001Miss Mia Croyle here. >> Mr. Jim Moser >> here. >> Miss Don Garcia >> here. >> Mr. Zach Masa >> here. >> Miss Lisa Pew >> here. >> Miss Allison Sorg >> here. >> Dr. Sharon Milin Bartlett >> here. >> Student rep. Michaela Becker >> here. >> And President Joe Patterson is excused. >> All right. Moving on to item 2A of the meeting is public comment. I understand we have some public comment signed up. Uh just a reminder to folks, this is our welcome uh welcome in our public comment portion of tonight's meeting. Public comment is a part of the meeting where members of the public talk to the board. The board does not talk back. We may talk about your comment later in this meeting as part of an agenda item. We may talk
002about it in a future meeting as well. Uh board policies cover public comment. Each person giving public comment must identify themselves. Spoken public comment limited to three minutes per person. Our policy limits public comment to 20 minutes total unless the board votes to extend each time. So, uh, we would like to welcome folks who have signed up for public comment at this time. >> Welcome. Thank you for coming. >> Absolutely. Oops. >> All right. Um, hello. My name is David Lodall. This is my fifth year here at Stone High School. I currently teach ancient world history and AP world history. Um, I'm also a community member and taxpayer in the city. One of the issues you're going to be hearing about tonight is insurance for teachers. Our premiums are set to go go up again.
003And I just want to draw your attention to some of the issues that I and some other teachers have with the justifications for this increase. I understand we're being told that costs are going up in all the districts around us. Um I know in the presentation coming up there are going to be numbers showing us in comparison to the districts around us. I guess what I struggle to understand is why the costs for our district are so high when our deductibles are high as well. The argument that other schools with low deductible plans will automatically pass the costs on to the employees is a generalization, not necessarily a guarantee. That being said, when we decide to make make these insurance adjustments, we need to acknowledge who we're hurting. This increase in out-of- pocket expense hurts
004the teachers primarily. $3,000 might not hurt if you're making over 100 grand, but if you're a teacher trying to take care of your family, having an additional out-of- pocket expense of over $3,000 uh hurts. It also makes me extremely frustrated as a taxpayer. Um, having an increase in insurance costs go over our budget by 500,000 feels like poor planning by the district. I also have an issue with the argument that since employees don't necessarily always hit their deductibles, our deductible should go up. What that really says to me is that our insurance is too expensive. So many employees do not have that opportunity to fully use it. One of the ways to counter the high deductibles is uh what's been offered to us in the lowcost community clinic and other community offerings. Senior insurance is
005too expensive. So, you have to go to a community clinic, which is located in Edertton, or a 30-minute speed therapy session, is quite frankly insulting when the majority of these offerings are during the school day and would require teachers to either speed off at the end of the day, which isn't really possible, or take time off during the day. I'm not saying that these are bad offerings for employees. It's a nice little benefit. I'm just frustrated that they're taking the place of a better insurance plan. I just wish to end with this. Um, education, as many of you know, is a human first field. And especially in a small town like Stoton, a lot of us here are your neighbors, fellow church members. I've coached a couple of your kids before, too. Um, and just
006in general, we're an important and active part of the community. This isn't Wii. This isn't Madison. Like, we're not that big of a district. We'll see each other at Walmart at some point here. But it just really feels like in the last couple years, this district has been uh ran more like a business where the teachers and students are X's and O's instead of focusing on, you know, the human aspect of teachers and students. All I ask is that as elected members of the community that you just do your due diligence, ask some questions. Thank you very much. Appreciate it. >> Thank you. We did have one written public comment which I will read. Uh hello there. As you consider the presentation to increase insurance costs by up to $3,300 per family policy, recall that
007we are not a business. Our profession is people centric and we support those people who spend their lives doing the work of the district. Consistent staff is a key metric for improving the education and psychological development of the children in our care. As costs are considered, insurance is a district indicator of how likely employees are to stay. Make sure you are making decisions that take care of the adults that take care of our kids. Signed, Rob Last, 2011 North Girtson Street. And are there any other folks who have signed up for public comment this evening that would like to speak? Did we have any other written comments? This ends the public comment portion of the meeting tonight. Next is the legislative update which I will provide. Um there's a series of legislative retirements happening now
008that's the end of the legislative session. A number of legislators who are deciding not to seek re-election. Uh notable is that our representatives here generally in the Stoen area are not among those who are seeking re-election. Uh there's a school funding lawsuit that is heating up at the state supreme court with some new backers joining both sides of that lawsuit. You might remember in February lawsuit was a fi filed in Oaklair County challenging that constitutionality of Wisconsin's current school funding system. The Wisconsin Board of Association of School Boards is monitoring that. They say it will take a long time to resolve that uh particular lawsuit, but it is something to watch. There is still no deal at the state legislative level and with the governor on a deal regarding use of surplus funding. You might
009recall we've been talking about that the school boards association and many of us have been asking that some of the surplus be used to support school districts with special education funding in addition to meaningful property tax relief. The legislature convened and the governor's special sess session was galled out of by Republican leadership without any deals. But um schoolboards association is still encouraging people to contact our uh legislators to ask for that use of that funding for public schools. In elections last se uh Tuesday, April 7th, there were 75 school referendums statewide. Um it's just important to understand kind of the level of support for school referendum, even there's not one happening in our area. Um of those 75 questions on the ballot, 46 passed with 29 failing. represented about representing about a 61% approval rate
010statewide. Um, this is apparently pretty typical for spring. So, we're not seeing a lot of negativity toward a referenda yet in our state. So, that's good news. Uh, before the end of the legislative session, the governor signed a final set of education bills into law. There were seven that were signed and one that was vetoed. I'll quickly go through the ones that will be becoming law. Act 202 requiring information on adoption to be included in human growth and development curriculum. Act 204 lengthen timelines for military families to apply for open enrollment. Act 208 allows the installation of backup lights on school buses. Act 209 requires drivers education to include certain information related to school bus safety. Uh act 221 expands the usage of fund matching requirements for state technical education grants. Act 222 allows native
011pupils to wear tribal regalia to graduation and other school events. And Act 223 allows student work at a financial institution located within a school building to count toward financial literacy graduation requirements. The bill that was vetoed was act AB998 which among other provisions um amended timelines for the council on early literacy to recommend curriculum complying with act 20. On the federal side of things, President Trump has uh provided his uh fiscal 2027 budget which continues his administration's goal of eliminating the US Department of Education. Uh the budget request would see the US Department of Education's discretionary funding decline by $2.3 billion or 2.9% a decrease from uh last year's level. Overall, it would cut K12 funding by roughly 6.5 billion. This is just the start of the federal approach appropriations process which needs to continue
012to go through Congress. So this is the not the last you're hearing about education funding at the federal level. So any questions? Moving on to item 2 C, workg groupoup reports, governance. Uh governance, we met um let's see, we've got some policies for review that um are on our agenda for later. Um and then um we did our um discussion of district administrator um performance evaluation for the upcoming year. Uh looked at goals um and we made a plan to kind of put um getting that evaluation getting those goals set um earlier in the year and making it scheduled so that um we've got that in place before the year starts. Any questions for Allison or the governor's work group? All right. Outreach workg group. >> Okay. The outreach group workg group uh met I
013don't remember when. Um so correct me if I'm getting any of this wrong. The major task that we um worked on in our meeting was the uh business honor role and we reviewed there were four uh submissions for the business honor role this year which is down considerably in number from the years previous. Um, we reviewed them and there were a few uh on the docket that looked promising, but we frankly needed more information to be able to assess whether um those businesses were meeting our particular set goals. Um so we are reaching back out to the nominee or the nominator um and asking them to provide some additional information. And at the next meeting is it we'll have anywhere between one and three um business honoral um proposed business honoral winners that we'll bring
014to you guys for this year. >> Any questions for Mia or anything to add by other workg group members? >> Okay, we're moving right along here. Uh, item 2D, the student representative report. Michaela. >> All right. So, before I give my report, you may have noticed there's another person sitting next to me. So, um, at the next reorganization meeting, that will be my last school board meeting as student representative. And Lillian will be taking over. So, I'll just let her introduce herself a little bit. Um, hi, my name is Lillian Bmer. I am a current junior. I'll be a senior next year. I'm very excited for this opportunity. I've been doing student council for um it's going to be three years next year. It's been a really great opportunity for me. Um some things I'm
015involved in in the district, I'm an original dancer. I've been for two years part of student council and part of interact club and link crew. So, >> welcome. Welcome. >> All right. So, for activities, um Unified Club hosted students from Oregon on April 7th, and that's what the top picture is of. Um last week 48 students attended a careers and constructions field trip held at um the international union of painters allied trades district 7. Um at Keansza Elementary, Jack Floater, who is a fifth grader received third place in the Dayne County um egg in the classroom essay contest. Um and then also prom was held on Saturday at the logaret. And so there are some pictures from prom. Um for athletics, um softball won over Mount Horeb 9 to8 on April 16th. Um and are
016starting the season 3 and 0. Um girls track had nine top three finishers at the McFarland quad on April 10th, including second in the 800 relay and third in the 400 relay. Boys track had seven top three finishes at the McFarland quad, including second in the 3200 relay and third in the 400 relay. Um, boys golf shot a 308 and tied for fourth at the Manona Grove Invitational on April 16th. Girls soccer won 2 to1 against Jamesville Craig on April 9th. And Logan Yan took first in singles at the Jamesville Invite on April 14th. And then for arts, Riverbluff had its spring musical, Alice in Wonderland Jr. on 4:18. The high school students performed a Midsummer's Night stream um April 9th through 11th and State Solen Ensemble will be held next weekend. Um students who
017will be attending performed at the opera house on April 13th. And those are some pictures from both the shows. And that is all I have. Does anyone have any questions? >> Any questions for Michaela? Thank you so much. Great report. How was prom? >> It was very good. More people danced this year, I would say. >> Cool. Any reason for that? Better music? >> I'd say it's about the same. >> Very good. Okay, we are on to item 3A, Dr. Keyser's report. >> All right, so mine is uh note of congratulations and thanks. Congratul first. Congratulations to Tim Buban and Sharon Milin Bartlett and Jeff Jeffrey Leverage who will be joining the board um next week. Congratulations on being um reelected or and elected to the board of education. Looking forward to continuing working with
018both of you and with Jeff moving forward. meeting with Jeff tomorrow um to begin the onboarding process um and then a week from today at board reorg he'll be installed as well as the election of new officers which means that we are saying goodbye to Zach. Thank you, Zach, from um for your time, your talents, your dedication to not only this group, but to the Stoen community in representing the school board. Um I know that you and I have had several conversations and I know that you've represented the district well as your as a board member out in the community. And so from my standpoint on behalf of the school district, I thank you for all of that. And please don't be a stranger. Come come come in, visit, say hi, and definitely know that
019you're looking forward to spending some time with your family and watching your family grow. So turn turn over to our board vice president to say a few words. Well, I know that um President Patterson would have liked to have been here tonight and to thank you as well. I think I speak for all board members of what value you've contributed to our conversations, especially with your expertise around music education. Uh that's been truly valuable and insightful for all of us. And I think your role as a parent, even though your kids aren't in school yet, really just kind of is is good to inform us of, you know, how families are experiencing our community. So, I just really appreciate what you've the value you've brought to our conversations and you're just really great to work
020with. I think we would all agree with that. So, >> thank you. I've appreciated your tips on potty training whenever I've >> So, >> any any parting words? >> No. You guys are all great folks and you have a good thing going. You really care about people and you listen even when it's hard. So it's it's a good thing and I've tried to model that. So it's it's been great to understand how these operations work. It's really difficult and it takes a lot of time. So and a lot of you put the time in a lot of it. So thank you all. >> Thanks Zach. Thank you. >> Thank you Zach. We'll miss you. >> I just want to add thank you for all your hard work on the referendums. Um you were involved in
021both of them. I think that's when you first got sucked into the school board was the was the first referendum and uh >> I didn't have kids then neither. I know. I know. And uh you really did a ton of leg work for in support of those referendum and helped us pass it. So that's a definitely a mark you've left in addition to what Lisa said. >> Thank you. >> And certainly last but not least, if you didn't know, now you know, construction season has begun. Um so if you start to see buses driving through the community in odd places that um no that is not we made a wrong turn but um DOT is doing a lot of work on 51 and also on B. So until the beginning of May um there will
022be new traffic patterns and new um traffic flows. So just trying to get out everywhere. I know it's been blasted out by the city and in um social media and in the hub, but also want to just make the community that watches the board meetings aware of that. We'll be uh we'll be all finding new routes through town for the next few weeks. Any questions? >> Are you driving a bus now? >> Not yet. >> There's a photo right there. >> Darren's trying. I do have a quick question. If there's been any impacts to bus routes and timing, have those been updated already in Stopfinder? >> Karen and her team does a really good job of um looking at um any routes that are going to be impacted and as soon as she's becomes aware
023of any changes to to that. That's the first thing they do is take a look at that and um not only stoper but they are making personal phone calls throughout the day to okay update um families. So I they're right right on their side of my office wall and I could hear them all day today just >> answering um parents questions. So we got a good team. >> Awesome. Thank you. >> Yep. >> Other questions? >> Moving on to item 4 A. Uh, could I have a motion around the consent agenda, please? >> Uh, move approval of the consent agenda as presented. >> Second. Seconded by Sorg discussion. I know I had sent in some questions. You're going to get back to me. >> Y. >> All right. Could I have um Wait. All All
024in favor? >> I. >> Any opposed? Any abstensions? Uh consent agenda passes. Moving on to item 5a, insurance benefit update. Right. So, as the board um was made aware of um last week and as the staff was made aware of last week, we have some recommendations as a result of our um insurance premiums being forecasted going up almost >> 20%. And so, um, Jessa and Erica are here to talk to the board about some updates and have the discussion for an ultimate recommendation for consideration which will happen um at the next board meeting. So, tonight is a discussion um around this. With that, I'll turn it over to Jessa and Erica. >> Yeah, I guess I can start. Um, I did forward to Dan who I think shared with you a video that we sent
025out to staff last week. Um, in coordination with when this came into board docs and I am going to just kind of walk through that presentation. I am going to read from my notes just because there's a lot of information here and I don't want to miss anything um, which I don't normally like to do but I do think it's important just to make sure that that everything that we want to say is um, is included and I don't forget something. So, um, if you remember, for those of you that that were on the board last year, we spent quite a bit of time talking about, um, changes last year, which were a little bit smaller, and just kind of foreshadowing that we were kind of on a trajectory of our claims cost exceeding our
026premium cost, which I think is a challenge in many, many places. Um, but we did talk about that a little bit and, um, we talked a little bit about the history around where we've been with insurance and and what got us to last year and then where we are this year. We'll talk a little bit about where we are this year as well. Um, I've been here since 2002, so I've seen the iteration of insurance changes over the years and and there have been many of them. Um, again, we have right now we have a high deductible plan coupled with an HRA and our HA functions very similar to an HSA in terms of how you can spend the funds um to cover deductible costs or other health related costs. Our data trends in terms
027of premium premiums paid versus claims incurred have led to a higher than budgeted increase um both last year and then this year. We did make some minor changes for the 2526 plan year to reduce our initial increase in premium costs. Since that time, we met with an insurance committee three times to educate the team around our benefits and how they compare with other districts. We discussed premium trends in the industry, various ways to reduce costs, and ways to promote healthy living to our employees. Um, and again, we were aware that our data was continuing to trend um, down a path that would lead to pretty steep increases for next year. This is a slide that I did show last year. Um, and I went through the entire history. Again, we were self-funded when I started
028in O2. I'm not sure how long before then that started, but essentially we we went from maximum choice um, through a series of changes that led us to where we are today with our high deductible plan. And again, last year we did uh make some changes to increase our deductible and then we increased the HA contribution to go along with that um as a way to help reduce our premium increase. So employees are currently paying 10% of the premium if they meet the incentive requirements of having a wellness exam performed every year and then the district pays the remaining 90%. In addition, employees are responsible for their deductible and they can use their HR funds that are deposited by the district to pay for the majority of that cost. We also offer a flex spending
029account that employees can use to set aside pre-tax dollars to address deductible costs. Um, when we put this model in place, the idea at the time was to pay our employees instead of the insurance company and to try to put an higher emphasis on consumerism when possible. and that's allowed us to operate within our budget for the last eight years without making dramatic changes. Many of our employees do not reach their annual deductible each year and they don't spend that full amount that's allocated into their HR accounts. Um H contributions that have not been spent as of June 30th are rolled into an interestbearing carryover account and employees are allowed to keep that. So if you're with the district as of the end of June, whatever has accumulated in your H account is yours to
030keep for future use. Some of our employees have chosen to maximize their flex plans for those deductible costs which allows them to automatically save some of those HR funds for for carryover for future use. Our district has also joined a consortium of other districts to offer a nearsight wellness clinic and this has been an added benefit that is a lowcost alternative that employees can use for a lot of different services and those services are available both virtually and in person. um the employee surveys that our insurance company or our insurance agent does every year for all these different districts has a very high level of satisfaction. Um people are able to get into that clinic very quickly. Oftentimes same day or next day appointments are available and when people attend um appointments through that clinic,
031it's not build to our insurance. So it's a lowcost alternative for employees and then it is a claims avoidance strategy for our insurance plan as well. So again, because not everybody needs to use all their HA funds because they don't hit their deductible, many of our employees have been able to accumulate a pretty significant balance in that account. And again, um, we do offer a flex account. You can deduct up to $3,300 in 2026 into that flex account. Um, which allows you to take out money without paying taxes on it to use for those expenses. um balances in their HR accounts in that carryover account. We have a range of anything from nothing to um just under $44,000 for our current active employees. And we have 154 employees that have have over $2,000 saved in
032their carryover account for their HR. So looking at the current fiscal year, um we did a comparison with districts around us and I'm sorry if this is kind of hard to read. I know it's a lot of information on one slide. Um but this is really looking at total district cost and in addition to just premiums. Um we we pulled out information around districts if you are offering a high deductible plan if they have each your either an HA or an HSA contribution because in addition to the premiums those deposits are are a district cost. So when you look at the um on the left hand side we have the total premium for single and then if you kind of go about halfway over on the slide it shows the same information for the family
033premiums. Um, next to the total premium amount, it shows the district contribution. So, again, our district is paying 90% if the employee complies with the wellness incentive. Otherwise, it's 85%. Um, which is pretty comparable to most districts here. Some districts have a slightly lower percentage for the employer. Um, but when you look at the total premium plus that actual HR contribution, our district spend for both the the family and the single plans have gotten pretty high compared to other districts. And when you think about a a high deductible plan and if you just kind of look over to the side of the family, there are there's quite a range in terms of what districts will contribute into um that account that helps offset that high deductible. So that can really um change the impact to
034an employee in terms of what they're responsible for. So again, last year when we were talking about this, our preliminary increase was 16.9% but it was adjusted down to 11.9 by increasing that deductible. And again, the deductible went up and we also increased the H contribution. It wasn't a dollar for-doll shift, but um we were able to to reduce that premium increase. Our medical loss ratio, which is our total claims incurred compared to the premiums we've paid through December, which is the first six months of our plan for this year, is running at 139%. So our claims are significantly exceeding the amount that is being collected in premium costs. And it's this high loss ratio again, you know, for the second year in a row that's really prompting the increase for 2627. And that initial
035um increase came back at 19.9% which is about $550,000 more than we planned for next year's budget. And Dean was willing in working with Dean, they were willing to revise the premium increase down to 12% if we implement the following changes. So in order to to reduce that premium increase for next year, the recommendation is to implement a co-pay structure once an employee hits their deductible. So the co-pays shown on this slide are the ones that would apply if and only if and when the deductible is met. Co-pays listed here for office visits and prescriptions will be charged after that deductible is met and until an employee would hit the maximum out-of pocket amount. So currently an employee doesn't pay anything out of pocket once they hit their deductible. So the maximum out of pocket
036for a single plan is 3,500 and the family plan is $7,000. And again, we have those HR uh deposits to help pay for those costs. The recommended plan design change does create additional out-of- pocket exposure of $1,500 for a single plan and $3,000 for a family plan. Um, in addition to that, uh, that proposed change, there's a couple of other suggestions that we would make. Our employee wellness clinic that is shared with those other six districts, they moved to a $20 office visit charge a few a couple years ago, and they are willing to remove that cost starting July 1st, which will allow employees to use the service free of charge. Um, as I previously mentioned, the employee satisfaction for our employees in this facility has been really high and it is very easy to
037get appointments. There's a lot of services that can be done there. It's not everything, but things like um annual wellness checkups, vaccines, um routine things like ear infections, UTI. They also offer free counseling for for mental health support. We have um both in-person services as well as virtual uh services for that. So, they've been adding things and we also do have specialty days which I believe somebody mentioned earlier where we'll have somebody come in here and throughout the day people can schedule an appointment to see um we've had dermatology. We've had just once a month they come in to do employee um screenings, physicals, those kind of visits. We have >> menopause days. Um we had we have someone a urologist coming in next year. a lot of different things that we're able to bring
038in and that is absolutely free of charge for our employees. Um, in addition to making that free of charge for employees, we're proposing adding a family reimbursement account option. Employees who are currently enrolled on the district's health insurance that move to another plan, can have out-of- pocket claims expenses, including deductible and co-pays, paid by the district through a family reimbursement account. This could be a good option for employees who believe they'll be impacted by the increased out-of- pocket expenses and have access to another plan, whether that's um a spouse or an employees parent depending on their age. This is not a cash and lube insurance benefit. These funds are only available as costs are incurred. We have looked into a cash and lube benefit multiple times in the past and believe it would actually increase
039cost to the district due to the number of employees who currently are waving our insurance. Um, understanding that every situation is unique, we want employees to make an informed decision about an FRA option just because it is kind of new and we would offer one-on-one meetings for employees to get questions answered if that's something that they want to explore. So, oftentimes the most impactful costs, those claims costs come from catastrophic claims. The best way to avoid these is through prevention and early detection whenever possible. Um, because of that, we implemented a premium incentive a number of years ago. Currently, we require employees to get an annual physical for them to pay 10% of the premiums. If they don't get that, then they then they pay 15%. Moving forward, we would want spouses to meet that
040same wellness requirement. And the goal would be is to add that requirement requirement in so that next year they can adhere to that requirement. So during the 2627 school year, they can get that physical done so that that change would be implemented for 2728. We're not going to try to make everyone go get a physical between now and July 1st when then our next plan year would start. In addition to the annual wellness exam, we would require a number of screenings that are recommended as early detection and prevention strategies for certain diseases. Employees and spouses would have these screenings performed when they hit the recommended age for those screenings. They include colonoscopy, mammogs, pepsmear, and lipid panel. The lipid panel would occur would occur annually and the frequency for the other screenings are based upon
041the recommendation for each individual based on their doctor's. >> I got it. >> Um Okay. So, premium impact. So with the implementation of plan design changes, we can reduce the premium increase from 19.9% down to 12%. So employees who participate in the well wellness incentive will pay 10% of premiums and they'll see an increase in the premium costs listed here coming out of their paychecks. Our year-round employees have these deduction taken out of 24 paychecks and schoolyear staff are taken out of 20. This chart shows the current annual premium amounts for both employer and employee and how that compares to the original renewal as well as the revised renewal. Okay, so this led us to our recommendation. Again, in order to reduce our premium increase to an amount that's manageable within the district's budget, we
042are recommending the proposed co-pays after an employee meets their deductible. and this would take effect July 1st of 2026. In addition to the co-pays, we're recommending that spouses meet the same requirements as employees for an annual wellness exam along with the additional routine screenings identified here. The additional screening compliance for the and the addition of spouses will occur during the 2627 plan year for the 2728 renewal. We're also recommending that we add a family reimbursement account for employees currently enrolled in our plan who opt to switch to an alternative plan. And as we begin planning for 202728, these changes would set us up to fully build out our insurance um for that plan year. So we have additional options to consider. So in addition to the increase in premium, employees will see a potential increase
043in total out-ofpocket expenses, the deductible and the H contribution would not be changing. For employees who do not meet their deductible, they won't see any change in total out-of- pocket expenses beyond the premium increase. For employees who do their do reach their deductible, there is the potential for increased out-of-pocket expenses of up to $1,500 for a single plan and $3,000 for a family plan. It is likely that it's still possible or likely that an employee who hits their deductible will not reach the out-of- pocket max. For example, the $3,000 additional exposure to an employee on a family plan would need to experience 120 office visits at a $25 co-pay to hit the maximum or 300 prescriptions that have a $10 co-pay. To help minimize this potential cost, again, we've worked with our wellness clinic to
044eliminate any office visit fee or lab fee so that appointments that employees have at that facility would be free of charge. I'm going to stop talking so you guys can ask questions. >> Questions. Mia. >> So, our plan is through Dean. Is that correct? It's an HMO. >> Yes. >> Is the whatever wellness clinic is that affiliated with Dean? >> It is, but we are so again this uh collaboration we have with other districts that is a separate it's completely separate. So it is run by Dean, but it's not part none of the visits there get processed through our insurance. So regardless of how many claims we have there, it is available to them. It's just that they don't our employees won't have to pay anything and then the claims aren't processed through our insurance
045company so they don't hit that loss ratio. >> Right. I I guess I was thinking more from the health care side of things where you know if you have an annual wellness visit at a clinic not affiliated with your primary care physician. Gotcha. >> You need followup. That's more complicated. you know, it's it's fra further fracturing our healthcare delivery system by taking this out of the HMO which is designed to be a system that functions as a system. >> It is through Dean. So like if I go to the wellness clinic, all of that shows up in my chart, my regular doctor has access to all of that information as well. >> Okay. And like if one of the providers wanted to make referrals >> Yep. they can do that directly >> within Okay. And
046actually when we had like that we had that derm day where we had um just 15 minutes appointments where you could see a dermatologist that they were able to make some um referrals directly and we had employees that were able to get in with a with a couple of months you know time frame and I from what I understand it's very hard to get an appointment with a dermatologist. So um that's one of those specialty days that you know gave an opportunity for people to see somebody pretty quickly if they had concerns. And do they just have a provider like they don't do imaging or lab testing or any of that kind of stuff at that clinic or what? >> They can do they can do labs. Um and that lab work is also free
047of charge. >> Okay. >> Other question. Don, >> where is it? >> It's located in Edertton. Y >> Sharon, you mentioned that the feedback has been pretty positive about the services. Um the instrument that we got that feedback. Was it something that like the district authored or did that come from dean or like what was the source of? >> So we use USI as our insurance broker and they work with many many districts in the CIC2 area and they work with all seven districts that are part of this clinic. They actually help create it, facilitate it, and and put it all together. They send out the same survey to all the districts, and it goes directly to our employees. Allison, >> um, sounded like there were some concerns about how what the hours are for
048this clinic and being able to get there. Um, is there a possibility for them expanding times beyond work hours? >> I'm not sure. Um, they only have they have a physician assistant and a full-time nurse there, but they only have the two employees that are available. Um, and do understand that right now it is during, you know, 8 to 5 or whatever those kind of hours. Um, so yes, it's possible that if a if an employee wants to physically go there, they'll have to do that during work time. That also happens when people go to any doctor's appointment. Um, so that piece of it, it's something we can certainly look into. I just I'm not I just want to be very honest. I'm not sure that that's a possibility. The virtual appointments, um, I mean,
049I've done one myself just from my desk. So depending on I I get it. I have a more flexible schedule than like a teacher would. Um but that that is a possibility to to have virtual appointments which you know you might be able to get those to work within your schedule but understanding that that's not always possible >> and they they are looking into our requests to expand ours >> and I understand like you're not the manager of the clinic. I'm not you know thinking that you would know that part of it. Um it's just you I know it's an issue for anyone. It's just often times clinics have a couple of days where they might be open >> six or seven that would increase some opportunities for staff to get there. So I don't
050know if that's something >> and you talk to them about that right Jessa >> other questions Jim >> well just going follow up on that so that's possible as part of the the next cycle to think about well one would be if that's managed by Dean the clinic on the near site that if we switched >> overall that might be another >> complicating factor >> andor a chance to negotiate with them on the hours and things like that. >> Anyone who hasn't asked a question yet? Um I I just had a question about the wellness incentive. It seems like a lot of like reducing costs has to do with that. Do we know what percentage of our employees uh take advantage of the wellness incentive currently? Are there some who who for some reason can't
051or can people with chronic conditions of certain types still meet the wellness incentive? >> So getting their annual checkup >> I would I don't that's a good question. I don't know the percentage that don't. We do have a handful of people that that do not do that. Um, I'm not sure if that's just a choice, >> um, or if I've not heard that someone is unable to get that taken care of. >> I know that sometimes it is hard to schedule an appointment with your your primary care physician. Um, one of the things if so, you have a choice. You can either see your primary care physician or you can get a an exam through the wellness clinic. You can actually do both. So, I know sometimes like if you're going to see your primary
052care physician for an annual checkup, you have to wait a year before you can go back and sometimes you can't get in. All those things. If if you get a a a wellness exam done at the clinic, you can still get one with your regular regular physician. I get it. Maybe people don't want to get two done, but um we we do allow that to suffice that wellness incentive. And we have them on site. Is it once a month? >> Once a month. So people can schedule appointments here in the district and they're they're in my office or Jess's office >> and the requirement really is just having that appointment >> for right now. It is the recommendation for next year is to then also be um up to date on those screen >> those
053screenings. Okay. >> Um I think it was we were talking we're talking a lot of districts. Um, I know Wankey's actually had that in place for a while and looking at that as a way for early detection obviously being a good way to prevent, you know, catastrophic claims down the road. The sooner you can detect certain things, the better. >> So, a person would not meet our wellness incentive criteria if they didn't if they didn't get all of those additional pieces if they were qualified by age for them. >> Right. >> Okay. >> And those are old enough for all of them. >> Right. Right. Right. Everybody is. Yeah. >> Mia, >> I have two questions. Um, one for the colonoscopy benefit. Um, is Colag Guard approved for that benefit or just a fullon colonoscopy?
054I can double check, but my understanding is if if they tell me I need to get a colonoscopy and I get whatever suffices that doctor's recommendation, it it will show in my chart that I have gotten my colonoscopy done. >> Okay. >> Um I can double check on that, but I believe it's simply just if if it's in as a recommendation based on your age, you need to have that done. >> Okay. >> Yeah. because that's a lot less >> involved than invasive and everything else. >> Um, and then my other question is, um, so you sort of implied it. I just want to, you know, the premium increase is the original one of 20%. >> Is significantly higher than the national average. the national average for a marketplace plan increased about 20%. But for
055employer funded employers, not employer funded but employer sponsored >> insurance, the national average is 6 to 7%. So like 20% is shockingly above that average. >> And you seem to imply that it's partly because we're utilizing more services. Is that directly what they told you as to why? I mean, so our our our claims cost has exceeded premiums collected. I will say um when we met with the insurance committee, and unfortunately, I think this was mostly at the meeting where I was sick, so you might be able to speak to it a little bit more. But I do know certain things like our emergency room utilization is is higher than average. And I don't know why that is. I don't know if it's because we have an emergency room here in town. That's just one
056example, but um we don't and we shouldn't, but we don't get details around who, what, how, and why. We just know that, you know, our claims costs are high and we know that we have a very small number of claimants that are driving the vast majority of costs and a lot of those are hospital claim costs. Interestingly enough, I did send um I sent this out to the insurance committee and it's something I can follow up and send to the board. Two weeks ago, the UW published a study on Wisconsin and um pro pricing around hospital um what's the word I'm looking for? Not procedures, but um yeah, claims associated with with with hospital >> procedures and stays. and we are fourth highest in the country in terms of how those prices compare to Medicare.
057>> Um, and talking about how especially here in in Wisconsin, that is really driving premium costs pretty significantly. And again, that's not specific to us, but that's more specific to the state of Wisconsin. And I'm happy to share the link to that as well. But ours is really our ours is due to our claim costs. And I will say, and again, not that it makes anyone feel any better or that looking at these kind of choices are any easier, but that is a pattern that is being seen in many other school districts. I don't know about other employers because I I only talked to my peers in other districts, >> but I do know um that Oregon just approved a a change in their insurance to get their well their premiums came in a little
058bit still smaller than ours, but I know Wania is looking at pretty significant changes. I can't hear you. >> I'm sorry. And there are many districts that are struggling with similar things where they're looking at at pretty significant changes. And not that that makes it any better or easier, but um it it it seems to be the the common theme in school districts right now. And again, I don't know if that's true in other employers and why we might be different than other employers. Um, but yeah, it is what we've been told is that it's basically the cost of our claims exceeding premiums collected, which from an insurance company perspective, if they're going to pay out more than they're bringing in for those costs, they're going to recuperate that amount by charging us more in
059premium dollars. >> Well, yeah, they we pay them to take on that risk. >> Yeah. that >> and then when they and then they pass that cost back on to us. That's Yeah. And I know one of the things that we've been with SSM for a very long time now. Um and part of that's because, you know, switching insurance companies can be pretty disruptive for employees. And I think after two years in a row of these kind of potential increases, one of the things that we've talked about and just foreshadowed is that we really should do a full bid and we'll use USI next year to do that to see what that does in terms of options. And it may not it may not result in a change, but it might at least, you know,
060require some pencil sharpening or um it it'll give us more options to look at. I I would strongly encourage that. >> Yeah. >> Other questions? I saw Sharon, you had your hand up earlier, right? >> I did. Um, possibly related to what you just shared, Erica, on slide five, >> you had the breakdown of how we compare with Oregon, Sun Prairie, Verona. >> Yeah. Get there. >> Yeah, this is in the current year. It looks like we're spending a lot more than our peers. >> Beyond that, like do these numbers tell us anything about like the quality of care or like can you interpret the data to maybe shed any light about like well yes we're spending more but perhaps our employees are getting a better deal because of the following. Um I boy I
061don't I think what you're asking you'd really almost we'd almost have to look at like plan design to see um if what we provide is significantly different. Um I mean I just I know I just know these districts most of them also have Dean. Um couple have GHC. I'm not sure if any of them have courts. um they may, but those are the three main players in this area. Um if you're just looking at it from a district spend perspective, I mean if you and again you you can take a pie and slice it in different ways, I guess, but like if you look like one a key, they have a $6,000 deductible for a family plan with a $3,900, you know, HSA deposit. So in my mind it means that the employees picking up
062more of the risk or you look at you know us compared to Sun Prairie's high deductible they've got 5,000 we have 6150 so I don't know I mean that I don't know that that I'm not answering your question that really doesn't necessarily say that they have better care. they may just be they may have cost shifted. Um because if you added an additional amount onto an H or HSA deposit that's going to obviously increase the district cost versus the employee cost which might shift some of those numbers a little bit. Um I think though you've kind of called out like some of the shifting that can happen. You know there's still costs incurred. >> Which side of the ledger do they fall on? I think that's helpful. >> Yeah. And I I mean I again
063good, bad, or otherwise just because I' I've been here through some of the evolution or a lot of the evolution. When we did switch to a high deductible plan with our HR, it was pretty uncommon in this area, at least among school districts, to have a a plan like that. And at the time, the thinking really was, okay, so instead of paying the insurance company, we want to pay our employees. And if they're not reaching their deductible, at least that money is going to the employee versus the insurance company. And that has worked for some employees for a long time. Um, but you know that's obviously caught up now and we are definitely in a place where the whatever they're collecting in premiums isn't sufficient at least in their opinion for the cost of our
064claims. So, you know, we're we're starting to see these pretty significant percentage increases that are are challenging. >> Jim, >> yeah, let me let me just because it's a lot to take in. >> Yeah, for sure. Um, and even when I take it in, I'm not sure I'll understand it all, but give give it our best shot. Uh, two two a couple things. One is, if I understand it correctly, this if we did did not make the changes you recommend, that's where the 19% comes in, the $500,000 roughly, give it or take some >> increase over what we budgeted would would come into play. um that is it fair to characterize this recommendation as sort of a you know holding the best we can till we can get out for bids. We don't know where
065that's going to go but but we're not making huge changes. Um there are changes that will impact some employees not others probably. >> Yeah, >> that are fair statement. >> Yeah, I think huge is probably in the eye of the beholder if you're not someone. And then the third the third question is when you go out to bid is it district by district and or are there any consortiums of districts that are working on this stuff together in a way that provides greater bargaining power? >> Yeah. So that is one thing in working with USI. They do work with so many CISA 2 districts that they there is um they don't necessarily bid us all out together at the same time because all of our plans are slightly different, but they do use that as
066leverage um to try to work with Quartz or SSM or whatever to um to hopefully have a little bit of purchasing power in terms of what those bids might come back. and they know a lot about what the other districts are receiving. So, I think that's helpful, too. Um, if they know that doing certain things has benefited one district in terms of those premium renewals, they can make recommendations to us through that bidding process to look at similar things. >> What What's their incentive to do better, if any, >> for us >> to retain our business? >> Well, is there a lot of vendors like that out there that do that kind of stuff? >> There are a fair number. I mean, there's M3, there's there's other there are a handful that do work with
067school districts. Um, yeah. >> Okay, >> Allison. >> Um, yeah. So, one thing I was thinking, um, I'm I'm assuming from what you're saying, it would be impossible to go out for bids. Now, >> with a July one renewal date, I think that would be very difficult. >> Okay. >> Yeah. >> Um, which is fair. Um, but definitely I I would agree that going out and looking at something um for next year to get >> um one of the things I think I've always heard is that once you sit with an insurance company for a while, >> they tend to kind of take you for granted and I don't know if that's what's happened here or not. Um but I I'm concerned about next year if we stay with them um saying that everyone has
068to be up to date on their screenings in order to get you know the the priority premiums and and that kind of thing. Um because I I mean honestly just getting a colonoscopy is a year wait. I mean, it takes forever to get in for routine screenings and that's that I just think that that could be a problem. >> I can that I would agree that that would be concern. I have not heard that our employees are waiting that long. I >> and hopefully they're not. Um but I I just know that that's common right now. Even just to get in for something like that, you're looking at a year-long wait. So then all of a sudden say, "Okay, I guess we're staying on this plan and if there's not some kind of a grace
069period given to get everybody up to speed, they're going to be caught paying this higher amount through no fault of their own." >> Okay, let me do a little digging on that. I know again if that I that could be I just know um just in listening to some of my people around the office like at Stone Hospital I have not heard that that is that long of a wait but we can certainly that that would be concerning for sure. The goal is not to create so coming from a different stance, but >> yeah. And the goal isn't the the whole the whole goal with something like this is to really aid in people's well-being. It's I mean it's not we're not trying to put something in place so that the employee has to pay
070a higher percentage in their premium. That's really not the intention, >> right? And I don't think it is for us, but the insurance company is in a business >> and that is >> kind of their job. So I just I think a a full faith negotiation and having some options for next year really should be a priority. >> Yeah. >> I had a process question. You talked about meeting with the um insurance committee three times. What did that conversation look like? Were Were the employees was this a give and take? Were there ideas presented? What was the reaction to this and and their thoughts on how to move forward? >> And you can take a stab at this too. Really, it was more of a an educ like a a process to educate people about
071our plan, similar plans, other districts, what's out there. Um, in terms of actually me talking to Dean and getting information back on what the recommended changes would be, that was primarily just administratively. That's what we made the recommendations to you based off of what we heard from people in that process. Um, it was offered out to anyone to be on the committee and there was a pretty good cross-section of different employees from a variety of employee groups. Um, unfortunately I missed one of the three meetings cuz I was sick. Um, and then once we had the information back from Dean about what we were going to be recommending, we did have a I sent the information out to that committee in advance and then we met with them. Yes, last week, last Tuesday, I think
072it was, um, for anyone that was able to and wanted to attend, just to hear and provide some suggestions on how the information could be more understandable for employees. Um, and then I don't know what else you want to add to the actual meetings. Those insurance committees are led by our USI broker, so they are able to bring a lot to the table as far as here's kind of seen as working well in Wanaki or here are some things we may want to consider as a district because we're seeing this working well here. So, um, they are the ones who lead that committee. >> Yeah, they had worked, like I said, I know Wanke put some of those screenings in place and I know that I think maybe Ford Atinson had put the family reimbursement
073account in place. So, they've worked with a number of districts that have done some of those things. So, they brought some of those ideas to the table um, just for to to help us learn and educate us about what's what's out there as a possibility. Sharon, >> I have an observation to make too to think about when discussing things like the um screenings. >> Yeah. >> Four of them. Women of a certain age are going to have to do four. >> Whereas men will only have to do two. And I think it's just something to be mindful of that we're asking part of the population to do four steps. Um, and we're asking a different set of the population to do two. So maybe that could be softened slightly. Like we encourage you to do
074all four. We'd really love to see you do at least two, but maybe to have a bit more flexibility on that piece of it. >> Is this a mandatory requirement from the insurance carrier though that we do these in order? >> The screenings we would not have to do. I did check on that. >> Okay. Um, part of that was again just to help when you think about those long-term highcost claims being what's most impactful in terms of premiums. That is just a a step that other employers have taken to help avoid them long term and just to help you know that that early detection piece. Um, but I did ask I we asked about incorporating that as a le as a leverage piece. And when I and I can double check, but when I
075talked to Al, I said, "Okay, if this isn't if we don't end up with this screening piece, is it just a no-go?" And he said, "I don't think so." He can work with them. Um, but again, thinking about long term and as we go out to bid next year, like what things can we have in place that might look attractive to an insurance company in terms of ways we are trying to mitigate those long-term costs. That was that was part of the rationale behind that as well. Don, >> can you tell me why um the employees don't have a choice of insurance plans? Is it because we're too small or >> We used to have um back when it was Physicians Plus. Um we used to have dual choice and what we found is that
076there was um I'm going to forget the term like Physicians Plus was affiliated with UW and then we had SSM. we had our lower cost employees choosing SSM and our higher cost employees choosing um Physicians Plus. So that those premiums were getting pretty discrepant. And when as those um higher cost premiums kept creeping up higher, the people that didn't need access to some of those specialty services in the UW were jumping on to Dean and we found that it was we we weren't able to sustain the two plans. Again, that was a long time ago. That was probably eight or nine years ago that we made that switch. Yeah. >> All right. This item will come back for action at our next meeting. >> So, if there are any any questions, please get those email
077those to myself. I'll get those to Erica and Jessa. Um and then we use that to be able to um inform our any uh updates at the next board meeting. So >> yes, and I forgot my trusty pencil, but I'm going to check on Colag Guard and um verify for sure that if we don't end up with those four screenings in place that that's not a deal breakaker necessarily in terms of our premium change. >> Okay. >> Yeah. >> Okay. >> Thank you both. >> Thank you so much. >> Thank you. Moving on to item number 6A. We are t our discussion action part of the agenda. Um could I have a motion group to approve the following increase breakfast and lunch fees by 10 cents for adults and students grade K through 12 for
078the 2627 school year. Increase district facility usage cost per the attached file effective July 1st, 2026. >> I have a second. Second. Second by Sorg. >> Any questions? >> All in favor? >> I. Any opposed? Any abstensions? The motion passes. Could I have a motion around pool employee wages? Move approval of an increase for pool employee wages for all positions of 25 cents effective July 1, 2026. New wages by position are cashier $15.75 per hour. The cashier's lifeguard is certified, they'll receive the lifeguard rate of pay, lifeguard $16.75 per hour, instructor $18.75 per hour, and headguard $20.75 per hour. >> Second. Second by Garcia. Any discussion? Questions. Seeing none. All in favor? >> I. >> Any opposed? Any abstensions? >> Uh abstension by Sorg. Pooling employee wages is passed. Uh we have policy updates. Could
079I have a motion here? Move to approve the updates to policies uh PO 100, PO01 144.5, PO 1210, PO 1240 and PO 50 sorry 5514 is presented. >> second by Bubon. Uh let's um let's take these one by one. Um or wait >> you can only questions. Okay. Questions on these policies? >> Yes, Jim. >> I have a question or comment. I'm not sure which way to go. >> What you want to do? >> Which policy? >> Uh 1210. >> Let's let's talk about it. >> The concern that I had was the last paragraph that was added is pretty vague. Um >> we're getting that up on the screen. It talks about commun, you know, board members receiving communications within the purview of the administration, which I think includes about everything. I'm not sure what
080wouldn't be in the purview. Uh, and those shall be immediately referred to the district administrator or the board president. So, it's it seems like a broad I mean, it's basically anything and everything that might a person in the community might come and ask you or say to you or everything from there's not enough parking spaces in the parking lot to a concern about a teacher to a comment about a coach to a there's a whole number whole range of things that might would be within the purview of the administrator because I don't think you get out of anything, do you? >> Am I? Um and and I think the point of this is good in the sense of I think the you know the more that the more can uh more Dr. Kezer knows the
081more the better he can do his job uh and everybody can but I think it's unnecessarily vague and I think it also is covered in our bylaws. Um, it also doesn't separate out things that are, let's say, of imminent concern, let's say, safety related versus something that could wait till I see Dr. Keyser again, um, or see another principal or some other thing that's less urgent. Um, the notion that I would refer anything anybody says to me about the school district immediately to Dr. Keyser strikes me as unnecessary. Um uh so I would I would that that was my concern or question. I don't know how I would kind of kind of operationalize that on a on a whole range of potential issues. >> Um is my concern. >> Mia, >> yeah, I I have
082the same concern looking at this. I mean, it really makes any constituent work that we as elected officials want to do challenging, you know, cuz we're going to, you know, somebody says, "Hey, can I sit down and have coffee with you? We're going to sit down and have coffee and then we have to report every little issue that they brought up directly to you." I mean sometimes things are just they just need to vent and maybe hear, oh well that's because this is how it happens. I find myself often explaining you know how things happen to families as opposed to like and then once once they understand some of the context their their issue is resolved and it doesn't need to go >> any further. Um, but this makes it sound like, you know, anything
083that somebody says to me that's a concern I have to run off and tell you instantly. And I just think that might present a challenge and that leaves the way it is in this policy >> policy really leaves it open to to interpretation. >> Yeah. you you go first. >> Okay. Um thank you for the feedback and certainly the taken in the most lit literal sense which definitely there when you think about the ways in which people read policies a strict re of that certainly can have both of those um perspectives. The spirit of the policy is to help bridge the understanding of whose responsibility it is to deal with it as opposed to if a person talks to any board member individually and says I want you to deal with X Y and Z.
084This policy says that if it's in the purview of the district and not the board, this is the point of contact in which board members can can access that. That being said, policy is the perview, the creation of policy and having the policy work for the perspective of the board is ultimately why boards are the ones who approve and change policy and anything that flows from that then is something that falls within my purview. So if this reading of it is too strict from the board the board's perspective, we can certainly alter and change it. This is the re recommended language to to balance the broad spectrum of what a board member across 421 public school districts could encounter and not be so lengthy that it it reads like a a users's guide from the
085IRS handbook during tax time. So, um the that being said, that that's the spirit behind that last paragraph. And since um it was brought up, I did some cur cursor checking and there's probably just as many school districts that don't have an explicit statement like this that do have an explicit statement or variations um that Jim had talked about about putting some time frame parameters in that making this district administer aware of conversations to better inform the district versus immediiacy when it comes to safety concerns or emergent emergency concerns that >> they just highlight personnel concerns as as one. And I know Jim, you in your message to me talked about emergency or harm or things of that nature being more immediately communicated as opposed to general communications. Sorry. >> Other questions. >> So, is
086there a thought on should are folks wanting this to go back to the governance committee for reconsideration best based upon this conversation? Do are we uh someone suggesting that we take out this particular option or I know Jim you had shared some substitute language, >> correct? One question that I thought of as we're talking about is when someone comes to us with a concern about something happening in their individual school with their student, um, isn't the best practice to get them referred back to the principal of that building rather than necessarily to you? Isn't that what we have generally been told to do? Yes, generally the conversation should should flow back to the the building in to to Jim and Mia's point, making me a making me aware of the conversation so that if there's
087some followup or if there are >> trends that are emerging that >> I might notice because of all of my um communications in district. That's what this is. That's >> the spirit of of this. >> Mia, >> I wonder don't we have a a chart that shows where communication? >> I'll check on that. I >> mean, I know we do. I don't know where it is. It was I think maybe it was new last year or this year >> that show it's sort of like a flowchart for concerns um for parent like for parents and whatever and it's always been not very easily locatable >> I will do some investigative work >> but I wonder if I I would be in support of sending this back to committee to revise to look at some revised
088language. Okay. >> Um, and I wonder if referring to, you know, the board members should use that chart if it does exist still. And >> okay, >> Jim, >> well, I have some alternate language, but I think given the given there's there's several layers to this, >> my alternate language covers a couple of them, but but maybe not necessarily all of them. But having heard the discussion, um, I would tend to agree with Mia. So I think what I would do sort of procedurally is is at least as it relates to this policy, let's sit for a second, see if there are questions on any of the other ones. If there are no questions on the other ones, we can separate this one out, postpone action on this one, >> refer it back to the
089governance committee, but then pass the others >> is what I would say or suggest, I guess. >> Yes. If there are no, let's check on the remaining ones and we could >> offer up an amendment to amend the motion to refer this one back and pass the the remainders. >> Okay. The question to board members now is are there any questions or further discussions on the other three policies that are before us in this motion or is it four to three? >> Four. >> Yes. Sharon, >> I had a question about PO 1240 evaluation. >> Mhm. >> The bottom A, B, C, and D. >> Mhm. the line through the parentheses of A and D. Does that mean that A and D would go away? >> No, that would be included. >> Okay. >> Yeah.
090>> That answer your question? Yep. Thank you. >> Any other questions on those remaining four policies? >> Could I have an amended motion? Is that right? or do we act on the motion that's on the >> uh unless a motion to amend is made. The current motion on the table is to approve all the policies as presented. So we would need a motion to send policy 1210 back to workg groupoup and pass the remaining policies as presented. >> That's my motion. I like that. And >> I will >> do because I moved it. Would I be the one that needs then to just say I'm willing to amend the motion or no? >> No, you don't have to. >> Perfect. Okay. >> Because it's Y >> I'll second Jim's amend. >> Amended motion by Moser,
091seconded by Croyle. >> Yep. Can I make one comment before we do a roll call? So, um just as an educational thing, had it had the um amendment come before the second, you could then you would say >> got it. >> I accept that that friendly amendment and then we would move forward. But once a motion is seconded, it's on the table and so then procedurally we need >> as it is. So, you weren't quick enough, Allison. Well, well, we can look through our rules of order book later, but yeah, no worries. It doesn't happen too often. >> Any discussion on the amended motion? >> This is a roll call. >> Okay. All in favor of the motion as amended. >> Oh, yes. Thank you. That one that that is correct. >> We have to
092vote on the amendment. Oh, >> we vote on the amendment first. >> Yep. >> Thank you. >> So, >> yes, you're right. Yeah, >> you say it correctly. >> You said it correct. >> So, and that's roll call. >> Nope. straight. >> All in favor of the motion as amended. >> I I >> I >> Any opposition? Any abstensions? Um motion as amended passes. >> Correct. So the motion on the table right now is to move to move policy 1210 back to workg groupoup and pass the remaining policies as presented. >> That moved. So that's what's that's what's on the table and that's has to be a roll call. >> Okay. Second >> moved by Buban, second by Croy. Please call the role. >> Miss Garcia, >> I >> Miss Pew. >> I >> Dr.
093Milin Bartlett. >> I >> Mr. Masa Myers. >> Hi, >> Mr. Bouan. >> Yes, >> Mr. Moser. >> Hi, >> Miss Sorg. >> Hi, >> Miss Croyle. I I >> motion passes. We are on to item 7A, recap of action items. Uh you have some actions, right? >> Yes. So going to be um looking up the communication chart and for policy 1210 which is going back to workg groupoup. There were some questions during the insurance benefits update that we will look at in regards to >> the incentives and screenings >> screenings incentives and types uh the color guard um opportunities. Um and that is what I >> any other items for followup that folks remember? Is there a flowchart? Did you say that? >> That's okay. >> Yep. I'm going to look for that. >>
094Yes. >> Uh item number 7D, future meetings, reorg is on April 27th here at 6:30. Regular board meeting May 5th at 6:30 and May 18th at 6:30. >> The 5th is a Tuesday. It is. >> I'm sorry, that's a typo. >> Okay. >> Or Yes. Cinco de It's not Cinco de Mayo. It's Mayor. Okay. All right. Uh we have no reason for close session as it says on the agenda and I am seeking a motion to adjurnn. >> So moved. >> Oh let >> second >> wait >> I could resend it. >> Moved by Sor, second by Masa Myers. Meeting is all in favor? >> I any oppose? Any abstensions? We are adjourned.