001into order at 4:31 and I'll um take a motion to adopt the agenda. >> I move to adopt the agenda as presented. >> I second. >> All in favor? >> I motion carries four to one four to zero. No one's here yet. We can do the pledge. >> I pledge algiance 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. So, do we have any public comments? >> Nope. >> Oh, okay. Imagine that. All right. Um, so we have action items. So we have two action items. Okay. So we're going to do uh 5.1 action items. Um, items for consideration, discussion, direction, and possible action. Um, discussion, consideration, approval, employee medical insurance and benefits plan for 2627.
002>> Yes. So this is uh pretty straightforward. Um the reason we're calling this meeting before the um April 8th meeting is is we have to let the other vendor know if we're not going to renew by April 1st. And so um we couldn't wait till the April 8th meeting because we would miss that deadline, right? >> Um we currently use Kyros. We went out with uh their renewal like we normally did or normally would do and they they came back with a 17.2% increase. A lot of it has to do quite frankly with just our usage utilization. And so we went out looking with uh Asbait as another possible vendor. Uh the two things that they came back with um is they came back with a a decrease uh a savings of uh roughly I'm
003going to just say $200,000 is 220, but by the time you get done playing around with a bunch of different parts, it's closer to 200. Um and so you you're seeing um and and the second part, excuse me, would be that they would hold uh no more than a 5% increase for the next two years. So as we look to see what we're going to do to move forward and as Mr. Hogan comes in, um the notion of of not having potentially a substantial increase over two more years after this year just gives a chance to to figure everything out. And so this really comes down to quite frankly more than anything else um a business decision. It's a swing of close to half a million dollars paying out 300 and some odd thousand versus
004saving 200,000. Um and so uh in terms of of the plans the um the plans between Asbait and Chyros are similar. Um and so there is a there is a way to to look and say their classic silver is the same as our 1200 which is what we present. There may be some differences, but generally speaking, it's the same plan. And so when you take a look at that, for the most part, uh our employees will see a decrease in the cost of of the plan. Um so if I had family coverage, I would see a slight decrease. Uh you know, percentage- wise, sometimes a percentage sounds bigger, but when you actually put it into mathematical numbers on a quarterly b I mean on a monthly basis to pay periods, it's not a significant amount.
005The one exception will be if I'm an employee. So we pay for employee. Um but then if they choose to buy up we give them two plans to buy up to. In that case they will see a slight increase. And when I say slight in the numbers you may have seen 17% but that's ends up being um $6 a month or something like that. So over two pay periods you're talking $3 a month. So so it sounds like oh my gosh 17% but the reality is when you throw it into a number. Now, the reason I said 200 versus a 222 that's in your agenda is you need to understand as we get the final numbers for life insurance and for medical and for excuse me for dental and for vision and all those numbers
006play out, it's it's not quite the same that that 222 represents um the cost of of the medical component. Um we would move forward with all of it. Um as we finalize it, we will communicate to our staff. Um there will be a district update coming out from me either Friday or Monday once we are feel comfortable that we have all the information. I think Christine you have a meeting on Friday with ASBAT um that we have all the correct information when are going to be the uh open enrollment and all those kind of things and then we'll share that with them and then we'll continue to share it throughout the next month month and a half. Um open enrollment everybody will require to go through it um and fill out because it's a new
007change. The big issue that may come up, I don't want to say big issue, the issue that will come up is we're right now on United Health, correct? No. Yeah. United Health and we will switch to Etna, Etnerbanner. Um, and so for some people, obviously, if you have a a particular condition and you have uh uh docs that are that are on one network and you have to go to another network, that can cause some, you know, some issues. So, no matter what we do, there's always going to be someone that might not get what they like out of it. But, uh, from a business perspective, um, I don't think there's another choice. And then that will, depending on what you guys do here in a few minutes, then that will domino what else we
008have to do with the budget as we come forward. Um, but but at a swing of 500,000 and a savings or and a cap of 5% for the next two years, I don't think there's any other choice, you know, to move forward with that. So I'd recommend uh the move as presented. >> I have a question. Anybody else? >> Yeah. >> Um so you had mentioned that there will be no more than a 5% increase. Um, is that for the total package similar to how there's an approximate 220 320 here or is that also because from my understanding um this looks to be really great for the majority of the of those individuals that will be utilizing it. Um, however, there's a small subset of individuals that they maybe don't have a spouse or they
009don't have dependence. And so for those individuals that are only receiving coverage for themselves, the price is going up. >> Is that no more than 5% increase also going to >> in the future >> affect them so that even though they're getting a substantial increase now? >> No. No, they're not getting substantial increase. I think that becomes critical. There's a there's an increase only. So the decrease is for what we pay for the employee. So let's take all the other plans meaning uh uh individual employee plus spouse employee plus children's employee plus families take them off the table. They're all for the most part getting a decrease. The employee themselves if they qualify for benefits are getting a decrease. They won't see that decrease because we're paying for it. So we will see the decrease
010if they choose to buy up. We have about 100 8400 maybe about 100 that choose to buy up. In that case, for that small group of people, we have about 330 roughly people that take insurance with us. For that 100 people, because they choose to buy up, they will see a slight increase. That again, 17%, but when you look at it number-wise, it's about $3 a pay period that they have to do it. Now, they may choose for any number of other reasons going on that then I'm not going to buy up this year. In that case, they won't have any impact to their paycheck. they may have a lesser plan but they won't have any impact to their uh piece. Now the 5% increase is just for medical. So when we look at vision
011and dental and some of that next year there could be a slightly bigger increase but the overall cost of of of vision and dental it relatively speaking is not that significant to begin with. So, you're not going to see the massive impact on the district budget or the personal budget uh even if there is an increase that's beyond 5% um uh for those. But for medical, that's where we'll see it. Um depending on uh I think somebody we were talking this morning um given everything that's happening with ACA, we may end up having more people come on board, not less. So, we'll just have to wait and see. >> Okay. Correct me if I'm wrong, but have we have ASB before? >> No. >> Yes. No. >> Yes. I think we had >> maybe it's
012before you. >> Okay. >> But wasn't as bait, right? No. Yeah, we did Smid for years and years. >> But is that be before you? Did we do ASB? >> No, you did Smid before me. We were in Smid because Carla was on. We were probably on Smid for close to 15 years. 20 years >> now. If this is passed now, um then are we looking at um not having to to balance the budget or to have the employees pay any part of their own? >> Right. Based on we're still wait the contracts for teachers are backed by the six. So >> there's there's still a lot of moving parts. I do not anticipate at this point in time >> that we'll have to do that because of the swing of 500,000. We would not
013anticipate that anybody's gonna have to pay for anything, which is another reason why we would move forward with this. >> Okay, that makes me feel a little better. Okay, any other questions? >> Okay, well then if uh we have no questions, I will take a motion. >> I motion to approve Asbait employee medical insurance plan provider and benefits package for 2026 2027 as presented. >> I second. >> All in favor? >> I. Motion carries five to zero. Mr. Ray has now joined us. >> Stephen, were you able to log on or should I vote for you? >> We have >> Yeah, you're fast. >> I voted. >> Okay, >> Voted. Okay. All right. So, 5.2 discussion and consideration approval employee work calendar change. Administration is requesting approval to adjust teacher contract dates by one day
014earlier than currently reflected in approval of school calendar. Under this proposal, new teachers would report to July 16th, previously 17th, and returning teachers would Okay. And so what it really is, it's really on the back end because of normally what we would have is we would have um uh graduation one day and the teachers will come back the next day and close out shop because of the way the calendar falls in this particular year and the way this pay cycles are and the fact that that Penal County does a a Thursday to Wednesday pay period as opposed to Friday. uh if we do not move the calendar then all the district employees when they get their final uh contract will now get it a week at least a week later which puts it into the
015third week of June which creates some issues probably more issues for us than if we didn't. So the thought process is if we move you to the start of the school year you get an extra day to get ready and then the last day of school on graduation is also the last day you have to check out. Now I've been in many districts that that's the way it is. your last day is on this day and so the expectation is you check out by the end of the day. We haven't done it here which is fine. There's a very good chance based on the calendar next couple years we'll go back to the other one. But for this one in order for for Julie and Sophia and everybody with contracts and for when people are
016going to be expecting the big check um it's going to push it into June a year from now. And so we thought it would be much easier just to say let's start everybody back one day earlier. They'll end one day earlier. They'll have the same 180 days. um there won't be any other changes to the calendar whatsoever. The act the reality is they'll get five days before school starts at the beginning and they'll just have to check out uh on the last day of school. Um and so that's why we're making the recommendation just make sure that they get that that the lumpsum payout. Um uh they don't have to wait uh another week before they get it because many of them rely on it for vacation and some other things in the summer. Um,
017I was wondering is this have you how does um how do the principles is this going to be especially graduation is this going to be a crunch for >> them to do checkout and graduation all on the same day? Is that going to be a >> my my guess is my guess is for for the first time and for some it might be I can just tell you as an example in PAC we did graduation last day of school Friday before Memorial Day. So we did this every single time. I will tell you those teachers that want to be gone 3 days before the end of school will be done by 12:04. Those people that um will be late to their own funeral type thing will probably be done until the week after because that's
018just their nature and I don't think it's a big deal. It will be a little bit of a difference. I know Craig uh in in the room is talking to me about what do we do about handing back if someone's leaving us um uh their computers and stuff like that. So, it's not going to be like there's no hiccups. But I think it's something we can work through and in worst case scenario. So, you have to come back on Tuesday to finish something up because you got busy. Um I would say for again 90% 95% of the people if they had to do that it's not like everybody bolts and doesn't is gone for for uh spring or summer vacation by that time. So there will be a little bit of of concern but I
019think if we talk to people from the beginning or remind people that they can plan accordingly >> and this is for next year. >> This for next year. So, so the contracts that would go out would change the date >> by by one day and then the school calendar that's on the website. It doesn't affect kids in any way, shape or form, but we have employee information on that calendar too. We would then change that to reflect the new date and it's just like I say, they start one extra day in July and they end one extra graduation and the last day for teachers is the 27th. Is that right? Is that what we're looking at? >> No, we're looking at the 26th would be graduation and the 26th would be the last day for
020teachers. >> So, which calendar am I looking at? 26. >> Right now, it shows that. That's why we have to make this the calendar we have right now shows it that way. This agenda item. If you approve it, we will then change those calendarers and upload the calendar with the new with the new stuff on it. >> Did you see the second one? >> And honestly, I mean, we would come back late from graduation. You know what I mean? like we would celebrate and then we would usually not come on time the next day anyways and then stay here a couple hours and check out. So, it's I don't think it's that big of a deal. Like you said, I I think that people would kind of be nice to wrap it up and be
021done >> as a possible solution for those that may not love it and want it to stay the same way. Would it be feasible or a potential option to entertain that instead of starting the school year one day early, you start it two days early? That way you still have the last day on the 25th and then the 26th is just graduation like it always has been. >> Now the last day is actually the day after graduation teachers. >> Okay. So if >> so if you went two days then then >> would that help it or >> No, I think it' make it'd be more confusing if you personally Yeah, I think it'd be more confusing. I'm just trying to look at it, but it goes back to Shel's point. If there are >> for
022some people, >> right, but they don't mind it for those that do, >> you know, and I I think the issue that we have is is this this group of people are going to be upset because we're uh we're not ending the day after graduation, but that group of people are going to be upset because now I don't get my lump paycheck until the third week of June instead of the second week of June. This group, I mean, so it doesn't matter what we do, there's going to be a group of people that that it's not what they're used to. I think this makes less work if I'm correct, Julie, for you and the business department and because of the way that works, but it also allows the employees to get the check when they're
023used to getting the check. And I think there'll be more of them that want the check on the day that they're used to getting the check than will be concerned about the fact that I have to get together and and close it out. Now, the other good thing is on a Wednesday, it's a Wednesday of graduation. So, theoretically, I can come back Thursday morning even though I'm not getting paid. If I need to come back to finish my room or to hand in my keys or whatever, I can do that. It's not like I got to wait till next week. I can easily do it Thursday or Friday and get it done. So, that's why we thought this was the best solution. >> I think it's mostly a crunch for probably the high school than
024>> any more than likely the high school, >> Right. >> And I guarantee you that people are ready to go. At that point, I mean, they're they're either ready, like you said, they're either ready or they're not. And those who are not, they'll come back the next two days and box up and do whatever they need to do. >> Our administration has to be there anyway. Correct. >> Yeah. Yes. Administration's there. The district office is open. So, it's irrelevant to all of that. >> All the administration, >> right? Yeah. All administration. >> Okay. >> Oh, I opened up the attachment now. The whole >> Okay. Do you guys have any other questions on this? Any comments, concerns? No, you guys are fairly quiet over there. All right, then I'll take a motion. >> I move
025to approve the changes to the 2026 27 work calendar as presented. >> I second. >> All in favor? >> I I motion carries five to zero. Um all right. Any future um agenda items, requests? >> I have one. Um, I would like to request a future agenda item consistent with our responsibilities under ARS15-341 and 15-721 for a presentation on reading in the classroom, specifically the use of novels in curriculum. I am requesting an overview of already approved and already district-owned novels, how they've been selected, and a snapshot of how many classrooms are currently using them. If they are not using them, why the engagement we saw during ReadAcross America reminds us that when students connect with reading, great things happen. >> Said, please send me that. So, I I can't write fast enough. So, send
026it to me. Any others? Okay. I will make a motion to adjurnn at 450. >> I second. >> All in favor? >> I I motion carries five to zero.