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Page 13 <br />1 not to have the same situation happen again, we build <br />2 this in at this time to say that maybe we would give <br />3 them 2 percent per year, but it's always subject to <br />4 change if, in the future, something happens either way. <br />5 But that's what I think. <br />6 MS. SAKO: So if the Salary Commission chose <br />7 to do that, then we would treat that kind of salary <br />8 schedule like any of our other collective bargaining <br />9 unit schedules and just take that into account when <br />10 we're budgeting each year. <br />11 MR. BRILHANTE: I -- <br />12 MR. PAVAO: Mr. Chairman? <br />13 I'm sorry. Go ahead. <br />14 MR. BRILHANTE: I just wanted to follow up on <br />15 that. There's actually -- there is a process in place, <br />16 and we utilize that same type, or a similar type, of <br />17 system when it relates to our excluded management <br />18 salaries. A provision in HRS 89C-3, you know, affords <br />19 us that. And, you know, I think it's very helpful for <br />20 the Finance Department to have that type of guidance <br />21 along the way because, like Ms. Sako said, the Finance <br />22 Department is very proactive, and, you know, they are <br />23 very mindful of, you know, what future raises and <br />24 salaries may equate out to, and they're always doing <br />25 those calculations. And if we had something that was <br />ISLAND COURT REPORTING & TRANSCRIPTION SERVICES <br />(808) 933-9800 <br />