##VIDEO ID:4TRgHUbl4vw## collected Coalition bargaining session six um so we've got a brief presentation uh before we get into our offers but you know after our last bargaining session um I I'd say you you you pushed us to take a step back and really carefully consider the concerns raised and just how we're uh approaching the proposed increase so um sorry didn't mean to be doing that yet um so we we went back to the drawing board we came up with uh an option that I feel balances both the needs of the employees um but also the financial realities we're facing with the health care fund um for us it's important to reach a fair and sustainable agreement we prefer to resolve this without going through an impass um and and with that and considering your concerns also that you mentioned with the overall funding split we have heard you um I I believe we've developed options that meet those goals and and really do leave us yeah uh it is being recorded I believe Jess uh I believe we've developed some options that uh that meet those goals and it does leave us with a a sustainable plan to help close the the fund deficit so um these are just some topics we'll we we'll hit today and we'll start here and with this you know compared to our peers who are funded the same way we are funded um we have far more competitive offerings than for employees Healthcare and uh these are some updated numbers and and I'm going to let Nancy jump in and and speak to this a little bit just to show where we're at with with our how we compare our current rates compare with other school districts good morning ladies and gentlemen I think the most striking comparison is we've mentioned before um if you look at our current rates far on the far right of this spreadsheet are just how competitive we are along the lines of family coverage um really we are almost Peerless there I think as we compare to other school districts um I did catch up with some of my peers around the state Broward schools as you know um covers the full cost of individual coverage but passes on the full cost of dependent coverage and they have published they're still negotiating but they have published their rates for plan year 2025 and so you can see pretty significant increases that they're going to be passing along uh to their dependent um tiers of coverage they can also buy uh coverage for children independent coverage the footnote labeled a speaks to that those costs are going up as well uh Martin County Schools their plan year is a little different than ours and so they also have had to uh bargain an increase in the cost of their health insurance plans um there's a footnote for them as well because they're also at the table and um they have two bargaining units that they're negotiating with and so along with those increases there's a one-time supplement that they're offering but it's only a onetime supplement and the costs still unfortunately have to go up Orange County School I'm sure you all are in in touch with some of your colleagues um on the bargaining side of things in Orange County uh their current rates are listed for you here I have three columns devoted to them uh they are still at the table with their bargaining units and so their current rates as you can see um you know they do have a plan that they cover fully but they had two plans now there's just going to be one and they're having to look at significant increases I believe the loss to their fund was around I think their their estimated amount that they needed to cover was 40 million and so um they are looking at um some significant increases they're still at the table I think they had um they may have even had an impass hearing this week so stay tuned with that these rates are where they are now um but they're still they're still discussing Hillsboro and St Lucy have kind of already been through this Hillsboro went from um Humana which went out of the healthc care business to Etna and their rates currently are as populated here and then also St Lucy County had a big shift um they have three HSA plans and um they had to make their major shift away from the more um you know the generous HMO structure 10 years ago and so this is a common um struggle that all school districts have and with the cost of Health Care and medical inflation it's something that all employers share and so that's just kind of where we are in a nutshell right now so uh I'd also like to touch on the Actuarial projections uh for plan year 2023 um they they projected a cumul loss of 29 million the actual loss is 29 million so they were spoton um so we we do feel confident uh that their projections are accurate so that's why we're planning accordingly um these are the the projective losses for for the years 24 to 26 and I don't know if Heather do you have anything to to weigh in on that or are we good no we're good I mean those we did after our last meeting asked the actuary to project out through 2026 and so these are the cumulative losses if we were to not make any changes to the plan at all and keep premiums at the existing rate all right so so before we get to our our our final recommendations uh I'd also like to just point out that we've we have prioritized raises over the year over the years um even when others were giving little uh to nothing uh but we also maintained a very competitive healthare plan compared to our our our you know the other school districts that are affordable for our employees um from that previous slide I think it is clear that other districts have not been able to do that and we have seen some raises from from some of those other districts including orange that you know are are below what we we offered so um so with that uh I'd like to say we we started High uh and when we did the projected claims uh were were a little higher and these do fluctuate and you know we went through a few iterations of proposals um but ultimately in an effort to void impacts we have a final two-year Proposal with significant movement since our last session um so for plan year I I'll go through you see our previous proposals really we weren't moving much neither side was moving much so we're we're coming in we're not trying to go back and forth with you know dropping by five bucks each time we're really trying to to get to an agreement here so for plan year 2025 what we're recommending is an employer contribution ution of $50 per pay period employee increase of $25 per paycheck um followed by for plan year 2026 a $25 per paycheck for both employees and the employer um really what this allows is for more gradual adjustments uh makes the financial impact more manageable for the employee but also with this this proposal the district's going to add a contribution of 6250 you'll see right here the one of uh one-time funding over these two years um bringing the total employer contribution over two years to $137.50 per paycheck um after these two years because I know last time we talked you there was concern over the the cost share here and just what the split really is but after these two years uh we would land at a 76% employer funded and 24% employee funded split um which is you know I think significantly better than what our competitors are doing um and and with that uh I will turn it over to you for questions I'm sorry I missed that last part you said what was that uh about the split is that about the over the two years is that that what you're talking about you don't know break I'm still breaking up I'm sorry um so basically what I was saying is that after these two years we land at a 76% employer funded and 24% employee funded uh split so so with that I'll turn it over uh to the Coalition for questions Mr lher um yeah a couple of questions so the your proposal for as posted in the upper half of the page is per pay uh per pay cycle contribution is that correct that's correct um and then the uh 60 6250 yeah is that uh how does that how does that calculated Tim what do you mean how's it calculated I Ian you said the 6250 you said one time um so so overall these these increases that we have here don't you know meet the the amount of money we need to understood right the fun so so this is money that that we are going to infuse into the plan in order to cover that over the course of two years so this 6250 is being infused by the district see if tell me if I get this right 6250 is infused by the district on a per participant basis over the course of both years or over the course of one year or that see that's the calculation I'm looking for what does this 6250 equate to in dollars total dollars well and have step in on that it equates to $30 million because that is what our our projected shortfall will be um after taking into consideration the the increase in contributions um tell me where the uh let's see so because what I'm calculating here right now is uh you're proposing in 2025 an additional $36 million coming from employe district from the district and employees is that about right so using 20,000 people right close to it yeah your 50 and 25 should be about $36 million uh for 2025 for 2026 that should be$ 25 million $24 million for a total of $60 million um you're uh proposing to in Infuse $30 million more for a total of $90 million uh from all sources over two years does that sound right yes it does um what is the justification for that much of an increase of for that 30 million extra $30 million that's what I'm trying to find out where's that coming from that is the shortfall from where we are in our fund balance to where we need to be for state regulatory purposes okay does that includes where we're that includes where we're coming up short this year right correct so so we're short this year projected $20 million and so we're going to be short an additional based on the contributions of the the 50 and $25 for plan year 25 that is not going to cover the plan uh expenses so we're going to be short in additional $1 million approximately so that's where the $30 million is coming from um I have I do have another question um have you all been able to see September claims numbers yet yes we did provide those in our last call um so those are up as well um I don't recall seeing those claims numbers for September maybe them on the on the last bargaining session um but we can we can surely provide them uh if you if you don't mind funneling that file over to me really quick here uh somebody anyone that's on the you do that and then we did ask the actuary to project out through 2024 as as well as 2025 and 2026 again to provide updated forecasts and so that was what was on the slide we could get that one as well please just to make sure that we've all got it's on the slide here today oh it's on the slide today so plan year 2024 I got it right um and make sure that the other uh other unions represented here today at the Coalition also get that that request for the claims numbers uh sorry I'm missing some names not everybody shows up on my screen uh and uh unless the members of the Coalition do any other members of the Coalition have questions they would like to ask at this time I do not from the seu perspective thanks Joseph uh hearing none seeing none oh Jim no I was just going to say no I don't have a question at this time um I think uh I think caucus time is due sounds good it it could take a little bit I'll be fair that that's fine okay I will move over TOs and set them up right now just give me a moment uh you should start seeing the rooms opening up e [Music] I know you're in charge Diane so just let me know when everybody's here sorry about that Tim but she says she looks like she's doing all the work no worries she is I don't know how to do all that stuff yeah it appears that we have everyone from the district breakout room it does appear that there's still some in the breakout room from before maybe they uh and Mr brat some of the others brener yeah we need to get brener back we need uh uh let's see we got Robert here but that's good uh we need to get brener back in I'm not sure how to do that he's not showing that he's waiting I don't know if he stepped away [Music] there he is I believe the others maybe just are not in attendance and they were just moved over but it does look like we're good now all right well I will just double check because I know that um we had uh we had one of our asop I think people over there too Joe didn't we didn't we have somebody else that was there for you do she need to be brought back in or uh Jesse Yeah she should be make her way over hold on she might already be here um if you have a phone number maybe you can text her or something let her know and if she needs to come back in and start over I'm sure Diane can help Diane can facilitate it one way I'm already I'm in J oh you're in okay good oh there you are okay cool so um I'm just gonna check Mr Fields is still in the other room Leman lean yes [Music] I texted him I just kind of want to make sure that everybody's present before we go yep [Music] okay looks like he's left that room he just hasn't he's joined ours now okay okay great so let me uh then I guess it's uh it's in my uh court today or my court again um we appreciate the district's uh significant movement in our Direction um it does show the desire to uh for on both sides to get to a point where we can make this fund solvent in a way in a very meaningful way um we agree that it needs to be fair we agree that it needs to be sustainable um we have another movement in your direction while the per month charge might not be all that much more we are proposing now and I'll put this out there we are going to propose to you a three-year deal uh that leaves a significant amount of positive Revenue at the end of that deal for the district uh so I'm going to go ahead and present a screen to show you what we're talking about and then I'll walk through it um I do have a a snip of it ready if you all when you're ready to CAU us need to have that emailed to you um I will be able to do that in short order but I didn't want to be able to present this right away let me see if I can go just a little bit larger for everyone good that still shows everything um so here's what and I do need to put in a year because that is missing now um we are proposing uh we uh we are proposing to go to uh $24 per month for us the district need is only $96 per pay period and following the 820 split but that 8020 split as you will see over here in the notes applies only to 2025 we have added a different line for a separate split of 75% 25% that's found in the $72 contribution by the district and 24 by the employees per participant for years two and three of the deal um the numbers as they grow are right here you'll recognize several of these numbers each number in this column after the 2025 year shows a 3.2% increase in the projected total necessary based upon the 3.2% growth and claims shown on the last uh monthly uh report that we received um in the first year um the district would contribute $23 million the uh the Unions would cont contribute just under 5.8 million that would grow in the second year for the district by $72 per participant um per month and it would grow for theion by their same $24 and that's the new ratio that's why we're going up double but you all are going up less than double and then we will go up to a factor of three times our first year because we're doing the same 24 per month and the district is going to go up by a similar amount that they Rose from 2025 to 26 that grows in 2027 at the end of the three-year uh Arrangement there is$ 10.5 million to the positive side contributing to the Future uh needs of the fund by that time um we do at uh the the the shift the cost shifting um to get to 7624 so quickly Tim was a bit egregious for us because we saw that as an excessive burden on our lowest paid employees this still allows our lowest paid employees to see uh based upon the raises previously approved by the district for other employee groups if that number is perpetuated for those for the remaining groups that need to bargain this does give them an opportunity to see a uh after health care cost on the lowest end at least a net cost of living adjustment raise total besides health care for the first year and then it remains to be negotiated by each Union after that going forward because would be committing to these uh prices price increases for three years um but again it leaves a district in the uh we this moves it much more slowly and it does establish a pattern for us for two years of working through uh increases in costs and incre I should say increases in uh any new revenue from employees and the and management it does put us in line of doing that on a 7525 basis going forward giving us slow but very manageable cost shifting for employees in their group over time and obviously it is a three-year deal so that ends at the end of three years uh giving everybody the opportunity to offer different numbers um obviously for management side Tim I would presume that they might want to offer another number that's a little more in their favor as well we might resist it but we might uh be willing to contribute a little bit more in that direction um as we look at some of those other comparisons um you know we really do believe that uh it's best to offer the best possible insurance at the best possible price to our employees we believe that enhances the opportunity to recruit and retain employees over time and uh so this is kind of offered in that direction I I must point out and this was a big part of our discussion that whatever the shortage is at the end of 2024 the you the the association or I should say the Coalition is very unified in that the district needs to own that particular part since we had uh since we believe that the movement by the district to do only $10 against our $10 really did uh sap at least $15 million from the fund for that year um but we are prepared to offer this three-year deal for the three years coming up restoring as much as 10.5 million dollars of that back into the district's insurance trust fund and again it could ultimately be a hedge against other increases um it is based on a 3% 3.2% growth of of claims again based upon the district's information um I think uh Katie has some additional portion of the request pertaining to language uh so I'm going to turn it over to her for now to continue on yes hopefully it's not controversial but we would just ask to add language that you all provide the projection claims data and enrollment numbers quarterly to the unions and we're not asking for Phi or anything like that but just to see how your I guess rate calculation is done and if we're on track and things like that and we didn't talk about this but the PBA would even be open to like meeting quarterly if we can get a three-year deal still meeting quarterly to see where we are with everything where the projections are like the enrollment numbers things like that okay uh Gordon I'm going to ask you to go back and and explain I did I'm not sure I caught exactly what the employee premium increases are year one two or three I saw year one is 24 my correct um the employee uh the employee imp uh increases in premium are right here in this line per month increase to employees 25 26 and 27 Oh that's per month yeah $24 per month $12 per pay period each year it escalates to the next 12 additional 12 per month per period is that [Music] clear does that sense not um I still have clear questions on that so let's just do 2025 so plan year5 the district per check increase would be uh4 oh per check $12 per pay period no for the school the district the district's cont distri be $48 per pay period $96 per month and employee would be 12 and the employee would be 12 for 2025 only okay now 2026 I'll I'll commit to that in another way to see this 2026 um and let's make this um per pay cycle 2026 um additional 12 I mean TW this is you know I'll just say add 12 well just put it just put in 24 right are you saying 24 and then 36 right the the the total increase for that year would have been 24 from the previous year and 36 by 2027 so $12 per pay period per year or or no you're just saying an additional $12 it would it would just be 12 what what I mean Heather is this $12 per pay period is the increase for employees for 2025 for 2026 add an additional $12 per pay period per you know for that year and for 2027 add an additional $12 per pay period for the third year that's a total of $36 in increases per pay period spread out over 3 years equally and then for the district the district will maintain the 8020 split in the first year and increase by $96 the subsequent two years8 a check correct the then in the subsequent two years they'll increase by $36 a check or $72 per month to equate to a 7525 split on the new revenue for those two years it slowly shifts cost about one percentage point over the three-year deal all right thank you for clarifying not at all okay any any other questions hether before we jump in another room no okay we're going to take some time to discuss okay we're good to go great thank you [Music] all right looks like everybody's back um well I I appreciate everyone's time today I I really do wish we were able to get something done um we really tried hard to make a meaningful effort and put a lot more money down on the table uh more than we felt comfortable with but frankly that was um pretty much the best we can do uh we slashed our proposal from $50 to $25 um we added a lot more money in onetime funds to cover the shortfall and you know this isn't new this is something we've been sharing for years we've been working with you for years have not passed unnecessary increases you all moved to Dollar um and and this we're just not able to agree to that this can't all fall on the district um so we're we're going to reject that proposal um if you want a three-year deal we're not opposed to that necessarily we'd have to look at the Actuarial uh data uh go out a little further with that we can look at something but anything on that would be tacked on to what we already proposed is the 2520 per paycheck for each the next two years that's all we have uh Tim just had a quick question um are even before we move to the next quarter if we're going to be moving along or any further than this are are we are you guys going to pick up that $2 million whatever the difference was that you didn't um uh put in the last time last year oh hether weigh in on that no the the district is not putting any additional money um that is what was agreed to uh with the during the last um bargaining and it was clear at that time that that was not going to um the agreement of the $5 per paycheck was not going to be sufficient to cover the shortfall and that that was going to to continue to grow and I'll just have to say because I went back and I watched the 2022 meetings I don't think that there was this urgency at that time I don't think that this was something we've been hearing for years and years I think that actually what I heard when I listened to it again was that the plan was trending better and then last year is when we heard the urgency and when we were told that if we didn't pick up half and half that it would just be all placed on us and then we came to the deal to cover that small amount on both sides so I think that's more an accurate description of what happened and I think that um I don't know do you have a disagreement with the numbers that we presented today yes we do I'd love to hear that I'd love to hear what those differences are so I would say first of all you we provided the Actuarial projections for plan year 25 and 26 um so you were not using the same projections that they had for the increase in claims um that's why we would also have to go out and have the actuary project 2027 as well you're using a 3% uh increase in claims in our last meeting I talked about that you are netting out the prescription rebates from the claims those are not going to prescription rebates are not going to Trend Trend in the same way as the the health claims um the actuary is projecting a 6 and a half% uh increase in uh plan year 2026 claims um looking at U planning for forecasting out plan year 2024 they're looking at a 4 and a half% or 4.6% increase in claims um so that's why we provided that Actuarial information so that you could actually look at what the actuary is forecasting for the increase in claims so you are underestimating the increase in claims and if we were to look at and play out um The Proposal that you had which was the district absorbing the majority of the increase it doesn't result in a significant increase in 2020 plan year 2027 would actually result in a uh a shortfall of 18.7 million in plan year 2020 2025 based on the Actuarial forecasted claims information um by uh 2020 plan year 2026 the shortfall would be 8 million and by plan year 2027 there would be a and I'm without having the information from the actuary I'm using a 6% increase in claims which seems consistent with what the actuary has been forecasting for 2025 and 2026 I don't feel comfortable giving that number and why would need to have some um uh actual forecast from the actuary but to use 6% as just a placeholder would result in a um a surplus of $5 million um assuming that 6% so that's not a significant increase and that would still result in a $42 million approximately $42 million shortfall in the amount that is necessary to get the district back is required for the regulatory Reserve so it it's not sufficient and then it would be putting the burden on the school district we don't know what funding is going to look like over the next three years this current year there is a 2.1% increase in funding um from the state uh we don't know what enrollment is going to look like we don't know how vouchers are going to grow we don't know what the increases in F FRS are going to be um we had uh two years ago an increase of $18 million in our pension benefits as a district we are very limited in our funding and how we U generate our funding it is mandated by the state legislature uh we are not fortunate like the counties and the municipalities where we select our own military um I wish we did have that capability but we don't and so we really do have our hands tied in a sense that that we are limited to whatever funding the state legislature assets each year um so I mean we just you know by setting aside and that amount of money um it just does take additional money off the table um for um the the district to put towards raises in the future hey Heather this is Rob Fitzpatrick I have a quick question for you um based upon the data that was shared with us you had a in 2022 you had a surplus at the beginning of the year of 75.5 million and um in 2023 was 85.9 Million but in 2024 it dropped to 56.5 million is that what you have as well I would have to go back to look at it I mean it it does sound consistent we were using our federal Esser dollars in order to uh supplement the increase in claims during Co right right and those are one-time funds and we don't have the Esser funds those federal funds in order to continue to add um and to then to supplement the fund um the thought was is that we would have um there was a spike in the claims um because of covid as a result of covid you know it's hard to remember now what it was and what we were going through as a as a country um during that time period um but there was a significant spike in health claims and it was ex anticipated that or at least there was a hope that the health claims would go back to those preco levels but they never did I I I understand that Heather but at the same token during the shutdown period the district paid hardly any claim so you know when you bounce everything out it was almost a wash no that's not true um it it may be a couple of dollars difference but no there was there was a significant increase in claims and that's why we were able to utilize the federal Esser dollars to cover covid related claims we were not using the Esser dollars the federal dollars we were not allowed to use them to just supplement our fund we had to receive reports U from United healthc care of covid related Health claims and those are the only claims that we were able to get reimbursed through the federal Esser fund they were not supplementing just our regular claims our regular claims I'm not worried about I'm not worried about that what I'm what I'm what I'm saying to you is you know you remember the bad side of the covid when the people started coming out of the lockdowns and instead of going back and utilizing the doctor but there was a certain period of time although Florida was a lot less than the rest of the country we did have a lockdown period where a lot of people just stopped going to the doctors doctor's offices weren't open claims dollars spent on a monthly Trend grade weren't there so at the same token while you did spend some money on the back end you save some money on the front end it bounces out is all I'm saying but the real question is when you went through the 2023 year to the 2024 year it looks like a significant spend down in that Reserve fund from 85 down to 56 um while I understand you had C relief funds put in there but you I'm sure you didn't budget for those C relief funds to be on an ongoing basis so my point is why the spend down so much did you guys properly budget going from 23 to 24 the district did properly budget and the district did have um ongoing Communications with the unions for the past several years um going through the process of showing the increase in claims because of covid we did not have a year where our health claims decreased as a result of covid so I just want to correct you on that people were still going to the doctor during covid and we did not see a decrease in health claims so there wasn't something savings that was realized by that by having a health fund and a separate health fund all of the savings um that are generated stay within the health fund uh what happened was is that as U covid continued um as we were starting to come out of the pandemic there are fewer and fewer Health claims that were actually eligible for Esser reimbursement because they were no longer tied um to covid and so those one-time funds were not eligible to be put in the fund yet the claims continue to increase so that's why you see the the spend down is that there was an increase in health claims and the premiums were not sufficient to cover them uh we had the discussion in hopes of you know coming out of covid that we would see uh whether the the claims would go back to pre-co levels uh we agreed um to have send the information not quarterly to the unions but monthly to the unions so that they could they could monitor the claims the same way that that we were the claims unfortunately uh were not receding um so that is why last year there was a a significant need that we there it was necessary that we increase the health premiums um if there was not the agreement on the on the union side um the district matched of what was presented on the union side we presented it was not going to be enough we knew it unfortunately was not going to be enough um that and that most likely claims were going to continue to increase so not only did we have the shortfall for the last two years but now we're going to have the shortfall for this year as well okay and and getting back to Katie's Point she mentioned that apparently and Katie what was the word you used that it was doing better I believe you said in from 2 that it was it was trending better is what I heard this morning when I listened to the 2022 tape and also I think there was discussion that some of the covid claims were labeled as covid related but they weren't really covid related right so then no that I didn't say that they weren't covid related they were coded as covid related but it it could have not necessarily been uh directly 100% covid related when we would uh ask for the reports the reports are pulled and uh by United health care of the um the diagnosis are coded by the me the hospital facilities or the um the Physicians and so there could have been claims within there that were coded as covid for example uh we had one that was somebody having a baby so that was Co coded as Co because the mother had covid when she had the baby I Ed that as an example to say the mother was going to have the maybe regardless of it being of her having covid or not so that's why I was saying that the health claims did not receive the health claims did go down uh I believe about 2% without looking at the numbers in front of me but the increase in claims was over I want to say 15% which I would have to go back and and and confirm those numbers so the decrease was much less than what the actual increase was it 23 24 Heather back to look but it was in we had a significant increase going you know starting in 20 um 20 21 22 and so our health plan prior to covid uh was at that point a break even um and it was after the time period of not after but as a result of and during covid was when we saw that significant spike in health claims but that's where that's where I get confused right so like I said in 2022 you had a surplus of 75.5 milli million but in 23 you had a surplus of 84 8859 million so that's a a 101.4 million increase in Surplus to the reserve fund because we were putting additional funds in there from Esser to help offset that increase in the health claims okay and then as the claims continued and as health claims were no longer eligible for ESS re urement those onetime funds are not being put in the fund the claims continue to stay steady pretty much steady and consistent and are not going down except for that slight decrease of 2% unfortunately that didn't continue uh which we could all tell by looking at the monthly reports that were being provided to the unions over the over the past several years and so as the claims exceeded the premiums that's how you end up spending down um The Reserve M so that 6% that doesn't include any of the rebates the 6% increase in claims you're talking about it does not include the no the six the 6% does not include the rebates because that 6% trend is just the trend on the health claims the health premiums are still included um but the health the the prescription rebates are still included but they're not trending at a 6% increase and so that's why I need the the information in the forecast from the actuary because prescription rebates are not going to Trend like I mentioned in the last meeting um the same way that the health claims are going to Trend no sorry interrupt that folks but this this meeting was scheduled for you know to end at 1 a lot of people are are need to to hop off this meeting so we're going to have to send out some options to reschedule if we want to have another session um so we will reach out to to everybody if if you're interested in scheduling another session but for today that's all we've got okay yeah because we want to talk further about the rebates because I think they're projected at over 30 million and we just want to talk more about how that money is being use too so um specific questions that you have I I definitely would would welcome you to to send that to us that we we could prepare prepare for you know the meeting to share that information but you know some of that stuff might take you know some time to look at it and and and have it so any questions you have send it to us and let us know your availability for for future meetings okay I'm always I'm always down to share information um and I think I do have availability I guess I'll just throw out my availability now if you want if you could just email it to Diane that would be great or Diane you could kind of coordinate that of of what options we have and and she she does the scheduling so okay all right all right will do that all right thank you everybody everybody have a great day [Music]