001Uh Lauren Martin here and Laura Walker here. All right. Very good. Y'all will join me as we stand for a moment of silence followed by the pledge. Please join me in the pledge of allegiance. I aliance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. All good. All good. All right. Um, we've got a uh this is a special board meeting this evening. We've got a personnel hearing and some consideration for recommendations for personnel. Looks like is Mr. Larry here yet? I don't see him. I spoke with him before I left my office earlier. So, all right. Is it okay if we do the uh personnel first and come back to the other? Yes. All right.
002So, we've got uh Is everybody okay with that? Yes. Yeah. So, before you you have an addendum to the agenda. Uh so, I would entertain a motion to accept the addendum to add to the agenda. So, moved. Second motion in a second. All those in favor say I. I. Any opposed? All right, that that passes unanimously. So, we've got personnel recommendations in the packet and the new addendum. If there's any questions or discussion on any of that, that needs to be held in executive session. Make a motion to move in executive session. Okay. Any opposition to that? We'll move into executive session to discuss personnel. All right, call the meeting back to open session. So, we've got a recommendation from Dr. OA on the personnel agenda before us. Do I hear a motion? So, move
003second. Got a motion and a second to approve as presented. All those in favor say I. I. Any opposed? That passes unanimously. All right, everybody's here now. Yes. Very good. All right. So, we'll go back to our personnel hearing and I'll start by reading this statement that uh Mr. Richardson prepared for me. Thank you, sir. Um like everyone to silence their communication devices. If you do receive a call, please step outside the room to carry on a conversation. This meeting is called for the purpose of hearing a the grievance filed by Mr. Willie Larry. Mr. Larry is represented by Miss Sheila Campbell. Administration is represented by attorney Scott Richardson who will assist the administration in its presentation. The law provides that the hearing may be held in open or closed session at the discretion of
004the employee. If the hearing is open, anyone including the press may be present. If the hearing is closed, only those who are involved in the conduct of this hearing may be present. Uh Mr. Larry, do you desire the the hearing to be open or closed to the public? Uh, he said he desires it to be closed. All right. So, it will be closed. So, at this time, if you're not uh party to the hearing or member of that, then please leave the room. Open procedure will be for the administration and the agreement to present arguments regarding whether as a procedural matter the grievance is grievable. If the board determines that the grievance is not grievable, this matter will be included. If the board determines that the grievance is grievable, then the agreement will commence presenting
005the evidence of the substance of the grievance. The agreement will have 90 minutes to present the grievance. Both parties shall have the opportunity to present and question witnesses. That's a big old hornet on my water right there. Okay. Sorry. At the conclusion of this presentation, the attorneys or representatives may make closing statements. Mr. Richardson, you want to start or Yes, sir. We will begin. the administration's position that the agreements is not breable. In your exhibit packet I prepared for you to turn to page [Music] 39, you have your personel agreements policy. Did you get him? Yes, sir. Thank you. Thank you. In that policy 3.25, it defines agrievance and the latter half of that provides that other matters for which the means of resolution are provided or foreclosed by statute or administrative procedures shall not
006be considered grievances. And it says specifically, "No grievance may be entertained against a supervisor for directing, instructing, reprimanding, or writing up an employee under his or her supervision. Now if you look at page 11 of the packet, I believe this to be the grievance that we are here on tonight. Allegations two and three relate to referral professional lensure ethics board and an immediate removal from all head coaching positions including the stipen that are associated with the position. Now if you look at page three you will see the reprimand that was issued to Mr. Larry after our last hearing regarding Mr. That hearing which occurred on March 17 where the administration recommended termination and the board uh modified board modified to he would retain his teaching position with the decision of whether Mr. Larry Jr. could
007continue as head coach left to the discretion of the district administration. It was up to the administration whether he could continue that his head coaching positions in the red man. You'll see that the administration decision was to remove him from those head coaching uh positions. A formal record man was placed in his personnel file and look at the bullets at the bottom. referral to the professional lure ethics board and then the last bullet was immediate removal from all head coaching positions including the siphons that are associated with the positions. So you go back to 11, you see that's what allegations two and three of his grievance and some portion of allegations one of his grievance relates to fact two and three appear to be copied straight out of the out of the reprim. So those
008are clearly not grievable because they're addressing the rep. The reprimand is not grievable under the board's policy. Following the reprim, you see he is filed charge is his right to do a charge of discrimination with the EOC. And at the bottom of that first page, he provides the particulars of that charge and it includes last part of the first paragraph under the particulars are starting around April 25. My pay was reduced by more than $1,000 per month. In the second paragraph, you'll see that he talks about lower pay and docked pay and lost pay. So allegation one of his grievance back page 11. I'm flipping you back and forth, but try not to go too fast, but you need me to slow up one. He talks about losing pay benefits for something in class and
009funds being taken out of his paycheck, leave issues, compensation over drive time, mileage. These are all pay issues that appear to be wrapped up in the charge again is right to file a charge of discrimination. That's fine. But that is under your grievance policy a means of resolution provided by statute in which case it's not breathable just on that as well. page four and five of our exhibit packet you'll see an email exchange between Mr. Lar Logan that addresses some of these pay issues. You'll see that uh the original email dated May 29, 2025. at the back end of your part of your packet are payubs and forms that have been submitted. That's just to let you know this is an active process in terms of this pay issue. What's going on there? I'm not
010sure that this grievance is right as far as pay issues for this year. So for those reasons, we don't believe that this grievance is grievable and The board should move second agreements. All right. Questions, discussions, thoughts may have a response. Okay. Um, may I please the board on behalf of Mr. Larry? We believe that this issue is briefable because it involves salary benefits and other compensation under Arkansas code 6172301. Um secondly, it is grievable because the actions that were taken by the board on 317 of 2025 recommended that uh coach uh Larry would not be terminated from his position as coach and that he would get a reprimand. And that reprimand was that he would never give a student the keys to ascend to a bus without uh teacher supervision. So he was called back
011to work and he never was able to get due process on the issue that he would lose his stipen under a contract that he uh had signed. That contract had not been completed for the year. The board did not recommend that his contract be modified. So, uh, the fact that he, uh, the, uh, superintendent reprimanded him, it was inconsistent with the board's, uh, directed to the superintendent. So, he has not gotten due process on these issues because he was not even advised that his contract with the school district and his stipens and his salary would be changed. So that is uh terminating a part of the contract that he did not agree to and neither did the board uh vote on modifying his contract that had not terminated at the time. So we believe that
012these actions are grievable that they are grievable in addition to the fact that his contract had not terminated. So according to the attorney general, even under the learners act, if the contract has not been terminated, all items involving uh pay and uh policy uh issues that uh relate to pay are part of the grievance process. Okay. Um we're allowed to an executive session to discuss our finding right on that uh to discuss whether we think it's a grievable offense or discuss personnel issues in an executive session. I briefly uh in your packet at page one and two I included the minutes from that meeting what the result of the board's decision was what the modification was determination recommendation yes that's what I was reading from earlier the decision of whether Mr. continue as head coach
013led to the discretion of district administration with head coach for head coach. That's how I remember it too. If you lose the head coach position, you lose the as wellmin that's the finding that's there's right usually salary and those kind of things areable but here because issues that have already been heard before the board subject of this written rep and are also the subject of an ongoing process that's provided for by statute statute being those are positions. Okay. Is there any opposition to executive session to discuss personnel? So moved. All right. We will return. Good job. All right, we'll go ahead and call the meeting back into open session. Uh, we looked at our policies and looked at the minutes and the agreements request. And we've got a do I hear a motion from the
014board? Motion to dismiss agreements based upon 3.25 licensed personnel grievances. All right. Second. Got a motion in a second. All those in favor say I. I. Any opposed? There's no oppose. So we we feel like we've already heard this grievance once and made a ruling and uh these things that you're bringing up again are not grievable. So the case is closed as far as the school district school board is concerned. Okay. There there was a second. U All right. Is there any other motions before us? Make a motion to adjurnn. Second. All right. All those in favor say I. I. We'rejourned. Thank you, ma'am.