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Exhibit A <br />assume that reflects hard and fast procedures within a strict chain of command <br />environment, it is the Special Magistrate's experience that all fire departments <br />have their own "culture". That "culture" can be at odds with management's view <br />of the most efficient and cost effective way to run the department. As such, that <br />"culture" often resonates conflict relative to work schedules, use of leave, staffing <br />manning assignments, management's rights and employee attitudes. Given this <br />paradigm, the Special Master's recommendations are intended to reconcile these <br />competing interests and attempt resolution of the Articles in dispute. <br />Article 6, Union Activity <br />The Union initiated a proposal October 9, 2014, for a 'Union bank" in order <br />to cover the cost of Union business for its elected local union officers. This was <br />advanced as a quid pro quo for agreement on Article 19, Shift Exchange. It is <br />the Employer's position that the concept of a "Union bank" was not identified as <br />an issue when the parties declared "impasse" on May 23, 2014. As such, the <br />absence of the Union's proposal, prior to declaration of the impasse, should be <br />excluded from the Special Magistrate process (i.e., City of Port Orange vs: IAFF, <br />37 FPER 99). <br />Based on the enclosed notes, it appears the Employer indicated a <br />willingness to consider doubling the amount of time off for 4 Union officers. It's up <br />to the parties to explore that "trial balloon". The fact that Article 6 was not at <br />issue when the impasse was declared, precludes the Special Master from <br />making a recommendation relative to the merits of this issue. <br />-3- <br />28 <br />