Here you go. Take that one. I'll take this one. All right, we good on that one. Okay, so y'all passed the evaluation article and we've had we passed y'all passed. We've had
several conversations on that. Um I do want to cuz I did dig into um Vicki a little more on the reappoint numbers and um out of cuz we said 29 people were non-reappointed. Well, four of those were administrators.
So, that was in that number. Um, four of those also were interim contracts. Nine of those you were asking about how many of those were pack. Nine were pack. So, there was only um 12 teachers that
were first year or up that were non-reappointed this school year. And we also checked to see because could you ask how many pack were let go during the year and there were three. So I those are very positive numbers. So looking over we're not in disagreement
whatsoever with that. Um there could be better work done at the schools to support teachers. Okay. Or well I think we do a good job of supporting teachers. Let's say documenting the support of teachers and making sure teachers understand
expectations and what support is available and what support is being given to them and working maybe a little more collaboratively. So evaluations involve numerous things. They are are are not evaluations but
reappoint involves numerous things. It's not just about evaluations. It is has many different aspects in it. It can be classroom instruction which is highly seen in the evaluation but professional
conduct might only be one or two of the items in evaluation. So it's not totally reflected. Um interactions with others. Okay. How do they contribute to a positive school environment? So being that all of reappointment
should not be tied to evaluation, we felt our response should come back in the general employment practices article. Okay. >> Okay. So we do have language we're bringing back, but we just feel like it shouldn't be in the evaluation article. So, we're coming back with original
language for the evaluation article, but we have language in the general practices article that we think is going to because some of the things you said you you want principles, you want it documented and seen that they've had
conversations, okay? So that they've offered help and guidance and coaching. So we believe our language requires principles to have those difficult conversations which eliminates the possibility of those surprises come you know January, February, March. All
right. It requires the documentation. We're actually requiring them. We have highly suggested to them that it should be in the evaluation document. And there have been times where the people have told you I don't I have no clue why they
I'm not being reappointed. We're able to give you through their permission, their evaluation document, and y'all seen that, hey, they've had many conversations and it benefits us, it benefits y'all because you're able to clearly tell the employee there's no
question whether or not the conversations were had. So, we don't have a problem now with telling them you're going to document it in the evaluation. Okay. Um, so it our language you'll see requires that documentation. it's going
to require the support or guidance. So, they have to be able to show that in there. So, it's not a true checklist, but in a way, it's a checklist because it's giving them things that they have to do. I will say I put this language out to um numerous principles. Mr.
Martin who back with us looked it over and we all agreed this is best practice. These are things that should be done. Um, it also recognizes in the language that not every concern is instructional that they need to deal with. So sometimes it's performance,
sometimes it's things that aren't performance. So it's too difficult because we talked about do you require the PDP? Well, if you have things like interacting with others, um how they interact with not just their peers but
with parents and with students, you know, um years and years ago, and I believe I can't I think it was um Miss Reager, we both had difficulty trying to work together to create a PDP on just
helping someone learn to be nice. And how do you measure that? PDPs are supposed to be measurable. So anyway, we feel like this helps take a holistic approach to show classroom instruction, professional conduct, interaction with others, are they contributing to a
positive school environment, you know, are they the negative Nelly? You know, but a principal has to be able to coach them. If that is the case, PDP might not be the right thing, but they're still going to have to document what guidance are they giving them. Have they had that
conversation that listen, your peers are saying that every every PLC they have or interactions they have that you're not bringing positive labs. So we're that's what we that's what we've
tried to do with our language. So we're going to send the evaluation back over. I don't even know if we need to TA it as being original language, but we did. Um we brought it. and then we'll read over the new language. Yes, go ahead and do both of them.
A stretch today. So that's the rationale for why it's not the language in the evaluation conference. So it's on page the the back page. Okay. We titled it professional support and reappointment considerations.
And when administrator identifies concerns related to a teacher's job performance, professional conduct, or other jobreated expectations that do not warrant immediate disciplinary action, the administrator shall meet with the
teacher in a timely manner to discuss the concerns or performance deficiencies. Document the conference within the conferences section of the evaluation instrument. Communicate the expected standard or behavior and provide
appropriate guidance or support intended to assist the teacher in addressing the concern. The teacher is responsible for participating in and applying the provided support. The parties recognize that overall teacher effectiveness encompasses more
than classroom instructional performance. Reappoint decisions are holistic and may take into account classroom instruction, professional conduct, responsiveness to feedback, interactions with students, parents, and colleagues, contributions to a positive school climate, and
compliance with schoolboard policy professional standards. Non-reappointment of an annual contract teacher at the conclusion of their contract term remains with the statutory authority of the principal and district pursuant to Florida law. So, we kept some of your concerns and a few things
we incorporated in there. So, we feel like that does that. We cannot guarantee the reappoint based on highly effective because like I stated at the last, we don't have a highly effective in the spring and reappoint should not be based
solely on someone's evaluation. So, do you have questions on that now or do you want to wait and caucus on it and ask questions later? One of the things I would like to see added is that we add the documented support and guidance that we document
the support and guidance that the administration has given like what support or what guidance did they give. >> Okay. So just document. So I would like to see that and and this is just one thing that we still need to
caucus on it. But one thing that I know >> and we'll have to I I'll reach out to that too cuz I can't tie hands too much. I I immediately don't see a problem, but I like asking those that are the ones actually doing it. >> So when it states
communicate the expected standard or behavior and provide appropriate guidance or support intended to assist the teacher in addressing the concern. Uh so >> appropriate documented >> perfect documented >> provide appropriate documented guidance or support
>> that's our English teacher >> that just means that you know put it down and write >> that's it. >> Okay. >> Anything else for us to talk about at the same time on it? I think um
I think I like the way you've listed out the all-encompassing challenges of being a teacher is not just about delivering instruction because I think sometimes people especially alternate certified people come into the field and they maybe they
know their sub maybe they know their subject area but they don't understand the challenges of being a teacher involves a lot of so many other things. so many other things >> you demystified it like now it it seems
it's you're you're articulating something that's >> and those are a lot of those areas are the areas they might like you said they might instructionally know the material >> but there are so many other aspects
of being a teacher that contributes to a school in a positive way um I think the first paragraph kind of provides hides those asurances you were looking for. It's kind of like a checklist because it lists things that the principles must
make sure is is documented and done. >> Yeah. Okay. Okay. All right. So, insurance article Okay. Meeting with the board and the superintendent. This is this is one they're not willing to give back
management rights on because they feel very strongly that this requires us all to if we have premium increases to not postpone bargaining and get to the table and get it done because the board does
not want to put this on employees and then have to work on reimburse reimbursements and do all that. That's a a lot when I spoke with payroll. A lot of required work to figure out the reimbursements. So, this just kind of and that was the rationale
when I did a little digging why this language was put there beginning way way way back before any of us were sitting at the table is because it kind of it forces the hand of bargaining those premium increases in a timely manner. So
this one we're coming back with original language. Okay. So gives us the incentive to get back to the table to get the premiums done. Reimbursement ease or uh it eliminates. Yes. What else
did you say? Rewind. Um it it just it's it kind of it forces both sides to go to the table and talk about it. You know, like the committee that we just had, it forces us
to have to do that. The district does not want to have to number one, if it if it was perhaps to be a 50/50. you're still talking about with that possibility even splitting the bucket 50/50. Some premiums are going to go up and be higher than what they might be
originally. Which means you have to go back to those employees still if it's a 50/50 split and tell them November, December, whenever you ratify that, hey, you owe us money for your insurance. So, this forces the hand. it eliminates
because they said in the past there's never there hasn't been a time to the superintendent's knowledge when increases were increased and I spoke to a previous HR um assistant superintendent that they didn't have it done before the 15th to prevent the
reimbursements that answer that okay all right anything else on language I need one more prem um oh it okay in service in service yes
okay but we didn't talk about pre yeah we didn'tou on pre-planning is what we had discussed yeah We discussed an MO on pre-planning or just because I know it's too late.
>> Well, we kind of addressed if you're talking about the pre-planning days, we address that with the calendars >> and um that the superintendent is is reviewing those calendars. >> Very specific questions about pre-planning, about the accountability,
um what what measures. I know you said they the pre-planning schedules were being sent to the superintendent, but we were wondering who was reviewing them. Tito is >> That's exactly right. >> The new secondary and we wondered what measure >> Tito, Dr. George, and the superintendent are reviewing them
>> and is there a >> So Dr. Tito, Dr. George, and Mr. Ruski? >> Well, there so then the question was they're reviewing them, but but we know that Mr. Rosski has spoken to um the principles in their meetings about it, but like what is the guideline for that?
Like is it a just a nebulous make it the least amount of meetings as possible or is there a >> Well, I wouldn't say it was nebulous. He made it very clear that teacher time need to be priority, >> but do we have like a priority to one administrator is not the priority to another? Like do we have a goal? Like
are we thinking like not more than >> I think that's a judgment that Dr. Tito and Dr. George are making when they review their schedules to see is does it show a priority? In other words, do the teachers have the majority of the time to work in their classrooms? Have you
are there any fluff stuff there that can be removed? Um, not counting, I'm sure they're not counting the beginning breakfast and that kind of thing cuz that's just always standard and is always done. So, they're reviewing those. I wouldn't call
it that is nebulous. But do they have like are they sitting there counting minutes? I would say probably not. Um but the superintendent has made it very clear it's a priority and at the welcome back lunchon tomorrow he he'll
be mentioning it again that you know teachers come back Monday and they need time to be working in their classrooms. And I think just by us working with the professional learning department this year, we showed that it is has been a made a priority. >> So I guess we're what we're saying is
pre-planning is always is always a stressful time for everybody and when we get those phone calls where someone's very frustrated. Um what is our threshold for? Okay. haven't gotten any calls yet this year because
the calendar should be out for the new calendar. >> We I have two that to discuss with Tet. >> Okay. So, if you will give us those I can't >> two out of 43 schools means that >> well that's just the people that have contacted that principles are probably
doing a better job prioritizing. We just we just were wondering if there was some sort of a threshold. You said the majority of time. So if we split that in half and said what >> I cannot speak to whether there's a number or not. >> Okay. That that's all we need to know when we are following up with you um or
Tito and who we're following up with. >> Yes. If you will give me if you will give me the names of the schools and you don't have to do it on air. If you'll give me the names of the schools afterwards of the two or teachers feel like and I will ensure before Monday that
whether it's Tito, Dr. George or Mr. Rosski depending on what department it is, what school that they have reviewed their we do have a a secondary as well. >> Okay, that would be Dr. George >> which probably Mr. Broski is working with him because you know coming from
Duvall it might be different. Make sure Dr. George has Mr. Broski saying the expectations. I don't know a number, but I know specifically mine was reviewed like I had a full-on conversation and we reviewed every single day of mine with
Dr. Tito. >> Good. >> So, as an example, I can only provide my personal experience, but my entire calendar was reviewed in a conversation day by day. >> So, did you give up any of that time? >> I subsequently gave up I think over 3 hours.
>> Yeah, he we you over three hours. >> He adjusted times as well. I mean, he did. So it sounds like they are doing it school by school. >> Oh, we will reach out to them then as well. >> Okay. Okay. That >> All right. >> Okay. All right. That's all for language.
>> Okay. Did y'all have something you want to be back for compensation? If not, then I'm ready. I'm ready to go. I'm ready to roll. Okay. We're going to go with millage first because there is a slight change over what we passed.
Okay. Um, John did change the percent that was being utilized for the benefits to the 23. What, Joan? >> 23.36.
>> Okay. So, it was cut to the 23.36. Before we get into it, I was This mill is not the 2627 mill. Okay. This is the current mill that the district is
already collecting. It is going out for renewal at the November vote. All right. So, what Miss Posey and what the board have done is agreed to postpone some projects to allow for a total bucket of
$6 million to be used for this year if the mill passes. Okay. If the mill does not pass, then this we can't do this because they're going to need that money to complete those projects because they're hoping the new money will be
able to complete the projects. So, this is a different bucket of money than when we get the new mill because this is a smaller bucket. It was a 6 million total bucket. Whereas, when we get the new mill, we are currently working with CCA. will have to work with CEUS as well on
anou at the board meeting tomorrow night because Vicki brought over some numbers of how y'all would like to split the tiers. Okay. So, um the business
department, Mr. Seymour is working on the numbers with that y'all proposed the numbers that we think we're bringing in. You got to remember this is all based on what is collected. So, that's going to be a different meal and the buckets are going to be a little different. Okay. If
we split it as many tiers as y'all are recommending for the 26 27 mil, the numbers would go less because we have a smaller bucket to share. So, we tried to spread it to where we can give the maximum money this
year for teachers. All right. So changing that a little bit, we were able to, our proposal is to put a little bit more money on the two lower years because those teachers, the 0 to 10, because those teachers got nothing last
year. Nobody got a lot. Okay? But those teachers didn't get anything last year. And the 26 up is already at 13. The 18 to 25 is already up at,200. We also feel with our compensation package going
across those teachers are going to be better off than the lower teachers. So we bumped the 0 to 5 to 875. And this comes from changing the 23 or the 24% to the 23.36.
Okay. And then bump the 6 to 10 from 9 to 950. Not a big bump, but a little bit of a bump. Okay. Um, I do know that the proposal that y'all brought across for the newou for the 2627 mill, which totally makes
sense, is to take, okay, if we have 3,000 teachers and there's 5,000 employees, okay, then the teacher should get 3 fifths of the money that's available from the new mill. That percentage, the percentage of teachers is about 54, John. Was it
>> 53? >> 53. And with the proposal that we put across, it's 58% of the money. So you're getting a little bit more, but that's okay
of the total. So the instructional I put the total on this one. The total is is that I did not have on the other. So I put the total for that. I want to remind y'all that the proposals, the next three proposals we're sending across are a
package deal. Okay. One or none. All or none. Okay. Any questions on this before we pass the compensation? I know you've already punched the numbers on this and made it come out and
I know that that's a whole issue right there. Um can you um speak again to why you felt that little bit extra needed to go to the 0 to 5 and the 6 to 10? Yes, because they're getting substantially less on the compensation, which you'll
see when we pass across, and they got zero last year. And they're also facing the same, it doesn't matter if you're a first year teacher or if you're a 30-year teacher, you're facing the same >> insurance, you're facing the same gas
prices, you're facing everything else. So, we just wanted to try to it nowhere near equalizes it, but to give those teachers because they work just as hard a little bit more than and we felt like there was already
already a substantial increase. like the 6 to 10 year teacher, your upper teachers are already getting 400 more >> and >> plus the compensation is two. >> And to um be clear in the unless something changed in your earlier compensation proposal, the zero was
getting nothing. So in this proposal, which wouldn't happen until December, if the millage passes, they would actually get something. >> Okay. Wait, say that again, please. >> New teachers. >> New teachers are part of the mill. That's what that's exactly what she's saying. So because you included the the
zero teachers in here, they would in get a bump that would help with insurance even though it might not come until December or correct when the mill passes. So that gives them a little bump. >> Correct. >> Okay. Correct. >> So sorry I didn't understand that this
will be paid out in full in December or are we going to break it up? Have we >> We haven't That hasn't totally been decided. Um I can and don't correct me if I misspe. Um it is a supplement, right? Okay. It's a supplement which
just to clarify, supplements do count towards your FRS. Supplements are taxed differently than a bonus. >> Yes. >> So it's helpful to call those supplements. >> All right. >> Supplements are non-reoccurring. >> Correct. >> Correct. >> Okay. So we will get with business
affairs and others to determine whether it's the discussion has been is it going to be two payments right you know like a >> and then half of it in May and even though it it is a >> because it's not a lot of money and if you >> break it up
>> if you break it up it's not going to be enough to really see >> and just I want >> for the 875 people I want to be clear for everybody body watching um that may not understand or may not have heard this earlier. Yes, this is a supplement. Yes, this is non-reoccurring, but we are
already in the works of approving and getting signatures on the newou for the next year that would take place of this. So, everyone watching, we need you to vote yes. And to be clear, the bands that we have
proposed for the new for the millillage that will begin 2728 that the bands for that are different. They mirror um what we had proposed in compensation bandwise. Um so what are those bands?
>> Uh the bands are um are zero >> zero and then 1 to 4 5 to 9 10 to 14 15 to 19 20 to 24 and then 25 and above. So that will we'll do try to do a really good job of messaging that change over
when it happens. Um, we don't want any confusion based on the bands because the bands will be different. Like our band, our our largest band that we're proposing would be 25 plus. The largest band on here is 20 sig plus.
Okay. All right. So, the actual compensation proposal Okay. The compensation proposal that y'all passed across the table on Monday
with your totals, okay, I did not verify your totals, but with your totals, it was 3,17,598. And those are people need to understand those are always approximate because you're using spreadsheets and like we are having pre-employment today so new
people are added even though compensation is for those people who have a final evaluation for the 2526 school year. Okay. So this part of the compensation is not for new hires. This is compensation for those who completed
evaluation for this school year. So um our compensation has a total of 3,54,957. I again want to applaud the board because there were several things that were brought to attention by CCA by
people who emailed by the superintendent and we met in executive session. One of them was the fact that TSIA money you have to pay to pay salary. They don't care what you do with other people, okay, with your general fund
money. The board and Miss Posie were very very concerned due to the financial situation of guaranteed reoccurring funds because that means you have to pay it every every year and it builds and it builds and it builds and it builds. But
as the superintendent pointed out to the board and the board totally agreed and Miss Posie agreed, how do you explain to employees that just because you fall in what the state defines as very valuable people?
Apologize to the state. That was a little snarkiness because none of us agree with what they've done. But how do you explain to the group of people who happen to be defined as a classroom teacher by statute who happen to have 10 or more years only in a Florida public
school that they get base salary and the others may not or that they get all the TSI money and the others don't. We also discussed how even if we said okay we're going to give people who are not in the parameters of
the TSIA their 20 years experience. Well you might have a TSIA teacher who has 25 years experience but maybe only 10 of those are in the Florida public school. So again they were put on a lower level. So what the board approved
was we don't care where your years of experience was. We worked it out where we did make sure those who fell in that TSI bucket do get that TSIA money cuz we have to report that back to the state. Okay. But the district invested the
board approved. Miss Posey is probably going to need a long vacation to figure out how in the world are she we going to be able to make this happen. But everybody are going to get their years of experience based on this schedule. whether you're
TSIA qualified or not and it's all base salary. So in our proposal and it's yes cuz that's based salaries which is amazing and I will tell you this >> we are appreciative that the board listened to our teachers because the
first proposal was $600 to everybody that did not qualify for TSIA and we are so excited that we were able to bump that to that bump that is show a match to get a match for our guidance counselors because in the first proposal our guidance counselors and I want to
make this clear the first proposal that we got from the district, guidance counselors, coaches, people who did not have 10 years of Florida experience. So if you had 25 years in West Virginia, you were not going to get that here. So we are so excited that we have been able to include those people in getting the
same raise because they fully deserved it and this is what we call equity. So we thank the board for listening to our Thank you. And this proposal is almost 400,000 more than what. And I'm excited about prior work. I am excited about
>> I wish and I I can tell you Miss Posie wish she could say it was more but the board has stretched >> and it it is coming out of and it is coming out of the fund balance >> and the board they get it. They see it. They also
understand the insurance issue and it is a concern for all of us. You know, we because it affects everyone and and we are proud. So, we're absolutely proud that that will have a matching. >> I think you should be proud, the board should be proud, the superintendent
should be proud about coming together to make this happen. >> Absolutely. And I think that, you know, one of the things that was I heard over and over from our teachers is Clay always says all means all. Right. and the the state passed a rule that where all didn't mean all. Andre and so we
were handed this mess and we had to come together. Um and teachers knew what was fair. Teachers >> teachers knew it wasn't fair. You knew it wasn't fair. We knew it wasn't fair. And then we appreciate that you stretched to make it reoccurring because
reoccurring means a commitment. That's what recurring one time thing doesn't mean the 601 non-recurring was not a commitment and that's what we heard like how is that planning for the future if it's not recurring. This is a commitment to the future. It's a commitment to competitive pay. It's a commitment to
decompression in a small way because that's an issue that we were given by the state that we're still trying to unravel. Yes, we are. So yes uh we are very appreciative um of this and I think that um we should all be proud of. We Yeah, I will share that at the executive session tomorrow.
>> Yeah, I will. I'll share that. Okay, so insurance um I want to thank those who were part of the insurance committee. Um we had SUSPA representatives there, we had CCA representatives there, um the president
of both organizations was there, we had business affairs there, and we had HR there. So it was a conglomerate of people. We had people that were part of every plan bill. So that there we tried to incorporate voices of everyone
because the insurance is is the big pause. Okay. The insurance is what's created a lot of heartburn as we keep flex because it it does it it has created a lot of sleepless nights of how are we going to
keep the district's fund viable? How are we going to share the funding the required funding increase across to everyone without decimating everyone? I mean I
don't know of another way to put it. So to review what we did, what the committee looked at is again we evaluated the three different plans and as you can see on the document the PO plan is just
it's costing the district that 6.5 million you see at the bottom. What that means is that after employee premiums, after district premiums, the district had to fund out of the fund balance of the insurance another $6.5
million to cover the claims for those that plan only. Okay. The HMO plan, you can see runs in the red a lot, but not near as much. It's 2.7. The choice plan kind of helps pay for
the HMO, but even the money from people using the choice plan nowhere near covers the PP. So, what the district proposed and what the committee worked within the parameters of was lowering the contributions to the
fund from the 3.84 million which represented the 22% that the actuary still recommends. Okay. That was the 50/50 split for each side, for the district side and employee side. We reduced that to 16%
increased contribution, which is running a risk. But like we we spoke about at on Monday is we're hoping that the plans we have in place, the initiatives in place will help make people healthier and that our claims
reduce. If the claims don't reduce, we're going to be in a position to have to do this again next year. So hopefully not. So we reduced it to the 2.77 for each side to have to cover. So like I stated it the committee we met
for what about 3 hours? Three painful hours. It had CCA set by the district to best meet what meets the overall health of the entire plan. So it was very difficult because you have to look at the number of people enrolled in
each plan. You you have to stop and think about okay the employee spouses do spouses have the opportunity to go to a different plan. Maybe families need to everyone's going to have to I know we're all re-evaluating ourselves and saying
is there another plan that maybe the past years because it didn't go up for 8 years we just stayed status quo because it was just easier. Now that all the premiums are going up, everyone needs to take time to truly re-evaluate
theirelves to see what best meets their financial situation and their planning. Another thing that was not brought but it was mentioned. Okay. At um and I think J it might have been you that asked about RX. >> Mhm.
>> Okay. So the RX plan on the flyer talked about that possible if you don't have generic there was the possibility with we're keeping the RX status quo for one year. Okay. that gives employees time to meet
with their doctor this year to discuss possible changes. All right. The superintendent and the board felt like changing medications quickly might not be a possibility.
And there are some people that are on very strict medications. They need it for themselves. The RX plan will go next year to what was advertised in the flyer, but this will give all employees a year to meet with their doctors and
discuss some possible changes. So, that is another big win that hopefully that will help a lot of employees this year while they're adjusting to a new premium increase, they don't have to try to also adjust to a possible increase in their
RX. How are employees going to know if their prescription is going to be the one that is not going? >> Nothing is changing compared to this year, >> right? But for next year, >> you were saying how how do they know that they're on the list? >> Yes. Um, we have the list. So, we'll
we'll figure out how to talk to Aaron and figure out how to >> communicate that if that means we >> and Aaron was talking about actually contacting each of them individually. We we'll put that on our >> right because if they need to start meeting I mean those thyroid medications
it takes years to get correct. So yes, so she is going to she she >> she's at a conference this week. So we'll I'll meet with her and she >> and she has stated that she can meet with each one. That would be lovely. >> She's amazing. She's really good.
>> So having said that, do you have any idea about how many people on the plan? >> So I can't. >> Okay, that's fine. Sorry. >> And will there be a way for doctors to override that? like if this is a medicine that is absolutely necessary.
>> Well, if if there are exceptions or little like outliers, we'll we'll figure that out. Okay. Okay. Any other questions about the RX? So that's another thing that the board through the insurance fund is totally
taking on this year because they pay those RXs. >> Yeah, we the fund. >> Yes. >> The medical fund to where all this money is going into that fund is paying for all those prescriptions. And one of the misconceptions that uh a lot of people
have is that Blue Cross Blue Shield pays the bills that come to them. >> Yes. >> So we put a few things on here. Correct. >> Okay. So there's many factors that determine the actuarial's determination to help keep the plan solvent and the reason that they recommended the 22%
part of it is the RXs. Okay. The very high cost of prescription drugs and some of them are astronomical. I will say that escripts does a terrific job on working trying to get the rebates for people and that kind of stuff which is very helpful. But um one of the factors
and we already discussed it is that the choice plan runs 606.5 million in the deficit which means above the employee and district contributions. We cover that. The HMO is 2.7.
Klay County School Board is the insurance company. Okay. Blue Cross Blue Shields only processes the claims. Klay County pays those claims to the doctors, to the hospitals, to the RX, to the labs
for blood work, for all of that. So, that was a big misconception. Some people thought that, oh, well, you know, the insurance company pays 80% and the premium. No. Klay County District Schools is the insurance company, right?
So, the better that we can get people to use the plan wisely, that decreases the cost of claims, which therefore decreases the cost of all of our premiums. So, we need to and we are
working on just like those thrifty Thursdays, we need everyone to put the word out to help people. And I know that our health ambassadors tried that, but people need to read those things and learn how best to use our plan. The
emergency room is not the same as an urgent care. The emergency room only not only cost the employee more, it cost the district a lot more, which cost all of us a lot more. So, there are some people that use the emergency room as their
primary care. You know, it just we've got to become better stewards of our own fund and that includes everyone. Okay. Ambulatoratory centers. A lot of people and I've had teachers go, I can't get a surgery because it's going to cost me
$6,000. All right? You can go, you need to look and you need to talk to your doctors. And I can give myself as an example when I had my foot surgery is they called me to do my preop. Okay? And they said I was going to St. Vincent's and I said why? And
they said well that's you know Dr. Oavado's first available. And I said well I don't need his first available. I need the center the Southeast Orthopedic Surgery Center because that's an ambulatory center. It's the same doctor doing the surgery. It's the same
anesthesiologist. Most of your day surgeries can be done at ambulatory centers. My surgery because of our insurance plan and it's currently that cost me $250. It would have cost me about $6,000 if I'd gone to the hospital.
The doctor's offices don't care about that necessarily. It's our employees that have to care about that and ask the questions. You ask the doctor, can this be done in an ambulatory center? A lot of the
orthopedic specialists now have their own ambulatory centers and it's going to save you money and more importantly it saves the district money. It saves all of us money which keeps our premiums down. I think it's important for people to know that when you're saying it saves the district's money because we're self-insured.
It's the >> it's all of ours insurance fund that is being saved money. Andre and the more we can save that insurance fund >> um and build up the like a reserve in there then we can start looking later
about enriching a plan or or premiums. But if we don't have a reserve in there then we cannot um we cannot operate a self-insured plan and the future need for increased costs. >> Absolutely. So, and and being newly self-insured, I think this is what, our
fourth year, we we've got to we've got to be making that a priority. >> And the free clinics, you know, we mentioned we're it >> it's looking positive. It's looking positive that we're going to have the free clinic available 5 days. Right now, it's only, I think, one and a half days
or 2 days. And so, it's not as convenient, and I get that. But the free clinic does amazing things. You know, if you think you have the flu and you want to get a Zpack instead of going to your primary, which is going to charge you a co-ay, if you're HSP, you're going to pay for it out of your savings account,
you know, or and it cost the district more cuz they bill more. You can go to the free clinic and get that >> and that is available for any dependence on the plan. Any dependence on that conversation we have are still in the works as to whether that is allowed. I
mean whether they're going to be able to meet that contract. So we're working with them first of all for the five days. So it will so the change is >> before if you were here at Clay whether you were on the medical plan or not you
could go. So I'm not on Clay's medical plan but technically right now I could go >> right >> I won't be able to go. >> So it's for everyone who is on the employee on the medical plan. >> Right. So, but the dependence, >> but I can't answer that question right now. We're working with the contract, so
that question I can't answer. >> Yeah. Okay. >> Do we know when we would know that? >> I um hopefully soon, but I I have to check with Aaron and she um >> Yeah, most likely if they're paying
premiums on our insurance. We're we're fighting for that. >> Yeah. >> Okay. So, first of all, the part was I know it's only a couple days and then it's like some virtual appointments. We're going to do everything we can with our initial request with them and the contract to get it open the whole weekend and hopefully maybe even
Saturday or something. But >> yeah, but >> the add-on independence like the children and all that that's not how it was before. So that's also a conversation with them because before it was just actually the employee. Yeah. So, all that is in conversation with
them where we're going to be at in a couple of weeks. >> So, we had one more question about the RX. >> This was passed over. Can the preventative med list be posted somewhere? >> Okay. Well, that there's HIPPA and there's all this kind of >> No, oh yeah. Okay. Yes.
>> I'll have to put that on your list. >> Put that on my list. >> Yes. >> The preventative med list. So I guess that would be the ones that are low cost or no cost that are offering. >> I thought you wanted the list. >> No, I do not. I
don't want to know that at all. Yeah, I don't either. That's what I do. Another thing that you know is important for people now that you know for the first time our premiums are changing like I said is to look at each plan and there's a misconception about the health savings
plan and a misconception between a health savings account and a flexible is it the flexible spending flex >> and the flexible spending account >> and the health savings account. >> Okay. the health savings account, okay, which you can have with the health
savings plan. That money, it's not use it or lose it. It rolls, okay? So, like myself, I looked at myself this year and you know, I go for my dermatology visits. I've been healthy, thank goodness. So, I go for my annual and
I've only had to go to the doctor one other time. If I had taken my I'm on the HMO, so it's $81 pay. It's $1,600 for the year. If I had just taken half of that, put $800 in my health savings
account, kept the other $800 to use for increased gas and Publix, I would still have been ahead over what I was paying. So, at the doctor for my doctor visits, I would have saved I would have I would
have been out ahead. So, and I know that um one of our employees has her whole family on it up in HR and they have saved money. So, it just depends on yourself. It depends on what you think are coming up. If you think you're
having a surgery coming up this year, you might want to do a little cost analysis as to can I put enough money in my health savings account to cover that or do I need to look at maybe the HMO plan so I can go to the ambulatoratory center. Okay, but those are things now
it's new for all of us to actually have to start looking and analyzing the plans. There is another there's a virtual meeting today with Hannah that was here to help answer those questions. Okay. Also, the insurance will help answer those questions. They cannot
advise you on plans. Okay. They they can't do that, but they can certainly answer your questions to help you make a wise decision for your family that possibly could save you money. And that was a Zoom that went out via county email. >> It went out and she put another one out
this morning. Okay. >> I asked her to read. So, it went out this morning with how to log on to that meeting. And it's 3 to 3:30. >> 3 to 3:30. So again, I just want to reiterate, I can't reiterate enough that everyone part of the committee, thank you. I think that was a really valuable
tool for all of us to be able to work together. We all understand that premium increases are hard. Okay? It affects every single household. And so that's what the committee's purpose was was how
can we separate this? We know we have to meet the 2.6 7 the district has to meet that or else the fans the plan's going to go under. What can we do? You know, how can we split it? So that was the purpose of the
committee. But again, the board heard how this is impacting everyone. That's why the board agreed to drop from the 22 to 16 assuming the risk of that going against the actuarial's advice. But we
felt like okay, let's give it a shot. you know, let's do the best we can. Let's encourage each other to get healthier, you know, and hopefully we'll be in a better position next year. So, the next page is the page that the
committee actually worked on together to show the proposed increases for the employees. The first column shows where we currently are. Okay. The second column shows the proposed premiums for the employees. keeping the choice SAP
touched the least. Okay, that was the goal. And then keep keeping the choice HMO touched the second least. And understanding that being the PO is the
one that's costing all the other premiums to go up because it's the one running in red the most that that's the one that's going to have to carry the heavier burden. Another misconception that affects some people
on the PO are the specialist at Mayo. According to Hannah, most specialist at at um Mayo are covered under both the HMO and choice. Primary care doctor at Mayo is not
covered under the HMO and the HSP, but the specialists are. So you would want to if that affects you, that'd be one of the things you want to investigate making your decision. Is my current specialist covered under each of the HMO
or HSP? And again, Aaron or someone insurance can help you with that. The next two columns just show the current premiums um on the district and the proposed premiums for the district. So any questions on that?
Um not on that. Um but we did uh get this question quite a bit. Um how will retirey rates be affected by this? So people who are retired >> bargain retirey rates?
>> No, but but I'm assuming that the retiree rates are going to be impacted by this. So then is it the same impact? >> To be honest, I didn't ask. I don't have that answer because we don't bargain retiring rates. >> They would need to call insurance. >> Okay. So, who would they need to call?
>> Um I I would put them in touch with Miss Isaas. >> Okay. >> Or whomever they currently work with in the insurance department. >> Okay. So, everybody online can hear that. Call Chris Isaas. >> Okay. >> You know, shoot her an email because I I
honestly don't know. Okay. >> All right. Any other questions on those? And again, the millage, the insurance, and the compensation are packaged still. >> Are y'all ready to caucus or do you have anything else? >> Do we have any question other questions
you want to ask? Michael, any questions? >> Okay. Yeah. >> Okay. Just text me when you're done. Okay. All right. You can shut us off. off. Um well, for now we'll be coming back
and shut off by you took the let's hear it now. we can say and tell them to comment down while we're caucusing. >> I don't think I'm just
me and my wife and I are both employees. She herself could get special to the top. No one tells you that there's still carry. So the fail
I'm not so many insurance is complicated. I hate having I had to say that though you propose $600 nonreoccurring wells insurance $150 more than your proposal here. I didn't
know that you did to begin with but I didn't know that I didn't know. >> That would have been nice to have known. >> Right. >> No one told me something. >> No. We are caucusing. Promise your thoughts. Hey, the sound is still on.
>> Hey, the sound is still on. >> Um, is the sound on? >> He's got his earphones in. >> Is the sound on? >> We can hear. >> Is that just that pretend noise? >> But do you hear that noise? >> We can hear us talking.
I don't know what to do. >> Is it this thing? >> Is the sound off? >> Yeah. Okay. >> Does that mean we're on? >> I think that was the sound that the sound he turning on.
>> I don't know. He put headphones, but Hold on. I have the YouTube page up. I'll go see. Yeah, we're on. >> Okay. All right. So, we're back from caucus. >> Yes. >> So, do you want to pass the language first that we >> Yes. >> Um, so do you have the new employment
practices? >> Yes, we do. We printed four copies. Okay. >> Okay. Um, so what we did is we added ahead and make sure
>> So we added the word um documented and now the first sentence reads when an administrator identifies concerns related to a teacher's job performance, professional conduct or other job related expectations. ations that do not warrant immediate disciplinary action.
The administrator shall meet with the teacher in a standard or behavior and provide appropriate documented guidance or support intended to assist the teacher in addressing the concern. Good. >> Mhm. Heat.
Heat. 26 21. >> And do we need to actually ta the original language? >> No, I figured you did not need to do that. So then I'll have two articles going into the rat pack
or inservice and general inservice and general employment. Okay. Okay. So, I'm going to start out with I know that this is a package deal and I know that this has come across the table
as a package deal and that we have to accept it and TA it as a package deal, but I do want to make a couple of comments before we agree. We know that the insurance increase will
not make people happy from our support staff, our employees, our administration, everybody. It's not going to make people happy. We also know that the $6.5 million deficit out of the $9 million deficit was due to that top fund. We understand that. And we
absolutely hate that this is going to impact some of our employees who absolutely need that plan so that they don't um go into debt over medical bills. But being equitable and being fair
is difficult when that plan has costed the county so much money. The fact remains that we have negotiated a district contribution of 31 million to our employee contribution of 9.1 million. We do understand that. We see
that while we wish that the district would continue to absorb all of the insurance increases and we hope that in years to come that you will absorb those insurance increases, we do understand that there was a need to have the employees absorb some of that and we tried to do it um along with the
district. I know we don't have a choice as to where we put these increases. We know that this is a necessity and we are comforted by the fact that the mass majority of our people will not see an
increase that supersedes their race. We still are not happy about it. Our people are not going to be happy about it. But we do understand that this proposal is one that is going to help
the majority of employees, everybody in our county. So we get that and I think the committee did a really good job like you said. Um it was difficult. Um it was a difficult decision for the suspect
people there, for the CCA people, for the district and unfortunately the burden has to be borne by those who are costing the plan the most. It's not easy for them. >> I know >> and we totally understand it and that's
>> and we don't want the people that are not getting that plan to have to >> take on the >> to continue to the cost of that. So, we understand. We do understand. Um, and we are willing to ta this with these
insurance increases, keeping it minimal for the vast majority of our population. So, I think the the committee did a really the best job they could >> and and I think that going forward um while we're taking this um necessary
step, we need to do a lot more educating about insurance and the fact we we often get the comment, you know, my premium is increasing this much, but the district isn't paying anything. I don't think people understand the district is paying over $31 million towards health insurance for
employees. That's something that's not out there that I think we need to do a better job of agree educating people and helping people also to understand that being self-insured that money is going into our district insurance fund and
that that is what we pay those premiums out of. That's what that's what we pay. Um the um cost of doctor's visits and hospitals and surgeries and all of those bills that come in have to be borne by the insurance plan because of being self-insured and and that if we were
with a carrier, we would be paying even more. >> Agreed. And thank you for that. Um one thing I know that some people were concerned about is whether their plan itself was changing. Okay. My understanding from what Hannah
spoke and I would encourage them to get on to the meeting this afternoon is that the majority of the co-pays went down. Emergency room co-pays went up. But as far as everyday co-pays to the doctor's
office, I I can't I don't have the the proposed inside workings of the plans, but they could answer that today. But if I understand what Hannah said, the majority of the everyday co-pays like your doctor's visits and your
urgent care, um, those went down emergency room up to try to discourage the emergency room except for real emergencies. I think too that um and just because I I feel like it needs to be said over and over again and because I don't think
it's well known is that Mayo specialists are covered on the HMO. >> I did not know that until Monday's meeting. >> I think that we need to really cover >> they're covering all the plans, >> right? But the list might be smaller for the HSA, but people need to really
explore. And I know they have a short amount of time for sign up, but they really need to explore if I've got a Mayo specialist, does my Mayo specialist accept the HMO? And if they don't, then they need to contact us because that that is listed as a plan benefit for a
HMO that people I don't think realize. >> Yes. And for those listening, because like you said, they don't have a lot of time, sign up for a plan. You know, sign up for a plan. If you need time to do your research and you find out that your specialist is not under
that HSA or that HMO, you can switch plans, >> right? >> But you have to have a plan. There will be a controlled enrollment where if you need to, you can switch. So, but they have to sign up for a plan. Yes, absolutely. And that will allow a
little bit of that research time. >> And we're hopeful in the future that if we can get our funds in our insurance fund up that in the future that the district will be able to absorb any insurance increases that we have in the future. So yes.
>> Okay. Next we're going to talk about the compensation proposal. Um and we are so excited that we have secured a permanent increase. The very first um increase made by the district was not permanent. It was for one year. And not only was it
for one year, it was amounted the amount of $600. And it did not include those people excluded in the TSIA, which were our guidance counselors, our support facilitators, our coaches, and a pleth of other people who did not have 10 years of Florida teaching experience.
So, we are excited to ta this because >> this is huge movement. >> Huge movement. This is a permanent This shows commitment to to competitive pay for the future. It's not a one-time thing. This is on everyone's base pay.
Um something that they will continue to get and this is everything that we >> and again I thank the board and I thank the superintendent for fighting also for the employees and for the board. >> Absolutely. Because >> and agreeing. >> We know that last year we felt like we
made please but it didn't there wasn't any movement. This is huge movement. It would shows that the board and the district really listened when teachers reached out. Um and >> and I know there was a lot of emails >> and and that so kudos to all of our
people that that were active and and let you know their personal stories and their hardships because and and kudos to the board for listening because >> so we are excited about that. Um just the fact that we have included our guidance counselors and our coaches. I can't tell you how many people have
reached out to me that worked oh so hard for this county and they were like, "I'm only going to get 600." I said, "This is not over yet. We are still negotiating and we are going to do everything in our power to make sure that you are." >> Fairness is something that the board heard and we really appreciate that
because that's what we bargain for is fairness. >> So, finally, we have the millage portion of the compensation. We are aware that this will not go into effect unless the millillage passes, which as you said before, we need everybody boots on the
ground, making sure they are talking about this because it is so important to the funds for Klay County. >> Um, so the first thing I want to say is thank you for taking that $6 million out of this year's fund if it passes and using it to compensation. We argued hard
last year that this millage money should be used for our teachers. You heard us. I'm excited about that. And the purpose also is to help with some of the insurance. >> Yes. >> Because we're all positive is going to pass. >> And two, I think it's important to say
here in this meeting that this is not the permanent. This is for one year only. This is not theou for the four years if the mill passes. Um so this is above and beyond for the district to do this out of the current millillage when we argued last
year for it and and we weren't able to get any movement. So this is huge movement as well. The millillage that is going to be passed and I'm going to be very positive about that. The millage that's going to be passed, we will be negotiating anou on that and so everybody needs to know that those numbers are going to look different. But
that banding is going to look different and it will be good for the four years and we will be um negotiating hard for for our employees for that for compensation and we will be um messaging that out as soon as we can get that done so that teachers and support and
administrators everyone's going to know how it's going to impact their compensation and they can have those real conversations with the community. I think the community is very concerned about competitive pay. They're concerned about the loss of e educators to our surrounding districts. So, that needs to be part of our messaging. And so, we're
excited to get that done here in the next week, we hope. >> And I I absolutely want to add, and Vicki mentioned it um in our caucus earlier, CC CCA has been advocating for this for years. We are so excited that
we are finally going to get to see a portion of this, if it passes, go to our educators. and and everybody who isn't up on the millage needs to read the wording and the wording is very explicit in there and the district worked on that wording um with encouragement from from
us. The board agreed to wording in the new millage referendum that specifically targets competitive pay for our employees. So that's huge. So I've heard some people say, "Well, I don't even know what it says." Well, you need to look it up. It's important >> and you need to vote yes.
>> Absolutely. Absolutely. Absolutely. So while we are we do have angst about the insurance increases, we are ready to ta this because we do believe that the compensation portion of it is very fair.
>> Yes. What he's saying is we need to message to people that this is not a new tax increase. >> It's a continuation. >> Absolutely. A continuation with a different distribution. Not all >> which is the reason it's a renewal. If you're listening online, the reason that
they can give us this um proposal that they have for this year's millage money because it is not new money. It is money that has been there. But when the taxpayers say yes, we believe this should be used for compensation, they are saying that yes, that money can be.
They're repurposing it and that that is why we can use this money for compensation for our teachers. >> I love that word repurposing. Okay, we ready to sign? We are. Yes, ma'am. >> Okay, so I did put on the bottom for the official as a package, but I think we
should initial. >> Do you want us to sign bottom as well? >> Yes. >> Okay. Yes. Then I also have the final signature page that folks everyone signs on both sides. >> Okay. While we're signing, let's talk
about I'm I'm prepared and Jennifer to work on the rat pack so that I can get it on the um next Thursday night board meeting. >> Okay. So, >> not even in school yet. I know, but I I
but otherwise I can't go till September. >> Gotcha. >> Okay. So, we can work on getting the rat pack together because we've already spoken to the board and they have agreed to accept it as the 48 hour.
Um, that way you can start thinking about and working on vote and time because it's got to go by vote for us to initiate start initiating the pay.
Oh my god. Okay. And I wrote on these a little bit, but that's okay. >> Yeah. Make sure clean And I have to say I think this is a first. I don't know. I know it's a first
for all. >> It's absolutely a first for me to have things done. We actually um long long ago when there was lots of money uh the state cut us so badly. We used to always start our bargaining in spring and I remember getting a little card in the
mail over the summer to to be ready for vote. Yeah. >> And if you want to swap out um Brenda wrote some notes on a couple hers. So if you want to swap one of those out for a clean copy once we all sign it. One of hers has some >> Well, you can keep that one if you buy.
>> Oh. Oh >> yeah. I have clean copies. I did a roll. We have another thing. We'll give you I'll give you one of these back to you. >> Oh, okay. Gotcha. I think this is
this is the right. >> Yes, I do. Okay. Thank you. Did I give you Did I give you all? Yes. >> And um I Chris is working on So if you think of some more clarifying cuz we're
working on that misconception document. Okay. >> Okay. So, just send them to Chris and I, okay? So, we can get that out sooner than later. >> She sent me some things. I know. And I >> And Hannah's going to Hannah's going to
work with her as well. Okay. And I'm sure that the the district is going to put out an update on bargaining on the website. Yes, we will. Teams as well.
All right. Is there anything else before we cut feed? Thank y'all. And >> I think we I think we did a really good job working together this year. I think that it would be lovely if you're agreeable to it to see if the update on
bargaining can actually put into that to employees. Yes, I'll do that. I haven't done it yet. So, yeah, I'll work on it and that way Yeah, it could kind of be from absolutely.
Okay. All right. Have a great day.