--------- call our meeting to order. >> Okay, we have some minutes. >> Yep. >> Yes, we have copies. Yep. >> Okay. Somebody like to make a motion for their acceptance, sir. >> I make a motion to accept the meeting minutes for
December 5th, >> 15th, >> 2025 >> as presented. Okay. and second. >> Okay, we got a second on that. >> Yes, a second. Yes, I mean Rosemary.
>> Thank you, Rosemary. Okay, all in favor? >> I >> I Okay. And uh the 18th. >> What? >> No, that was Bill, >> right? >> Oh, Bill, I apologize. I'm reading this
off of a small screen. Okay, everybody's looked over the bills. >> Yes. >> All set with that. Okay. Joyce, health agents report. >> Okay. Um, so, um, Donna May Farington passed away. Um,
oh, sorry, I'm reading from the wrong thing. Sorry, Joe. Hold on a second. >> My my, uh, brain is slowly moving. Um there's not a ton to report. Septics are definitely slowed. I've done I did one perk last week. Um
we're starting to see an uptick in planning for additions and ADUs for spring. So, like I was noted a address to do a walk through with a homeowner to discuss what
is uh what options are open and how if they need to do a septic, if they don't, that kind of thing. So, we're starting to see a little of that. Um we had um we received the department
received a letter from MHA for the tobacco sensation prevention program who recently conducted some evaluations and inspections. and we had two vendors that were uh cited for
violations um to do with what they were selling. So that would be Kingston Food and Liquor and Speedway both were given warnings. We don't as the department don't have to do anything, but it just goes into their files
um for tobacco non-compliance. Uh that's really been the only big thing. Um, it does seem like we're going to probably I'm going to have to get involved in a situation where there is a septic system in failure. It was cited
by the department back in 2018, but nobody ever did anything about it. And now I have a resident who has brought it to our attention and so um I'm working with in this wetlands issues involved.
So, it just came to my attention today. So, as things proceed, I'll let you know, but I will be looking into that because if if this obviously isn't hydraulic failure, it needs to be repairs, especially given >> its proximity to wetlands. So, that's that's pretty much um I'll
probably be maintaining five hours a day for the next couple of weeks. um due to the medical stuff, I'm just not handing it as quickly as everybody thought I would. So, um as that changes, I'll let everybody know. I've I've talked to the town
administrator as well as to HR about it. They're aware of it as well. Um I am providing them with documentation as needed. So, >> that's it. That's all I got. Joe, >> I got a question for you. that septic system that you're talking
about from 2018 was found to be in failure. >> Yeah. >> Would that by any chance be on Lake Street? >> No. >> Okay. So, it's not the one I'm thinking of. >> No, this is Elm. >> I'm sorry.
>> It's on Elm Street. >> Hey, >> Elm Street. Okay, then that's not the one I'm thinking of. But I don't recall one street that was reported to us that we didn't do anything about. Uh >> as disappointing as I may be, I I don't
recall. >> Yeah. So, we'll just address it and go forward from there because it's not I can't I can't fix what happened in 2018. >> Right. I agree. You weren't here. >> Okay. >> Not working.
>> So, that's all I've done. >> Okay. Does anybody else have any questions for Joyce? >> Yeah, I have a quick one. Just how's the new nurse doing? >> Oh, awesome. >> Great. Okay, good. Good. >> Super duper has completed um more things
in two months uh than I was I am very pleasantly surprised like she is just on it. Yeah. >> Yeah. So, >> yeah. Great. >> Yeah. No, no complaints at all. >> Right. Right. I did have the pleasure of meeting with her for a little bit. I think she's a real like selfstatter and
>> Yeah. Yeah. Right. And eager to do this particular job. >> She's very excited about being here. So >> Okay. Looking at the agenda, there's two items that uh the first one of course being the food establishments, >> the grading system, and the second one
being posting inspection reports. Do they kind of go together, Joyce? >> Yep. >> Okay. Then why don't you talk about those two as one item? How Um, >> so I know we had previously discussed this whole grading thing and um
I want to proce I I want to proceed with this but I want to proceed carefully and here's why. I had the experience um my husband and I went out somewhere not in the town of Kingston um to a town where they do actually post
grades and the establishment we were at we happened to be sitting in a part of the restaurant where it's open to the kitchen so you can see what's going on and although it was not
horrible obviously if it was that I would get up and walk out. Um, you know, there was a lot of things going on that shouldn't have been going on. And when we walked out, there's an A posted on the window. And
>> my concern with doing stuff like that is how does it look when the G like I know how I felt. I'm like there's no way in hell this is an A. I just watched X, Y, and Z for violations occurring. And yes, I'm a trained health official, but any
one of you would have been like, >> "Yeah, >> yeah, that's not good." Um, and so I think that that puts us at risk of appearing that we're not doing the right thing because honestly, an inspection is a snapshot in time,
>> right? >> It is not. We can't catch everything all of the time, >> right? I do think that there are I just think we need to be perceive this carefully and I am big on I do think we should be able to let the public know
and maybe it's a thing that says um you know if anybody if you are have concerns or interested uh all inspection reports are available for public view >> viewing um they're available and put that out as a public service
announcement to say if you have questions or you want to see how your favorite place is doing. You can request those records. >> Yeah. >> Um or posting inspectional sheets to say this is how they did and this is what they were the issues were. Um I don't
know what the right thing is right now, but I also don't want to just jump into it and um make the department look bad in any way. I think we just need to proceed carefully. That's that's sort of where
I'm at with it at this point. So back open a suggestion backing up a minute when you said posting do you mean posting it visibly in the restaurant or posting it on the our >> I don't knowite um I think that's the thing I think we really need to think
about the process and what it is we want to post right >> um and where are they posting >> yeah it so because >> like I said you know seeing the grade A on this particular assumption I'm like no it's
Like I just literally watched people giving those cell phones on work surfaces. That is a humongous no no. >> No beard nets. >> Another big problem. >> Um just
gloves, use of gloves or not use of gloves or not changing gloves. All of those things are of concern. >> It it take me as the health agent out of it just as a culinary professional. I cringe >> and I don't think you have to be either of those things to be like, oh god, I
don't want to see this. This is I'm getting food here. Agreed. >> And so that's where my reluctance to post agree. You know, I just I don't want some a town's person to think we're not doing the right thing or we're not taking it seriously.
>> So I just want to table this for right now so we can have a further discussion. What do we think is the best way? >> Is that okay with you, Joe? >> Just you mentioned two things. You mentioned a website and I take it that that's our website.
>> Yeah. like you know posting on on either um using Facebook our Facebook page or our health uh department page to say you know the following places have been inspected and um if you're interested in
reports can be uh obtained through public record and once it's up there and it's posted to the public records anybody can search it. My other question would be um uh Facebook page is in fact closed to
public comment. Is that correct? >> No comments very >> people can go on and make comments about stuff that we put on our Facebook page. Is that right? >> Y I need to defer to Lori because Lori is the web master.
>> We do get some comments on what we post. It's very rare, but I have seen comments of it. >> Yeah, but they could. >> They could. >> Yeah. >> I don't think that's a real good idea for, you know, I I I would hate to own a restaurant and have a bad report and
have it on Facebook and the next thing you know, it's the chatter of the whole thing. I I don't know. That would be my opinion. I don't >> Right. That's why I'm saying I think we really need to think about this. >> Yeah. >> Yeah. No, I I I want I think we should
continue the conversation. >> We need to Yeah. >> How often do we do like is that like every six >> months we do inspections? >> Random. >> Inspections are based on risk assessment. So if you're like a convenience store, that's generally twice a year unless you sell food that you're making.
>> Yeah. Okay. >> If you're a sub shop or a basic restaurant that what I mean by that is you're not >> you're not holding sushi, right? Like sushi Yeah. a supermarket, healthc care facilities,
they all get tested uh inspected four times a year. Okay? >> An average restaurant that doesn't do sushi, isn't serving steak tata, doesn't have a hasset plan for something, >> they would be three times a year. So, it's usually at the bare minimum it's
two, at the most it's four, unless you're getting reinspected because you >> can't get it together. So the the reason I would support the grading system is I think it rewards the people who it rewards the people who are
doing well. It um you know sort of puts on notice the people who are not doing well and it's our job to if we have information it's our job to be transparent and to inform the public. I mean that's what I ran on that's what I ran on you know um and um it's not
always going to be perfect. it can be corrected and I'm drawing on my experience at working at social hospital like the hospital lives and dies on their accreditation status as joint commission right um and um when when we know joint commission is coming you
would know it because you're painting and getting everything ready and everyone's aware >> um surprise visits I mean we they try to always be jiggle ready um because um it's such an important thing for the public to have confidence in the usual,
right? But there are days at work when everything is just falling apart. Managers aren't there. They're short staff. So, this restaurant could have been having an off day. Perhaps it was out of out of their ordinary. Um, but all things considered, I still think
it's our job to be transparent with the public and if we are assessing a situation and feel that there is some kind of potential damage to somebody's health, we need to be clear with that. Oh, 100%. Yes. >> So that I think posting it is the only way to do it.
>> I don't think people look at our at our Facebook um posting. I never really see interaction there. [laughter] >> Right. And we don't have many ways. We don't have a local paper anymore. You know, we don't have that many ways communicating with the public.
>> Um so I still really support the idea. Um, >> but I think the next thing would be I'll contact >> a couple of towns that do do it and find out >> what their procedures were. And I do still think it needs to go past town council to just make sure we're
>> 100% doing 100% what we should be doing. >> Yeah. On this day putting on this day of inspection, >> right? You know, I mean, it's always like this. On this day, this is what we found. >> Right. Right. And part of that is g I think like rolling out some education
beforehand, letting >> businesses know the process. Yeah, fair warning. Any questions, you know, whatever they need to have workshops or whatever. >> Um >> yeah, but I know and I did read a little bit of how the um health agent in
Middleboro did it. Um there was a lot of prep time with talking with the board of selectmen and other related boards and um you know making sure that everybody knew what the benchmarks were going to be. So >> yeah. >> Okay.
>> To be continued. >> Yeah. >> Okay. >> The only thing I find is that matters on Facebook can take on a life of their own. >> Oh yeah. So 100% true. True. But can we can we take down a negative post?
>> I'm sorry. Um, I'm I think I can I think I can remove comments. I have never done it. I don't >> I think that more to Joe Doe's point though, there's got to be a way to turn off public comment and just not have not have ability >> particular post. I can play around with that.
>> No, but I think on our website as a whole, we can put that you cannot leave a comment. >> Oh, I thought he was talking about Facebook. >> Yeah, he is. But but on our web page. >> No, that's got nothing to do with the price of tea in China.
>> Facebook. Yeah, I have to play around. >> Maybe we just put it on our website >> or it could be >> Dennis has some expertise in this matter and he's sitting quiet. But Dennis, come on. >> Um
the problem with um I'm all in favor of the public weighing in. Um but in terms of um it's not a you know our Facebook page is not a discussion group >> right >> this is where we disseminate um our
information >> right >> we can always invite feedback it's not public it goes to us it's not posted out there because uh >> uh if somebody is for whatever reason
post something wonderful or nasty that's simply an opinion of somebody that's not that's not and our responsibility as a board is not to promote um or discourage public comment but not certainly not to
have it >> um on our page >> we should be a part of it >> yeah it's has been vetted by the board it's simply somebody's opinion if they think some place is great that's wonderful but you could be the cousin of the owner for all we know >> right so I think that but in general
regardless of the topic I think it would good idea if we can figure out a way to turn off public comment. >> I was just uncertain if we're allowed to do that as a Facebook page. >> Yeah, that's a good question. >> So, I'm gonna ask Treasure J. >> Yeah, that Let's just follow up on it.
Right. >> Oh, no. I I did have one thing I for I don't know how this slipped my mind, but um as of July 1st, we have an assistant health agent. >> All right. We're looking at her. Y
>> we got the we got the letter from town administrator. It was approved into effect on July 1. So, and I just also want to let the board know >> that Lori has >> um taken it upon herself to complete
trainings on her time >> to like get herself ready for this in hopes that this will go through. So, I just think that we need to acknowledge that self statter part of Lori. >> Nice job. >> Yeah. Yeah. Totally appreciate all that work. Really, >> you deserve it. >> Yeah.
>> So, I'm very excited. >> Yeah. >> Sorry about that, Joe. >> We talked about all that. >> Okay, Joyce, I think you and I had enough of a conversation about the late fee for the installers.
I I I fully understand your position. if you'd like to explain it to the board. I don't have any problem with it. >> All right. So, the the late fee was not is to do with when somebody turns in their um disposal
work construction permit uh through the D form that gets submitted that when I go out for inspections, I have to make note of when I inspect. clearly on our applications that as well as installers application
and per it's and multiple things. It says that the department requires 48 hours notice prior to the starting of a project. This is to ensure that I am
available to come out and do those inspections because we're not just talking about um you know little dirt. Sometimes we're talking about 8ft holes in grounds. Yeah. >> And so >> if I wasn't able to come out that means
that hole has to sit open until I can come out. So by giving me 48 hours notice I say okay I know that I have to be here. I make sure my schedule is open to accommodate that. And there's many days that I go out more than once
because if they can finish it up and get it covered, that's in everybody's best interest. It's in the best interest of the homeowner because it's less money, >> best interest of the contractor because he has less liability if the hole is closed. >> Good for us because less problems to deal with if if something goes wrong,
right? And so, um, [clears throat] it has been, it doesn't happen often, but every once in a while, we have a couple of installers that will just be like, "Oh, yeah, I'm digging the hole today." >> So, let me, in case you are not aware of this, it does not work that way because
you actually have to put the order for a tank in prior. You don't just call and say, "Hey, I need a 1500 gallon, you know, two cabbama tank delivered to this address." Doesn't work that way. They have to give notice for the factory and
I believe there's only two relatively there's only two ones in our area that deliver that most people use. You have to give them a leeway time and so you don't just get up at 8:00 in the morning and say I think I'll do a septic system today and
>> they have enough time to notify you. >> Yeah. So, by having that leaf fee, it puts people on notice that if you choose to not call and tell us, you are going to get a fine because I can't be everywhere at once. >> Um,
>> so is it a fee or a fine? >> No, it's a fine. >> It's a fine. Okay. >> It's a fine >> for waiting till last night. >> Yeah. Okay. >> Right. Is is it considered a fine or a fee? We have a late fee for not doing it. It says late fee on there, right?
It's a fee, not a fine. Sorry. >> All right. >> Not a That's all right. You know, I just wanted to confirm I said to be a fine really. >> It's a fee. Like an extra fee sort of for an emergency. It's like if you call
the plumber, you need the plumber right then and there. >> You pay a fee. >> You pay extra money for that. >> So, it's the same >> an emergency service fee. >> It's really It's not meant to be punitive. It's to get people to say >> you need to plan this because right what happens like I'm here half time right
now. What happened? You want uh go to >> um nobody has circle. You're going to leave we're a neighborhood full of kids. You're going to leave us a a hole open in the ground because you couldn't get your stuff together and call and tell us. >> Yeah. No, >> it just seems silly and and dangerous.
So by having this it it just puts people on notice. You you need to >> cuz it may be that I have to call Lauren from Ducks who by the way I should all let you know she did cover for me while I was out with the surgery. She did do a couple perk tests for us. >> Good. >> Um you know obviously if she needs it
I'll go and do it for her but um you know that's what it's going to come down to is somebody having to go and do the inspection, right? >> Yeah. >> Yeah. I agree there should be some fee >> as a deterrent if anything, right? You know, that's what you're really using it for.
>> You're not going to convince me you didn't know you were doing a system, right? Like you just get up and I say that's what's going on and it's been explained. I'm not hearing any push back on it. So, >> no, >> we should let's talk about these tobacco
violations. What's going on here? Oh, so we're waiting to hear from um so we had we have three violations separate from the ones I told you that I got the the paper from MH. >> What is a violation? >> These are underage sales. These three
>> I mean what three location >> when you weren't here? >> Yeah. >> No. So I received a letter from MHA who also does compliance checks separate from what we do that's more about like flavored tobacco or inappropriate vape
stuff. So they also site we don't have to do anything for that. MOA does but they send it to us so we can put it in those people's tobacco files. >> These three um were not recipients of
that issue. These three were our compliance checks. Were all three locations sold to underage? >> What were the three locations? That's what I'm trying to find out. >> Uh point Speedway >> and Speedway.
>> Oh, that was >> Oh, these are >> Southshore Vapes, Kingston Liquors. Not Kingston. >> Kingston Liquors and Brazilian Point. And so, um, they have a right to request
the hearing, >> but as we've explained repeatedly, we have no authority to, um, >> diminish the fine, >> they can say whatever they want. They can come in here or have a hearing, but we're following up with town council to
make sure that we are >> doing what we're supposed to do. And so I am waiting to hear back from town council, but I would just put it on the agenda to let you know that that is what in fact is going on. So we have accepted the hearing requests. We have informed
all three vendors that as soon as we have a hearing date, we will let them know. Um Lori has reached out to the um town council and the next step will be going to the town administrator to let them know that we have not heard back
from town council if if in fact we do not get a response. >> So that's really all I have to report on it. But I felt like you needed to know that where we were at with that. >> That's absolutely fine. >> Okay. >> Liar. Larry, Larry, any action at all on the
uh on the uh grant committee? >> What? >> Have you been to any Have you been to any of those meetings? >> And do you have anything to talk about about that? >> You mean me? >> No. Lori, remember you were going to have Lori go to the meetings?
>> Yeah, but she didn't have to go because I could I zoomed in after I just zoomed in from home so she didn't have to attend. >> But do we I guess that's my question for you at this point. Given that she'll be the assistant health agent in July,
should we make her the alternative? Would that be okay with you? Because right now it's you >> fine with me. That would be fine. [laughter] >> Okay. All right. Perfect. I will make arrangements for that then. >> I think it
>> No, but I think you'll have to remain until she until July. Not that I'm planning not till I'm planning on missing any meetings but >> I know I know >> okay >> so so Joe was your question Joe was your
question what's going on with the grant committee was that your question >> if there was anything we >> need to be reported to us that's all >> um we at this point there is speculation I want to be clear
about it that it's only specul calculation that it is a distinct possibility that FY27, meaning July 1st of this year, will be the last year of the grant. That's what the bumblings are.
>> Um, I do not know if this is accurate or not, but I think we need to plan for that. Um, at this point, because we have had no success in hiring a food inspector, uh, because our old one has quote
retired, >> um, for like the third time, >> we keep sucking her back in. Um, so we are down a food inspector and we are down, we have not been able to hire a nurse. Like they they're not getting
just not going to happen. So, the grant has decided to do independent contracting for both of those. And the person that just retired as the food inspector is willing to work in each of our towns
to continue to do at least some of the inspections. So, that's good. Um, and we are going to be using the VNA for um, again basically subcontracting out any
of the nursing stuff that the grant is supposed to be covering. >> That doesn't really affect us, >> right? >> Because we have our own nurse, but should we need backup, >> we have access to it. But that's where they're headed with it at this point
because there's really no other options. And um I also know that we are being asked to predict how much money we're going to spend so that >> uh because they you know they want their money back if you're not going to spend it.
>> Um so I know that we're working on what what legitimate things the money can be used for to try and >> do what we can as long as we have the grant fund. Right. That's so that's really where it's at. >> And how much money is that? I don't I don't know off the top of my head. It's
like 400,000 I think a year roughly, but that also covers staff costs and you know, it's not like we get $400,000 to play with. >> Right. Right. >> Oh, that's something. Yeah. >> Are we having any more CPR trainings or anything? >> We will be we are certified. Um we are
in the process of getting this stuff you have to get. We have dummies um through the grant. >> Yeah. and we hold them and Plymouth holds them because we were the only towns that got certified. Uh so we will
be looking at that. We we're waiting for the materials and >> they're on like back order. >> Okay. >> Yeah. And um and then we will have to charge for the classes because it's a cost for the card >> and so that's whatever it is. So that'll
probably be become part of our revolving fund to you know pay for the replacement of the little plastic mouth pieces and anything like that. So >> okay >> that's the but we're hoping that we will
be able to do our first class which is going to be small and it will be for the staff of the c of the senior center. Okay, >> that need to get certified. It works for the town >> and it's good for us because it's, you know, it's good for our first class. Um,
we are sending Annie, our nurse, >> to go and get her certification as an instructor as well. Um, >> so that there's three of us, Lori and I did it. So now there'll be three of us in the office and it becomes something that, you know, we can offer as a
department. Great. Yeah. Okay. I might want to jump in just read my clarification on that. It's been It's been a bit. So, >> okay. >> All right. Great. >> Well, if we have to absorb additional
um services because the grant no longer provides them in the future, that'll be another conversation. >> In the meantime, does anybody have any further business tonight? We do not.
>> Do you have a motion, Dennis? >> I have a motion to uh adjourn if there is no other business due before this board. >> We'll second that. >> Okay. And the last announcement would be March 2nd will be our next regularly
scheduled meeting. And all in favor? I >> thank you all very much. Part: 2
Okay, I'm going to call the uh wager personnel meeting for Monday, February 2nd at 6 PM and to order. Um we are a whole board this evening with all u board members present. Um just a couple of announcements. The meeting is being
recorded by Zoom. Anyone intending to make an audio or video recording of the meeting should notify the chair at this time. Uh items may be taken out of order at the discretion of the chair. Um the first items that we have uh will be uh Tina Betty the human resources director
and Scott please help me in your last name. >> Lamb. Lambi, our new town administrator to discuss the salary of the new administrative assistant posit hire above step three of grade three at step four. Um and then I I see this
hourly rate is that >> it's an hourly position. >> It's an hourly position and the rates figured based on because we've had >> Yeah. No, so the rate explain that. >> Sure. So um so the compensation study that happened
a few years ago the data that came in was based on 40 hours. Um so what was decided through KTU negotiations um was because all of those positions are hourly. We took the salaried amount
divided it by 40 and their hourly grid is just hour per hour and then depending on how many hours your particular position works is ultimately what you make. So those same dollar amounts that are in the bylaw um under salaried as we
talked about before some positions in the bylaw are not salaried. They are non-exempt hourly. And so using that same concept, that's how that dollar amount came. >> Okay. So we're still there's still the
issue of uh the uh you guys your audio cut out. Sorry. Try it. >> How about now? >> I can hear you now. Yeah. >> Why is it red though? It's >> because it's out of power. And there's
the the UPC in the box. >> Little adjustment. >> Please charge the >> D. Can you hear me? >> Yeah, I can hear you fine. >> Okay. So, if we speak at this level, it is going out there and everybody can hear us.
>> Yeah, I'll let you know. I'll let you know if you cut out, but yeah, I can hear you. >> Okay. Um, so Scott, I don't know if you know what the issue is that we've been talking about and and the concern is that we have it printed at one rate >> and we have this differently hourly
hourly rate. Um, so we've been talking here amongst ourselves that we thought it should be an administration issue and a policy set by the board of selectment on which way this is going to go. I mean, we'll go with the the current
methodology, but we kind of see some issues based on the the way the bylaw is printed and the salary schedule. >> I'm sorry. Can you >> In other words, in other words, you're saying it's 27 to 17 an hour. Does that equal the salary of grade uh four of set four in grade three
>> at 30,000 hours a week or 35 hours a week? Yeah. >> No. Does it equal the number in >> because it's not >> because that's 40. So So that's the problem. >> And we did have the discussion that we absolutely should clarify that >> and I don't know if that's going to
require >> doesn't require anything from us. it be it because it's it's from the selectment it and it may have to go to town. >> Well, that was my thought is it probably had to be voted to town, right? >> Possibly. >> So, I get them a little confused because
we talked about at least for going forward including >> the hourly rates in the dialogue. >> Correct. >> Right. Um so you to have the discussion about philosophy about being free came up. um
either I'm not remembering or whatever but I was understanding that it ultimately is going to be a boardment decision. >> No, the last the last meeting we talked about was the a policy decided by the board of selectment not by the wage and personnel. Um you know we don't have
judicial authority. We don't have administrative authority. We are just basically our charge is to make sure that the wager personnel people are treated like the fairly as the other people are in the town KPU and the other unions. So um what you're saying is KTU
does it this way. So even though the salary published in the KTU does not equal what the hourly wage is, if you just look at the number, a full-time job is the average work because it's you only work 35 instead of it's calculated at 40. All I'm saying is clarification.
Yes, we talked about a possible solution of listing the hourly numbers in >> um and does that solve the problem? It's not again it's not up to us to decide. It's up to the administration to decide that that solves problem and that's the policy going forward. I just want to
make sure we're clear on that's all. >> So I'm clear in the way you're doing it, >> but I can see problems with my salary says 32,462 and when I add up my full-time job for the hours to allow the work allowed to work at the town because the offices are
closed, I only make 31,500. You owe me the balance. I can see that as being a problem. So, you know, how do how does that get fixed and we can continue to do this, but each time it comes up, I'm going to bring it
up for three years if I wanted to know how early in the in the time. But having said that, so just by the comparison of KTU, so in their contract, they only have the alleys all >> right. And so, um, they're hourly. So,
uh, you know, I just hired a laborer who's at 40 hours. And so, their offer letter says blah blah blah grade blah blah blah staff. It's the same dollar amount as someone else in that grade at that staff at 40 hours a week. And then this
>> and it may be just something as simple as creating a grid that says here is the hourly wages for for the jobs that are in wage and personnel that are not salary. And that's it. >> Sure. >> And that's not to say again if it's in
the bylaw, that's not to say if the or aging personnel or board, however it ends up coming out, wants to take that that salaried is and divide it by whatever an individual position. Just keep in mind that will increase people's
rates in their >> I'm just trying to a problem later. That's all. It's not a question of >> Yeah. And um so the again what I'll say is if if we are going to prepare some language and and maybe this is the way
to approach it. Do you want us to come back and say here's what we want that schedule to look like could you please take it to the board of selectment for approval and then if they approve it then we'll adopt it and compile. So I thought we were working on a grid.
>> Right. >> Right. >> Fiscal year 27. >> Right. Right. >> Right. So that but >> because this year's fiscal year this was going to take effect in July one. >> Well the the grid appearing in the bylaw
will take >> July. Okay. >> Yeah. >> All right. That's and that's fine. >> All right. >> Remember you that's on the agenda for the >> Yeah. No, that's fine. I just um I don't want it to be just approval from us. I want to make sure that it's policy from
the town administration. >> So when they look at the when when board of select >> look at the bylaws, >> right? >> Understand why we're doing it. >> Right. But and remind me because I don't remember it's been almost every year. Um
>> so I know a town meeting personnel has two articles. They have the money one if they're going to do a cola. Y >> and then they >> No, it's just one. >> No, you Yeah, it's just one. >> Just just one on >> the colas a piece and then the bylaws, >> right? Okay. So, >> it's all it's all together. >> Yeah, but one's the dollar amount.
There's a lot changes, >> right? >> So, that gets presented to board of select then before you go to town meeting >> and finance committee, >> right? So, they're voting. >> So, there'll be approvals from those boards. >> But if they voted no, you could still go forward >> and then and then the town meeting could
decide. Yeah. No, that's fine. I just I I just want that procedure to go through the way so that it's 100%. That's all I know. >> I agree. >> You know, this way there's no more salary. >> Was going to be on an agenda.
>> What was going to be on the agenda? >> How the hourly rate calculated agendas? >> No, wait. Remember Kim? >> Kim sent you that email. She sent an email saying that the board was going >> was on a board of sele
Okay, I'll let you go ahead. >> No, no, I mean it's just, you know, clarification for all I guess, but um Okay. So, we posted a position. Trish and I Trish technically the supervisor for this position. Um we had a number of
interviews. I think eight um you know some good candidates. We we got a lot of candidates. Um some good candidates. I think we interviewed everyone that was close enough good as well as good. And ultimately this is the candidate that we like. Um you know they appear very eager
to come work with us. Um they understood the salary piece of it. They understood what the work is. Um there were a lot of good pieces of the interview. uh the reference checking and we are asking for above a step three um mainly because
given the timing of when this person will start they won't be up for a step increase until July of 27 um and you know had you been able to get this taken care of before the turn of the calendar year maybe we would have done a step free but in any event you know
ultimately we want to make sure that we're paying people in their experience for what they're worth um coming in and that's where we are going to look at this. >> Any questions Eric? >> No, but um I did and this you can tell
me we can table this or talk to it later. I did have some thoughts about um the prior concerns that Tina had expressed about not having um not not having the sufficient vacation to offer individuals when we when we start getting up to a more senior level. But >> I just wanted to put that out there
before I forget it because I have new dad brain still. >> No problem. >> I'm going to use that excuse for as long as possible, too. So, >> yeah. >> Then they get to the age where they realize you don't remember. They're
like, "No, you said it." >> Yeah. I thought you could go. >> Yes. And everything that you knew is no longer available. >> Okay. >> Any questions, Lorie? >> Uh, I do. I have a couple of questions. uh the it in in looking at the job the
vacancy >> it refers a lot to all department supported by the position >> I'm a little uh unsure about how many departments this person is supposed to be supporting and in what kind of
support procedure uh it is. So this position is the administrative assistant the board selectman the human resources department and IT >> they sit in the board of selection's office um as you know uh Chris is the
the assistant to the town administrator and the board of select his position is the administrative assistant for that office. Um, so some of the things I know on the IT side of the house that this position deals with is, you know, paying
the bills. I believe there's pieces about IT equipment kind of helping that. Um, again, you know, we um for budget reasons didn't replace our IT manager with the consulting company that comes out twice a week. Um, so kind of working
on that process. On the HR side of the house, it's similar. Um, there are pieces that are kind of a little bit heavier on the HR side. I don't know if you guys remember, but last year we looked to reclassify this position. It was a grade two uh as most
administrative assistants are, but part of the HR piece of it um brought it up to the next grade to grade three um because they need to understand some of the laws that tie under HR um in terms of forms. Um, again, for the most part, this position isn't necessarily, you
know, guiding, uh, you know, helping people pick a benefits plan or whatever, but they have to have that skill set to understand like, oh, we offer this, you know, that and and just kind of know like, oh, we're 6040 split, you know, those kind of things. >> Um, they also on the HR side, um, you
know, payment thing. >> Well, let me ask you another question. I think what I'm looking at in terms of other department uh or departments supported you're talking about supporting HR IT and board of selectment
not other departments beyond those three >> not beyond those three. Um I will say I think in general the board of selectman's office kind of gets the brunt of >> they do what we don't want to do it kind of a thing. Um so in essence I think both this position and Trisha's position
are kind of always supporting all the departments um just by nature of where they where their office is. Um but you know is it a matter of you know let me answer that telephone call because I know what I'm talking about assessing. No >> no and and and it wouldn't be as it to
say okay uh collector needs help or lose this person. That's not what they're you're talking about here. I I will be honest with you. I mean >> weird stuff happens. >> Well, you know, for the most part, the townhouse, if there's certain level of
all hands on deck, everyone works for everyone or what helps everyone. It's not >> I mean, you know, things about other beyond the three. >> Yeah. >> I don't want to see this person getting
bombarded and being used as as the donkey for everything. >> Yeah. I mean I think you know like you know even just hearing Trish talk in the in the um interviews for this position you know it is very much of that office it's all questions if there's not an answer somewhere before it gets to them
so >> um okay the uh packing clerk they're going to be uh managing the licensing for the town all of the licensing >> um that office does shelfish they to North Beach.
>> Yeah. The job description says uh municipal >> food dealerships. Yeah. So that person will be doing all that. >> Okay. >> And what is this individual the job vacancy requires an associate degree. The person's in currently according to
her resume involved in that. When when will that finish? How does your associates get? Um so I mean her experience is is so like most jobs in general you can't really require a degree um other than
certain professions just by law and so a lot of that is she this individual or anyone sitting this journey may never have degree but if they have years of experience that it then they she's got the years >> but it was it's it's not a requirement it's a recommendation right on
>> and there's usually wording in there that talks or equivalent years or something. Yeah, it was pretty standard. Yeah, >> it was very it was very standard. It was a curiosity thing. >> Uh minimum of 40 year prior admin equivalent combo of education and experience. So yeah, it is open but I
was just curious. >> Her level of experience is pretty decent. >> Um so she would qualify into that. And uh those were the only questions I had with this one with this uh individual.
>> Okay. >> Yeah, that was it. Thank you. >> Um no problem. Uh Tina, break down a week in terms of portion BS, portion HR, portion it. >> I think it depends on a given week. >> Depends. Give me just give me the idea. >> Um
>> is it 50% BLS and 50% HRT? >> I think that's right, Trish. Well, yeah. Yeah. >> Hey, can you unmute? >> Sure. >> I would say it is would not be like 25% with just the bills alone. I don't think
it's that much. And I think for HR, it was scheduled when Kathleen was doing the job that it was certain afternoons that she would handle things for um specific to HR. So I would think it would be more board of selectman just a
little more than 5050. So, so 50 30 20. >> Yeah. May maybe. Yeah. >> Okay. >> Just it's just I ant I see this >> for it just bills. >> Got it. >> Okay.
>> Got it. Um is this Trish? Is this person the go-to person for it if there's a problem? >> No. >> Okay. So, support mainly. >> It's just for bills. >> Just for bills. The only support they would handle would be to give them the um instructions on how to how to reach
out to it specifically. >> Okay. And uh you you interviewed this person, Trish? >> I did. >> Okay. Uh this is a person you want? >> Yes. >> Okay. Thank you. >> You're welcome. >> Thank you. >> Thank you.
>> Uh Derek, you're good. >> Okay. >> Yeah, I read you read that. All right. Um, I'll take a motion if no more discussion. >> Okay. I move to uh approve candidate
um, excuse me, I need my glasses back. I move to approve uh the hiring of administrative assistant BOS HR it with a uh step four grade for fiscal 26
at $26.17 an hour >> grade I'm also going to end at two uh no okay fine >> okay uh can I get a second >> I'll second it.
>> Okay. Um, I'll call any more discussion. >> Yeah, I'll call the role. Lorraine, >> yes. >> Eric, >> yes. >> Uh, Jim, yes. Okay, >> that's taken care of. >> And thank you for indulging me on the uh
hourly discussion again. Sorry. Um, >> good choice. Good choice. The uh next item coming up is uh the uh Tina again and Scott uh to discuss the salary of the employee promotion of the superintendent of streets position at
step seven of grade 13 at an annual salary of 128,314 a 13.75% promotional increase. Um I'm going to uh just in the view of full transparency I'm going to recuse myself from this
discussion. Um I have dealings with the candidate uh through um my business. I don't get any renumeration for it. The town buys product from my company. Um and uh I tend to be the go-to person because I'm local uh to answer their questions. Um so I have a lot of
interaction and I don't want to um uh I'll recuse myself from this discussion. I'm going to turn the meeting over to Lraine and Lraine will run this part of the meeting. Okay. So, I'm going to go look at my iPad at 620. >> Okay. Thank you. We're just gonna say it
is refusing at 620. Um, okay. I'll be stepping forward. >> Yes. >> What would you like to talk? >> So, we have an internal candidate. >> Thank you. Um this is for the uh vacancy
of street trees and parks superintendent which also um handles the transport station and is also the tree warden. Um this position came about uh because of a retirement. Um the incumbent we're discussing uh has
been the interim street trees and parks uh super for over a year now. Um the position ultimately was, you know, part of the reason why it was a year in the making is because the town was looking into if we wanted to develop a DPW. Uh
the DPW wasn't. And so once that was decided, then we posted a position. We got um luckily our intro person applied and um and they you know they applied and they're clearly qualified for it. hadn't done it um not hadn't done it for
the past year but also in that department prior and we had years of experience moving in uh before even coming to the town. So in the past when we and it's often the case luckily uh because it was succession planning and what a great job we all do um you know
especially in our labor departments um we really try to get our um four men I got to come up with a better term for that four person is what I like but it kind of doesn't anyway um for hook
>> um so we have had um you know great success in the fact that our more men have stepped up to become the supers, the department heads once those positions become available to the through uh retirements. And um in the past, what we look at is we would look
at a three-year average of um what that individual made because they are going from an hourly position where they have overtime >> uh stepping into a salaried where it's just this is what you make. We pay you a lot of knowledge on how many hours you
work. Um, and so we take that average and then we apply if this person didn't get the job and they were just going to stay at the foreman, what would their dollars look like the upcoming fiscal year? And then uh take that average and then apply the five to 7%. So in this
particular case as well as at least the last two children that need moved up um the increase actually comes out to the five to seven higher than the 5 to 7% just by nature of what they're used to making to begin with. So um it's one of
the reasons why we are recommending um step seven um where this individual has been in the position and as intro they will qualify for a step increase in July one they're um request I believe was
full 130 and so starting them at the grade at step seven um is a little bit less than that and then moving them to July one uh to step eight will get them to I mean he has a sense of experience. He
has 15 years with Japan and before >> he's got the licenses but too to uh the 15 years with Kingston then >> um he has a pretty pretty good understand that >> and I think you know especially in the labor departments all of our departments
but I think you can visualize it better with labor departments you know our department heads are working department heads you know u fortunately it's not just policy making and answering email policy making answering emails clearing your brain and then also typing
>> in this guy guy's case you know the rich and you know >> um I had a question about his his resume something that he wrote that I found interesting is no criticism no anything it said most recently I work with the
board of select and chairperson to develop and implement a memorandum of understanding between the highly department one department. I think >> working with the departments is is really good because you can share uh
equipment and time and frames. >> How did that happen and how is it work? How's it go? >> So, as we said, you know, the town looked at doing a DPW when it was determined that wasn't the direction the town wanted to go. What was decided? Um
as you know um water and wastewater have um elected in boards. Um so what was decided was with the board of selection as well. Um let's get a memorandum of understanding of this is how procedures will work within the three departments. >> Um so all hands on deck they figured out
what that is. It's really just been implemented. still not really sure how well the fact that they created a body of guidance is is really pretty good. >> Um I had nothing to to uh criticize or
even really question. I mean I think the the the gentleman is uh quite uh qualified. >> Yeah. I mean again I think you know over a year's income is a bit long but it's you know work to process for
>> he had the we had so >> um but I think it you know as opposed to someone off the street like we could really see what this candidate could do and yes you know I think working with the other department heads and those commissions and boards and boards
doesn't have an electric commission on board other than the board of second um you know I think this candidate stepped up with that you know even just a department head meetings, you could you could see and understand that they were working with other departments that you know as a foreman you maybe were on the
sideline for but now you're a player for um and you know knowing the incompetence even just the communication level of um using social media and those different pieces you know I've heard nothing but great things about all of that >> and the interim um how many uh employees
and how many contracted employees is you handle Not >> I know I was looking going how many >> Yeah. So I mean um >> what's weird I'm looking for a transfer station alone and then um I want to say
on the low side it's through trees and parks employee wise have at least eight and then once winter comes you know >> responsible for the safety of 11 man land operations 20 town employees and 28 contracted. So I looked at that. At the
same time, you're also doing that and you're also tracking maintenance and seeing this budget, you know, and it's it's a really, you know, Paul Basler did a good job and and uh I think because he was under Paul Basler, it probably was
helpful >> because I don't think there were problems with Paul. >> Yeah. I mean, I think like I said, I think the town does a good job about if if the floorman is ready to step up or and if they're not, someone else in their group usually is. Um, wants to
step up because, you know, not everyone wants to be a department head, >> right? That's true. >> Um, you know, I think that I think it's makes think the town does a good job in saying, "All right, this is going to be my second." Um, or someone in this group
is going to be my second. Let's make sure it prepares for it. >> I'm a big fan big fan of succession planning. >> I agree. >> Especially municipalities. It's it's >> it's foolish to not think about that. >> Um do you have any questions, Derek?
>> Yeah. um not not so much about um about the candidate that we're discussing, but more so um was this was sort of the opportunity for other individuals who are not necessarily I mean I know we're talking about succession planning but you know not necessarily
uh within the town given the opportunity to apply. Um, >> so, um, it was posted on our website. Um, and so the way the bylaw reads is, you know, technically it's considered promotion. So, we do have to post it for at least two weeks. And so, it was, um,
posted on our website that's considered the advertising and posting for it. Um, so that piece was there. >> Or did we get any candidates beyond? >> Okay. Well, you know, it's I I I value outside I valued outside interest, but
we can't we don't get it. All right. >> That's if it's on the website, it's public, >> right? Yeah. Yeah. >> So, there is opportunity, >> right? >> And I will say, I mean, I don't know, you know, from my past life, not in municipality. I've definitely seen it in more municipalities like I have gotten
the phone calls from candidates saying, I see that posted some is it already earmarked for somebody? And so maybe that's just kind of known in the municipality world, but what I typically say is, you know, we post it and we look at all count candidates because we do. Um, and then for the jobs that are uh
KTU, you know, we're required to post it internally for 5 days, which we do, but we can also do it externally. And right on the posting, we say, you know, external applicants will be reviewing XYZ XYZ date if there's no internal out.
Um and then just so um a little so I know and I know we're looking at like a double- digit increase here as far as percentage increase. Um was there a significant bump um as well when when this individual took over for um in kind
of an interim basis? So I'm just trying to kind of understand the acceleration that we're looking at here from a finance perspective. So the way it works when um when a staff member when a staff member takes
on a responsibility >> we just call him Mr. X >> takes on um the responsibility of a department head and we've had this in a number of jobs not just the labor ones. Um, so what you do is you look at that department head's grade and what
typically happens is we either start them off at step one, two or three. Um, and then they're usually coming from a hourly position going into that and so we still allow them to do overtime if needed. Um, because technically that's their real job, the the non-exempt
position. Um so looking at what the person was making as a foreman and then tying it to the salary job of a department head there is an increase. I wouldn't it was significant in the fact
that um you know again I have to look at what the if in this type of a situation I do a three-year look back and this is part of the problem not problems you do the problem this is part of the strategy
because our labor especially our labor positions if they're in a formative position and they're at like step 10 and they work overtime time they make pretty okay money, right? And so once they step into now I'm going to be the department
head, you do have to give some type of a bump or else who take it, >> right? Because you're going to work the same amount of hours. >> You're going to lose money. >> Lose money. Nobody loses money. Nobody, it makes no sense to promote someone and then have them tell, oh yeah, you're gonna lose money, right?
>> But you're really the lucky. Nobody would take Well, nobody really. Um, >> so I'm not sure if that answered your question, Eric, but >> so I guess so I guess is the the percentage increase is based upon kind of the aggregation of the past three years. So
>> not the interim stuff, not the interim year. >> Okay. Exactly. All right. So it's not like we're going it's not like we're going double, you know, in the in the teens with a percentage increase based on an interim rate already. >> No, no, no, no. Right. >> Thank you. I just wanted I just wanted
some clarification about that. when I right when I try when I figured out where he would have landed. So I kind of looked at it as let's say you were never the interim what would your um form of salary have been for fiscal year 25 you know how because we we still track the
hours right so this is what you did for hours over >> and also the the 13.75% also includes the July 26 b >> no >> no >> I thought you did I thought you said
that also included the July skip >> no he will get us in July. >> But what you're suggesting so the the 128 314 does not include the step in July >> no that note is wrong. >> Okay.
>> So his this 13 whatever it is um >> addition >> is from today's $4 million to step seven of grade 13. Now keep in mind the format is I think step grade eight. So there's a number of steps to begin
with, right? >> Yeah. >> Um and then um so whatever that dollar amount is uh and then come July one the position he'll get bumped up to um step eight. >> Okay. Thank you.
>> Yeah. Thank you. Thank you. Thank you. Um any any further questions, Eric? >> No, but I just wanted uh to understand that better. Thank you, Tina. Okay, then I can I move a motion. >> Oh, yes.
>> It's just you. Just you. Just you. >> Sorry. >> Well, he's going to be so. Okay. All right. So, whenever you're ready. >> All right. Um I move Sorry, this is first time doing this, so I'll probably mug up.
Um >> I move that the Kingston wage and personnel board uh advance for is it favorable favorable action? >> Yes. >> Favorable action for um I can't name the candidate, can I?
for >> not necessary >> for the candidate for um superintendent of streets, trees, and parks at a step seven >> grade 13. >> Grade 13. >> I second the motion.
>> I second. All in favor? Derek? >> I Yes. Oh, I'm used to hearing. >> Sorry, I'm going all British on you. >> Very British. >> I know, right?
>> Uh I uh my I approve. Yes. And motion uh approved. >> Approved. And this the position fees impact superintendent is approved. Thank you. Okay. Now we have to go and
get Jim. >> You had a whistle. >> I can't title. Superend. >> That is how it's in the Bible. Superintendent of the streets. >> Oh, of streets. Yes. Because it's that
>> it used to be the comp study changed it to superintendent street. >> It used to be street. >> Yeah. >> I just think it's >> I always called the director of public works. Well, they tried to do that. >> How I voted on that. >> Did not go. I mean,
>> I think I might have called them that. >> Maybe. I mean, that's what I'm so used to. >> Oh, the superintendent of streets park. >> Yeah, >> that's what it used to be. >> Oh, no. I think I called them the >> Oh, >> because in your mind and in your world,
in the world that I was, we had I had the streets trees because when I hit things, >> what is that guy just hangs around and looks like this tree? It made no sense. I know. >> And we're back.
>> And your husband and I just had a wonderful >> chips down. Is he working? >> He was Iran like >> All right. >> Okay. So, >> everything's all squared away and it has
been approved. >> That's great. I would have read it in the minutes. >> Okay. >> Um, so I'll take the meeting back. Thank you, Lorraine. >> Okay. Um, next is update from Tina Betty, the human resources director. So,
on the widget personnel front, there's not that much. Um, I really just have the building commission position that we're still looking for. That's my only position right now that we're hunting for. Um, that's really it. >> Has anybody sent out additional beyond the one
person that we're aware of? >> We have a handful of applicants that we have. Um, so I think it's just a matter of resing that and um, like they have to revert again. is um any um not that just a little outside the box type of
question. Home show coming up. Um anything that we would do recruitment wise? Uh have we gone to an outside recruiter? >> No. >> Okay. Are we thinking about it? >> No. >> No. Um I I still have a lot of connections in that field. and I've
talked to some of the um the folks that you know get around and and go to the the um educational conferences that they do and so I have a field out there right now trying to see what's going on. >> You were a building commissioner yet? >> I was a building commissioner for 15 years.
>> Absolutely. >> And actually I'm still licensed. Why why can't we just >> Well, I I did that in an period and then the uh ethics commission calls something about two positions >> like quite honestly I don't know that I
have the time >> I figure that but uh >> but in the interim um you know we will you know we'll get there and I certainly will have um you know the ability to help someone along if they're not a seasoned
>> because you can't always have a season. >> No, I mean look this there's a lot of towns that are out there looking >> the problem is available funds versus available really is is okay.
>> So that's continuous basically. >> Okay. Um just anything Derek on your side? Uh, no. I'm wondering if No, I was gonna say I can kind of bring up my vacation idea, but that was it. So,
>> okay. It's I think it is coming up. So, >> okay. >> All right. Um, there's a few this bylaw amendment list we've been discussing and action items, Scott. We've been just trying to hit them off in each meeting and take care
of them because eventually what happens is they become parts of the bylaw that we have to put together for the town meeting. Um it's February now. Um they're going to want our reports no later. >> You should be able to tell us.
>> Yeah, but I'm getting but I'm guessing based on May 2nd uh is it May 2nd the town meeting? >> Yes. >> Yeah. Based on that it's going to be uh beginning April end of March >> uh when we close the alarm is that what happens?
>> Yeah. End of March. >> Yeah. Okay. End of March. So we we so in terms of us it leaves us basically one more meeting after finalize and give everything. So that that's where we said this back in
October that we were going to be here. >> We we knew. >> So um >> Okay. So, I'm sorry for the noise. >> No, sorry. So, um the performance review process, where are we with that?
Anybody? >> Which number is that? >> A one a discussible by law. >> Oh, you're on the agenda. >> Oh, I'm on the list. >> All right. >> I'm on the list, too. >> I'm like, I'm doing the agenda.
>> So, we're doing the agenda. Still working. still work in progress. Will we be able to finish by next meeting? >> Maybe. >> How how good of a solid maybe is that? >> Well, to be honest with you, I >> What's the problem? What can we help you with? >> Give me more hours in the day, more
help. >> Um, but I also um so again, so this came up because the past town administrator was doing performance evaluations on department heads and that's not in the bylaw. And
um it also came that some um department heads have waged personnel positions that uh report to them as well as KTU positions. KTU has in their in their contract how performance
evaluations happen. So some of the disconnect was you know hourly employees are getting um performance evaluation but there's nothing on the ex on the um salary exam patient personnel. So between those two factors it was we
should probably have something in place um you know provided that's going to still happen. >> Well was could we can we get a copy of what KT uses? >> No. So what we've used in the past um is
roughly the same um template that was used for the TA's evaluation. >> Okay. >> Yeah. >> Okay. And again I mean honestly it's a build you know build the bike as we ride it type of thing. I don't care if it looked all I'm trying to do is get
something in place. So I mean I think we could put something in there that's very generic that could say you know um town administrator is to annually you know whatever you know annually review the performance >> conduct reviews >> of the department in any way position
that reports to them um and maybe we even just say it you know based on that town administrator's uh format I don't know you know because again it you know wage I mean KTU has years
before this is what's in the contract I thinkal exempt employees so >> the goal is to establish a performance review process >> right >> um the uh I I would suggest that we
uh borrow quite a bit of what you just said regarding the town administrator conducting the reviews based on um guidelines currently in the town and the town administrator's discretion. >> Start there.
>> Right. I think just like a capture, right? I don't >> what I just Yeah. Just just what I basic >> Derek do you agree? >> Yes, I do. I I think that the I I think that very high level like that should be sufficient at the at the very least it could be a placeholder until we go
forward. >> Okay. >> Are you comfortable with that Scott? >> Okay. You Yes. Okay. >> Well, again, the goal is to try to wipe some of these off and I'm not doing >> I will tell you this. >> I can see that being a big one to do.
>> Well, this is the thing, right? So, this is this will be good. Eat it up. But I tend to bake everything here when it really just needs to be here sometimes. And so that was kind of the like, oh, I should get a form. I need to get this. I need to get that. And I think if you just capture and put something in there for
right now, that's good enough for right now. >> And then and then once you go through the process, you'll find out >> work on it. Right. >> Right. What you don't like, what you think you need to codify to help do it better. >> Um, and then feedback from the people that are getting the reviews. Did you
>> is this what you expected? you, you know, I mean, the goal is is not to review people to see if they're doing the job. The goal is to say, "Hey, are we still a good fit? Are you still a good fit? And is what can we do to help that all work out?" That's basically
what we're the short version of >> in other environments. You know, usually the performance review is what dictates a salary, right? It's not fun what happens here. But I do think it's important for employees and their supervisors to sit and and you know go
over like this is this is the goals. This is what the department's trying to aim for. Um and just you know get that get that on paper and get it so everyone's kind of pointing in the same direction. >> Okay. may not from a succession planning standpoint. It's a chance to say where
would you like to see yourself in >> right >> and in your job then great let's let's find opportunities to get you there. >> Agreed. Agreed. So um >> I can get it off the recording >> and I'll I'll you'll sum something up
and we'll >> I think the only other piece to add to it is the timing of it. Yeah. So um it should happen like April 9th. time to work on it. >> We're getting ready for meeting, >> right?
>> I think it should happen. >> I mean, over the summer. >> Yeah. I mean, >> for fall. >> Yeah. To be done before fall, but I mean there's nothing tied to it. That's true. >> Right. It's not Yeah. The the salaries are going to roll up. The person's going
to get another year up. That's going to happen. >> But really, it's it's a great tool, right? >> But it's not going to be >> anything. >> It doesn't prioritize other things that need to be prior. It's not >> so
I think but like getting it done and having it in place is a great idea. um to say that we're going to do it every year at >> April. >> April may not be, >> you know, but to do it after town meeting after everybody gets a little
breather and and you know, once they kind of know that starting to line up their projects that they just got approved at town meeting, then that's a great time to do it. >> And and that's a great time to say, you know, are your goals and objectives aligned with our goals and objectives?
Are we all, you know, doing what we can to support you? And by the way, these are some things that we're expecting. And >> and also based on what could happen as a result of town meeting, there may need to be rebalancing adjust. >> Yeah, you may have to rebalance one
department to another department and and use some positions to be able to do it. >> Do we have to put a like a timeline in there? Like >> annually, but it should be consistently annual because >> it may not I mean that may not work. We may try that and say, "Well, I wish we
did this in the fall." >> Yeah. >> I I I think I think we should try to just do it this after town meeting. See what happens. Get your feedback. Get your feedback and >> come back and fix it if it needs to be fixed. But, but I think we should turn
around based on what you said, Tina. Do something. >> And uh and I think that's what I'd like to, you know, Sierra toward, which is get that done. Okay. >> Summer work in the process in summer. Have you experienced other department
head appraisal systems? >> Yeah, I've done them before. >> And do you want to >> I've never found one that wasn't awful. >> They're all painful. >> Sorry. No, no. I was just I don't know
if there's um a format that we can start with. >> Yeah, I definitely have. >> Yeah. we can work together to come up with something. >> I think summer is good. >> It's not it's really not that heavy, but I think once we
>> decide what we want for our >> I know generally we have a quiet summer here in our group unless there's something really silly like composition. >> Okay. Thank you. So,
>> so is this first going this first go around going to be just town administrator digital department heads and not anything beyond that? >> Yes. >> Okay. >> Okay. Let's at least before we run,
>> right? >> Yeah. Really? >> Um, >> excellent. Thank you. Tina sent an email December the 16th if I'm not mistaken about the positions that need to be sworn in and which positions have appointed terms.
Um I looked at that email Tina and um >> I didn't see I didn't see our positions in there so I was just curious. >> They're not these are employment just employment positions. Okay. All right. So that that covers all the employment positions. >> Okay. Um, you got that
>> there are some wage and all positions in there. >> I think he meant position and I have not >> Oh, no. Well, we are, but not not there. >> We're not employees, right? Okay. >> You're not in a list of positions.
>> All right. So, um, okay. And you have that, um, way of coal, measure of leather, the measure. >> I checked off some of the ones that I thought made sense, but then the ones
that weren't, you know, uh, >> I assume you'll try to clean up this list. >> I came up with four of them. Honor accountant. >> Yeah. >> Scaler of Weights and Measures. >> Yeah. A sleeping treasure pretend in the streets.
>> Well, not something you got. >> Well, it says just an assessor. What is our assessor an administrative assessor? >> No, our assessor is a principal assessor. So, we have a board of
assessors. assessor officer is listed. >> Yeah. I mean there's probably >> been the principal >> the only question I had was when when it
comes to temporary treasurer interim uh temporary department head um they would still need to be sworn in >> right those are still they're not in the bylaw >> right >> so I don't I don't think we need to impound the beast settlement disin
>> building commissioner you said yeah >> right >> measure of lumber Yeah, inspector of line. That was a favor. >> Inspector of what? >> Line. >> Line. >> Line. >> Line. >> Line. >> Somebody act like that. >> Now, what about the treasurer and
collective? But it says town officers that may be elected included, >> right? >> So, very soon we're going to have an appointed treasure collector. So, should they be on there? >> Yeah. >> Yeah. >> I think if they're elected, they're on
there. But I think if they're appointed, they should be on there as well. Appointed officers of the of a town. It's GL41107 right above where it says town cler >> town cler town moderator. Elected or appointed members of board commissions elected or appointed officers of a town.
>> All right. So treasur collector. >> Y >> that we just have one position. >> So you are you what what's your intention uh with this list? Well, to carve out just a list of the people that we uh believe should be sworn in that
are wage and personnel positions. >> Okay. So, do you uh intend to put this into the bylaw? >> Um >> the the positions that we um consider valid enough or not valid but important enough for
>> I would include them. I would include them in the bylaw and I would also put down um plus any other positions deemed by town administration to be needed to be sworn in. >> Just add that last little catchall.
>> You want to do it on schedule A that they get noted somehow that they're sworn in or you want just a paragraph. >> I would just put a paragraph before. >> Yeah. Well, just >> I don't think I should block if you're not gonna
>> No, I don't know about schedule. >> It could be in the general >> if you want to put a paragraph. >> Where would you mind? >> Or positions in section. >> I'll look and see if I can be I think it be tied into the appointed how how a
personal position gets hired. >> Yeah. >> All right. You know, in that session. >> Yeah. And I don't think we really need to have everybody's efficiency. >> No, it's whatever is in wage personnel. >> Wage and personnel only. Okay. >> Okay. >> All right. So, you want a paragraph?
>> I want a paragraph if possible. Then guys, >> chime in here if you don't agree. A paragraph that will be somewhere in the beginning is as far as um the hiring of the >> as as Dina said. Yeah. >> Okay. >> And what do you want the paragraph to
say? Um the the certain positions in the town must be sworn in. >> Okay. And they include >> okay >> and then list them. >> Okay. >> And then end it with a catchall that says plus any other position deemed by town administration as being part of
this bylaw. >> Okay. That sounds great. >> Okay. >> The recording. >> Yeah. You could also make a note that it says, you know, under MGL chapter 41 >> 40. You don't need to go into all the sections and stuff into the ones that aren't current, but just as something as
a reference to say, okay, they can go to MGL 40 and find that information out. >> Yeah, I think that's fair. >> Yeah, I think I think it's fair. Fair enough. 41. >> It's 40. >> There's multiple 40. There's 41.
>> Um I think it's So, what would you want to put down? uh GL uh must be sworn in positions uh sworn positions must be sworn in as per mass
general law sections 41 40 >> okay >> um >> chapter 40 41 >> chapter I'm sorry 40 41 um >> sorry >> 107 >> you're writing it's it's she's listing it as GL but it's really NGL
>> NGL chapter 40 >> right but I don't 40s that pertains to any of our position. I'm only including certain >> Yeah, you're right. >> Yeah. >> Y general law and not the chapter. >> No.
>> Okay. There's no point in saying that the statute says you have to have 40 40 I would leave in because there we've talked multiple times about u uh the accountant and the auditor are in 41 and 40
>> sorry >> okay temporary town treasurer collector we have that position happening now I would just cover ourselves put Okay, we have I do have a question. What is a Tom Bl
>> uh assistant? No, I'm sorry. Back up. >> Where is it on the left? Um, town clerk pro 10 chapter 41 section 15 vote 2/3 down right right above the red supervisors of elections.
>> Oh yeah, town clerk for temporary. >> If in a town meeting the office of town clerk is vacant or if the town clerk is absent, the meeting shall elect by ballot a temporary clerk. >> Thank you. >> Google is great.
>> It's actually Bing, but yes. So if you have the town clerk and the assistant town clerk and they both have the flu and it's town meeting and somebody comes in refer them. >> I know. >> Okay. >> Okay. >> I know I know when our town clerk like even for certain votes can't sit up there. >> Correct. As a town clerk.
>> Yeah, I've seen that happen here. >> Well, thank you very >> Yep. I'll get I'll take it off the record. >> Okay. Uh next item. Review drafts of section five with in-depth background checks for department heads candidates added.
Okay. Um, I do have a recommendation and I have a tendency to lean toward council uh a lot because that's what they're paid for. >> That's true. >> Uh, yes. Um, she refers to background
investigations, not background checks. So I would like to make that change to >> all references go to background investigations not checks. >> Well so these are just for the t the department heads investigations
department heads background checks are for other positions. Yeah, there other this is specifically for those that the the higher drug positions but I do investigations. >> Yeah, that's what it is. It is
>> um Okay. >> Do I'm sorry I don't have the bylaw in front of me. Do we for for background checks? Isn't Massachusetts one of several states where if we run a background check we have to provide the applicant the option of reviewing what the background check found?
if it's a reason that we won't hire them for it. >> Right. >> Okay. Does that need included at all or >> Well, she also uh Kate also included warrants >> to uh have an applicant sign knowing so
that they're aware of >> So that they're aware of it. Okay, that's >> Yeah. So they're not going to get caught. They're going to have they need we they will sign off on the attached forms saying they want the financial and this and that and the others. Uh so they
are aware of of what is being uh looked at. >> Okay. Okay. Um any other questions on that? >> Not on background investigation.
>> Uh add documented sick donation process. What kind of laptop? >> All right. To be continued. QVC. >> I'm just not >> Oh, that's good. >> Okay. Uh change in the definition of exempt employees in section two
definitions. >> Which letter are you on? >> Uh I'm sorry. Hold on. >> I'm I'm doing the agenda. >> It's a over here. That is eight over here. Derek's changed the definition of exempt
employees in section two definition. Please see is common page C is common on page two of his document. Tina has pro Tina Tina has provided new definitions for exempt and non-exempt employees. >> Yeah. So I am working on that. I just given given what we're talking about in
terms of those grids and everything. I just want to make sure that they're clear. >> Okay. Will we be okay? >> So 2 VC and finished. Okay. Thank you. >> Did you skip um add document and donation?
>> No, that's to be continued. >> Oh, okay. Donation. All right. >> That's to be continued. >> Okay. Very good. >> Okay. So, we're as I said, I got three check marks and I got couple of TBC's. >> TBC's. >> Okay. But that's the idea is we're going to knock these off. I mean, and then and
at the end, Tina, if there's anything we can help you with, please. All right. um ask us and you know and again it may not happen at the end of the if we don't get to it >> is always next year >> this fall time. >> Yeah. >> Okay. I mean, a lot of these things were
clean up, you know, >> right? We're cleaning up. We're trying to do the best we can. Absolutely. >> All right. Um, re This is F on the agenda. Review draft schedule A, schedule D, and new hourly rate schedule, schedule E, the non-exempt
wage and personal employees andor change section 7 compensation hours of work. That is >> Why did you like schedule A? Uh, I thought scheduling was, you know, it was clear.
>> It was very clear. >> We were changing the group though. I thought we weren't going to use the group anymore. >> That was the only question I had because we talked about that in that section going into the way back. There was they
had these groups, but they don't have all of them anymore and they changed. >> You talked about changing them, but then they never decide. Yeah. >> So you could eliminate the group. >> Then you would need to change section seven. Correct. You couldn't just eliminate it.
>> No, you'd have to delete seven and then the column here. Is there a point? Is there invalid point? Is it important to have that group? Because that's changed since uh the the the laws I know are
happening here somewhat. uh because then they they they went from uh it went beyond administrative and uh clerical and then into blue collar and computery and um computer. >> Yeah, but the the groups are based on
that. So >> well that that was that was the uh the federal list >> because there's nothing under well any sort of there's nothing under like recreational >> Yeah. You know what I mean? for library
specifically. So is there a valid reason to have that column there? >> I think you would need to ask Kate about whether you could delete section 7 I hours of work. I think you would need to
ask someone if that could be deleted in >> because some of those ones that are dealt as administrative um and then the hours of work those aren't necessarily they don't necessarily
>> right because it has supervised 35 hours but that's a case right >> yeah And the groups are identified in the job descriptions, the notices of vacancy as well. And >> I thought we were going to add the column that noted the exempt non-exempt
positions. >> No, because you said you said they were already marked by the E >> on the on the >> still. I guess you'd have to ask Kate, can we have something in about a normal work week for a full-time employee?
>> I just think it's hard because, you know, it depends on what building you're in. It depends on, >> you know, it also depends that you have different, you know, over so many hours now certain benefits kick in. >> Yeah. >> Um, so, you know, there's this is a rock in the pond where Ripple touches a lot
of things. So, you gota kind of um we're not going to sell it out tonight. >> All right. So, just saying >> it's a you could put it on the list for the United >> Oh, yeah. No, it's a TBC. TBC definitely. Um but
>> Well, do you want to look at at the Do you want to look at any of the schedules that I did? >> Um >> the last one you did a great job. >> Yeah. No, I looked at I looked at A. I thought A was fine and and I don't have any issue with it. But but the >> the whole >> No, I I understand
>> what what do we this one issue about ours is is the one that I'm a little concerned about is how we put it into this bylaw. And the other option is they don't do anything. Let them sit based on the positions they're in. What's full-time exempt is full-time exempt.
What's parttime is part time. We have in the schedule it says at the bottom that if somebody works less than full-time the salary can be prrated to an hourly wage. >> So it covers a lot of those problems. So um you know I think that the
>> I'm looking at schedule E. So you don't Well, what about the title for schedule E? >> Non-exempt hourly rate schedule D. >> Did you still want the four schedule D at the end? >> No. >> No. non-exempt hourly rate period. >> Right.
>> Non-exempt hourly rates, right, Tina? >> Exempt annuals and then non-exempt hour. >> All right. So, I can make that change, >> right? >> We're gonna we're gonna run out of time. >> I know. >> All right. But all we're doing is cleaning up the Bible.
>> All right. So, the format of schedule A looked fine. >> Yeah. Right. >> Yes. >> Yes. >> Okay. My my goal is next week or next month rather I'm sorry we get together is um >> well February >> February >> yeah we're this is the January we're
going to have to be so we have two meetings >> yes that's right >> um the goal is to vote on the final changes to if you're looking at the agenda to AB and C >> Y
>> okay finish D and both those in March. >> Okay. And then we're down here to GH and I >> Okay. >> Okay. So, right now it's E and F, but to be continued. Okay.
Um because I don't want to give you so many things you have to pull out this recording that you know. >> No, I understand, right? But I'd rather get the schedules than disperse because if we have a cost of living increase then I'm also going
to have to change. >> Right. And we don't do we have any idea when that's coming? >> Well I talking Okay. So the longer we wait the better. They only got to change it once. >> Well no I'd rather do the format changes
and then do the limit. >> All right. All right. I have to talk to your husband. >> He was very nice. >> He said he said she will tell you what.
>> Oh, you said that? >> No. >> Um, all right. Well, let's go on to uh G. Include additional leaves in section 12 of the leave. >> Ah, question. >> Of course. Of course. Of course. Um
and let me just >> family and medical >> family and medical leave a lead. There are two there not there's a inconsistency. These are the the uh things that Kate sent. Okay. And the the
first thing I noticed on the parental leave policy section two she's referring to 8 weeks hu gives 12 weeks. So 8 weeks will not me
will not be commensurate with what's happening in KU. So KCU has um they call FMLA and parental leave in Massachusetts
is 8 weeks but what tends to happen is you take 12 weeks um 12 weeks of detecting time but they can take well they don't have to take 12 but the policy then then they
should tell them Okay, we're going to give 12. You have you an opportunity to pick up 12 weeks. So, in and what she's saying on her policy here is eight weeks. That's wrong. >> Well, that's parental leave. >> Well, that's what we were talking about.
Not FNLA. We're talking specifically about parental leave policy. >> So, parental leave >> parental leave would not be under family medical leave and our wage and bylaw and section E. They're they word they're concurrent, right?
>> Yeah. Because it does say for birth and care of an employes child right there, black and white. That's parental leave. >> So the other piece to that is if I don't qualify for FMLA, I may qualify for parental leave. >> So now you know the discrepancy 12. Somebody's going to come in and know by
law it's all 12. >> It's all 12, >> right? >> Under parental leave, it's 12. >> Family medical leave is 12. I understand >> there is no parental leave. >> So I think what Derek's point was quarantine vision and chases quarantine
leave for 20 weeks. So this is how new employee comes to me and says I have to I'm going to go adopt a child. I'm going to say well you don't qualify for FMLA because you've only been here four months but you qualify for parental leave. You can get eight weeks of
protective. So there are it's two different things but they concurrently. So someone can't come in like I want a week comparatively and then the 12 weeks. >> All right. So that means personal leave.
>> Does parental leave uh still have to be qualified for $1,200 one year continuous? >> No. >> Does not. >> No. >> Yeah. >> And that's why it's in place. So there was like I said, Massachusetts is one of the states that does it and they so they
put it into place so that you know I get hired and oh my god you're pregnant. I had no idea or or where it came from. >> You interviewed me and I was pregnant and now I have to take time off. You can't fire me because you never told me you were pregnant.
So >> we would have to uh reumber these under other leave section 12 add a parental leave section >> right we don't have that right okay >> we don't have any three we don't and KT
doesn't have any of the three either >> we have family medical right here >> but not necessities or we do not have >> those have to be added >> okay do we do we at the last meeting you said two were long and they didn't need to be
>> that's what is saying >> that's right >> all technically but >> so were you thinking of adding all of them or just one >> so in absence of a contract or a bylaw that doesn't have what the law requires
you to give prevailance >> okay >> if the contract or bylaw gives more >> the contractor >> can't give less >> you can't give less and give more. >> So we never put small necessities in this or in a contract. >> So someone will come to me and be like
where my small necessity days. >> Yeah. >> I don't and I don't have to go it's on the contract you don't get it >> but that they are stat small. So there really is no reason codify it into a bylaw when it's already
in the mass >> and parental parental leave is not >> typically something you'd find in like in the back exhibits or something they I do typically I've seen couple
>> they had to yeah >> it's not part of the front end of the document it but by the way back here is all >> right Having it not in the contracts or the bylaws doesn't mean you don't follow it. So we
can add it. Absolutely. We can do it >> which is what I'm saying. That's just standard but I've seen it back there. >> Yeah. >> And the question I have is okay our job as wage personnel is to provide
employees with uh um benefits and wages commensurate with other employees. So that's why I have a tendency to say is it an engagement contract? If it's in the contract, if it's not in the contract, it doesn't mean it doesn't apply. But if you got
statutory support, you know, are you just making things? The only question to me would be the parental leave. That's the one I'm a little unclear on because that is different than FMLA. I do not understand
it as well as as I do now or better. Um, >> could could you just add a section G that says um uh all employees are entitled to uh any other
uh additional leaves outlined in state statute. >> It's not I don't see it in this section, but I'm just saying >> unless it's in this lane. >> It could be. I didn't go there yet. >> All right. So, um, >> trying to pull up the KT. >> Yeah, let me look. >> Yeah, no, that's okay.
>> If it's in there, then even if it's in miscellaneous, I'm leaving I I would vote for leaving it alone. >> I tend to agree there because I I also have a worried >> section L. Nothing in any section of this bylaw shall be construed to conflict with any section or any chapter
of MGL or with any federal statute or regulation. >> There you go. >> I'm done. >> There you go. that gives you the your your uh the out for eight weeks to 12 weeks uh for a new employee or >> and it gives the
>> right that's the catch all I was looking >> that's and that's what K was saying like it's not listed right Derek originally was like there's all these different things and what which is absolutely true and what Kate was saying is even though it's not listed doesn't mean you can't give it like you have to give it
>> just because it's not brand doesn't mean a lot of >> Der are You okay with that? What I just section I? >> Yeah. Yes. Yes, I am. Because I also, you know, hearing hearing this conversation makes me think, oh my god, this is a lot to keep on top of. Um,
>> it's a rabbit hole that opens up more problems. So, >> right. And it's not and it's not exactly a regulation that's prescriptive in the sense that says the town must do X be it's not a requirement that we need to kind of have as as some sort of ongoing tickler or notification about. So I I am
I'm fine with that. >> Okay. So I I think as it relates to G additionally we do nothing and we keep our law as it is. >> Um >> yeah. >> You agree? >> Yes. >> Derek agreed. >> Agreed. >> Okay. Jennifer
>> I'm happy. >> Okay. You guys you guys >> not active on that. >> So that's >> What number is that? >> The on the agenda, >> right? What number is it on? 10. >> Part of 10. >> Part of 10.
>> Yeah. Part of 10. The other the one part of 10 was just updating the hours um for FMI. >> Yeah. There was the 1250 the 1200 1250 >> right, 1200 in the in the in the we just have to make it 1250.
>> And what about adding in the military? >> Military leave is >> Yeah, military is not in there. Again, it's something we have to do. Well, >> oh well. >> What' you say about military? >> It does. It can be in there. Again, just
not in there doesn't mean we don't. >> But isn't it covered by federal law? >> Yes. >> So, why don't we just leave it alone >> this year? You can come back come back later. I mean, I this list is a big list that I just chew and uh I I'd like to
eliminate this question. last year for I for military leave. >> I do. I do not recall seeing >> that's all right. It's all right. >> I don't recall seeing it either. >> But again, I think we're covered by I >> mean with the stuff she >> Yeah, she only did parental leave,
necessities, and domestic. >> Oh, she didn't even touch because we looked at these under. >> Okay. >> Okay. >> All right. Um >> wait, >> go ahead. Well, can you at least take a vote on changing the hours?
>> Um, yeah, we could do that if you want. I was >> Well, then we could really knock it off. >> Okay. So, uh I'll take a motion to uh update the bylaw for uh the uh family medical leave portion uh and updating
hours where it says eligible employees one continuous year of employment of at least 1,200 hours should read one year of continuous employment of at least, 1250 hours. um and any any mention thereof of that 1,200 and 1250 hours in the bylaw. I'll take a motion.
>> So move. >> I'll take a second. >> Second. >> Okay. Uh any discussion? Not hearing any. I'll call the role. The range. >> Did you just say against? >> No, he said it. He said
>> second. I like to put >> I like to put stuff forward and then go against it. I'm contrarian like that. >> I'm so sorry. Um Um >> I I >> Yes, Jim. >> Oh my god, that was so funny. All right,
so now is it's finally done. >> No problem. voted two. That was fun. >> Okay. >> H uh change in section 12 otherly family medical. That's what we just did. >> You just did. >> So that's checked off. Change in section
14 grievance procedures. >> I haven't done that by council. >> I have to review team >> provided us with the green. That's okay. And I I at the last meeting saying I defer to council labor council for
language and content because that is her job. >> But there's no one that says you can't disagree. No, that's okay. But um what specifically do you recall having an issue with that, Derek? >> H trying to remember.
>> I know your brain is probably fried at this point. >> It's in the middle. >> Yeah. Oh, I I think the concern here was that it, if I can recall, and I think we actually talked about this with >> Oh my god, >> we talked about this at the last, >> right, with the member of the board of
selectmen whose face I can see. Um, and it was more just that and and this kind of goes back to the discussion for earlier in there about sort of um parental leave. The fact that I didn't want to I I thought that it should
include the fact that you that there still were grievance procedures beyond what was available to them and >> Oh, that's what we talked about and stuff. Yeah. after discussion with Kim, it it seems like that's that's very much in line
with kind of what the board of selectmen was thinking and that just because that language is not in there does not preclude someone from that. So I think >> going >> I remember that now. >> I think going I think going with what we have um that's in there now is fine. So
I would have this removed and >> one less one less thing if if others >> have to. >> All right. So right now it's it's it's done. >> Uh we're going to leave the grievance procedures as is. >> Correct.
>> Thank you. >> Uh next on the any other discussion for the good of the groups. >> How about deleting those KP conditions? >> It's on my list. >> Yes.
>> And that will be one. >> Oh yes. >> Because that way I can make those changes. Just once you vote them, I can make changes. >> Hey, you needed to vote on the >> So, you need to vote number one and number 13. >> As long as two's already been done.
>> Oh, it has. >> As long as Tina agrees on one and 13. >> Okay. So, number one, the proposal is to delete the position of administrative assistant veterans. >> Um, do you have a problem with that? >> Okay, Derek,
>> no problem at all. with me? >> None at all. >> I'll take a motion then to delete the position of administrative assistant veterans in the bylaws of uh the town of Kingston >> from schedule A. >> From schedule A. So moved. >> Uh second.
>> You have a second. >> Thank you. Uh I'm going to call any discussion. I'll call the role. Lorraine. >> Yes. >> Derek, >> yes. >> Jim, yes. Okay. Next. uh delete the following KTU
positions from schedule A. Assistant to the fire chief, assistant to the town account and finance director and payroll coordinator. Um these these moved to KTU were moved to the unions. >> The so the assistant the assistant of
the town and the payroll coordinator are in KTU. Yeah. >> We thought to we thought the last negotiations they were going to come out they did not. They will not. >> Okay. And then the assistant and the fire chief originally was put in to region personnel, but ultimately it was
decided it really belongs in KTV. >> Okay. >> Okay. >> All right. Uh any concern, Eric? >> None. Lorraine. >> None. >> Okay. I'll take a motion then to delete the following JPU positions for schedule A. Assistant to the fire chief, assistant to the town accountant,
finance director, and payroll coordinator. >> So move. >> I'll have a second, please. >> You have it. Thank you. Uh, any more discussion? I'll call the role. Lorraine, >> yes. >> Derek, >> yes. Jim, yes. Okay. All right. You got
your votes. >> Thank you. >> All right. Next item. >> Revised scheduling. >> Correct. >> I'm just going to get rid of those position. >> Yep. >> All right. Uh, next item. Email from Tina, human resources director, dated January 27th,
regarding the license stipen payment for the position of superintendent of streets. Uh, again, I would recuse myself from this as it relates to the superintendent of streets for the previous reason that I stated. >> Uh, Lorraine, I'm going to turn that
over to you to handle this. >> Yeah, great. Because I can't find my name. >> Okay. Well, I I read I read the I I can pull it up if you want to see it and I can leave you my iPad. >> Oh, I I would appreciate that. >> Y just give me one second. >> I had it and I don't know
why I don't know this. My good time. >> It look like this. >> Yeah. >> Yeah. at home. Do you want me to make you a copy? >> Um, no. I'll just I can look at it for two seconds. Okay. >> Yeah, you don't. >> You need to give it back.
>> Anyway, matter of fact, I think I looked at it. >> It's in this one. >> Oh, you know what? I was trying to print it out today and that was one of the things I had a problem with. It is that >> here it is. >> Yeah, because there was a three in that street box. Yeah.
>> Okay. I'll let you guys. >> I had no things. >> Everywhere. >> Everywhere. Good lord. >> Come on, Jim. >> Yeah. Do you want work for my paper? >> There we go.
>> I gave it to lights and stuff. Yeah, we were talking about >> this. This is cleaning this up, right? So when we um last year whenever we did it, it was discovered that the um water and wastewater superintendent were still
getting siphons for the license. They they are required to hold and they are they get it based on the dollar amount that KTU has negotiated. >> So this is cleaning us up because now it's the same thing for the streets and parks. It's just matching the actions to
something you know correct. Okay. >> So, it was just formalizing and and >> it is happening. It's just >> Yeah, >> just formalizing and in and making people aware >> something to be able to go back to for
the auditors. >> Formalizing and and Okay. Um, do you have any questions, Derek? >> Uh, no, I do not. Yeah, it it seems as
if it's strictly housekeeping. >> Okay. Um I would take a motion to add um >> how about add the footnote? >> Yeah, I was going to say three footnote
>> um to the for 27 for the position of wastewater superintendent. water superintendent >> and uh street superintendent >> street waste water and water already have it. So it would just be for the
superintendent in the street. >> Okay. >> Is that all right? >> Yes. >> In schedule. >> In schedule. I apologize. >> No, that's all right. >> Okay. Basically, it's just >> Okay. Yeah. Yeah. Yep. Was already there. So the three is for uh street
street superintendent streets correct. >> All right. So I move to um >> so I'm sorry. Which employees need to have this added to them? I'm just looking >> does the position of superintendent of streets >> streets? >> I I inadvertently included water and
waste water. They're already there in it was my era. So, um I would uh entertain a motion to um add the three asterisks uh to the streets superintendent or
superintendent of streets uh relative to uh professional licensing >> and stipened. >> So moved. >> Okay. Dere and I I say yay. Uh Derek, we have
>> Yes. I'll put I'll put the a I'll put the wording for the asterisk in the moment. >> Yeah. Yeah. Yeah. That was by that really got me wrong. >> No, no, that's all right. I'll just I'll just put it in. I'll put the three asterisks and then I'll quote Latina with the
>> Yeah, that's See what happens when you get me all screwed up in my >> I know. Well, you didn't have your paper copy. I >> didn't have any >> and that's when I ran out and I totally >> That's not a big deal. No, but it is for me because now I got all messed up.
>> No, you didn't get all messed up and it's easily 15. You know what you wanted to do. >> You know what I was trying? >> Yeah. Well, don't worry about it. >> Okay. So, Jim can come back now. >> Did you find Jim? Okay.
>> You should have come back. You should have stayed because I >> No, you did. Don't worry. Not wanted to. All right. Next. >> That is good. >> Um, the minutes from the mail.
>> Oh, I'm sorry. I'm sorry. What was it? >> Schedule A. Another position deletion. >> Okay. Hold on. >> What was the mail about? >> Uh, you sent it to me, I think just last Thursday, the 29th.
>> Oh, the um public works director can be taken off. >> Yes, I saw that. Yeah, >> okay. >> I have no questions. >> Derek, anything on your side? >> I wouldn't. >> Um,
>> I'm such a >> I'm going to just recuse myself from it because it's a public work director. He would quite frankly that would be a position that I would end up dealing with. So you know I just think it's the right thing to do. So I'm gonna sit here
for you guys. >> I'm gonna pretend you didn't come back. >> So Jim is refusing at 7:33. >> Well, I had him come back and said I'm just going to leave them on. >> Yeah. MIA. Um, I vote to delete the position
in schedule A of public works director. >> Sec. Uh, second. >> Um. Oh, okay. All in favor, Derek. >> Uh, yes. >> Yes. Lorraine. Yes. Okay. So moved.
>> All right. Thank you very much. >> I'm back. So, I can make a lot of changes to schedule when it's all the change. >> Yeah, that's fine. Yeah. Okay. Can I Can I go to the next thing? >> Yeah. I just want >> No, it's fine. I just want to make sure I didn't miss anything. I'm trying to be
a wise guy. >> We're We're going to run out of time. I just know it. >> I try to do my best. >> Have to have >> Hello. >> Yeah, >> that's typically what happens. >> It happened in the past before. No, I
just I'm going to roll you I'll send you a new version of scheduling. >> I just don't like having to drag you up from the cave. >> No, it's not. I'd rather make changes as we go along. Yeah. >> Okay. Next item is the uh draft of the minutes from December the 15th.
>> Uh any questions, discussions? >> No, they were fine. >> Okay, Derek. >> Uh no, I didn't have any discussions upon re or any items upon review. >> Okay. Uh, I'll look for a motion then to approve the minutes of uh, December the
12th, 2025. >> I have a second, please. >> I heard the second. Uh, I'll call the role if there's no discussion. Lorraine, >> yes. >> Derek, >> yes. >> Jim, yes. Okay. Um, let's discuss the
agenda for the meeting. February the 16th. It says holiday. >> Is it a holiday? No, I know. It's Lincoln's birthday. >> What is that? President's Day. >> President's Day. Yeah, >> President's Day. >> How about the Monday afterwards?
>> Yeah, I don't Monday nights seem to be good at the time. I don't think >> Yeah, I'm good. >> Who said? >> That was me. >> Oh, sorry. You can change it. >> You could do it by Zoom. >> We can do If I can do it by Zoom, I'm here.
>> Oh, no. Just say I can do it by Zoom. >> I can do it by Zoom. >> Done. >> Yes. Yes. >> Uh that'll work for me. >> Okay. Works for me. There you go. All right. >> We post at 6:00. >> Yes.
>> And we can cancel February 9th. >> Yeah. >> Correct. >> We'll cancel Thursday. >> Thursday. That we intend to hold. >> Yeah. remember I posted two. >> Yeah, she posted too in case we had the um snowstorm, >> right?
>> But the rolling agent. Yeah. Okay. I wrote it down, but I didn't do the P >> because that was one of mine. Three, four, five. I was >> We've got to do the night. >> Yeah. >> Yeah. >> Okay. So, which items do you want on the agenda for February? >> So, if you go back to the um uh agenda
from tonight, >> I have it. Okay. >> All right. D. >> You want D? >> Mhm. to be continued. Right. >> Okay. But everything else is done. >> And cost of living is not I'm going to put I'll have you review I'll I'll pick
um section five. I'll just change the title and you can just >> Yep, that's fine. >> You can just look at that. >> Yeah. No, that's fine. >> Okay. And actually, >> um, go ahead. >> B, I need to do the paragraph B, right?
>> As far as this morning positions. >> Yeah. >> Yeah. >> So, could you put that on? >> Yeah, that can go on there as well. Yeah, because we're looking for votes, too. >> Well, if you look at the wording and then >> you want to make changes, we still have another meeting where you could vote on it.
>> Yeah. And if we do, if it is prepared to vote and we do have to make change, you can always vote subject two. >> Yeah. Or I can or I could just do another draft, right? >> Yeah. >> You good? >> Well, then I should do a draft of
section 12E, too. >> 12E. Section E. >> I'm just changing the 1200 to 12. Correct. We voted that. >> But I'd like to I'd like for you to see them. >> Okay. Fine. Yeah. No, that's fine. That that that's fine. Yeah. Please go ahead
and do Yeah. No, I'm sorry. I'm sorry. Go ahead and do it. >> Yes. >> Been doing that for 25. >> I understand. >> Oh my god. I've gone through a lot of board members. >> Yeah. I know you have. >> I bet you have. >> HR person.
>> Are you good? >> Yes. >> I'm good. All right. >> Yeah, these are these extra items won't it's it won't they won't take a long time. >> No, they won't. The idea is we >> you can read them before the meeting and just say yes, they're fine. >> Right. >> The schedules are the ones that are are intense.
>> Labor intensive. Yeah. >> Uh okay. Anything else for the good of the group? >> No, sir. >> Derek, thank you. All right. Thank you guys. Thank you. >> Thank you all. >> It is now uh 7:38. I'll take a motion to end the wage and
personnel meeting on February 2nd, 2025. >> So moved. >> No, that's a motion. >> Oh, I'm terribly sorry. >> Yeah. So move. >> And Derek second. >> Second. >> And I'll rain. >> Yes. >> Derek. >> Yes.
>> Jim. Yes. Thank you guys. See you later, Derek. Bye, Derek. Bye. Take care. Thanks. Appreciate it. All right. Good.