[1. Call to Order]
[2. Work Session]
[00:00:10]
TOGETHER AT 7:05. PLEASE TAKE A SEAT. WE'RE GOING TO HOLD A BARGAINING SESSION ON. WE'RE BARGAINING SESSION.WE'RE GOING TO HOLD A BARGAINING SESSION. [LAUGHTER].
OUR LITTLE THING WAS ABOUT BARGAINING SESSION.
IT WAS. YEAH, YEAH, YEAH, YEAH, YEAH. [LAUGHTER].
SO I THINK WE'RE GOING TO START WITH THIS ARE WE NOT? OKAY. SO WE'RE GOING TO WE'RE GOING TO TALK A LITTLE BIT ABOUT A BOOK READING THAT WE'RE PARTICIPATING IN BECAUSE WE HAVE ALL THIS NEW TIME.
AND THEN WE'RE GOING TO HAVE A PRESENTATION ABOUT BARGAINING THAT SHELLY IS GOING TO SHARE WITH US, AND THEN WE'RE GOING TO HAVE A LITTLE DISCUSSION, AND THEN WE'RE GOING TO INVITE THE COMMUNITY TO SHARE WITH US WHAT THEY'RE HEARING AND THINKING. SO, SHELLY, PLEASE. SO IF YOU HAVE THE OPPORTUNITY TO REVIEW THE SCENARIO IN THE BOOK, I'LL GIVE THE HIGHLIGHTS. JUST FOR THOSE PEOPLE THAT ARE INTERESTED IN WHAT WE LEARNED ABOUT.
SO IN THE SCENARIO, THE BOARD MEMBER RECEIVES A PHONE CALL FROM A COMMUNITY MEMBER WHO ALSO HAPPENS TO BE THE UNION PRESIDENT AND WHOSE CHILD WAS IN THE BOARD MEMBER'S CLASSROOM AT ONE POINT.
AND THE UNION PRESIDENT TELLS THE BOARD MEMBER THAT THEY'RE STRUGGLING WITH THE SUPERINTENDENT, NOT WANTING TO GIVE ON A TOPIC THAT HAS BEEN AT THE BARGAINING TABLE.
AND SO AT THE END, THE BOARD MEMBERS, YOU KNOW JUST SAYS.
IT'S REALLY ODD THAT THE SUPERINTENDENT WON'T BUDGE ON THIS ISSUE BECAUSE THE BOARD HAS ALREADY GIVEN HER THE GO AHEAD TO CHANGE THIS PART OF THE CONTRACT IF NEED BE. LET ME TALK TO HER AND FIND OUT WHAT'S GOING ON AND THEN I'LL GET BACK TO YOU.
AND SO THEN THE QUESTION, IT ENDS THERE. BUT THE BOARD MEMBER HANGS UP AND HAS THIS NAGGING FEELING, IS THAT THE RIGHT THING TO DO? [LAUGHTER]. OR NOT THE RIGHT THING TO DO? AND SO IN THE BOOK, WE GO BACK TO WHAT ARE THE OPTIONS? WHAT ARE THE OPTIONS IF SOMETHING LIKE THAT HAPPENED? AND SO I LEAVE YOU WITH THAT. AND I'VE WOKEN UP WITH THAT NAGGING FEELING OF [LAUGHTER] SOMETHING WRONG.
I CAN IDENTIFY WITH THAT. I THINK WE ALL CAN TERRY.
IT'S OKAY. I JUST WONDERED WHAT TAKEAWAYS OR IF YOU WANTED TO TALK A LITTLE BIT ABOUT.
YEP. AND SO WE THOUGHT ABOUT THAT. SO WHAT DID YOU GUYS THINK? IT REINFORCED THAT I'M NOT A VERY GOOD BARGAINER OR NEGOTIATOR.
EXACTLY RIGHT. OTHER THOUGHTS? YEAH. JUST THANKING PENNY'S. THE PARENT OR THE PRESIDENT OF THE ASSOCIATION.
AND THAT THE SUPERINTENDENT DOES KEEP THE BOARD INFORMED WHICH I'M SURE THEY WILL BUT NONE OF US CAN SPEAK FOR THE BOARD. WE SHOULDN'T BE, YOU KNOW, SPEAKING FOR THE BOARD, WE SHOULD BE, YOU KNOW CAREFUL STAYING IN OUR LANE. VERY IMPORTANT.
[LAUGHTER] AND. YEAH, THIS IS A REAL-LIFE SCENARIO BECAUSE I COULD SEE IT HAPPENING, YOU KNOW? SO ALL OF THESE ARE.
WELL, I UNDERLINED THE PART THAT SAYS, MAKE SURE THAT THE BOARD HAS RECEIVED THE IN-SERVICE TRAINING IT NEEDS CONCERNING LABOR NEGOTIATIONS, WHICH WAS ONE OF THE REASONS THAT I WAS HOPING WE COULD DO THIS TONIGHT, BECAUSE I THINK ONE OF THE THINGS THAT WE RECEIVED A REQUEST FROM OUR CITIZENS ADVISORY COMMITTEE TO GIVE THEM SOME BACKGROUND INFORMATION ABOUT WHAT IS INVOLVED WITH COLLECTIVE BARGAINING AND WHAT HAPPENS.
AND ONE OF THE KEY TAKEAWAYS THAT WE HAD WHEN WE DID THAT TRAINING FOR THEM OR THAT INFORMATION GATHERING FOR THEM LAST MONTH IS THAT THERE IS A LOT OF MISCONCEPTIONS ABOUT LABOR NEGOTIATIONS. AND SO OBVIOUSLY MY HEAD WENT TO IF THERE'S IF THAT'S IN THE COMMUNITY,
[00:05:05]
THERE MAY ALSO BE SOME QUESTIONS THAT OUR BOARD MAY HAVE ABOUT COLLECTIVE BARGAINING AND WHAT, WHAT IS INVOLVED, WHAT DOES THE WASHINGTON STATE LAW SAYS AND WHAT ARE OUR RESPONSIBILITIES AS A DISTRICT? WHAT IS YOUR RESPONSIBILITY AS A BOARD? AND WHAT IS THE UNION'S RESPONSIBILITY EVEN? MICHELLE REINHARDT WILL BE OUR LEAD BARGAINER AS, AS THE EXECUTIVE DIRECTOR OF HUMAN RESOURCES, AND WE HAVE A BARGAINING ATTORNEY, AND SHE HAS SOME SLIDES THAT WE'RE GOING TO GO OVER THIS EVENING.I WAS GOING TO MAKE A COMMENT. YES REALLY IMPORTANT TO KEEP THE LINES OF COMMUNICATION OPEN.
YEAH. THERE'S A LOT IN HERE THAT I THINK IS TRUE THAT EVEN AS A BOARD MEMBER AND A COMMUNITY MEMBER, WE DON'T HAVE FULL UNDERSTANDING AND TRANSPARENCY ABOUT IT.
SO UNFORTUNATELY, THERE ARE LAWS AND THERE'S THINGS THAT WE HAVE TO FOLLOW THAT WE WOULD LOVE TO PROBABLY SAY EVERYTHING TO EVERYONE ABOUT EVERYTHING, BUT UNFORTUNATELY, WE'RE UNABLE TO.
YEAH. SO, AND I THINK UNFORTUNATELY, IT MAKES IT LOOK LIKE WE ARE BEING SNEAKY OR WE'RE NOT BEING TRANSPARENT WHEN IN ALL REALITY, WE'RE NOT ABLE TO BECAUSE OF THE LAWS THAT RESTRAIN US.
WE DON'T KNOW EVERYTHING. I MEAN, THIS WAS VERY EYE OPENING ABOUT NEGOTIATIONS FOR ME.
YOU JUST KIND OF MAKE ASSUMPTIONS WITH YOUR OWN EXPERIENCES.
CHRIS, WERE YOU GOING TO ADD ANYTHING? YOU DON'T HAVE TO. SO I WAS, I.
YES. I REALLY APPRECIATED THAT. AND I HAVE TO SAY, SHELLY, THAT I REALLY APPRECIATE THE EFFORT THAT YOU'RE PUTTING INTO TO TAKE US IN A NEW DIRECTION, YOU KNOW, SO THAT WE ACTUALLY DO. THE BOARD ACTUALLY DOES HAVE INPUT AND UNLIKE WHEN THE THREE-YEARS AGO WHEN WE HAD THE, A NEGOTIATION. I HAD NO CLUE WHAT WAS GOING ON.
YOU KNOW, KIND OF THING. SO AND I GUESS I COULD BE BLAMED FOR THAT.
I DIDN'T ASK THE RIGHT QUESTIONS, I GUESS. RIGHT.
I JUST PRESUMED, YOU KNOW, WHATEVER WE WERE DOING THINGS RIGHT.
SO ONE OF THE NEXT STEPS AFTER OUR TRAINING TONIGHT WILL BE US MEETING.
IT'S NOT AN EXECUTIVE MEETING. IT'S ACTUALLY AN EXEMPT MEETING TO TALK ABOUT BARGAINING.
AND WE WILL AT THAT POINT MEET WITH OUR BARGAINING ATTORNEY AND MICHELLE REINHARDT.
AND AT THAT POINT, A LOT OF THE THINGS THAT YOU LEARN WILL HAVE A LOT TO DO WITH THE BUMPERS THAT YOU WILL PROVIDE TO THE NEGOTIATION TEAM SO THAT THEY KNOW WHAT YOUR EXPECTATIONS ARE IN THE BARGAINING PROCESS.
AND SO THIS HOPEFULLY WILL HELP SET YOU UP FOR THAT.
AND THAT IS I WAS A UNION MEMBER. I WAS A UNION REP.
I WAS A BUILDING REP. I WENT TO THE MEETINGS.
I WENT TO DIFFERENT STATE MEETINGS AS A STATE BUILDING REP.
YEAH. YOU KNOW, AND LET'S NOT LOSE SIGHT OF THAT WHEN WE GO INTO THESE NEGOTIATIONS AND MAKE IT ALL ABOUT LABOR PRACTICES, WHAT'S GOOD FOR OUR KIDS, PLEASE. SO I JUST PUT THAT ON THE TABLE.
YEAH, I SERVED AS ON THE CERTIFICATED SIDE ON BARGAINING A FEW YEARS AGO.
AND SO I HAVE THE CERTIFICATED SIDE OF IT AND IT TRULY IS.
IT'S REALLY NOT ADVERSARIAL. IT'S REALLY WORKING ON LANGUAGE AND AGAIN, WHAT'S BEST FOR STUDENTS.
AND SOMETIMES WHAT'S BEST FOR STUDENTS IS WHAT'S BEST FOR STAFF.
[00:10:06]
IT'S, BUT IT'S THE TWO SIDES WORKING TOGETHER FOR THE BETTERMENT SO.THAT'S RIGHT. YEAH. SO, SO WE REALLY ARE COMMITTED TO WORKING TOGETHER FOLKS.
SO WE'RE LEARNING, WE'RE KNOWING EACH OTHER, JUST MEETING EACH OTHER.
AND WE'RE LOOKING FORWARD TO HAVING THIS DISCUSSION TONIGHT, PLEASE. SUPER.
ANYTHING ELSE? ALL RIGHT, MICHELLE. OH, THE BOOK WHILE SHE'S GETTING PREPARED, THE BOOK THAT WE'RE DOING, IF YOU HAVEN'T HEARD, IS HOW NOT TO BE A TERRIBLE SCHOOL BOARD MEMBER.
[LAUGHTER] SO THERE'S MANY SCENARIOS IN HERE SO.
SHELLY TITLED IT. [LAUGHTER] THANK YOU MICHELLE.
YES. SO GOOD EVENING BOARD. SO AS MENTIONED TONIGHT WE'RE GOING TO JUST PROVIDE A BRIEF OVERVIEW OF THE OF COLLECTIVE BARGAINING. THE GOAL IS TO PROVIDE SOME CONTEXT AROUND THE LEGAL FRAMEWORK.
SOME OF YOU HAVE THE OPPORTUNITY TO ATTEND THE LAST CAC MEETING.
SO SOME SLIDES WILL BE FAMILIAR, SOME OF THEM WILL HAVE SOME NEW INFORMATION.
AND IT'S REALLY INTENDED TO BE ABLE TO HELP ALIGN OUR EXPECTATIONS AND BEFORE WE BEGIN NEGOTIATIONS.
SO, ALL RIGHT, WITHOUT FURTHER ADO, LET'S GET GOING.
ALL RIGHT. SO I THINK IT'S IMPORTANT TO JUST BRIEFLY KIND OF GO OVER THE SCOPE OF OUR DISTRICT.
SO AS WE ALL KNOW, WE ARE. WE SERVE APPROXIMATELY 13,000 STUDENTS ACROSS 19 SCHOOLS.
THAT'S 1,600 STAFF MEMBERS FULL TIME AND PART TIME.
AND I THINK THAT'S, THAT'S IMPORTANT. AND IT'S IMPORTANT BECAUSE THESE ARE ALL PIECES HERE THAT WILL INFLUENCE THAT INFLUENCE OUR STAFFING STRUCTURE AND COSTS AND CONSIDERATIONS IN BARGAINING. I ALWAYS WANT TO LOOP BACK TO THE IMPORTANCE OF THE STRATEGIC PLAN AND GROUNDING OURSELVES AROUND THAT.
AND SO IN BARGAINING THAT WE HAVE TO ALSO REFLECT THAT.
COLLABORATION THAT CULTIVATES TRUST. REALLY JUST, WE'VE HEARD THIS, I THINK DEBBIE EVEN ALLUDED TO THAT IN SOME OF THE COMMENTS FROM THE CAC MEETING. TRUST IS NOT JUST A FEELING, BUT IT'S DEMONSTRATED THROUGH BEHAVIORS AND SUSTAINABLE TRANSPARENCY OVER TIME. AND I THINK IT'S IMPORTANT THAT DOES COME INTO PLAY WHEN WE ARE BARGAINING AND ESPECIALLY IN OUR COMMUNICATION.
AND WE WILL ALSO TALK A LITTLE BIT ABOUT HOW WE ESTABLISH OUR BARGAINING TEAM.
AND THEN THE THIRD AREA IS COMMUNITY PERSPECTIVE AND YOU HAVE THAT HANDOUT.
I THINK ALL OF YOU FROM THE CAC MEETING. AND SO THAT IS A, A PIECE THAT ALSO NEEDS TO BE IN, WE NEED TO CONSIDER WHEN WE ARE PLANNING BARGAINING.
CAN I ASK YOU A QUESTION? SURE. IS THIS SOMETHING THAT THAT ANYONE COULD HAVE? IT IS ACTUALLY ON THE WEBSITE, I BELIEVE.
SO ANYBODY CAN HAVE THE SLIDES OR THAT HANDOUT.
PERFECT THANK YOU. I JUST WANTED TO MAKE SURE.
YEAH AND I THINK DEBBIE ALLUDED TO THIS A LITTLE BIT EARLIER AS WELL, THAT SOMETIMES WE DON'T ALWAYS FULLY UNDERSTAND WHAT HAPPENS WITH OR THE COMMUNITY DOESN'T ALWAYS FULLY UNDERSTAND WHAT HAPPENS IN BARGAINING. FIRST AND FOREMOST, OUR CLASSIFIED AND OUR CERTIFICATED ASSOCIATION GROUPS HAVE A DUTY TO BARGAIN WITH THE WITH THE EMPLOYER. THE EMPLOYER HAS A DUTY TO ENGAGE IN THAT IN THAT PROCESS.
A COUPLE THINGS THAT WE MUST DO. WE NEED TO APPROACH THE TABLE IN GOOD FAITH.
[00:15:06]
DOES NOT MEAN WE AGREE ON EVERYTHING, BUT WE NEED TO COME TOGETHER AND ATTEMPT TO WORK THROUGH THESE PROPOSALS AND DO SO IN A WAY THAT IS RESPECTFUL AT REASONABLE TIMES AND PLACES.AND AGAIN, IT DOES NOT REQUIRE THAT EITHER PARTY AGREE TO EVERY PROPOSAL THAT'S BEING MADE OR TO A CONCESSION, BUT IT DOES, THE EFFORT IS IN THE CONVERSATION AND THE DISCUSSION.
THERE ARE TIMES WHERE THE DISTRICT IS BRINGING FORWARD A NEED AS WELL.
SO IT GOES BOTH WAYS. AND I THINK IT'S REALLY IMPORTANT TO UNDERSTAND THAT NUANCE, BECAUSE I DO THINK AND YOU'LL SEE IT EVEN IN THE HANDOUT A LITTLE BIT, THAT IT'S A BELIEF THAT IT'S KIND OF A ONE-WAY STREET AND IT'S AND IT'S NOT, IT IS A TWO-WAY STREET.
WE BOTH COME TO THE TABLE WITH PROPOSALS. SO THERE ARE THREE AREAS THAT ARE OR TWO AREAS THAT ARE SUBJECT TO BARGAINING.
ONE THAT IS MANDATORY AND THAT HAS TO DO WITH WAGES, HOURS AND WORKING CONDITIONS.
SO WE MUST ENGAGE IN CONVERSATIONS AROUND SALARIES, OVERTIME, DISCIPLINE, CALENDARS, ETC.
THE SECOND THE YIELD SIGN THERE IS WHAT IS PERMISSIVE.
SO THESE ARE THINGS THAT ARE WHAT WE HAVE IS THEIR MANAGEMENT PREROGATIVES, BUT WE HAVE A DUTY TO POTENTIALLY NEGOTIATE WORKING CONDITIONS ASSOCIATED WITH SOME OF THOSE THINGS LIKE EDUCATIONAL PROGRAM, STAFFING LEVELS, CLASS SIZE, CASELOADS, BUDGET, ETC.
AND THEN THE THIRD ITEM THERE ARE MATTERS OF THE LAW.
WE OBVIOUSLY CANNOT BARGAIN OR NEGOTIATE THINGS THAT ARE ILLEGAL OR BEYOND OUR PURVIEW.
SO THIS SLIDE HERE, THERE ARE SOME KEY RULES WHEN WE ARE NEGOTIATING AN IMPORTANT RULE WOULD BE A PARTY CANNOT CONDITION A FINAL AGREEMENT ON A NONMANDATORY SUBJECT. SO STATING THAT THIS IS OUR, YOU KNOW, REFUSING TO NEGOTIATE OR ENGAGE IN A CONVERSATION ON A PERMISSIBLE SUBJECT.
WE HAVE TO ENGAGE IN THAT CONVERSATION. ANOTHER IMPORTANT POINT IS THAT ALTHOUGH SOMETHING WAS MAYBE BARGAINED PREVIOUSLY DOESN'T MEAN IT STAYS MANDATORY FOREVER. SO WE CAN CERTAINLY ENGAGE, CONTINUE TO ENGAGE IN THOSE, IN THAT LANGUAGE.
THERE ARE TIMES WHERE WE POTENTIALLY CAN GET ONE CAN GET INTO WHAT THEY CALL A TRAP.
AND THAT IS A PARTY MAY REFUSE TO MAKE FURTHER PROPOSALS AND FROM THERE SO, I'M SORRY, A PARTY MAY REFUSE TO MAKE FURTHER PROPOSALS ONCE YOU'VE PUT THE PROPOSALS OUT.
SO PRIOR TO BEGINNING BARGAINING ABOUT WHAT THE PARAMETERS ARE AND WHAT THE FOCUS NEEDS TO BE, BECAUSE THINGS CAN'T CHANGE ONCE WE BEGIN BARGAINING.
OKAY A LITTLE BIT OF INFORMATION ABOUT THE REVENUE. I THINK IT'S IMPORTANT TO UNDERSTAND THE DISTRICT'S FINANCIAL STRUCTURE, ESPECIALLY AS WE ARE ENGAGING IN, IN BARGAINING.
AS YOU KNOW, 77% OF OUR REVENUE COMES FROM THE STATE.
AND THAT IS DRIVEN PRIMARILY BY ENROLLMENT. AND SO OUR LOCAL FUNDING IS AT THIS POINT NONEXISTENT.
I WOULD SAY LIMITED EVEN WHEN A LEVY IS IN PLACE, LOCAL TAXES DO MAKE UP ABOUT 13% OF THAT TOTAL REVENUE.
[00:20:01]
SO IF YOU HAVE THE ORANGE THERE IS AND THE AND THE BLUE COMBINE THAT THAT IS MAKES UP OUR TOTAL REVENUE.THIS MEANS OUR REVENUE IS LARGELY STRUCTURALLY FIXED.
AND SO IT'S VERY DIFFICULT TO BUILD REVENUE. I THINK THE MOST IMPORTANT TAKEAWAY WITH THIS SLIDE IS THAT BARGAINING IS BUDGETING AND IT DOES INVOLVE BUDGETING ROUGHLY 78.8% OF OUR DISTRICT EXPENDITURES DOES GO TOWARDS SALARIES AND BENEFITS. SO IF YOU LOOK AT THE BLUE, THEY'RE CERTIFICATED SALARIES 42.1% CLASSIFIED SALARIES 16%.
WE'VE GOT YOUR EMPLOYEE BENEFITS AND PAYROLL TAXES.
SO ESSENTIALLY THAT LEAVES VERY LITTLE FOR DISCRETIONARY SPENDING.
THIS SLIDE TALKS A LITTLE BIT ABOUT UNFAIR LABOR PRACTICES.
ULPS. AND ESSENTIALLY THOSE ARE VIOLATIONS THAT COULD EITHER CAN BE COMMITTED EITHER BY AN EMPLOYEE, AN EMPLOYER, OR AN ASSOCIATION, A UNION, AND IT IS ENFORCED BY PERC, AND THAT IS THE GOVERNING AGENCY FOR PROFESSIONAL EDUCATOR STANDARDS. AND SO ESSENTIALLY SOME COMMON VIOLATIONS THAT YOU MIGHT SEE OR SOME COMMON ULPS THAT HAVE DISTRICTS HAVE RUN INTO OR ASSOCIATIONS HAVE RUN INTO.
AND THAT CAN APPLY TO BOTH SIDES, BOTH THE DISTRICT AND THE UNION.
AND THEN BEING VERY CONTROLLING OR CONTROLLING OR DOMINATING THE UNION.
THOSE ARE JUST A COUPLE OF EXAMPLES THERE. HOW NOT, NOT TO BARGAIN OFFERING LESS THAN PREVIOUSLY OFFERED WITHOUT JUSTIFICATION, WE CALL THAT REGRESSIVE. SO PUTTING A PROPOSAL OUT AND THEN AND THEN PEELING IT BACK THAT WOULD BE CONSIDERED REGRESSIVE.
ADDING ISSUES LATE IN THE GAME. INSTEAD OF PROPOSED.
BRINGING THOSE PROPOSALS RIGHT FROM THE BEGINNING, ULTIMATUMS SAYING TAKE IT OR LEAVE IT BYPASSING, UNDERMINING THE TENTATIVE AGREEMENT AT RATIFICATION AND MISLEADING OTHER THE OTHER PARTY ABOUT THE IMPACTS OF A, OF A PROPOSAL. SO SOMETIMES LANGUAGE OR THERE'S DISCUSSION ON THINGS THAT DOES IMPACT ANOTHER BARGAINING GROUP.
AND SO IT'S THE IMPORTANCE OF LOOPING THAT OTHER BARGAINING UNIT IN THAT CONVERSATION, NOT AT THE TABLE, BUT AS AN OBLIGATION TO LOOP BACK WITH THEM. SO I THINK YOU GUYS TALKED A LITTLE BIT ABOUT THIS IN YOUR SCENARIO. I THINK IT'S IMPORTANT TO UNDERSTAND EACH OTHER'S ROLE.
AND I THINK THAT COMES WITH THAT'S PART OF BEING TRANSPARENT BOTH FOR THE, FOR THE, THE DISTRICT AND FOR, AND FOR THE BOARD. ESSENTIALLY, THE BOARD'S ROLE, THE WAY WE UNDERSTAND IT IS THAT OF A GOVERNANCE.
AND YOU ARE SETTING THE VISION, THE PRIORITY, THE FOCUS FOR US DURING THAT GUIDE THE DISTRICT IN THOSE IN THE BARGAINING PROCESS, THE PARAMETERS IN WHICH THE, THAT WE NEED TO WORK WITH THE FINANCIAL CONSTRAINTS, ETC.
YOU ALSO ULTIMATELY APPROVE A FINAL CONTRACT AND A NEGOTIATED AGREEMENT.
I'LL BRING TO YOU AN AGREEMENT, A TENTATIVE AGREEMENT.
AND YOUR ROLE IS TO, TO TAKE A LOOK AT THAT AND CERTAINLY ASK QUESTIONS AND APPROVE ULTIMATELY THE CBA, THE COLLECTIVE BARGAINING AGREEMENT. THE SUPERINTENDENT AND BARGAINING TEAM, THAT'S THE ROLE OF ADMINISTRATION IN ALL OF THIS.
AND SO MANAGING THE PROPOSALS SETTING UP MEETINGS WITH THE UNION AND WORKING THROUGH THOSE THINGS.
I THINK IT'S IMPORTANT TO NOTE THAT TREND, THERE IS AN ELEMENT OF COMMUNICATION OF COMMUNICATING HIGHLIGHTS THROUGHOUT THAT PROCESS, NOT NECESSARILY AFTER EVERY BARGAINING. BARGAINING MEETING.
AND I THINK IT'S REALLY IMPORTANT TO KEEP IN MIND THE IMPORTANCE OF AVOIDING ANY ULPS.
[00:25:10]
DIRECT CONVERSATION OR DIRECT DEALING, EITHER FROM THE BOARD TO THE UNION OR THE BOARD AND EMPLOYEES DURING NEGOTIATIONS IS PROBLEMATIC AND POTENTIAL FOR ULP.SO ESSENTIALLY, THESE ARE THE BUMPERS THAT WE NEED TO BE ABLE TO OPERATE UNDER.
SO THE BOARD PROVIDES THE FISCAL CEILING. THE BOARD PROVIDES THE PARAMETERS IN TERMS OF WHAT WE NEED TO BE FOCUSING ON AND THE FINANCIAL STAYING WITHIN A FINANCIAL FRAMEWORK.
AND SO OUR TEAM WILL PLAY WITHIN THE BOX. AND, BUT IT'S IMPORTANT THAT THE BOARD IS SETTING US UP FOR WHAT THAT BOX, WHAT THE PARAMETERS ARE AROUND THAT BOX. WE DID GET A LOT OF.
OH SENDING A TEAM WITHOUT AUTHORITY? YEAH.
I'M SORRY I MISSED THAT LORRI. WHAT? THE WARNING AT THE BOTTOM.
SENDING A TEAM WITHOUT AUTHORITY IS UNFAVORABLE.
YEAH AND SO WHEN YOU GET TO THE POINT THAT YOU HAVE A COMPLETED A TENTATIVE AGREEMENT, WHICH MEANS THAT TENTATIVELY THE UNION MEMBERSHIP OR LEADERSHIP THAT'S AT THE TABLE AND THE DISTRICT LEADERSHIP THAT ARE AT THE TABLE, THEY GET TENTATIVE AGREEMENTS ON EACH THING.
AND WHEN THEY BRING THOSE TO THE BOARD. THE EXPECTATION OF THE BOARD AND ACTUALLY OF THE UNION WHEN THEY GO TO RATIFY, IS THAT BOTH GROUPS HAVE SENT PEOPLE WITH AUTHORITY TO MAKE THAT DECISION.
SO THE INTENT IS THERE SHOULDN'T BE SURPRISES ONCE THEY GET A TENTATIVE AGREEMENT ON THERE.
ON THE BARGAIN, IT SHOULD BE ABLE TO BE APPROVED IF WE'VE SET THE PARAMETERS CORRECTLY.
SO OTHERWISE THAT WOULD BE CONSIDERED A BYPASS, WHICH IS AN UNFAIR LABOR PRACTICE.
THANK YOU WHEN THAT HAPPENS, WE STILL CONTINUE TO BARGAIN IN GOOD FAITH.
THE CURRENT CONTRACT STILL APPLIES. WE CONTINUE TO FOLLOW TO FOLLOW THAT.
THE DISTRICT CAN ENTER INTO LIKE A STATUS QUO PERIOD DURING THAT TIME.
AND SO THAT CONTRACT CAN BE IN PLACE FOR UP TO ONE YEAR.
IF AGREEMENT STILL ISN'T REACHED, THEN WE HAVE MEDIATION.
AND YOU CAN YOU CAN CHOOSE TO DO THAT PRIOR TO A YEAR.
YOU DON'T YOU CAN DO THAT REALLY. BY A GROUP AGREEMENT AT ANY TIME.
AND THEN YOU REACH OUT TO PERC, WHICH IS THE PUBLIC EMPLOYEE RELATIONS COMMISSION, AND YOU ASK FOR HELP IN THE PROCESS TO KEEP THE PROPOSALS MOVING BACK AND FORTH. AND THE KEY THING IS THAT EVEN WHEN YOU GET TO THE FURTHEST ONE HERE, THE UNILATERAL IMPLEMENTATION THAT, THAT IS, IT'S IMPORTANT TO CONTINUE TO ENGAGE IN GOOD FAITH BARGAINING.
SO ESSENTIALLY THERE ARE THREE, GUIDING PRINCIPLES.
WE BARGAIN TO ALIGN RESOURCES WITH OUR VISION AND OUR STRATEGIC PLAN.
WE RESPECT THE LAW AND WE STAY WITHIN OUR LANES JUST.
WE BOTH HAVE RESPONSIBILITIES AND THEY LOOK. THEY LOOK A LITTLE BIT DIFFERENT, BUT THE IMPORTANCE IS THAT WE ARE ACKNOWLEDGING THOSE ROLES AND STAY WITHIN STAY WITHIN THOSE ROLES.
AND THIS CERTAINLY BUILDS TRUST WITH OUR MEMBERS AS WELL AS OUR EMPLOYEES AND OUR COMMUNITY.
SO. ALL RIGHT. ANY QUESTIONS? WE'RE HAVING THIS
[00:30:07]
DISCUSSION NOW BECAUSE WE'RE GOING INTO A BARGAINING YEAR.THEN THE NEXT CONTRACT. ARE THEY THREE-YEAR CONTRACTS? WHAT'S THE CONTRACT? TERMS OF THE CONTRACT ARE SUBJECT TO NEGOTIATION.
OKAY. SO THIS THIS LAST ONE WAS THREE-YEARS. OKAY.
SO BUT THOSE ARE ALWAYS. THOSE ARE TYPICALLY THE LAST ITEMS THAT ARE THAT ARE NEGOTIATED.
YEAH. OKAY. TYPICALLY WE HAVE, WE HAVE DONE THREE-YEAR BARGAINS, BUT THERE HAVE BEEN TIMES THAT WE'VE DONE SHORTER BARGAINS AS WELL DEPENDING ON THE SITUATION.
AND YOU CAN ALSO BARGAIN A THREE-YEAR AGREEMENT AND DO SOMETHING CALLED RE-OPENERS.
SO THERE'S A VARIETY OF DIFFERENT WAYS TO STRUCTURE BARGAINING.
AND THAT JUST REALLY DEPENDS ON YOUR SITUATION.
SORRY I HAVE A FROG. [LAUGHTER]. YEAH. BUT ALL OF THOSE CHOICES ARE THE KINDS OF THINGS THAT WE WOULD WANT TO TALK ABOUT IN ADVANCE. OKAY THESE BARGAINING PARAMETERS THAT WE'RE GOING TO COME UP WITH AT THE BEGINNING, IS THIS THE TIME WE WANT TO TALK ABOUT THOSE RIGHT NOW? NO. YOU WOULD BE DOING THAT WITH THE BARGAINING ATTORNEY ARE WE GOING TO BE DOING THAT? WE CAN SET THAT UP REALLY ANYTIME. I WOULD SAY THAT THE NEXT MEETING PROBABLY WOULDN'T BE A GOOD TIME FOR THAT BECAUSE IT'S GOING TO BE INCREDIBLY BUSY WITH ALL OF THE AGENDA ITEMS THAT WE'VE MOVED FROM THIS MEETING TO THAT MEETING.
BUT WE COULD DO THAT THE FIRST MEETING IN APRIL, OR WE COULD SCHEDULE A DIFFERENT TIME IF YOU.
SO. I DON'T WANT TO SPEAK FOR EVERYBODY. SO BECAUSE MY THINKING WOULD BE, THAT WOULD BE SO IMPORTANT TO MAKE SURE THAT WE FIND A TIME THAT WILL WORK FOR THEM, THAT WE BE OPEN. SO MAYBE I'LL JUST SUGGEST THIS, TRY TO STAY OPEN TO THE FACT THAT MAYBE WE'LL HAVE TO DO IT IN A SPECIAL MEETING.
THIS IS GOOD SO. SO WHO IS EXACTLY THE BARGAINING COMMITTEE? SO THE BARGAINING TEAM. BARGAINING TEAM. AS OF RIGHT NOW IS MYSELF AND JOSH HALLADAY.
HE'S OUR BARGAINING ATTORNEY. WE HAVE HAD OTHER PEOPLE IN ON THE BARGAINING TEAM.
IT'S NOT UNCOMMON WHERE WE BRING SOMETIMES IF THERE'S A CERTAIN TOPIC THAT WE'RE BRINGING OTHER PEOPLE IN ON THAT DISCUSSION, AND THAT'S PER MUTUAL AGREEMENT BETWEEN THE ASSOCIATION AND OUR BARGAINING TEAM.
BUT AS OF RIGHT NOW, IT IS JUST THE JUST THE TWO OF US SO.
AND DO YOU STILL FORESEE US MEETING WITH JOSH AT AN EXECUTIVE KIND OF? OKAY. YEAH. AND [LAUGHTER]. AT TIMES BARGAINING IS LIKE WATCHING PAINT DRY.
YES, IT IS. [LAUGHTER]. BECAUSE YOU ARE WORDSMITHING THINGS AND IT'S TEDIOUS AND TAKES A LONG TIME.
SO OFTENTIMES IT IS JUST FOR US TWO PEOPLE OR THREE.
BUT OUR BARGAINING ATTORNEY ALWAYS AND OUR LEADER OF HR ALWAYS.
AND SOMETIMES WE'VE INCLUDED THE HR DIRECTOR AS WELL.
BUT WHAT HAPPENS OFTENTIMES IS THAT AT DIFFERENT TIMES, BOTH THE UNION AND THE DISTRICT WILL CAUCUS, AND CAUCUS MEANS THAT THEY'RE PULLING ASIDE, THEY'RE STOPPING, AND THEY'RE DOING SOME RESEARCH AND SOME OF THEIR OWN WORK.
FINDING FOR HER TO CALL IN PEOPLE THAT MIGHT HAVE INFORMATION ABOUT THE LANGUAGE THAT MIGHT BE BEING PRESENTED, AND THEY WOULD SHARE INFORMATION ABOUT WHAT DO YOU THINK THE IMPACTS OF THIS MIGHT BE? HOW MIGHT IT LOOK WHEN IT'S PLAYED OUT? THOSE ARE IMPORTANT DISCUSSIONS TO HAVE BECAUSE OFTENTIMES IF YOU DON'T HAVE THOSE DISCUSSIONS AND YOU DON'T KNOW HOW THE LANGUAGE IS GOING TO PLAY OUT, THEN WHEN YOU START TO IMPLEMENT IT, YOU GO, WAIT A MINUTE, THIS DOESN'T WORK WELL.
AND THAT'S WHEN OFTENTIMES YOU GET MOUS OR OTHER THINGS THAT HAPPEN IN BETWEEN BARGAINS.
[00:35:05]
WORKING. SO WE WANT TO AVOID THOSE. WE WANT TO MAKE SURE THAT THE LANGUAGE THAT WE WALK AWAY WITH IS REALLY SOLID AND UNDERSTANDABLE BY ALL PARTIES, SO THAT WE CAN IMPLEMENT THAT FOR THE DURATION OF THE OF THE CONTRACT WITHOUT HAVING A LOT OF ADDITIONAL MOUS OR ADDITIONAL LANGUAGE PIECES THAT WE HAVE TO WORK THROUGH.YOU ACTUALLY YOU START FROM SCRATCH.
OKAY, SO. OKAY, SO THE SAME WAY WE WOULD DO A POLICY WOULD STRIKE OUT AND PUT IN RED THE WHAT YOU'D LIKE CHANGED AND.
YEAH. AND BOTH SIDES PRIOR TOO DO WORK AROUND THAT THEY, I MEAN, BUT THE WAY I WOULD DO IT AND I KNOW MICHELLE DOES IT NOW.
IS THAT AS YOU'RE WORKING THROUGH THAT THE WHOLE TIME THAT YOU HAVE A CONTRACT, YOU'RE MARKING IT UP AND YOU'RE SAYING, OH, THIS DOESN'T READ WELL, WE DON'T WE DON'T HAVE FULL AGREEMENT ON THIS.
AND SO YOU'RE MARKING IT UP AND FIGURING OUT WHAT NEEDS TO BE TWEAKED.
AND THEN WHEN IT COMES CLOSE TO THAT TIME, YOU'RE ASKING FOR INPUT.
ARE THESE THINGS WORKING? DO WE ARE THERE THINGS THAT AREN'T UNCLEAR? AND THE UNION WILL BE DOING THE SAME THING. THEY WILL BE MEETING WITH PEOPLE AND THEY WILL BE ASKING, HOW IS THIS LANGUAGE WORKING? IS IT UNDERSTANDABLE? DO WE NEED TO MAKE ANY CHANGES? IS THIS IMPACTING YOUR ABILITY TO TEACH OR TO DO THIS OR THAT? AND SO THAT IS A NORMAL PART OF THE PROCESS IN PREPARATION FOR BEGINNING BARGAINING.
SO DO YOU WANT FEEDBACK ON THAT CONTRACT OR DO YOU? WHEN YOU'RE SAYING PARAMETERS, I'M THINKING YOU JUST WANT CEILINGS AND YOU'RE JUST WANTING THE BIG PICTURE.
YOU'RE NOT WANTING SPECIFIC RECOMMENDATIONS OR SUGGESTIONS.
YOU WILL TAKE THOSE? OR YOU WOULD LIKE TO HAVE THOSE? SO TYPICALLY THE PARAMETERS THAT WE'RE LOOKING FOR ARE THE FINANCIAL PARAMETERS AS WELL AS POTENTIALLY AREAS OF FOCUS THAT THAT PERHAPS.
YOU WOULD BRING THAT UP. OKAY. I WOULDN'T SAY I WOULD EXPECT ANY, ANY OF YOU TO BE DIGGING IN THERE AND GOING, YEAH, I DON'T KNOW WHAT THIS MEANS. SO CHANGE THIS VERBIAGE, NO.
BUT IF THERE WAS A PIECE OF IT THAT YOU SAID, YOU KNOW, I REALLY JUST DON'T THINK THIS SERVES OUR DISTRICT WELL, I'D SAY BRING THAT UP. I WOULDN'T BE SURPRISED IF EACH OF US DOESN'T HAVE SOMETHING THAT KIND OF ACTUALLY BORDERS ON, LIKE BEING A PARAMETER THAT YOU MIGHT BE THINKING YOU WOULD BE INTERESTED IN SEEING WHAT'S GOING ON WITH REGARD TO THE NEGOTIATING TEAM AND HOW THEY'RE GOING TO APPROACH THAT.
YOU HAVE SO MUCH EXPERIENCE YOURSELF, YOU KNOW, WITH THIS STUFF, AND YOU HAVE A LOT OF EXPERIENCE.
SO IT'S NOT LIKE YOU GUYS ARE COMING IN HERE WITH NO EXPERIENCE. AND SO, SO MY QUESTION IS, YOU SEE THIS WHOLE. WE HEAR OFTEN ABOUT HOW WE NEED TO WORK TOGETHER.
WELL, WE'VE ALL TALKED ABOUT THAT. WE NEED TO WORK TOGETHER.
WE ARE AWARE OF THAT. BUT HOW ARE WE GOING TO COME UP WITH THESE PARAMETERS TOGETHER WHEN, YOU KNOW, UNLESS WE FIND TIME TO TALK ABOUT THIS STUFF? JOSH WILL HELP GUIDE YOU THROUGH THAT. RIGHT.
YEAH. OKAY. SO YOU SEE THAT ALL HAPPENING IN ONE MEETING? OH YEAH, I WOULD, I WOULD ANTICIPATE. SO THEN THAT MEANS THAT WE NEED TO BE MAKING SOME PERSONAL NOTES TO SELF ABOUT THE THINGS WE'RE GOING TO COME TO THAT MEETING WITH WELL, WE HAVE A LOT TO FIGURE OUT IN THE NEXT FEW WEEKS, PROBABLY MAY.
I'M GUESSING PROBABLY MAY. OKAY. WHICH IS MARCH, APRIL, MAY.
YEAH. BUT THEY'LL BE DOING PRE-MEETINGS LOT. EACH SIDE WILL BE MEETING FOR HOURS.
YEAH JOSH. I WOULD SAY THAT WE NEED TO MEET AS A BOARD WITH JOSH BEFORE THE END OF APRIL.
YEAH. YEAH IF YOU'RE GOING TO START NEGOTIATIONS IN MAY. YEAH.
YOU WILL IN YOUR EXEMPT MEETING WITH JOSH, YOU WILL DISCUSS IT.
I THINK WE REALLY SHOULD MEET SOME OTHER TIME.
YOU KNOW, WHATEVER. YOU KNOW. OKAY? AND I JUST WANT US TO COME BACK TO THIS SLIDE HERE.
[00:40:02]
THE IMPORTANCE OF SETTING THE PRIORITIES, IDENTIFYING PRIORITIES, NOT NECESSARILY GETTING INTO THE WEEDS OF THE CONTRACT AND GOING, YOU KNOW WHAT, THIS LANGUAGE RIGHT HERE, WE NEED TO CHANGE THAT.NOT THAT IT'S REALLY JUST FROM A BIRD'S EYE VIEW.
YOU KNOW WHAT I'M HEARING CLASS SIZE, I'M HEARING THIS.
I'M HEARING THAT KIND OF THING. SO IT'S OVERALL PRIORITY.
YEAH IT'LL BE THEN AND THAT WILL BE THE PLACE THAT WE DISCUSS IT.
RIGHT ALL I'M SUGGESTING IS, AGAIN, WE NEED TO HEAR EACH OTHER'S THOUGHTS.
YEAH. I THOUGHT ONE OF THE OTHER BOARD MEMBERS SAID IT REALLY WELL ABOUT HOW. HOW CAN WE NOT? HOW CAN WE COME TO CONCLUSIONS IF WE'RE NOT TALKING TO EACH OTHER IN A GROUP TOGETHER? KIND OF THING. SO. YEAH, WE'LL HAVE THAT OPPORTUNITY AT THE EXACT MEETING.
YEAH. WITH GUIDANCE. SO THIS IS GOOD INFORMATION YOU PROVIDED, I APPRECIATE IT.
ANY OTHER QUESTIONS? DID YOU HAVE QUESTION YOU ASKED ABOUT THE OTHER MEMBERS OF THE.
ARE YOU. DO YOU HAVE QUESTIONS ABOUT THE CERTIFICATED REPRESENTATIVES? OH, NO, NOT AT ALL. OKAY. NO, I JUST MEAN THE NUMBER YEAH SO. WHOEVER THEIR TEAM IS, THAT'S THEIR I WAS ASKING ABOUT OUR TEAM. OKAY, GOTCHA. YEAH, YEAH.
MICHELLE ANSWERED IT. OKAY. MICHELLE, DID YOU.
DID YOU WRITE THE. DID YOU WRITE THE EXISTING ONE? THE CURRENT CBA? COLLECTIVE. THAT. SO AS SHELLY SAID, IT'S A DOCUMENT SO I HAVE DONE THE LAST TWO BARGAINS WITH THE CERTIFICATED ASSOCIATION.
AND THEN ON MY OWN OR. NO, I THINK YOU WERE IN ONE OF THOSE SO.
AND THEN ALSO WITH THE CLASSIFIED STUFF, WE'VE DONE TWO, TWO BARGAINS.
BUT WE HAVE COPIES BACK FROM THE EARLY 1900S.
IF YOU HAVE ANY DESIRE TO LOOK INTO SOME [LAUGHTER]. THEY HAVE. SOME OF THE LANGUAGE IS PROBABLY THE SAME.
SOME OF IT HAS NOT CHANGED AT ALL, AND SOME OF IT HAS CHANGED INCREDIBLY.
SO IT'S YEAH. IT'S INTERESTING. BIG STACK IN THE ARCHIVES.
[LAUGHTER]. ANY OTHER QUESTIONS? I WAS JUST GOING TO COMMEND YOU.
IT READS REALLY EASY. THAT'S I READ IT IN PREP FOR THIS MEETING.
[LAUGHTER] I WAS IMPRESSED WITH HOW EASY IT WAS TO READ THROUGH IT. IT'S NOT DROWNING IN LEGALESE.
I CAN'T TAKE FULL CREDIT FOR THAT. [LAUGHTER].
I WAS GOING TO COMMEND YOU FOR IT IF THAT WAS YOU.
SO APPRECIATE IT. YEAH. THANK YOU. THANKS. THANK YOU.
MICHELLE. THANK YOU VERY MUCH. SO WE ONLY HAVE ONE PERSON ON PUBLIC COMMENTS.
[3. Public Comments]
IS THERE SOMEBODY ELSE? WELL, YOU KNOW WHAT BE THINKING.BUT, RYAN ANDERSON, YOU'RE MARKED DOWN HERE FOR PUBLIC COMMENTS, CITIZEN'S COMMENTS.
GOOD EVENING, BOARD. NOTHING PREPARED THIS TIME. JUST STUCK AROUND TO FIND OUT WHAT THIS MEETING WAS ABOUT AND THOUGHT I'D SHARE SOME THOUGHTS THAT I HAVE ABOUT BARGAINING AND BEING A TEACHER AND BEING A HUMAN BEING AND THINGS LIKE THAT.
SO I'M EXCITED THAT DIRECTOR GREWAL SAID HE'S READ THE WHOLE THING.
THAT WAS COOL. I'VE DONE THAT BEFORE, TOO. SO THAT'S EXCITING.
THE PART THAT I WANTED TO SHARE IS JUST AS A TEACHER, ONE OF THE, ONE OF THE HONORS I'VE HAD IS TO BE A MENTOR FOR A YOUNG TEACHER A COUPLE OF TIMES. AND ONE OF THE ADVICES THAT I'VE GIVEN THEM IS THIS JOB WILL TREAT YOU INHUMANELY SOMETIMES.
AND WHAT'S REALLY KIND OF IRONIC ABOUT THAT IS WE'RE IN THE BUSINESS OF HUMANITY.
AND YOUNG TEACHERS, WHEN THEY GET STARTED, THEY POUR THEIR HEARTS AND SOULS INTO THE JOB, RIGHT? AND WE HAVE TO BOND WITH KIDS. AND THEN SOMETIMES THERE'S THE CONTRACT AND IT HAPPENS TO YOU.
BUT THERE'S ONE OF THE THINGS THAT I HEARD FROM THE COMMUNITY AT THE LISTENING SESSION WAS THIS, THIS SENSE OF LIKE, WE GOT TO KEEP THE THINGS FOR THE SENSE OF BELONGING.
THAT'S SOMETHING WE GOT TO REMEMBER WITH OUR PEOPLE THAT WE, WE WORK WITH TOO.
AND THEN THE LANGUAGE IS THERE AND THEN IT HAPPENS.
AND IT'S I MEAN, THE CUTS ARE COMING AND IT'S GOING TO HAPPEN.
AND A LOT OF PEOPLE ARE GOING TO THEY'RE NOT GOING TO FEEL THE BELONGING.
[00:45:03]
AND WE HAVE TO THINK ABOUT THAT WHEN WE WHEN WE TALK ABOUT BARGAINS AND NEGOTIATIONS AND STUFF LIKE THAT.THAT'S ALL I WANTED TO SAY. SO THANKS FOR LISTENING TO ME AGAIN. THANK YOU VERY MUCH. THANKS WELL. IS THERE SOMEBODY ELSE WHO WOULD LIKE TO STEP FORWARD TO SPEAK.
PLEASE. IT'S MARY HANSELL THIS LOOKS LIKE MARY. IT IS MARY HELLO MENDOZA-HANSELL. I JUST WANT TO SAY I THANK YOU ALL FOR BEING HERE AND THAT.
THIS MOSTLY GOES OUT TO OUR MEMBERS MORE THAN YOU GUYS THAT.
WE AGREE THAT WE DO NOT GO INTO THIS VERY ADVERSARIAL MICHELLE AND I WORK TOGETHER VERY CLOSELY THROUGHOUT THE YEAR.
AND SOME PEOPLE HAVE THIS, THIS MISUNDERSTANDING THAT BARGAINING OR THAT UNION AND HR WORK IS, IS VERY ADVERSARIAL AND IT IS NOT. WE GO IN VERY PROFESSIONAL AND HAVE MANY DISCUSSIONS.
THROUGH THE NEGOTIATION OF OUR NEW CONTRACT. SO THANK YOU.
WELL, THANK YOU, MARY. VERY WELL. ANYBODY ELSE? PLEASE. I TELL YOU WHAT. IS THERE ANYBODY ELSE? YOU'LL BE THE LAST ONE. ANYBODY? WELCOME BACK. HELLO, BOARD. I'M JESSICA COLE.
I'M ON THE CITIZENS ADVISORY COMMITTEE. AND SO I'VE SEEN THIS PRESENTATION LAST MONTH.
AND AS A COMMITTEE MEMBER, WHAT WOULD HAVE BEEN HELPFUL TO ME IS IF I SAW IT HERE FIRST AND THEN WENT TO CAC AND THEN HAD THE DISCUSSION. ANOTHER THOUGHT THAT I HAVE IS IF YOU ALL WERE, IF WE DIDN'T DO THAT IF YOU ALL HAD BEEN AT THE CAC MEETING AND HEARD THE PRESENTATION AND THEN YOUR DISCUSSION, THAT HAS TO BE LIMITED.
OKAY FOR THE GOOD OF THE ORDER. IS THERE ANYTHING ELSE? SHELLY, DID YOU START [INAUDIBLE]? NOPE, NO. THANK YOU BOARD.
THE FIRST ONE WAS STRESSFUL FOR ME. [LAUGHTER] I'M JUST GOING TO SAY IT.
IT WORKED OUT JUST FINE. EVEN BETTER THAN WE WOULD THOUGHT? YES. YOU SEE? THE POINT IS, WE DON'T KNOW HOW MANY PEOPLE ARE GOING TO WANT TO SPEAK.
AND WE WANT EVERYBODY TO HAVE THE OPPORTUNITY TO SHARE AND BRING THEIR THOUGHTS FORWARD.
AND SO HOW ARE WE GOING TO DO THIS? AND SO WE TOSSED AROUND A LOT OF DIFFERENT IDEAS.
YEAH. YEAH. SO I APPRECIATE YOUR I KNOW YOU WERE STRESSED ABOUT THAT.
YEAH. I JUST IT TURNED OUT JUST HUNKY DORY. YES.
BUT WE PUSHED ALL THE LEVY STUFF TO THE NEXT THAT THE KIDS, THE KIDS I DID MISS THE STUDENT VOICE NOT. I LOVED YOUR STUDENT VOICE, BUT JUST THE OTHER STUDENT VOICE THAT WE ALWAYS HAVE.
YEAH EXCEPT THAT WE NEED TO HAVE A CONVERSATION PROBABLY OPENLY ABOUT THAT.
THEY NEED TO BE ABLE TO COME HERE AND SO. BUT FOR, A DISCUSSION FOR ANOTHER TIME.
NO, YEAH. YOU'RE EXACTLY RIGHT. YEAH. I THINK WE NEED TO BE GOING TO THE SCHOOLS AND DOING IT HERE.
YOU SEE THAT KIND OF THING, RIGHT? I'M NOT IMPLYING ANYTHING OTHER THAN THAT. PERFECT.
ALL RIGHT, WELL, SO THEN GOOD ENOUGH. SO I GUESS WE STAND ADJOURNED AT 7:55.
THANK YOU ALL VERY, VERY MUCH. WITHIN TWO HOURS
* This transcript was compiled from uncorrected Closed Captioning.