Basic pay, which used to be everybody got $2,000. Everybody got $2,000. It didn't matter who you were, what you were. Everybody got the same.

And we can get back to that point. Let me throw something out there.

In our last meeting, I put on the Indiana County Counties Association Facebook page, how many of you pay in percentage and how many of you pay in dollars? 95% said percentage. There's a reason the counties use percentage and not dollars.

The reason is because we have all the departments where they need to be based on their department, not anybody else. Everybody's in their own lane. we get everybody in that department, that's where they're supposed to be based on their years of service, certification, everything. Then you give a 3% pay raise, everybody gets a 3% pay raise. They still stay, this person that's here and this person that's here does not make my jump closer to that. Everybody stays the same. It all, they just all goes up at the same rate. That's why they use a percentage.

All paid at the same rate, definitely.

No, you're not paying that the same way.

It's based on your pay.

So where we are right now is that we have this study that has the base pay on everybody in the county. And if you look at that number, some people are below it, some people are above it. So if we opted to do that base pay across the board, if you're under, if you're over, whatever that difference is, for one year, we're going to pay you a stipend to cover that. Everybody doesn't lose anything. But between now and next, I'd say June 1st of next year, we need to look at every department, figure out who they've got in there, what their pay rate is, based off that. and let's get everybody set okay so that way we know going in next year if we need to we're going to increase our salaries to get it by where they need to be next year which is going to cost us you know eight or nine hundred thousand dollars i don't know what that number might be at least we know going into budget that this will get everybody's pay where they need to be for this year going to 29 we should be good thank you

Well, I was going to say, if the auditor's office can figure out what your example is, get a dollar amount.

It's based on, let's say, I'm just going to pick one off here. The LPC1, their base rate is 37.47. But right now, you've got somebody in the courthouse that's making $40,000 as their base rate based on what their job is. So they would get a stipend for $3,000 to cover the difference between that base.

You have to go through every department.

You'll have to go through, well, it's easy to go off the issue. They'll have to go through and put this base on everybody's pay. And the ones that are over will need to know what that number is and look at it and say, okay, this is how much of a stipend we're going to have to pay out this year. That's what they would have got paid anyway. If we're in the state that everybody's paying it now, we wouldn't have paid it anyway. You know what I'm saying? If that person's making $20,000 and they're $3,000 over the base, then it was still... Yeah, but they're not going to get an increase in pay. They're just going to make what they were making. They're going to keep their pay rate the same.

They're still going to be making $3,000 or more.

They will, which they would have done in the future. So what we'll do is take a look at that department and say, okay, everybody's in your department. Let's look at what we're paying them based on this base rate, this got, what their qualifications are, where they fall in the classification level, where they need to be. So then going into 28, We know that that person is at that level. It's got 10 years plus experience. This is what their pay needs. Get everybody where they need to be at on this scale. And we'll know how much money it's going to cost us to get them. Now, we may be able to do that, but we may not. But we can get close. Maybe the next year we can help them get more than we need. Right now, it's all, everybody's in disarray. We don't know who's, who's, uh, where they need to be. It's not going to need to be all the firm heads that are in there know where the people need to be. Everybody's got an issue. Anybody here don't have an issue? So I'm just trying to get a way that we can, but here again, we only have X amount of dollars to save. So, but we got to know what our numbers are before we can make a decision on if we're going to be

Can I ask Kenny, why, just so I understand though, why are you saying you don't know where people are at when this spreadsheet breaks out exactly where people are at, where they should be?

Where they should be, but so is everybody where they should be according to that? If they are, then why are all the department heads in here with discrepancies?

Because there's a couple that are not happy with why WIS came back.

well then that's something we'll take a look at that's that's why i said i think we need to sit down with okay why are you why do you think that this is not work not working right at this point i don't know that we've ever addressed remember these guys have i have a question when you guys said each department but yet it's based on the point system according to addy rooker

So like my case with the two chief deputies, they were at the lowest level of the WIS study. Like the whole time that the study was in place, but yet to get people that come in at two years, make it more than that. Yeah. And the same level three, which is a fair. And this was even after the girls got six hundred dollars for their stipends.

Okay, and that's what I'm talking about. So we come in here, we have all this stuff going on, just like that right there. If I just got an issue and somebody did this, somebody did that, we can't do our job that way. We need to know, we need to specifically know from each department head what is going on in the department. Because I'm probably just as guilty as anybody at this table that I haven't done that. I think that's what we need to be. We need to hear from them and get it figured out. That way, if we get everybody where it needs to be based on the study or use those numbers and get that all done, then it should be a whole lot easier for us to look at our numbers to get the group at the first time and say, okay, we've got to cut this much out. If we do a 3% increase, go to the vice department and see where we're at. Does that make sense or am I just blowing smoke here?

we do have about three percent right we have enough for five percent right now we have we are sitting at 3.1 in county general that we've not gone through and i i started several different times going in and updating the salaries but then i quit because not it's all going to change today it takes a lot of time yeah to figure that 27th pay, figure five, and figure first, knowing that I'm just going to have to go in and redo it after today. So we do have it down to 3.1. So even if we add another 500,000, we're still within, we're going to be approved. I mean, we've sent to state.

That 500,000 is 5%? No, that is...

That's the 27th. Okay. So over here, so the $564,000 is getting everybody difference of pay base versus longevity. So this $564,000 is getting everybody to the 3, 5, and 10 years where they fall over. plus giving a 3% raise to anybody that's, or a 3% stipend to anybody that's over fixed. That's what that 560 is. So that, to me, is going to be probably max of what we're doing.

That's interesting. The sheriff talked about the detention center probably needs to pay more in there. That doesn't address any of those issues.

but you know i mean and i'm not speaking for you guys but if you look and you look up here like let's just take um are you talking about detention center or the deputies like deputies but i mean okay so there's one detention center okay okay But I mean, you look here, they're making roughly $41,918. But if you get them to where they need to be, now you've got some jumping up to $44, $45, $47. There's a $58. So, Steve, when you put them in where they should be at on their, oh, I'm sorry, I'm looking at 3%. When you look over here at the 10 and times, no, never mind. The majority of them are newer. So it is a 3% column that I'm looking at that jumps them up.

You just gave them regular shipping base tech. Don't matter how long we've been. Am I reading that right? Yes.

Correct. So see that this already a lot.

You did just that this year. $3,000 increase paid just for this year.

No, not just for this year. Going forward. We're going forward. Oh, right. Yeah.

Okay. We're going to get an increase.

They want to sit down and look at what we can do in 2018.

get it to where they need to be. That's what I'm saying we ought to take a look at. Thank you.

But the people that are at base there are because they're at base because they're under the three years.

Right now, we're not even going to look at them.

Okay.

Can I interject here? That's what happened last time. It's just right here. We did the base, did do the 3-5, grade 10. That's what led to so many problems. That's what made this system not work. It didn't work three years ago. It's not good. Because it just shrunk. It brought people down, blew it up, and held the top people down. And it just compressed everything. We're not looking at taking anybody back. They don't go up in a relationship. The bottom comes close to the top. The top stays where they're at. We phrase that. It compressed everything. And that's what led to the problems. I hate to say it, but I think three years ago, we looked at this. If we did the base 3-5-10 then, we wouldn't be in the situation we're in now. I mean, the base 3-5-10 don't get us where we want to be, but it gets us a lot closer than, you know what I mean? It's something we can start to work with, okay? That's just my two cents worth of it.

Calculate that, Christy, that if we try to incorporate the 3-5-10 along with bringing up the base, that's that number?

That's that number. It's the 564,000.

A lot of ongoing issues.

And it don't solve all the issues. But it does when we start to work with that. I think there's so many issues going on. We need to start. We're going to get this budget done this year. We try to figure out how to do that. We can't get that done. We can't get it done. But if we start at the base that we have, the new base that we have now, if you're under that, you're going to get injured. If you're over that, whatever the overage is right now, you're going to get that too. Let us sit back and take a look at everybody's department and get it figured out. Okay? If, you know, if we did that, and everybody got in trouble and quit, well, I don't know what to tell you. I don't think that's going to happen. And then that way, when we come to 28, we can do the 5-10 year, get everybody where they exactly need to be. Okay?

Because you won't have a 27th payment.

We won't have a 27th pay. We'll know before we get to budget time what our numbers are so we know how much we're going to be able to do. Hopefully get everybody to where they need to be. Get them on the right page. Get them their 10 years by who the sellers are. Whatever classification they are. It'll basically give us a year to fix all the crap that we've got going on right now. The difference is... But to try to fix everything today, I don't know how we're going to do it. I don't know. We've got to give it like a pay increase. We don't know how we're going to get there. We've got to get to a point where we don't have to sit here and do this because it's not going to get any easier this point forward with the SAA ones coming out, trying to figure that out. But there were tax dollars on how much money we don't know. That's, that's the thing that really, really concerned. You know, everybody's in this room, we're not trying to, we want everybody to get paid. So I hope you're all set. But we're kind of go, we all got x amount of dollars, don't care income. So We want everybody to get something and get increased, but we've got a fair household. We can simplify this and get everybody to the level where they need to be. Just going in here, pick up a choose your building.

It sounds like to me, you guys need to have a consistent schedule going on. So we just redid this study, right? So the year following should be, okay, this is our year of adjustment. We take a look at the study, figure out where the deficiencies might be. And maybe three, it's all just kind of leveled off. And then you start that process already. You should do something like that.

So in every department, each individual person is going to change the sound. what keeps us from this doing a straight $3,000 raise? We're going to beat our heads against this wall for that salary study as far as I'm concerned.

Or even if we get that, at some point in time, we really need to get people to this base pay. Well, most of them are.

Look at that though. Sorry. That's what it is.

Which is less than what getting everybody to wear. I mean, more than what it is getting everybody. What was that? That's $3,000 raise.

So if we just put everybody to the face rate on this side, is that? So...

Getting everybody to base is the $9,707,000, but that's not accounting for the 53. I added up 53 people that are over base. So if you look, we're being paid more. This 2026 salary is more than 2027 base because of the people that are over base.

You have a number on what? Base.

By just getting everybody to base?

Yeah, I've said 509 here. What number is that?

I don't have it because there's 53 people over base. So right now, just to get everybody to base, it's $9,707,000. But we're paying $10,388,000 right now, so it's taking those 53 people backwards.

Chrissy, can we just do it? You're going to put a $6,000 base. That would get about $8,000 per. was mentioning like a stipend to get everybody to where they would be. Well, we know that column is 20.6. So your 20.6 pay, what you're paying people to debt, what base is, and the third column has says whichever of those numbers is greater is the base for it with the currently paid total of that number.

I believe that's what's in the 20, that's what's in the WIS base. We find somebody that's over base. I can tell you.

that's the number would be after what i'm saying is the columns either going to be their base for what they made in 2020 so that's going to be the higher lengthy numbers so what i did is right now anybody that's over base they're getting what they're making this year is in the base column No, it should.

It is. It is.

It's getting everybody to base plus.

No raising for the people that are. Right.

Are getting. So that is the number you guys are asking. Trying to figure out. I think it's. That's not fair. Right. Right. That's just. Getting everybody to base. It's under base. And maintaining the level. What people are. Yeah. What's the largest number? So how much, Christy? I got it. Let me.

I got the over and under.

The difference under is up here. Let me log away. anyway you're looking at this right here you're looking at this column column h yep this column right here is the column of the people that are over base i mean under Yeah, Starbaker. oh this is this is an old spreadsheet so on the exe on the executive wis has those basic uh 70 hour work bi-weekly pays and really these two highway people are 80. so it's not that it's more like $80,000 under SIDABET 16. But this is an older spreadsheet. So I had gone in and fixed that on the updated spreadsheet that you guys have.

So when you put that number.

Basically $400,000.

Let's go. Again. Base pay plus the over. Like 9.7 million. Is that what it was?

No, the over is. For the under, you need the people that are underpaid.

I'm sorry.

The highlighted ones are where they should be at. So like these people here that are highlighted have been here more than 10 years, so they should be in this 10 year column.

Uh huh.

Because they have been here for three years yet, so they would just get the base.

Everybody else is already over. Everybody has to have base pay, correct?

The guy's base, that's everybody's base.

That's just a base salary. Okay. So bring those numbers over what that base.

So if you go, this is this year's salary. So if you go down through here, like, just look at what they're making here. And then this is base. yet so the people that are over here at the three percent they're over people that are are bolded under the three percent that means they're over the base okay let's call them right here yes eight or g is base paid for everyone nine million seven percent percent is over what they're making now this year so that that's the thought behind that was to give if you guys wanted to say a three percent rate of what they're making this year so that's what that column is column g is a base pay for every county employee every classification yes

So that's bringing some people up that were under that to that. So they get an increase.

All but the 53 people will get an increase.

Right. But the 53 that were over will get what the difference is between their overage and that baseline. That's what we're saying. Not in that one. No, not in that one. But I'm saying that's what I'm saying. This slide doesn't reflect that. So we have a column where it reflects what that number would be if we paid base pay and anybody that was over that, what would that total number look like?

Kenny, when you're saying stipend, are you saying in addition to their 2026 pay or to get them to their 2026 pay? I think stipend is a conversation over here.

I think we're going to get to WIS. $2,000.

Okay, look at the one I have highlighted. Sorry, we'll just pick on Shelley.

Okay. This year she's making $64,725. That base pay, for some reason, and I don't know why, I have to ask that question, is now, well, even over here, that's her base pay if somebody started with that job, that's what it is. So they started that $49,081. Kelly's making $64,723.

But with her, even with her 10 years, and because she's been here over 10 years, she's still over that 10 year mark.

I'm not concerned about any of that. I'm not looking at any of that. I'm looking at today. So that, starting at that job was $49,081. Kelly making 64, 7.3. So we need everybody to base pay. The difference between 49 and 64 needs to be added to that $49.01. Not this year. Not this year. Is she getting longevity or incentive pay in some of that? Would that be some of the difference? No matter what. She'd be getting incentive pay. She does. I could get that in 64. That's probably not true. So, yeah, maybe hers is not a good example.

Okay, let me find somebody.

I'm trying to get a base established for next year so we can go from 27 to 28 and do it right. Well, I'm trying to do it.

all that are under base up to base, plus the amount of money that it would take for all the people over base to be included in one personnel salary for 20 years. Okay, let's do this. No, because the base, you don't know what the base pay was in 2006. No.

No, your G, the WIF base. 26 salary includes longevity. That's what we're getting now.

Only on that. No, nobody's getting longevity in their 2026 salary. Sorry, Kenny. I just, I'm not understanding.

So you're telling me that that 2026 salary is a base payment if somebody comes in and starts at that job, they're going to make that dollar amount.

No, that's what everybody in the business office.

So you can't look at that as a base pay.

It's what that that column that's probably also time.

So let's look at 26 is that let's look at 27. So pick somebody here. So we got that Amanda Bates, her 26 salary is 77, 146. You move her to base pay 68, 159. Okay. So whatever that difference is, so they don't take a cut and cut, they get that. All right, because we're not trying to get it. We're not trying to cut anybody's head.

What did you call it, Bill? The incentive part of that. Can you back anybody with incentive out of the 26 pay number?

I mean, I could.

I mean, we can't be done. We just got to continue to go here.

Like this person, 2026 pay has no incentive, no longevity, nothing. It's why they're getting paid this year. Say that again. 2026 for this person and for probably everybody but five people out of the 53 do not have any type of incentive so 77 grand does not no i just heard maybe five people get incentives five people out of 200 people now with the longevity stipend that was paid several years ago, but that's that became the new base that we work off of.

So that's what I think you're saying. They're not the same because of that cycle several years ago.

Gotcha.

When you talk about there's an individual that their 26 salary is about $100 over. base so would that individual be included in your 53 are they appropriate dollar or 100 yes because i and i have that note here too to say you know what is the minimum should there be a minimum rate because there are people that are over by dollars would it make sense to if you did give three thousand dollars of an part of what they get because they can continue to get that number in 28 that gets you closer to three percent or five percent or ten percent could that number be included in that so there's some value in getting us to where we want to get to with this quicker okay yeah i don't know i mean i showed you the three thousand dollars it would be

roughly $615,000. I did that by 205, I think, people. So, Kenny, you're asking to back all of that out that we did as the one-time longevity?

Okay. But the base pay is $90,000. So you would take them to $90,000. Then you would take the $100,000 times 3%. Take it up to $103,000. You would pay them $13,000 for their salary this year. Is that what you're saying?

No, I'm saying we don't have $100,000. So they would not get it. But we have to go back and look at that. All the ones that were already over, except for where they were in 26, then we'd have probably something on that.

Last night. Anybody that was over. We're just talking one year. One year is all we're talking about.

Each factor was the extra pay on the 3 to 5% and what was the ratio?

It's higher and it's 5% under base and then each year was 3% on top of the year basis. Only because that very first pay should be on January 1st, I think, or should be. So that's a whole nother can of worms we have to open up because that is on a holiday. That's on a holiday. It's a mess.

Well, the list that I got, like from Tiffany, it had columns and stuff like that. And it just said, she said to look at the far