Reg. Board Meeting - June 17, 2026

0011 2 3 4. Okay. We have a quorum? >> Yes. Yes. >> Okay, good evening board members, Dr. Cruz, and district staff. The time is 6:03 p.m. On this, the 17th day of June 2026, and I call this regular meeting of the United Independent School District Board of Trustees to order. May the trustees please announce their presence for the record? And I guess we can start on my right. >> Daniela Martinez, present. >> Michelle Molina, present. >> Ricardo Gonzalez, present. >> And Alyssa Flores Olivedos, present. Let the record show that a quorum of board members is present, that this meeting has been duly called, and that notice of this meeting has been posted in accordance with the Texas Open Meetings Act. >> Yes, and if I can just state for the record, uh Ms. Olivedos,

002uh two two things. One is uh Trustee Montemayor did ask to note for the record that he is out of town at a court appearance, so he was unable to attend. And secondly, the uh location of this meeting was changed due to an emergency, as allowed by the Texas Government Code, uh Chapter 551. Uh the emergency being uh the board being physically unable to meet at the SAC due to a catastrophe, being the plane crash that happened on Loop 20, which is the primary means of egress and and ingress into the uh to the SAC. So, that caused the emergency, and an emergency notice did go out of the change in location well in advance of the 1-hour required under the law. So, that's the reason that the board is meeting uh in in this

003building today. >> All right, thank you for that. And if we can all please stand for the Pledge of Allegiance and the and honor the Texas flag. I pledge >> allegiance 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. Honor the Texas flag, I pledge allegiance to thee, Texas, one state under God, one and indivisible. >> Okay, agenda item three, we will Do we have to officially table that? >> No, there will be no recognitions uh this evening. >> Okay. Moving on to agenda item four, public comments. >> Uh yes, uh members of the board, we have uh approximately 12 public comments uh and we'll start with uh the order they were received, I believe is

004Wildalyssa and he's speaking on item 7A, stipend cuts and health insurance increases. And just a reminder to all public speakers, you will have uh 3 minutes and I'll go ahead and keep time. >> Okay. >> Good evening, ladies and gentlemen of the board. >> Good evening. >> Dr. Cruz. For the record, my name is Wildalyssa president of TSTA. Last week a motion was made to table employee compensation package in the new year. I hope this past week the board reflected on the plight of the UISD worker and heard those comments, those made by the comments. The teacher's supplemental is not a substitute for stipends and the main reason is because not all teachers receive it. The district cannot use that rationale to cut stipends from workers who continue to serve the children of UISD because

005it is not equitable. The sale of properties that I mentioned last week needs to be considered before a compensation package is passed. >> Oh, okay. >> Programs and vendors that are not needed should be done away with before the beginning of the fiscal year. Administrative vacancies that have been filled with other administrators must not be interchanged in their place in order to save money. Consolidation of departments such as tax office should be thoroughly investigated and relocated to the now closed campuses so the properties where the those offices are currently located can be placed for sale to relieve the shortfall. The district cannot expect the workers to cover the shortfall without exploring other measures that can be used to prevent financial loss. Health insurance premiums are also being raised and benefits are being cut. How can

006anyone expect an employee to absorb medical costs such as those and still have their premiums raised? Workers do not make that much money to absorb these costs. So, I ask the board to utilize fund balance money to fund this year's budget. It is in the board's hands whether or not employees will be able to make ends meet this upcoming academic year. Thank you for your time. >> Thank you. The next speaker is Alejandra Leitner. She's speaking on item 7A compensation plan. >> Good evening, board members, Dr. Cruz, colleagues, and members of the audience. I am Alejandra Leitner, executive vice president of Laredo United TSTA, fighting on behalf of our members who are timid to speak before you. This is our daily dose of reality. Kitchen staff cook, clean, and sanitize in order to provide properly

007prepared meals for our students. Bus drivers must safeguard their riders, clean their buses, and take on a second route. Custodians have to do traffic duty, clean entire campuses, and help faculty and staff with moving furniture, heavy furniture. Secretaries, bookkeepers, clerks, teacher aids, attendance officers, and many more are all overworked, understaffed, and underpaid. Counselors have to counsel, schedule classes, become parents at times, and even referee in conflict resolutions. Librarians must teach, take inventory of books and equipment, and sometimes repair equipment. Coaches have to train mornings and afternoons, teach, do laundry, and sacrifice time away from family so that we can reach a victorious season. Teachers have to pull morning duty, teach, make phone calls, attend department and district PLCs, go to faculty meetings, write discipline referrals or sped evaluations, grade papers, enter grades, plan lessons, adapt

008lessons, run copies, purchase supplies out of pocket, disaggregate data using Iris, DMac, SameGoal, Skyward, EdSpire, SureScore, and Local Pulse. Now, they must also chase a fool's gold called teacher incentive allotment and hopefully earn more. An incentive payable a year later. Maybe. Hopefully. Certainly. Surely not. The gas station has scary prices. The grocer does not wait for the 25th of the month to get paid. The utilities department, the medical bills, the mortgage company, and the landlord are all unsympathetic to the financial hardships lurking around the corner. But your employees get up early to face another day in a dollar less because it costs money to live or die. The employees' spirits break into tiny pieces and wonder, "When is this nightmare going to end?" The uncertainty with salaries, stipends, and other cuts weighs heavily on the

009mental stress of the employees who do not make enough and live paycheck to paycheck. Soon, we face less pay, more work, and begin another year once again with a caustic phrase, "Be grateful you have a job." For the past 25 years, I have listened to the woes of my fellow co-workers. When someone out there decides to run for a school board position, they often claim to understand our world because their parent was an educator or because they come from a long line of educators. Today, I proclaim to you that no one out there fully understands these jobs or what it takes to be in those buildings as any of these workers do. You wouldn't last a semester in our shoes. Thank you. >> Uh the next speaker is uh, Santos Antonio Garcia uh, and he's

010speaking on item uh, 7A compensation plan. >> Oh, for the record, if I could just announce the board members present. >> Gilberto Garcia present. >> Good evening board members, Dr. Cruz, colleagues and parents. For the record, I am Santos Antonio Garcia, regional vice president of Laredo United TSTA, a UISD and LISD taxpayer, a teacher going on my 28th year with UISD, where I have invested my entire education career. I am also the proud parent of a John B. Alexander graduate now working in Washington, D.C., and two amazing twins who who are entering their senior year also at Alexander. As I approach the sunset of my career uh, 1 year from now, I can't help but reflect on how far away public education has gone from its original noble mission. Teachers have brought reading and writing,

011music and art, science and mathematics to children throughout our land, and we forged generations that reach for the stars and went beyond. What happened? Why have we No, why have you forgotten the very people who made all those dreams possible for so many who were once denied those opportunities? We have always achieved public education as a partnership with teachers and staff in the trenches and administrators and board members as expected good stewards of our financial and educational resources. We have a responsibility to protect our teaching profession for everyone as others fought for ours. You are rendering the old adage another day, another dollar absolutely untrue and worthy of tears. You are helping to destroy public education little by little by systematically breaking the spirit and will of our glorious teachers and our administrative and support

012staff. The corrupt and destructive policies of our state legislators in Austin and the mismanagement and excesses that have been spoken of in hushed tones all over United ISD and the entire city have reached unprecedented and unsustainable levels because they are now attacking our very way of life and our families economic and physical well-being. The members of the UISD board and the administrative staff say these salary cuts are not personal. I stand before you and say to you and to the citizens of the Laredo ISD unequivocally that these decisions you are about to make are extremely personal to every teacher, custodian, nurse, bus driver, paraprofessional, secretary, and other educational support staff. And let us not forget how personal it is to the most special members of our community, our students and the parents. How can it

013not be personal? Every person who works loyally for UISD has a very personal story to tell in and out of the workplace. I respectfully ask, we ask that you consider the personal nature of of your decisions and arrive at a solution that respects each of our personal stories and needs and that you support a work environment that allows families to work free of the uncertainty of financial suffering. To do otherwise means that you deny our stories, our very humanity, and our true value as partners in the group in the great hope that public education has always provided. Do not forget to stand with us and make the logo we are united really true and have meaning. Thank you. >> Thank you. >> And the next speaker is Michael Carillo and he's speaking on proposed compensation

014plan. >> Good evening board president, this is a check. Good evening board president, members of the board, Dr. Cruz and district leadership. My name is Michael Carillo and I'm a UISD taxpayer, teacher and parent. I'm here tonight to speak against any compensation plan that ultimately reduces teacher take home pay. That is a pay cut, especially if they are being asked to do the same work, serve the same students and carry the same responsibilities. The priority stipend should not be treated like a bonus. It compensates employees for serving campuses, assignments and student populations with greater needs. It is tied to the work, the responsibility and the students being served. So, before even thinking about removing the compensation, the district should consider asking a few simple questions. Did the need go away? Did the workload decrease? Did

015the pressure on the teachers decrease? Will insurances get cheaper and will expectations get lowered? For the teacher side, the answer is no. Some teachers are already working second jobs and some are including working uh resorting to DoorDash after teacher after teaching and coaching extracurricular activities all day long. That is not sustainable. In some cases, there are families in the district with two educators working at priority campuses. For some of these households, the proposal can mean more than $5,500 less in take home income next year. This can be anywhere between a 5 to 7% uh reduction take home pay for each employee. So, when teacher households are squeezed, our students will feel it, too. How am I supposed to look one of my students in the eye next time they ask me to support their fundraiser

016and tell them no because the district reduced the income that once allowed me to say yes. I understand the difficulty and the heaviness of the decision. You are being placed in an impossible position. All the while the state of Texas asked us teachers to remember our why. Well, maybe it's time we ask our state legislators to remember their why. They are public servants too, holding our taxpayer funded rainy day fund hostage while our districts are being asked to make impossible decisions. Well, look around Texas, it's pouring. In my 21 years with the United ISD, I have seen years where raises were approved for all UISD employees and years where no raises were given at all. Those decisions were never easy, but there was a principle behind that decision that made it understandable. Either every United

017ISD employee moves forward together or not at all. Hard, but fair. This proposal feels different. Employees aren't being told to not expect a raise. This is a year where some employees may actually have to move backwards. Let's remember that principle that united we all move together or not at all. If some employees are being asked to make a 5 to 7% sacrifice, then we should ask every single employee in the district for that same sacrifice. Fairness cannot mean one group of of employees moves backwards while others are protected from the impact. It cannot be called a shared sacrifice if the sacrifice isn't shared. So, I respectfully ask the board to vote no on any compensation plan that reduces overall teacher take home pay. Thank you. >> Thank you, Mr. >> The next speaker is Letty

018Juarez and she's speaking on compensation plan. >> Good evening. For the For the record, my name is Letty Juarez. On one hand, campus employees are asking this board not to approve reduction in stipends or extra duty pay. On the other hand, the district needs to come up with 10.5 in permanent cost savings. I have provided each of you with a copy of the April 9 cost saving measures worksheets. If you eliminate the stipend extra duty pay and contract day dollar savings from the worksheet label one, the revised amount is now 10.2 and all you need is 10.5. If you also have a worksheet labeled number two, which has a 3.5 in savings. So, why are we still discussing reductions to employee compensation through stipends, extra duty pay, and contract days reductions? The district has additional

019savings to cover these costs. Employees should not be asked to sacrifice their take-home pay while there are still unanswered questions regarding millions of dollars in projected savings. The public deserves an explanation as to why are these 3.5 3.5 million savings not expected to materialize? And the voluntary incentive, there is a 5.8 projection million projection. Based on my calculations, the district expects to hire back around 60% of the original salaries. Why not hire back only 50%? Has any of the board members questioned this? We would have more savings. The district is facing a very serious financial situation. I have emailed each of you my analysis of the district's fund balance and the outlook is very concerning. Time is not our friend. I strongly encourage all board members to devote more attention to understanding the district's financial

020condition. During board meetings, discussions regarding finances are often brief and critical questions about uh budget deficits, declining fund balances, and long-term financial pro uh projections are are are not being fully explored or not even being asked at all. Reducing employee compensation through stipend reductions, contract days, and other cuts will not solve the district's underlying financial challenges. One of the board's most important responsibilities is to ask difficult questions, challenge assumptions, ask for the backup, demand transparency, require accountability, and ensure that corrective action is taken before a financial problem becomes a financial crisis. I'll leave you with this. Leadership is not measured by recognizing a problem after it becomes a crisis. Leadership is measured by having the courage to address problems before the crisis occurs. What type of leader will you choose to become? Thank you. >>

021The next speaker is Genesis Espinoza. She's speaking on compensation plan. >> Good evening, board. Before I start, I want to recognize what you have here in your agenda. OBJ Bill Bill Gates Scholarship recipients, United South High School girls golf state qualifier overall third place, and United South High School baseball by district area champs and regional semi-finals. Who do you think got them there? The teachers. Who else? The coaches. And I thank them for that. I am here tonight to speak directly to the proposal to eliminate the stipends of our teachers and coaches, a decision that will heavily impact their retention and ultimately our students. Mr. Canales publicly stated that because Laredo has grown, the Southside is now considered central. While geographically circles on a map may shift, the lived reality of our classroom does not.

022Labeling the Southside as central completely ignores the stark our demographic differences between the South and the North. Our campuses in the South serve a significantly higher population of at-risk students, uh English language learners, and economically disadvantaged families. The academic, emotionally, and systematic demands placed on our teachers in these classrooms are unique and intense. I must respec- respectfully ask, when was the last time you walked into our south side classrooms and truly analyzed their demographics? Have you shadowed our educators to see the level of intervention required daily to ensure these students succeed? The stipend was never luxury. It was necessary a necessary tool to attack to attract and to keep experienced educators where they are needed the most. If the board proceeds with removing these stipends, you must recognize that you are now fundamentally changing the

023terms under which many of us agreed to commute across the city. The cost of fuel, vehicle wear and tear, and hours spent in traffic were offset by that stipend. Without it, the commute becomes a a financial deficit for our families. Therefore, if the stipend is taken away, UISD has a responsibility to protect its workforce. I am proposing that the board implement a policy granting immediate first priority for campuses transfers if you decide to vote yes. To any affected teachers wishing to move closer to to schools closer to their homes. If you cannot incentivize us financially to make the drive, you must accommodate us logistically so we can continue the district without financial hardships. Taking away the stipend without providing a safety net, like priority transfers, will trigger a mass fleet of experienced teachers from the

024south side directly harming our most vulnerable students demographic demographics. Please look past the changing maps. Look directly at the demographics of our classroom and protect both your teachers and your students. As well as you should go look in the MLC classrooms. Have any of you been in an MLC classroom in the south right lately? There's 30 kids and this this is why the teachers go because unless you want to hear the F you's all day, it takes a powerful teacher to be in special education. Thank you. >> Uh the next speaker is Dr. Teresa Johnson Hernandez and she's speaking on uh compensation. >> Good evening, president, trustee, superintendent, and members of the community. My name is Dr. Teresa Johnson Hernandez and I stand here before you tonight as a taxpayer a community member, a mother,

025grandmother and a small Christian business owner who has been more than 20 years managing organizations, balancing budgets making and making difficult financial decisions. I recognize that United ISD is facing significant challenges involving enrollment declines, financial constraints staffing concerns, and campus operations. These are not easy decisions and I appreciate the responsibility each of you carries in serving our students, educators, and families. As a business owner, I experienced firsthand the silent the challenges brought by COVID um 19 COVID-19. Like many organizations, we we faced uncertainties rising costs, and difficult financial realities. During that time, we learned that true lead leadership is not simply about cutting expenses. It is about making responsible responsible decisions while protecting the people who are most critical to the success of our organization. Beware your decisions before impacting your frontline employees. Leadership must

026first examine management structure, administrative costs, operational efficiency, and opportunities for consoli- for consolidation. I believe that the same principle should apply here. Before considering reduction to teacher salaries, stipends positions, or other direct education services, the direct the di- the district should thoroughly evaluate each other cost the cost-savings measures available. This includes reviewing central office staffing, administrative positions, consultant contracts, software subscriptions, travel expenses, vendor agreements, and other non- instr- um instructional costs. If enrollment is declining and campuses are being consolidated or closed, it is responsible to evaluate whether each administrative position remains necessary, whether departments can be streamlined or whether responsibilities can be combined without affecting our students' achievements. As someone who has managed many businesses throughout difficult economic periods, I understand that restructuring is sometimes necessary. However, when possible, leadership should first evaluate higher-level expenditures

027before placing additional burdens on the employees who interact directly with those we serve, especially our students. Do not forget why you sit where you sit. You sit there to serve us, not yourself. Thank you. >> Thank you. The next speaker is Maria del Carmen Garza. She's speaking on compensation and pay. >> Buenas tardes. Aqui. Para. Con. Pero. Mucha. Que. Voten. No. Reduccion. De los. De. Los. Esta. Decision. No. Los. Tambien. Afectaria. Directamente. Nuestros. Ninos. Del. Y Rio. En. Mi. Del. Muchos. De los. Maestros. Vienen. Desde. Ellos. Todos. Los. Para. Llegar. A nuestras. Escuelas. Y. Se. Reducen. Esos. Los. Muchos. Ya. No. Gran. Cubrir. Sus. Los. La. El. De. De. Sus. Las. Las. Y. Si. Los. Se. Van. Quienes. Van. A. Son. Nuestros. Hijos. Si. Necesitan. Reducir. Gastos. Haganlo. Pero. Empiecen. Primero. Con. Los. Los. Y.

028Por. Los. Mas. Altos. Revisen. Esos. Presupuestos. Antes. De. Quitar. El. Apoyo. A quienes. Estan. Todos. Los. Dias. En. El. Salon. De. Las. A nuestros. Ninos. Los. Maestros. Son. El. Pilar. De. Nuestras. Escuelas. Son. Como. Segundos. Padres. Para. Nuestros. Hijos. Ellos. Los. Educan. Los. Guian. Los. Motivan. Y. Creen. En. Los. Aun. Cuando. A veces. Nuestros. Propios. Ninos. Dudan. En. Si. Mismos. Nuestros. Maestros. Pasan. Mas. En las. Aulas. Que en Sus. Casas. Y. Sacrifican. El. Tiempo. Con. Sus. Familias. Muchas. Veces. Compran. Materiales. Con. Su. Propio. Dinero. Se. Quedan. Despues. De horario. Llegan. Temprano. Y. Hacen. Mucho. Mas. De lo. Que su. Contrato. Exige. Por. Eso. Reducir. Sus. Sus. Estipendios. No. Es. Solamente. Una. Decision. Financiera. Es. Un. Mensaje. Y. Ese. Mensaje. Seria. Que. Su. No. Se. Valora. Como. Se. Debe. Por. Estas. Razones. Les. Pido. Que. Voten.

029No. A la. Reduccion. De los. Estipendios. De los. Maestros. Tambien. Les. Que. No. Les. Quiten. Dias. De. Trabajo. A nuestros. Entrenadores. Con. Ser. Que. Y. Mas. Personal. Que. Mantiene. Nuestras. Escuelas. Funcionando. Todos. Ellos. Son. Parte. Esencial. Del. De la. Educacion. Y. Bienestar. De nuestros. Hijos. Quiero. Agradecer. A nuestras. Directoras. Asistentes. Y los. Los. Y entrenadores. De la. Kennedy. Zapata. Por. Poner. Siempre. Nuestros. Ninos. Primero. En. Su. Potencial. >> The next speaker is I I think it's Arisha Garasa. I'm going to apologize if I if I said that incorrectly. >> Hello, my name is Arisha Garasa and I attend Salvador Garcia Middle School moving up to 7th grade. Today I'm talking about your plans on reducing employee compensation. I am talking to everyone in this board with the exception of Ms. Martinez because I know she

030is so far the only person in this in this board that is 100% against this and I can tell she cares about every kid's future. So thank you so much, Ms. Martinez. Now, Ms. Molina, Ms. Oliveros, and Mr. Montemayor, which he didn't make it. I know this this is your last year in the board and if you're thinking of being reelected, help stand up for kids and teachers. You're thinking you're trying to take away days of work from staff, but that will affect kids such as me and teachers in so many ways. Teachers come from Laredo and leave their families just to teach us what we need to learn. Mr. Aguliar, you can help kids like me and so many more by providing more for our school programs. I am really depending on you, sir.

031Board of Trustees, if you reduce the stipends, teachers may not come to school and continue teaching us kids, affecting our futures. Thank you for your time. >> Thank you. >> The next speaker is uh Derek Garza. >> Hello. Hello, I'm a Hello and good evening. My name is Derek Garza and I am here today to ask not to reduce teacher salaries when you could take away the ones from the administrator because from the administrators cuz they could cuz they get paid more for for doing less. And then you want to take away from teachers who have to deal with us, the kids, and when they when we're like troublemakers. So, I ask you not to take away from the teachers. Thank you for your time. >> Thank you. >> The next speaker is Haley Garza.

032Also on uh compensation. >> Hi, I'm Haley Garza and I'm from Salvador Garcia and I ask that you please not take away teacher stipends. Thank you for your time. >> Thank you. >> And uh the last speaker is Priscilla Gonzalez, also on compensation. >> [clears throat] >> I'm going to try to say this not emotionally cuz those are my kids. Those are my students and it's ridiculous that they have to come all the way from Ed White Karrer Elementary School to speak to fight for their teachers. I'm so so proud of you. You did awesome. >> [snorts] >> Good evening Superintendent and members of the UAC board. I'm standing here tonight to speak on behalf of the heartbeat of this entire district. Our classroom teachers, we all know that balancing a budget is a monumental

033task, especially with the state funding challenges public education faces today. But a budget is more than just columns of numbers on a spreadsheet. It is a statement of our district values and right now the proposals on the on the table send a message that should alarm everyone who cares about the future of UAC. First, we are looking at a proposal to lower base teacher pay in an economy where the cost of living continues to climb. A pay cut isn't just a budget adjustment. It is a direct hit to a teacher's ability to provide for their own family. To compound that, we are looking at an increase in health insurance premiums. If you decrease If you decrease pay and increase health care costs, you are hitting our educators with a double penalty. You are asking that

034them to take less home while paying more just to stay healthy. Finally, we cannot afford to lower or eliminate stipends for teachers in our priority schools. Those stipends exist for a reason. Working in a priority school demands an extraordinary amount of emotional, physical, and professional energy. Those stipends are not bonuses. They are essential tools. If you cut them, you will see a mass departure of our most experienced educators from the very classrooms that need them the most. I don't believe any of the stipends should be taken away or lowered. As you may already know, teachers are always attacked on social media. Some believe teachers should get paid what they currently earn right now and that we are fine making minimum wage. The teachers have a ceiling that we have a limit and that's all we're

035ever going to be. That comment was made recently by a well-known celebrity in an interview just did it just didn't sit right with me because he's saying teachers are okay with what they earn and they don't strive for more. In reality, that's what a lot of people think and there's more where that came from. Now, imagine coming here and hearing your own district wants to start with their teachers and decrease their pay to fix a deficit that was not created by them. I'll let that sink in. We need to remember our teachers are the backbone of the district. We are the ones who make our schools function. Not only us, but our principals, office staff, nurses, teacher aids, our custodians, our cafeteria staff, our students. We must not forget that. Board members, if these cuts

036pass, USD will no longer be competitive. Our surrounding districts Our surrounding district will gladly welcome our talent. We will not just lose teachers, we will lose the institutional knowledge, the mentorship, and the stability that our students rely on. When the district cuts from its classrooms to to balance a budget, it is borrowing from its own future. The short-term The short-term short-term savings you might find on paper tonight will be paid for tomorrow in teacher vacancies, lower student in performance, and a direct morale that will take a decade to repair. I urge [snorts] you tonight to reject these cuts. Do not lower base pay. Do not raise insurance premiums and protect the stipends for our teachers. Stand with the people who stand with our children every single day. Thank you. >> There are no further public

037comments. >> Okay. Thank you. Moving on to agenda item five, informational item, superintendent report. >> Yes, so good evening uh members of the board and members of the audience. Uh my report highlights the conclusion of the 25-26 academic year and outlines key initiatives as we transition into the summer months. This academic year has been successful. Our students, faculty, and staff deserve immense credit for their dedication and hard work. We observed high levels of engagement, continued academic growth, and a vibrant learning environment throughout the school district. Our commitment to continuous learning remains strong as evidenced by the launch of our summer school programs. These programs are designed to provide targeted academic support, enrichment opportunities, skill development for students across various grade levels. We look forward to seeing our students continue to grow and prepare for the

038upcoming school year. We are highly encouraged by the preliminary results of our recent star assessments. While official results are still pending and undergoing final review, early indicators suggest positive trends across various subject areas and grade levels. As the district prepares for the future, it faces significant financial challenges, primarily driven by declining enrollment. This reduction directly impacts state funding and combined with rising operational costs has created a budgetary shortfall. To stabilize its financial position, the administration has implemented cost-saving measures. These efforts include district-wide initiatives and a pending board compensation plan yielding approximately 10.5 million, the consolidation of two campuses saving 4.5 million, and employee early incentive program providing 5.8 million dollars. Achieving these savings required difficult staff reduction of 227 positions, leaving a remaining deficit of approximately 7.3 million dollars. Moving forward, the district staff will

039continue to closely monitor the budget, tracking revenue and expenditures to identify further efficiencies. Through this ongoing fiscal oversight, staff will develop and present strategic recommendations to leadership and the board to close remaining gap to ensure the long-term financial stability. Finally, I sincerely thank the Board of Trustees for their unwavering support and guidance throughout this year. Your leadership is instrumental in our shared success. I also want to thank our dedicated administrators, teachers, support staff, parents, and community members for their efforts. As we move into the summer, we will continue to build upon our successes and prepare for an even more impactful 2026-2027 school year. I also want to thank and give a shout-out to all the individuals who relocated this board meeting. I want to thank our technology department, our ITV, our support services, operations, of

040course Alexandria High School administration, our police and security, and our and our SAC staff, and our fine arts department who made this event possible. So, thank you very much. >> All right. Thank you, Dr. Cruz. >> I just have one question, if I may. In the superintendent's legal and superintendent's report, I can ask a question, right? >> It's an informational item only. I would I would recommend that if there's a question tied to an agenda item that it wait for discussion of that agenda item. Otherwise, it's probably better not to not to ask a question just because the public's not on notice that the board's going to consider something on his report. >> No, it's just I couldn't hear clearly. I think the microphone's like >> Oh, some feedback? >> So, I just the 220

041you said of remaining 227 employees will still leave us at a Did you say the amount of the deficit? >> 17. No, seven. >> With Yes, with the Currently looking at 227 positions that have that will not be filled. We're currently looking at a remaining deficit of approximately $7.3 million. >> 7.3 >> million. And these are 227 removed, you said, right? >> These are what? >> Removed, you said? >> Yes, yes. They were not part of our budget going into the school year. >> Okay. Thank >> And I can I can hear you a lot better than I could earlier also, just FYI. I cuz I I couldn't really hear you that clearly earlier, but I can hear you now. Yeah. Can you all hear me okay? >> There's still an echo on this. I

042don't think I I think the audience has it, but there's >> Oh, got it. >> The audience can hear, but we can't. >> Yes, we can't. It sounds echoey. >> We cannot hear. >> We can't hear clearly. >> Okay, moving on to agenda item six, consent consent agenda. Um do I have a motion for approval? >> Motion to approve. >> I'd like to pull one for individual consideration. >> Do you want to move motion for I'm going to motion for approval? >> Second, and then we'll have discussion. Go ahead. >> Yeah, so just for uh letter H, revision to standardize dress code guidelines, because I did receive several questions on this. Um I don't know if anybody here is from that department. Oh, Mr. Garcia, I see. >> Yes, we will have Mr. Edmund Garcia

043who presented at our last week's board workshop. >> [clears throat] >> at the last board workshop. So, uh Good evening. The questions that I had were uh standardized dress code. Um again, children can go in with their spirit day shirts if they're able to purchase, correct? And now they'll be able to go in with their any any um type of shirt that's black, gray, blue, right? >> There's five Well, the proposal is to expand the colors from black, navy blue, and white to expand it to include baby blue and gray. >> And gray. Those were the two that were added. >> Yes, solid colors solid colors with or without collars. >> Okay, with or without collars. Is that's the the the change or that's always been? >> That's a change. >> That is a change.

044That is >> Okay, it's a change. >> That is a proposal for the shirts to either have collars or not. >> Okay, that's >> And uh we did want to include that the dresses for them to do have for them to have sleeves. >> Yeah, perfect. Okay, thank you. >> Yes. >> Okay, any other discussion? We have a motion and a second. All those in favor, please signify by saying I. >> I. >> Any opposed? None heard, motion passes. Moving on to Where am I? >> Eight. >> Agenda item seven. Um items for individual consideration. 7A, discussion and possible action to approve the proposed compensation plan for the 2026-2027 school year. >> Good evening, Ms. Flores, board members, Dr. Cruz, members of the audience. I'm going to go go ahead and do a recap of

045what we covered last week. >> Well, I >> Okay, so I have the first one. I think I have a clicker here. >> Before we start the discussion, I I just want to say that I I'm I'm feeling very uncomfortable having this agenda item and moving forward with it with the absence of two board members. I think this is a very important decision and in my personal opinion, it's a decision that needs to be made with a full board. >> I'll just have to say um to echo what Ms. Alicia Olivares said. Um I mean, you can go through the presentation as well, Mr. Gonzales, if the board decides to do that. But I also think um we cannot make the that decision in the last uh board workshop, I did request scenarios uh in

046regards to percentages, and I also did request a report to see how many teachers did receive TIA um or designated or received it and also received priority stipends, and the board has yet to see that. And I know that is one of the things that administration is proposing to to reduce. >> Thank you very much, ma'am. So, are you all asking to table the item or >> No, I mean Chris, you would >> So, >> I I would ask that as well. >> Let's give it a try. >> Because if that's what's going to happen, then if if if you can >> I want to hear the presentation though. >> You can give it a try. >> Okay, because if you can we're we're going to hear the presentation and then we table then there's

047no sense in hearing the presentation if we're going to table. >> we have to hear the presentation so the public can also see what's being >> No, no, I understand that perfectly and and and you still get a percent but what I'm saying is that if he does it if if we if we're not going to take a vote today, >> Yeah, there's no point in presenting. Yeah, I know, but I >> he's got the changes that board asked for. Do you have those recommendations from the that the board asked for last on Wednesday? >> We do have an update to some of the discussion that happened during board workshop. So, I think it may be best that we present our the the current scenarios and the current options that are before the board. >>

048Do we have a deadline? >> Yes, we do. Yes. >> And we have a day that we need to comply with so that we can legally give notice should any change happen to our employees. >> So, we do have a deadline. From the HR perspective, there is a there's some back leg work that we have to do. And as you know, we work Monday through Thursday, it's 10-hour days. We have to do a couple of things. First thing is that Miss Melissa Gomez, our compensation administrator, has to once we decide what we're going to do, has to change the if we're going to reduce days for certain individuals, she's going to have to then take care of that and create the calendars. We make adjustments across the board across the district. That's one issue. And

049then we also have to alert our our staff if there's any changes and there is a hard deadline for that and that's June 28th, 2019. >> it's 45 days before the first day of instruction, which I believe is June 28th, And it's well settled that for contract employees, the district must provide them notice if their pay is going to be reduced for the next contract year by that deadline. So, uh That would be the the July >> employees, it's quite a crunch to have to comply with those hard deadlines, correct? >> Yes, so for our July employees that come that have new contracts, we have to do all our legwork before that day. So, if we table it today, it would cause a delay and it would be kind of >> And and you've got

050the information necessary to move forward, correct? >> Pardon me, ma'am? >> You have the information necessary that's been requested to move forward, correct? >> We have the information that we can share. >> Dr. Cruz, you also said you have information that's been requested to move forward, correct? >> Yes, good during our discussion during the board workshops regarding certain categories of employees. Yes, that information is part of this this presentation. >> I I don't disagree that whenever we have these very important discussions and decisions that need to be made, they should be made with a full board. I don't disagree with that. However, we heard the comments from our parents, our teachers, the community, it causes an extra stress level to continue to table these items. If you're ready to go, I would like to go

051through the presentation, but I don't know about my colleagues. >> No, no, my colleague I was never going to I wasn't going to motion to table because I know there's a time crunch and I am out of town for a state conference next week, so I won't be here and your deadline is Wednesday of next week. I will not be here, but I would like the public to know that having two board members absent affects the outcome of the vote because we have a history of not being able to agree on certain things and so this shifts the number of votes required to pass the items. Am I correct? >> Correct, so there are five of you present, so you would need at least three. >> Three. >> So, >> [clears throat] >> as in

052[snorts] a regular full board, you need four votes to pass this. Now, you only need three. So, it affects the outcome significantly. That one vote is significant. And for that reason, it doesn't sit well with me ethically to do this. But, I'm being told there's no other option. And I So, for that reason, I wouldn't vote to table, but it's important that the public knows this absence of two board members significantly affects what will take place today. >> It does. It does. And if you want to um I know the presentation the only the only change was just the options, right? The three options uh towards the end. >> Yes, ma'am. >> Everything else is the same as is from last. So, I don't know if you want to just go over the >> what

053I was Perfect. I was going to say we can jump into the options so we can go over them. >> the three options. >> Just for clarification, uh I want to make sure that you all board members know we're not we're not changing base pay for any of our instructors or teachers. Base pay is not being altered. We're not touching that. What we are discussing is supplemental pay if that is a decision that you want to agree with. Okay? So, base pay, we're not changing. >> I think that was clarified last meeting, correct? >> I did hear >> That base pay is not on the table here. That was never discussed. That was social media misinformation that was being passed around. >> And I heard that this today in the public comments that were we're

054going to reduce their base pay, but we're not reducing base pay. We are uh looking at supplemental pay, which is beyond your teaching uh pay. These are the extra things that that take place. >> A- And just a legal word of caution on that, also board members, uh I know that there were some comments about uh health insurance premiums. That is not for consideration today under this compensation plan item. So, I would just urge caution as you discuss this item that to limit your discussion to compensation because again, the public is on notice that you're going to discuss compensation and not potentially other other cost-saving measures like for example, health insurance premiums. So, the only item for discussion is compensation plan. >> Duly noted. Thank you. >> Mr. Gonzalez, I have just one question. Do

055you have a calculator with you? You guys >> I brought I brought my mini calculator. >> But, >> [laughter] >> cuz we're going to need it. We're going to need it. I I feel that we're going to make a decision today if we have a full board support. And I just want us before we start, you can get somebody to get a calculator. >> Yes. >> Okay, so did I hear a directive to just go to the options? >> Yes, let's go through the options, Mr. Gonzalez, please. >> Thank you very much. So, let's start off with option one. We were hearing from you all the last time, so we tried to simplify some of the options, so hopefully that will gather some conversations. So, option one would be monthly stipends reductions as presented. So,

056this was the full option that we had asked, which was the three-day reduction, the the reducing of some of the stipends, reduction of some extra days. And then there's also contract days reduction, which was a minus of three days, which would then give us a total of 3.3 million dollars of savings. So, this was the original plan that we we we submitted to you as a board for consideration. Then, we are moving on to option two. So, option two, it's still a reduction of of our stipends. And then we look at minus two, instead of doing minus three, it's minus two days of stipend reductions. And then contract days, this is something that's different, so I need you to notice it in the highlighting green. It says, "No reductions for paraprofessionals or auxiliaries." However, there

057would be minus two days for para- paraprofessionals only, and that would be across the board. Professionals, I'm sorry, professionals. So, again, let me just re- reiterate that. No reduction for para- paraprofessionals and auxiliaries, however, minus two days for professionals only across the district. That would be a savings of 2.5 million. Then we go to the third option. And the third option would be we would then fully remove all um >> [snorts] >> all priority two level re- uh stipends, complete removal, not a reduction, complete removal, except for Priority one schools are include your your southern schools, Real Would Owls, Senisa, and that area. Then you're looking at extra days. We would not reduce any extra days. And then, contract days, again, we would not reduce paraprofessional auxiliaries. However, on this scenario, we would do minus

058two days for non-campus professionals, which that would affect 220 employees for savings of 2.7. So, there's different scenarios that we provided you. And I guess at this point, as board members, you can ask the questions or finish your comments. >> Are there any questions? >> have a discussion. >> Well, we'll take it in order. Go ahead. Yes, my dear. >> I just want to again because now the reality of it is that we are in very big trouble, right? We need to do something. That's the reality of it. And I understand the urgency, and I really agree that action must be taken, right? Um but I cannot support this recommendation because it is just not simply enough. 3 million is not enough. I spent this past weekend reviewing the division of finance reports for March,

059April, and May, and the reality of it is that we need more than 3 million. A lot more than 3 million because we don't have enough in our fund balance to make payroll. So, to me, right? Because the reality of it is that our payroll is about 85% of our budget. A 3.3 million reduction, which is the when that was presented, right? Um first at the last board workshop meeting, through contract day reduction and through stipend reduction, that really does not address the larger financial problem that our district is facing, which I believe two people said it in the in the in the public comments. And now again, throughout this process, I have repeatedly asked for information. I even sent a comprehensive email asking for information, asking how many teachers that that have that priority

060one and priority two stipend, how many teachers already do receive TIA? And the board did not receive that information. They We did not. We did not. I also asked for >> or approximately 70 teachers who are under the TIA designation in the south and those particular schools, approximately 50 of them are receiving the TIA. >> Okay, and why did the board not receive that in the email that I received? Because you all sent out PDFs with information. Now, before any of that, I I thank you for giving us that answer now, but that would have been helpful, right? Because as board members, we have to evaluate the information before making a decision. So, I wish I would have had that and seen exactly how much TIA has been given because then also I had a

061town hall and our employees are now having to instead um only been taken away that 10%. Now, they're being taken away 12% of their TIA. So, again, that's a reduction of their >> 12% of TRS, which they're going to receive upon retirement. >> Yes, but the thing is is that the decisions that we're doing right now, they're affecting their pay now, not later, not in the future. That was one, okay? I also requested at the last board workshop and in my comprehensive email for all the board to see, I requested scenarios of multiple percentage-based reduction because these contract days again are not enough and I understand the financial constraints that we're in and we need the money and these contract days are just not enough. Fair? Being fair across the board would be to see

062those reductions in percentages because we just had somebody come in. You have your teachers from LBJ who, for example, and I'll give you a breakdown because I I I received this in my town hall. Scenario one, and this is for all the board to see. Pathfinder minus three days will be a reduction of 2,500 and this is an employee. Science teacher negative 1,500 coach 2,500 priority stipend negative 1,500 UIL stipend negative 1,500. This particular employee who is a single mom can lose up to 9,000 in her yearly salary which is roughly about 750 a month. And then to add possibly, of course if the board approves, another 200 less due to insurance premiums. That's just one employee. Employee two, Pathfinder minus three days 2,500 math teacher negative 1,500 and I can go on, but that

063employee will lose 6,500 which is roughly 542 months. I 542 dollars a month. I just spent 400 dollars in groceries at HEB and I have three children. So again, these contract dates, no, we have to look at percentages because again, if we really want to attack our monster, we need to maximize the decision that we're going to make and minimize the impact at their homes because some coaches are going to see their pay being decreased more than other employees at the district and that that is just not fair. You want to talk about fair? Give us percentages and I don't see that here. So no, we were not presented with all the information. Those scenarios were not presented, were not provided in the in the packet that we received and in the email response of

064the information that I requested. So for that to be said today, that just really upsets me. And if we're going to make our employees, we're going to ask them to make sacrifices, we owe them a plan that is data-driven and sustainable because this 3 million, I'm sorry Dr. Cruz, next year we're going to be asking you guys to take more cuts because the reality of it is that we are in a very very big problem. We don't have and I don't know if somebody here from finance can answer what is our current fund balance? >> 34. Good evening members of the board. Um Sam Flores, assistant superintendent for business and finance. Yes, ma'am. We ended last year with an overall fund balance of $58 million and unassigned fund balance, I believe it was about $37

065million. >> Okay. And so last year, correct me if I'm wrong because I did my homework, last year we lost about $32 million in revenue, right? That we didn't bring in because of our expenditures. >> It sounds pretty accurate. Revenues over revenues were less than expenditures and it was in the $30 million range, probably about $32 million or so. >> Okay. And this year, we're already at a loss about $22 million, correct? >> The report that we we presented to the board at the workshop showed that that we are progressively losing money seems like monthly and we started off at at about 12 to 14 and we went about [snorts] 16 17 and the last report, yes, ma'am, it was about $22.5 million. >> Okay. And so again, our fund balance will not sustain payroll

066for months to come because again, this 3 million of reducing contract days and stipends will just not work because we're looking into these cost-saving measures for next year, correct? >> Yes, there were Yes, ma'am, there there were um, cost-saving measures that we took action on this year. Obviously not in the numbers that Human Resources is presenting for next year's budget. And with the loss being of about $32 million in last year, you will see our projection that we did, um, last week to you at 22 million is a is a reality. Um, I've asked staff to already start working on the end of year accounting entries. If you all remember, we always present that to you all in August. So, preliminarily, um, the accounting entries which are required by our our governing board and, um,

067GFOA and and and GASB, they're entries we have to do. And those entries are probably right now looking at adding another two and a half million dollars. So, I'm preparing you for the next board workshop next month, it'll probably be around $25 million that we're going to lose this particular year. Because the majority we did do the best that we could to control expenses this year. We did hold on positions. We did hold on non-payroll items. So, we presented that to the board several times. But these major cuts are to benefit next year's budget. So, this year we will, you know, I have to be honest with the board. We you are seeing what we feel are very very accurate numbers and it's going to be around, I would say $25 million. Um, we're we're

068watching health insurance very very carefully cuz I it's been brought up several times. We we just didn't sit around and think, oh, well, let's, you know, burden the employee anymore. All of us are employees as well. Um, the board has graciously carried the health insurance fund without any commitment change from the employee for eight or nine years now. And, um, it's unfortunate. It's bad timing, but medical expenses, as we presented last week as well, doubled. It's not anything to do with mismanagement of funds or anything that that our department is not handling appropriately, our employees are going to the doctors and we have to pay the bill. Our employees own the health insurance plan. We are self-funded. Every time an employee goes to get a procedure, that employee is paying for it. The district is

069paying the majority of it. But now it's time that we have to ask the employee to contribute a little bit more because the numbers that I'm sharing with you right now are pretty accurate. The district will lose another $25 million on health insurance. On average every Monday the the district does pay a million dollars to cover the claims for the week. The last couple of weeks it went to 1.6 million. We had a couple of of employees add to tragically being treated for cancer. But unfortunately, cancer doubled in price on the treatment. So even though we only increased two employees, it increased by almost $5 million so far. >> And that's an expense we can't control, right? >> That's an expense we can't control. We do not want an employee not to get medical care.

070>> Yes. So let me ask you a question that I don't know if you all have this information, but the 2% raise that the board approved last year if that were to be reduced, right? Instead of reducing contract days and instead of reducing stipends what would that saving look like? >> 3 million. >> What was the >> So if we if we're looking at just if we're just looking at both campus and non-campus >> She's asking the percentage for the entire district. >> How much did payroll cost? How much did payroll go up increase? Was it 3 million? I want to >> I think it was like 3 million dollars, right Sam? >> Miss Miss Donna will share that with you shortly. We have that for you. >> Just for clarification for option three, I

071just cuz I failed to mention, as presented is the reduction of the stipends plus the re- to complete removal of the priority two. And then, the priority ones stay as is. >> The I mean, we can't really hear. The complete removal of >> So, on the on the on option three, cuz I went straight to removal uh priority two, I want to make sure you also understand that it's the reduction and also the stipend reductions that we've been talking about for several uh months. It's the reduction plus removal, complete removal uh priorities two, but except for priority one, which are basically any any school outside of Laredo, which is Rio Bravo, Sun Ezo, those schools out there. Just for clarification. All right, so Ms. Melissa Gomez will share you the number. >> Yes, the estimated

072pay um pay increase of 2% for both certified and business operations group employees, and you're talking about 734 of them was 1.1 million dollars. >> So, that's how much the pay raise cost us last year. 1 >> 1.1 >> 1.1 >> Okay. >> I don't know if I can jump in. >> That's not the total. >> That's not accounting the 5,000 that we received from the state. >> That was from the state. >> Yes, it's it's the certified um administrators and the business operations group. >> Okay, 1.1 And so, then now uh because I know again, right? I also did ask um one of the slideshows that was presented was and I think we had a public comment to an additional 3.5 in savings um that were identified. Which uh discretionary funds were included in

073there. That was an estimated savings of um >> 350,000 >> At 350,000 there was also uh travel, right? TRS surcharge, um that slideshow. So, I know in the email that I did ask, why are we not using that 3.5? I don't know if you can elaborate a little bit on that. >> Dr. >> Well, the those 3.5 are in addition to, you know, the total package which was part of the 10.5. And those 3.5, all of those require or most of them require some negotiation, particularly when it comes to contracts and vendors. There was even one uh where we are going to be negotiating and we have been trying working with our Webb County Appraisal District, you know, to reduce some of those fees. It does look promising that at at at now, but um

074currently we cannot rely on that 3.5 million. You know, it's not a guarantee cuz it does require different negotiations and redoing some of our contracts. Uh that was just a projection. So, that's why we're presenting at this time, you know, the the the stipend reductions, you know, to offset that cost. And when it comes to payroll and when it comes to stipends, you know, all those things are perpetual. They're every year. We're always going to we're always going to have to pay it back every year and every year. And you're correct, it's 85% of our budget. And if we are going to make a big chunk or we are going to be making a savings, it will be on our payroll. >> Yeah, so with that said, I know there was 277 positions that were

075you said completely eliminated from the budget, right? Um completely eliminated, you're not planning to bring them back ever again? >> Some of them are uh particularly when it comes to support services. If they're direct services to our to our to our children, you know, we are going to make sure that, you know, the those needs are met. >> Like bus drivers and stuff. >> 227 227 227. There are going to be positions that are going to have to be filled. >> Yeah. >> Okay. And so, let me ask uh HR, I don't know, finance, have Have all ever uh I haven't seen it and I've already asked for that report to numerous times, but um have we seen, or have you all done an analysis of where we were at when we were at 38,000

076students? Because obviously uh payroll, you just said, right? It's big, big, big consumer of our of our revenue. So, we cannot continue to work on assumptions and hope and seeing how many positions we're going to need to fill, right? Out of those. So, we need a clearer picture. We need to focus, because the truth is that throughout the years, the district has added many positions, and that's why our payroll has increased, right? So, our mentality, Dr. Cruz, cannot be one of rehiring based on need. We cannot do that. Once they're gone, they're gone. That's it. Because again, >> if we need a principal, certainly we're going to hire a principal, you know. >> Yes, but we need to >> principal, or >> Of course, yes. >> special ed teacher. >> Yes, that yes, I completely

077agree. But there's been positions that even um I received calls about uh and somebody said here that there's a middle school that doesn't have a band director yet. There was a position for a band director position at a high school, and that they'll have a total of five or six band directors. So, that's what I'm trying to say. Our our mentality needs to shift to operating at 38,000. And if we have, we've heard it from the community time and time again, we're very top-heavy. So, if let's say an executive director retires, or a assistant superintendent, or associate, that's it. They're gone, they're gone. We cannot afford to be bringing them back, because you just said it. That payroll keeps incurring and incurring and incurring. So, we need to evaluate, and we haven't done that. Somebody

078also said from the public comment, uh efficiency. >> So, Ms. Martinez, I want to clarify when you say top heavy. >> Mr. Miscal, just I'll stop you there. You're We already know, I think I I just want to jump in cuz I know we're out of everybody's time. Uh my question is is for the board. Um today we are here to discuss There's something presented here, compensation plan, and uh I know there's TEA involved. Um we cannot justify this action on TEA cuz TEA, you know, it's it's up and down. You know, we were not about to do it one year, next year we did. You know, they're doing a great job now. Um there's a lot of changes. I know TEA is going to come with new changes, so there's something that we cannot

079include that. We're including the what we have here in the table in front of us. Um $50 million was our deficit. We're We're bringing it to 25, which is 50%, which is half. The idea is to bring one more year next year, the other half. And and hopefully we're going to be within, you know, where we want to be back at normal. There's the $2.7 million in front of me right here in option three. Um and there's option one and option two. If you average all of them, it's within 2.7 to 2.8. That's what I see the district wants to feels comfortable doing without impacting uh our district and our employees, you know, cuz we're we're not in favor for these decisions at all. can speak for the board. And I I guess everybody here

080as well. But we got to take action at some point. So, if we stick with the 2.7, I just want the board to see um option three. Um Four, the state has identified identified LBJ and United South Feeder Pattern as priority to the schools because of the of their need, right? And and and I know the North Schools United feeder pattern Alexander don't have that. So, we're just focusing on LBJ United South feeder pattern schools. That's what's presented there on the stipend at full removal. Um at extra days for stipend you're including the coaches, your your band directors. >> No, they're not they're not there. >> Well, what I mean, they're included there at no reduction, right? They're not going to get impacted. They're going to stay as is. So, I'm just going down the

081line. And then you have no reduction for power professionals. And and then I I 100% I know all the board is approved of that, you know, power professionals are the backbone of our district and we're going to keep supporting them. Minus two days for non-campus. So, that means all principals, teachers, everybody that's working in the campus, clerks, registrars, they're not going to get affected, just non-campus, which is 220 employees. If the board feel I want to ask the board if they feel comfortable from the no extra day stipend reduction and down. >> Wait, are you making a motion? >> No, no, I'm asking the board. There's three slides, right? Are you guys comfortable with one and three? Which is extra the extra day stipend. >> the monthly stipend reduction right now. >> Yeah, the way

082it is right there, are you guys okay with that? >> You can you can if you wanted to you could piecemeal action uh on alternate >> I think I think I'm just asking the board so we can talk. >> Real quick. >> Well, I mean >> So, so so we can just focus on the top. >> Okay, someone in public comment >> Yeah, and then I have another >> I believe Mr. Carillo in in public comment said that you know, it's all of us moving forward or none of us. >> What was it? >> And so, once we start the segregations and all that, I think I said last meeting that I would have an issue with that. >> Yeah, so so so there we're good, right? >> No, and you know, by all means

083>> on the stipend just to finish, this is the last thing I'm going to say. Um If [clears throat] if we take a negotiation, right? If you want to buy a car um 70,000 and then you offer 50, but then you buy at 60. I think we're it's a win-win for both, right? So, here at removal full, I would ask the board if they can consider to remove at half. >> Well, I think I think I have a good question, Trustee Aguilar. You're saying you're proposing that because of TIA, correct? >> No, no. I'm not including TIA because not all the teachers get it. >> You're just proposing that those stipends are reduced by half. >> But I'm sorry, for the record, I I think you need to make that proposal in the form of

084a motion, right? I don't think you can we >> We we we can discuss it, right? There's no problem. >> Cuz we are allowed to Let me ask you Let me Let me ask >> can discuss it. >> Cuz I know I know No, not yet. >> No, not yet. >> Let me Let me just to answer that just because I did have a town hall meeting with the teachers, and one of the points that they did bring up is that, just for clarification because TIA has been mentioned, elementary teachers K through second do not receive TIA. >> Yes. >> So, you're going to be you're going to be affecting them, right, this year if you even reduce those stipends. >> Yes, correct. >> Um there are also other teachers, that's why I had requested

085that report, uh but we didn't receive it to see again how many teachers, what, and where. That way we could possibly make an informed decision and negotiate, but we didn't receive that, right? >> Yes. >> Because again, you cannot start segregating. You can't. If we're going to do something, it has to be fair all across the board. >> And this is only This is in my feeder pattern, and and which is over J, the majority, it's 90%. So, you have EcoDisc at 95% of majority of the schools. So, I know they're working hard. I know it's different to teach in the south than the north um because of the EcoDisc. My thing is that we have to vote, right? And if we don't do anything, it's going to down the fact to, you know, more

086action down the line. The only thing I'm asking the board is to see that if you do it in half, at least they're not getting removal completely. Because if I'm there's teachers watching right now, full removal, that's like three, four, 3,000 or 5,000. And that's a lot, that's like $400 in the pay under under paycheck per month. I know if if they're hearing, maybe they're not going to agree with half either, but for half to full, I know that they'll consider the half. And we have a shot to keep continuing next year and maybe not even touch it next year. And and that's my commitment to them now they're hearing because if if we take it all, it's it's it's a big deal. We're not talking about over 800 teachers, they're going to take about

087a lot of money. And the reason the the balance, Mr. Canales, now I know you're doing the numbers, the calculator is coming in. The 2.7, 2.5, at a half, it's 1.9 million. We need about 600, 700,000. And I'm asking the board, we have another item there for the substitutes at $4, if we kick it to $5, um, we will get those 700,000. >> So, my worry about the $5, uh, Mr. Mr. Um, Aguilar is that then we won't be competitive >> It's Okay. We're We're supporting, I think we're going to impact 800 teachers. Um, substitutes are not full-time employees. I know they're a big asset, but we need to consider taking care of our teachers. We're not affecting our coaches, our band directors, they work summer every day. If you go right now to any

088school at 7:00 in the morning, the coaches are there, the bands are there, custodians, everybody is there. And and they only uh, are paid 15 days. So, >> So, you're saying the subs will can balance out? >> They balance out and and we support uh our subs and our teachers. >> Okay. >> So let me just How much did you say was the saving if we uh uh decrease for subs? What was the savings? If we use that you're saying lower them to to instead of reducing $4 reducing five. And what was the saving that you >> About 600 to 700,000 for a dollar. >> So I cannot also like Ms. Alyssa said because we're just segregating, right? So you're saying that you found that money but yet we have 350,000 of discretionary funds that

089we can completely eliminate that can attribute to whatever it is that we're needing. Now again that 1.9 million, right? If you we cut that in half um we cut that in half, right? 1.9. That 1.9 million because I did send an email um and I did receive a respond, we still have legroom. >> Yes. >> About 1 million, okay? So no, that's why no, that's why I said if we're going to do something it has to be a percentage, fair all across the board or if not have a higher percentage, you know, your pay grade seven and up to your 1% which is something a sentiment that um employees did express to me at my town hall that they understand the constraint and yes, although 1% might feel like a lot right to our custodians

090and our parents and everything um else, but we need to do something, right? And they're comfortable with that 1%. So if we start pulling out, you know, subs and this, we're not going to be fair and we're not even maximizing the amount that we need. That's why I said we need to if we it doesn't make sense if the board approved a raise of based on percentage last year, why are we doing contract days? It's going to affect some employees more than others. That's why I said we need to do a percentage >> mentioned you mentioned pay grade seven and eight. That's where your pay grade at the non-campus paraprofessional professional, that's where your your pay high pay grades. So we are doing reduction at that. We're not hurting any paraprofessional. We're not hurting coaches.

091We're not hurting Let me I forgot to mention this. We're not hurting math and science stipends. We're not master and doctorate degrees. We're not hurting other stipends that are there. It's only stipend two. And and and at this point, you know, I commit myself if we get back to where we need to be at some point. I I guarantee I think this will be this year next year and hopefully we we can uh compromise to come back always to to re- re-see where we're at. Because this is just to me a temporary that we action that we have to take because they deserve our support. And if in two years we're ready to bring it back or or find some medium, I'm I commit myself to do that then and I'll be here. >> And

092and and and and let me just say again, right? Because payroll is our our our big monster, right? >> No. >> Um how much saving do we have if we just let's say we reduce instead of Somebody said and I remember Ms. Benavidez said to if we hire back at a 60% rate, right? If we hire those that leave and we hire them at a 60, but let's say we reduce it to a 40%. What what what would that saving be? Do you have that number? >> As far as like the replacements, is that what you're referring to? >> Yeah, like if we just >> So the replacement it varies. Like like Dr. Cruz had mentioned, it varies on what the skill sets are to run a business cuz schools are basically a business. So

093there's some areas that you have to have still critical people. And so, it just depends. I can't give you that number. >> Okay, but you know >> But I mean, but I know we're conscientious about being careful that if we need the position, we'll do it. If we don't, well then we we absorb it. >> But you already know what positions are not coming back, correct? I mean, because okay, so if you already know what positions are not coming back, then why do we not have the information as to what positions maybe we can do away with? >> But you're asking me if we have if we have the ones that were leaving currently leaving. >> No, I'm asking you >> we're not going to fill. >> I know you're not going to fill those.

094So, what is that savings there out of the 227? >> If you go to some employees, 227 positions, you received a Friday packet back in June 3rd where had this chart. And you requested a list of all the persons 227. So, you did receive that back in June for an estimated cost savings of 11.2 million dollars. >> Okay, 11.2 million dollars, right? That we have there. That that's going to help us for next year, correct? Okay. >> So, which is my next question, which is answering trustee is answer. My in my email I asked where are we utilizing where are we utilizing the balance left of the 11.2 which your answer was 4.4 is part of campus consolidation salaries plus benefits, right? So, we did we we have that concrete savings. That for sure we

095know we have going into next year. And the remaining 1 million would be to cover cost saving of the 10.5 that may not materialize, right? Okay, so I I if I'm understanding correctly, so we have that 1. million wiggle room to to to to use if I'm understanding correctly? >> Remember that anything that we we need to as you had mentioned that uh with the deficit, with high fuel, everything that's been going on, inflation, we need to get as close as we can to close the gap to help Lyda and Sam to do that. So, whatever we can cut we can we need to cut. So, the wiggle room we don't want the wiggle room. We need to continue looking for those savings. >> Exactly. So, then again, I go back to the same thing.

096We we need to act, right? But we can't act on on urgency. We can't. We need the whole full picture. So, you you keep saying like we we we can't hope, right? We can this, but then if if we just reduce that half by by 1 million, right? If you're saying you're going to reduce that by half and that's a savings of 1 1.9 million, um I mean we we have that in this other in this other uh 1 million. And yes, although there might be costs like fuel and whatnot, but why have we not looked into our contracted services yet again? Which that is also an incurring cost. >> And I I agree and oh >> Uh contract services, Dr. Cruz. Sorry, that that that's a question for you. >> We're currently working on

097all contract services. One in particular, one that's been discussion at the board uh for several board workshops has been our digital platforms. You know, in talking to our curriculum instructors said they are currently reviewing it and it's approximately about 2.1 2.2 million of cost savings that we're looking at. Uh reducing user licenses, reducing redundancies, so so that is in place. And when it comes to vendor contracts, as the contracts become, you know, um annualized because they come every year, our purchasing department and the departments who are responsible for those contracts reach out to the vendor to get a better price. And those are happening monthly, okay? I cannot give you an exact amount because contracts happen, it depends what time of the year the contract is coming up, but certainly that we have had reductions

098in that. Uh we've also seen a significant reductions when it comes to overtime. I did provide you with a sample report that all of our departments receive a brand new report that shows all of our overtime district-wide, and if we do see any outliers, our executive directors or the associate super, the assistant super, uh whoever sees that department, you know, has those discussions as to why this overtime is happening. And any overtime that does happen must be approved. Point case in point was when we had the water the the water boil notice. Um it happened over the weekend, and yes, I authorized the overtime because that was a need. And various uh requests do come in, and those are discussed at the management level. So, it is happening. Those discussions are taking place. Uh granted,

099we may not have the analysis or we may not have the narrative as you often request. I mean, it our our staff is very well-skilled. We can look at a set of data. We can converse with one another what's going to be the action plan, put it into place. So, those conversations do happen. >> I I think the only as far as cost savings goes with the budget, the only pressing decision is today because it's salaries and people need time with the contracts to make a decision. But that doesn't stop. The cost savings and and these discussions don't stop. We can talk about other things like the health insurance, like the contracts or contract services. That discussion can still happen, but this is the pressing one for today. >> just so you know, as a

100board, as people are leaving through either um moving to another city, retirement, because we still get them daily. Everything's very fluid. You know, one day I can give you a number and the next day it changes. Uh we do evaluate if we need that position. And so that's constant dialogues that we have with Dr. Cruz and the management team. And we look at it we're looking at our enrollment as far as our online registration. We're you know, we're holding on certain on on certain recommendations until we start seeing the online registrations are are increasing. And so we're being very cognizant about where are we? Should we fill? Should we not fill? Do we need? Do we not need? So we're we're we're we're very well aware that where we are today financially, we are well

101aware what you all are requesting. And so that's constant dialogue that we have every day. So what I heard from Mr. Aguilar, if I want to make sure if this is what I'm hearing from you, you want to pull from option two and keep the stipends at half. >> Option Okay. >> Yeah. Which is basically half or or almost half cuz some of them are not completely half. Which will bring in 1.985 uh million. We will keep option three for extra days where there will be no reduction. And then contract days reduction, we will not affect our paraprofessional and auxiliaries. We would then do minus two days for only non-campus professionals only which will affect the 220 uh adults. >> I don't know if you can give us like what would be the number >>

102What the number would be. And And also uh move for five move to five days for uh mi- minus five days for the substitutes where I outlined it. >> Five dollars, excuse me. Five dollars for the the outlined areas that I had shared with you. Not including cuz I want to be really clear, I did not touch the certified teachers pay because I think it that has a lot of value for campuses. >> Certified teachers for special serving special education. >> Yeah, and we don't touch special ed either. So, did I hear that correctly? >> Yes, sir. It was correct. >> So, it's it's going to be a little bit over 2.1 million not having everything that was the part of the cost-saving moves on the other package. So, that would probably be a little

103bit more. >> 2.1 or 3.1? >> Right now with just we talked about cuz I can't give you the number for the additional $1. >> Okay. >> Uh you're looking at 2.1 million more or >> can say it'll be close to the 2.7 with that dollar. Cuz we have over 1,000 sub >> It's up to you if you want to do it like that. >> Okay. Just to add on what Alyssa Miss Luertos and Miss Denali Martinez um this is just for employee salaries. We have a lot of work to do. Um we take our own time from our jobs and and and to to be here and we're committed. And yes, we're going to talk about insurance. Dr. Cruz, his staff, the board is committed to hold the line and put in positions that

104we don't need priority like buses, custodians, fuel. That's something that's runs every day and and we need that. Um we can't control that. I I know the board and myself are are willing to do another early exit plan. We did it last year, it worked. I think coming this year if we implement another early exit, we're going to save a lot more money. Um a lot of people go leave on their own merit and and and we start doing the same thing until we start normalizing um our budget. And that's why I feel today we do this, it it's going to help us get there. It's going to help us getting one thing out of the way and then we work on the next one. And now we're just going to keep on, you know,

105combine, you know, every all the things at once and and to everybody but like Miss Molina said, it a mental strange mental uh to everybody as well to us. And and that's just something I want the board to to consider. >> Okay, is there any motion on the floor? >> I I didn't mean I don't know if you can do it with you have a calculator, but would you be able would you be able to again because I'm telling you guys like I told you all last year, there's 3 million. We're going to be here next year with more cuts, more things. This is not going to do anything. It's not and we're hurting our employees now. So, we it's our responsibility to look towards the future. That's why I keep asking for percentages because

106again doesn't make sense. So, I don't know if you all can make a calculation to see if that'll offset just you know for for for my knowledge and our knowledge to see what what I know the 2% all across the board was a 1. 1.1, right? 1.1, okay. >> And Ms. Ms. Martinez, I also forgot >> Mr. Canales, do you have those percentages? I believe you were working >> The pathfinders are not getting impact either. They're playing a big role in the school becoming early. So, it's just a stipend too. And and for our and and I know you said there's a a big gap. And and we're having trouble not trouble, but just try to get it right at 2.7 and we still need another 25 million dollars. So, we we have to act

107on some on something. And then we got a lot of work and and and >> Which is why I'm also asking, what is you said the 2% was what? >> So, let's talk about what what what we have percentages here to share for the board. If we look at non-campus administrators uh uh from pay grade one all the way up to pay grade 10. Uh that would be 1% is 182,000. 2% from the mid This is all from the midpoint. This is the the the raises that we gave plus whatever you had before. 2% is 364. Am I correct? 364,000. 3% is 546,027. If we include campuses uh for 1% it would be an additional 40 400,000 plus the 182 at 1% if we include both campus and non-campus if we did 2% for both

108364 and for the campus is 800,000. And then 3% would be 546 for non-campus and 1.2 million at 3% for campus. So, if you include those two together you're looking at 1.7 more or less. >> 1.7 million. >> Yeah, if you do 3% for both both uh 1 through 1 through 10 >> Mhm. >> Okay? Uh you're looking at campus and and non-campus. >> So, if we do a reduction of 3% that's uh 1.7 million savings. Is that what you're saying? >> If that would be a a reduction of uh reduction of pay >> [snorts] >> from their base salary. This is not This would be the only group that would be from their base pay. >> From their base pay. >> I don't know what Yes, I just want to make sure you understand

109that. >> Yes. And so, just because I know just to address the concerns from the public, right? And from previous meetings, you know, saying that it's the people at the top that should, you know, incur the cost. So, let's say if you were to do a you know, 2.5% for pay grade seven and up. >> So, let me share the the the from the top, so that way people understand. I've been and I and I get the narrative and I've been sharing this for a while, okay? Pay grade six through 10, which is directors and above, okay? For non-campus, non-campus, this is central office, central office, C&I, and everybody else spread spread across our district. We're talking about 55 people. Total, 55 people, okay? Total. Let me Let me Let me give you the 1%

110for 55 people is 56,497. 2% is 112,994 dollars. 3% is 169,491. >> Yeah, doesn't compare to the million. So, that's what I talked about last week. It's a numbers issue. You have a little group and you have a large group. >> Yes. So, this is >> balance out. You can't It does It would not be equitable. >> No, and this is less than 1% now. Less than 1% is where people are saying that we're talking >> Yeah, everybody says they That's what I said last week, you know, you're targeting administration, you're targeting administration. It's 55 people. That's it. So, that's not your It's not going to solve your problem. >> So, it's not going to solve the problem, but it definitely will >> to solve the public's opinion. >> not going to It's not about

111doing what's popular, right? And you said it's about doing what's fiscally responsible, what's going to help us get there, right? And also help us bridge the gap that we have, right? Because again, if if we were to do it by percentages, yes, it might not it might not be a lot of employees, right? Like like you said, which that I understand. But again, what what peop- And and I know you've earned it. Yes, very well earned your position. >> much for recognizing that. >> You you have, but so have our teachers, so have our counselors. They have all worked hard at that, too. So so again, what would what would let's just say uh uh uh uh >> But wait, we're we're we're we're going through so many scenarios, and you're one person, and I'm

112one person, and everybody's one person, and we could be spending a lot of time on something that's That's why I say put it in the form of a motion, because you're you're giving them a lot of work. Everyone's giving them a lot of work, and it's one person that may not even pass in the form of a vote. But I'll tell you what my opinion is, that if we had closed a building, one more, maybe two more, we wouldn't be hurting anyone's income. And I always said that, I'd rather lose a building than hurt a family. And that's what we're That's what happened here. We only closed two schools, and we know we needed to close more. But that's a price that will be paid later in the future. But yes, I'll entertain a motion.

113>> Mr. Molina, >> Can can we can we start Let's let's get 1 second. Let's allow everyone on this board to speak. Mr. Ontiveros, what are your comments, please? >> My comments are the same as they were last week. Um Of course, we don't want to hurt anybody. We don't Nobody does. Um I think last week I had motion, but it it failed for a lack of second. Uh Everything that's in option three Actually, what Gilbert Mr. Ayala is talking about is what I had motion last week. But it it failed for a lack of uh of a second and um I mean honestly uh Mrs. Flores is right. I mean Mrs. She's right. If we would have gone a different route we wouldn't be we wouldn't have been discussing this right now. And it

114hurts because you know it's it's people's livelihood. It's people's job in the lines or they they're paying their life, you know, their payments, their house payments, their car payments groceries and all this. And it affects everybody. Um so you know, I mean I I like that option. Also cutting half of uh like Mrs. Mrs. mentioned cutting that stipends, you know, I like I said I motioned for that last week and and and that it was a failed for lack of second and I you know, I still feel firm with that one. Of course, that's not going to be the end of it. We're probably going to have to do um some other things and and hopefully nothing that's going to affect our staff anymore. Hopefully something on the outside where it doesn't affect any our

115students or our teachers or our parents or any anybody that that's involved with, you know with us uh with UISD. So I mean that's it. I'll give it my best >> Okay, so I will enter my I will entertain a motion. Just give me one minute. >> Well, there's no motion yet. >> No, there's no motion yet. Give me a minute. Um and the reason I couldn't support a motion last meeting was because our parents auxiliary our our hourly employees our hard working teacher aides, sped teachers teacher aides should I say cuz teachers were never on there. I can appreciate the fact that you went back to crunch numbers. You went back to listen to what we were talking about and I couldn't support it because auxiliary and parents were on that motion last meeting.

116I'm not ever going to support a hit to them. Even the conversation that's taking place right now to retract their 2%. They earned it. Absolutely not. Um I will tell you this, when it comes to priority, I completely agree wholeheartedly. Real estate and utilities should not be touched. Absolutely not. We should continue to support our classrooms. We should continue to support our campuses. And this proposal even though I cannot, I still today there's a big difference and I'm telling you, stipends to supplements it's it's supplementary salary. You've got days. Days hit your base salary. It's easier for us to recoup state uh stipends at any given point. But hitting days hits base salary. That regresses the progress we We We've done in this district from the bottom to the top, top to bottom. Everyone has

117earned has worked their way up. Not just you, not just here. Absolutely everyone in the entire district. And I will continue to support our classrooms and our teachers. And the fact that what we're looking at does not touch How many teachers do we have in this district? >> About 2,300. >> 2,300 teachers? >> In this or in the entire district? >> district. She's asking. >> district. >> Yeah, about 2,300. >> Reducing these priority stipends, I understand it does take a hit in the income you're bringing home. And the reality is that when we started these conversations, and it's a testament to the work that our administration has done from top to bottom, bottom to top, and absolutely every single department, 86% of our of our of our budget is payroll. Absolutely. When you are looking

118at where we were when we started these conversations, $47 million deficit, to what we're at closing in May, that's the testament all those millions of dollars. How much millions of dollars is it exactly? Uh Mr. Flores, from the 47 million that we started >> About half. >> to to closing in in May. How much did we reduce that deficit by? >> I'm sorry, you need to start all over. I need to catch up to you. I don't understand. >> the year at $47 million in deficit. >> In 2024-25, the way we ended >> Yes. >> was with $58 million in overall fund balance. 47 is available to the district. >> Okay. And when we closed in May, what was what what was that deficit? >> When we close it now? >> Yes. When we close

119it now, that what we're going to be judged on is the 47, unfortunately the lower number. You can subtract $25 million from that. >> That >> So you're going to be at about $20 million, $23 million if the expenditures don't get out of hand. Really the variable between now and the end of the year is going to be health insurance. And we're afraid that it's probably going to increase a little bit more >> I I I appreciate those comments, Mr. Flores, but that's for the community to understand where we were and how much we have really scraped the budget in every single department. When you look at the departments, material supply, travel, incentives for anything and everything, expenditures have been reduced. That was only about 10 to 15% of every single budget of every single

120department. The rest is payroll. We know that. >> Yes, ma'am. >> However, we've already passed this uh retirement incentive. We saw a bigger chunk of savings there. We said from the very very beginning of these conversations, they are uncomfortable. They're going to get very uncomfortable. But they're necessary. At this point, we've scraped the budget. Well, I when we had our meetings, I was impressed to hear how much out of the box Mr. Garza has really gotten into looking into all his departments. But the fact that if we don't do something today, we're going to be in a situation that we weren't going to be at the end of the school year. It Where are we going to get the money for fuel? We got to run our buses. We might have an issue of covering

121payroll. If that happens, we know what's going to happen. We've scraped the entire year, even the contracts. And I saw it cuz I've been I've been hounding on the service contracts. I've been hounding on everything else. And once I saw that savings broken down, it's We did what we could for this year. And this is the very end of that. Which is what we know is the bigger picture. Because we continue to roll over negative, negative, negative in the millions of payroll. And at this moment, if we don't do it something today, right now, it's unfair to our employees. They need to plan. We need to allow them to plan. You want to pass another uh uh retirement incentive? I'm completely in agreement with that. That is where we don't have to follow RIF. If

122we would have followed a RIF, we wouldn't be looking at this. It would be mass layoffs. I keep hearing that. Just follow the RIF. It doesn't just work like that. We're dealing with livelihood. I've said it since I joined this board, human capital matters. Everyone that's employed plays a crucial role in closing the gap and and contributes to those children and and and where we are at today in scores and their their and and what they've excelled. So, I appreciate that we removed Paris. We removed auxiliary. We removed the teachers science math. There's a lot that was removed here. I'm ready to call for the question. >> No, no, no. We need we need a motion. >> I'm ready to call for the >> We could do a motion in a second and we could

123go back to discussion. But we do need to we need to move forward. >> So, let me let me >> May I start the >> Yes. >> Okay. So, all that sounds really nice, right? But again, >> It's a reality. It's not nice. It's a reality. >> You're you're talking about this is a temporary fix, okay? And you go back to it. Yes, I don't want to hurt the Paris. I don't want to hurt the auxiliaries. The cutting that stipend to half and then you're even proposing reducing our substitutes pay even more to make up for that and that's not going to be competitive as it is. Your substitutes are already feeling it. So, another thing that we can do is like I've said, we need to do a percentage. Mr. Flores, I don't know

124if I'm at the liberty of asking or I don't know if Ms. Ledesma's here, but what would work better in your experience as a financial person? Does this work better or would a percentage work better to help us again bigger picture long run? I'm not just talking about all those cost saving measures. They were implemented for this year. This is for next year because we don't have money in our fund balance. We don't. So again, this is a temporary fix for next year. Again, what would work better? A percentage or days and stipends? >> I respect the question. Just one thing is I think um that would probably come from somebody uh above my pay grade. But I can tell you this to and I hear the smirks, but I'm going to answer it better

125than what you've asked. What needs to be understood here and what everybody needs to understand is that you're looking at losses over and over and over. That's why I can't answer you directly without having numbers because I'm supposed to know the numbers. I do know the numbers, okay? And I'm going to tell the board whether I'm out of line or not. If you don't make a bigger decision than this, the district will not be here in a couple of years. >> Thank you. Thank you for that, Mr. Thank you. Thank you. Thank you. This is a temporary fix. >> And that that's just what raised what what what I I deal with. >> Do a riff and eliminate 8 million dollars? >> [laughter] >> Order. That is not in order. >> Order. Order. Order. Order.

126Order. Order. I will no longer Can I Can I just not doing that. Legal counsel, where's legal counsel? >> Yes, ma'am. >> Can we just call Can we Can I just i- impose a motion? Like >> You cannot. Yeah, you you can make a motion. Yes, ma'am, you can make a motion. >> I'm going to entertain a motion. >> Second. >> No, I didn't make a motion. Sorry. No, I'm I'm asking for a motion. >> I'll I'll make it if >> Go ahead, sir. Go ahead. >> I just had a question. For Rio RIO, it's an ISO uh stipend one, it's at 2,000? >> That's correct. $2,000. >> And we we have 160 teachers there? >> 160 uh >> So, if we leave it as it is, that's an impact of how much? 206 or

127300? >> 300 something thousand. >> If you leave uh the full stipend? >> Yeah. We 300, right? >> Uh we would reduce about $200,000 from that um savings that Mr. Canales provided. >> Okay. So, it's like a 100,000 difference. >> Correct. >> Right? Okay. >> And Okay, I mean my motion would be priority one to leave at this. >> Option one? >> Yeah, yes. Um priority two to be cut in half. This is option four is like Olive Garden, you do your own pasta. >> Okay, so you want to do >> So So it's option priority one, leave it at this. Priority two at half. And then extra day stipend reduction as is, no reduction. Contract days reduction for paraprofessionals and salaries as is. Uh no impact to them. And minus two days for non-campus

128for professionals only at 220 employees. The only change would be the priority one as is, which is $100,000 difference. I know it's it's it's far. Um >> Okay, so is that That's your >> That's my motion, yes. >> have a motion. I need a second. Just to Just to I I We can't have >> Second with discussion. >> We Second with discussion. >> Second with discussion, go ahead. >> You can't discuss while there's a motion on the floor. >> I want to confirm his motion. >> Yes, you can do that. That is correct. You can do that. But it was a lot. It was a lot. >> So I want to make sure that I get your pasta order correct. Hm. Okay, so here we go. So what I'm hearing from you is you want

129to keep the current stipends for priority one and priority two as is. Is that what you're telling me? Or just priority one? >> Priority one as is. >> Priority one keep as is. >> So we're going to keep priority one at 3,500 and the five >> No, at 2,000. >> At 2,000, yes. Right? >> Okay. And then >> Or no, all right. >> Sorry. >> No, I'm asking you. Well, what what do you >> Okay. What is the current priority one stipend this year? >> the current priority one stipend, those are the Rio Bravo and El Cenizo area, they earn $3,500. So, what I heard from you was that you want to keep the stipend as is, right? $3,500. >> That's priority one, right? Priority one. And that's only 160 teachers. The board okay or

1302,500? Okay. >> I just need for the record, so that we can keep it in order. We cannot have discussion, but we can certainly have clarification. >> Okay. >> And that's what I'm asking you for. I need clarification. >> So, 3,500 for priority one. Then we go to no no reduction extra days. Uh which is option three. And then back to option three, contract day reduction. It would be no reduction for paraprofessional auxiliaries. Minus two days for non-campus professional only, which includes 220 employees. And $5 reduction of of $5 instead of four for subs. >> We have our legal counsel. >> Really quick, I also believe I heard priority two in half, correct? >> in half, yes. So, that would be then what we currently have for the other plan. >> Okay, is everybody clear

131on the on the motion? Do we need more clarification? >> Is is that your motion? >> We're >> Just can you repeat it one more time just for the public? Okay. Let me do your past order again. So, priority one, we keep at 3,500. Uh priority two, we would do the we would do the the half. >> So so what would be the half? What do >> And we would also keep the other reductions as we discussed as before. Am I right? For the stipends? >> Okay. >> Extra days stipends, none, no reductions. These are for extra days. Which is supplemental extra days. Contract day reductions. Again, no reductions for paras, no reductions for auxiliaries. No reductions for campus personnel, but only minus two days for non-campus professional, which is 220 employees. And the $5

132reduction in the identified substitute groups that we identified last time. >> Okay, we have a motion on the floor. Do I have a second? Going one more time. We have a motion on the floor. Do I have a second? >> Let me Let me second to to amend his motion. >> Okay, we have a second and now we have discussion. >> Okay. The motion I'm going to recommend to amend your motion. Um and the priority one to be clear that's zero dollars to leave it as is. Leave it as is. We're not touching it. Correct? >> Correct. >> Good. Uh priority two is at half of what was recommended on option three. Correct? >> the It was the options that we presented to you. >> Correct? >> Half. >> Was at half? >> about half.

133>> Of what's presented in option three. Correct? >> Okay. I I do not agree on the extra day on substitutes. Leave it as presented on the four days. Um and and I'm in for $4. I'm so sorry. Leave it as presented. And that that that would be the the the only two items. Okay, do you amend your motion, Mr. Mr. Aguilar? >> Yeah. Uh yes, I approve the amendment. >> Okay, so Ms. Molina second the amended motion. Any other discussion? >> Um yes, I have a question. Who is included in those 220 employees? >> I'm trying to look for the >> What's the question? >> What? >> the non-campus? >> included >> in the non-campus professional only 220 employees. >> Where is >> I think everybody that's sitting here is going >> hand. No, well,

134I'm just saying like not like that. Raise your hand. No, but I just wanted like in in like who is is it your because I know you have them separated in your certified educator and your professional educator, but I don't know if if I have an old worksheet, but if you do that, I just want to make sure do you also have like your facilitators, your CNI specialist in there or >> Ms. Martinez, our facilitators are counted as part of our campus personnel. It's really your central office staff, anything from a pay grade one all the way through, you know, pay grade 10. >> And so that would mean just for example, you're saying main office, that would be like a secretary >> Yeah, no, no, those are para-professional employees. I have the list here.

135I can certainly provide it to you, but you know, anything from a accountant, specialist, coordinator, director, and above. >> Which again are our our accountants, so I mean, they're they're They're in our profession because they love education and and I just wanted to clarify that too. I mean, that to me it it just like Ms. Alyssa says, you're you're segregating and I just stand firm in the this is not going to work because now you're cutting that that saving. It's not even a 2.7, it's only like a 1.something. That's just a short-term fix and that's all I'll say. >> And and then I'll conclude the comments with just saying that, you know, I I was always in favor of closing schools because closing a building does not hurt a person being able to afford groceries.

136Does not hurt a person being able to afford to pay their electric bill. It It does not hurt a family income. And all day long, I'd close the school versus hurting somebody's house. There's a lot of disparities in this motion. I've always said I wanted equity. I wanted, you know, as Mr. Gardea said in public comment, it's all of us together all of us moving forward together or none of us moving forward together. So, with that, I will call for the question. All those in favor, please signify by saying I. >> I. All those against, please signify by saying I. >> I. Motion passes. Okay. Moving on to agenda item 7B, approval of donations. >> Yes, we have a donation by Excuse me, by Gonzalez Auto Parts in the amount of 3,795 to go towards

137the Exceptional Olympics. A [clears throat] donation by Los Obispos Cheer Booster Club in the amount of 2,240 dollars to go towards Los Obispos Cheer Team competition fees. A donation by Borchers Elementary PTC Booster in the amount of 1,824 and 7 cents to go towards the end of year medals and certificates. A donation by the United South High School Boys Basketball Booster Club in in the amount of 1,200 to go towards United South High School Boys Basketball program. We had 19 donations under 1,000 dollars for a grand total of 15,984 and 7 cents. >> Okay. Do we have a motion to approve the donations as presented? >> So moved. >> Second. All those in favor, please signify by saying I. >> I. >> Any against? None heard. Motion passes. Agenda item 7C, discussion and possible action

138to approve the following amended board minutes for February 18th, 2026 regular board meeting and April 22nd >> Motion to approve. >> Motion We We a motion? >> Second. >> Motion second. All those in favor please signify by saying I. >> I. >> Any opposed? None heard, motion passes. Do we have >> I'll let you finish these items and then I'll I'll say something regarding the compensation plan. >> more uh agenda item 7D, approval of board minutes for the month of March 2026. Do we have a motion? >> Motion to approve. >> Second. >> Motion and second, any discussion? All those in favor please signify by saying I. >> I. >> Any opposed? None heard, motion passes. Agenda item 7E, request from board members in regards to use of board of trustee discretionary funds for various

139campuses and departments. We're good, Mr. Mike Gobson? >> Yes, ma'am. We're good. >> Okay. >> to approve. >> Second. >> Motion and second, any discussion? All those in favor please signify by saying I. >> I. >> Any opposed? None heard, motion passes. Agenda item 7A, closed session. The time >> Really quick, do you mind if I chime in at this point back to >> Okay, for the record, Steven Chapman, legal counsel. Uh the compensation plan, you all did vote on those measures that were presented. However, the compensation plan as a whole, as recommended by administration, there wasn't a formal vote taken on that such as the teacher pay scale and all that. So, just so there's no sort of ambiguity or questions that come up in the future, you know, I would just give your

140spiel on the rest of the compensation plan and do a second motion cuz you can piece meal this thing. So, you just can do a second motion on the rest of the compensation plan as presented. >> Okay. >> So, be another motion. >> So, we may we had the teacher scale. Where was that we had identified I don't even go back to it. There you go. We have to include the uh >> But there was there was no changes there. >> Well, >> There were some changes. >> There was the changes for that time we're recommending that for non-certified. We have to put a >> That's true. >> Can we do a motion as presented? >> Yeah, we need a motion and a second. >> Motion as presented. >> Second. >> Motion and second, any

141discussion? Now, this is just a regular pay scale. >> Yeah, this is a >> Just for the teacher scale. >> Yes. >> All those in favor please signify by saying I. >> I. Thank you. >> Perfect. Thank you. Okay, agenda item eight closed session. The time is currently 8:04 p.m. In accordance with Texas Government Code section 551.071 and 551.074 the board will discuss items 8A, 8B through 8B. No action will be taken in closed session. I suspect we'll be back shortly. >> Mhm. >> I think I took mine. Did I take mine? >> The what? >> Did I take my screen? >> Hey dude. >> Agenda item nine, open session. The board has reconvened from closed session and we are now in open session. The time is 8:24 [clears throat] p.m. For the record, no

142action was taken in closed session. Agenda item 9A, possible action regarding the appointment of principal at Lyndon B. Johnson High School. >> For the principal at Lyndon B. Johnson High School, I recommend Mr. Gilbert Cardenas. >> Motion to approve. >> Do I have a motion? >> Motion to approve. >> Motion, do I have a second? >> Second. >> Motion and a second, any discussion? All those in favor, please signify by saying I. >> I. >> Any opposed? None heard, motion passes. Congratulations, Mr. Cardenas. And then we have adjournment. Correct? Motion for adjournment? >> Second. >> All righty, then. >> Second.