001What is it? [snorts] >> [clears throat] >> Well, >> I just had a chance to Yes. Right. >> I'll read through it thoroughly. I just I had it. So Hello. >> All right. Yeah, just take it and [laughter] >> [laughter] >> Yeah. [clears throat] You guys, too. I think you're right. Keep your teeth right there. >> [laughter] >> Where's that? discussion. So I say Right. >> [laughter] >> What are you saying? I actually [laughter] got this. Yeah, sure. That was funny. [laughter] All right. Good evening. >> Welcome to the Moses Lake School District's board of directors board meeting. It's uh 6 pm November 6th, 2025. Missy, will you please call the role for us? >> Ryan Poston >> here. Paul Hill >> here. >> Jensen here. >> Carla >> here. >> Annie Brightenstein is excused.
002>> Thank you. If you'll all silence your cell phones and remove your hats, we'll stand for the pledge of allegiance. I aliance to the flag of the United States of America and to the rep for it standy and justice for all. All right, everyone's had a chance to look over our October uh 16th 16th minutes. Are there any changes or questions or anything? >> There's a lot of stuff on here. [laughter] >> Yeah. Uh no suggestions and I'll take a motion to approve. >> I move that we approve the minutes of the October 16th regular meeting. >> I'll second. All right. [clears throat] All in favor? >> I. Any opposed? All right. Thank you so much for that approval. Are there any changes or additions to tonight's agenda? >> All right. Hearing none, I'll ask
003for a motion to approve tonight's agenda. >> I move that we adopt tonight's agenda. >> I'll second. All in favor? >> I. >> Any opposed? All right. Thank you so much. Okay. Our first section here is for recognition and we'll hand it over to Mr. Scott West. Thank you. >> Good evening, board of directors. At this time, I would like to invite our our girls slow pitch softball team from Mos Lake High School to come up and join me with the coach. >> Yeah. Yeah. Right here. >> Stop. Is your microphone working? It is on now. >> Directors and community, you take a look at our softball team. This is what a state championship team looks like. I'd just like to say a few a few things. Uh this team of our our Lady MS
004is accompanied by the assistant coach Jake Bertoff. Thank you, Jake, for being here with your team. And the head coach, Mike Coffines, is unable to come tonight. Like I said earlier, this is a state championship team. the end of the season 19-1 and I believe they won the state championship game being 13-3 is that accurate and our our lady ms are able to bring home the first state championship in this category for mostly so in order to do that it's an incredible accomplishment of just hours of dedication hours of preparation and these state championships a lot of take a lot of times just take years to prepare for how many of you have been playing together since elementary and middle We've been playing together for a long time. >> So, we just at this time
005I'd like to recognize and honor our state championship. [cheering] >> Yeah. Can we do like a quick name and main position that you like to play? I'd like to >> I'm the assistant coach Jake Berthov. I coach the offers. My name is Kylie. I play >> My name is >> My name's Addie and I play outfield. My name's Laya and I play outfield. My name is Hayden and I play shortstop. My name is Am and I play outfield. My name is Adrian and I play first base. >> Awesome. Good job. [laughter] >> All right, on three. One, two, three. Awesome. Got them on. >> Thank you. Great job. [applause] THANK YOU. >> Great job, you guys. Thank you so much. Hope to see more. All right, so we'll move on to our consent agenda for
006tonight. [laughter] questions or >> Yeah, I don't have a question. I just uh I guess I just wanted to give a quick shout out to um Coach Dagnon and the cross country team. It's super impressive that they get to go to state as well. Um, you know, I I find it extremely fitting that, uh, you know, our our year coming into this difficult year, we had a a nice parable by by Superintendent Lewis about cross country and making it through, right? And it just so happens that this is this is this year and, you know, we see the work that they're putting in and I just wanted to commend and congratulate the cross country team and coach Dagen and his uh, fellow coaches and that's super awesome of them. Absolutely. All our teams, even our
007football team and soccer, all of them. Yeah, we just we want them all in here winning state. That'd be amazing. >> So, yeah. >> Awesome. >> All right. So, um I know Paul, you had a couple of things that you wanted to >> student travel requests. >> Go ahead. Both of these are a level 2B which requires two weeks >> before the next board meeting. Um I do know that both of these were very short notice. Um I'd like to see if we can figure out a way to I don't know the right words. We've got to figure out a way to be able to look at our teams and know before they qualify that there's a chance that they're going to qualify and get and get these requests done earlier. What what does that
008do like versus what they just presented? Like I don't disagree with it, but G like it is kind of it comes down to one match or one game or whatever and it's two weeks out and it could be the off week of our meetings. And so you just >> but if if we get at least in my opinion if we start getting close and you know that there's at least a possibility you're going to be on a regular season. It should be a way that we can see these. It may not have all the agenda stuff figured out because we're not there yet, but at least we know that there's a trip coming up. We can make sure both of these are missing information on transportation and a couple other little things that could be
009corrected and that we can have before the actual trip. >> It just gives everybody a chance. >> Yeah. No, I mean I think I think it's not not unreasonable to try to aim for that. >> Yeah. And I think there's a way there's got to be a way we can do that. >> Yeah. Seems pretty reasonable to me. Uh, did you have something else? >> That was it. It was just both. >> Okay. All right. Anybody else have anything else they want to discuss or ask questions about with the instant agenda? Nope. Nothing. All right. Um, if there is nothing else, then I'll take a motion to approve. >> I will move we approve the consent agenda. Is there a second? >> I'll second it. >> All right. All in favor? >> I. >> Any
010opposed? [snorts] Okay. Thank you so much. Next, we'll move on to our citizen comments. There's a written comment and uh one person in person comment on a non-aggenda item. So, in accordance with uh open public meetings act, the board is not allowed to discuss items that are not on the agenda. [clears throat and cough] The board will direct the superintendent to follow up on any items that arise during public comment as appropriate. However, you should not expect a response from board members in reference to your comments during this meeting. When your name is called, please come to the podium. State your name and where you live. You will have three minutes to share your comments. Please keep your comments civil and remember not to comment on specific students or personnel matters. The board will not
011address your comments during this meeting and will refer to the superintendent um or other staff to follow up. All right. Will Jonathan stop please come to the podium? Okay. Now Jonathan stops here tonight. [snorts] Okie dokie. Well, we'll move on. Thank you. So, first up in our openness section is policy 10005, functions [clears throat] of the board. Um, I believe this is the second reading of this. If you have any questions, we can go over it. Concerns at all. I think it looks pretty good. >> Y >> pretty fair to me. Anybody no no no no no questions or >> just a I guess just a clarifying question. I don't necessarily disagree with anything but all of [clears throat] the correct or what do you call corrections changes that proposed >> are where do those
012come from? Are those based on WSPI >> or OSBI suggestions or like what's the >> who came up with all these bullet points? So those are based on WASDA model policy which most of our policies the basis for those are WASDA models and of course we can within legal parameters we can make changes but um but those generally come from WASDA okay which if you don't stands for Washington state school directors association all right was there anything in there concerning you just wondered No, I mean a few of them Yeah. seemed a little tedious for those like that. [snorts] >> Very specifically laid out. Yeah. Um All right. So, nobody else has anything, then I will take a motion to approve. >> I'll move that we approve uh proposal of policy 105. >> I will
013second. >> All right. All in favor? >> I. >> Any opposed? Okie do. Let's move on to 3424. It's also the second reading for this one about the opio opioid related overdose reversal. Um, any questions or concerns about this one? >> Are you going to speak further? >> Yeah. Yeah, I'd like to speak on behalf of that. Going back to uh Ryan's question on on the previous policy. This is a also there's some areas that are highlighted in red. That's the was recommendation and in consultation with with one of our lead nurses in the district as well as Paul. also has a passion in this area in addition to communicating with Grant County Health District feels that this this is also appropriate and it's um similar to the good Samaritan law is that it students
014and personnel do have the right to possess distribute as well as administer the overdose medication for students. And so we do as a district continue to have our our nurses training. Our coaches when they receive their CPR cards and their training, they also receive uh this type of training for Narcan. But it is also available for students and staff uh personnel to uh to carry and also administer without any type of ramifications or disciplinary action. Okay. >> So, our staff is trained. >> Certain staff and personnel. All staff is not trained. >> Yeah. >> Unless they have CPR. >> Correct. >> Okay. >> Y >> I thought that it originally was more um like what's the antidote label versus none. Uh, it just seems to specify the lock zone a lot. Do we want to
015make it more broad or >> I I'd have to check. Maybe that's the the primary medication that's used as far as the >> that is the only >> I carry it for anybody can get it at the health department. Anybody can use it. And just so the board knows, my concern with this, I don't know, two meetings ago when we had it was I wanted to make sure that everybody being trained great, but I don't want this policy to sound like in any way that anybody is precluded from using it, >> right, >> that doesn't have a quote unquote training to save a life. >> Right. And that's the recommended revision that was highlighted. There's an RCW that that highlights here. >> Perfect. >> There cannot be any kind of disciplinary action for somebody acting
016good. >> Right. >> All right. Anything else? If there's no other suggestions, I'll take a motion to approve. >> Motion we approve 3424. >> And I will second. >> All right. All in favor? I I >> any opposed? >> Great. Thank you so much. All right. So, new business tonight. Our first proposed policy is going to be 5401 about sick leave. Michelle, can you walk us through this one? >> Thank you. So, this is a WASDA policy, model policy, and it is an essential policy. So we should h we absolutely need to have this policy. It references both the law which was um just a few years ago that was put into place where where employees that were hourly employees would earn for every 40 hours they worked they would earn an hour of sick
017leave. Of course the school district is much more generous than that. Um and so we have our processes. Um but this makes sure that we are in adherence to that law as well as it spells out the process that we have. One of those being that once somebody has 60 days of sick leave in the bank, they can at that point in after January, they can choose to cash out at a 1 to4 ratio. Um, so there is that option in here. And some of the contracts, the collective bargaining units have chosen to either instead of cashing it out to cash, they go to BIVA, which is good for both the district and the employee because it goes into the health um reimbursement account. And then there's tax savings circle size on that. Um but
018that that's not in here, but it is in the contracts that they have. Um and then um we also have in here that um about using it reasonable notice if they're going to be gone for very long. And then finally, we frontload. And that's something that um is an option to be in this this policy. Um and it but it's something we have in all of our contracts that we frontload 12 days for each employee up front that has prolated. >> Okay. >> Is this all new? >> It's all new policy. Yes. We just did [clears throat] not have it for some reason. >> Unknown why. >> But all stuff that we've been doing and adhering to. >> I was a little confused by that. I was like, "Where's the red?" >> Yeah, basically it's
019all red. >> It should have all been red. >> It probably should have been all red. All three of the ones that I'm doing tonight are all red. >> Red. Gotcha. >> You just can't see it. >> We don't. >> That's right. >> So, there you go. [laughter] >> Thanks for having my back there, Paul. >> All right. Um, questions. It's a first read, but I'm ready to pass it if you guys are. >> Absolutely. Nothing from the board. >> All right. I will take a motion to approve >> with that. Then I will move that we adopt policy 5401. >> I'll second. All in favor? >> I. Any opposed? All right. Thank you so much. Next is going to be policy 5404. Um, that one looks like family medical and maternity leave. And I
020would assume that you also shout me. [laughter] >> So yeah, this is another essential policy that we don't have. So it's all new. Imagine it being red. Um and basically this covers both the the state paid family medical leave act and or paid family medical leave and then the federal um family medical leave act. Um so it goes over it. There's a lot of information in here and it's very complicated and we work directly with individuals that need to use these um to make sure that they get all of their um information that they need. But it covers a lot of different areas for different leave purposes and what their different benefits are. The paid family medical leave is um a benefit that was established by the state and um employees are employees and employers
021are charged a percentage of their income um to go toward funding that and then they have options up to 12 weeks depending on the need and the doctor's notification. Um so there's there's different options there and it also includes parental leave. Um so it's it's very cumbersome but um all of it is covering the the state law and what we already know. Um yeah, that was when I read through it. I wanted to be sure that because I know Washington has new laws surrounding all parents. So [clears throat] yes, maternity is held out because there's additional um there's additional time for them and how they have to use their leave in order to get their leave. Um and again, when they use paid family medical leave, they are taken off of our payroll and they
022are being paid directly by the state and applications go to the state. the state makes the determination if they're eligible or not. That's all out of our hands. We just coordinate with the employee to ensure that there's no overpayment or anything like that. >> All right, any questions? >> I think there's enough in this one that it might have read it. >> Yeah, the same [clears throat] thing. It's quite it's quite long. [laughter] So, >> how like how do we check this? You know, I'm assuming you didn't sit and write it all. >> No, I did not. This is a >> lot of copy and paste, but uh so I can we can probably trust that it is accurate. Um, >> so I took it from the model policy and then my entire team, all
023of us that that administer this all went through it with a fine tooththed comb to make sure that it is in alignment with what we're doing. And so that was all double checked. Um, but you can always go to the whack and the RCW and and double check it there. >> All right. I was fortunate because I have nothing but time on my hands right now. So, I got to reread these times. [laughter] >> Yeah, I've read it a couple of times in the last couple of days, but I'm open to doing whatever the board would like to do. So, I I'll either take a motion to either approve or move to the next meeting. It's up to you guys. >> I mean, nothing nothing really stuck out to me. I I was just kind
024of thinking hey it's long enough we could read through it again but if you guys feel comfortable that [clears throat] too I can support that. So if you want to pass it I'm >> take a motion. >> Okay. I motion approve policy 5404. >> I will second. >> All in favor? I any >> opposed? All right. Thank you so much. And next is 5409. That one is unpaid holidays for reason of faith or conscience. So looks like that's probably going to be another one for you. >> It's me. >> Thank you so much, Michelle. Absolutely. This is another one that's all in red. This is a new policy we have not had in place, but it is an essential policy. So this is WASDA model policy. It's not something that we see come up very
025often. Um, but it's nice to definitely have this as a policy that we can refer to and and process. And basically, it's just um it's a protection for employees who need to have um up to two days of unpaid leave for reasons of um faith. And it doesn't have to be in association with any sort of I recognized holiday. Um and it gives us some guidance on how we determine whether or not it would be approved or not. So, it's pretty straightforward. Um, and again, it's not something I I don't think I've actually dealt with it yet, and this is my fifth year, so, but it's something that is available to employees and that it is something that we need to abide by per law. >> I had a question for you. >> You go
026down to the bottom, the last page, cross references. >> Uhhuh. >> Of those five policies, two of them are already on our new ones. Have we looked to make sure 5400, 5406, and 5410? >> Yes, we have those. >> Yes, we do. We do. >> All right. Questions, concerns, comments? >> Everyone get a good pass. I think I mean I I could go either way, I guess, on this one. I make a motion that we approve policy 5409. >> Okay. Is there a second? I'll second. [clears throat] >> All right. All in favor? >> I. >> Any opposed? Okie dokie. Thank you so much. So, the next one's going to be policy uh 20004. And this one's about um performance improvement. I would assume that Carol >> actually. Oh. It really could be either of
027us if you don't put in those projects today. So, we got you. >> We work so closely together. >> So, um this is really just minor updates to wording expectations for the district are the same that we are um keeping you apprised and reporting annually on um district goals and building goals. district goals are in the form of our strategic plan building goals, but I've been bringing those to you a lot that we kind of give an idea on those ones and um just the expectations. So you can see some minor changes in wording around rather than referring to the ESA um or that act they use federal requirements think that that's just more in line with as policies end new things form it stays together really very small changes essence of the same >>
028okay looks like some or all of the changes were driven by a whack just wording to update to match exactly the workspace name. [snorts] Okay. Uh questions, concerns, suggestions, discussion. Hearing none, I'll take a motion to approve. >> I move that we approve the revisions to policy 20004. Second. I'll second. All in favor? >> I. Any opposed? >> Great. Thank you so much. Wow, look at that. Okay, informationational items for tonight. We have our financial report up next. [snorts] Just make sure you're >> Yeah, it's on. Thank you. All right. Good evening. So, today we're going to be looking at the financial report for September. And I'm going to go into a little bit more detail than what is being um presented here today because all you see is a bunch of dots. So I
029just kind of want to go into that a little bit more in detail. This is September. This is our first um actual budget status report, our B our first report on the fund balance for the 25 26 year. [snorts] And what we're looking at here is the blue line is our anticipated. goes pretty much in line with what we budgeted. The yellow is the treasur where the treasures landed. For those of you who don't know, the treasur is like our bank. So instead of like reconciling to US Bank, we reconcile to the treasur, the county treasurer. So they do all our warrants and stuff for us. Uh so we reconcile to their reports and then the red is our actual. And the reason why you see a variance is because we operate in an approval
030basis which means that I have already um actually this last month I did some grant claims in October in in September um for October and so I'm already receiving I've already received those revenues in August because I went ahead and did a whole bunch of grant claims up to August that we won't see the revenues until October. So once we get to October, we'll be more in line with the treasure and more budget. Okay. >> Um in addition to that, I'm going to go into a little bit more detail and let you guys know where those red dots are exactly. So our anticipated fund balance where we budgeted was at 19.3. Our actual is at 21.5. And we're going to talk about that a little bit more here in a bit. And then our county
031came in at 19.8. So you can see that county and budget are pretty close. Now, the reason our fund balance came in so much higher is because we didn't spend as much as we thought we would. In addition to that, we went a little aggressive and did a whole bunch of grant claims and did some clean up in our grants and received more revenues. Um that being said, our fund balance, if you look at our budget status reports, which are in the um the agenda, the actual um fund balance of $21.5 million isn't exactly all ours. So, as you can see, there's some funds there that are restricted, and that means that of the $21.5 million that we have in fund balance, you'll see that there's an unassigned balance of $75,000. That is what's actually
032unassigned and available for us to do whatever we want to do with. Now, I'm going to go over some of those. And >> it says 75,000. >> Yeah. So when you look at the budget status report, it breaks it out and it lets you know where that fund balance is assigned. The first line item is 794,000 and that is for carryover. At the end of the year, the state frontloaded us money for lap, for vocational, and for several programs and they didn't spend it all. So since that money is earmarked for those purposes, we have to make sure it gets spent in those categories only this year. So that money was receded last year, but it has to be spent this year in those categories because we're only allowed a certain amount of carryover. And
033that's the amount of carryover that was allowed for vocational and for LEP. And so that came out to 794,000. I will be bringing the year and financial reports in about January. Our ESD is currently reviewing those as well and they match this fund balance. So, I just kind of want to throw in a side note there. In addition to that, you're going to see uh a 4.5 million restricted amount there, too. That 4.5 million is for the audit findings that we had recently. So the ESD recommended that we earmark those dollars and we don't spend them so that if the state comes back and charges us for those audit findings in title one and instead and esser then we may have to pay those dollars. So those dollars are not ours to spend. They belong
034to OSPI since we have audit findings. We owe them that money. We are still working with OSPI to try to see what we can do to bring that down so we don't have to pay them back. However, until we know that money is not ours to spend, we also have another line item that's $16 million. That is our minimum fund balance. That is reserved per our policy. The school board has a policy to earmark 12.5% of our fund balance for a rainy day. just in case the state decides to shut down, the government shuts down and decides not to pay us anymore. That 12.5% covers one month of expenditures and a little bit more. So, we have met that minimum fund balance requirement. Our policy needs to be cleaned up. It says that we could
035either, you know, do 12.5 of this year's expenditures or last year's. What I decided to do was because last year's number is already determined and this year's is kind of a moving target, I decided to do 12.5 of last year's expenditures and it came up to 16% $16 million. So, as you can see, even though we have $21 million in there, that does not mean that there are to spend. And so, I just want to be really clear on that and make sure that we understand that. Okay. And this right here, we're looking at September from 23 24, 2425, and 2526. We're comparing three years activity. So, we're looking at revenues and expenditures for each year for for the month of September. And as you can see, our revenues are lower than our expenditures for
036this year, about 1.1 million. A lot of that has to do with the fact that we have not done grant claims for September yet because we're still closing out the year. So, I'll be doing those right now. I'm actually in the process of doing those are the 15th and so we'll be catching up with our revenues. However, since our expenditures are higher than our revenues because our levy money doesn't come in until May, we will probably be seeing more of this moving forward because we are covering some of those expenditures with our reserves. So, this is what we're going to be seeing moving forward. Okay? So, I just kind of want to start explaining some of those things to you guys. Um, this is where our FTE is right now and this is K12 enrollment
037with AL. This is not including running start. So, this is September and October. Actually, just got November's in. Those will be reported next board meeting, but you can see that our actuals are pretty close to where we budgeted. We budgeted 7,953 and our average right now is 7,992. Praise the Lord. We are 39 above what we budgeted. >> I will. >> Yes. However, don't get too excited. [laughter] When we look at when we look at the budget as a whole with Running Start, we're down 46. And I think a lot of that's because some of our Ready Start students went to high school because of our programs. Um, so we'll be taking a closer look at that. We aortionment dollars are based on average FTE and our current average FTE right now in those areas
038is 7,992. So hopefully FTE continues to go up. However, what we have seen in the past is that it's high at the beginning and it kind of trickles down a little bit. So hopefully our average stays close to what we budgeted which is the um 7953. And if that's the case, then we will see the anticipated revenues coming in the way the budget did. If we go down below that budget mark, then we may be seeing a deficit in revenues and um seeing our fund balance come down a little further. So that's where we're at right now. November are still pretty close. We're at still at 7,992. Um so that's great. And so my fingers crossed and my hands are like this every night that our FTE continues to go accordingly. Yes, sir. >> So
039if I mean that's a pretty tight margin. Isn't October, November usually like our highest numbers of >> Yes. That's why we're talking about >> So So I mean isn't it fair to say that it's going to drop below that by April, May, June? >> It may. Yes. >> Uh we just have to average above that. >> Yeah. our average has to be above what we >> So how do we anticipate that now? Like what does that look like now? Just say there's no way that our red line is going to be the average. It's going to probably be lower. >> It's something that we're going to have to continually monitor. >> So what what does it look like? So let's say let's say we're talking to ourselves in July of next year like hey it
040is only going to end at 7900. >> What what would we do today if we knew that it was going to be 7900? We're going to have to make decisions moving forward keeping that in mind. We are >> I guess my question like what are those decisions? Is it like hey we do have to actually anticipate and kind of move our budget and tighten that up and like what does that look like as a ripple effect? You know like what what do we tighten up? Where does that start? >> So when we're making purchases we're actually looking at and say do we really need this? >> Do we really need this? And if so, are we all aware that we may have our expenditures be higher than our revenues? And those are some of the
041decisions that that the superintendent's having to make moving forward. It's like, do we really need this? And if so, are we willing to go into and cut into our fund balance in our reserves to have this? So, those are conversations that we're having on a regular basis, which is why we're trying to monitor our FT as close as possible. come January, we'll actually see where those revenues come in and we'll have to make some further decisions. >> Can I add one comment? >> Yes, you go ahead. >> So, not only do we ask and we've been asking this and anybody who's asked can we get anything over the last year, the questions are do we really need this or what are we willing to give up in order to have this? And those are the
042questions that I mean, you know, as people have come to me over the last year and said, couldn't we just do this one thing? And the general answer was what would you be willing to give up to get that? And sometimes there is something and sometimes it's like oh well I guess not. We'll have to wait on that. So that's the other question. I I guess that's my my overarching question is uh I mean if if it's that tight and it's looking like we're probably not going to average that much. um what part of our budget because you know everyone around here loves budget cuts and they love getting their programs cut and so so where where you know how do we analyze that and where do you start besides besides just saying hey you
043[clears throat] kind of have to filter through purchases right like that's kind of what I'm hearing is like hey all of these $1,000 things is going to really have to get cut back and we are going to save tens of thousands of dollars which is kind of chump change and it's kind of a budget um with all due respect, right? So, so I guess I want to be preemptive as we look into that and and ask those questions like where where does it start and how do we start today? Sounds like I mean we've already been kind of living that way this last year and >> having a little bit of PTSD from [laughter] May >> because I was you like those were the things coming out of my mouth. [laughter] How do we get
044started on all this? >> Yeah. >> And we knew too that we would dive into our reserves. So we know that going, you know, into the year until we get our levy dollars. So we know that there is going to be our our minimum fund balance requirement is not going to be met all year round. And we first start by looking at the MSOS, material supplies, and operating costs and seeing where we can cut back in those areas when and if we have to. Um, but those are decisions that are that are made at a superintendent level and then I'm assuming conversations would be if you want to chime in. >> I I would just say if we have to make, you know, if it's just, you know, small things and relatively small, you know,
045we're talking about $144 million. So, you know, small is different than it would be in your household. But if we had to make significant cuts, which I don't believe, unless we had a massive decline in enrollment, we're not going to see significant cuts. If we did, though, of course, um we would have the board would be involved as as it has been all along in the situation. Um I don't, you know, I guess I can say I don't think we anticipate anything massive. It's just going to be continuing to really be mindful of our our spending, which we are. >> Yeah. In addition to that, like I said, we're working with OSPI to try to get those audit findings resolved. So, then we also have that [snorts] just in case. >> And if that happens
046and they are set on the 4.5, then we'll have to go back and forth with OSPI and do some negotiating, maybe figure out a payment plan or something. So those are some of the things that we're taking into consideration for one day at a time, one month at a time. And >> yeah, absolutely. >> One other thought or suggestion on your very first cash flow slide uh graph. It might be nice to um what was it earmark is what you're saying? Uh like our our reserve amount >> just to kind of have it there so we know that that's kind of our base, you know? >> Yeah. It'd be it'd be nice as we describe it because now I mean if we truly honor that we're actually looking at $5 million in the bank pretty
047much. >> Yeah. So my plan is that as we move further along is actually changing the reports and providing a little bit more detail. So I'm not so I'm you guys are actually seeing what I'm talking about. Yeah. >> Um so hopefully once year end is done and we get a little caught up and have a normal day then maybe we can start working on some of those things. So yeah, any other questions? All right, awesome. Thanks, guys. >> Thank you. >> All right, thank you so much. So, next is superintendent report. Okay. Well, I just want to say thank you to Ruby for all the work that she has done so far for us. It has been extensive. You know, she sits up here with smile on her face and makes it sound like
048no big deal. It's been a big deal. So, she's done an amazing job. All right. So, superintendent report tonight. I am going to talk a little bit and I'm also going to invite some of my colleagues up to share parts um of of this report because as we know we have structured our district team to really reflect those four pillars that we have and our strategic plan that Bonnie just talked about and the policy that we have to have. Um and so I just want to um share some of the some of the reporting um in that way because we're really coming together as a team to to really up in you know using the pillar analogy hold up the district in those those different ways. So the first thing is our instructional materials reviews
049that are about to happen and Lonnie's going to share a little bit about those. So we have um two things coming up. The first one is is a review versus an adoption. And what we are doing is we are looking at our current comprehensive sexual health education materials. Um I believe they put in place about five years ago aligned to the state standards. But as time moves on and the state makes some changes, we want to go back with a large committee, as you can see, with nurses and instructional staff and community members, parents, teachers, um, and and just look and make sure we're still aligned, that we're meeting their expectations, but we're also overlaying the needs of Moses Lake specifically, and how because we have the opportunity to be able to make sure that
050that caters to what we as a community are wanting to deliver for our students. So, this is a um This is a a touchy subject and I think it's really important that we bring a a broad spectrum of voices to the table as we work through this process. This isn't a major new adoption. This is really looking at what we current currently have. Is it fully aligned? If there are any pieces that don't align, then um we'll then decide from there how we want to move forward to um either add some additional supplemental materials or um or go through adoption process. So this is that review that um is outlined in our policy what we should do for materials. So um really this is we've got the whole team put together. We only have one
051community member um on the team right now. So using this platform to say that we are interested in filling um one or two more spots on the committee. So hopefully someone that's watching or happens to go through this can see that if they would like to get a hold of me. Um our first meeting is November 20th and both meetings are from 4 to 5:30. So if there's um anyone that's interested, they can get a hold of me directly through an email. They can also phone, but I got to tell you, email is the easiest way to get. So that's going on there. Um the other thing that we are doing this year is we are actually finishing [cough and clears throat] a process that started two years ago. Um and that is a secondary
052ELA adoption. Um English language arts is the foundational um I would say content area. There's lots of things we teach, but knowing how to read and write and communicate effectively is just foundational for everything we do. So, this is a really important adoption that the team's going through. Um, two years ago, the committee went through the process. They even got all the way to the point where they were starting to look at materials. They had what are we looking for? They um they had gone through the standards. What does the state expect? They outlined what they wanted to see before they even invited people in to look at things. They didn't want to be just swept away by the best presenter, if you will. So, they anchored themselves on some really important pillars. Um, and
053then it got stalled because things were just kind of a little bit um crazy here. So, we needed to wait. So, um that team, the majority of those members were open and willing to come back together again. So, that's really exciting. Um we only have one or two positions that we needed to refill. So, they're excited to get that finished. Some of the things that are coming um out of that that you will see is that the team is going to begin together in January and early February um not only to look at the materials but to run a couple field tests. A field test is when you bring it into um the classroom, run maybe a few weeks of lessons and see how that is. And then the team will bring back and that's
054if there's more than one set of materials that they're like, "Man, these all kind of look good. We'll do a couple field tests to see what fits well." um that they'll bring a recommendation to our IMC, our instructional materials committee. We aim to be doing that in March. The IMC is the one that puts their stamp of approval on it. They have a whole list of things that they go through before they bring something to you. And then the IMC will bring to you their recommendation based on all the work that that committee has put into that. So, I'm hoping to have that to you in April, so that then we can spend between April and August prepping and getting ready, making sure that all the teachers know and understand our materials, all the professional
055development that goes into that, just purchasing, getting materials in their hands. That takes some time so that we can launch. Um, I think actually the first day of school next year, September. So, but when we're ready on that first day, those those feel confident and excited about the the more to come. Those were two big things. [laughter] Yeah, I think that. Okay. And then Scott is going to give some updates on where we've gone from the town hall on bullying. >> Good evening. And uh about a week ago, last Wednesday, our district hosted a town hall. was uh the topic was a conversation around bullying. It was opportunities for us to uh as we focus on that pillar of managing the whole is is leveraging our resources and utilizing our resources and we understand the
056importance of our community and our parents are some of our primary resources. This was an opportunity for us to bring in our families and in attendance there are approximately 18 to 20 individuals that were able to attend. Uh some involving some staff members, a couple of our board members. One of our audience members right now was able to attend, but we also had several parents as well as even some grandparents. and to be able to have have some of those initial conversations. In order for us to improve our systems and and refine our systems, we have to be able to hear from some of our our primary resources such as our parents in our community. And so an overview included uh a policy policy 3207 and bullying is just a comp is just a portion
057of it. It's a hib harassment intimidation and bullying. So it was an overview of the board policy and board procedures and within those policy procedures there are are some definitions. Uh there are some timelines uh details of investigations and also communications to the complaint and the and and the victim as well and and the accuser and just opening those lines of of communication with our families. And there are spec specific timelines that uh compliance officers uh which in the buildings are the principles. I'm I'm the the hip compliance officer for the district in in the event that there's appeals on some decisions. It does say that uh for the superintendent or design I would be able to serve as that design for the appeals. So, we look at that as an informative session uh for
058our families, but then also to be able to hear some of our families uh some of their some of their experiences. And it went from having an overview uh to the potential of creating some some subgroups to be able to hear from our families on how we can improve some of our our systems as a whole because it does clearly align uh with the managing of of the resources in in efforts to create safe learning environments for students as well as staff. And we also shared a variety of bullying uh re ways to report. Of course, uh students and staff members can report to staff members. Uh they can report to building administration, district administration. Uh there's some online opportunities as well. Uh there's a stop it app and that's an opportunity to report something
059anonymously. And there are times where building administrators would be able to reach out to to the individuals that reported something anonymous uh in order to just to gain some more information about a certain situation. As well as the district web page under the families tab, there's an area for families to report whether it's harassment, intimidation, and bullying. And we do try to extend our our resources to our families in a variety of methods. So it's in four different languages [snorts] for families to be able to respond in English and in Spanish, in Russian, in Ukraine. So we're just continuously trying to improve our methods on creating those those safe those safe environments for staff and students and we'll continue to reach out to our our students and families. >> Thank you. >> All right. And
060on that one, we are looking forward to um forming some sub work groups out of that committee to really get down to some of the work of advocacy for our families. Okay, Michelle is going to talk about our complaint process. There was a request from one or two board members that we inform about that. So here she is in [clears throat] another fun topic for me. Um so our complaint process I I want to talk about first the foundation of our complaint process is based on responsibility, resolution and restoration. And the goal of the process is not only to address concerns but to do so in a way that strengthens relationships, builds trust and restores a positive environment for all. Um our process is grounded in those three areas. Encouraging proactive communication and respectful problem
061solving at the lowest level possible. And we talk a lot about doing things at the lowest level possible. We do that internally when we have conflict and we also try to do that ex when we have conflict coming externally. So for responsibility it's each of us has a responsibility to address concerns directly, respectfully and in a timely manner. The process begins with ownership both in raising the concern and listening to the feedback. And open honest communication is often the quickest path to a resolution and understanding. So um for resolution the goal is still to resolve the concern informally and constructively before escalation and resolution is about coming to a mutual agreement about the concern and how to move forward from there. And finally I think one of the most critical areas is um restoration. Sometimes
062in um in conflict those can be overlooked and restoration is about reestablishing trust, clarity and alignment going forward. This is often a piece that is overlooked, but it is essential to ongoing positive experience for everyone. So, there's three steps in our process. The first step is to speak with the employee directly. Usually, the complaint is about employee. If it's about a program, it would be about the person in charge of that program. That's who you could speak to. Um, oftentimes, um, when someone has a complaint, the other person is completely unaware that there's a concern. And it's really important that they're given the opportunity to be made aware of it and to address it. It's also important to remember that both staff and parents have the best interest of students in mind. So starting from
063a place of shared interest is a great way to build connection, reduce defensiveness, and set a collaborative tone for finding solutions together. So it's normal to feel uneasy about having a difficult conversation, especially for a parent coming in. and we have parents from many different backgrounds and that can be very intimidating to come in and talk to a teacher. Um, so the goal isn't confrontation, it's really about understanding. So approaching the discussion with care and clarity can often resolve the issue quickly and strengthen mutual respect. But for those who are feeling uncomfortable or uneasy about it, um, they can do a few things. They can prepare ahead, writing down their main points and concerns so that they make sure that they cover everything that they need to cover. and also maybe reviewing a plan with
064a trusted um person that can give them some feedback. They can also uh request a private neutral space so where they feel comfortable having the conversation without distraction. They can bring a friend, relative or an advocate for reassurance and help them keep the discussions um constructive and collaborative. And then um really giving the other person space to share their perspectives. often misunderstandings clear up through those conversations. So step two, so if they have that that conversation with the employee and they're unable to reach a mutual agreement about resolving the concern, then they would involve the employee supervisor. And so that would be a email or call to the supervisor of the employee, oftentimes the principal, and letting them know that they have a concern and they'd like to meet about it. Uh the supervisor can
065help facilitate communication, mediate if needed, and assure district policies are proper. And this step supports balanced problem solving while maintaining respect for all parties involved. If still they're unable to reach a resolution here. Um we do have a formal complaint process. It's a an online form and it's on our website at mlsd161.org or under board um schoolboard and then there's a button there that says um program or personnel complaints. The form provides an opportunity to provide details about the concern as well as attempts made to resolve the concerns. That's really important for us to know when we get those formal complaints. The form asks the complaintant for the proposed solution so that the district has a clear understanding of their needs and what their desired outcome is. and then the appropriate district administrator will review
066the complaint when it comes in, communicate next steps with the complainant and work toward a fair and restorative outcome with all parties. So by following this process, this three step process and always starting at the lowest level, um it really models respect, accountability, and care for our community. And the intent is not only to solve problems, but to maintain a healthy, respectful school district where concerns are addressed properly and relationships are preserved. Any questions about that process? And this is under board policy and procedure 4220. So [clears throat] you can see there exactly what the policy and procedure say, but it's basically what I said. Did you have some? >> No. >> Really? >> No. >> Sounds great. I just am curious how it's being practiced, what it looks like, what's the success feel like?
067You know, what what's the what's the vibe right now? >> It's practiced all the time. As you can imagine, with 8,000 students, a thousand employees, there there's things that come up, there's concerns that come up, and it's practiced all the time. And we're very we try to be really consistent about it. And I think um our principles are really good about when they get a call from somebody that says, you know, this teacher has done this and I'm really unhappy about it. Their first response is, have you talked to the teacher? And then they encourage them and tell them what they need to do. You can call the teacher. You can email the teacher. I really encourage you to sit down and have a conversation. And then they let them know that come back to
068me if if you're not able to resolve it. So I think that this is I know it sounds good. It's also a really good process. It works really well. Um I I'm always involved at step three which is so much fun. Um and that's where um we have to look at things in a little different way and there's a lot of mediation that comes into it. Um because sometimes, you know, people are just really angry and it's hard to have that civilized conversation and if that doesn't go well then it comes to me and um or one of our other administrators and we we come in and we help guide that conversation and make sure it remains respectful and civilized and bring in that objective perspective and help guide that path to a resolution. It's
069not always something that everybody the resolution may not be something that everybody wants, but it's something that they can live with and that is appropriate and reasonable. >> That's all I have. I just would be curious of how because I like I know been involved with enough drama to like know that that step sounds great, but we're all different and so >> that's why we have three of them. [laughter] it doesn't end at step one. You have you have more options and and you know if it all comes down to it and um >> um one of the executive directors isn't able to we would we would involve the superintendent if that was a ne a necessity. Um so it's all about resolution and really getting to a place where everybody feels confident going forward.
070Sometimes that's sometimes a student moves a classroom. Sometimes they go to school. You know, those are the worst case scenarios. We want to resolve what's happening so that they can stay in their classroom with their friends and they can trust that teacher and the teacher can can can really guide them and in effective learning environment. So >> that's the thank you. >> Thank you. I want to add I do know as a board member um I'm just finishing my fourth year and I've had complaints and it's amazing because I tell people what about if you talk to the teacher if that doesn't work talk to the principal and if that doesn't work get back to me and I'll talk to Carol I let Carol know ahead of time but I have yet to have parent
071go through those two the teacher and principal and then have to come back to me to >> involve Carol it really does we have, >> but most of them don't realize, oh, >> yeah, maybe I should talk to the teacher, >> right? We have, and it's not about getting somebody in trouble. It's really about resolving the concern and first making them aware and then coming together to to come to a resolution. And when that happens, you have such a better outcome than when it's a fight and or you jump all those steps and try to just get somebody in trouble because that's never going to be a good outcome for anybody. I think one of the biggest fears that I hear often um is about, you know, continue being able to continue the relationship once
072there's a complaint made. Um and so I can understand that. I can totally understand that fear. But I think that the process here that is laid out is really important because it offers opportunity for like you say resolution, mediation um so that the relationship can get to deal. >> Exactly. It's it destroys the relationship when they jump to step three. And if we were to go in and say, "Hey teacher, you did this or hey or hey principal, you did this." That's what destroys the relationships. They're like, "Where was my opportunity for one to be heard?" And two, to fix something that I didn't know was a problem before you just go to my boss about it. >> Well, and the other thing is I would just like to acknowledge too that while that process
073is completely reasonable from one end, if you look at it from another end, it can be quite intimidating. and confrontation is not everyone's strong suit, especially in this day and age where we all hide behind a computer screen [clears throat] um or cell phone, you know. So, um I don't know. I just Yeah, I I appreciate the process, but I can I can definitely see where, you know, it doesn't maybe work for everybody. So, I just I guess I would consider um encouraging everyone to if they can't make a phone call or set up an [clears throat] inerson meeting to have that confrontation that maybe instead sending an email if that's what's more comfortable. >> You know, that that's the first attempt. I mean, that's a first attempt to to resolve it with the individual,
074but at least you're starting there with that individual, letting them know what's going on. >> Yeah. So absolutely it's a difficult thing especially when it involves your kids you know. >> Yeah. Absolutely. So >> right well thank you. >> Absolutely. >> Okay. Now for the fourth pillar that's me. [laughter] So um so I will say that um I have because we have been able to get a little bit just a little bit out of the crisis mode that we have been in for the last year. um I have been able to do a a bit more on the collaborating together pillar um beyond just collaborating with the board about how we're going to make our finances work for a school year. And so um so I just wanted to share a few things that have
075been um been happening. you know about some of them and maybe not others. But um over the last week or so I have been able to well we had the joint city council schoolboard meeting and you guys were all there almost all there and uh a few things that have been followup from that are the if you recall um one of the city officials mentioned the eye on water program that helps us you know look at the how much water we're using each month and things like that. Um, I was able to make a connection with Rachel Sheay, who's our um, director of maintenance. She does have access to that program. One of the questions that was asked there though was, could multiple people in the district have access? And the answer is no. And
076so Rachel has that access, but if we need to get information or reports out of that, we can we can work with Rachel to do that. So, um, so that was a followup. And then something that has this hasn't happened yet, but it's really been on my mind and it keeps coming up um every time we turn around and that's the idea of really um working to coordinate our volunteers and um at the the uh community meeting on bullying that came up again um not just volunteers say to work with the kids but volunteers to maybe be um helpful advocates for parents who and as just as you were saying um what you just said about the complaint process in that's also an area where it would be interesting and again I'm not proposing a
077program or making any promises right now but this keeps coming up is say how could we have some proactive uh parent advocates um we have that in in our special education world it's actually a requirement um that you have advocates that can that are parents other parents that can come help um help [snorts] parents who are who are working through the system right so when I start to think about that I get I get excited about ideas of saying hey you know we have a lot people who just want to be helpful. So maybe there is a parent who has been through a process of making a complaint and come to one of those great resolutions with restoration and everything else and says, "Hey, I'd like to help others who might be nervous about that
078go through that process." You know, so we have lots of opportunities, I think. And what I do know about Moses Lake and what I've experienced for the last uh three plus years is that we have the most helpful, wonderful people at this community. So, I have to believe that um that we can build an even more robust coordinated volunteer program. We have tons of volunteers that come um help in our schools in many ways. And so, anyway, that's just an idea that grew first out of that city council joint meeting and then it just keeps coming up um repeatedly. And so, so something that's on my mind and something that I think we can we can consider. Um, additionally, um, yesterday and today was the lead summit, and I was going to remember what that
079acronym stands for, Lad, and I can't remember, but [laughter] what it is is a summit of leaders throughout Grant County coming together to um to just look at, you know, what's going on throughout Grant County economically and education, uh, with our resources. Water was a big topic. It always is, right? uh tourism, things like that. And so bringing all those leaders together um from across the county to collaborate around how we can all work together to make our make all of us stronger together. Um so as part of that, I was um really honored to represent Moses Lake School District on a panel of superintendent from the county where we were asked questions about um you know, things that are going well in our school districts, challenges that we have. uh really just being able
080to highlight um the collaborative work that we do. And what was really cool was that um it was a panel of four of us sitting there and there was somebody asking the questions and we each got a chance to answer and our answers were not the same but so similar in in a good way. You know, you know, what's what are you doing to um help kids, you know, um come out of high school with career certificates where we all had, you know, things that were that we were doing and and so it really was unifying. It was a really great experience. I think I have a picture on the next slide of it. >> And who was all that then? >> Oh gosh, there were um a couple hundred people there. I mean, it
081was it was just it was all >> the four of you were >> Oh, the four of us. Yeah. So, it was a superintendent from Wuk, me, the superintendent from Ephraa, and the superintendent from Quincy. >> Oh, yeah. Yeah. So, um, and then I also met with Sheriff Joe Cree just, um, just to to get together and, um, share thoughts, ideas, concerns, um, just get to know each other a little bit and strengthen that partnership. That happened one week or so ago. And then I had some middle school math fun, so a class invited me to come in and and uh, it was just so uh, joyful to do math with kids for a class period and um, and enjoy those middle school kids. I don't know if you all know but I taught middle
082school for a long time before I did some other things in education and um middle school kids are really really awesome. So um so I got to sharpen my math skills a little bit. It was a challenge because I haven't done that in quite some time. Um but it was a great thing um at Endeavor Middle School. And then there's the picture of us from the lead summit. So Sarah Thompson Tweety who is the president of Big Ben Community College was the moderator and then there's four of us superintendents ask answering questions. All right. Um, so I don't have anything else in my portion. Um, any questions from the board before we wrap up my portion? Okay. So, I keep saying it. [clears throat] Um, our next steps that we're taking, we're doing these things,
083lifting up and supporting each other, not jumping to conclusions and accusations. Gosh, you could hear that in in what was said tonight, right? Like in just in our complaint resolution, right? We're not jumping to accusations. We're saying, "Hey, let's figure this out." um trusting each other enough to have those direct conversations. Um those continue to happen and I will continue to say that I'm so grateful to community members, to board members, to anybody who uh has a question about our school district um or a concern or some tough stuff. You know, we had a supan uh lunch earlier this week or yeah, it was Monday. Um and a community member came with some, you know, they said said, "I'm going to throw you some hard balls." They said, "Great, let's do it." And it was
084a great conversation. Um, so we would so much, all of us would so much rather have that than people out there um, you know, thinking things that are negative or things that may not even be true. Um, we just want to have those conversations. Um, and then that we share resources rather than compete for them. Um, and that lead summit was a great way to to think about how do we share all of our resources across the county. So when we do that, we collaborate. And I had all those words up there that are the synonyms of collaborate. But um I still like conspire because if we can conspire to make our school district amazing for students, I just think that sounds really cool. [laughter] All right, we become team Moses Lake. So thank you.
085>> Thank you. Okay. Um we'll move on to our audit committee design. Who would like to go Paul? And this would be >> Oh my gosh. I really don't bite. [laughter] I just can't make it. >> Wait a second. It's the 18th. So this is Sunday is the 16th. 18th. Okay. Um that's mine. I will do it. Do you mind? Yeah. Awesome. Thank you. Okay. So, next we'll um go to our students. Hello. Um yeah, whichever one of whichever one of them would like to go first. Good evening everyone. Um so today um I got to talk to a couple of different students. um specifically like the culinary student body and over at digitals um there's a summer program upstairs and they receive some like new hot plates which they're excited about and like um
086it gets more like hands on activities a couple times a week and yeah it's more exciting that's kind of what I got from them and then over at CVtech uh some of the culinary students uh hosted a a full advisory a banquet and they serve dinner and stop for community members and then um they had basically it was a great experience for teamwork and it was like cooking practice that was really exciting for them and yeah uh overall they've been very excited for learning and great thank Good evening board. Excited to be back after a week without this meeting. But um [clears throat] at Vanguard Academy, we've been quite busy with community outreach. You know, they came they came to us and we outreach to them. So on Halloween night, we had a turnout of
087like 800 people, small children mostly to get candy at a trick-or- treat event. That was a lot of fun. and it was all put on by our ASB volunteers, EUR volunteers and such. Um, we've had a lot of athletic accomplishment in our school. So, uh, some of our swimmers, [snorts] lady swimmers that go to a Vanguard Academy set a lot of PR to qualify for state and our cross country runners, they're also working hard going to state. And so, yeah, we've had a career fair today. that's kind of a community reaching out to us and digital is part of that as well. Um, and let's not forget on Wednesday we had an art exhibition so a lot of people came to Mangar Academy to look at our students art photography. >> Great. Thank you. >>
088All right. Any questions for the students? Thank you. Okay, we'll move on to board comments. We'll start with Brian. >> Um, thanks for your reports. I'm I'm impressed with your involvement and um being aware of your student body that you represent and I'm just I'm impressed by you guys. So, thank you for doing what you're doing. Um, I I woke up this morning in Irvine, California. So, it was a long long drive to get here. [laughter] I flew, but I barely made it. I zoomed in the rain to make sure I got here. My my time is winding down here on the board. And um you know, my heart is full of gratitude for our community and for uh our cabinet and our board. And I think that we're collaborating really well with Superintendent Lewis.
089And I'm excited for the next, you know, years to come and and the improvements and chipping away, right? Um, you have to kind of hit rock bottom to be able to find hope and and truly build it. And when you when you're a part of building it, you gain ownership. And when you own something, you take much better care of it. And I think that we're kind of in that climb where we are constructing our futures truly instead of just in the cruise control of each year and each budget and signing paperworks to make sure the red tape is all, you know, properly placed. And so I'm I I I have a lot of excitement and hope for our future. I know there's plenty of things to still correct and uh things to address. And
090so open dialogue is how it gets started. So, I still hope I get phone calls and still hope that I can have my phone calls answered and [laughter] um but I I appreciate working and rubbing shoulders with you guys and um and look forward to [snorts] what is coming forward. >> You're not here yet. >> I don't [laughter] It's just an attitude of gratitude. >> All right. Thanks, Ryan. >> Okay. I touched on one of my comments already. on tightening up adherence to policies. The other one that I didn't address when we were talking about the field trips is we need hopefully we can tighten up on what's being added to our agenda between the time that the board gets the board docs and the 24-hour period because we have more stuff added again today
091or today and it's [clears throat] hard for me to get through all the financial stuff in >> Oh, I know it's a challenge for me to get through all of it just in the normal time frame. [laughter] >> A second I am cautiously optimistic that hopefully by the end of the month we will get our results smart accountability audit. It's not written in stone yet, right? Uh third, I want to say thank you right now. I appreciate you stepping up. We're going to miss you and most of all I'm going to miss your questions. love everybody in Facebook, but I really appreciate you saying that. Number four, to our staff, students, parents, and community. Um, I would encourage everybody to get involved in the community forums on our bullying and our school safety. That [snorts]
092is near and dear to my heart and that is going to be my primary focus for the next four years. I got four more years. just got to put up with me and my questions and it's going to be focused on student school safety and that covered both four and five. So, I'll shut up now. [laughter] >> You're fine, Carla. >> Well, I'd just like to say um fall is in the air and I hope our kids just bundle up because colds are going around. I know my kids have been in and out with cold, so hopefully parents just keep those kiddos um bundled up. And um it's also thankfulness month. Um I'm thankful for how far we've come. Thankful for our board and our staff and our our whole community just standing together and
093doing what we have to do. and we're just going to keep continuing to take care of each other. So, yeah, I hope everybody has a good night. >> Thanks. Um, I just wanted to find out if we could at the next meeting talk about our attendance policies almost. We just need to make a note of that. Um, while I'm thinking about it, there's a lot of questions coming up and so >> like student attendance. >> Student attendance. Yeah. Just some some of the [clears throat] laws surrounding it and how kind of the process works. How are we combating, you know, some of the absenteeism that we're seeing. Um, just I want to have a discussion about how like how does all of that look. Um, so With that, that's all I really had. So, I'll
094take a motion to >> I move we second. Thank you. Thank you, everyone. Have a good night. We can sign. >> All right. >> Okay, guys. How you doing? >> Yes.