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and community at large. See Tr. 19 ("every agency with the exception of Fellsmere PD that <br /> surrounds us all the way down to Martin County has a step plan. We do not, and a lot of deputies <br /> are having problems with the fact that they're foreseeing their future of being here 20-plus years <br /> and not even reaching top-out pay."). The Union's position is that these employees should be <br /> brought to topped-out salary so that they do not lose out on pensionable earnings at the end of their <br /> careers. Id. <br /> IV. SHERIFF'S INITIAL PROPOSAL <br /> The Sheriff's first official proposal came after the budget meetings in July. See Union Ex. <br /> 1. This initial proposal was for a five percent (5%) raise for all employees along with an increase <br /> to the starting salary to $42,000.00. Id. In addition, members with one year of service will be <br /> brought up to $42,500.00 in order to have separation with new-hires and future employees. Id. <br /> Lastly, members who have reached topped-out salary or were within 5% of topped out salary <br /> would receive up to a $1,500.00 one-time lump sum bonus, depending on their current salary. Id. <br /> The Sheriff's initial proposal would be effective October 1, 2018 and would be retroactive if <br /> agreed-to after the effective date. Id. <br /> V. UNION'S COUNTER PROPOSALS <br /> A. Counter Proposal One: "Parity and Twenty-Plus Employees" <br /> In response to the Sheriff's proposal, the Union offered two counter proposals. See Union <br /> Exs. 3 and 4 (Offered 8/13/18 Options 1 and 2). The Union offered both proposals as acceptable <br /> options, either of which would be acceptable to the bargaining unit. Tr. 13, 16. The first proposal <br /> mirrored the Sheriff's initial proposal, but with two differences: <br /> 3 <br /> 20 <br />