STPPS Special Board Meeting - 5/28/25

001[Music] Hello. Welcome everybody to the special board meeting uh Wednesday, May 28th. Miss Kley, will you please call the role? Mr. Green here. Miss Hansen here. Miss Rutherford. Miss Font Laoy. Mr. Harrell here. Miss Martin. Miss Moore here. Dr. Peterson here. Miss Baker here. Miss McCullum, Miss Lamey, Miss Hurst, Mr. Bro, Mr. Kuzanne, Miss Rafino Gallagher. There's Miss Hurst walking in. Now, can we please stand for the invocation and pledge? Let's bow our heads. Dear heavenly father, thank you for this afternoon together. Lord, please guide the decisions of the this school board. Um, let it be for the good of our community, the for the best of our teachers and the employees. Lord, just continue to guide us. Jesus name we pray. Pledge allegiance to the flag of the United States of America and to

002the republic for it stands. One nation, indivisible, with liberty and justice for all. Okay, we have a short agenda. Um, so I'm going to turn it over to Mr. Javia for consideration and acceptance of the memor memorandum of understanding between St. Tamony Federation of Teachers and School Employees and the St. Tam Parish School Board as presented by the administration. Mr. Jabia, great. Thank you guys. Thank you board members for having me this and and us this evening. Uh it is first off I just want to tell you guys thank you. Thank you for allowing me to go to the table uh to sit down with you guys talk through some issues, talk through uh financially where we are in the school system and and being able to go to the table so that we could

003address some of the concerns of uh our employees and this district. So again, thank you all very much. We wanted to think outside the box. Um we wanted to kind of do things uh as well be known. I mean we no one loves working uh when it's we're talking about you know stipens and this that and nothing's guaranteed and this could possibly go away and who knows this that and the other. So, I I asked the board officers when we met privately uh earlier this school year to allow me to think outside the box and to reimagine how we're paying our teachers and to see what we could do, all of our employees, not just teachers, but how we could think outside the box and make things permanent. Do we can to show the employees

004that these are permanent payraises moving forward? And there's a lot of complexity and I'm gonna kind of talk about some of that in here in just a second. Uh because of act one, we really have to think about a lot of things. You can't just think about experience. Back in the day when I was started teaching, it was very simple. You went to the pay scale, you found where you were on the pay scale by years, you went across your degree, boom, there was your salary. With act one, it's not that away. It it is, you know, it is your experience, but it is the demand component too and uh the effectiveness component. So, we have to think about all those things when we're doing it. So, tonight I bring to you anou um that

005that we've we've been working on for the last few months uh and a lot of structure that as a board and our officers and the staff uh we've been working on what we could do and how we can make uh some things work. Um so, I bring to you tonight as you can see by theou it's it's I think you have a printed copy. It's on it should be on your board docs and I have it on the presentation there for you to take a look at. But what we're asking or what we're we're offering uh through our we signed with the federation uh is to say we are at for our certificated personnel a permanent pay raise of $2,550 to all of our support personnel a permanent pay raise of $1,750 which basically equates

006to five steps. basically is five steps for all groups employees. Uh which is a tremendous tremendous ad. It is it is a definite win-win for everyone. Uh we get out of the stipen business as we'll go through in just a second. Uh primarily as much as possible get out the stipen business and move over to a permanent pay raise for our employees. Uh so what does that look like? You can kind of see it there. Uh there's some things that that that Mr. Osborne and I and the administration, we talked about and some things that we did, you can you can take a look at it. We had a critical uh shortage uh stipen. We had targeted schools. We had some things with SUI with with our SU staff trying to gather employees and and

007grow areas we needed to grow. Unfortunately, those things did not result in true impact. We felt like the best way to truly impact our staff was to provide permanent payraises. So, we did away with our critical subject area. We did away with targeted schools. Um, if you are on an OFAT currently working towards gifted and you can see on theou uh those teachers that are on an OFAT working toward that certification or that critical subject area certification because it's a three-year process. If they already started prior to April 30th, then they are grandfathered in to see that through. We want to make sure we saw those people through that had committed to a job and committed to a position. So, we're going to work with those handful of people through uh 28 to get them

008complete and and to see see that through. But no one after April 30 is going to be able to get into that program and and see the the the the change in the stipens added to that or the steps moving forward. Um also, um we I'm sorry I jumped one. As I told you, as part of the as part of the roll out, um experience that's straight that's very self-explanatory. You move $500 on a step if you're stiff, you move 350 if you're support. The experience is pretty set clear. The problem is you have to look at demand. demand are those components um that could be not more than 50% more than the others. And we have to make sure that in demand components, we're looking at things that the school system needs. What benefits

009the school system? What benefits uh our our employees? Part of the demand stipen is we pay for advanced degrees. Those people that get advanced degrees at whatever area they work in, if they got an advanced degree, they get compensated for that. That's part of the demand stipen. the demand component. You'll also see on there the Chromebooks. Chromebooks are a burden on all of our schools, no matter what level you are, K through 12. Um we Lewis and his staff do a great job of supporting with our parexs, but because we, you know, we can't provide parex to the level we do at high school with the numbers we do. Our parexs in K through eight visit their schools once a week whereas our high schools have a par every day. Um but what we're looking

010to do is it's not just collection and distribution. It's the support of those uh students on the campus. So paying 550 a semester for those people that handle Chromebooks. That could be one person on the campus. That could be multiple people on the campus. But 550 as a stipen they would have to split by whoever has that role on the campus. So again, if it's one person that their primary duty is they they handle up on Chromebooks, then the principal would would delegate that to one person. If not, it would be split between multiple people there. So that falls in the demand component. So this like I like I explained, it's very intricate and when we're sitting down talking uh with the federation, we have to be very clear and Terry is very clear on

011what we need to fulfill the demand component and the effectiveness component because again, you'll see that in just a second. So, we we've we've talked about the overall raise. We've talked about Chromebooks. We've talked about the things that we've pulled back on and giving to the employees in permanent payraises uh so they don't have to worry about and and rely on stipens. We've talked about the SU people and the critical subject people that already started. They're good to go. Um we talked about uh that process and it'll go to a 28. The next part is the effectiveness part. Um I would love to say we do away with effectiveness. I I wish I had that ability as a superintendent. I I do not have the ability to do that. That it has to be part

012of your pay structure. I'm going to just tell you, we have some administrators here. They will tell you the that that component the component of the effectiveness of a a staff member on a campus when you're having to judge them currently by compass will be the the educational rubric come moving forward that becomes such a contentious process and it's not because you can't sit down and evaluate and work with and grow educator ators. It's because it was tied to a pot of money. And with with pay of educators being what it is, and we all got in this business knowing what it is, it it was very important that we tried to minimize that burden as much as possible on the employee and on the administrator doing it. So, we've tried to lessen that burden

013to make it less of the anxious moment for those employees and our administrators and give it to the employees in a permanent pay raise as part of the permanent pay raise, but still be able to be still be able to reward a small dollar amount to help out those people. So, you'll see it on there and y'all y'all see it about VAM all the time. VAM, value added model. That is where the state basically says, "Okay, let's look at the kids that were in so- and so's classroom. Let's compare those kids to those same type of kids, whether it be educational level, poverty level, whatever it is in that matrix, and let's compare them. And we're going to assign that teacher a score." So, the principal has no say so in that. The teacher has

014no direct say so because all they can do is try to grow their kids. It's how their kids performed against the other kids in the state of Louisiana that are similar to the kids they teach. We had a teacher that went all the way to the LOE trying to get clarification on that and we still don't understand what they said. Um, so that's where we are, but we the thing about VAM is the principle has nothing to do with it. So we have to what we're doing is trying to reward those people and and and monetize somewhat of a score that they have no control over directly directly no control over and the principal has no control. The store the score is is delineated by the state. So if they are 3.5 or higher their

015VAM score is a 3.5 or higher it would be a $500 stipen at the appropriate time. If they are 3.00 00 to a 349999999, then they would qualify for a $250 stipen. Again, we're trying to lessen the burden on those. We had to also tie in our nonvam, which are people that are not considered, they're not value added. Majority of those people are elective and support teachers are the majority of those or they're in non-ested grades. Um, so that does their evaluation does involve the principal. There's no other way. They don't have a VAM score and it can't just be on SLTs. Um, so it is their complete their complete evaluation score as determined by SLTS and the observation by the principal. So if those people that are nonVAM or 3.5 or higher, their stipen

016would be 250. We were trying to make it adequate. a VAM teacher again has no control over direct control over that score or any part of the process. So we felt like that was a really fair compromise uh to move forward and to do that. Um so I hope I explained that VAM part and that is part of the effectiveness part of uh the the salary schedule that and and that Terry can can go into further detail if we need to a little later on. We are keeping the advanced degrees. Uh that stays the same. Nothing changes there. And our our salary reserve fund stays the same. Um I'm going to turn it over to Steve real quick. Steve's going to talk about uh our set of employees that are national board certified and and

017maybe Terry could jump into on the impact that having people in those spots uh will benefit the district along with helping us to recruit some employees. Steve. Yes, sir. Thank you. uh President Green and board, Superintendent Javier, what you're looking at at the other requested pay changes. This is uh when we discussed this in negotiations, it's it's a retention tool and it's also a recruiting tool. If you really dig into these, these are these are individuals that can make a lot of money elsewhere, you know. So, and also they are individuals who have a a type of lensure whether it be from the state medical board or you know like a licensed professional counsel, a licensed clinical social worker that they have to do yearly with continuing education credit to keep that license and that

018license basically they have to have that license to get certified with with this LDOE to practice and some of that is we can recoup the money with med with Medicaid and uh Terry Harry can jump into that in a second. So we thought through negotiations we thought that one it would help us retain people. Two we can adequately compensate these people who have a type of medical background and we can start it help us maybe recruit some. So um you know so we we recommended just appropriate reclassifying them all those who have those type of lensure and it will help us. We're not quite there, but it will help us retain and recruit. So, that that will address our, you know, our social workers, our our licensed professional counselors. It'll also uh we're talking about

019our speech therapists, our psychologists, our occupational therapists, our physical therapists. So, again, those are people that have a professional license that is national board certified. Um, and again, uh, for those people in and maybe Terry could jump in. Can they we will be able to to build Medicaid. Terry, if you could kind of talk about that real quick with those people. We are we we currently bill Medicaid for speech therapists, occupational therapists, and physical therapists, and psychologists. He misspoke. They're not covered under this. Um, it's just those three groups on the therapists. They're already Yeah, it's okay. um the Medicaid um that we collect on those, we get a percentage of their salaries back from Medicaid and we can also direct build them. Um so they are required to have licenses. So um that's been

020a big demand for us trying to get people in those groups because they are highly paid in the private sector. So it's tough to get those people. So this is something I have requested for a long time to get them a little bit more pay um so that we can recruit those people. Um, as far as the social workers and the counselors, um, the ones that are licensed are the ones we can bill for Medicaid. And so the goal is to get more people to seek the license or to hire more people with license so we get more Medicaid funding. And again, their M's programs are long are longer than the normal 48 hour one that teachers have to do. So we're adding a little more pay to them, a plus 30 because they have

021a 60-hour program. So there's twofold with that. Just to get more qualified people that are licensed and to be able to do me more Medicaid funding for those two groups of employees. Thank you'all very much. I apologize. I meant to say pathologist, not psychologist. I apologize for that. Um the next the next group uh part of theou, you know, as a former coach, this is uh near and dear to my heart, of course. Uh and nobody wanted and tried to win more than I did, and it about killed me. Uh that's why I started taking blood pressure medication at 35 years old. Uh because nobody wanted to win more than I did. Um our coaches are paid on a percentage a percentage of their salary. Uh and I know that a lot of the coaches

022wanted us to up those percentages, but that is a very slippery slope to go down. Uh we every time there is a pay raise uh whether it be significant or not uh if you get paid on a percentage just for instance just say 10% if if a coach makes 10% for a certain coach uh sport they coach uh then in this pay in this pay raise they would get a $250 raise on top of what everyone else got because their percentage uh for coaching is part of their salary. So it goes up a little bit. I know that's not significant, but it it is something. Uh, but we want to do something a little bit more to kind of like incentivize our coaches to the one of the biggest issues or one of the biggest

023complaints we get is if if I make the playoffs as a coach, uh, and X school does not make the playoffs, then the pay for those coaches is the same because it is spread out. Your stipen is spread out. Your percentage is spread out over the course of the entire year. but they say they're, you know, they're still, and I get it. They're still practicing. I'm still practicing and and so and so is not. Um, so we wanted to do something to incentivize that, to incentivize making the playoffs. So, we we looked at all of our LHSAA sports. Um, and if there is a playoff, uh, and the team qualifies, the head coach would get a $500 stipen and every assistant would get 250. If you finish first or second or if you make the

024championship game, you get extra rewards. If you finish second or runner up, uh if they have an actual championship game, or if they just tally score and your team finishes, uh second, then the head coach will get an extra $500 and every assistant on that staff will get an extra $ 250. If you went won the state championship, which we Slott High and volleyball won it this year, uh the head coach would get a thousand dollar stipen and the assistants would all get 500. So, we want to do something to incentivize our coaches for coaching the playoffs and we understand uh we understand their their concerns. Look, as a former coach, uh Saturdays and Sundays were mandatory for me. It it is what it is. Um and so that's that's just the way it was.

025Uh and and we did it no matter what. and and my pay in 1994, like I told you, was $24,495. So, that percentage is was way less than it is currently right now, but I understand the cost of living and what everything cost and what we're doing right now is big difference. But, we tried to look out for our coaches and give them something uh added to. The next few things that I have on the list, y'all, are things primarily that are going to be added to the supplemental pay scale, but we brought them to negotiations so that when Terry brings the supplemental pay scale to you guys next month for approval, uh they're already on there. They they've been vetted through our negotiations process and they're not just put on there um as as

026a supplemental pay. Um so, if you can see on there, we we have a science lab facilitators. All we're asking for is if that person is there and available, they would make uh $30 an hour uh to be able to to work that position. Uh through CNI, we have teachers that give up their time to help us with activities as part of our curriculum and for assessment writing. So, we want to make sure that that's clearly defined what their pay is at $30 an hour. our our virtual teachers for our junior high and high school kids. You can see it on there, our June and July sessions. We want to be very clear on what the hourly rate would be for them. So, all all this is is just clearly defining what that's going to

027be moving to the supplemental place pay scale. I know there's a lot of questions on number five. Uh if if we can just get through this and then we can I can answer some questions and we can discuss that as a group. Um, but the it is to for all of our certified staff, uh, that 90 minutes a week of duty be accepted. And every 60 minutes over that 90, uh, our employees would be, uh, reimbursed or or paid $15 per hour to be able to do that. And that would be done through a time sheet on on our school campuses. And again, I know some of you have some questions, so we'll we'll discuss that in a few minutes if you don't mind. Terry, do you want to talk about health and welfare fund

028briefly? I requested this clause um um as you know I'm on the board of trustees of the health and welfare plan with the federation. Now um and I thought we needed before we set the health and welfare contribution that we really need to get their financial statements for the year and for the their audit for the prior year. and twofold reasons, just to make sure um that 500,000 that they're requesting is needed or if they may possibly need more um just to evaluate that. So, I'm requesting that we um renegotiate that between July 15th and July 31st with a deadline of July 31st and determine the amount that we agree to um pay um on that health and welfare. So, we'd bring that back to you once that is done. it would be in the

029budget. So, that would be your time to approve it, but we can bring it back on agenda item. Thank you, Terry. Um, the next one, y'all, is uh the bargaining units and um sorry, um Mr. Osborne brought to our attention that he had members uh in in the actual federation that were considered coordinators by LDOE Bassie policy. If you have the title of coordinator, you're considered in a management status. Our our didn't our job descriptions didn't necessarily look like that, but it was very important that, you know, it in LD's eyes and Bessie's eyes, if that's considered that. We didn't want that to be a a a catch, you know, something where we we had people that should have been somewhere, shouldn't have been somewhere. So, I I believe it was five or six people.

030Steve has already contacted those people. Mr. Osborne's already worked with those people. This has already been dealt with, but we agreed to that in negotiation. So, I wanted to make sure we put it on there. And those people have been removed from the federation because they can't hold that uh distinction any any longer. Next is a few changes to actual verbiage in uh the CBA. Um and and some of these are the first one is about negotiations. It just has to be later. It has to be later than earlier. There are things that happen. There's there's situations that go on. Our expenses, our budgets need to be closer to where Terry can get a handle on exactly what's there. So, all we're saying is we've got to push that window back. And that's all that

031we're we're agreeing to to to push the window back for negotiation. So, that was the first one. Um the next one is really talking about our employees uh food service that we we changed the verbiage so that they could wear solid white or solid black shirts with their solid pants or their or their skirt. So we we just changed that delineation. That was a that was a very simple change. We felt like that was Casey was was great with it. So we we were ready to move forward with that one. Um the next is uh duty and it is is lunch duty is with with the guaranteeing of a duty-free lunch u becomes an issue. Someone's got to watch the children. We're going to do a better job of trying to find monitors in those

032cafeterias so we can give more teachers that time off. Uh we're going to look at at at utilizing our bus drivers, our owner operators and our operators. and also trying to recruit more parents or PTA or members and and those those that it's already included on the supplemental pay schedule to reimburse those people and and and uh pay those people those those figures. So, we want to do everything in our power to to lessen the burden of lunch and give our teachers, our faculty and staff um that time off for lunch. So, we really want to make sure we hammer that home. But, as you'll see on all these, we we had some we had some confusion on field trips. if you're on a field trip. Um, and so working with with Mr. Osborne and

033the federation, we were able to delineate that these things do not apply if you're on a field trip. Uh, and if there's any questions, we're going to work together uh, as a group to to work through any thing that could be uh, a sticking point in any of those situations. But we felt like it was very clear that we needed to delineate uh people that are on a field trip that these uh these suggestions do not or these um members of parts of the CBA don't apply. Um also so majority of those are about lunchtime and given those people that if if people that say I'll take lunch duty that we work with them to minimize any other duties or take away other duties they might have. So we're trying to to try to think

034outside the box. We, you know, this year with Act 311, we were in a pickle. Um, we were in a pickle because the law used to state if you had a CBA, you were exempt from the planning time minutes. Uh, and we always tried to maximize those to the greatest ability possible without adding staff. But when that law passed this year, this summer, and it enacted immediately this summer, we had to think outside the box. So the CNI team worked really hard with with principles to try to find a way to get planning time, build planning time in, pull people off of recess, pull people off of different duties to try to give that 45 minutes of playing time guaranteed that 225 a week. Um, but that was a serious burden for us. Um, luckily

035we're able to address that moving forward. So next year, CNI has worked very strongly, Miss Jenkins worked really strongly to make sure that we are will have no issues with the dedicated 45 minutes of planning time. But working through lunch is a sticking point. Um that that is a sticking point for a lot of people because we have to provide that duty-free lunch or we've got to work that duty-free lunch into their off time. Um, so these these items are just saying that we're going to do everything in our power to make that happen. Uh, everybody should be given that that type of duty and and that type of relief from duty that we can provide with also granting them as much planning time as we can possibly do that. And and I want to

036thank uh Miss Jenkins and CNI for doing everything they can uh to make sure that we had the proper planning time for especially K6 moving forward. Um, but again, you'll see those on there, y'all. That talks about planning time and what we have going on. So, uh, I'm going to let Mr. Osborne come up and speak and then we'll try to address any questions or any clarification that you might need as a board. Good evening, board president Green. I get it right this time. Board members, u I think Frank knocked it out of the park there, but uh, certainly I'm here for any questions. I did want to say it was a true pleasure to sit down with the other team along with my team. Um, everybody worked constructively. Um, we kind of Frank said

037it best, we wanted to get out of the stipen business and we wanted something permanent for employees. Um, we're all facing it. You know, cost of living. So, telling every employee, hey, you're all getting this same raise. It doesn't depend on this or that. We value everybody. So, that was a big point and I think we achieved that. Um, so again, I'm here for questions if you need any uh clarification from the federation's point of view. Um, but again, um, solid effort on the part of everybody to do something special for employees. I'm appreciative of Frank and his team. Thank you. Thank you, Mr. Jaby, and thank you, Mr. Osborne. I know there was a lot of work that went into this obviously because there's a lot to digest here. Um before we move into

038discussion and questions, uh let's kind of follow some sort of parliamentary procedure and get a motion to accept theou. Miss Hersius has a motion to accept theou. Do I have a second? Miss Hansen has that second. So, uh I'll open it up for any public comment on theou. Yes. Stephanie Underwood, executive vice president of the federation. Um, I'm just I'm asking you to please pass this today. Uh, a lot of work did go into it. I um not everybody not everybody will be 100% happy, but I feel like we've tried and touched as many different employees as we could, especially with the main uh pay raise. So, I do encourage you to vote yes on thisou and I'm asking you to vote yes on this. Thank you. Thank you. Anyone else from the public? And

039I'll open up the queue now for board member. Oh, I'm sorry. Hi, my name is Nicole Sidlovski and I'm both a parent and a teacher in St. Tam. As a parent, I want to state that my oldest attends Mandavville Elementary and my youngest will start there next year. I consider it to be the best elementary school in this parish. And what makes it the best elementary school are those teachers. Those teachers not only deserve every bit of a raise that they're going to get in thisou, but thousands of dollars more. We know that elementary school teachers are the foundation of a child's education. And those teachers are absolutely phenomenal. My son comes home every day talking about how much he loves school and what he learned that day. And I know that his love of

040school is because of his amazing teachers who go above and beyond. They deserve a salary that goes above and beyond. I also want to give a shout out to the strings teacher, Miss Burrus, who deserves a million dollars because I cannot imagine teaching elementary school teachers how to play a violin, and she does a phenomenal job. Because of that and her dedication, she deserves this raise in theou. Now, as a teacher, I want to state that I've worked in this parish for 12 years. I've earned a master's degree, and I'm still not bringing home $60,000 a year. That to me is absolutely crazy. As teachers, we deserve every dollar in thisou. I work with some of the best teachers who bust their butt every day to do what is right for our students and what

041is right for our school. We are not even in the top 10 of the highest paid parishes anymore. And that is unacceptable. Every single one of my colleagues at the school that I work at and other schools around this parish deserve every dollar of the raise in theou and thousands of dollars more. I hope you'll vote yes tonight and continue to advocate to give teachers in this parish the money and the raises that they deserve. Thank you. Thank you. Any other comments from the public? No, I see people queued up here. Miss Baker. Thank you, Mr. Green. Um I'd first like to thank this team and Mr. Jabia for um sucking blood out of a turnup and finding this and and I understand that it it is um we've we've um lowered some of our

042numbers of employment through attrition and we were able to come up with some money but um I do I do agree with this CBA in every aspect except for the 90 minutes of duty and um and that's really my only my only thing. But I do have a a couple of questions before I get that the health and welfare fund, Miss Pos. So we pay for that but it goes through the UN but it we pay the union offers it but we pay for it. It's it's a separate it's a trust fund basically that's set up that is been managed previously by the federation. They had a board of trustees. Um now I'm on the board of trustees. We make we've made annual contributions to that that fund um for as long as I can

043remember except for this past year because we utilize their fund balance. They allowed us not to make a contribution. Um so we contributed contribute and also the employees contribute that have family plans and um spouses and and if they have a higher level plan but the basic coverage in it is free for all employees. So we we are basically funding that. So so is it a benefit offered to all employees by us or by the union or in in just from my own? Well, it's offered through the federation basically and managed by this trust fund because it's public funds. It has to be a fund that's audited and reported to legislative auditor. So, it's a trust fund that was set up. It's a it's a voluntary employee benefit association plan that was established, I guess,

044when the at some point when the federation was created years ago. I'm not sure when it was founded, but 93. Yeah. So, it's been around a long time. Okay. Yeah. And all employees are covered now with basic dental. Okay. Well, I mean, I think y'all All right. Other than that, I I think you all did an absolute amazing job. I just I want to thank you all for taking the time to meet with me and Deborah and and try to explain this to me over and over and over. You included Mr. Harrison. Um, one of the things that that that bothers me is this duty business. And I think last year we talked about it. Now, I do understand it is part of the law and and and I think the spirit of the law

045is is good because there's no one to your point that doesn't want to try to grab every dollar you can possibly grab for a teacher because it's welld deserved. The problem is, as it was last year, is our elementary schools. So, I had asked my principal, um, Miss Hickman to to join us today. She had an other commitment with her children, but she made this spreadsheet for me and and I've passed it to you about what is the cost to the district and are we really getting to the point where we're going to pay people by the minute up to an hour and um and I don't my first problem is I can't when when you're on duty as an elementary person and and let's say you're in carline line duty and it's 10 teachers

046on duty for a one of the big schools and as as kids get picked up and brought home that number decreases so you don't need 10 10 teachers. I can't imagine the nightmare of a principal saying you dropped off early 5 minutes and and you stayed too. I that is I think unrealistic for someone to to decide who goes leaves duty early because of course there's less kids that have to be picked up and then who stays and then who's keeping track of the minutes and and then the principles and the stress of of making sure those time sheets are correct um would to me be a logistical nightmare. I do know that we have two principles here if if they would like to say something about that. So, um, having said all that, the

04790 minutes, as I understand, is is the law, but it, Mr. Harrison, they're saying it's not the law. Is it the law? 90 minutes minimum? No, I know the planning time is. So the uh planning time is 17 col434 and the duty time is 17 col418 and it's in there that we if you do duty over 90 minutes we have to pay you. Uh no there it's a complexity in the law that it has to uh balance the job duties of a particular class of employees and first of all on that issue you have to be a certified employee and then if you're working over mandatorily on certain duties then the law requires a payment and it gets complicated when you go to implement it. That's just as quick as I can say that. Okay.

048So, in a teacher's and look, we we got to find a way to pay people however we need to pay them. But in the a teacher's job description, it does include duties. It does say that you're going to do duties. Now, is it I mean, some people are over 210 minutes beyond the 90 to equal 300. Some people 85 70 that's per person up to and again this is Miss Hickman's work a million145 now what I think is not probably correct about this that I learned later today is what you just said that it's only for certified so if there are power pars or other people doing the DB then they wouldn't get the $15 right okay so that this number depending on how a person's duty schedule looks would probably be inflated. Um, so

049having said that, it's still a whole lot of money and I think it's a logistical nightmare to to have to keep track of that, especially in the morning and in the afternoon when your job description says that duty is part of your job. So look, I I don't know the answer, but I do know that we can't nickel and dime the system like this. We can't say and I am grateful about getting rid of the stipens while I am a person that believes in merit pay in a school system and the way I get I get the longevity pay. Um, but I don't under I would ask I would ask that cuz everything else makes sense to me in thisou if we could if you and Mr. Osborne could maybe go back to the table

050and say h what like who is going to be responsible for this where we can't pay over a million dollars in minutes for duty when it's part of your job anyway because teaching while it's both an art and a science I mean you got to have a heart for it so you're certainly not taking on this profession number one to get rich which is far from it But but also I I just I mean we all went to school and we all had teachers on duty when we were at recess. So we do know that that is part of the job. And I'm not saying don't pay anything. I'm just saying that what is the rule? who's turning in time sheets and and how frequently are they going to take like there's it seems to

051me to be a logistical nightmare to the tune of over a million dollars and I don't think that's very doable. So I would ask that the CBA is great and and I would like to know if if y'all could maybe go back to the table and and clear up the muddy water on the 90 minutes. That's my ask. million just for that one school. No, no, no, no, no, no, no. It's over the year. So, it's so it's our Hang on, hang on, guys. So, I was going to respond to that. Okay. Okay. Um, so I just I want to explain um so when we negotiate, we negotiate what it is in regulations and procedures and stuff we we kind of leave up to to administration, right? So that is one thing that they that

052we we can definitely talk about, but that's usually not in a negotiation like how things are done and when it's done. I got you. I got you. Okay. The other thing is is you you did mention about the minutes. So we have some we every teacher in this district is paid for a seven-hour employee. Okay. Every teacher there are seven hour employees, but we have elementary teachers that are working an hour and 10 minutes of duty a day. So they're working over Yeah. 350 minutes at Brock. That was on that paper. 350 minutes at Brock a for a week. That's that's 70 minutes a day. And some so somebody's somebody's working in eight hours and 10 minutes a day and getting paid to be a seven-hour employee while a seven-hour employee maybe because there's there's

053schools that is less than 90 minutes of duty. So some some teachers will work seven hours in the day and that's it. While others are always working over eight hours and they're paid for seven hour days. Yes, they're overtime exempt, but it's not equitable to have somebody work over eight hours a day every day and get the same amount of money as somebody at a high school that only works seven hours. I they all put in a lot of work because planning all that extra stuff outside I'm not saying they don't do extra work but looking at what they are assigned to do at their building we have to do something for these people and I I I agree with you 100% that it is the problem is in the elementary schools right so there

054is without a doubt and part of that is is the laws that's changed to the to this the supervision Great. But I I would still suggest like I don't understand like Brock's not a big school. That's a It's not my school, but I mean it's a small school is prec. They So they're they're always on duty. So they're working a whole lot more than some other employees. Well, I am grateful for for But they all found a way. Is that right, Mr. Alfonso? They found a way. Everybody's getting their 45 minutes and if they're not they're going to be compensated for it and that's the end of that story. Okay. So that's a fixed thing from last year, but I don't know that I although I hear what you're saying, Stephanie, like I get that

055it's it is supposed to be a sevenhour day by the time you kick on but that doesn't make sense to me that I mean again if an elementary principal wants to jump in feel free but I mean if if if You're supposed to not have more than 90 minutes and you have 350 per person, then your your cost additional cost to the district per week is 1625 assuming that all those duty positions are certified. So, and the total cost to the year is another 585 plus your benefits, you're looking at a grand total of $76,000 for Brock Elementary just for duty when it is on your on your job description. That's just one school. So, so I'm not saying I'm not saying I have the answer. I don't have the answer. And I hear what

056you're saying that people have to be compensated, but but there there's there's got to be a better way. And I don't know what that way is, and I'm not assigned to do it that way. And I would I would plead with you to go back to the table on that one section. So I don't I would like to believe that we could vote on everything but that just to get the budget going. But I over a million dollars for doing duty when it's part of your job. Anyway, aside for that, I will also mention Tangi does 90 minutes an hourly rate over that. So, they pay hourly rate. So, we don't we're not even How is that different? I don't know what you're saying. We only 15 We're doing $15 an hour. They do their

057hourly rate. So, they pay more per hour for any duty minutes over 90 minutes. That would bust us. That would bust us. I mean I mean there'd be no way. I mean, we could promise the sun, moon, and stars, but we couldn't deliver on that. Baker, why isn't you finished? Yeah, I am finished. I just would like to to Miss Baker. Yeah. So, if as you've talked about it, there is a distinct difference between K6 and 712. Distinct difference when supervising those campuses. And yes, it would be the employees job or or obligation to turn in their a correct time sheet for the month, but the principal has to validate every one of those time sheets to make sure. And and as you said, it's it's much clearer at look as a as a high

058school person that is very similar to a junior high campus as far as like, you know, duties are set because the kids are older. We don't have to load them in a car like we do have to do at this at the younger lower elementary. Um but it is it tracking that is going to be a nightmare for those those administrators. It is that it will just because just as you stated as people roll off of a duty spot as you don't need them someone's going to have to keep up with that. I don't know how we're going to do that part. Uh I really don't. But it's it equity is has been an issue with duty and but it it's it's always an issue with lower elementary as opposed to junior high high school.

059It's it's a huge difference. So um that's my ask and I don't know how the rest of y'all feel but that's my ask and we'll revisit before we vote. Okay. Miss Moore um this is just for clarification. It's at the very end. Um, it's in the section where it says add added wording to teachers and other certified employees. Section article six, article 6, section 613, lunch period as follows. It says number seven, any employee who is required to forfeit their duty-free lunch to supervise students or who does not have a duty-free lunch built into their schedule shall be compensated at their hourly rate of pay. Right? So it's not a little fixed amount. Again, that's that that has to be given to them. It has to be given to them. So we've got to we

060like I said, we've got to either give them a duty-free lunch or provide time in their schedule where they can eat lunch that accommodates that time. So that's our obligation to make sure that happens. And that's where that's what we're doing. That's what we're doing. And the supervisors are actually going there next week to see how we can be more efficient with duty and the numbers that were provided to us. And they've been working. That's what Miss Jenkins and her entire team's been doing is getting to those schools. That's why we were able to create the the make to ensure they got their planning time and do what we needed to do. That's what we've done and that will continue. That will continue. I'm glad to hear that. Yes, ma'am. Thank you, Dr. Peterson. Uh

061first of all want to uh thank the superintendent and the uh teachers union for their part and these recommended changes and it's obviously a lot of thought is going into this and and a very meticulous process obviously. Um but uh we'll probably no matter what we do, we'll probably never be able to satisfactorily pay people for the value of the work they do because they're dealing with children of other people and that's invaluable. So I just want to you know and that's what education has always that's always been the mantra. You're doing this important job for the value that that our community appreciates it for for you know guarding their children and educating their children. That's the future of our country. And so with that said, uh the most important thing here is that u

062we we get our salaries up. That's my focus on the whole thing. What I saying and that's for our teachers so we can attract great teachers and so that we can retain the good teachers uh in that process. And uh so that's that's goal number one. I think you I think you're meeting that goal by taking a large step here. And I want to, you know, reiterate that u the recent bond issue and my and I just want to make sure emphasize this because it's so important because we almost missed the opportunity that we're voting on tonight. Had we not had the support of our community and I don't want to count the numbers because I really don't care what what they are. The fact is it was voted in by our community and by

063the efforts of some people here, especially our superintendent. Had this not happened, we wouldn't be talking about money that can be now be reallocated to teacher salaries. This money would have been securely bound to improvements on buildings and whatever we had mandatorily. So, we are blessed because our community stepped up and made sure that this happened. And I'm just uh I want to emphasize that because I just think, you know, sometimes we we just it's done and we move on to the next thing. Well, this is the next thing. But it wouldn't have happened had it not been for the support in this community and by our teachers and by our employees who understood the fact that this allows us to be here tonight and put teacher raises before you. And so I'm very thankful

064for that and our superintendent especially for his hard work and that effort, his staff. And um well, I just wanted to say that because that's just I think uh it's like that's the that's the crux of what we're really doing here. We're able to do this because monies were al reallocated from not having to be dedicated to other projects. Thank you to the public and to our superintendent. Thank you. Totally agree, Dr. Peterson. Our public is very generous uh with the support of the school system overall. Overall, very supportive of the school system. Thank you, Dr. Peterson, Miss Flory. Thank you, Mr. Green. Um, I I too want to thank our community. Um, that I don't think everyone realized that had we not freed that money up to do keep our facilities up through the

065bond issue, we wouldn't have this money available. And I'm I'm I'm very excited that we're able to offer this. Um, thank you, Mr. Osborne and Mr. Jabia for working on this. Overall, I think it's a very good plan. I have just one little hiccup. I'm going to ask my easy question first. Um, national board certification for teachers. I know my te my sister did that years ago and I I remember a couple years ago we recognized our um Yeah, I know we recognize them, but they used to get some sort of pay every five years or something. How does 10,000 a year for five years, right? How does that work? The state state put for as of if you got it prior to 2013, you remain getting 5,000 a year. Anyone who got national boards

066after 2013 systems are not obligated to compensate them. Okay. And so that is not addressed in our in here anyway. No, ma'am. Not not teachers. No ma'am. Okay. Does our does our system outside of theou have anything in place for national board certification? Uh yeah, like I said, we pay you talking about people after 2013. We there we do not compensate them. No, ma'am. Okay. By law, we don't have to, but we grandfathered the others in. Okay. All right. I just want a clarification on that. Um um I I share the concern that Miss Baker has for some of the same reasons. I'm just afraid this is a slippery slope. Um I support the idea of our supervisors getting in the school and helping in the areas that we do have trouble because um I

067agree, Miss Underwood, if they're working those extra hours, they need to be compensated for it. But first, we need to make sure there's not a scheduling problem and then we need to address it as individual school problems. I don't know that we um I don't I don't know that we need a district-wide plan for this, but um my concerns are like where does it stop? Like you said, are we going to pay teachers for every little minute and every little thing? My other issue is it doesn't cover nonert and they do duty as well and I know that's outside of our control, but their time's just as valuable. But I mean, every job has perks and and and pitfalls, pros and cons. Um, you know, your first grader teacher, they have to tie shoes. Your

068sixth grade teacher, they don't have to tie kids shoes. That Monday and Friday duty, they're terrible duties, but you have less Monday and Fridays in a year. There's ups and downs to everything. And so if we start trying to, you know, are we going to pay our bus drivers that smile and get to know their kids more than our bus drivers who just drive? Are we going to pay our cafeteria ladies that get involved in the school more than the ones that just throw the food on the plate? I just I don't know where we draw the line. Um I I think there are better ways to be fair than to to put it in an inou. I think it's something we could work out at every site. There's one of my schools has this

069issue. They are at 100 minutes equitable. Every teacher, every person on the campus has a 100 minutes. So, are we going to do a time sheet for every employee once every six weeks for $15? I mean, the the time that goes into processing those paper that that the paperwork, it just seems like a waste of our taxpayers money to pay people to process $15 time sheets. Um I I think we need to solve it, but I I just don't know that this is the way. Um I just think it's it's burdensome and and we could come up with a better way. Um you know, hang on. I had notes all over the place. I'm trying to make sure I addressed everything. Um I do know Miss Baker had had asked about this. Mr. Harrison, I'm

070I'm going to put you on the spot. Sorry. Um she had asked about the one thing if there's just the one thing that we have a hiccup with. Is that something we can deal with here today or or like can it be amended or or as a board and voted on or does it have to go back to the table? Um so very briefly the power of the board to approve or to modify this proposal is something that the board has in its power. You know, at the end of the day, if you follow parliamentary rules on it, make a motion, however you deem appropriate, get a second and vote on it, then the superintendent and Mr. Osborne would have to deal it because in the end of this analysis, the board has control over

071the budget. That's just how it works. Okay. I want to make sure I'm understanding. So, just as a hypothetical, if we removed that one thing, voted on it, and it by some chance passed, then it would go back to them and they could agree or not and send it back. I I just don't want I think it's a great plan and it's it's got 200 great things in it and one little hiccup. I just don't want I don't want us to not walk away from here with a plan. I'm and I'm and and I'm not making that motion. I'm just asking because it it was brought up. I can't always predict the consequences. You asked me about the power to do something. I can't predict what that would do and what it would do in

072negotiations with a union who's in a collective bargaining agreement. Okay. I mean, this has been the culmination of your chief negotiator and the chief negotiator for the union. Right. Right. So, and I mean, if you want to undo that, and it may only be M. Baker and I that see that problem. So, it might not even be an issue. I think the issue is that if you this is a signed, so if you alter this, then Mr. Osborne is going to have to agree to that alteration for you then to approve this because this is a complete completeou signed by the two of us. Okay. I when and we I think everybody hears the concerns of the two people that have spoken on already. So, right. Um um Sure. Yes. Uh Miss Fontroy and um

073also Miss Baker. Um I would prefer I mean to to me you would just keep it simple and somebody would substitute motion to table it and send Superintendent Jabia back to the table with us knowing the concerns. We would try to work it out. I prefer you don't do that just because so many employees are are you know wanting this to happen and the duty piece was one that a lot of elementary teachers are excited about. Uh we are all Superintendent Jav and I will always revisit supplementals so we can check in in our labor management committee uh in December and say hey how's this going or January, hey how's this going? Is it working? Um we don't necessarily have to wait till a financial reopener to modify. We could modify it if we decide

074it's a disaster. Um but we ultimately will sit down again um next spring, but we do hear the concerns. Um we got this idea from Tangi. They do this at hourly rate as um Stephanie said. Um I asked them I asked them last year how much did they spend and they said they started in November of 2023 and they only spent 79,000. So I'm not sure how accurate this the costing out is. Um, I don't think Miss Pos was part of that costing out. So, I'm I'm a little leerary of it because she hasn't had a chance to really get into the numbers. I know supervisors can go in there and maybe make duty schedules that are still safe, but also mainstream. There might be some issues we're not aware of. So, we definitely want

075to save the system money. And I hear what you're saying, Miss Fontleroy, but I know it creates bitterness. If if somebody at this school, elementary school, has duty 5 days a week, 60 minutes a day, and another elementary school only has 100 minutes, they they feel that. So, this is just a gesture. We're not doing hourly rate. We know that would be too expensive. We felt 15 was in the ballpark of what would be meaningful for our teachers, our elementary teachers. We just feel like they get the short end of the stick a lot. What about the nonserve? Why were they left out? They're not overtime exempt. Yeah. They're going to get paid overtime if they work over seven hours. Yeah. They're they're not they get their rate times time and a half. So Okay.

076Yeah. Yeah. So that act three act 311 was very specific and that's kind of where this generated from was duties and assignments above and beyond the normal workday. Uh in act 311. So, and that pertain to teacher that that whole law was about teachers and cert certificated personnel. Well, I would I would just ask that we look into minimizing the logistical nightmare that time sheets are. Miss Pos, did you have a chance to do any numbers or anything? I looked at the sheet the calculations look. Yeah, I mean I think most everyone's question is is the number of teachers that are listed is that accurate or is that inflated? I will tell you planning time I was told it was going to be $400,000. It's like it's going to be more like 250. So probably

077it's the high estimate you know the numbers on that sheet but yeah I haven't the number of teachers that you're applying to that one I can't give you but the calculation itself was correct. Okay. So the issue is duty duty schedules are so specific to that campus as you know as anybody who did administration knows and the you know the the administrators are charged with setting up a duty schedule and the the the where where the positions will be at in before lunch after school and then the duty committee sits down and takes everybody applicable and request and says okay this is this is trying to meet everyone's uh requests to say what what works and how can we cover all these spots. But as Miss Baker said, the issue is in elementary is just

078so it's just so different because they have to load every one of those kids into those cars. Uh if they all got on a bus, that would be we could roll, but it's that's just not reality. I know. And so as as Miss Baker said, people are going to roll off. So it's tracking that is is it's it's just it's just it's just very difficult, right? That's my concern. With planning time, it's very simple. I didn't get my 45 minutes. We can verify, okay, the teacher missed 20 minutes this week or they missed 30 minutes this week or whatever the case might be. Let me ask you, the the burden is going to be on the teacher to submit the time sheet or is the burden going to be on the administrator to keep up

079with the time sheet? Burton's on the teacher to submit the time sheet, but the administrator has to verify, right? Because if the teacher took off one day that month, then they didn't do their duty that day. I mean, that's just going to be so much work. Or they were out of a training or whatever the case might be in a subhead. That's my concern that this is just creating a a a logistical nightmare for secretaries, for Miss Po's office doing time sheets. It's just I I I like the idea of compensating them. I'm just hoping we can brainstorm some better ways. I I'll reach out to Tangi. They're a year and a half ahead of us as far as that or two years ahead of us. They probably have developed some best practices we can

080steal. So, Miss Foy, are you done? Okay, Miss Hansen. Thank you. Um, again, I'm glad we uh I'm going to reiterate what some of y'all had said. But I'm glad we're in the position where we can have discussions about salary pay raises because our discussions in April looked like we were going to have some concerns with it whether or not everyone was going to go out there and support the bond reauthorization. So again, thank you Mr. Jabia for your support on that and our community. Um I second this motion because I think it's imperative that we provide our sal our employees with salaries. It's it's way beyond time. So I seconded it. It's not to say that I agree 100% with everything that's written here. I think that there are some issues in here that,

081as others have said, are going to be a slippery slope. I think there's issues in here that it's going to be problematic as far as a uh from a um logistic standpoint and in pay and um but I do overall believe that the the the document in whole is good. You've answered some of my questions. I was wondering why we took away the stipens for um the vacancies in SU and targeted schools and that kind of stuff. It's if it wasn't doing what it was intended to do, let's go ahead and see if we can give it to all of our teachers. So, I understand that. Um the nonvan VAM, I I understand that. um as someone who was a high school principal and I saw the VAM teachers which was a small portion of

082the teachers on campus um they was so much outside of their control whereas the majority of the teachers on a high school campus or nonVM so they had an opportunity so those who asked the question as well if a 3.0 to 3.499 499. Why am I not in a nonvam? Why am I not getting a stipen? Because you have more control of what happens in your classroom and with your students and the progress and all. So that would be my interpretation of it. Is that correct? Okay. Um I feel like this does what we've asked it to do. One, our goal is to increase salaries. So it does that. Two, compensate competitively. I think we're doing that in terms of our counselors, our OT, our PT. they could make far more in the private industry.

083Um, and we can recoup some of those claw costs through um the federal government. I think it's fiscally responsible in that we're pushing back the negotiation time from March to May because we don't know what the financial situation. So, we're waiting for that as well as with the um health fund balance. So, um the the word I get stuck on is equity. And this is where I do agree with what Miss Baker's saying and what Miss Fontler is saying. And that is, you know, we have to be careful about tossing that word out and and concerning ourselves with making everyone equitable. It's not going to happen. I would love for it to happen in a in a perfect ideal utopian world. It would happen, but it's not going to happen because the bottom line is

084this. Two kids in first grade get in a scuffle. The teacher pulls them apart. Two kids in high school get in a scuffle. It's a whole different thing. Okay. There are differences at the campuses. I was okay in a high school campus. Not that I like love breaking up and getting in in the fights, but little bitties. That's not my that's not my cup of tea. I'm looking at Miss Heer. She was great at Cington Elementary. That's not my cup of tea. there are probably some advantages that I had that she didn't have to worry about and elementary school principles and teachers, you know, didn't have to worry about and vice versa. So, I get worried that when we start to look at equity and say, "Well, what about this one? Well, what about this

085one? Well, what about this one?" But what I'm going to do is I'm going to say as the schoolboard member, charge the superintendent with getting his staff out there to look at the different schools and say, "What can we do to minimize the problems?" because extra money may sound like a good deal and all that, but at the end of the day, if somebody's working for 8 hours and 30 minutes and somebody's working for 7 hours, that that's too much inequity. That's too much inequity. So, I do think we need to do that. And I think we all have to like look at what we're doing and the school we've signed up to be at, the job we've signed up for and say, "Can I do this at this rate of pay?" And again, I'm

086not talking about the 8 and a half versus seven hour. I'm talking about then inequity that is just natural with the fact that your prek teacher is not going to have the same challenges at high school and vice versa. And I think that we as as people who are supposed to take care of kids and our administration in working with our student our teachers and employees say look this is our school. What can we do not to every time you know you do something I'm going to give you a ATM here go get this money this is this is this this you get this you get this you get this when we start doing that we've lost the idea of why we're in school because as an ele as a teacher if you came in

087this to just work seven hours get summers off and and get rich you you were in the wrong business. If you haven't figured that out, then we I don't understand why we hired you. Okay? Again, I'm not talking about the seven versus 8 and 1/2, but I think we need to find a happy medium. And that's what I charge our superintendent to do to get his staff out there, get our principles talking to our teachers and say, "Let's find a happy medium." Okay. um the equity, you know, um I think it's great that we try to um I don't want to say incentivize coaches to to go to the playoffs and all that because as a high school person myself and the coaches needed no incentive to keep to to try to get state championship.

088They wanted that state champion. They wanted those those different championship. They wanted to go to the playoffs. But there's inequity in that because there's a lot of people that play a part in when they go to to the playoffs and we're not compensating them in the same dollar amount. So I think we need to be careful when we say the word equity because we're not going to get there because that's utopia. So, we need to use good judgment, look at what we're doing, see how we can be more effective and more efficient. And then I'm glad you said what you had said earlier, Mr. Osborne. This if we sign this, if we approve thisou and it goes into effect come December, if we're bleeding money because everybody is putting in time sheets for 10 minutes

089here, 15 minutes here, 20 minutes there, then we need to say this is not working. What happened to us being a part of a team? What happened to us trying to be champions? So that's that's all I'm saying. That is why I am supporting it with with the hope that we can fix up some of these shore up some of these things that are problematic. Thank you. Thank you, Miss Hansen. Miss McCullum. Well, there's not too much more that I can add to what Miss Baker says and what Miss Fontlery says and now what Miss Hansen has said. I do feel like that number five in the 90-minute duty is problematic. I don't understand how a small school like Brock has to have 350 minutes if that is even correct compared to a school in

090my district which has prek also uh and they have 150 minutes I think no 135 minutes then something is wrong with with scheduling in my opinion with that and I I don't want to just pick out two schools like that, but it seems to be districtwide that there are these discrepancies. I am, as these three ladies have expressed, extremely concerned about how to make this happen and the problems that this is going to create and the logistics and the time both on the teachers and the administrators. And I know a lot of people that think that administrators sit in their office and eat bon bonss, but I can tell you for a fact that that just doesn't happen anymore. Maybe a long time ago when I was first a teacher, and that was way back

091when, we won't talk about that, but this day and time, that just does not happen. And they don't have the time to nitpick. They've mentioned some situations. Another situation that just popped in my head that was shared with me with my principles is I mean somebody's absent, somebody else takes their duty and they have to be the people to go verify that and you the amount of time that's going to take just is incomprehensible in terms of that. So if we I I agree with everything and Mr. Jabby and you this team you guys uh and it's my understanding that the majority of thisou came from our administration and I think y'all have done a phenomenal job with all of it and I am so proud that we are being able to offer this amount

092of salary raises for our teachers because by George they do deserve it and more. or I wish we could give them more. And true, if the bond had not passed, we wouldn't be able to do any of this to amount to anything. Um but I mean if we pass thisou with this stipulation with the hourly of 90minute duty then I have to in my mind be assured that one we have streamlined this reporting process to a level that is not overwhelming to anyone. teachers and especially administrators in this case cuz they're going to get the overload. I can tell you that. And then two that we have gone and studied each school to support them and and maybe there are reasons why they have to I mean they are I know there are reasons why

093some schools have to be more than others especially little babies but there's you know there's got to be some support there and help to help them realize where we have to keep the safety that is not an issue. you it has to be there and how we can make that happen and that is a big job. So I I hope I I want to be assured that that's going to happen. That's just all I have to say. Thank you, Miss Baker, if you'll hang out for a second. Mr. Harrell. Thank you, President Green. Um I appreciate all your work that you've done on this. I know your staff's worked hard on it. I really appreciate like they've all said the the amount of effort and work you put into getting the bond passed because without

094that passing and the amount of work that you've done super Javia we wouldn't be here to even argue about this. Um I I you know I've talked to you about a lot of this stuff privately where I have some issues within this document. Um I know a lot of the pay raises and different things were done for stat retention of you know people leaving going to other districts or getting them to select. Do we have any data on them doing that or is that just kind of what we speculate why they leave or why they don't choose us to come here in July? Steve's going to give an exit report on the data we've gathered and we've kind of streamlined that process. You know people have left for a lot of different reason. I can't

095say we've just our goal was to, you know, get our salary to a point in our area to where we could be as competitive as possible to try to maintain and hopefully recruit. I was on a call today with Dr. Wayright, who is Southeastern is probably our number one supplier of educators, hands down, um, and and just trying everything we can. and he's got some new plans uh with with the state to try to pay our interns, people that are doing student teaching basically because it's a year now. So, we're going to work on those things. But yeah, that mainly it was to try to maintain what we have, retain our people and to continue to recruit those because Southeastern I mean those kids can choose, you know, they they're probably going to go home

096or they're going to choose a parish that's pretty close to home. Uh, so we're competing with Livingston and Ascension and Tangi and I I don't I don't really consider ourselves compete with anyone southshore directly Southshore. Um, but definitely the Northshore were competing with all of them for sure. Okay. And I know we, you know, I spoke to Miss Laney previously. I know there's a lot of complaints about I'm hate to dive into the cafeteria stuff, but there's a lot of, you know, the complaints about the quality of food or, you know, improving the school lunches and doing what we can there. I would be, you know, I hate to see us commit so much money to one section when we've got complaints there. would if we need to improve the budget of food service to

097probably offer better quality food. Do we have that money available? I know she said she's trying to make significant cuts and changes. So, would that be enough to improve the actual lunch quality? She's she's working on changing the menu now because we get reimbursed by participation. So, she's doing everything she can to increase participation. you know, you have a cafeteria full of food and only 10 kids eat, you're only reimbursed from the government on the 10 kids that ate, no matter how much you prepared. So, uh, you know, she's been really taking a deep dive, uh, using our students as over the last month, few months before school got out, what are things students really want to eat and will participate in lunch. So, that's what she's really been trying and that's what like I

098love Shephardd's pie, right? I don't think anybody cooks it anymore except school cafeteria. So the kids probably don't want to eat it. They because they don't eat it at home. That's you know. Um so I would like to make sure that we give her the money that she needs. Absolutely to improve the quality of school. Absolutely. Cuz I'll be honest, I was disappointed that commodity fish that we got for a little bit. I know. I know that's that that fish still gets when you crawl. I know. Um, and looking at this, the only thing I like the fact that that we are committing to a salary or committing to pay raise and and permanent I do wish some of it was still a stipen. I wish we had more stipen than what we do, but

099I I understand um we've talked over the years about, you know, trying to get more money for some of the maintenance departments that air condition, electrical, plumbing. I would have liked to have seen more for those guys to, you know, so we can keep them because we really are losing quality maintenance guys. We are to other private private people, private facilities. Correct. Um, be a champion stipen. I can tell you I dropped my kid off at school. School ended last week. I dropped him off this morning for football practice. You wouldn't believe the number of kids at Fountain Blue High this morning between I think wrestling training, volleyball, football. Those coaches already started for next year. Yes, sir. They have. So, I mean, I I like to be a champion stipen. I would just I

100would have liked to be a coach stipen and let's try to get more for the coaches. We'll definitely continue to look at it, but as Miss Hansen said, there's a lot more than when you start looking at supplemental when you start it's it it can talk about slippery slopes. No on it opens up Pandora's box because we have all the people that supplement and and that are auxiliary units around every one of those sports. You know, it there's it's just it's a lot. It's a lot. I know there's a lot of hidden costs in there. I just, you know, when I've talked to some principles, it's it's now become not so much finding a good coach for the team, it's finding a coach for the team. Totally agree with you. You know, and I and

101I mean, I think that affects it. And like I said, all summer long they're going to probably be out there. I don't want to violate any uh rules or anything, but they were out there at 7:00 this morning starting their workouts today. Um for next year, the I mean, I don't want to repeat all what they said about the duty schedules. I really I I hate to say it, if we don't cut it out now, I don't think we'll ever actually get around to coming back and fixing it. I think it'll just it'll keep being there until next year. So, I'd like to see something done to address it immediately, not December or whatever, you know. Um, I think that's it. And I guess next summer we'll look at, you know, maybe getting a little

102more money for the maintenance guys. Thank you. Thank you, Mr. Herrell. Miss Hurst. Thank you, President Green. Um, also just to cor to correct everybody, my last name is actually pronounced Hurst. There we go. The second I is not right, Brian. Just wanted to correct everybody. Um, all right. To go on my notes, um, I appreciate everybody's efforts in negotiating. I know that was probably a lot of work. I can imagine because there's a lot in this which I love. I think this is awesome. Um all the raises in here. Yay. This is good. Um I love I I like everything in here. Um more than I I would have thought of for sure. Um I would have just been like give them the money, you get a raise. But anyway, um so um just

103kind of a thought I'm throwing out there. I just as as I was reading this um with my notes, I know that like our administration has been really wanting to do a lot of this for a while, but and I'm not trying to stir anything, which I I do anyway though. Um, without the federation though, have we would we have done any of this without the federation coming to the table and trying to negotiate anou or anything or like having a CBA? Would we have done this on our own for our teachers employees? Committed to a pay raise and some of the board officers, we talked about that pre-negotiations. We were committed to a pay raise. Okay. All right. Um then another question that I had um so oh so everybody's talking about the the

104duties and everything and I get it and I'm all the number five. So to kind of I guess balance everything out um first question would be can we get volunteers to do that or does it have to be teachers and staff? Could we get like some PTA people or is that like a safety issue? It it becomes it becomes a safety issue knowing that you know it just of course we we as we we advocate for using PTA people to help especially like field days at things when we have events going on with a lot of people there. We're always looking for volunteers but we have to our duty spots have to be manned by our personnel. Okay. Yeah. I didn't know. Um, so to just kind of something I thought of too. I know

105everybody's, you know, this whole and I know it's going to be a nightmare with, you know, spreadsheets because I'm a nut for spreadsheets. I love them. and um but to kind of maybe a compromise is there any way that the schools and um like just the schools that are going to go over the 90 minutes which I'm assuming all the schools go over 90 minutes no not all of them basically a lot of K a lot of your K6 the little ones are going over the 90 minutes so the say the schools that are going over 90 minutes can we just throw out maybe like a an equal bonus and I'm just throwing out a silly number, but say like, "Oh, $50 bonus for the ones that go over the 90 minutes." And that way,

106I know it's not going to be perfect because I know some people going to do 60 whatever minutes overtime and then some might do 100 minutes overtime and some people might dound and something overtime, but just to make everybody happy. Hey, you get a $50 bonus. That way it's quick, easy, blah blah blah blah. And then not everybody will be happy, but it'll be logistically a little bit easier and it might not be so hard on the budget at the end of the day. Just a thought instead of being I got 10 hours and then yeah, I got 120 hours. You You see what I'm saying? Minutes. So just a thought. throwing that out there. Might be easy just to, you know, just like that whole like 10% flat income tax, you know, would be

107great. All right, just a thought. Okay, next. Um, we we started our year in a deficit, right? Or we're starting our year in a deficit. Um, I understand how we found our money, this magic money for lunches, how we're going into dipping into our funds. And so, and we always had this hard time trying to find money for these step-ins. Every the last two years, we've been having a hard time finding money for these step-ins. But now all of a sudden we got all this money for the raises. I'm wondering what funds are we digging into for this. Okay. Um we're not digging into any funds. Um the deficit for last year I base these calculations on that we've on the superintendent's numbers that they've cut $6 million in salaries and benefits. So I'm projecting

108a deficit at the moment. I won't know what that deficit is until payroll pays of around 6 million. So that washes. So for next year we should start at zero. Then I factored in everything I know at this point is going to increase and everything that's going to decrease including food service. Um we didn't find money for food service and we didn't dip into any funds though by the way. Um we just delayed funding to parishwide and we have other ways to fund that. So just to make that clear and it's stipens, not stipens. Sorry. Okay. Yeah. But so bal balance with that and the cost of it and then of course eliminating all the stipens that was $4.2 million of the stipens we were doing targeted critical effectiveness. So that eliminates a lot of

109the cost. A normal step which we would have done we we do that every year is $3.3 million. The cost when I netted down to everything that I know at this point was $6 million. So, this is costing us an additional beyond a step of 2 point 2 2.8 million. I think it's desperately needed um for employee morale. Um I think we've got to be competitive with other school districts because we are falling. This gets us higher up there. Um and I just think it's critical that we do raises at this time and we we're going to have to balance the budget. So, if we don't balance, we'll have to work on that further. Cut, you know, look at positions, just keep doing that. Um streamline things and get us balanced. But we've got to

110pay our employees so that we're competitive with other districts because we are falling. No, that's I 100% agree and I'm not saying I'm just wanting to know where we're finding the money from. So for the cuts, we're not finding money. It's just when you look at everything that's being eliminated, we've got the retirement rate for state employees um for um school employees retirement, teachers retirement that dropped. That rate dropped. So that's a savings right there of 3.5 million I'm estimating. So that's part of it right there. Um we're looking better on health insurance. I factored that in. Eliminating the stipens from last year at the way they were was 4.2 million eliminated. Okay. Um I that I factored in MFP decrease $3 million. So I took that out. I took I added in our sales

111taxes coming in better. So I added in a little more money for that. Um, then I costed out everything we have listed in the proposal, including I went ahead and projected the health and welfare contribution at 500,000 because that's what they're asking for. So when I got to the bottom, it was six around $6 million and that includes the additional money given to food service and the elimination of positions. Terry, I'm sorry. And the elimination elimination of positions. So all I can do is project on what I know right now into the budget. So I feel comfortable with that. We're probably possibly going to still be in deficit, but we're just gonna have to work on it over time. So, and as our revenues, we're just gonna have to see what happens. But I I

112don't think we have any choice but to um give our employees compensation because it's it's a we're in a very difficult position when we start falling in our salaries. Yeah. So, I think it's critical to for our school district um for us to do this. So, and then we'll just um when the budget's finished, we'll deal with that. We do have other funds to balance the budget still. We still have about $16 million in CDL. So that gives us two or three years to get the budget in place before we'd have to dip into fund balance for general fund. So um did we could we have possibly have done this last year? Um do everything that you're doing last year? I would have been very uncomfortable doing it last year just because there was so

113much uncertainty. Um you know things are things are looking better this year because the inflation was so bad last year. We're seeing a leveling. I was I was breaking budgets last year in December. This year, I'm just starting to see budgets getting run out of budgets now in areas that I was busting last year in December. Even though Even though we're in a deficit, it's still better. Oh, yeah. No, we're still we're still better than we were last year as far as costing. But I won't know. There's a lot of additional coming into payroll with planning time sheets and things like that until we post that last payroll on June 30th. I won't know for sure how we end and then the costs we have in the summer. Okay. Um health insurance costs hit in

114the summer. So we'll have to see. But right now we're looking good in health insurance. We have a surplus right now which we haven't had in years. So that's very positive. So okay. Um so you know it's it's a game. I'm not guaranteeing we won't be in deficit still, but I think it's critical that we do this raise at this time. Oh yeah. No, I thought we should have done it long time ago. last year would you wouldn't want to commit when you're not sure where things are going because things were definitely on a decline last year. We were losing revenues, sales tax was down, but sales tax is back up. Um, you know, we also got the bump on the reassessment. So, that helped. We we didn't I didn't know what that was going

115to be when we did the budget last time. So, that that comes into play. Yeah. Thanks, Assassa. Yeah, it didn't turn out to be as much as he said though. episodes to date. Yeah. Well, it was it was much for all of us. Yeah. Well, yeah. Yeah. Yeah. We don't get all that, unfortunately. Yeah. I know. Um but to go back to the um the duty thing, I mean, is that something that you guys could talk about or does it have to be per hour or I mean, how does that play? Can it be a flat fee or I mean, is that something y'all can go back to? I mean, how does that work? I'll follow away your idea and we'll discuss it once we get some data. found right there. We got it right

116there. Okay. Yeah. So, I just again I just prefer that we do this for employees and um see how it works and tweak it if we need to. You know, there's got to be a way to use technology to beat the time sheet thing. I get that that's a drudgery. Um but I don't know, maybe a tiered set of stipens, but again, we'd have to sit down and really work that out. Yeah. So, I don't want to do that in real time. That'd be okay. a little. Well, I'm just I'm just hoping it doesn't deter anybody's vote, that's all. Yeah. All right. Thank you. Thank you, Miss Hersus. Miss Rafino Gallagher Stipens Stippens Hurst. All right. As I already said, thank you for doing so. I just have some questions. That does not mean I'm

117for or against the Please just bear with me. Um, you answered one Terry that the cost for us for the raises for support and all that would be like 3.3 million. Is that what you said? If I wrote my notes right, that's a normal one step. That's what we normally have every year. Okay. So, what's it going to cost us for this? I'm projecting around $6 million. Six million. Okay. So, the difference is like 2.8 million more than we normally would have done. Okay. Y um which would then bring me to a a completely side part of everybody's talking about because the bond went through. So what is our normal um uh what is it called? Parishwide construction fund. What's our budget normally? What do we put in the budget for that? It varies, but

118for the last couple years it's been three million. Um but I'm proposing to do do 2 million. Um, is that including the money we take from general funds on top of that? Is from general fund. So we don't ever start with a budget. We always take it just from general funds. General fund is the budget for parishwide is a transfer from general fund. That's its revenue. So yeah, basically parishwide is general fund. It's just kept separate. Okay. So with all the money that we're getting for the bonds of every single possible school listed, right, except for a handful, right? We still only think a million dollars coming off of that budget is Yes. Yes. Because we're wrapping up the 2019 bond issue and because we've in invested the money and we've received premiums, we're going

119to have money left over at the end once we do the last project and that we'll be able to bring to the board and do some parishwide projects with that money. It has to be spent on capital projects. So we'll be able to bring but we so that we however much money that might be right whatever three six five million it's more than that. Yeah it's larger. But what I'm saying is so the money the projects that we already have we have that much more to do that we couldn't use some of that money towards payroll or does it have to be No, it has to be used for capital. Okay. Right. Okay. Um because that was my thing too. Everybody's talking about the bond. Thank you for this. Well the bond had nothing to

120do with salaries. We It would have because we would have had to fund all of our things that are critical. No, no. What I'm saying is the bond itself, nothing was written in there to pay salaries. No, but what they're talking about if it wouldn't have passed, we would have had to pay for the capital expenditures out of general fund, which would impact salaries. Okay. So, that's what they're talking about. So, well, I just think this is my my thought. If we're all this money is going to these other things and we're we normally have three million and you're proposing two, all the other things should have been in the bond. So, we really might not even need that much money to put in construction at the from the beginning. It's my opinion. You don't

121have to answer it. It's just my opinion. No, we've got a lot of projects still on Parishwide that weren't we weren't able to get in the bond. It's a lot of money still. I mean, I'm not sure what the total is, but it's still Do we have Do we have a list of those somewhere? Yes, absolutely. 32 schools that aren't in the bond and and safety, security, upgrades, fixing things that happen, leaky roofs, ACs that go out, those are not anything that we can prepare for. Those those have to be dealt with as they come in. Okay. But when you say that, don't we have a specific fund for safety and security? Now, didn't we reallocate some money for money allocated for safety and security? But what I'm saying is if we need a fence

122replaced, if we need a gate fixed, if what whatever the case might be, we can't come out of that fund. It it would that fund then we have to bring it to you guys. You got to approve it. Then we got to do it with parishwide. If it's a small project, it goes on the project board and we can get it fixed immediately. We can go back and move those funds, ask your permission to cover that because it was a safety and security and then roll that back over. But yes, that can be done. Okay. Um, hold on. Um, they already spoke on duty, so I won't even get into that. Um, why would some teachers have not have a duty-free lunch on their schedule? I'm just curious. Some somebody's got to watch kids while

123they eat. Someone's got to be on duty. There's got to be people on whether it be recess duty, whether it be in the cafeteria for you, if we don't have enough lunch monitors, someone's got to watch the kids, okay? And it it takes more than just the administrators. And okay, as a teacher, I coached. So, I just I I did my two duties at lunchtime. That way, it didn't interfere. I ran the weight room in the morning. Mr. Derl was talking about Sle High was a late school. I ran the weight room at 7:30 in the morning till we started school and I coached in the afternoon. So I did my two duties. I had two duties. I did them at lunch. So okay, I just gave up my lunch and did my two duties

124and it just it was what it was. Okay. Um, my other question is on um, and I know it's been discussed and I think you gave an answer, but I don't know that it was understood. So, I not today via email, whatever. On the Chromebook management stipen, I'm trying to figure out like for a school that only has 300 Chromebooks, that stipen is the same for a school who has 2,000 Chromebooks. So, I'm just trying to figure out how that is and could it not be tiered depending on how many students you have because it just seems I know Miss Hansen was talking about equitable, but that's a huge inequity. We we will explain, but it has to be part of the demand stipen. So, it had to be that figure. We would have gone

125less money if we could have, but it had to go that figure. But we will get into that. There's more. Even though there's only 300 Chromebooks, they only have a parachch one day a week. So those people are doing paratech jobs all day every day to get it done where in high school it could be a simple reset button and the paratech is there to help out. They're paid to help on high school campus every day. So but I I'll I will get Lewis to answer and I'll explain how that works. Oh, right now that makes nobody Oh, I know. He was about to push his button. I'm like you talking about right now? Like I don't I was trying to I was trying to answer for Lewis, but he's jumping. Go ahead. Like in

126my head I'm like, "Okay, if I'm at Cypress Cove, well, my kindergarters don't have Chromebooks. My first graders do." Well, but not but that school only has maybe I don't know how many kids, but if I'm at Northshore and I got triple the amount, how is they also Miss Hart getting the same site I'm getting. I'm taking care of three times as many computers. They have a paratech dedicated at the high school level. the K8s the parch is only there one day a week and they do work like the full day so they're there that full day to help them but that that person the chrome whoever's receiving the Chromebook stipen would the other four days of that week be managing and supporting those Chromebooks and even your kindergarten and prek still have Chromebooks in

127the classroom they're just not dedicated to an individual student we have classroom sets so they're still checking those out, helping us pick them up. And like right now, we're we said we were going to keep those Chromebooks with the students. So if you have a a class or school that's four, five, six, I'm moving those Chromebooks from sixth grade to the seventh grade so that they're waiting for them in August. So that that person is helping us get those ready so that we can move them. So they're the workload is not necessarily tied to the volume of the Chromebooks. It could also be your younger students are breaking the Chromebooks at a higher rate and they may need more support as well. So there is a variance. And then the only other thing for that

128it says it's specifically for certificated employees. We don't have anybody that's non-certified being our Chromebook people because if we do that's a problem for me. Huge problem. As of now I've know of no non-certified person because you you have TRTs, you have teachers, you have counselors, you have assistant principles. Beyond that, I don't know. Librarians. Yeah, librarians. I'm just making sure like it's since it's specifically stated that like I'm hoping that there's no school that doesn't that has a long-term sub helping with Chromebooks and they don't I I don't know. That's all I'm asking because it's specifically stated that I want to make sure that if somebody is helping they're getting compensated as well just because they're not certified. They're going to have to they're going to mandate a certified person do that job. Yes.

129Okay. Or help in that whatever how they however they break it up. Okay. Um, for the critical stipen fund, I'm assuming that's like math, the teachers that we can't get. Is that correct for whoever? It it was we don't have it anymore. Well, it's removing the critical stipen subject stipen. That's what I'm asking about. Yeah. Right now it those things that were determined by uh Steve or by HR and LDOE that were that were shortage could find teachers. We used to compensate those people that were in those subject areas. Correct. So, are all those spots filled? Uh, no. So, that's where I have a problem of taking this away because we have asked these kids to pass seventh and eighth grade math, science, social studies, and English. And if we can't get a certified teacher,

130and there's no incentive for them to come here, but we're still asking these kids to pass these classes. I just have a problem with it. $250 was enough not enough to recruit a certified teacher in that area. Okay. I wish it was. The the guaranteed pay raise might get some teachers in there that weren't in the field or in our system at that time. Okay. In improving the starting pay is going to absolutely do more than $250 would. Agreed. Well, it was 500, but that's okay. Well, 500. Yes. Um, can somebody tell me what a mobile science lab facilitator is? I can. Yeah. Go ahead. Go ahead. So, we we have a star lab now. Um, that's been that fund will come from federal programs anyway. So, the star lab, we actually have it now

131in St. Tam and we can go to each school and do it. LSU used to you can rent it from LSU, but now we have our own. So that's just a person on a time sheet that does that. Okay. All right. Um there's one more on the the name of somebody because the curriculum certified curriculum development stipen $30 an hour. We have we already have that. Are we just changing the name of it? We're just adding assessment writing to the description. So it's it says curriculum development I think now. And so we're adding assessment writing. So it's just additional wording. So it makes sure we So it's the same person just additional same stipen. No, I get it. I just didn't understand the way it's written because I saw it on the salary schedule already

132and I was like well that doesn't say rename it. It just says okay that's fine. It was rewritten. Um y'all talked about all this other stuff. So I will go to the be a champion stipen while I'm my kids play sports 100% all the time. Um, we're giving them a $2500 raise, which is going to increase their percentage that they're going to get already. Um, I feel like giving stipens just for sports instead of something more for educ just education in general. Like, if your class whole class passes the LEAP test, you should get a $500 stipen. Like, I feel like we're do we're emphasizing on sports. And again, my kids play sports. My kids play sports. Um, so their coach might want to hit me right now and it's fine. Um, I just I

133feel like there's a lot on that. Um, and then in regards to some of the other things, there's um, and I looked at the thing, there's other things that are like a year long, the um, like dance and cheer teams and even the color guard. Um, their stipens are way smaller than the football team and they work all year, but yet there's no additional stipen if they win like the national dance, whatever it's called, or the national lca and whatever they're called. So, I just I'm curious as to how that's going to pan out. And I mean, a lot of, don't get me wrong, a lot of coaches make this the playoffs, and I'm sure any coach in this room will probably be very upset with me at the moment, but I mean, these are

134these are big money, but we wanted to get stop giving stipens to teachers. And these same people are still getting this $2,500 raise that they're also getting. So now we're gonna give them on top of that. So I I guess that's a two-part. Like we have some year-long wins that don't get as much as football, but probably work just as long. And then we're giving stipens for making it to the playoffs, but we're not but we don't want to give extra stipens to teachers for their classes doing good and leap or something. So it's a small amount of money for the athletics. I think we projected 80,000 but if we did the leap it would be a huge dollar. The only way we could afford the big raise was to eliminate some of the stipens

135or we wouldn't have been able to do the 2550 there's and the 1750 for support. We had to eliminate right but for this small percentage of people where they're getting a raise and a big stipen we started with LHSA sports uh as Mr. uh Osborne can tell you we wanted to start somewhere and see how it goes. See what how kind of things play out. uh LHSA sports, uh the ones that are listed primarily, uh those are all the ones that are in the handbook. We don't typically have every single one of those, but in case we did, we we wanted to make sure that it was all we had to start somewhere. Uh and if if Dance or Cheer had a state competition, we probably could have found a way to include them, but

136they don't, right? But they like they have nationals is a choice, right? But they have district competitions for like district kids. Like junior high doesn't go to state. This is all high school sports. These are all high school sports. So, so junior high doesn't fall under LHSA. Does not fall into LHSA. Okay. Okay. Okay. Um I think that Oh, my only got a question on the re reclassify the salary of existing the speech pathologists and all that group, but nurses aren't listed. Don't they have to reduce certifications every couple years and do stuff like that and we're not going to give them a little extra? I'm just curious. We pay for certifications, but everybody's certified. So, you got to remember teachers are certified. So, we only did licensed employees. So, people that were required a

137license for us to get Medicaid funding and to do that job. So, that's the only people that were included. Anybody that was just a certificate was not included because that is thousands of people. So, unfortunately, yeah, but we do pay for their their certificates. We've got a separate provision. We pay for all those their students. And then the only last thing I have is this thing on the health and welfare fund. We're just asking to move it. Yeah. I'm just statements through June 30th. Like we don't even have those yet. Right. But it's part of thisou, right? Well, I'm asking to defer the um determining the amount to fund the health and welfare fund until we get their financial statements. So that's why I moved it to July at requested that. So that's why it's

138in there. [Music] Um, I think that's all I have. Thank you. Okay, back to Miss Baker. Thank you. Just three quick things and I promise quick. Out of our half a billion dollar budget with all the raises removing some of the stipens and with without this nickel and diamond business on the 90 minutes, what percentage of our of our budget is now payroll, lean in salaries, benefits, and retirement? It's going to always stay around the 86 because when you increase the salary line, you're also increasing the total line. So the percentage is not going to change. It it's just going to be a tiny blip because your total expenditures are changing. So your total salaries are changing. So your percentage is always going to be it's it's about what I projected was like 86.91%. But

139you know that's just projection. So we're still below 87. Okay. because from from our education as a board, it's usually the the suggested is between 80 and 85. Now, with a district this size and all the the extras that we offer, I mean, we take We haven't been 85 than in I can't even remember. Yeah. I mean, when I first came on the board, I've never seen 85. We've actually been higher in the past. So, it's dropped to below 87% in the last couple years. Well, that's good. You know, just in Okay. um to the supervisors. Um I'm so grateful that y'all are going to go out, but at the same time, we have to be cognizant that these principles are not making duty decisions in isolation. So, they have a duty committee. They they

140know their campus. They know the hot spots. They know where there's a problem. then know. So, so the I mean I just don't want I mean I know y'all are going to do amazing because y'all always do but but there's a reason why they have I mean like one of my schools is a 12 acre campus with when school starts up to up to you know three year olds coming to school. So they need that supervision. But I do trust that y'all are going to do awesome in working with the principles and that duty committee. Um, and then finally, um, I would like I think it is absolutely imperative that we take a vote on this, but I would like to amend the motion to remove to remove this and give it a hard date

141for Mr. Osborne and Mr. Jabia to look at. So there's no kids to go take any data. So if we said by the end of September come back and and make an offer make do another like remove this portion because that's a lot of money over a million dollars um to come up with on duty numbers. So, so there we couldn't tell you what to do, but I mean it just seems like could you go from 90 to 100 minutes or how about since it's on your job schedule that I mean on your job description that you're there five minutes before school and you have to be there 10 minutes after anyway as per your job description. I mean, do we have to count those minutes as to me that's double dipping? Um, so I

142I would I I think it would be disingenuous for us not to take a vote on this because I think teachers need to know how valued they are. um and that we're behind them and um and and we want to do this, but until those I would just can I make a friendly amend amendment and say maybe by the end of September after y'all collected your data, the supervisors have met with the principles and the duties committees that come offer us something better on that on that section. Now, can y'all do that? Both of y'all, I guess I'm asking. Well, first of all, do I have a second? Does anybody want to second my motion? What exactly is your motion? My motion is I'm sorry, you just ramble to to to accept theou with with

143the exception of number five, which was the with a hard date of maybe what's reasonable. I mean, if y'all need to take two minutes and talk about it, a friendly amendment would need to be accepted by Mrs. Hurst. Miss Hurst, I'm sorry. Oh, yes. since you made the motion. Um, if not, it doesn't have to be friendly and then we just need to vote on her amendment. Friendly. It would be mean. It would be. It would be a mean amendment. Um, I I mean I guess I mean Yeah. Yeah, I guess so. Yeah. I mean, sorry. We'll get we'll get the first what I would for it to pass Yeah. I mean, because I would hate for that to to be for it to not pass because of that one thing. So, let me ask

144you I'm sorry. Uh, President Green, may I ask you this? So, if we allow the friendly a amendment, then the friendly amendment would have to become the motion. Yeah. It becomes pass. And if it doesn't pass, then we need to vote on the amendment. Then we go back to the motion. Okay. Look, I mean, Miss Baker, you and I agree 99.9% of the time and I'm okay when we don't. And it's okay when we don't. I respectfully I respectfully say I don't know that September would have enough data. Also, I mean, the reason I would prefer us to just go ahead and accept this is because I feel like the superintendent has done his due diligence with this. I feel like the staff has done their due diligence with this. I feel like Miss Pos

145has done her due diligence with this and you know I'm going to put my faith in and not that you're not but I I think and I'm going to say this with a strong caveat if in December we are bleeding because there are people that are I did 10 minutes I did five minutes I did this if we are bleeding and we are inundating you know, with with um business fairs and we're inundating our principles and we come to the table and we say we need an MU where we're taking this out. I need I I need that people to understand that this we we're going to do this. I'm sorry because we tried it and it didn't work. I know it's hard to take away once you've put in, but if we can't if

146we if I can't have assurance that we're not going to be amicable with taking it out or modifying it because it's it's not working, then you know, then I'll go ahead and support the friendly amendment right now. So, where are we on the support of the friendly amendment? Yes or no? Yes or no to the friendly amendment? No. No. All right. So So now we we have an amendment to the motion to eliminate the number five which is regarding the duty. I said no. Well, it's not a friendly amendment, but it's still amendment. No, it's not friendly. So no, it's me. It's a it's a substitute motion. No, it's me. uh to to amend the acceptance of the MU to eliminate number five. So, it's back to public comment. Uh well, I thought it would

147be Miss Underwood, but then I wouldn't have the motion at all. You don't get that unfortunately. So, effectively, if that passes, then Superintendent Jabi would and I would just have to go back to the table. That just for number five. Well, it it is a deal. You know, that's the whole thing is a deal. It's all a package. I'm very confus Wait, I have to stop. I'm sorry. Time out. Because I'm very confused. I thought if I said no, it would drop what uh Mrs. Baker would want. How does that work? We She offered She's offering a substitute motion. If If it was a friendly amendment to your motion, then we could vote on that. Otherwise, if you don't accept that, then we just have we we now need to discuss a substitute motion, which

148if that fails, we go back to the original the original motion, which is what you want, which is what I want. But if I said a friendly amendment, then it would be then then we would have to vote on that then. Okay, I see what you're saying. Yeah. Mr. O, our public comment, Mr. Osborne, you're Yeah. Ju just saying. So if if this motion passes and five is eliminated, then we would have to go back and renegotiate the the whole package. That's how that would work. So now I I could suggest that that is how collective bargaining works. It is. So we're we're I mean so we're we're asking if we don't approve any provision that's in this then we don't approve the whole thing and it has to whatever the the result of this

149document is has to be approved by you two just like it is and we come back in a board meeting and approve the total package. Correct. Correct. Mr. Green, may I Hang on. Okay. Can I just make a comment? Um, we have to have a salary schedule by the end of June by law. That's in the law now. Um, I think we're I don't know the numbers yet on this, but I can tell you from dealing with the planning time. Mary and I worked heavily on the planning time. We built a spreadsheet of everyone we thought would were was not getting their planning time. Only half of those people, I would guess, turned in time sheets. It was about half maybe. Um, Mary can I would say it was more than that. It was a

150little more than half, but it was a lot less cost. there are going to be people that don't turn this in that don't want to fool with it. So, I think we're overly concerned um with the $15. Um it's not going to bleed us. I think that the projection was like 489 and that's a very very high number. So, I would say maybe you're talking about 200,000 maybe if it if it if it falls in line with the planning time. The planning time was their hourly rate calculated at their minute rate. So, this is only $15. So I think and I think you need to trust that these supervisors because they did it with the planning time. They got out there and they fixed the problem so we not going to have to pay these

151people next year and I think they're going to do the same thing with this $15 the duty time. They're going to get out and evaluate and try to eliminate it as much as possible. So I think it's going to be not that much cost. Um that's just my gut feeling on this. um for the 90 minutes if everybody anybody everybody went that was over 90 minutes it would be much more cost right so one of the things I'm let yeah the elementary duty and planning we were close we a lot of schools were close to the 225 minutes of planning um than the duty is is just a different animal because especially at the elementary schools you're talking about very young children that have to be supervised. Not only do you have to get them

152into the car physically and put and out of the car when they walk. So, we have very some campuses are very vast. Some campuses have roads going through them. And so, it it's not like, hey, I'm going to stand here and 200 feet down have another person. Y'all just adults are walking children. And so I think while I do think there's a few schools and and our team will 100%, you know, make sure we're working with our schools to make sure they are keeping kids safe in the manner that makes the most sense of this 34 29 are over the 90 minutes. So while there may be some outliers that we can do, I I just there schools have to supervise children and keep kids safe. I just want a point of clarity because Mr.

153Osborne had we don't have any approval to amend this document. So we we either accept it or we don't. And so the substitute motion really u I mean we can we can suggest what we're don't like but we can't amend this document without the approval of the going back to look it's very difficult to explain the ramifications. That's why I partially answered the question before. It's a pendulum swing. Okay. So look, this is completely agreed upon by your lead negotiator and the federation. So if you approve it, you're done. If you amend it, they have to technically go back to the table. Now, in practice, we all know they're not going to go over all the provisions that they've worked so hard to get to. They're going to now hyperfocus on what you're calling number

154five. And either the union will agree to taking it out or not. And then you're up against a deadline that Ted said is June 30th on the SCA salary schedule. So I don't know how to say this, but there is I've spent all day on this one issue of $15 an hour for duties that arguably are included in the job duties and it does get down to the the lower schools, but you don't have the data to support how much this is going to cost. And I think you're overemphasizing how many people will turn in the time sheets and management I know is going to solve this through the obvious. If you don't hit if you hit 80 hours of quote mandatory extra duties, you get nothing. So you've got to be over the 90

155minutes for certified teachers. So you use the equation to create a better financial result. But you can't do that from where you're sitting, it has to be done with the principles and the administration. So in fairness, after the length of time that's been negotiated, if you approve your salary schedule and monitor it, that's probably going to be a better answer than asking the federation to rehash something that they hashed out. Now, here here's one little bit of advice. Take it or leave it. This was created by state law, Act 311. Everyone's read it multiple times. What I would advise you is to not default to state law, which is incredibly unclear. And you're negotiating down to $15 an hour. Well, state law suggests 30. See? So, you know, you're at the point where look, $434

156and Mr. Jabia is the one that told me about this today because on the legislative, you know, the the the state official site, they haven't even amended to take out the provision on collective bargaining. Again, 434 dealing with the planning time. The law had an out in it. It it was if you collectively bargained like we're doing, then the collective bargaining agreement formed the law between the parties. Okay? So you have now a focus on 17418 and it has a strange little provision in it that says you know this can't be construed as collective bar bargaining. You following me? So why did they put that in the law? I really don't know but it opens this argument. If you collectively bargain something like your district did just before today's uh meeting and you've got a

157signed agreement, this forms a law between the parties. The question is, if you don't pass it, then what do you get? Uh, you get 17418 and it suggests paying $30 an hour for the mandatory duties that go above 90 minutes. So, I I think Terry said it from a financial perspective, you're hyperfocused on an issue you don't know how much it's going to cost. From a legal perspective, I'm saying don't default to state law. Does that make sense? Yeah. And so, and then the the the amendment stuff, to say it on the record, the friendly amendment would have allowed a modification of this from a board's perspective. You had to get Miss Hurst's I skip the I get it right. Um, approval and uh Miss McCullums and that failed. So, now you've got an amended

158motion and I think you got a second. Yeah. Right. I'm just again I don't think we can really amend this. The board can amend it for it or against it and with suggestions that they go back and renegotiate certain points. That's certainly you're you can look at it that way but the same is true if you amend it and you get a positive vote to amendment. It's ineffective. It hasn't been agreed upon by the federation. So you see you're everyone is on the same page and that in the interest of the fees you know big picture you might want to approve this thing and monitor the minutia of this $15 an hour which is less than state suggestion can we make the same suggest in x amount okay yes sir I suggest um add to

159this um motion to pass theou um with the direction that superintendent Jabia sit down with the federation on September 30th, 2026 to revisit item five and that way we have 25 or 25. Wait, where am I at? 26 ought to give us plenty of data. You're right. You're right. U well it it it's whatever the board wants. Hopefully we'd have enough data in September. You good with that? Yes. you 2025 September 30th 2025 and that that way I think we satisfy everything and we would have some hard data to look at. Is it is that I think it kind of does the same thing in a sense. Yeah. I I just don't want you guys to have to go back and negotiate this and then us have another special board meeting to approve it. Exactly.

160So I would much rather if this board would approve this as it's written with the directive to Mr. Jabby and you two to come together on number five and reach some sort of agreement that maybe works for for most of us. Sounds good. Okay. Good. Yes. Thank you. All right. So, do we still have we still have Mr. Jabia has something to say? Oh, I'm sorry. Yeah, we got public com. So, we still had some public comment. Sorry. Hi, everybody. Leslie Martin. I'm the principal of Marinia Elementary School. And um first I just want to say that I'm just finishing my 34th year as an educator. 34 years I did after school bus duty. 34 years I did not get one extra penny for doing bus duty. I did it because I love being a

161teacher. I love being an educator. But um I'm I value what the teachers at my school do. I'm just finishing my 16th year as a principal and we cannot do what we do each day without every single person on our campus taking care of the children. I have children from age three to seven. Um all that y'all spoke to is is right. Safety is of the most utmost concern when we're loading children and unloading children and especially at recess. But one thing that I did want to say is that duty is part of their day. Most of the duties that they do are already in their day. So we should be watching that we're not double dipping and paying somebody twice when they're already on the clock to do their job. So this really boils

162down to before school duty, which is a finite number. Buses arrive, cars arrive, you get out. It marinates 30 minutes. That's a given. In the afternoon, it's a little more tricky because cars come, buses come, there's traffic. So, that's kind of a wild card. I also agree that it's probably most people are not going to put in a time sheet. I really feel like that. I will tell you as a principal, I have too much to do. I wouldn't be running around reminding people to do a time sheet. That would be another responsibility of their job that they needed to do that. Um, but I also believe that all of our employees deserve the raise that y'all are talking about. And that's the most important thing right now. And so I wouldn't want the whole

163plan to go down because of the 90 minutes. 90 minutes is really not enough time to supervise children during the day and keep them safe. So that's a bigger problem. 90 minutes is not appropriate for the age group that we teach, but that's beside the point. So, um, I would ask that you vote for this today because that's what's the most important and we'll just have to work out the minutia. It will be extra work for principles. It will be a lot of running after people um, for various reasons, but the employees deserve the raise. So, thank you, Miss Bro. I do agree with my mentor for most part. Um uh but the one thing that I do want to bring up is um as an administrator um keeping up with validating um with the

164amount of um leaving it. I would rather a clear answer of how are we going to manage these above 90 minutes. Um I like the motion for the amendment to number five, however that works. um because it's not clear and it's going to create a lot of um division amongst the schools um and teachers and then and I'm had this sounded much better in my head than it's sounding right now. Um, but I will say as an administrator, keeping up with duties and time sheets, even if it's just 15 or 20, that's a lot of extra that is almost in not feasible for an administrator to do on top of everything else that they have to do. Um, I do believe teachers do need to be paid. I like the idea of a flat stipen,

165maybe a duty stipen. Um, but I feel like that part, that number five needs to be worked out with the details before approving that piece. But I agree with everything else. Are we still talking on a substitute motion? Yes. No, we don't have a substitute motion. So, we're a little bit out of we're a little bit out of our our order here. Right. But I but I but I but I have opened it back up for public comment. Okay. So Miss Barios not gonna Lee Barios I just I just want to restate with somebody's already state already stated that the working it out part is an administrative responsibility. Okay. So and Mr. Jabia has agreed to this. Again, I think it's kind of showing that um that you don't really support the superintendent in his

166duty to negotiate, which you all appointed him, but it would be his responsibility, which they've worked out. They're going to try to to make a better situation in the fall. So, um you do have your answer in that Mr. Javier or superintendent and central office are going to work out how this will work for the for the good of the students. So I ask that you vote for for thisou in its entirety and can always be changed. Okay. Any other public comment? Okay. Uh Stephanie Underwood, executive vice president. Um, again, I do want to just keep in mind that LA I hate to remember it, but last summer, last summer, one of the hang-ups was the 90minute limit on duty, we gave and we said ideally duty should not be more than 90 minutes. So

167there was a whole year that teachers did give because it was released that 90 minutes was the limit at first and then we came back to the table because of y'all voting to come back to the table and that wasn't that was something that we did negotiate on. So we brought it back this year and it was agreed upon and honestly we would love hourly rate. That's what Tangi does. We know we can't do it. It's a negotiation. This is what the teams agreed that we we could do and this is why it's part of the package. I don't expect any principal to chase after teachers to turn in a time sheet. If they don't turn in a time sheet, then they don't get paid. There needs just like bus drivers have to turn in

168their mileage logs and all this stuff. If they don't turn in by a certain date, they don't get some kind of money. I don't remember at this moment but but there there are there are rules and there are consequences for doing the things you need to do and not doing the things you need to do. We are very we're we're very willing to discuss with administration different ideas different thoughts on how to get this done but the negotiation table is not for the procedures. Okay. So that's why it's not in here how this will work. Okay. Um we don't we we don't want to put extra burden on principles but at the same time we last year we started off with 90minute cap alto together and we gave. So we're just asking for something a

169little bit extra this year. Just wanted to remind you about that. Thank you. Yes ma'am. Mercedy Schneider. high school teacher. Don't do little kids. I like for most of my kids to be able to go to the bathroom by themselves. Notice I said most um last year um the 90minute idea. I remember colleagues of mine who teach elementary school saying that they simply could not adhere to that. And I I want to uh I felt bad for them. And I want to remind uh the board what Mr. Osbborne said about bad blood because that's very real and it makes the teachers feel like yeah you set something up that we simply can't keep in the name of safety. Also the idea of trying to guess what each principal would do at each school. It really

170is an exercise in futility. And so what is necessary is the board revisit this as it has been suggested at the end of September when there is something in hand about how this is going over at each of the schools and then you will have something solid to work with. I don't come to board meetings because I have so much going on including caring for an aging parent and so I don't have a Saturday most weeks and so it's very exhausting. But the reason I came tonight is I wanted to see if it were going to go over better than it did last year where Yes. And so I would hate for the board to be hung up on something so small uh when really what is necessary cannot even happen tonight and that is

171more information that can only happen in the future. So I encourage the board to vote for this raise to vote for the full package. I commend the superintendent and Mr. Osborne and others for their work on this contract. Thank you. Uh, good evening board members. Um, Dr. Brian Marks, uh, high school history teacher at Font Senior High School, uh, as is my way, which I don't come here and talk often, but being a history teacher, a history metaphor, um, you would know it but from Ronald Reagan, uh, trust but verify. It's actually from Mikall Gorbachoff. actually from the Russian, but Reagan embraced it wholeheartedly in the 1980s. And that's one of the reasons we ended the Cold War without everybody dying because they trusted each other to therefore afterwards verify what they trusted. When he

172said, "Mr. Gorbachov, tear down this wall," he didn't say, "But before I say that, I need to know what jackhammers you're going to use, and we need it all written down, or we'll take a pass." No, he said the big picture and he trusted the people that worked for him to implement it. You have your attorney. You have your superintendent. You have your financial people, not the federation telling you you're going to end up costing you more money. It's not the numbers that you're saying. It's much lower. And practically, I mean, again, I'm out of high school, so it's different. But Mr. Corley, our principal, we he gave us um we had nice dinner, the the nice lunch the last day of the year. He didn't knock on all the doors, making sure we all

173got a dinner. If we don't show up, you don't get. If we trust the teachers of the elementary schools to keep these 3 to sevenyear-old precious babies alive, safe, protected from day to day, do we really not trust the same people enough that they're going to steal $15 and and and all these other things? I mean, we don't take the light bulbs out the walls when we leave for the summer. We don't do these things. We're responsible, professional people. And here we are. All I know I'm out of time. We did this last year. I don't want to see another summer with Red from Sea the Shining Sea back there because here we are with a happy story. We're getting a $2,500 raise. If y'all say no, we're back to last summer and that's not

174going to be good for anybody. Okay. Thanks. Any other public comment? Okay, we're back to the board queue. Mr. Harold. Thank you, President Green. Um, my original I originally pledged to press the button to say we could solve this whole Chromebook issue with getting rid of Chromebooks in elementary grades. I would I would I would love this, but now we've kind of dived off into something completely different. I get what the previous commenter said about uh trusting our superintendent and our attorney. I mean, we you know, it's an attorney, so you got to trust him a little bit, I guess. But I'm so confused because we're being told to trust our administration when last month we were told the board had the authority to make these decisions to not trust them. So I I'm I'm

175you got to pick a side and you just can't pick your side every time. Um, that being said, I maybe the solution because I I get trust in elementary and they're not going to steal the $15 and but the administration still of the elementary schools still have to account for that money and spend their time hours of their time every week doing it on top of what they're already doing. Maybe the way is to comp, you know, if we can't fix this, compensate the administrators having to do all the extra time. Just saying. Thank you, President Green. Um I I'm going to have to stand by my original um second of the motion that Miss Hurst put up, Miss Hurst. Um and I agree, trust, and but I also say verify. And I I have

176to say this in that [Music] um I don't want us to get into the minutia of it. I don't think it's our role and responsibility to to you know play the role of administration. Um they came to us here it is support it don't support it. Um, I'm supporting it primarily because of the salaries um, increases, but I have to say also that come September, October, November, we're looking at information and it's not working because when somebody said something about 90 minutes, it, you know, seems reasonable. 90 minutes in high school seems reasonable. 90 minutes in an elementary school, preK through six, preK through five duh is not. Okay. So, I think we have to have a happy medium. I've trust I'm trusting that y'all have gotten to that happy medium and we're just going

177to be given the $15 an hour and we'll see where it is. But come October, I'm going to just as we've been reminded about last summer, I'm going to remind everyone that if we come to this point in October and it's costing us a lot of money because technically it's part of their duty. I mean, it's part of their job description, but if it's costing us too much money, then I I I want people to know ahead of time why we are so adamant about not bleeding it. Miss Post says we're not going to bleed it. It won't bleed it. But again, I'm going to remember this May 28th that we had this conversation about we will have an M. We need to go back to the table or y'all need to go back to

178the table on that item. So, please, I know you're going to do your due diligence. Thank you, Miss Rafino Gallagher. I will just say I hate that we have to vote all or none because all the talk about what's in the job description of a teacher. Um, they should do their duty. We shouldn't pay them extra. Um, all that, but yet the job of a coach is to coach the team and try to win a state championship, but yet we're going to we're going to benefit them or whatever the word is I'm looking for if they win. Like, that's part of their job. You don't go to be a coach to lose. That's not why you go to be a coach. So, unfortunately, while I don't agree with that, um I mean, I I can't

179not vote for it because right, the raise is the most important part of this entire thing. And you have to vote for the whole thing, but I'm going to recommend that next time don't come with all this. come with the big stuff together, not the tedious stuff because that's where this board is going to have a is split on they we're going to vote for it because that's the big part of it is what we wanted for the teachers. But I think if we're um nickel and diamond over if it's a teacher's job to do duty, but yet we're going to um compensate is the word I'm looking for coaches on winning a district or state championship. That's their job to do. We don't hire you to be a a football coach to have the

180team to lose. your your goal is to win. So, I don't I I think it's a it's a um not a catch 22 like it goes against they both go against each other. That's part of your job is to win. I don't know why we have to give them extra if they win that. It's my opinion. But again, you have to we have to vote for all of it. It's not it's not a little part of it. It's all or none. I don't I don't like that. Miss Foy, thank you. really quick. Um, something that keeps coming up and we keep going back to is 90 minutes. So, my question is I guess for Mr. for both of you guys, why 90 minutes? Where did Because I think that's the pro I I think both

181your principles and Miss Hansen are on some to something. 90 minutes is not enough at the elementary level. It is at the high school. I'm not sure how Tangi determine the 90 minutes, but that's where we stole it from. So we kind of look at our our regional competitors and if they have an idea, you know, it's an arms race basically. If they have it, we try to have it. Of course, they have an hourly rate, but that's where we got it from. Maybe as part of this reook that you guys look at that time frame. Maybe, you know, maybe there's some leverage you can adjust there in terms of time or whatever. Because I did 300 minutes a week, morning and afternoon for 18 years. And you know, I you can say we made

182more, but our compensation was because we worked more, you know, so I it was part of my job to do 300 300 minutes more. That doesn't even count the middle of the day. So, you know, I I I think 90 minutes is unrealistic at the elementary level. Yeah. I think once we sit down, everything will be on the table. Okay. Um, and I think more than one person has mentioned a tier system depending on elementary. Obviously, if you have the little littles, it's a little bit more labor intensive. And I also mentioned to Mr. Javy and Mr. Alfonso earlier, if we could even sort of piggybacking on Miss Heres, if we could even just have volunteers that would would would take the flat rate to do all mornings and all afternoons or something where we

183weren't I think the time if y'all can work around the time sheet thing, that would be great. But take a look at everything. Thank you. Um I see no other board members queued up. So we do have a motion to accept the memor memorandum of understanding. So please vote board members. It does say around September 30th in case you know there's a storm or something. It says around September 30th in case September 30th is on a Sunday. What is got to vote out loud? Can you read the motion again? The the motion is to accept theou with a directive for the parties to revisit item number five in regards to duty pay sometime around September 30th, 2025. Thank you. Oh, there it is. Okay. How would you like to vote since you logged out? There

184was no amendment. There was there was it's just to accept or decline the theou as written on this paper. I accept. Okay. She logged out of her computer. She didn't she like shut down. She burned the hard drive. Carol, did you log? Did you log out? I don't think we're going to have Okay. One not present. Miss Isabella. Okay. That motion carries. 10. And Miss Miss Moore had to leave. So, um, last item on our agenda is three minutes. Uh, Mr. Osborne. Just wanted to thank the board. Appreciate you. Yes, sir. Thank you. September and there are no announcements. So with no further business, this meeting is [Music] ajourned. Heat. Heat. N. [Music]