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5% respectively. Tr. 8-9, 50. These wage increases have been evenly applied to all bargaining unit employees (and have been effective or retroactive to October 1 2016 and 2017). Tr. 49, 50. The wages for the current fiscal year offered to other employees were offered "across the board"; however, not for this bargaining unit. See Tr. 71 (Sergeants and Lieutenants bargaining units received "across the board raises") Negotiations for the current wage reopeners began in early 2018. Tr. 9. The intention of starting negotiations so early was to provide the Sheriff ample opportunity to hear the Union's proposals before he presented his budget request to the Indian River Board of County Commissioners ("BOCC") in July 2018. Tr. 9. Pursuant to the CBA, wages would be effective on October 1, 2018. Employer Ex. 1. See also Union Ex. 1. III. UNION'S INITIAL PROPOSAL The initial negotiations between the parties were presented in very broad terms. Tr. 55. Essentially, the Parties agreed that the Sheriff should ask for as much as possible in order to increase wages and remain competitive with the surrounding jurisdictions. However,the Union's position from the outset was that all bargaining unit employees who have at least twenty(20)years' experience with the Indian River County Sheriff's Office ("Sheriff's Office") should be brought to the top of the pay scale ($63,151.00) if not already topped out. See Union Exhibit 3, Pg. 3. See also, Tr. 10. The Union provided a list to the Sheriff's Office's negotiating team at the outset of negotiations. See Union Ex. 3, Pg. 3. This list contained fifteen (15) employees. Subsequently, one employee has left employment and fourteen (14) employees are still subject to this proposal. Because there is no Step Plan at the Sheriff's Office,these long-term employees have been unable to reach topped out salary even though they have provided extensive service to the Sheriff's Office 2 19