001I know practice M and our team would would but I know that M picky I think is she's on I think she is but I just feel like we should probably being respect the people over here start on time but I do believe you called the meeting and then do we do public commentary first yes I know we have someone from public commentary but how does that typically work you know in in our in our superintendent working group policy meetings they were not open NE necessarily that they wer open to the public we no want to come public but in the working sessions I we've always read the policy policy because we allow okay so I so and I believe the commentary needs to be related to policies or to whatever the agenda yes okay
002okay so I'll go ahead and call to order the Tuesday November 26 2024 policy working meeting and um we will start with public commentary do that no so what we've done in the past with working sessions yes is we have um we have we discuss first and then we allow public commentary never had and that's right yeah I just alluded to um this is the first that we've held it in this type of format Y and so ideally what uh what I think would be appropriate is just simply to read the public commentary policy as to public commentary policy have and dialog the okay so it's not so much someone comes up and speaks but if we're discussing something then they can join us at the table just as we just as we've done in
003the board session practice okay great so I don't have any script here but I will just say what you said which is uh as far as public we are happy that you are here but public commentary we don't have a time where you come forward and you speak but if we speak on um a policy or a topic that relates to what you would like to engage with us on and we can you would then join us at the table to discuss the policies and it needs to be the topic needs to be related to what is on our agenda today which happens to be um a through K on the um on the agenda okay so at this point I'll it overk you so the first one is 01 44.1 and it's on compensation
004and the uh general assembly last spring um amended the uh the compensation that you as a board members can receive and with that um Mr Cross uh had amendment to um that that you all passed on April 10th 2024 and this is the and I don't know if you have a copy of that but what we thought we should do is roll this actually into the policy what this what the change is and that way it is part of the policy the policy reflects it and um the only thing and then I you should have a copy of the policy as well and it should be the first one that's listed there um the only change that we would look at making into this policy to to follow What U Mr Cross wrote up for
005you would be under c um one and two and uh C1 says for attendance of regular or special meetings of the board the for DM sum is 150 and then two says for attendance at committee meetings of the board or at executive sessions of the board the DM sum of $75 well uh the changes that that Mr Cross made that you guys voted uh the board voted on last March or last April um changes and moves the special public meeting down to uh to two subsection C2 and so uh the recommendation from me would be for attendance at committee meetings or special public meeting of the board an executive session of the board for DM sum of $75 okay kind of lowers the amount okay yeah just for that just special public Mee sure 15
006special and committee meetings are all 75 so I can um make a change to that and then um and then we can bring that for first reading at the next board meeting if that's what you'd like to do yeah so you're just combining what we've already changed that we've already into one so taking the amendment out and just making it one correct okay cleans it up a little bit the only thing I might add isba I think they're they want to address uh I don't know if I'll happen but board compensation again in this session it'd be nice if we could tie the numbers we could make them alive so whatever you know and maybe the board's not interested in that but where they would change like if the state say okay next year can
007be 160 or it can be that we would just follow the state recommendation um I don't know how easy or difficult that would be but and I don't see them doing it every you yeah it took forever to change this one maybe it's not worth doing but that would be the only thing that was simple to do I would perver just the policy was live the um and we could do I'm not sure we have any policies that do that and part of that is because people get hard copies of the policy and then you wouldn't have that link to be able to do that and that might make it um is there any wording to be able to say that we follow what the state recommendation is so it's not live so I know
008we talked about it when we did the amendment but then we also remember Ron saying it had been at least 10 years I think is what he said since it had been but is it in conversation again that's what they said AER okay but I think if you do that then you're you're creating a paper chase so if somebody does want to find out what that compensation is they read this policy and then they have to chase that down a good point find out what that is um to me I mean and you can do you know it's the what the board's prerogative is but um but pretty easy to change if they I guess go with this and then if they do change something in this session I would like to reu the policy
009and make that makes so that follow yeah it would seem like it would be Ron they talked about that they may tie it in with like so it may have an index so you're an index following an index and so I'd rather just you know than everything yes if someone looks at the policy but you could have you always say currently and that could be a number in the policy say what the current number is but it follows this index but yeah I'm happy to leave it as is but depend what happens this session maybe look at it again okay I'll I'll make those changes then for first reading for um for the next thank you um the next one board staff communication um once again we're using the uh spreadsheet that um and somebody
010um asked that um the only statement was that it was the exact same as as policy number 3112 and it is once again um the the policies are separated out by Administration staff and um and really classified employees and so that way um if classified employee wants to find out what policies they should follow they they've got one section that they can look at so it does it's it's the same wording and everything is 412 that's that is correct now didn't we delete section c um we did last night so is that is that something that you would like to to do with this one as well and we add the word official and this is the same policy we looked at yesterday yeah we can we can make that official whatever that this is
011an old version I believe ex this we saw last night yeah no but this is this one is is for support staff the one you saw last night was not for support staff it was for for board and staff staff staff it was staff correct okay so it seems like these should be an alignment yeah they should be the same so we can make those adjustments and have it reflect what you approved last night yes okay and then we changed and so I'll present this for first reading the next word uh the next one is 4120 job sharing um this also is just like the 1 31201 that we reviewed at the last work session um once again it's for support staff um and we didn't change anything to that policy we didn't even bring
012it back for a reading um we felt like it was okay or or the board did um once again um an example of this might be if we have a a PA that may be working at iue or I'm sorry taking classes at IU East and they can only work Tuesdays and Thursdays because they get classes on Monday Wednesday Friday and somebody else is a stay-at-home person and they just want to work you know the opposite days so they want to work Monday Wednesday Friday they don't want to work a full week because they got to get other things done so what that does is allows us to take one job and share it between multiple people and we used to not do that but um we do it now and it's change change exactly
013right so is there any changes to this policy so this one doesn't come back for us right it's done it's done it's it's our policy okay the next one we have is 4130 and that is assignment transfer um and once again it is just like 3130 uh that is for staff only this one is for support staff and um I believe we um didn't do anything 4130 those was just the board members pointing out that they're the exact saying and that's true once again we uh we allow staff to do that um uh we want staff to be where they're happiest and and there might be a change of uh you know maybe they're they moved and they can only walk to work or maybe they moved and they want to be able to take
014their kids to work and so they put could put in for a transfer that way or you know maybe they find out that they would much rather work with middle school students would be me so um so they might that might be reasons for transfer that they might request a transfer and generally we don't like to do that the middle of the year um you know we we give them an opportunity to put in for a transfer for the next year any questions on that okay um 4170 substance abuse sub abuse this policy is exactly 13170 but once again for support staff so it's the same thing um uh the thing that I like in this is that um staff if they if they realize they have um you know have a problem with h
015with substance abuse then they can ask for help and and we um we hope to pre provide that um you know without any um discipline on our part for them um try to get them the help that they need do we would we actually offer if we know um but there is but there also is a difference between if if we find out that they need help and if they um they violate other policies by showing up and and so that sometimes it's a little late um but we do we do try to work with them um you know try to help them out and we do have um programs that are availability that that that help rout they take to receive the assistance okay but also um afford US the opportunity to uphold your
016code conduct yeah I would hope like building leaders yeah and and and a lot of times it would be it would be peers okay that might is there a confidential path as well I mean well actually yes so so our EAP is one thing that can get somebody started on that and that is completely so um EAP they don't um well currently we just pay it for every body and and they get those sessions and we don't we never know who attends those who calls up who which I I prefer and so we never know anything that and they can get a referral through a EAP to something more substantial if they feel like that that's what's warranted so yeah absolutely do we when you guys maybe you know back SCH I haven't been to
017that is there a point where you were communicating wait we do throughout the year organization we do throughout the year and new teachers that come in we we hit that pretty hard um if you look at the HR website it's the biggest part of our website we've got two full Pages dedicated to the EAP advertising um I know suicide um awareness month was I think in October and um and my benefit specialist Vicki uh fiser she did a good job of sing things out um and our new VAP provider cure link they provide us with uh really nice um things that are easy to read that um that we send out to the staff as well cim it's been very successful in the past I do know this fact and the confidentiality is there in
018fact um and I believe that that any of the counseling or some of the assistance can be provided outside of the area so you know it does if I if I recall if it's still that way so it doesn't you know somebody sees somebody going into a location that's thing you know the confidentiality it's all online now um and it's kind of like Swift MD if anybody's use Swift MD um and we um when I say we I mean me I I try to tell everybody you know go ahead and sign up for it now I've signed up for it I haven't used it um but to the point that if I ever did need it the last thing I want to do is take and it takes five minutes the last thing I want
019is five minutes of putting in my social security number and what all you have I don't think it's soci security putting in your information so you can get somebody so it should be more rapid um in addition to that there's legal help there that they offer financial help financial assistance because that a lot of times can lead to to other things you know problems in in uh family relationships and and there's counseling for family relationships I mean it's it's really Broad and all it's it's a fantastic program so no I I love it it's just I always like to get that out and we and like I said we continue to do that periodic um so any questions on that I got a question uhuh not sure whether and you actually you actually you have
020to go to the podium you want to have a seat there you're more than welcome yeah yes join us that's part of the experience all right yes well I just had a question in particular about that policy are there guidelines or Sops that are written so that an employee or anyone of the you know on the working for the the school can go and know and understand exactly what they can do all the things you were talking about is yeah so we do send those out those are the things that we send out periodically those advertisement I don't know if they're advertisements but those those sheets to make them aware and like I said it's the it's the biggest part on the HR website so if you okay you know if you click on we
021are richmond.com you click on departments human resources and it's right there in your face I mean two full pages of the the the things that they do offer and it's not only offered to the employes but it's all the employees families as well and that substitute teachers to Dr Wright I mean it's everybody so and their family members good yeah thank you you now do I go back and pick M thank you okay all right um required reports and protection whistleblowers once again we had this last night as well and um we can look into I know one of the uh questions from the board last night was um an anonymous uh reporting uh uh and we can look into that um I don't know if there's a way that we can do that even
022with our technology department I can talk to Mr hazelbaker that was my thought last night after we left to kind of minimize the cost I don't know how difficult that would be to to set up just a a number that somebody could call and leave a message um but absolutely but this is the same as 3211 only for sport um staff and we discussed this from the last work session I believe we may change it on that from last night and look and see what we had last night why do we have all these why do we have separate policies for like I mean is that just a Neola thing well once again um it I believe it is a Neola thing and I don't know if you know anybody else does it because I'm
023only familiar with Neola right now but um it's to help the employee so if the you know so if I'm a if I'm a teacher then I'm staff and um you know then I don't have to go through pouring through all the the others I I can look at a specific I know the 300 300s are my those are my policies comp to like I wish it was a template then you would split it up right I'm guessing all of them I mean my I can't really Envision many there'd be very few incidents where there'd be differences um but I think they should all read identical like for this one right and so I I think that becomes a much more harder thing to manage because you miss saying it then get updated and so
024now you have two very similar policies I don't know it it just doesn't seem like if I was doing it myself this is not how I would do it I understand your point grouping them for the employee but but to have basically mirrored policies throughout your policy manual just seems like government bureaucracy well and and it's something that I can be aware of or whoever um you know is the is the holder of the yeah of the amending that that we just know if we look at one we need to look at all of them and the changes that we had last night were um I believe it was something you pointed out when we looked at the one for staff was changing the employee is actually the district's employee and not the board's employee
025so I can make those changes and and bring those to um first reading on the next you know Mr we brings up a great point I think that as we continue to move in these for conversations regarding policies I think it a who was to ask that Atty CR be present as well only reason why I'm saying that s is because to Mr Weber's point the redundancy seems to be bit much however I'm curious to know again not being a lawyer I'm curious to know if there's a legal rationale between having things spelled out or not spelled out um I know in and being deposed a time or two uh within my professional career I know at times um small s differences depending upon the legal representation can be exaggerated or minimized and so I
026think as we move forward if that's something that you all be interested in I can find out as we continue to schedule these moving forward turning p if we want to have another legal representative U weigh in and and help guide us to us as well actually I was gonna say I think if we move forth someday with a student board representative I think like categorizing this like on a spreadsheet because we've talked like we go through these and it's yeah like there's different policies but that I think would be a good exercise of going through right we have the template and then really marking oh hey this is 3211 and 4211 so that when we go to update one we talk about one oh hey it has 42 so then we're yeah we want
027to keep the numbering the same but right and and the other thing is and then the exceptions that might be different the other thing is in any type of disciplinary action so if somebody um violates a policy then that's something that we reference um you know this is violation of and that goes to what Dr Wright was saying you know there might be a legal you might we might it'd be interesting to know the I mean I might phrase put the question there's a lot of policies that are mirroring in different sections is that is there a way around that is there maybe they have a better reason for it was it done that way before Neola no okay so Neola does this yeah I don't like it either I think it makes it confusing
028and a good attorney if we have two policies that only vary by a word or two a good attorney can flight some dices with that because you would say why is this different for you versus you and we would I don't think you and Ron could defend us well but so that just makes we have to make sure there always identical unless there's very specific things that are different on the templates Mr Mo official meetings um can you update the code on the templets yeah so um yeah yes okay you mean change the number of it the software I just I mean I don't think so I think that's something that we petition we would have to petition well it's like you know could you put 3211 and 4211 and then you're and I'm sure
029you could at the bottom you could put reference and you know put a footnote at the bottom that says um that references those other policies to and that might and that might be a didn't we have that once that at the bottom that reference some of ours do reference to to other policies that are that correlate to that to that I think is legal I don't know if I've seen one policy last night that we changed had a note at the bottom yeah so I can work on that and those we can add pretty easy that would be nice if we could just and that way that would give you a reminder that there is there are other polies yeah well if you recall Kim when we previously when we were doing this and we
030were meeting down down there on your screen you also had if I recall you know this this policy also references you know back to policy X and policy y as well so that was very beneficial um the other thing on this I think Nicole mentioned and I mentioned is sort of uh hashing out the reporting structure and maybe it's more for an example for voice and you know which I think it says you know go to your media supervisor uh um you know you can go directly to the superintendent or you can go to HR I think it's important to just reference HR in here too so that if they don't feel comfortable then stay see you're the safe place should I so um but just reminding them that because I think when people might
031be in situations like this they don't feel safe regardless like they don't don't know good about so would you like me to add something like that to this and the policy that we had last night as well I know we we talked about that okay I think you should also find some try to somewhat Define what's a reasonable amount of time okay so any IDE you board it says you know the supervisor does not respond within a reasonable time well that might be different from me to you it is absolutely it is I mean I say like 4 hours I might think it's a week though you know what I'm saying like I wouldn't say how long do it's gonna depend on the nature of the would do 72 hours 72 hourss is that agreeable
032to everybody that first contct promise you over deliver I hope would be the the concern I would have going to paragraph three uh that last the last statement or failing to make a report required by this policy if it could also spell out what what violations uh mandate an immediate reporting of it upon you know in my profession you know there are three things that by law must be reported uh but with this it says um you know or failing to make a report required by this policy but what are the reports or what are the policies and what requires an immediate report in of it once you gain knowledge of it that way we don't leave oursel open for interpretation but I mean if we have specific policies that exist uh that may be
033related to state or federal law something like that if it could be spelled out in here for our protection it it to me it would be the it would be the very first line of paragraph two federal or indana the law board policy or administrative guidelines I think it's referring to or yeah but I think that I see is that needs to be sped out like it should end after right you're subject to displ action blah blah blah making a false report under this policy period and then failing to make their required by this policy that's how I read so so my concern I'm just gonna throw this one out pie in the sky and make it up but you know we've got a policy says no CH gum you know uh in class all
034right and there's a and we've got a policy on that but if I find out that well she's been chewing gum in class in violation this policy am I required to report that I I just wanted to see Are there specific ones that required to be immediately reported well I know like CPS right is is an example um but boy I would I would hate to for myself I'd Rather somebody else make that call I would hate to list them and then miss one um that would be that'd be pretty tough to do that's that's going to be such a broad that's going to be such a broad I might be able to get you some examples uh just in case you know it's not a biggie but I'm just thinking maybe it is Big
035you and you'll never know until we get to that point there's definitely difference between uh failing to make a report to CPS and failing to make a report that somebody was laked away yeah can we part of that or as teachers and staff is that something you guys go over also right there's you could we do go over this but but the other thing is that you can follow is if if I fail to make a report for CPS and uh then I that's I understand and offic Stevens you can uh correct me if I'm wrong you can that is that is against the law you can be arrested for that mhm and so if you're arrested for that then you're going to lose your you're going to be terminated anyway because you can't break
036the law so I mean it's it's kind of covered anyway a lot of those things so you could kind of take that out and still be good there's things that people probably don't you know that they should be reporting because they don't won feed that we let them know what they have to I mean we let them know they have to report to CPS that is mandatory training and we watch a video on it and then we have policy on that we make sure they to okay but within this I think you have you have for employees providing them with examples as to what is required report what and I think that's to to member Stevens Respec if you can provide some examples maybe some of the things that you all as you mention use
037um we can we can take a look but yes I think to provide Clarity I think it's is the the goal yes because yes that that broad P pain rush and again I know it's some at times U and I think it was mentioned um I think Mr M just mentioned it uh sometimes there's a challenge in in maybe missing something list however at the same time encouraging or at least providing some some assurance that folks may be on the right thought if they think ah you know what should I should I not you want them to have at least a list of ideas especially if maybe they have t and nothing happened like having this yeah if I had something this would back me up if it was like get some examples and you
038know you point directly to it you know another way that that line item about failing to make a important part might also be interpreted as I go to my direct super visor with the complaint and my direct supervisor doesn't do anything about it that's failing to report or to act on it so I would be careful reading that out because you want to have some type of consequences for not um responding to a complaint that's received yeah that goes back to the reasonable time too I mean you know if we set that reasonable time and that supervisor doesn't report it that's your door as the employee to walk through and take it to the next level or to the superintendent or or what have you that guard or that guard rail in place if the
039super I'm sorry yeah supervisor doesn't respond I think to remember Bran's point is it even as it reads there media supervisor not respond you find media supervisor or officer whose words or actions are in question the employee shall make the report yeah then and if again from the superintendent I think again goes to the board if I the um the party that emplo has challeng okay Officer Stevens can you provide me some examples I can and I'll um I'll have this reflect the other policies that um that are related thank you thank you Mr thank you m carart um sance pay just says they'll follow the administrative guidelines set by the superintendent that's 4415 um generally it's the muick days um that they've approved and that is upon retirement um and um not sure why
040somebody requested that we just look at this again Seance pay for for schools is a whole lot different than SE pay in the private sector um the given right yeah yeah so private sector I mean you might get couple weeks vacation we don't have that um so um it it's and I I believe the the Indiana statute um or the Indiana General Assembly has addressed this as well so you get paid out for the sick days and you don't get paid out all of them it's 70 days can you explain the six days for me real quick so if a new employee comes into dist Community Schools as a teacher how many six days do they get you get year you okay so uh teacher I believe they get 12 the first year they get
041personal days and then they get less from there after we all know you new teachers always get more sick because they are exposed to things they've never even thought of before and there's a lot of sickness and those are crew as and those are crew they safe personal days do get moved over to sick days if they don't use them if you come from another District you can uh you can bring those days with you so they transfer over at 100% um some school districts uh like if you like if I moved here from another school district and I had 15 sick days some school districts will give you three at a time you know they can only bring in three we take them all at once um go ahead and add those in um
042anybody hired after a certain date I'm not sure what that date is we don't have very many that were hired before that um it's 70 days you can acrew as many as you want um you get paid out your 70 days and it's a it's it's really embarrass it's for teachers $30 a day it's not very much at all um there's not a lot of incentive for people to save those sick days so use your six so are we we have a protocol thank you awesome exactly what I need so I mean so we have so okay so I'll I'll do some digging in on this just thinking about six days yeah heads up America you're gonna be like you know it's from you know going from you know the business side to the educational
043side you know it's one of these where it's a the dove factor it's a d factor for me it's let take care of our employes um previously you got paid out your days um at your daily rate 100% all your days um that's a lot uh that was that was a pretty heavy whole year you really oh yeah well so when I retired from here and I can't I won't get paid out my six days anymore when I retired from here I had 240 some sick days because I never missed and so I got paid out 70 of them at 21 so I got 21 $0000 before taxes for 30 years of coming to school sick because that's what you did to you should Abed your six give there were a day or two that
044I probably should have stayed home but but that's not what you do as a teacher I mean a lot of teachers don't do that because one it's it's harder to plan for when you're not there and then the entire time you're laying in bed miserable you're thinking about you know what's going to happen when I get there the next day let let me play devil's advocate here is there an incentive to say hey teachers please take your sick days because we want you to be healthy when you come into the school in the the sense of you know if you're bagging them right because you're afraid to not well it's a fine line to and I think and and I you know I know we're hot liked here and I don't want to offend anybody
045but I think it's a generational thing too a lot of but a lot of and and you know it's I'm an old guy and my dad and mom taught me to you know po it up yeah tough it up and uh it's different now and and so um we're probably seeing less of that now and and uh probably on the next board meeting you're going to see deductible days so once teachers run out of those sick and and personal days they start getting deductible days and they start losing pay for that um and and um some of those are are um some of those are and some of those are very and I don't want to say some of those are legit because they're all legitimate I mean people are if you get sick correct
046um we do have a sick Bank um that can be used but that's very specific like like if I if I had the flu or or let's say I had surgery and I'm out six weeks and I used all my sick days and I needed another week or two so I can apply to the sick Bank since it's a long-term illness then then I could get sick days from the sick bank and so I would be covered for that but then three weeks later all of a sudden I have the flu and I'm out one day well s b won't cover that because because they're very there's a def def definition of what qualifies to receive from s so let me and sorry just but do we have mental health days personal days personal days
047but mental health days those are part of your sick days or your or either way so that classifies sick days it's so we don't if some puts in for sick Bank sick Bank we don't ask them okay were you going to a doctor for a you know for yourself or we don't ask all those questions so itom all that yeah and then um and sick your sick days can be used to take family members to the doctor um you know we've got family members who's who's uh I.E their kid is in school they need to take it to the right or a spouse a spouse or or a parent has um you know has a has a an illness that they need help with that um you know so sick days can be used for
048that thank you for clarifying really Qui we can fill you in we that's the board we really started talking about administration too like using statement vacation and all of their days and taking that time started that this past year so good so any any issues sday I think it was a question that you had because you didn't at the time didn't know all right we we don't have to do anything with that then uh 44903 patient protection Affordable Care act um and that once again I believe uh was a was a reflection to um two other policies that that probably were the same here follow any and all ACA guidelines that pertain to benefit coverage and that's um and that's what we do and then it was uh wide different than other staff and it's
049not different than any other staff um the support staff is the thing administrative staff and Mr with Mr M was referring to the database that was created for the board to interject engage and post questions pertaining the policies and then from this SMY H the policies that come the question so they were it was a comparison of uh previous board policy the new for um okay that brings us to 32202 um supplemental payments for teachers um and what this is um this is so uh by Statute now um teachers in grades I can't remember great they are but teachers now and definitely um in grades K through six and I believe it might go through eight are required to have a reading endorsement the literacy endorsement and this allows us to um give them kind
050of a bonus pay for having that endorsement um that is beyond the contract contractual pay and Beyond the salary schedule and so this allows that the state um right now is um paying for people for teachers to go through that training so they get paid a stien for going through that training and then they also there's a an exam uh that they have to take and pass in order to get that endorsement and they're paying for that exam to state is paying for that exam so we've really um pushed for teachers to get that endorsement um it doesn't go into I think it's 2027 2026 I can't remember exactly um it's actually going to be a requirement to get their license so um I know Indiana un all the universities are now putting that as
051part of their curriculum it's 27 I think it's 27 I think it is too they're putting that as part of their curriculum so all graduates will have gone through that but um they're trying to catch up the the people who graduated some prior to so so why are we going with option two instead of option one um I think we can Define it but do we want to if it's going away in 2022 and does this mean if I have that Endor I get the I mean it seems like language I don't know why seems like you can do it now on the superintendent's discretion right and and really now that I'm looking at it it looks like option one could really allow the under the superintendent's discretion if there was another one that would
052pop up beyond the literacy endorsement it would allow them to do that too so I kind of agree with you I I see option one but I would want to make sure I don't know if that would be an administrative guideline where they spelled out like well the endorsements might pop up at any time we might not know what those endorsements are but we've typically done like math and science correct at the high school for supplemental pay no there's uh there's supplemental pay for AP positions that kind of thing hard to fill is a one time stifen okay so this would kind of be like that so I agree with you um Mr Weber that if you did option one that would kind of leave it up to thees open is if there's a person
053in this SCH that then they could use this outside what we kind of are in like they could issue any sort of supplemental thing or is something get really defined by those endorsements it's not me that leaves us open this put G us right yeah I just want to make sure supplemental p means something not any payment any extra money because it's but if it's going away in 2027 maybe but you don't want to leave it I mean in 2027 is when it's the requirement everybody will have to have it correct so if I were going to renew my license today and I'm an elementary teacher I would not have to have that reading into as a 20 I believe it's 2027 if I were to renew my license I would have to have that
054reading endorsement so that's that's the difference if I get it if I am currently receiving it and then 2027 rolls out do I now lose it that's that's where I want to know well that would be if everybody has to have it so now it's not as a board we're just we've just up the salary for everyone whatever that number is I it's no longer a tool to to incentivize them to get the if it's going away in 2027 then everybody I mean you're it's like well hey I got this pay BM now everybody's getting the pay BMB let's let's do some more homework gain some more insight bring back that okay those are great questions question uhuh um so is it that the board has to choose whether to adopt one two or three
055and then that will be the policy option one two or I mean that's what they're proposing Neola is but I guess I we could do anything we wantedly so the option three is the one that includes the teacher representative the teachers union in discussing suppl and that's the only one that does I assume that the law enough states that the board doesn't have to include the teachers union in this correct but it's an option that the board can choose I know that as a retired teacher there were strong feelings from teachers about supplemental pay that wasn't fair to everybody who was working just as hard as each other um I think there was a lot of feeling that teachers who did additional training should be reimbursed for that but also some concerns about large chunks
056of supplemental pay going even to positions that are hard to fill because then other people felt let behind just something to think about Insight thank you we'll work on that and bring it back to you so we'll bring it we won't bring it to the board we we bring it back that's through okay great that's all right okay 0144 board ethics um um they also um there's also administrative and staff ethics that um reflect the same uh policy and I know there's been quite a bit of discussion on this so yeah to me on this one and I'll just be part of you if we keep something like this it just seems like it's way too big and I would like to teir down board member ethics to really kind of be more of the
057what the bo member statement thing beliefs mission and vision like to kind of that's what I feel like the ethics is I mean yeah maybe Mission Vision board beliefs or you have a corporation ethics I mean maybe that's that's like a just another document that we that everyone Fosters this not board specific I mean I'm looking at the isba stuff refrain from transmitting personal identified images of students I mean I don't know but I've got probably 2,000 photos of students on Facebook right now on my John Weber photography side and I don't have it any yes was at boarding events and other events it was in the school even some of them I mean so I guess I've I'm not follow that one I mean there's several others that I'm like all right I'm not
058following this I'm not following that I mean if someone wants to get put the pencil of paper that's where like was looking at um the third section e referring all complaints to the proper administrative office and by this discussing them only at a regular meeting yeah failure of administrative solution while totally fine that's a and maybe there meeting guidelines like poor process guidelines that some of these might fall under maybe we should just start with the first one to figure out did we do that yeah look through each of these and decide is it here do it so thinking always in terms of Children First is that an ethic I think that's an ethic we all agree but it's not a policy no but let's just like let's I mean that would go in an
059Ethics right format but not in a policy but let's like like forget about poliy organiz we're going to say is ethics okay it's fair okay and then B under understanding the basic function of the board memb is policym and not administrative and by accepting responsibility of learning to discriminate intelligently between these two functions yeah like that e e i l just wrot me too E2 e P for policy right okay you want to take over here I'm not in charge of that that I'm not in Char of this meeting yeah uh see accepting the responsibility along with his her fellow board members of seeing that the maximum of facilities and resources is provided for the proper functioning of schools yeah I see that's say like overseeing overse responsibity just the seeing part it just makes
060like seem like we are like that we are I don't overseeing the max an isba overseeing yes okay yes D refusing to play politics in either the traditional partisan or any Petty sense I think yeah I think that just kind of suive though I mean get their feelings hurt by true whatever a climate trying to go bipartisan I like it in there but that could be like board beliefs too I mean play politics I mean like I remember at the governor's Lun and first thing I did was hit a RS and Barr playing politics think play play politics is like if there's a controversial issue that you would be like I'm identify with this political party therefore I'm only that's how I read that all right I mean I don't I I would scratch it
061first I would e so it's a question mark yeah I would Echo we'll put in the e but then we'll e representing at all times the entire School of community yeah only one I left actually accepting the responsibility of becoming well informed concerning it concerning the duties of board members and the proper function of public schools G recognizing responsibility as a state official to seek the Improvement of Education throughout the state okay second section um School Board member shall respect his C relationships with other members of the board by recognizing that Authority rests only with the board in official meetings and that the individual member has no legal status to bind the board outside of such meetings recognizing the Integrity of his her presid cessor and Associates and the mer of their work that one
062I mean that one just saying recognizing former board members is that what you guys read that I took it as like we don't disparage decision we don't okay previous that's okay I think it's it's understanding the history we l bar I mean like we're talking about the reconfiguration and the board why we have fifth grade out elementaries is the board made a conscious effort to put preschool and elementaries that was the tradeoff and so I think having some institutional knowledge of that well no matter what we go forward but but to realize there was a time where where that was a big decision and the board came to that decision and so I think it's due some respect or not talking bad about preious four decisions without not that it was right or wrong I
063you have different opinion but that that was the board's decision and that carries some weight and and so moving forward I think we we consider that yeah um let's see refusing to make statements or promises as to how she will vote on any matter which should properly come before the board as a whole um making decisions only after all the facts bearing on a question have been presented and discussed it made me laugh because like that's the intent but we don't always no if we've gotten all the facts but e with yeah um respecting the opinion of others and by graciously conforming to the principle of majority rule refusing to participate in IR regular meetings such as secret or Star Chamber meetings which are not official and which all members do not have the opportunity
064to attend yeah but I don't know what that means really nothing we only we only meet as seven or in this format conversations with groups of four people well more than three right yeah yeah so like that we talked a little bit last night after the meeting three of us no but I mean I think if I could if I could interject from my experience from my experience that I had I know they they really talk about this kind of thing at that new board member training and if you haven't attended that I really suggest that you do it's coming up in January and they they really kind of Define that and and really talk about that ethically um we watch some videos we did they you know they have examples of two board members
065that are engaging engaging in yeah so um so I think that that they did a good job of that that training of our Retreats actually yes 31 of our Retreats maybe year year and a we watch those same videos IED those videos we watch him during one of the Retreats actually he was in the boardroom that's right but is that an ethic I feel like that's a that would be a board guideline that's just what I'm gonna call that I would just take out the such a secret or Star Chamber I would just say refusing to participate in regular meetings which are not official and which all members don't have I mean okay to me that just sounds like they exist right I think it gives the impression but I think to I mean I
066think we should have parking lot chats so okay as r g attempting to fairly appraise both the present and future educational needs of the community I mean these are yeah but do you put do you write that may we both is that a guideline I think you can do we put g g because that one's so subjective I mean it's just attempting to fairly I mean it's so vague right yeah I put I the G and a board member shall maintain desirable relations with the superintendent of school and his her staff by driving to procure when the vacancy exists the best professional leader available head administrative post a g it's a g I think so uh giving the superintendent does that say what does that say I stretched it admin I stretch out full administrative
067Authority for properly discharging his her Prof duties and also by holding him responsible first accept I the full is a little stronger yeah is that is that a g though anyway yeah I think so um acting only upon the recommendation of the superintendent matters of employment or dismissal of school Personnel that's a g um having the superintendent present at all me present at all meetings of the board except when his her contract and salary or under consideration um referring all complaints to the proper administrative office and by discussing them only at regular meeting at a regular meeting after failure of administrative solution um that's a g but also that is can you just cross out everything a after an just have it referring all complaints to the proper Administrative Office is that just not good
068enough I think that's good you covered the other in previous statements yeah it reads weird yeah it does well I that opens up and you can't talk about we're not supposed to talk about Personnel right and so let's say have a complaint about a you know but we want to follow the proper I mean we we communicate through Curtis I mean so so I like you know me I like to S you know little tidbits all the time like toilets and light PS we appreciate that you do but I mean he can do with while he will but just just pass it along y all right a g g um striving to provide adequate safeguards around the superintendent and other staff members to the end that they can live happily and com comfortably in the
069community and discharge their educational functions on a thoroughly professional basis this statement really bothers me I don't know if it needs Rewritten like I think I was like what our safegard like I don't know what to me it's like means or creating policy but like I mean why would it be why would you call the superintendent I mean I know he's our only employee but I mean it seems like or yeah it says other Stu says other stuff like we control that I would exit they don't they can live happily and comfortably sounds like I'm reading a fairy tale book what J yes say cross I think I think we also have the opportunity with all of these to go back and POS questions the as to what the rationale was and in C but
070at the same time were these uh particular ethics uh already embeded within our I believe so prior to Neola been around for a while I can look I guess going back to what you all mentioned before I'm curious to know why some of your predecessors in the same role felt that was important to to include if it was well we just we just talked about we can't just judge them right we can't dispar dispar abs what I'm referencing is I could offer Insight but yeah I'm curious to the rationale as to why they I don't think this probably has been looked at since they I was I think we're just digging into it more maybe know so I think it may or may not have existed and no one knew so I think it should
071more like striving to provide adequate safeguards around the district period what does that mean I don't know okay I think we just take it out or do we take it out I don't think it adds any value well Dr what do you think I mean this affects you you're listed in this I think gave but particularly he his role is mentioned there's another Bo toy about our duties so that might be address in our duty board member duties is that it's called goad sorry no no you're good I I think that um again in in in looking past even I this role but anyone in this role any type of assurance of support from uh one's employers and and support from the board while striving to do one's very best in keeping the corporation's best
072interest start um allows me or anyone in this role to have the confidence to to to strive to lead effectively I think that and again I'm curious to know and I think Mr we brings up a great point I'm curious to know what their intent walls when it references live happily and comfortably yes there is some some Fable to that it wasn't in the last staff ethics that the prev previous good okay so to know why they but no any all safeguards and or protections that a board can provide Ro and you've done it major and and you've done it by by um promoting um 260 employees to take their vacation days to spend time with families I mean that was the whole purpose of that push to well and and and and just the
073day-to-day uh operational side of things and the decisions that this role has to arrive at uh it's major and knowing that U that the board is is there especially if if uh if there are other entities or other factors that they feed but even the I mean it says live comfortably I mean and I know we can't that's not a requirement of your job but you don't live in the community and it says we're supposed to make you happily and comfortably in the community I me I just don't see the value of the whole sentence yeah I I mean we we support you through we just given you a generous contract with the generous extension I mean that our actions speak and if that's not good and and if we deny do that you wanted
074to do different direction then that speak to have a a statement that's not going to have really any impact on those on your valuations on contract your compensation how you I mean I I mean if we say something like we value the superintendent wellbeing that simplifies it yeah but when you say happily and comfortably it just seems yeah yeah of course I want you to live happy and comfortably but at the same time though living in the community you kind of get yourself involved in the in in the day-to-day functions of our students our teachers our parents um at the same time though if one is not living in the community we we've got to make sure that we want to make sure that the well-being of the superintendent is we have a lot of
075Staff members that don't live in the community either true so my first thought was to take out to the end that they can live halfway and but then when that is taken out it pretty much reads B does that we're already already have getting super striving to provide adequate safeguards around the superintendent of the staff members so they can discharge their educational functions on a thoroughly professional basis but that's what B says about so and if I can mind if I can interject and then Retreat back to B you are referenced for administrative Authority I think a few months ago when we looked at this um I think what I the way in which I interpret that does not give me for or does not give this role full administrative Authority not to have the
076autonomy to to be like that of a king the way in which I interpreted it and I'm curious to know um from a legal standpoint it gives me autonomy to discharge my professional duties that the duties that are associated with this role not so much full moral rule but full authority to discharge the professional duties that you all have granted duties that only you all have granted to to discharge that's the which I'm interpreted again I could be wrong but um but I think that's and so by striking and or moving for um I don't think honestly I know I I'm not going to look at it and say well it's change the way in which I know but someone my predecessor or again I'm curious to know why they they included such such verbiage
077but to your point this and going back to F yes does but Mr brings a great point the wellbe I like the superintendent well I mean recognizing it we recognize that your job is important to students you Val that but at the same time I mean again a fairy tale ending to the end that they can I mean I just to me that's the given I mean I don't need to explain that yeah I I I want to explain their well-being because obviously there is and another staff members too how you define adequate safeguards sa guards yeah so we got we got Define saf guards right so I was just looking the board superintendent relationship it does sort of or we could potentially It's um you know at more of that to that but and
078Mr Weber brings a strong point I think the actions that the board the boards before you all have taken especially with with me in this Ro my team been very support I think it's values as to the support that you all you so maybe we just discuss that the next so or once we break these down and split them yeah um okay next one presenting personal criticisms of any employee directly to the superintendent is that a guideline uh next section uh a board member shall meet his her responsibilities to his her community by um attempting to appraise fairly both the present and future educational needs of the community oh yeah so that's um well there's the difference well yes the difference is on the previous page a school board member shall respect his or her
079relationships with other members of the board by this one while it's the same it's a board member shall meet his resp to is or her community not So Much by see the first one was relationships with other board members of the board this one is a board member shall me her responsibilities to her community which me same I feel like it probably goes more into Community than it does to other board members personally so take out that first H and add it to the okay so Le leave the one on page two but strike the one on page one I um regarding it as a major responsibility of the board to interpret the aims and the methods of the schools of the community e i put a g g g sorry yes regarding it as
080a major responsibility I think that's referring to you know meetings responsibilities of the community interpret the aims and the methods of the schools of the community my note says what question mark and so is that is that is that saying remaining objective Andor I think you all I think I've heard you all reference and I think this is one of the questions that we pose uh to those who are uh applying for one of the board vacancies if you are uh approached in the grocery store or um in public I think um in the aims and methods of the school I'm sorry I'm sorry not to interpret the aims and the methods of the school I know I'm sorry now I'm back to I know I think we just cross I mean we can I'm
081happy to cross that but I read it as this is the board's lead role so as represents of the community elected uh our role is we our community wants preschool we push for that our community wants SRO we push for that leadership positions in pushing kind of no right or wrong but let's theme program for instance I think in generally the board feels that that's important for our community and and so the board should be on the Leading Edge of administration this is what as the board we're bringing to our community wants and needs um that's where I kind of put that in but then I'm fine Crossing it out okay I mean I like that note need to be added but as representative with constituents you bring the constituents charges I mean we to
082do to me this reads understanding kind of understanding the school's needs but like interpret it's written so weirdly yes it's written I made a note on that one so I think we could just reward it or make a clear understanding yeah uh insisting that all School business transactions be an open ethical and above board basis my note is we try I think it's also weird to say insist because we can only just say just say all all School doors be open that says you're trying that's the expectation but is that our something we are necessarily charged with that all School business transaction I mean that's pretty I mean we're not supposed to be in the we how do we know over guideline yes all right we yeah oversee him so yeah uh vigorously seeking adequate
083financial support for the schools my note was how because we can't first of all we can't even we can solicit donations we can go talk we can not f physically money we can't I feel like St question um refusing to use his her position on a school board in any way whatsoever for personal game or personal Prestige I think that one I mean I don't know I think that one's necessary I think it's necessary I do think I think it's yeah I think it's a slippery slope um because I mean personal gain or personal Prestige it doesn't say monetary add monetary thank you should we say like in a monetary way or are we okay keeping it personal I personal gain could be mon I see this could be used monetarily I mean let's say
084I'm on REO board and now that we own that bride I I want to leverage my position here for REO that might not be appropriate it might and then what's the difference in if you add the monetary compartment so if you're on again another board from another area you use this to get what you want or if you're a supplier of of any material that um you're doing a renovation at the high school and my company is providing material for that renovation I should I should exclude myself from any discussion to me or vote on approving that to happen to me that that would be a a monetary gain that you would make by having that when Jeff was on the board we we bought a lot from his his uh supply house I mean
085couple thousand almost every month I think but he never abstained from the consent items do you should there be a should we put monetary even though a personal game could qualify as could we also looking at as non- monetarily and again from a personal standpoint if it is it I'm a school board member and my or my daughter in that Advance placement class or on the school board member basketball team oh yeah people be like sorry you can't discuss this but those are in the weeds we're not I mean I know but if we have once again I would I would be cautionary on listing specifics I encompasses everything that's where I go back to some of the things that Horton has uh has even during that new board member meeting I'm sorry new board
086m cademy that that we attended um they they yeah they're they're pretty I think one of the things they would say is is that if there's gray area it's always cult I mean if you put personal G I mean this is the English Mator here we put personal gain comma monetarily and or personal Prestige I mean we Encompass everything we we do it with this a comma but to me if we just leave it as is it covers everything monetary it covers anything Gain Is Gain Is should it be personal professional Serv person because it could be if you have I got a link saying that they had board positions available for me just yesterday seen that must be that they Pi up AI board in my LinkedIn profile what if it's professional gain or
087personal prestige there you go I like that professional gain or personal I think personal gain is I would okay but it's an e that's an e um refusing to discuss Personnel matters on any other confidential business of the board in his her home on the street or in her his her office I just said doesn't make sense because we could be on the phone I it's like our house is bugged refusing to discuss I mean we don't talk personnel with anyone but it immed should just say refusing to discuss Personnel matters outside of or any other confidential business I would say I yeah the kid that was uh he got kicked out the eighth grade trip and his dad's at my door I mean I'm going to listen to him and all I did was
088chain the command I mean and so but I'm thinking that would be a kind I mean a confidential business I would think to me this is saying you're not discussing that with someone else like oh oh sharing yeah it's kind of more sharing because I think we get stuff in the grocery store all the time and if it's just well maybe it wish should say sharing yes yes disc ref so we're gon to have discussions but what we do with those discussions is what's important Shar mean the right thing is to pass them on to Dr right yes refusing to share personel matters or any other confidential business of the board outside of a official meeting I feel like in home on the street like that's just weird it's weird so can we say outside
089just say stop at board period yeah okay I'm sorry a meeting at 10:30 I need to go through got sorry um winning the community's confidence that all this being done in the best interest of the children I we can't win I mean that's our toal right we want confidence like yeah we want to do don't think that necessary F was F was strength discuss streng discussing the last section Indiana School Board Association a board member shall maintain a safe and healthy environment for students by maintaining appropriate boundaries with students personal space and personal life so I don't even know if we need this SE okay maintaining appropriate I'm just gonna read through all them I mean it's difficult I mean appropriate boundaries is undefined so it means whatever you want it to mean right and
090wouldn't we fall under staff with this like does this need to be in the board member ethics because we are also staff and I think this is in the staff policy it's seems weird to like pull out the board do you know what I mean well I definitely understand you coming from I know that just yesterday U I said on the Boys and Girls Club Wayne County for direct and we actually just reviewed this same very verbiage and while we too to your point our sta they made it apparent and I think there there were some statute or there was some federal guidelines they had to to to put in motion so we we just had to do this and sign up and and cons I consent to so but no he just saying yes
091you you think it' be just understood that as a staff member adhere to these but I know that that particular board say the yeah or maybe this whole section is Just J and we just if we separate these out does anyone have a well I mean I still think the the photo stuff I mean I think the sporting events You could argue that were open to the public but like I did a day in the life of the high school Series where I Ray knew I was in the building and what I was doing is that enough to be uh approval of that then I mean I I don't know I don't know either because we also don't know what students parents have signed the release course yeah I mean there because I've seen a
092lot of like especially as Elementary they'll they'll block kids faces out a lot of photographs um and I think I was say you know obviously if some kid I think I've had to take one I think one kid requested this picture taken down and obviously I'll do that but do you post them I mean do you I used I haven't I haven't shot for a while but yeah I mean I got probably thousands of pictures of high school kids but I didn't know I think there's a difference between you personally posting them and you making those available to the high school to post or the the athletic department to post they are Avail yeah for every to me and and I I could be wrong but that's what I see as like you got the
093okay from right versus you're just out pictures I mean I mean like I say it seem a little I think those I think I think the section may be G it needs to be over here and yeah okay it's a g and not a e we could get clarification so I guess what about when we're at a sporting event our child's participating in we take a picture I don't have social media but say I had Facebook I post oh my son doing this that or the other and you're son's in that picture or whatever or somebody else's kid like I mean as a parent I usually try to block out other kids unless I you know know the families um so but that's just me as a parent I've seen my kid in other people's
094pictures and I'm like uh not not big deal as they get older but I've come across years later like baby pictures of my kids and some acquaintance with an acquaintance get fired up we can reach out to we can reach out to Mr whorton and ask him I think at at a public event there's no there's no expectation of privacy so I think you can take a picture and post whoever you want right it's just a problem when you're in the school at classroom um and the other policy 8330 Student Records maintaining the confidentiality of students in accordance with law um and I'm like we don't have access to those I don't think yeah we would ever request them I guess we probably it's kind of the same thing with Personnel files you guys just
095couldn't come in and say hen to see so personel file you can't that either that's really strange to me but it is odd that teachers can access anybody's record because I know there's been some they can access like like I've had teachers say oh I looked at such and such who's not in their class and it seems to have all their grades and everything and this has been years ago so maybe it's changed like why are you looking at my kid stuff class yeah I do know that's an ethic on their part yeah so it doesn't I mean so at the school the records are kept in filing cabinets and so as a teacher you was like electronically they're looking set up I don't know I mean again it it just was you like yeah
096this whole section I just it's kind of like right the superintendent is our employee maintaining the safe and healthy environment of the student is I just think we had Dr to elsewhere so I've gotta go so I think on this one we didn't communication person personel communication start next time um but I can kind of split these out the E and the G's and then so that last section you said move it to guideline move it to guideline we need to discuss okay like if it even belongs and it seems more Corporation Administration has administrative guidelines maybe we should have two board administrative gu like three that's so um I can put some and send it out to whoever isn't here and then don't know what's on the agenda for the 11th if we SP
097it out maybe we can always talk about because this is second reading one right second reading so then thir okay at least just get this one down or and then maybe once we split it out just a little clear on how we yeah so first of all just want to acknowledge the fact that I'm a member of the Coalition racial Equity Coalition and I we really appreciate the feedback that we received on the draft policy Equity policy that we brought forward um is very helpful and the Coalition wants to follow the recommendation from the board which is to look at the policies and see where definitions uh statements around equity and inclusion and things like that could be included into the policy so how do we go about integrating that information into this process you
098know because we have been actively looking that policies and determining where we have recommendations for changes so what's what's the process for that I know there we've identified policies that we thought accounted for the uh Equity inclusion uh in diversity group I would bring those to this group I mean let's pull those what there's three or four of them yeah let just bring them forward and and at the if not the next one yeah first the first quarter we have we start with those mr's point I think of those policies and I think that's one of the things the Coalition had alluded to when you all last presented um I think many of those policies Cent around non-discrimination excuse me trying to get over cold non-discriminatory practices but I think to Mr Weber's Point all
099what we have um and I think that was one of the things that was discussed during the Coalition war is trying to uh a couple of them existing policies and I think to M we's point we'll set those out then and bring those to next We R like we did today and you would be inance and could offer do you want us to forward the suggestions that we have to you want to make an appoint with me I mean would it be okay board made an appointment with me and she could come in we could we could uh kind of come up with some some ideas to bring to the next one that way they yeah they would have them available that would be great okay yeah so that that answers the questions that we
100had okay this this is a great process but if someone outside the board has suggestions about things to be included or removed you know how we do that so we work with State yeah car sure of you were I believe you were uh present a few years ago when we dur in our educational working group had brought the racial Equity coalition to the same base um to engage in conversation I'm not sure if you were a part of that yeah it was the first Mee we introduced the idea we introduced that's right that's right so kind of different yeah this is a little bit different than that but yeah engagement involvement I do so just for to we just did a board did implicit by his trainy and the admin did too do we have
101his slides uh that partner yeah uh I believe so and that partner also a few years ago prior to you coming on board had ALS provided uh we provided implicit bias training for the entire Corporation all Factory staff um even students to part implicit bias at mession that and so yeah we uh so we've extended that with Dr Parker who L it a few years ago the same coordinator just providing bias training for our cabinet as well as our our points that you made you know president David mentioned you know just his actual explanation of it and you know resetting our thoughts on it I think it was really helpful you know yeah you couldn't be there but it was like there's a couple points that hero made and it's sort of a just a
102like a reminder section of like when we talk about this we apply it to this it's great for increase in awar you want to set a date for the next one sure so we can either do uh the week of um December [Music] um I can do or we could do um yeah that's probably about the best strategic plan on the 17th you do the 19th 17 you do that Thursday the 19th I'm out the week before that so I won't I could do Thurs the 19th yeah that sounds good we won't be able to meet in here because they're having secretary training from 9:00 to 10:30 okay or we we can still Mee in here just be a different after that training so we met at maybe noon Miss pick yeah I need to
103do earlier secretary training to the front officer be the old we can be the old yes yes would it's harder with with patrons that visit our what about the 18th Wednesday the 18th joh Miss Miss El says she can move the secretary training to the front I I don't want to move them from this okay we can do we could do Wednesday it's the day after the principal principal meeting in the morning we could do Monday it's the day before guess princip meeting or we the 20th and we can do that Friday well Friday is but we're usually out before the coaching checked out my I took the week of Christmas off so that's gonna start um can we do Monday we do Monday what's that we do around 10 I can do Monday Monday
104at 10 yeah we have to U rearrange for cabet um oh I I bet you bet you could I bet what time would work better for you Dr uh we we just our standing c meeting is Mondays at uh at 10 um we we can rearrange it we we will resed it not a problem not a problem 10 o'clock Monday the 16th it works for everybody is perfect there it is it's not too much trouble for you to re we uh at that particular juncture we'll reset them and then uh Stacy let me know I would say the um Dei maybe that'll be January because the meeting in January if once you meet with M okay and then because I want to get through personal communication devices for sure and hopefully by so then maybe
105we can that might that might be the one we do that day yeah that's funny not saying I have confidence but it's that's a tough one it is a tough so we we'll plan for more but we'll put that on first perfect that's okay okay great appreciate you all safe Thanksgiving recess Happy Thanksgiving thank thank you ladies thank you there behind the car wash anytime it's fine you you like it probably so any January but if we meet ahead of time not so after our first games last weekend Brian and I were talking on the phone later that night and I mean we just did not look right out of sink and lot us attitude issues lack of focus but we'll come see you all here rder yes thatp I suest R yeah see see
106on press see yes sir yesing it all yeah I'm actually cooking turkey and then we might again coach draw ATT back the game I wish I had camera man but was last Thursday that that occurred coach then sent some correspondence