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placed value on new and future employees over current and tenured employees. Id. Following the failed ratification, the Sheriff's representatives requested another negotiation session. See Union Ex.2;Tr. 33. However,instead of offering a resolution,the Sheriff's representatives offered a new "final offer" which removed retroactive pay unless the exact same proposal was ratified with twenty-eight(28) days. See Union Ex. 2,Tr. 17, 33. Thereafter, the Parties reached impasse. VII. SUMMARY AND ARGUMENT Contrary to the Sheriff's position during negotiations and at impasse, his proposals offer an insurmountable disparity within the bargaining unit. The Sheriffs proposals are tantamount to recruiting new employees on the backs of the current men and women of the bargaining unit. The Indian River County Sheriffs Office is in the midst of a retention epidemic. The bargaining unit contains approximately 150 employees. See PERC Certification # 1814. Since 2014, a total of thirty-one (31) bargaining unit Deputies and four (4) bargaining unit Detectives have voluntarily left the Sheriffs Office. See Union Exs. 7 and 8. Those thirty-five (35) employees account for more than 23% of the work force. Id. To compound the issue, the vast majority of those Deputies and Detectives had at least two-years' or more experience, with the average amount of experience of departing Deputies as 6.5 years and the average amount of experience of departing Detectives as 10.5 years. Id. One of the primary functions of the Union is to be a communication conduit between the bargaining unit and the Sheriff. As such, the Union has made the Sheriff aware that the retention epidemic is result of low wages and benefits. For the Sheriff to offer and stand on proposals that offer pay raises to new and future Deputies that are almost double what is being offered to current Deputies only compounds the issue at bar. Further, the Sheriffs lack of acknowledgment that 7 24