001uh welcome back I hope everybody had a good summer um I am looking for somebody who can take minutes for this evening's uh meeting please I got three committee members here I'll take the minutes thank you glattus I appreciate that all right um so we have uh what will hopefully be the wrap-up of the 4,000 series happening this evening um we were working on this all last year um and these are the last uh several uh policies that we have um so with that I'm going to turn this over to uh Kelly and to Kim thank you can everyone see my screen okay um so the uh the first uh part of the 4,000 series wrap up is that there are several policies um that are not required so they're not cave required policies um
002but they are existing policies that we have um in our in our manual um and so we want to take a look at each one of these four policies to see if we wish to continue them and make any revisions um or eliminate them um so I will start with the first one which is 41351 6 work stoppages um and really I know everyone's had the information and um hopefully had an opportunity to look at it so I'll start with any questions that may exist um and then we can talk about uh you know recommendations for again do we want to make any revisions um accept the policy as is or do we feel that we need we could discontinue it because it's no longer needed I'm sorry I I was away and I didn't
003get a chance to look at though what do you recommend Kelly I canell you want to jump in this one is about this one is about um strikes slowdowns just ruption of service I would leave it as it is um it you know in Connecticut you have a law a statute that says teachers are not allowed by law to strike in Connecticut um you don't have the same kind of Statute for other bargaining units to be honest I don't know what would really happen if we were to use this as you know this is a violation of your contract I don't know what would be the result of it it's pretty old policy but I'm sort of in the Do no harm Camp I I would leave it you never know whether it might be
004kind of a Lifeline um if we did have a situation where we had a work stoppage I I've never heard of one um but I I think I would be inclined to leave it as is it's not it's not damaging anything by being in there so I just have one quick question um I obviously just want to make sure that we're doing this in a way that um aligns with cave as much as possible and I noticed that they call this policy work stoppages and we have it listed as uh disruption of service does it make sense to just adjust the name I know that's a minor thing but no I don't think it actually I think it is actually a really important point and I think it's part of the issue with shoehorning into
005the cave structure you know when we decided to use cab as our platform um it came along with all of their numbers and titles and everything so I don't actually know the answer to that Kate but I would think that I agree it makes infinite sense to actually call it disruption of service and not work stoppage I think that's important um I think we'd have to probably go back with cab and see if how they change it I just don't know if it's a you know square peg in round hole or what okay thank you um go ahead Michelle so I'm inclined to yes that'd be great if you get that information but if it isn't necessary I'm not necessarily you know in support of putting something in that isn't necessary yeah yeah I I
006think Michelle the only thing I'm thinking is let's let's say that one day that there is a strike or a work slowdown and we are looking for every means possible to challenge the legality of that right we want to be able to say we can't say it's against the law because there's no statute if the for example if the noncertified people were to strike but if there were it seems to me that one error in our quiver could be well we have a policy calling labeling this a breach of contract I think there would be a legal issue in litigation about whether or not that is right I I don't I don't think anybody could tell you the answer to that right off the top of their head because I think there would be it
007would be around facts you'd have that's the nature of litigation so if this is an arrow in the quiver that existed some time ago whether it works or not I I guess my feeling is is it's not it's not contrary to law it's not doing any harm and it may provide you an advantage in litigation one day where you to encounter it over a work slowdown that's all I'm thinking again very speculative very very speculative and that's the part I guess for me because it is so speculative you know what I mean sure um so maybe if you answer we can get back to Kate's question but that is it it's very speculative so so I just having been on the board this will be the fourth year we've had issues where a policy was
008in place right that we had to remove so if it isn't something that is required and it's very speculative then I would probably not want to support that but unless you can come back with that answer and something changes well the the answer is only going to affect the label the answer is not going you like to do I'm going to say then I would not be in support so Kim can I just ask a clarifying question here um two clarifying questions one I just want to confirm this is a policy that already exists on our books correct yep okay and and my second question is this this policy aligns with Connecticut state law as far as what is required of our staff it doesn't contradict state law okay right to the extent that it
009applies to non-certified people I mean the state law already says exactly what this says for our certified staff so the law says teacher shall not strike in Connecticut doesn't say anything about other people and this policy extends to both groups so you'll see the Dual um numbering of this policy so meaning that yes it's in alignment with with the law regarding teachers and we're also applying and it's not contradictory to non-certified staff and I think that's what Kim is speaking to as a potential Advantage at a future date if we should so need it and the date of this policy sorry Kim the date of the policy was October 27th 1999 was the date in which that this was adopted um and has been on the books for that long it also in this piece
010that you can see during each day or portion thereof of A disruption you'll be liable to pay the cost of conturing insurance I mean if you have your Workforce that goes out on strike this policy says they shall by policy reimburse you for their continuing insurance if we remove this policy you won't have if you remove it what would happen you wouldn't have that anymore because you wouldn't have this language anymore your policy says this was what would will happen if there's a disruption in service so in other words if we don't have this policy in place and say that there is a strike um and uh teachers are bound under State statutes uh but there's nothing binding anybody who is noncertified um and they could potentially strike and then we would be responsible for
011continuing to pay out their insurance during this the course of the strike we'd at least be arguing over it for sure right and this you're saying would prohibit that I'm saying you have a policy that says during each day or portion thereof participants shall be liable to the board for payment of the full amount of the cost of their continuing employee Insurance that's what the policy says so be arguing about the enforceability of it but you would have it so you're looking to go for the first read to the board or like what is the there be no yeah there'd be no change this this is already an existing policy so there'd be no change if you want we would just renew the policy adoption we had this conversation I think at one point and
012can you just refresh our memories please because it's uh it's been a while and I think um we all just want to make sure we're on the same page um if we were to renew this policy and so the policy adopted date would then reflect our current year um that does that go through the board for a first and second read um I think what again it's been a long summer but I think what we've done is we've taken the batch and the board has looked at them as a batch and said fine yes you know keep them in place I think we decided when we started this a while ago um back when we first started the project that it was going to be an exercise in not just looking at changes but looking
013to affirm the things that we already had um other members of the committee can we hear from you on this uh particular policy please uh go ahead Terry I was looking for the raised hand thanks um will you say uh will you that was a good question Kate but would you also say policy adopted October 27 1999 uh updated or [Music] reviewed uh September 2024 is that how it were or or would you go policy adopted so if we were being if I could just add if we are being consistent with the way we've done other ones we've reopt existing policies I to reflect the updated date when policies were very old such as this one um it's not wrong to do it one way or another Kim and I were actually talking about that
014today but if we were going to be consistent with the way we've done the zero series forward it would be to reopt this policy and update the date oh so do you say reopt it or just adopted um we just had policy adopted in the most recent date that it was voted on by the board okay okay thank you again we could look at that as a group if we if we want to put reopt it in a new date I mean we could do that um I'm just what we've done to date as we've went through the policies has been a little bit different so I think there's consistency um you know that we want to keep across the politics sure yes Wanita hi good evening um can I go back to the uh
015very first paragraph can you scroll that down thank you yeah um so in the last portion it says that shall be considered a violation of the employees binding and legal contract with the Board of Ed so is this wording that is already in the signed contract sign contracts that we have with the board of is there no strike are you asking is there no strike language in our employee agreements is that what you're asking yeah yeah uh well it doesn't apply to teachers right because teachers have a statute so in our non-certified staff no it's not language that exists but I I I think the policy's intent the reason why it's written this way I it's very old but the reason why it's written this way I think is because were you to challenge let's
016say you want to go and you want to have an enforcement action to require people to return to work because you know you have to have 180 days of school you have to have non- certif whatever the reason is and you're in litigation I think that what this Endeavors to do is to say one one argument you would have is that these folks are breaching their employment agreement with you their contract with you and that this by definition a strike slowdown or refusal by definition will constitute breach of contract so the court can skip over that argument about whether or not there's a breach of contract because you've defined it in this policy I think that's what this is intended to do so no it's not in any of our current contracts it wouldn't be
017in the teachers contract because of the statute um but it it is not in the contract the language is not no is that Mak sense and it's in it's in no other contract either right employe I don't think so Anita I I'm going through my head I don't remember seeing it anywhere no again it's it's it's a policy that defines the term breach if you're in litigation what is a breach okay any other feedback on this particular policy so we're just changing the title uh I believe Kim was going to look into that uh before we make any formal decision so we might table this particular uh policy rather than making a recommendation to the board for it until we have that answer Okay I uh I don't see anybody else with their hand up
018here so I think we can uh move on to uh the next uh current policy for review okay um so I just placed on the screen um this uh policy is solicitation by employees uh policy 4137 um so I will open it up for questions for anyone on the committee in reference to this policy again it is a policy that has been in place since November of 1999 um and the question here is do we feel it's not a c required policy do we feel that we need a policy specifying these terms and conditions um for our employees um would we like to make any changes to this policy or do we feel it is not necessary and we' like to remove the policy do folks need a moment here to read um it looks
019like the title on this one is to be changed have a listen here soliciting selling and then the new one is solicitation by employees that is correct um in in the titles of these the the numbers uh have been updated for C we already made that vote um as a board um to renumber all of the policies along with that in the past policies we have made any updates to the labels of the policies to be in alignment with Cade um so certainly we can get feedback on that additional feedback if this group would like um but if were to do what we've done from the zero series forward we have um made the titles and the numbering consistent with the cave Series so Kelly just to back up for a moment then with the
020work stoppages and the disruption of service um if what you're saying is accurate then the work stoppages will become the new title for that particular policy if we were being consistent with what we've done so far then yes we would change the title to be the cave title Kim given your feedback on that previous discussion does that seem okay to you yeah I mean I don't think this one's that far off the other one seemed wildly off to me this one seems to me to be close yeah okay so what's listed are the new titles and what's on the policy you're showing us is the old okay new titles okay or updated titles that is corre go ahead Monita thank you um so just as um food for discussion some clarification um with the definition
021of solicitation um and okay so let let me let me give an example I'm going to I need to look at it because I need to see the whole thing so you'll see me turning to my other screen um and in um danburry High School uh each year they do the March Madness pool and somebody wins the money somebody um yeah has a financial gain um It also says um activities which are not approved by the principal or design um so so uh our activities like that need to be approved by the principal number one and then um further down it said something about I I guess you have to get approval from the principal then to to do uh tutoring in which teachers or Paras or um those in the school do tutoring for
022personal gain where they actually advertise their tutoring Services Cara is your hand up yeah I'm just I'm just thinking about the March Madness tournaments and you know that that occurs pretty widely across across the district and I'm just I'm trying to clarify my mind you know yes someone gains from that but I don't know if it's someone like is running a business to make a profit necessarily so you know different from someone coming in to solicit the students um for for tutoring services or advertising their Tut shows which I think would be problematic um we've also had people from time to time I mean you know people drop off Avon books right on the table and and you know is that solicitation and so I guess you know I appreciate the discussion on the on
023the definition because there are things that are just sort of regular standard practice that have that that just occur in buildings um but I think I think I'm wondering you know if the spirit is around someone who's you know the financial gain um component of it that's not directly tied to the benefit of the the school and the students so you know I I don't know to what extent we have to list all of those things um but I think I think my guess the intent would be that that the way I'm seeing is that you know that it's really about a conflict of interest and I would think it would probably have to start with approval at the principal level so that they're aware of what's going on in the building and that might
024be a way to help determine conflict thanks someone someone who's someone who's profiting off of this off off of you know some tort type of activity within the school so if that's the case I think the language in this particular policy the way that it's written if you know it's it's pretty restrictive and the circum the examples you're giving um Dr casiro might fall within the bounds of uh enforcing this policy so if that's the case then we got to look at making some adjustments here want you to thank you for bringing those examples forward true the other thing that I will just add is that you also have and we've previously reviewed them some code of ethics for uh teachers and administ rators um and so um you know not utilizing their position of
025power for lack of better words and I'm those are my words I'm not pulling it directly from the policy um but those are also covered in in your ethics policy um and so you could this is not a necessarily legally required policy and if you felt that it was too restrictive um you could vote to repeal this policy as a group Michelle um just wondering about the Career Academy and that whole model of you know engaging different internships and different you know what those Partnerships that we're looking to build and you know how that might even play into what we're looking at so um I think you know once we start digging a little bit deeper and we start to really even realize what that model looks like or you guys I'm sure will unfold
026to us further very soon uh that might all be a you know a part to consider in this thanks good that's a good point yeah I I'll just go back to if I can just one thing on the tutoring stuff I mean for time of Memorial we've had you know teachers that would teach you know student struggling in math and another math teacher would you know would tutor or they would know of a math teacher who would be willing to tutor and that has always been okay what has not been okay is if the teacher that's directly teaching the student is the one to do the tutoring because that's the the conflict piece right so that it's um you know someone is directly benefiting by a situation that's occurring in the classroom and you know
027there's a slippery slope of well I'll just catch you up after school you know for a fee um and so that's that that has that has been something that that has always been a very clear conflict of interest but we've had you know teachers tutor other students all the time so long as they're not on their roster anyway my screen just went black does anybody else's mine as well that yeah I think it mentions that in this policy I think I read that earlier exactly that that it wouldn't be like the teacher directly but another staff yes the wording on the policy and I just unshared to try to get the screen to come back but the wording on the policy would be on the current roster or in the current class um do we
028want to try to construct a revised policy do we want to repeal this policy given that there are other policies that sort of cover some of this content already Kim from a legal standpoint do you have any any feedback for us here I I don't I don't I think it's up to you okay what's the appetite of the committee I said keep it if if it it pae already has has some you know I I'd say keep it if there's an issue then you come I mean it doesn't seem to have any um conflicts here it just spells it out I think um I'm my hesitation comes from um Wanita is bringing up at least a couple examples of things that depending on how one decided to enforce the policy uh could bring those those
029um activities forward as a conflict of interest under this policy so um I just want to make sure that and I I understand what you're saying as well because the policy has been in place and yet you know these other things uh these other things are taking place without you know um repercussion um I just want to make sure because the policy is the thing that guides everything um that we're doing our due diligence to have a policy that matches how we're actually going to enforce what's happening in the schools um well maybe like the principal he participates he or she participates in those March Madness or whatever uh you know funds whatever I would keep it I would keep it and I'll tell you you know uh Unita brought a good a good point
030but I see those those pools as um more more for the staff than for the students and even if you did one for the student just for the record as long as the principle authorizes it I think it brings motivation to this to an enthusiasm into the classroom uh like a competitive type of thing I understand that um you know somebody is profitting but I think what we're trying to do here is that if a particular teacher has a business that is bringing into the into the school that is pro that someone is profiting school I think that's that's what the Brule is looking at that's my interpretation of it um I I don't think think that you know the March Madness or Super Bowl pool or whatever you know yeah it's it's a motivating
031factor it makes things happen it makes people excited in school I've seen that in at West Hill High School and throughout the year it brings the kids uh you know or or the staff really pumped up and motivated to continue on until that particular day just my opinion can I just um add um I I think my conflict is is that the words for financial gain so you're saying the competition with the students somebody is benefiting um so let me give you this example so we um Al we have a we don't have but let's just say we have an automotive um Department at our school and um highly favored by a lot of the students and our Automotive teacher goes into business um as training as driver's ed a driving business our kids know
032them our staff know them may even direct students parents do them what do you think is there a conflict it could be a conflict it could also could also be a conflict if the teacher is asking students to bring their cars in to be fixed and charge the price to the kids then it's a conflict that's a financial game there for the teacher or a teacher allowing a student to fix cars to other students in school property that's a that's a financial game um well I I think it says for um that leads to financial gain of the employee and um so if you have that that business and you know I'm not I'm not against most teachers have to work two or three jobs to get by um I'm just throwing out um who
033decides what a conflict is who decides you know the financial gain who and so anyway I guess in the end I'm voting to keep it in well I'll even throw something at you the financial gain would be if the teachers supposed to be teaching a class and doing mechanical work gain even outside of the classroom on their own time but it you're directing um I mean maybe it's me you know I'm a counselor and the parent says you my child needs driving classes and I'm might say oh my gosh so and so has a driving school go there I would think that the district would either approve that prior to be a needing teacher to have any kind of in this case Driving School in in you know advertised I think that you you bringing
034a good point on on the driving teacher if I saying I'm a teacher and you're a counselor he says oh yeah Mr Almeida has that has a school driving school you know by you providing that information to me for me to reach out to them it's like it's not as long as you the way I understand is as long as I'm not gaining Financial from work where I'm representing first which is my first job which is the public schools what I do after after work it's my business but if you if you yourself as a counselor give the parent a card again or not even a card you just know for a fact that I teach driver ed maybe all maybe the conversation turns to that unofficially I guess some of this comes down to
035what we think solicitation is solicit think think if somebody's yeah if somebody's asking for information to me that's not you know you're not soliciting them by providing the information they're asking of you um or providing a resource um but that's that's just my perspective uh Michelle you're on mute Michelle sorry I think every you know all the points being brought up are are really good um and I agree with Al and I agree with Wanita uh and I think again it's going to be that it's what we're trying to build is that engagement with Partnerships and the community so I think we're going to see a lot more of that potentially you know coming up than we are right now just saying are you just you know tutoring a class but we're literally I thought
036building a model and engaging and in in the community and kind of building those internships so it's going to be I think this I don't you know I was looking to support it as well um I just think you know it's going to be U almost like a learn curve as we create this model and these issues become more relevant in the in that model you know what I'm saying I just I don't know um it's it's definitely I agree with uh Al it it builds energy in that communication in the classroom if it's approved by the principal let's say the principal has the ability to approve that March Madness and it's known and let's say it gets um communicated to the boorder or publicly like hey whatever school had March Madness and whatever you
037know if it's public and it's approved I think it's fine um but obviously as long as we're looking at everything carefully and making sure that as we are developing this new model creative model that uh this is going to be questions that we're going to continue to ask I think a good example stici that way I would see me being a teacher and me telling all my students in my classes to say hey you have to go to this location to buy this and I give everybody a business card that's the solicitation not knowing if I'm going to get a cut or not probably will be getting a cut but that's but not I look at it as part of ass Association uh on that part is is encouraging people and telling people to buy
038from a particular uh source that to me that's a it's a conflict of interest and it's a violation of the the teachers ethics and again we have those things but as going back to the policy I would just leave it as it is I I don't think there's nothing wrong with policy okay can we take a quick temperature then folks who are in favor of keeping the policy versus not keeping the policy uh Terry hi you're in favor of keeping the policy yes okay um Wanita uh yes okay Michelle yes Al yes all right uh with that can I have a um motion to recommend this to the board for uh reapprovals to the board for approval we have a second please I'll second thank you Michelle all those in favor please signify by saying
039I I I okay uh so let's move on to the next uh policy number that's 414 0.242 40.2 non-bargaining unit employees Tim could I just ask that you presented on the screen as mine is experiencing a glitch right now can you see that it's not um you right now we see the agenda so I don't know if there's a different window you have to highlight or if you can click on the it is you can see that if you click on the number cam right before bargaining unit in place you'll see it where click where on the number uh 414 4 0.2 right before bargaining unit employees is the third one can't see that I don't see where you mean yeah that was the one that was it there one more back 4 two oh
040That's So Sol no you were on the you were on the right one it's it's the next one Kim this one here yeah is this the one we were told that I didn't hear that Terry you want to try that again sorry is this the policy we were told at the last uh uh board meeting that we don't have the authority to do this uh this did come up for conversation um and this is the policy that sort of governs um how this how the process works um so if everybody could just take a moment to read it real quick make sure that uh you you take a look at the details there and then we can have a conversation about it um you know in in deference to the um the position this puts
041both Kelly and Kim in um I'm going to try to lead this conversation could you make the wording a little bit bigger please I think they can can they why is it everything comes off print is so tiny so Kim if you go to the three dots in the corner next to uh new Chrome uh available in the upper right hand corner yep the three dots and then you should be able to go down to zoom there we go e okay has everyone had a chance to read it I'm G to take that as a yes I have your her no NOS here um so this did come up for conversation um and one of the things that uh we had talked about in with the board was uh the possibility of adjusting the date
042um for this policy so that we as a board would have a sense of what that Al was going to look like um before the budget had been approved um so that you know we can have a little bit more robust conversation around it I think the challenge we were experiencing before was that uh we were learning about this allocation uh before um or by July 1 and typically that just fell at the end of uh the school year which was past our uh our budget cycle which made it difficult for us at that point to feel like we had any um uh input as to how how things were being handled um so I just want to open this up now to conversation and see what feedback folks have for us um K is
043there a second part to that where it starts with uh the superintendent will establish or we're not looking at that um where are you looking on um well I'm I'm on the um danburry Public School website with policies and so um it's um 4140 point that point2 well I'm sorry it has an r r in front of it oh that's the regulation so uh that policy has a regulation that carries with it uh the regulation is sort of like the um instruction for how to apply the policy so um we won't be looking at that we're looking at the policy right now the the regulation I believe would adjust to meet what we decide in the policy Kim is that accurate well do we set policy so I'm asking about the regulation um do we
044get a say in the r 4140 point2 right I just want to confirm that if we make an adjustment to the policy as the board does that do the changes that we make there carry over automatically to the r to the regulation I wouldn't vote for that to happen I would want to look at the regulations without them automatically adjust I'm not I just want to point a clarification I guess so that the regulation the policy is what the board votes on the regulations are like the implementor so the regulation doesn't that can't override the policy you set the Poli and the regulations are the implementer and the regulations are written by your administrative team to give guidelines for how to implement the policy so they can change at any time they don't come through
045a process of reading and vetting like your policies do they're just implementers much like the Federal Register you know the government puts out implementing regulations that are meant to support the legislation that the Congress passes it's the same idea so the staff put together the road map for how to implement the policy and that's what your regulations are okay okay and so I guess my um question is um do those regulations then come before the board no they they're just implementers so it's like you're so and I you know I understand that I I just it's it's not that I agree with it I understand so I I understand that we then uh I understand that we are here to set the policy um I do think think that um there must be some stipulation
046somewhere where um it the regulations in how to um handle that policy should at some point um be at least I'm looking at that and it says something about regulations are typically provided the board is a point of information corre but it's not something that we vote on as a board so I'll give you another example so today Kelly and I sat through three hours of Title Nine training Title Nine the legislation is written by the Congress but the reason why we had the training today was because the the staff at the Department of Labor and the State Department of Education have put out reams of regulations that talk about how to interpret what the statute was it was passed it's the same setup and if and if I could just add we would not
047change regulations without informing the board but it is not the voting process um that the policies go through thank you for the clarification one need does it does that answer your question is there some confusion about it or just a difference of opinion well that's the answer but um I'm hoping that there is um later on some discussion I just think it's very vague language in the regulations I think that we have to look more carefully at the policy itself this was one of the areas of contention um when we moved forward with the budget it was not only I there were other members who um apologize for not knowing this policy in advance but we were in that big uh money crunt and um making sure that as we move forward that this policy
048is exactly um something number one that the why answering the question why uh does the board want this policy um what do we want from the policy um the need for the policy um and just moving forward with um much transparency so when you look if for the other board members if you have a chance to look at the regulations the regulations I believe in implementing the policy are very vague um they're not very specific in um they talk about Job Performance Based on performance evaluation job performance which meets the district standards for the position um and um and it also uh at the end of the policy itself I'm very um concerned that add the statement that says additional compensation and benefits very vague which what are those may be provided in recognition of
049service um what is that what I I understand your concerns and I don't I I um those are things that I've thought about as well I think in looking at this though you know our our role in this is looking at the existing policy that we have okay and if we're going to do that um one of the reasons that I suggest we take a look at that date on there it says by July 1 we have the power to move that date so if if you know to your point the discomfort that some of us felt as board members in evaluating the budget budget process was in part due to not having concrete understanding of how the allocation was being made and how that was going to operate if we shift the date that's
050in this policy it forces that conversation to happen in advance of the budget cycle so that we can have a robust conversation about uh the the compensation for central office exemp staff does that make sense like I'm not it does but I think we're skimming over the wording well I I just want to I also want to just sort of touch on the idea that like as the as board members we're not in a position necessarily to evaluate you we can leave the regulation part alone but the policy itself I think that we need to take time and look at how as a board we want that worded okay which is what we're doing right now so I I want to come back to this one but Terry's had her hand up for a little
051bit so let me just pop over to well I I'm I agree with W uh there's no um for example one year we had one person who didn't get a raise and subsequently that person left and there were reasons that person didn't get a raise um but the first sentence says believes that an appropriate Equitable Compensation Plan should be established for exempt administrative and support positions I don't see it I don't see it I don't see there's one it's just across the board uh whether you're here one year or a Dozen Years um I don't think it's being followed through that's what I agree with wiita um I agree the DAT should be changed definitely um um but I don't to give raises just across the board for everybody whether they it just doesn't make
052sense it doesn't make sense so one of the conversations Terry that happened um around this when we were um you know having this conversation at the end of last school year is that when you know sort of assessing um this particular group it's important to understand that they're not part of a bargaining unit right and I do think that this became sort of a point of conversation um that that folks had different opinions about but there was this idea that if you know this particular group of folks is not covered by a bargaining unit is it fair and appropriate and Equitable to treat them differently simply because they're not part of the of a bargaining unit um and to you know look at their um their salaries and their compensation in sort of like a
053vacuum um and I think the danger in doing that from my perspective is that if you decide to say to one particular group whether they're organized or not you know we do not value the work you're doing uh on a on a level that we value the work that all these other bargaining units that's not what I'm saying that's not what I'm saying that's not what I'm saying excuse me point of order I everybody can say what they need to say and that's fine but I need for it to be orderly and I need for one person to talk at a time so if you want to say something you're more than welcome to raise your hand please just wait for me to recognize you so we can keep this orderly okay okay I'm assuming
054somebody would like to talk because I did hear two voices at least oneita thank you okay um I am not here to discuss um you know like all of the bargaining units and who we have contracts with this is this is truly specific um otherwise we wouldn't be discussing the administrative and support positions in the central office in particular and specifically um what we have done in the past from what I can understand correct me if I'm wrong it's just been a blanket across the board uh nobody wanted to separate the Clusters nobody wanted to look at individually um I personally and I don't maybe we're not supposed to see correct me whether um um who looks at evaluations um you know who looks at uh we're still waiting for some of the job descriptions
055um and so who who who does who does that does the board ever know um is it something that we want to know and in addition we have language here in this policy to me that is very vague I like the aim of the compensation that's good but to go on to say additional compensation and benefits what would the additional give me an examp what are you talking about over and above what you've already said was appropriate and Equitable compensation and then there's additional comp give me an example of how that's been um added on in the past um and they may be may may not um B based on what what's the criteria um where does the money come from um how is one recognized um so I right now I'm voting against this
056policy standing as it is okay thank you Anita Terry I know you were trying to speak before oh thank you um I'm I'm certainly advocating for a change of the date that is listed here uh I think that will help bring some transparency about some of the questions that we've had um as well as sort of help us inform the budget process um I guess what I'm also looking for Wanita if you feel that there's some vagueness to this or there's some things that we'd like to see um spelled out differently um I welcome your suggestions I do not like the last line in the first paragraph we know what the aim of the policy is and it says a compensation plan to attract and retain competent employees um who you know and then the
057benefits should be equal to those of other comparable employees of the school system um who compared to what other positions in the central office um that's that's very Broad and um by a I agree with changing the date um at our meetings toward the end of the year we had a discussion on oh this is not we don't vote on this we it's already in the budget um but this says that we shall approve and so I guess since we approved the budget then we approve the allocation um and I just think that that needs to be made very clear that then we don't you don't go back and vote on it again um so whatever is brought forth by the superintendent at that point as far as the allocation um is in the superintendent's
058hands and so it's probably not even necessary to bring it before the board except just as an in informative information um may ask a clarifying question oneita the when you talk about uh when when we discuss the change that I'm suggesting which is to adjust the date by which we receive information about this allocation if it is you know it does become part of uh the budget so that might be then a point at which during the budget process board members can back and say we don't like this allocation or you know this is what we'd like to see change with the allocation um and then have the option of voting um you know for or against the budget based on you know in part this criteria um does that does that sound right or
059am I missing something in in what you're asking Okay so let's step back address that last sentence additional compensation no clarification there and benefits what does that mean and you said we talked about changing the date um you I I believe that once we get to the point of having the budget that is the sticky point of I I think I hear what you're saying Kate is well well we can just uh not approve the budget who is going at that point Who's going to really say I'm not going to approve this budget until that adjustment is made to when we've spent hours and hours and hours on the but and that's why we were in that position I think um last year um and so um I don't know that with what you said
060okay thank you uh appreciate I appreciate that clarification um in terms of the additional compensation and benefits may be provided in recognition of Meritor service um I I don't know how much teeth that that statement has um so if it's something that folks feel strongly about I'm I'm certainly open to that conversation uh you know with it being removed um you know as far as the budget piece you know I think part of what I'm looking at here the language the Board of Ed shall approve an allocation for salary and benefit adjustments um you know I look at those that allocation as being at the discretion of the superintendent and the reason for that is that the superintendent is the direct supervisor for these positions um we as board members are not supervising these staff
061members and can't really give a performance review in that sense the only exposure we have with them is at board meetings or in any of the work that we might engage with for for committee meetings um so we're not in a position in my opinion to really you know assess them individually um you know so when we talk about this allocation that's approved you know we might at that point say to the superintendent you know we'd like to see how you're going to uh distribute These funds um and it does in fact say at the bottom the superintendent shall report annually to the board concerning the Imp liation of the policy um but what we're talking about you know for approval we're talking about an allocation which is a a sum of money that the
062superintendent is then going to uh decide you know to handle as she sees fit or as they see fit uh to the the staff that is part of the central office exemp staff and I do want to just also ask a clarifying question um of either Kelly or Kim um I know that central office exempt staff in compes more than just the uh the cabinet members can you also remind us who else is included in this group please it's uh generally all your um Administrative Assistant staff so all the people you see at 63 Beaverbrook and 43 um it's also your occupational therapists and your uh pts it's anybody that is not in a union so it's all your employees at is what this your BCA so your board certified Behavior analysts also fall in
063this category okay thank you for the clarification I appreciate that um so oneita back to your point um are there recommendations that you would have for you know addressing the concern that you you discussed which was the idea that you feel like maybe you know people are not going to vote down the budget based on the specific allocation um do you recall when the information was presented to us for the allocation for the salar adjustment how it the way in which it was presented was in a block form what I mean by that people were grouped and you there was no individualization there was it was across the board um and I'm not talking about necessarily the percentage or the amount but certainly there was no separation every Everybody um received you know the the
064U uptick in the salary the benefits the additional compensation and listen again we're not talking as we said before as a board we are not talking about um individuals we're talking about a policy and so therefore um we were given uh groups of people and so I'm not sure um maybe perhaps a a little bit more uh clarification on the from the superintendent and maybe not um is H how what is the determination and so yeah I've evaluated and every everybody everybody um last year was not was a a time when we would have voted for everybody to have but um I believe that in the past we were told well that's how it was done in the past you know we're just presented with it and you know this is you know the decision
065and we're supposed to go along with it um and so if we're not what I am told by cab is that it is policy that drives your district and so I just feel that this is a policy that we um uh again need to be careful with uh once we adopt it do do we have the opportunity to bring it back to policy and say um we want to look at this again um and I'm not sure of that process um or are you saying you know like every four years we'll look at it or we'll look at it when it's outdated as this one probably is um but to be brief I would like that um sentence removed additional compensation and benefits may be provided in recognition of notorious service um I I don't
066see where that even fits in if you're already compensating across the board with the plan that you have um so I guess I'm looking at it like it just gives the uh superintendent some latitude in terms of you know when she's you know evaluating her staff her immediate staff uh gives her some latitude in decision making about how the the allotment is made to each you know to her employees um but I'm going to take a minute right now and let Cara speak because she's got find my hand I'm so sorry I'll come back I I don't know why I can't find my hand tonight um so I apologize but I do I do want to to speak to this and I and I want to just you know be very cautious around you know
067why the language exists why it's been a policy for for the length of time that it has been is that these are Atwell employees they are not in a in a bargaining unit and um I can give probably multiple examples of this summer alone between the end of the school year where um you know we we've lost employees right you're talking about also very unique this is not one large group so you're not talking about a thousand teachers or a thousand you know or 200 pair of professionals um you know you have very role specific you've got Tech technologically specific jobs have uh people with very specific um you know computer capabilities they're very unique dispositions we have people in finance with very specific degrees in in particular types of Finance work that we do
068um so it you know among the group um you know and then at will we have to be able to attract and retain and be competitive with the with the market the policy allows us to do that um in terms of Meritor service or benefits so so while last year um across the board it looked pretty uh pretty um you know uh much the same we did break out two two separate groups um you know in based on some of the discussions with the board but you know one of the things I and I'll go look at the policy it it talks about the be to be able to attract and retain competent employees and I can tell you sitting in my position and especially in the last couple of years having a sense of
069what other markets um are are are are have for the salaries for different employees the number of turnover that we have and trying to stay competitive the benefit of the at will employee uh contract is that a you can get rid of an employee that's not really performing and it's a pretty seamless process but also be that you can retain someone who you really need to retain somebody who's acquired a tremendous amount of knowledge over several years who when they walk away from a district you're trying you're scrambling to try to replace you know 10 years of knowledge and training that you've invested in someone and with when have not having luck find trying to find those folks and so there are certain positions that you may want to uh you know when you're trying
070to attract someone offer an additional week's vacation to be competitive with a place that they've come from um you know when we post positions and ranges for things um that they're you know unlike um you know in a Union contract where it's very fixed um are able to to flex a little bit on the higher and On The Low End within within reason to reward someone who has specific training or specific certification that runs outside of what a normal you know what we would what we're all typically used to in a you know in the teachers union or the administrative Union which tend to be very fixed and in some cases you know what's great about a fixed contract is it's nice and easy and it's pretty clean what's terrible about a fixed contract is
071that for example right now um I cannot attract a bilingual certified staff I cannot attract certain special education groups because we cannot offer a bonus we cannot offer additional compensation to to get someone who's qualified to come to our district because the contract is is flat in that regard and fixed um whereas where these highly specialized positions um that we're talking about mostly on this exempt exempt uh staff list is that you do have some ability to bend and flex and and quite frankly I I feel that as a superintendent I would be in the best position to understand that landscape with consultation of course dialogue with board members um as we talk about the needs of the school system which I think that we've we've done a lot of that over over the year
072and we certainly had our our challenges but um certainly within the means of the budget and within the means of an allocation um that you know I'm able to make those adjustments as needed to make sure that we're retaining um the staff and that we're attracting in certain positions and from time to time you know I could think of again a couple positions in particular right now where every school district is fighting for the same four or five people in the state that that are available and we have to be able to be responsive um to that and if that means we have to adjust um a salary range um in some cases it means that we have to go out when we don't or we're not able to we have to go out to
073a service and pay double um to meet legal requirements or to be able to make our state reporting requirements or to be able to make um you know what what are an IEP requirement so we do have to have some level of flexibility and we do have to be in a position to be able to judge how to apply that from time to time and the budget process I think has just highlighted the fact that you know it's put a big Spotlight on this but it has been um you know the ability to to bend and adjust you know to to meet the needs of the school system over time and again you know having you know one group um again where we've had people with uh you know our our I'm sorry my dogs
074are under my feet here um groups that have you know fixed tables they you know they're guaranteed you know whatever percent was 3% across the board plus a step plus whatever all of that stuff is laid out and guaranteed and those things Unison and lock step every single year guaranteed and this is a group where we we actually have to move them for them we have to move them up and over and and adjust to keep up with with a retention strategy thanks Dr Kevin Mir you're welcome um Terry you had your hand up yes thank you um I think what uh what Nita is getting at and what I'm trying I looking at that one list uh across the board um that equates everybody uh to the same level I personally would like to
075see it levels a b and c Where is the special teachers or um what staff that you need that you're finding hard to get maybe level B um gets that extra um incentive uh no AC if you want to do across the board a minimum but extra incentive to that category to keep and retain but to go across the board um is just it's just wild it's just wild uh without even showing us what the unions got percentage wise increases uh all the unions and give us an idea I I feel like we're uh LED in the dark uh this is the end goal and um sure we want to compensate I like getting a raise uh it's it's not against giving a raise but it seems to lack any uh uh not categorization but
076uh you know each each area has its own specialty and recognizing that area uh that is really needed uh is important but then you give it across the board doesn't make sense uh so these points are all uh taken I'm I'm still um I'm looking directly at this policy and thinking about you know what we might do with this policy because everything every decision that we make as a board um and as a committee here has to be in in sunk into the into the policies um and I don't know how exactly to articulate the things that you guys are asking about in the policy but I again I'm open to suggestion about that um what I think we might do because it's quarter after seven at this point is consider tabling this particular uh
077policy and revisiting it and I wonder if that is acceptable to the members of the committee here okay with me I'm okay okay with me yes definitely okay okay so um we will table this but I would ask that between now and the next policy meeting folks uh come up with some concrete um wording suggestions ideas about the language they would like to see reflected in here because uh without that um you know it's going to be very difficult for us to move forward okay um and that brings us to 414722 4247 point1 bloodborne pathogens communicable diseases are you going to uh make a motion to table it or are you just going to table it just let um do we need a table do we need a motion there's no there was no motion
078on the table as far as um recommending it or anything like that so I think we'll just make a note that okay okay thank you GLS so as Kim's pulling up the next policy the bloodborne pathogens um again this is not a required policy but it is something in practice um that our staff both certified and non-certified are required to do an annual training on bloodborne pathogens um and this is essentially to um protect any staff member that may come in contact for example with bodily fluids of a child or another another person in the school environment to make sure that they are equipped with knowing um what to do how to protect themselves and how to protect um others within the environment um so it is a state required annual training um so we
079will do the training regardless of policies um it really is up to the um uh the board whether or not to keep this uh in practice as far as a specific policy we will do this in practice I want to clarify we will do this in practice regardless of the policy but we can also have this policy outlining [Music] it uh committee members uh is there any strong feeling about this I would keep it I would keep it and change it with the title as highlighted can can you explain why the uh yellow highlight and the changes to the yes um it's just a title change um so the coordinator of Health Services is Carrie Burke um uh and she is the person that is directly responsible for um making sure that our training is
080updated um and collecting information on staff members uh formerly that was delegated to a medical adviser um who is a part-time consultant with the school on medical issues um but the true responsibility in practice has lied with the coordinator of Health Services you can you scroll down a little bit more because there's more that's highlighted so the change to um that's go into the next change pleas so I apologize Michelle I did not mean to cut you off um it the same thing uh that position when this policy was originally adopted was director of health services and now it's the city director of health services and Human Services so it's it's just to reflect the accuracy of the title currently um Kelly in that same paragraph um the second part that's highlighted are we still
081calling it in collaboration with the school medical advisor or are we putting in coordinator so yes so you will see Wanita there both you have the coordinator of Health Services um who is Carrie Burke we then have a school medical advisor which is a um a um medical uh doctor uh that we consult with if there is any higher level issue that we need um advice on so we have listed the district coordinator the medical advisor and the City Health Department as all three of them collaborate on this initiative did did that clarify I just want to make sure yes yes I know they're they're complicated titles but they are three different individuals so sh thank you is a coordinator or health services or is it supposed to be consistent with below of Health Service
082the coordinator of Health Services it should say of and thank you for picking up on that thank you so uh committee members do we feel that we should hold on to this yeah I was gonna say Al you just muted I'm sorry I would make a motion that to uh present this to the board for approval for reopt with the title changes yes okay is there a second on that second oneita than you Wanita all those in favor please signify by saying I I I motion so carries right we are going to keep moving thank you very much for your patience as we do this um there are two policies uh that were part of um Cab's recommended or recommended but not required policies um that uh Kelly and Kim brought forward to us uh
083that could be helpful and so we're going to take a look at those next um starting with the email electronic monitoring uh 41184 thank you Kate so I just want to specify that these are not current policies that are in existence in our manual these are C policies that are recommended for consideration um so it is up to us whether or not to Institute um the following this policy as well as the next one um but they are areas that have come up in practice as areas that we want to make sure staff are aware of um so I will answer cam will answer any questions related to the policy just for the committee information this is a similar policy that is in stand for public schools currently thank you [Music] well e are there
084any questions from committee members about this policy is the is the whole policy on the screen it does go down quite a bit Kim could you scroll down a little bit I Kim is driving now okay sorry that's okay what is your recommendation Kelly um Kim and I have discussed this and our recommendation would be to put this in place I just think it highlights an important area to remind uh employees that are um you know electronic devices particularly emails are property of the district um and uh this really specifies it and puts it into writing and this is not a required cab policy that is correct it is not required it is one of their recommended good practice policies but you do not have to have this and you said whe oh sorry you
085I'm sorry you had said we run into this problem as a district a couple of times how how often would you say that this is a problem but this policy that's not required we should you know Implement I you know I can't speak to the exact number of times Kim if you want to chime in a little bit but I I think at times we have had to have conversations just on uh District email use with uh some employees that a reminder that it's to be used for the job function and not for other things um and so um or comments on chats for example or electronic Mail system has a g chat function which is essentially like a text message um and just reminders that um so teachers can send them and they can
086be very helpful I could send uh a message to a school counselor to say I'm sending the student you know from my class to you they need to speak with you they can respond and verify um but because it's like a text messaging type feature um it you know it it lends itself to kind of more um casual conversation um so those have been things we've had to discuss with not on a very frequent basis but from time to time I would say actually something pertaining to what you send how you sent it personal use um with some frequency across all the bargaining units I would say with some frequency I think that it has become also um we have paid more attention to it since last Summer's breach because Gina and the tech team
087have been paying much closer attention to you know do you have apps downloaded on our computers do you are you communicating with your personal personal emails in your work email um we just now have been looking at um making sure that people who opened Apple IDs with their work um email or working with apple to switch those over to people's personal email addresses so I think two things I think one it's um an important policy to have because it starts to Define um for employees that if you have access to Gmail D.K 12.ct.us that is for business use only for work use only the other is very frequently we will get the well you can't look at my email or it's not fair that you look at my email or you can't and there are
088many times um some of which involve law enforcement where we do look at people's emails and so I think this is meant to put people on notice in a policy that you know your email is not personal um it is the property of the district and and this by putting it in a very clear policy and posting it that that's yet another way that people can be given notice that personal B business happens Elsewhere on another form and do we provide the onetoone as well laptops and all that to all our employees so they are actually on the on District laptop certified staff yeah certified staff get devices non-certified staff get the Gmail account but they don't get a device okay thank you for the most part I that's generalizing but for the most part
089any other questions about this this uh suggested policy um I don't have any questions but I do have a comment um I just think that the um I I like the policy I think that it's clear um and I would and I don't know if policies use bll print but I think that the very first sentence um I think it's the first sentence should be no I'm sorry it's the uh second paragraph all district electronic mail systems are owned by the district are intended for the um purpose of conducting official District business only um just very C I just think it's just very clear very simple this does not belong to you it is for business use only um but highlighting that thank you that was I I like the policy and I think it
090clearly states um its intent and if I could just add I think it's also something you know we just recently wrapped up new teacher orientation and this is something that as we issue them a new device that we're having conversations with them um to remind them that you know this is a district issued device um as well as District issued uh email um so it sounds like uh we want to highlight that that first sentence of the second paragraph there well it was just a s but I think it's a good one I think it's a good one um May is there a motion uh from the committee to recommend this for first read to the full board I make the motion to present to the board for approval be for first read may I
091have a second please second Wanita thank you Wanita all those in favor please signify by saying I I I any opposed extensions okay motion so carries right um so we're going to look at the next policy then which is social networking um I think just an opportunity to read this as well this is another one um that frequently comes up as far as the uh intersect between social media and your uh you know impact and ability to teach in a classroom and just reminding uh staff that it cannot have a negative um impact on the teaching and learning environment um so I'll give a moment just to take a look at it uh and then if there's any questions is this for certified staff Kim if you could just scroll just to the top um
092just where the policy number is it's for both it's for both yep it's got list both listed numbers so it's certified and non-certified and sorry just if anytime there's a dual a policy number listed it means it applies to certified and non-certified um so that way you don't have to have a duplicate of the same exact policy for two different groups of individuals it's intended to to indicate which groups it applies to for for Jerry you have a question yeah who decides or how does this work is this something that people are snitching on I mean I I I don't use social media so I don't know so the the specific at the bottom of the policy delegates this to the board and superintendent so the specific who decides um if you look in that
093uh last paragraph under item under number nine that paragraph right following it um if the board or superintendent believes that a staff member's activity on any social networking sites violates the district policies the board or superintendent May request that the employee SE cease such activity um so it it gives some um you know ability to make sure that there's not an out side influence on you know the operations of our district thank you I think Terry too that um one of the ways to think about this is you know there are lots of um laws out there about um sexual harassment about bullying about lots of conduct that may occur outside of our four walls but that impact the educational process and therefore our grounds for whatever it is we might do whether it's we
094you know Council discipline um you know defend litigation whatever it is this that's always been the case and that will always continue to be the case what this um policy does is it gives a name to that kind of Conduct in the world of social media and and and so you know it it would otherwise be scooped under all of those laws anyway but again much like what I had said about the email it kind of puts people on notice because people don't necessarily think of this as affecting their jobs um and so it puts people on notice that you have to use particular care if you're out on what you think is your personal social media page if it is impacting the workplace um and that's why I think as I said it gives
095a name to it in the social media context as opposed to you know comment to make it a party or something like that so that that's I think why cab proposes a policy like this it's a it's a different generation of folks now the way that they use social media it's it's an education at best on this Terry you have another question I was well for ex throwing out examples um I was just reading um meta decided the words from the river to the sea is not hate speech that phrase some people it is some people it isn't what do you do you I think it's like any you know any employment related case that you would have over time I I think it's the same analysis you know we've we've got this structure of
096laws about what is discrimination what is harassment what is a hostile environment what is bullying we have this network of all of these standards and this is saying hey folks just so you know your social media is not your private stuff it also is fair game under some of these employment or education related statutes um and and it's a when you say how do you know it's really it's it's a FactFinder who's ultimately going to know you get in litigation you have a judge you have a jury but it's also the the your administrators who have to make that fundamental decision is this conduct that's happening outside affecting the process inside and if it is and if it's a material AFF effect on the workplace of some of your employees or on the educational process
097for some of your kids then you would expect that your administrators will come in and say hey this is unlawful this needs to stop and by the way you were on notice that your social network your your Facebook page or your Instagram is really not your private it affects the workplace I mean do we have somebody that checks staff social media I would just no it really comes up in the context of someone brings it to a supervisor or something you know we've had we've had people make disparaging comments about colleagues about administrators um you know in um Facebook groups or on Instagram we've had people who are in those groups and see those comments bring it to their supervisors and say did you this is what's going on out there that's typically how it
098comes because there's just you know you wouldn't have enough hours in your day to kind of watch everybody's postings so so we need something like this then I think I I think I think this is a generation particularly of of of employees that live in this world and don't appreciate that whe they're doing something outside of work that it could actually impact their workplace so this kind of lets them know sorry Kim and if I could just we hold the same expectations for students right if a student is harassing um intimidating bullying threatening um the school another staff member another student we take that serious and that's subject to discipline code for our students um and so this is no different for our staff and I I think that that's important to keep that parallel
099uh there yeah for show you have your hand up I just I see all the examples in one form but I also you know see it in the opposite again who is to judge and somebody might find some material offensive or it's freedom of speech so for me if this is not required then um I think it's an individual situation and I get it social you know this is a big part of what's happening but it's also um you know you you commit to working and and being as professional as you can and you get evaluated and we're talking about even certified Merit whatever um I I think um you know part of your life is part of your life and um so I would not support this if it was you know unless it's
100required um I could see it both way I can totally see how you know the points you're making are valid and substantial but then at the same time there is some sort of privacy that um I think people are entitled to as well so I would not support this one so Kim may ask a question if if a case came forward where something like this was reported out and we don't have this policy in place um does it still inform you know proceedings against someone if there's evidence that it's caused a problem in school 100% yes yes okay so if you did not have this policy and someone made a threatening comment on social on their social media page that affected the workplace of a colleague we absolutely would respond to it exactly the same
101way whether you had this policy or not what I think is good about this policy is I think that everybody who works in our organization should have notice that you know this is something that is conduct that we consider inappropriate and that you're on notice that we may look at some of these things and and respond accordingly it's really it it would not change how I would tell anyone to respond um or to defend litigation about it it wouldn't change that at all whether you had this policy or not but it really is a a transparency issue for it it's good Labor Relations it's a transparency issue for people who work for you thanks for the clarification question for Kelly um so Kelly was this um also emphasize at the new um higher orientation this
102area CED you know just yeah so um I we don't have was a polic was this policy presented no because it's not in place um but we you know we try to um each department meets in very small groups and then as well with building administrators as well as a whole group presentation um and everything from dress code to usea email to um you know kind of your your intersect between personal and work life um is discussed with new employees I I don't think um I think it's something that needs to be reinforced over time and to Kim's point I really feel that having something in writing that we could hand to particularly new new employees would just further reinforce this Terry um I one reason why I don't do social media anymore if I
103could help it um I happen to like a comment I thought it was a very benign comment about a political person it was very uh I thought it was very very gentle comment and I just said oh I liked it and I got crucified by a recipient of that particular person's you know Facebook page I got crucified and uh to the point where it was almost hesp and it's it's like it's crazy out there in this world it's nuts um it's like who I I I just don't I'm for the policy because it it it's it's specific uh hope hopefully people will consider it before they post anything thank you for the feedback um anything else about this policy that folks would like to discuss or bring up so um I'd like to ask for
104a motion to recommend this to the full board for a first reading I make the motion to present it to the board for approval thank you Al is there a second please second Terry thank you for the second um all those in favor please signify by saying I I I H any n any extensions exstension thank you noted Michelle thank you motion carries all right we are at uh quarter to8 and I know we have one more item that is listed on our agenda here um my inclination is to table this to the next meeting I think it's going to require a little bit more robust conversation than the the folks have uh energy for this evening after we've been here for an hour and 45 minutes so uh I just want to make sure
105that that is okay with committee members before I uh suggest that we do that can what does it mean affiliations what do you mean um so a question came forward to the superintendent about whether or not board members should have to disclose any affiliations they have outside of being a a board of ed education member um and the policy committee would be the committee in which that conversation appropriately takes place um it falls under the umbrella of the work we do here so um that's how it wound up on our agenda here um but again I think that this is a conversation best served uh at our next meeting thank you is that okay with everybody sure yes okay all right thank you uh with that in mind I'd like to make a motion sorry
106entertain a motion to uh adjourn the meeting please can I ask a question Kate oh yes of course are are there those um who are on this Zoom that were not committee members do we do that did we establish whether or not they get to comment um it's at the purview of the chair running the meeting um the way I usually handle it is um you know if uh non-committee members have a comment uh I I asked them to raise their hand and I will uh recognize them at the appropriate time okay um but I guess you know to that point one uh I see that both Gladis and Louisa are on this call and I'm just wondering if either of them has any uh comments that they'd like to share at this time no
107I don't thank you Kate no I'm fine thank you all right thank you everybody um so may I ask for a motion to adjourn please I make a motion to adjourn thank you want you get the second I'll do the second half all those in favor please signify saying I hi hi Weir