001mr grippo here miss hallan here mr white here mr cameron you have a forum thank you um all rise for the pledge 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 excellent and we got the flag in for the the last phrase fantastic thanks jeff okay uh dr solon is there any uh public comment before we begin there is not okay um so uh so according to our agenda we uh have a policy that i guess needs to be rescinded or adjusted yeah that's correct um we had a policy that addressed uh when students bring their own device to school now that we provide a device for every student it's irrelevant okay so
002um sort of this policy whoa sorry uh did this uh uh policy um demand that everyone has to bring one or you know if you're bringing your own device like people would previously bring their own laptop or whatever we don't allow people to bring their own device anymore because we provide you with one uh providing your bringing your own device compromises our network security um so we don't allow people to bring their own device anymore to access the net okay and so um if we rescind then that's uh forever and always until we reinstate it if we chose to correct right and that does not um uh cover uh personal devices correct like a cell phone or something like that or is that is that it i don't know if i recall if that's a
003separate policy or um i want it all yeah i don't think we have one okay um [Music] this is you know what this is really from accessing our network uh if you're bringing your cell phone or something else people access that as guests i believe you know through mike papa but this is basically you know the protocol for you know bringing a personal device for school access we provide like i said that device so oh for a google classroom and yes oh okay right okay um all right uh so are there is there any um well how about this um can i get a motion to rescind policy 6141.3 tim made the motion katherine you seconded uh now we can uh have discussion if are there any questions now it seems pretty self-explanatory um you
004know there's a lot of good reasons for not allowing devices outside devices to come into the schools for access to our network and that kind of thing so yeah and this to keep it in place would probably be confusing since it would surprise you could bring in your own device so tim anything um yeah so the basic idea is this is just anybody can it sounds to me like jeff you said that anybody can come into the school system whether it's students faculty or visitors parents whoever it might be and use the network per se but they use it as a guest instead of a password protected access and that provides mike papel with greater security right right so people can still you people can still come into the schools and use use that if
005they so choose yeah it doesn't prohibit you from using our wi-fi per se but you you can't get on our network with your own school device kind of thing we provide you with school device so just a side question if you happen to know it do we actually have many people who come in and use the wi-fi yes i just i've heard so many i've heard so many stories about the um hacking and stuff i just i basically don't use public wi-fi anymore it's data it costs but it costs me personally yeah schools but okay so people do still use it frankly too a lot of our students use their own on their phones or whatever or staff use the the um [Music] their own 4g or whatever because like we filter out youtube netflix
006things like that that oh yeah yeah yeah so so if they're they're either like one anyway yeah they want to listen to music they can go on youtube yeah i'll never forget there's a principal when we did that the treasure high students speak to me uh mr solomon you got to fix the internet broken it's like you just can't access that anymore [Laughter] pretty funny um jeff just so is does this policy also affect i know now that every student has a device and it's every everything has been distributed um i know just you know from when we were at when we were remote last spring uh i can't believe it was last spring already um and there were some parents who needed to use um i guess their own devices they would use a
007you know like a google chrome browser on their ipad or their laptop so does that mean if let's say there was a failure of a chromebook and you know excuse me the chromebook was down a day or two before the school system could get them a new device if they were remote um does this uh prevent them from uh being able to log on if they were from home or it's just this is just an in-school policy this only impacts you in school so if you wanted to use a different desktop or something at home you could do that you just couldn't bring that device or a laptop or whatever into our building it just wouldn't you couldn't log on the other thing is that for us in the bring your own device environment it's
008too hard for us to provide tech support for unlimited number of devices you know we service a very limited number of devices now and that makes us way more efficient and knowledgeable we can turn it around very quickly um because we're knowledgeable it makes us more efficient so you know that's another component to all this as well great um are there any other questions no um hearing none um all in favor of uh rescinding policy 61 6141.328 bring your own device all in favor aye motion passes unanimously thank you a question on this do we for rescinding something do we do the three votes or just the one vote one okay okay thank you um okay moving on to uh termination of employment this is a new um or a uh new subject that we
009just wanted to browse through yeah so i mean there are there's the the policy here the you know 41 17.5 um there's a policy on that that kind of you know it addresses termination i think you know tim had a question about separation agreements i don't know if you want to frame that here for everybody tim yeah um so basically thanks thank you jeff thank you adam basically my view is this if someone departs a school system or if there's a disciplinary action that should be public information uh not necessarily all the details but i mean if someone is say suspended for five days or ten days or someone departs even if it's a retirement whatever it is it's just publicly noticed the idea um the idea i think the source of this really came
010from waterbury i believe the waterbury school system um publicly notices on their website they just posted any and all departures people could speculate that's the reasons but it's just simply the my understanding is it's the occurrence of a departure and anything probably anything related to it so if there was you know somebody just left bam that's done but is there any sort of i've seen situations in private business where um you know somebody may leave and they end up getting uh health care benefits for a few months or something like that and uh so that's a private business but this is public this is the taxpayer fund so it might have you do this and believe there's a departure uh what were the what were the um the terms of the departure if any and
011i'm not saying that it happens i'm just saying if anything like that happens and then also disciplinary actions i mean if somebody gets suspended say for five days i think people should be aware of it that that you know that teacher is gone for whatever reason something along those lines that's what i'd like i think it's basically improving transparency within the school system and that's my basic uh desire with this so but i don't know all the legal implications on it so that's where that's where i'm coming from wanting to ask about it gone is different than suspended okay yep two different things so first of all any discipline um executed against uh pretty much any certified employee is subject to foi um so if you're talking about teacher discipline that is subject to foi
012separation agreements um it's often negotiated in a separation agreement that it you know not be publicized but i believe it is could be subject to foi um you know that the we enter into a separation agreement we have 600 employees um there come times where the conduct of an employee the performance of an employee is such that we want to expedite their departure and um frankly it can come down on a business decision sometimes uh where you know that process can be uh expensive and laborious um but you know labor is one thing we don't mind putting the labor in but the cost um you know can be such that chasing that down to fight it um and to pay it out uh it is often cheaper to enter a separation agreement where you know
013maybe we are providing benefits for the remainder of the the benefit period because typically you know that runs july to um december and then january 1 to end of june um so maybe that's cheaper than you know fighting it so we enter into those agreements now when you're talking about a disciplinary or performance matter and you offer somebody a separation agreement they're not really going to want to take that agreement if they know it's public um in turn creates an issue for us in the sense that you know if if we're looking to expedite somebody's departure and we have somebody then we have to have a substitute in the class or an administrator kind of filling in and i'm paying both salaries by the way at the same time that i'm doing that and the
014person's going to want to try and fight more knowing that you know their reputation will take a big hit um and so you know we have to evaluate in which you know we do with the guidance of our legal team and the individual circumstances is this something that we need to proceed with a termination hearing on or offer a uh settlement and most times i will you know i've worked in the district for 15 years it goes the route of settlement um and you know it just because it is more expedient it you can do that very quickly whereas a hearing is a protracted event uh particularly if there's an appeal to that of to that hearing again where you're paying multiple salaries at the same time which i you know at the end of
015the day sometimes there are situations i've done that we we have you know i terminated an individual before um on more than one occasion so you know oftentimes we like i said we evaluate these things and it does come to a separation uh you know publishing it um is not something that i would advocate for because i think it just makes it much harder um and ultimately isn't in the best interest of our students in my opinion if you would like you know floyd's opinion on that i'm sure you would provide it but um floyd being our attorney if anybody's watching but um that's just where i am on that one yeah so i i guess where i come from is uh this i guess to me this really is not something that's necessarily uh
016what so i guess you know maybe i do disagree on whether it's in the best interest of the students the reason what goes through my mind is hashtag me too and you know i i when i was on the council this was before your superintendent but i remember hearing a story about somebody who went from system to system in the cheshire system at one point shouldn't have been there shouldn't have been here in the chester system and i think it was uh i'll just say it was a pretty it was a what the worst kept secret it would be it would be an uh a cliche for it and i do believe that the hashtag me too has a point and um about stuff that just you know it's kept quiet people move on and
017the problems occur somewhere else and that's what i that's what i think uh really matters here i would like to not have that happen and i do believe i've seen that happen in cheshire before and i'm only talking about one occasion i mean like you said you have 600 employees i don't want to this is not intended to be like broad strokes in any way but in any way for 600 people you're going to have a couple bad apples that's that's just reality um so that's where i come from i i accept that there would be a cost but then even as you kind of alluded to before or i think there could be costs that happen anyway and um what i see happening with this is that uh it becomes public and then so
018when the public becomes aware of it the board is then on the hook for it they can hold us accountable at the next election is basically what it comes down to was it the right move or the wrong move and right now it's right now this sort of situation is you know could be could happen and is kept quiet and people aren't aware of it and i i just don't think that's right for any situation where you get to the point of a disciplinary action or a departure or anything like that and i again this is i think these are foreign uh far and few uh few and far between sorry so that that's not it but i just think in principle i believe the right thing to do would be to um just in
019some sort of timely manner uh publicly notice that people have left or been disciplined i mean it's a philosophical thing to me and i recognize that there's a cost associated with it but there's costs associated with this with some of these situations anyway so that's where i come from i mean it may be philosophical in some respects but i also think that it's um you know it's also from a leadership perspective there's an old axiom and there's a reason that it's an old axiom because it's fairly tried and true that you praise in public punish in private and you know when you manage an organization of of hundreds of people to maintain the overall culture and the good of the order for that number of people um actually if even if it's two people you
020know the it's you know i i believe in punishing private um praise in public um because that's you know that's uh going back to the most fundamental levels of of human motivation um so you know i i understand there may be a desire it to to um i don't know that i even call it transparency because it is subject to um foi already the the at least disciplinary matters are whereas the evaluation is not if there's a formal discipline that's subject to foi um i just think it it rises to a level of uh embarrassment or humiliation which i don't think has a place in the way that we conduct ourselves whether it be with students or adults and i don't think that's your intent by any stretch i do not no i want to
021be perfectly clear about that but i think that you know that's just from my education and from my experience and leadership i think it would be tantamount to that which i don't think is the intent and maybe sometimes you know that happens as a you know there are other things that outweigh that counterbalance balance it on the other side and sometimes that has to happen you know i just was very clear with a staff group today about that yeah i know you don't like it but this is the way it's got it's gonna have to happen um and i have my reasons and you know we can disagree um but this is the way it has to happen and so i understand that like sometimes one principle can outweigh another and that's principal p-l-e not
022p-a-l but um the i i just i don't think that i just don't see the public benefit outweighing the cost to culture and climate and public benefit on the other side of it um for our for our so i think there's you know you raise a couple of valid points you know but i just don't see the the benefit jeff can i just ask a quick question um as far as the the foi part um how would someone uh know to to to foi um separations or i i would guess only separations i i wouldn't think that uh suspensions are foiable no that's that i know is foiable right discipline is foiable right so let's say i don't know a media is wants to do a piece on separations for the year 20 20 to
0232021 or something like that right um would they have to know a name in order to foi or is there a sort of a general sweeping term that they can foi because like what i'm thinking of is like yeah and and i have no idea if there's even any support on the on the board to to pass any sort of uh uh policy for this um is uh let's say like you wanted to do an anonymized report where um you know uh every quarter it's uh the two teachers were you know suspended and two teachers were terminating from cheshire high school um and then that's the report and then could someone take that information and then go foi to find out who they are or do you need a name to to do an foi
024on on that sort of thing yeah it's hard because i'm going to preface this by saying i'm not uh an ex foi expert carol and i team up on a lot of these things and then when we don't know we call an attorney but i know that when it comes to foi we do not have to create a record to respond to foi so if you were to ask me today i need a list of everybody who's been uh who's had a separation agreement and been disciplined in the cheshire public schools this year thankfully it doesn't happen with enough frequency that we need to keep a list so we we don't have a list that exists for that today so therefore we do not we don't have any records that are responsorial of the request
025and so therefore we wouldn't respond to that request um if somebody were to say give me the discipline history for jeff solon and i have discipline in my file there are records responsible to that risk request and we would provide a copy of that to whoever requested it does that answer in terms of a separation though i'm not positive i would have to check on that with floyd because oftentimes in separation agreements there are uh carve outs about releasing information and i do not know definitively um if that's related to public record or not that's what would happen to you so it feels like there may be a catch 22 if because if we don't keep a list then there's nothing to foi if a request is made to central office um not a broad
026rush request a broad brush request you would need to know specifically who the person was but if that information isn't public then you wouldn't know who to look for right well i mean yes i mean if you're interested i think that would be correct you can't just say give me uh i don't know you might be able to say give me the discipline record of every uh teacher in the district if if any individual board members have questions specific like that to foi i could certainly have floyd respond to them um well i i definitely think at this point we don't have enough information to uh decide either way if this is a craft policy project yeah um so yeah perhaps some clarification from floyd um on this issue to find out if if they're
027because i to me an anonymized report isn't a terrible thing but if if if it doesn't really lead to anything then i don't know what the point of it would be but at the same time you need to know specifically who someone is and that's assuming that in separation there's no nda involved or anything like that so there's all sorts of levels of gray there uh yeah yeah yeah any kind of clarification i think might be helpful adam yeah go ahead yeah so you just use the phrase the acronym nda and this is what really gets me i mean it goes back a few years in time where i learned the acronym at nda i think the world learned the acronym nda and you know you kind of indicated before that something like that similar
028to an nda could exist i'm not saying it does but it could exist within any school system and that just honestly i find it just infuriating taxpayer dollar it's it's not to say that it is it's not to say that it's a if you ever made that decision it's not to say that that would be the wrong decision but i absolutely wholeheartedly believe that the public has a right to know about it because whatever led whatever sequence of events led to that point it was bad because if it's if it's not that bad you know if it's sort of it's it's gonna not lead to a disciplinary action in my opinion i disagree go ahead i disagree wholeheartedly um you know to me what you're talking about i think is trying to come up with
029a global policy that's going to apply in every single case it's going to create what i would view as a really intimidating hostile workforce workplace um you know there are any number of reasons why a staff member i'm not going to point out teachers versus anybody else might be the subject of disciplinary action could be uh i don't know they parked in the wrong parking space three times in a row i mean that's a silly example but there are a number of things that could be uh the subject of some sort of disciplinary action which by the way might be okay we're trying to help you become better at your job okay and so we are going to you know maybe put something in your record but we're not necessarily going to uh drag your
030reputation through the mud and i personally tim i don't think it's appropriate to say oh well the public gets to know every single thing because and then they can hold us accountable at the ballot box you know that is not what the board of education is supposed to be focused on what we're focused on i thought was what is it that's going to help our students achieve um at the highest level that they can achieve and if that means that once in a while if there's something that jeff makes a decision that he's going to take certain action and he doesn't necessarily think it's in the best interest of the district to publicize what that is then that's that's his call and i you know this is like turning into a big brother sort of
031thing every single thing that happens in the district is supposed to be you know blared out everywhere and and that's in the name of transparency but to me if i'm looking for a job and i'm a really good teacher i'm not coming to a district where you know i have to worry about every little foot fault being posted on the website or reported to you know whatever whatever you're thinking i just find this to be um i get that there's an agree there could be an egregious matter that is people you know fear should know about people are gonna know about it though that kind of stuff does not stay under wraps i don't you know it it's it's like a leaking sieve you know um so i i'm just not sure what kind of
032an atmosphere we would be creating that would be beneficial to our students and our staff you know we have a really nice culture here now i think everybody feels really good about the system and these kinds of conversations are these kinds of you know policy you know efforts to me feel like they're going to start chipping away at what is so good because we're only talking if anything very isolated incidents and they happen everywhere and people are not perfect okay so i i realize i'm getting a little hot under the car and i don't mean to and i'm not trying to attack you specifically it's just like this really feels so much more complicated and um you know and i don't care what's foiable or not people can figure that out for themselves if they
033you know this is not our job our job is to to foster a district that people love to come to work at and that students thrive in and um so that's my concern that's all i have to say sorry uh thank you catherine and uh you know and for me i i i agree with both of you if that's possible um because well because on the one hand a policy like this could be overbearing um and or a proposed policy like this um but you know as uh jeff had said it could also be the potential of a a catch-22 or if there's no list then how would you know where to look either but i suspect that as far as foi goes you can make broad sweeping strokes as i know certainly at the
034state level you can do that and p we uh you know at the you know agency i work at it's we have an attorney devoted specifically to foi and that's all she does all day so you know i'm guessing that if if there was really a devoted citizen or reporter i suppose who wanted to to dig and find something that you they could make general requests and some of them could be um fulfilled and some of them couldn't but that doesn't wouldn't keep anyone from trying you know because sure i understand that's how foi kind of works anything it could turn into a giant time suck for administration um so uh again i think uh at least if floyd could clarify some of these you know especially on uh on contract points you know like
035what uh you know what is allowable to be public anyhow and maybe it's it's this is a non-issue maybe it's not um if we could just maybe get some clarification tim go ahead thank you adam yeah uh just to put some meat on the bones here jeff do you happen to could you just make a a guess an educated guess off the top of your head in the past year or since you became superintendent five years ago how many um non-retirement departures how many disciplines or how many suspensions you know in the past year on average in the five years i mean you know when you talk about discipline yep i i do worry about making discipline public okay because like just broadcasting it because if a teacher is having difficulty and this is not
036a surprise it wouldn't come as a surprise to our administrators or to our teachers but when there is a teacher having significant difficulty we're advised to document that so that means you know a progressive discipline a documented verbal warning you know written warning potential you know other issues maybe we'll pull your parking spot in catherine's example i don't know but you know there's a progressive discipline that goes with that in an instance where your progressive discipline is going to be broadcast the union and doing their job would probably more vigorously fight every little thing uh which then turns into grievances and bureaucratic you know gridlock where we're trying to move and then we get people toward well we had several you know incidents now with you um that's often a case where as a principal
037i would be suggesting you know maybe you want to look at other opportunities um outside the school system you know because it's this things don't seem to be going well it doesn't seem to be a great fit for you and then we call that counseling out and usually the person goes on to do well someplace else or whatever it just wasn't a good fit in other cases you know it could get to a point where you know maybe they're too far entrenched in the district or whatever too many years and you know it's hard to get hired top step in another district and so they may say you know what no you know so the discipline continues and has to go to a potential separation if we're gonna move toward termination then they may be
038looking for separation [Music] so certified non-certified i can recall um maybe four in the last five years suspensions or disciplines not not departures um not discipline okay is is beyond that okay it's significantly higher um you know that happens you know with greater frequently frequencies you imagine you know but then there's uh suspension is again in a progressive discipline schedule um and we don't you know our our teachers our staff on the whole do amazing work like i i should be writing many more accommodations than i do anything disciplinary and we we do so like it's really limited the number of suspensions and like i said you know with 600 people rolling over year over year i think we've had four like separations in that period termination would go before the board um termination is
039typically well you're where you're gonna find that and speaking in broad terms where you're gonna find that and this is connecticut why is a termination you're gonna hear about with a non-tenured teacher who decides that no i want to fight you know whatever uh disciplinary history i have and i'm going to bring that before the board which is generally not a great idea because when you lose that termination hearing you have to disclose that on your application moving forward and it's becomes incredibly difficult to be hired at that point so most people at that point say you know what i'm going to look at another job i'm going to go i'm going to work someplace else but that sounds to me like sweeping it under the rug literally i mean that's like they elect re-elect
040to go work someplace else you're getting that far down no i understand i don't mean to be negative here i just but that's yeah but you know and that in those cases tim we're not we're talking about you're doing a poor job with your assessments you're doing um you know you're not showing up to time for on your job you're doing some things that i would consider to be in the misdemeanor category but have accumulated over time yeah yeah a felony category sort of behavior we're moving more aggressively toward termination and a termination hearing would occur at that point if they said yeah i want to fight this i want to go to termination um they could resign or they could you know seek a separation agreement in which case you know a number of
041variables are considered like i said before how long is this person work for us what's the track record of performance that they have generally leading up to this situation what's it gonna cost me to you know resolve this matter is it um is it a substitute is it a you know a lunch aid situation where i could hire three more tomorrow um and not have to worry about it is it an administrator um who's making a ton of money relatively and i have to pay two people to do that job while they're suspended and it becomes very expensive very quickly um so there are a number of variables that get considered at that point and then we you know determine whether a separation agreement is appropriate or not um you know what are the individuals
042circumstances is this an act of ignorance is it an act of malice you know um and we try and uh resolve these things quickly equitably and um fairly you know for for our students so that we can move on um so it's it's a rare bird um generally speaking um but i think it's a vehicle we use to turn people who we have to move on from over in a quick fashion to to just get the next person in for our our students and staff now and i understand i'm sorry can i adam um he's locked up yeah thanks tim yeah uh no and i understand that i do but like i said i mean i feel like the same thing happened to cheshire before you were super right yeah and we had trouble that
043way and if if you know one town steps up and starts doing something like this then maybe other towns do and some of these very few and far between individuals don't get don't re-enter school systems is where i'm coming from anyway i guess where i'm coming from you know before when i started out this discussion i had mentioned uh discipline and departure and i want to change my terminology based on what you just said because i don't know the terminology here but i guess where i'm thinking what i'm thinking about it's not discipline no you get a verbal warning or something because you know i showed up late a couple times no that's not my point at all but it does seem to me like both uh anything that has a separation agreement or a
044suspension is a fairly serious situation and in my opinion that does merit uh public scrutiny to know you know something happened so you said that i mean you said just off the cuff probably about uh four of each eight incidents you've been superintendent for almost five years that's fewer total oh four total okay so four total in your four or five years it's less than one a year i i do think it would be worthwhile to have that you know publicly noticed let people know what's uh what happens in a timely fashion that's where i stand on it and i know catherine and you and i disagree adam i'm not sure if we agree or disagree but anyway that's where i am on it and yeah if we could get um i would love to
045hear a little bit more from floyd on those two particular suspensions or separation agreements and the legal aspects related to it publicly noticing it yeah yeah uh one piece to address your concern about hiring folks on if people do anything more like i said in that felony category and it requires any level of state reporting where every time we hire somebody we have to send to their previous employer um something that it's a it's a verification form that they send back to us and their their position is contingent upon that being um clear so if there's anything that is you know problematic then we would get that back but i'll provide a copy of that for you to see for our next meeting as well as floyd's feedback sure and i appreciate that but i
046mean to be frank about it when you send that to the former employer they could they they they may sugarcoat it it's not no question you you know and if you lie on that i mean that would be just an incredible issue for your school system nobody i'll tell you right now i'm not going out on a limb for anybody that we had to separate employment with sure sure you know and i wouldn't go out on that sort of limb for people we haven't you know separated the liability i i still have to put a roof over my family's head you know that would just be outrageous liability um for you to not be forthright on that form so but we'll we can definitely explore that in the next meeting get some information from floyd
047as well all right thank you i appreciate that absolutely thank you and since there's no actual policy and we haven't read anything um i don't think we need to table anything um so we'll just we can add it for discussion information next meeting yeah we'll have a we'll have a discussion item on that when we get clarification from floyd um and for me specifically when tim was talking about discipline disciplinary action um i would guess that there's probably also a a hearing process that's involved as well depending on how serious it is like when you go to a suspension type level i would think there would there would have been a union hearing involved as well yeah there's a whole source of probably five six steps before you even got to any kind of suspension
048so yeah yeah i i'll give you that too that's outlined in both our teacher admit all of our contracts have a a disciplined protocol in them right so i can highlight that for you too that that'd be great okay so um tim uh catherine if we're all set on that um topic right now um let's let's uh what was that catherine did you say no i said yeah no oh okay i think you cut out i think you cut out i didn't hear it uh okay so we'll move on to um uh policy 9321.2 uh bylaw time place notification type meeting electronic board meetings um so uh jeff do we need to adjust this in some way it says cave given us some guidance on what we may need to change yeah well cabe provided
049some guidance and and basically you know i talked to floyd about this the other day um because when we made the suggestion to go virtual on some of our meetings going forward i think tim raised a good point about you know the just people running for office if we can make the job a little bit more accessible it would be great to have more people expressing interest i thought that was a valid point the other thing um is that you know we've had stronger participation since going virtual with our meetings than we do in person um another good reason to pursue that unfortunately um per floyd we can only hold these meetings virtually as long as there's an exact executive order in place and so you know we can't continue to do this in perpetuity
050but which is kind of a bummer but um you know and maybe that's where we talk to legislators about being able to offer that on a local level or something it for you know i understand maybe more for board meetings which are meetings of the public as opposed to a committee meeting which is a meeting of a part of the board held in public this is a business meeting here that we're holding in public for public view not necessarily inviting the public to speak although we we do provide that alternative here but um you know maybe that's something that the state level could look at i don't know but um this bylaw then would really um be focused on if an individual can't make a meeting in the future and they need to participate remotely
051there are certain elements in place now i have to say floyd and i just kind of nailed this down uh after we sent you this information so i would appreciate the opportunity to go back with carol and make some adjustments given the fact that we're we're not we're now looking at um people who can't make future meetings as opposed to just perpetually holding meetings this way it kind of reframes how i would word some things and um if you guys would permit carol and i the opportunity to just go back and look at it through that different lens i i think we we do that much more efficiently than trying to do that all together tonight yeah yeah and and since uh we're still in their executive order through february right now um let's see
052november so if so yeah if we were to do a first reading uh next month then that still gives us time to put something in place before the executive uh right because now that's it let's say uh the executive orders um ended in february and the legis legislature's uh powers were restored essentially um then if if they ended then we could not meet virtually any longer that's correct and it and so then we would have to do what we were what we have done in our business meeting so far we meet in a room and it's recorded and broadcast out we could still do that there's nothing um it's just a matter of us being physically present in the same room essentially correct if the public wish to uh speak or ask questions of us
053in our presence essentially yeah and there would no longer be any sort of building restrictions of 25 people which is another problem right now so that all that goes away then it's sort of back to normal and then we're just having the cameras recording what we're saying or posterity uh and we record it and broadcast it on youtube like we've been doing you just need to physically be in a room correct okay most of us do and the next policy speaks to when you can't be this last one like i said though i do need to go back and review it for electronic board of ed meetings and just confirm that you know what are we doing with this now if it only pertains to executive orders but then this electronic participation is really after
054the fact when um like i said if a board member can't make it um i think we say that the board member is supposed to notify the chair and superintendent a few days in advance and so that that would permit the um the group to pull together uh access for the individual who can't make it and that the individual who can't make it can't just show up like all right so now we're voting on this potential topic they can't just show up for that vote they have to participate in the public comments section and the whole nine yards in order to actually be a participant in a vote um if they're going to do so electronically yeah how would that work yeah they have to be heard by the public they have to be able
055to hear the public things like that and this one's a little bit more straightforward um but uh it's not related necessarily to the executive order so is that sort of taking into account like if we were using that our new system of ours where you could have that two-way conversation if someone was uh so they would be on like a screen somewhere on the days or yeah somewhere where the the public could still see yeah just a headshot or something of a laptop turning around max headroom you have the floor right exactly but you got to be a certain age to appreciate that so that's the thought behind that yes it would be something like that okay that would be really interesting all right yeah so if you want to tweak those and we can
056we can just come back to those um at the meeting yep okay do i need to table those uh or do we need to table those or no i don't think because we're at a first reading i think we're fine just reintroducing them for a first reading next time okay great um so is there um that that's it for agenda items is there is there any other discussion or a new business uh that the members would like to speak about i have nothing no nothing for me um well seeing none i'll call for a uh motion to adjourn so moved all right thank you um second all in favor hi okay and then uh i guess we are adjourned thank you everyone for the for the meeting tonight thank you thank you guys just real
057quick if you have