001this is for uh for uh board of ed policy this evening on uh november 10th i think yes november 10th so um mrs jojinski uh call the roll please uh mr crippo here ms halen and mr white here mr chairman you have a quorum thank you uh it's all rise for the pledge i pledge allegiance to the flag of the united states of america and to the republic for which it's in one nation under god indivisible with liberty you know here or there um okay so first up uh all right well i guess we'll go right into uh the termination of employment sure so oh i'm sorry is there any public comment no no okay all right very good um so i will um present my screen here if you wouldn't mind bearing with me
002for a second okay get back to that where'd kim go i'm here okay can you i'm just trying to jump into the agenda get it open okay okay you guys can see that uh this is um the first agenda item the 41 17.5 uh is adamant in termination of employment um so uh it's you know pretty clear there in terms of um how we facilitate or who's responsible at least for facilitating termination of employment um so uh sorry i'm i'm a principal calling me that's usually not a good thing anyway so uh the exception of superintendent or my designee will make a statement concerning the reason and the individual has left employment with district um superintendent or his designee will seek legal counsel concerning the nature of statements which are permissible to uh in a
003particular case um and then obviously we approach we address any actions that may be necessary with authorities or whatever for example if you know somebody was stealing from us or something like that we would contact the police department um there were questions that came up in a previous meeting and so you know we um i i can hit on some of the highlights for that the questions were regarding you know notification of uh the public when there's a new hire or a resignation and um so there was a question about that posed to our attorney and that's something that's that's fairly common to do uh in the agenda but um it's very uncommon to state the reason for somebody's uh departure um there was a question about the legality of releasing information um you know
004when somebody is either released or resigns or uh is terminated and uh our attorney indicated it's not illegal um but you know could result in a defamation action grievance or other legal claim uh there was a question about foi and like we had talked about in the last meeting any disciplinary action is subject to freedom of information the only things that aren't subject to freedom of information are evaluations for certified people below the rank of superintendent and that's built into statute so if it's part of an individual's evaluation it would not be foiable however if it's action that's discipline outside of the evaluation process so they're sanctioned for some sort of you know behavior or action [Music] outside of the evaluation process those are things that would be generally more significant insubordination for example or
005you know poor attendance issues or things like that those disciplinary matters are subject to foi and somebody could um ask you know make a request of the district um and that does happen periodically um can somebody do a blank foi for all discipline with no specific names that was a question that was asked before and you know in this committee meeting last time and do we have to comply if in that foi they don't give a name and it's just kind of a buckshot um we do you know basically have to comply with foi requests the the thing uh with an foi request is that um we don't have to create records uh to release to the public so for example if somebody were to ask me um can you give me the name of
006everybody with the last name smith who's worked here for the last 10 years we keep records of everybody who's worked here for the last 10 years and databases so yeah we could give you that easily if you said to me could you um give me a uh everybody who's been disciplined in the last 10 years we don't keep a running record of individuals who've been disciplined in the last 10 years so i i wouldn't i don't have to create that record to comply with an foi request it's not something we automatically keep um but we would have to you know if if somebody was asking on specific cases yeah you have to disclose that information again if it's part of an evaluation you don't if it's a disciplinary disciplinary matter you do and so to
007be clear discipline can be released um and only the uh evaluations below the rank of superintendent may not be released um so then uh the question about you know what's permissible regarding um sharing information with separation or suspension um they are disclosable under foi is discipline um whether or not you know it's it's a good idea to do so i mean we talked about i shared my reservations there about the fact that um you know we uh occasionally make business decisions with our attorney's council to expedite an individual's departure because we consider it to be in the best interest of the district and our students so in those instances um you know i consider like what would it cost for us to litigate this matter what how much time would it take um what is
008the person's position and you know can i replace that position or not you know the there what what's the action itself that occurred do we need to move straight to termination you know how what's the likelihood that we would win a termination hearing and things like that so you know we work through that with um our attorney and ultimately uh on occasion enter into separation agreements well it's pretty rare um it does happen um and you know it's like i said i think it's it was pretty limited you know over the course of my history here i can only think of a few um and not all of those were teachers so you know we do enter into those agreements periodically for people outside the classroom um whether they be uh custodians or secretaries or
009other people um it's not uncommon for that to take place in a school system particularly of our size so that's um you know and the other thing you know that i shared last time was that when we um if we were to engage in a um a situation where we start publicizing all discipline and i remember this because i i'll never forget my father giving me this line when i worked at the grocery store as a kid you know coming home one day you you praise in public punish in private and um that's just been an old you know modicum leadership uh modicum for for years so um the the idea is you know if we start punishing in uh public every single one of those is going to now be a combative environment and
010that's just part of a um the environment in which we work and so you know we're better off addressing the situation with the cooperation of the union um hopefully the goal in any sort of disciplinary action is to uh change the behavior and so you know the best case is that that is effective and we move on um but when we start publicizing that i think it's just bad for culture bad for recruiting staff it's bad um for time because now i'm gonna have to fight all of those things and it's it's gonna start to get pretty costly because the union's gonna any union not just the teacher union any union probably in america if every time there was a disciplinary matter it was publicized would engage in a little bit more vigorous defense of
011the individual so um i i would strongly advise against going down that road i don't know if there are any questions on the policy or on you know anything we've discussed i'm just pulling it up here real quick so i'll just add that i think i mean is it adam can i talk go ahead thanks so i think i'm probably the uh the reason we're discussing this tonight i i um i appreciate and respect where you're coming from jeff on a lot of what you said and agree with you and when we had this discussion a month or so ago um yeah i was talking about disciplinary action and that's far too broad that's not i i had an idea in my mind and i did not articulate it well okay um so disciplinary actions
012in general no i i don't want to go um i don't want to dig into that that's not my point at all my concern is uh i'll say suspension so let's just say somebody is out of school for you know a week or two weeks or something like that i feel it's i feel the the voters including the parents have a right to know about those things i think it's important that they would be aware of it i'm not saying the cause i'm just saying the fact that the person is not in school teaching for a week or whatever it might be a few days as well as a separation um simply a public notice that this person has left the school system that's it no not any not any cause involved it would raise
013questions absolutely and that is part of where that's that's probably really what what got me thinking about this which is hashtag me too i just am concerned about bad apples and i'm not saying somebody that messes up or anything like that but a bad apple and they exist when you have a group of you know six or seven hundred people or you're gonna have a bad apple or two that person leaving this school system going over to another school system and causing more problems there that's not the right thing to do either or that's not a good situation that any of us i don't believe any of us want to exist i understand completely where you're coming from about the um the financial aspect that's part of the that's part of the whole uh decision
014making process as far as i'm concerned and i haven't really um i mean i i don't think i've really been involved in anything like this on the board yet i think maybe we had one discussion um but uh when i was on the council i mean it oftentimes it just came down to it came down to finance it came down to finances and you know we want things to move along what's changed in my mind is really hashtag me too and i and i'm not comfortable with this stuff moving along um you know somebody potentially moving on to another school district and having similar problems and it has to be frank i think i said it in the last meeting i feel like it burned us i know that it burned us before your time
015as superintendent um it had burned the school system and where somebody moved along out of one school system and over to the cheshire public schools and that's where i'm coming from on this so i have i have a question um if if what if what we did so our attorney or uh floyd dugus he said that you know there could be potentially legal problems well um so let me just let me just ask the question so what i'm confused about and those are my words not his but what i'm wondering about is if if all that happened was a public notice of someone being you know not working suspended or separated type of thing from the school system not why or anything like that just simply a public notice of that i don't understand how
016there's like legal legal consequences for us other than some sort of like frivolous lawsuit that's what there wouldn't be um i think if we as a practice identified new hires um and you know resignations um then you know the the people coming and going uh of the certified staff i would ask floyd's opinion on that about whether we list you know variety like all staff are we talking about ias 2 or just certified staff and is it ok to only use do the certified staff i think it is but you know i i i could ask his opinion on that whether just people coming and going because frankly i mean our policy does lend itself to that and we could include that as part of information on the superintendent's report every board meeting that you
017know x y and z have left and we've hired x y and z that's not uncommon as part of a board practice okay so i mean i could i'll ask for a policy on that that we can review next go around okay okay so then stating people have left because they're in a separation agreement no no no whatever that's that's uh that's where i think the concern comes in so i get it even if you don't say there's a separation agreement by the definition by by definition of the policy that is what happened if you state that yeah it's i think you get i get it i wasn't thinking about that before that that makes no sense okay so i'll ask floyd you know or carol can touch base with cave about you know either
018a policy or procedure that addresses that that we can look at at our next meeting okay so there's that i appreciate okay so that's pretty common okay but i i so i'm also i also um i it just goes through my mind you know be above and beyond that so thank you for that above and beyond that is suspensions you know somebody is suspended say for two weeks i feel like the parents should know that i i mean that's where i'm coming from it just doesn't and i i understand you're saying there's potential legal problems that doesn't really make any sense to me if it's just like a statement of fact not any why or anything just right this person two weeks out of not working and i'm thinking that this would you know i
019think we do often notify people if somebody was going to be out of the classroom for two weeks and we knew it in advance we would notify parents of that we don't say why i mean sometimes it's because they have to have a medical procedure and that's sensitive information too sometimes i mean oftentimes it's kind of hard to hide a maternity leave so you know so most times you know your person's out for maternity but um you know that there are situations now we don't we don't necessarily disclose every reason why the individual's out and no no no in medical i think going into that this person's out because they're suspended i think that's where you know the argument could be made that that's you know defamatory or you know could create issues from a
020legal perspective right or wrong i'm not the attorney you know what i mean i i'm just telling you what floyd's perspective was on that and certainly i'm you know we could have him come back and discuss this with us but um you know the suspension thing i would have some reservations about that you know because of the conversation i had with floyd because of like i said that principle of of publicly um you know promoting things that people do and and privately punishing them so you know i i understand you know definitely we wouldn't need to notify people that they're going to be out of the room you know i i don't i wouldn't do it for a student either and i know these are adults but i just don't think it's good leadership practice
021to publicly shame somebody that we're trying to correct their behavior with yeah no no no i understand i do understand exactly where you're coming from but on the flip side i i mean it happens where people just move on to a new school district and the problem continues yeah and then that's that's a there's there is a bigger thing above and beyond cheshire that does need to be addressed and the country our country has had a million things happen since harvey weinstein three years ago but it still sits in my mind and i still think about it and i just want collectively those things to stop and i'm not saying anything about harvey weinstein in the school district please yeah yeah of course yeah i'm just speaking you have drawn a comparison and not you
022know a suggestion that that's happening the the um i think from our on the hiring perspective of things you know we have a checklist that we go through with prospective employees where we solicit that information from references from the employee if they fail to disclose these things you're subject to immediate termination and so you know i think the situation you're referencing um that occurred before my time though all those things were disclosed upon hiring so that's you know at the end of the day uh the decision was still made to hire that individual but you know um that you know that's a different story i guess but you know to not not know that there were significant issues in the individual's past um that's a little bit shame on the district that's hiring the the
023person you know that you need to do your homework on your on your hiring process and and to be honestly i i don't know anybody that is doing things against children and thing i i thankfully never run into that in my career certainly not in the cheshire public schools um so yeah i understand what you're saying though you don't want somebody who's doing things that are egregious to be able to hide behind agreements that protect them in perpetuity and the the i think the good news working in the public sector tim is that if there is a separation agreement that's entered into between two parties that's still public information and so when we hire somebody and we're asking have you ever had a separation agreement a termination or whatever then we know um and so
024any employer would know that uh about anybody that we as an organization enter that into that uh agreement with um so it's it's not quite as easy to hide it's actually much harder to hide than it would be in a private sector situation so i think the the concern while i think it's it's legitimate and genuine in a public sector institution like us there's no you can't there is no hiding from it because it is a public document at that point i i guess the one this is really for the public and and for you jeff too just to just to be clear and i think you understand where i'm coming from it's not just necessarily a matter of the law like breaking the law or committing a crime there are behaviors yeah that can
025exist that are just inappropriate and it's just not right yeah that's not to say that a person is necessarily like a bad person or anything like that but not necessarily right for the school system yeah our threshold for our threshold for uh ending our relationship with employee is not breaking the law we have a much a lower bar than that thankfully to get rid of people if they're not getting it done um i just like to comment and say that uh for me personally uh if we were to report on any separation or suspension that i i think it would only be fair to at least have it anonymized if we if we do go that route that it's you know we had a we had a separation and we had a suspension at you
026know god for example right not not based in anything just using exactly um you know as a as a quarterly reporter or part of your uh uh superintendent's report um because i don't i honestly i don't know if there would be um uh a support enough for for anything more than that uh when it comes down to actually voting on the policy itself i don't know if there'd be support more than just um attention everyone something happened if you want to find out more then you're gonna have to file an foi basically unless it's incredibly serious uh which then there's other things that honestly there's other policy and contractual agreements that force us to take more action anyway than just someone who's terminated if especially if there's litigation involved and or any kind of terror
027some airborne happen it's it's going to be out there anyway because that's just how we operate here in cheshire it's uh there's not a lot of secrets usually unless it's of an incredibly terrible nature which you you can't really talk about all that much yeah um so yeah i'll go back and you know i'll ask carol we'll grab a procedure on that in terms of reporting and then i'll ask floyd about the other you know component with um any sort of suspension slash and i think you know i like you know where you're going there adam with the anonymized reporting you know this the state and i think i've shared with you and the public are uh covid data for example anytime like we can't even put a number on it if it's less than
028six you know because it's pretty clear to identify who it is so i have a feeling floyd would probably suggest that if because we just thank god don't have numbers high enough that it'd be pretty easy to identify even though it was quote anonymous who the individual was and then you could look at a defamation lawsuit or something like that which even though i mean it this is one of the things about our our legal system even though we could be right if somebody brings a suit it still costs us to defend ourselves at that point and is it worth it you know so let's i'll talk to floyd get you guys some more information we'll definitely pursue the you know comings and goings the people you know new and and leaving on our on
029our agenda or at least the reporting it out at the board meeting that sounds uh good to me you're all right with that so we'll just so we will do we have to table that or would we hold it or uh yeah we can we can uh you know come back to that one on uh if it's a brand new procedure or policy or we could uh put it anew because we're not moving a specific policy forward or anything like that i mean if it's going in the super if it's something with regards to the you know comings and goings and the superintendent's report i don't think i don't think there's a policy behind that that's just you doing that it's what it takes yeah right right right yeah yeah so we'll take a look
030at that and yeah you may even be able to do it for the next business meeting okay it's just a pedro thing i mean you've got you can't have that many people that come and go during the school year do you just it's a pretty rare bird i mean especially if you're talking about i it's sad but unfortunately most people who leave during the year are leaving due to medical situations um you know and and they may need certain care or uh it's yeah that's the frankly the most typical um reason that people leave and it's it's thankfully not that common you know yeah okay okay all right um i guess we will move along to looks like uh certified non-certified drug uh alcohol drugs and tobacco yeah so there was a recent change of
031present screen real quick on this one too this one yeah um it's just an optional component that indicates that personnel are not they're prohibited from possessing or using any canna bidal [Music] cannabidiol cbd uh is a little easier um and at school so you basically can't bring cbd to school uh to your your place of work um and that's really the only addition to that policy optional recommended by cabe is that be is it you cannot have uh any center sort of cbd product uh under the age of 18. no this is for our employees you can't bring it to work with you um it's supposed to be not isn't supposed to be medicinal like you know like an aspirin or something is that how touted anyhow yeah so we have the capacity to ban
032cbd products from the workplace so if you're bringing a cbd product regardless of the amount of thc in the product um we're we're asking we're telling people you can't bring that to work with you so so that is a a preference that is a preference of the school system and not something for state law currently it's there's no is there a workplace ban in uh private practice or or anything like that i don't know about private industry whether that's illegal to bra i don't think it is i think each employer would probably make their own determination um but that's just my opinion not a legal okay so there's no state law banning use of cbd at work or anything no no okay um but we're making the determination like we do for smoking well it's
033legal to possess cigarettes it's we don't want you doing that at work okay yeah i mean that i get that but is it is cbd a prescription drug or over the counter i think you can buy it over the counter yeah we have a store down on the south end of town frankly i don't know yeah no look i'll be honest about this like i i this is this is the the uh sort of libertarian in me i don't really care that much if somebody wants to smoke pot i don't want him doing it on school time right right yeah i agree i agree with you i agree with you too but i'm just wondering about a prescription aspect i mean if it is if there's a you know you get a real prescription that's
034the only that's really the only concern i have here yeah i mean if you can if you can do your i don't know that's that's my caution on it uh if it's over the counter then i'd say no because alcohol's over the counter too no yeah i don't want you drinking on the job i don't want you and you're not allowed to bring alcohol to work either yeah yeah well even though you can purchase it over the counter when you're 21 you can't bring it to work with you and that's really the same thing we're doing here is that you know we're we're telling our employees don't bring cbd to the workplace you know if you leave that in your purse or you know in your backpack or whatever and it turns up missing i've
035got a problem now i mean same thing with alcohol i don't want you bringing alcohol into the workplace either you know in a high school or elementary school or something um so again i don't think like you said tim i don't think this is a judgment about the individual as much as it is about we work in a school system with 4 500 kids around you all the time that's probably not something we want to bring into that environment and so like you said about what you do outside of school that's your own business but um we don't we don't want you bringing it to our workplace yeah i agree with that 100 thank you for that the only the only thing like i said is if it's a prescription i'm not like right then
036i would feel then i would feel differently about if it's there's i mean i i don't know all the i don't know all the medical reasons and stuff but i think back to probably like 30 years ago i think i was even in high school and it was like well before there was any talk of legalizing pot but i think it was my next door neighbor had glaucoma and his doctor would tell him look this is what you you just need to go buy this because you don't have money to get or whatever yeah i mean there are real there are real things that people use it for and that's the only caution that i have but no in general yeah people should be bringing stuff to work like that sure and i think timid
037is addressed in uh um let me let me share this with you i looked at it but i didn't notice that yeah i don't think you should be confused with medicinal marijuana right it's there because there's nothing about that because cbd oil is not supposed to have any sort of real measurable thc in it that would cause any sort of impairment or are you are you having issues with that where it appears that maybe someone may be impaired by the use of a what what is being deemed as cbd but maybe does have thc is that is that what you're concerned about that there's there are possible cbd products with thc in it that may affect well um employees not necessarily i you know i i don't know i mean it's not like the vape
038pens where you can't really trust the labeling you know there was a real long period i i i'm not um as well versed on the contemporary issue with vape pens but i know there was a long period when i was high school principal and uh well into my superintendency where you couldn't trust the information on the vape pen whether it was legitimate or not what was in it and it was really scary for me that we had 16 year old kids using that stuff not knowing what was and what um so but in this i just highlighted the uh portion of that uh policy that talks about prohibited employees are prohibited from the un unlawful manufacturer on the workplace controlled drugs it doesn't really speak to uh it says unlawful possession so i think when
039i read that i assumed that that meant you know if i bring medication to work let's say i you know i'm taking medication that's prescribed to me and i'm still permitted to go to work i can bri even though it's controlled substance i can bring that to work you know and take that at work and if there were some sort of cbd oil prescription again i don't know enough about cbd oil to tell you if that's prescribed or not but that would be lawful possession at that point in my mind if it's prescribed to you um if it's not prescribed to you you shouldn't be bringing it to work okay just just to try to understand this though we're talking about lawful and unlawful i thought we were saying a few minutes ago i've never
040heard of i've never heard of cbd before i yeah and hopefully in you know another 10 years when i'm a little older i'm not learning all these words but hey i'm not going to pretend like i won't learn these things right now i'm very fortunate but if it's over the counter then it is lawful so take the students out of it you have a 25 year old a 40 year old teacher who wants it that to me sounds like that's kind of what's being covered here but it would be lawful if you bite over the kid yeah yeah so let me let me talk you know i got to talk to floyd anyway so let me you know i think we could clarify the language a bit here to um better educate our staff and
041protect ourselves so you know let's we can tweak there's no rush i gotta be honest like it's not like principals are calling me every day unless this was the one call i just got i've never had a principal call me about like hey jeff we got a cbd issue with a staff member never actually um so you know we we have time this isn't really a pressing thing it was an optional ad from cade and so let's get some more information and come back and kick it around next you guys bring up some good questions yeah because i just think like i said it's my understanding that it can be used for for pain relief uh but not in the same way that if you're uh using marijuana there's somehow the see the whatever's in
042the hemp somehow helps inflammation or something i don't quite i don't even know if there's any science that supports what they're selling there i'm not sure um i'm not yeah we all sound kind of ignorant right now some cbd person going wow yeah the storekeeper on the south end would more than be more than happy to educate us we could invite him to our next yeah right yeah so um yeah perhaps we need just a little more information yeah education yeah i'd feel better about that given the questions that are raised and my ignorance so i'll i'll ask and then we'll come back next another one that will be unofficially uh tabled or held whatever um okay so we'll close that one all right so um now the next two uh time place notification we
043did review these last time would did we have questions on them i i don't yeah the next next one i think what it was was that um the last time that we were discussing this and we did get legal clarification from floyd you know all of us in this meeting and many on the board have been um and i would say all the board members have been really uh excited by the fact that our online meeting uh our online meetings have had great public participation um whether they be through parents or you know because it's hard to get to a board meeting sometimes on unfortunately um the executive orders which allow us to hold these virtual meetings now do not allow us to hold them outside of of covid so we can't hold virtual business
044meetings outside of covid time um so that's you know one because i know we wanted to hey maybe we can do this periodically in the future because we get great participation but unfortunately you know i looked into it further with floyd and read the executive orders and they're not going to allow boards to do that at this time unless there's a legislative change so um in looking at this policy and feel free to jump in here carol it seems like um then either one of these uh policies would not be necessary because we wouldn't have the power to enforce them because we would be in violation of foia and public disclosure laws right yeah we you know any meeting that we have has to be a public meeting now what can happen is that uh
045a member can participate remotely through advanced communication with the superintendent in the chair so that is permissible um the the point in that policy is that the member has to participate for the entire meeting they can't just um oh i'm i'm gonna be there for that vote on this contract and then i'm bailing out kind of thing um i'm gonna show up halfway through and then leave after the vote you know so they have to participate and they have to be able to take comment um take and make comments so they have to be able to hear what's being said in the meeting and they have to be able to reply if necessary so you know again you couldn't just um call your friend on the board who sits next to you at the meeting
046not be able to hear the meeting and then during this thing that you want to vote for probably the superintendent's raise i would imagine you'd call in and say yes you know and they like wait a minute that you didn't even hear any of the debate that's all right just yes um that's not permitted so uh the person has to be involved in the the full meeting so that was allowed before kovid it is yeah it was and so you know let's say one of our board members or multiple board members are traveling for work or something or your child is homesick and you don't have coverage you could still participate which is good um the the board member could be a part of that process but uh just kind of outlines the the you
047know the bylaw outlines the process for that okay but i wanna let's take a quick look here at the um the first one yeah you just have to have a policy that says it's allowed as carol said in the chat okay that's why we have it on the agenda all right so this one so uh this is that policy that we're talking about the the um electronic board meetings this just defines what i mean this is pretty straightforward needing public notice voting and internet and chat but the the statement really is that the board members make every attempt to participate through technology where they can be viewable heard um and basically as present as they can be so you know catherine and ann in our last board meeting were definitely they would fit this description
048and we wanted them to participate remotely so that they could um you know experience the remote classroom for like like the kids do but this kind of outlines what has to happen and you know they uh who who was cave who wrote this yes they were reading my mind because i because i didn't see it at first glance but i was like we should definitely have at least a 24-hour notice and not like because you have to set up the equipment for that sort of to have that i mean there's definitely a lot that goes into the putting together um is you know a lot a lot goes into putting together those remote meetings right we see all the cable that gets run when we're uh we have to do it at a town hall
049so um and so this so this allows us to uh continue after kovid if someone can't make it but not the whole board just if it's one should we cap um thinking maybe we should cap it just so sure carol can you clarify for me then that this this mean this um bylaw i believe this one was order i believe this one is only for can you hear me executive order i think the next one we're going to look at is going forward after the executive order is over and done with to allow board members to participate electronically okay okay this uh this is a bylaw all right yeah yeah so this next the next um this is the next one electronic participation and it has all of the same because this one it was
050interesting the other one was talking about basically all board members and speaking specifically about platforms and whatnot this uh electronic participation second paragraph allows a board member to participate electronically the member will be considered present and will have his or her actual physical presence excused um but they will be present for the quorum and that's where it goes on they need to be um they can't join the meeting after an item of business has been opened and you know then you can't participate or cast a vote and really just outlines if you're going to be participating remotely this is kind of like the rules of engagement for that um for the board and for the individuals participating remotely um for for this one i would um i would like to recommend instead of in the
051second paragraph okay or or even well anywhere where it says uh there's a board or if the board allows yeah or may allow um should i i think that should be chair uh changed to uh board chairman yeah instead of the board because then it would sound like we'd have to take a vote to allow it to happen and and so i don't know if that's the intention or not but i think maybe the board chairman or or designee like what if you know uh in this instance if tony couldn't um make the meeting at all and i was chairing i'm not the chairman so i would have you know someone would have to make the determination i guess so board chair or or designate perhaps the other way to look at this adam is
052to say the board allows members to participate to say if we say when if we're going to allow it i think i totally agree with you the way it's written my my concern would be you know a democratic chair and a republican that's going to be out and well we've always do this but in this case that we're not gonna let that republican vote because they gotta be in you know austin's business or vice versa obviously uh you know i don't have anything against either party it's just like i don't want to put the board in a bad position be over politics or something like that and i i don't think it would happen with our current board but you never know down the road that if we say that this is and i think
053this is probably something when we give a policy report at the next business meeting for you to probably touch upon for comment with the the board see what they think you know if they if they want to permit this to happen you know the the other thing is is there a limit can a board member do this every single meeting you don't want someone to make a habit of it yeah you know like every meeting it's like dude you haven't been to a board meeting since 1984. right you know like that's another so i think there's a couple of good discussion points to be had here with the full board uh at least you know on the side you know with some individuals about what do you think and then we can come back and
054take a look at you know those those suggestions um carol can you just um make a note in the minutes that we discussed that uh uh chair approval versus board approval for this particular policy and then also add to make sure that uh the part about anonymized um departures and or discipline uh for the schools just so just so i remember when the minutes come up that way uh we'll be able to discuss that then at the next meeting that that would be helpful thank you um uh so then so i guess we so do we need to move the um uh 93 21 uh 0.2 to a reading if that's that's basically uh based on our on the executive um yeah i don't think it hurts to do that to disclose what we're i
055mean we're already doing that obviously we've been doing that i think we're one of the first districts to really jump right onto the remote meeting um but just articulate it i don't think bert's all right it's a cave recommendation so we won't make any changes to them at this time right um okay we're gonna hold there so um him can i get a motion uh for those last two i don't cause i don't we're not moving um uh termination of employment yet uh where it needs a little more research on that a little more research on uh 4118 slash 4218 is 5131 is that related to uh 4118 as well the one that says on hold on the agenda was that just a as a reminder yeah that that's related to the other one so
056we want to get more information on that one as well all right so then um yeah i mean i'm happy i'm having to make a motion but how do you want to do this do you want me to read through the entire to uh normally uh the motion would just be uh move to a move to a when i make a report at the main meeting i give uh okay so it's moved to a first reading at the board of uh by the board of education for policy number a and b um okay yeah cut me off and just tell me how to word it carol or by law number for a first reading to the full board okay bylaw number 93 21.2 and bylaw 93 25.43 two first readings to the board of education
057i will second okay cool thank you um all right so we have a motion to move to first reading uh policy 93 21.2 uh bylaw for time place notification type of meeting electronic board of education meetings and policy number 9325.43 bylaw attendance at meetings via electronic communication um is there any further discussion hearing none all in favor it is unanimous of those present thank you and um there is an uh an agenda item of other uh jeff did you have anything because i have nothing for other i do not thank you um is there any new business so i don't know if there's nothing actually different from me all right seeing seeing no new business uh can i have a motion for adjournment second on favor all right all right raise your hand okay