--------- Okay, it's now 6 o'clock. I'm going to call the wage personnel meeting for Monday, December 15th to order. Um, just a couple of quick announcements. The meeting is being recorded by Zoom. Anyone intending to make an audio recording this meeting should notify the chair at this time. Um, items may be
taken out of order at the discretion of the chair. Uh we have uh full attendance this evening. Uh Derek, Loren, and myself are here. Uh and uh Tina uh Betty, the human resources director is here as well. So uh and our secretary,
Jennifer Scavone. Um I would uh start with update from Tina, please. >> Sure. >> Um so the veterans director that is an employment contract now. So, like we talked about before, we're going to keep
a vets agent in the bylaw, but where this is a shared position with Ducks, a vets director employment contract has been established and that's good to go. >> Tell me, is the veterans director uh on point now? >> Yeah. Okay. >> Yeah.
>> Um, >> is there Sorry, is there going to be a reclass? >> No, because >> it went to contract. >> It went to contract. Y with the contract. >> Um and then the police department has a
shared uh counselor um from that grant. And so that's going to be an employment contract as well. They're recruiting for that position. Now, >> which council was that? >> Um it's a co-response counselor. >> It's a family unit. >> Yeah. >> Okay. Yeah.
>> The the How long is that grant for? >> I don't know off hand. Is it eventually moved to the towel? >> I don't know. >> And does it say does it come to us or does it go to the union? >> If that position ever comes off of an employment contract, it will come to wage personnel.
>> Well, but it's right now it's paid for by a grant, >> right? So, it's on an employment contract because of that. >> Okay. So, when that ends the program, it could well, but it could still stay under employment. >> It could. That wouldn't really be the
practice that we've had. So, um I know in the job description and the posting it talks about it being a grant position and tied to the grant money. Um so, uh if it if if by the time that grant runs out or we don't get it again and they want to still keep it, then it would be
a wage and personnel position. It's still an hourly position, but the credentiing of it would would be that. >> Yeah. I mean, you know, a couple of years ago, we had a grant for firefighters and it lasted, I think, a year or two >> and then
>> their entire salaries and everything came onto the town. Sure. >> So, uh, you know, that's why I was asking how long this is going to be for and does it end up falling in our lap? >> Yeah, I think their presentation, the the police's presentation addressed that. I just don't have it in my head.
>> Okay. >> Want to share it with later? >> It's on the website. Okay. So, the posting is on the job site of the HR and um there's a link in there to their presentation. >> Thank you. >> Y >> that's great. One less thing for you to do. >> Well, I am working with them on it, but
>> that's okay. >> Yeah, >> if I can get it on the website, that's great. >> Oh, for that? Yes, of course. >> For that. >> Uh um so the admin position for the board of selectman HR and IT is still being recruited for. We have about 150 applicants. We tal about seven
interviews. Um, you know, there could be some candidates within that seven interviews, there was one we were interested in, but they didn't get back to us. Um, and I think the way we're going to do it now with the holidays coming up is, you know,
we're still looking at, we're still accepting and looking at resumes and applications. Uh, but we likely um will pick it up after the new year. >> Okay. The building commissioner position um is
still accepting applications. Since the last applicant uh was a no-go, we've had eight. Um I sent you the where we posted it. Um of the eight. So right now we have um the same search committee that
we had before which is the um health agent, the town planner, the deputy fire chief um a building commissioner from a uh adjacent town and our intram building
commissioner. Uh that's the addin the interim building commissioner. Um they're on the they're on the committee. Um, so they're reviewing the applications. There's still really only one applicant that meets the criteria. Um, who was the former candidate from before?
>> Um, so that's not good. >> Wait, did the former candidate reapplied? >> The former candidate reapplied. >> Okay. >> I think I had mentioned that last time. um with you know obviously salary being an issue but also um vacation time you
know if there was some way to do that but right now we don't have a mechanism for that um and that's not the only candidate that's on that but >> I had a thought >> um on that when I was looking at uh some no sharing oh okay yeah the admin assistant yada yada yada building in
talking about the the two week start is is an option is a problem for a lot of people that have >> two week >> two week vacation Oh, >> all right. So, if you have a two weeks vacation and you you're coming from another town and you worked 25 20 years, let's say 20 >> and you have to go down and go down.
What if the uh the opportunity came to say all right >> if we know it's a problem right now we have that is a real problem. What if they looked at um said, "Okay, if for
for at a week for each year's each year, excuse me, add a week for each seven years of municipal experience >> to the vacation." So instead of saying, "Okay, you're going to start two weeks."
Instead, you have a 21 years of service, then you could add three weeks to this 21 years service. It's a way of of flushing out making it better, more palatable for them to say, "Okay, yeah." I mean, the problem would be anybody
that was hired prior to any change to the bylaw. That would be a problem, right? >> But sometimes these things do happen and it's not unpleasant and are not pleasant rather. But it's an opportunity to say, "Okay, you know, >> give some flexibility. >> Some flexibility even five years, even
do five years, >> right? I don't have a problem with this, Sebastian. The only issue I would have thinking about it is um I would want anybody else that is in the situation in the town brought up to the same level. >> And uh
>> and that would be the only honest I would go for it. >> Yeah. >> Um the >> understood. Um, and I think quite frankly it's a uh I I don't necessarily think it's a wage and personnel decision as much as
it would be a policy by the select board. >> Yeah. Because it would it would overlap into, you know, >> KT Yeah. Right. What do you do with KT? What do you do with the It's a ripple. It's a ripple. >> And the, you know, the idea would be it would have to be fair. I I don't know
what that would cost. I don't know what the >> the the breakdown would be. I don't know what the pain points would be. Um I I would be in favor of it as long as we treat everybody equally, >> right? >> Um the uh u
you know, the biggest problem that I would see with somebody that wants more vacation is also more than likely they want more money and the higher end of the spectrum. >> Have it both ways. Well, you know, you sort of kind of >> you could, but but the point I'm trying
to make is >> those are the the uh tougher positions for us to >> Yeah. >> you know, uh to to to deal with. Um and I understand, you know, why it comes up and so forth. Uh you know, again, we we
moved the town to um step three to give them more room, >> some latitude. >> Yeah. um you know and after our last discussion about the um uh compensation study being farther out from the time of
the study then you know are is the study out of date? Are we out of date? Is there something else we need to do? And I think honestly the vacation schedule is a good suggestion to be put into the lumped into that same discussion >> into that thing. Yeah. Because most of the time when you're dealing with people
that have a lot of vacation, they're on the high end of the uh spectrum. You know, they're looking for more money. They've got the 20 and the 25 year experience that they're they're trying to change over, but it's not somebody who's got three years or five years. So,
there's a way there it could be a way, but it was just a thought. It is a thought because >> I never thought about that and said, "Well, what if we deal, you know, do something a little bit created >> right I agree but it has to be up a level oh yeah from us so that everybody
gets treated the same otherwise I think you have a problem >> because it's everybody it's all the employees totally understand all right so it's food for thought I like it thank you thank you very much so how do you want me to handle that we until we have a new TA to talk about it
>> do we have a TA I thought we did >> um I don't have a sign contract yet but that doesn't mean it's not The select board appointed >> someone contract negotiator. >> Yes, that's happening. >> So or they decided on a candidate. It was a gentleman from Abington, if I
remember. >> Yeah. >> And >> Abington. >> Yeah, it was on the it was uh posted on social media. >> It was on the website, but I didn't see it. Okay. >> Yeah. He um he was at one of the board uh board of selectman meetings and they
talked to him >> and at that point they uh >> they appointed him. And then uh pending um pending negotiation >> and I ran into Keith the other day. >> Oh yeah.
>> So this he's he said hello. >> He's he's doing fine. >> He's happy. I was going to say if he's happy you're happy. >> Yeah. He's he says you know just a different town. >> And where did he haven? >> Fair. I knew it was a tiny >> Haven. >> Fair Haven. Sorry. >> Fair Haven. >> Fair Haven.
>> Are you not supposed to say Fair Haven? >> No. A haven a haven. Yeah. So easy. So sorry teams. >> No, that's okay. Thank you. Thank you. >> Yeah. In terms of the vacation, uh yeah, I think if you could do something across the board would be fine. Um
end up in contracts and bylaws. >> Yeah. >> All right. Well, thank you for listening. >> Of course. And then um at tomorrow's board of selectment meeting, we have the youth librarian being appointed. Um and they should start on Wednesday.
All we have for that kind of stuff I believe is >> you good? >> I'm good. >> Okay. Um >> any question? >> No. Okay. Um
anything else? >> No, that was it. Thank you, sir. Sorry. Um the uh >> do it with the board all the time. >> I know you do it. >> Okay. >> Yeah, it's fine. I I won't do it. I don't want the trip
to HR. >> She's fine until it's not. >> I don't want to trip to HR. >> We'll try very hard not to do that. >> Okay. Well, let's see. Next is discuss possible bylaw amendments FY 2027. Um,
Tina, you were given a list of stuff. Do you want to um point I'm trying to make, Jen, is if Tina goes through and we get some things knocked off because I think that's all we're going to accomplish tonight is knocking off a few more things and January we knock off some more. >> Yeah.
>> So rather than go through each one and toss it to Tina and say, "Tina, where are you in progress?" And and if you don't, it's fine. If you don't, >> you know, it's but at least this way we're moving. So K, which is the public health nurse. Um, so
in speaking with the health agent, um, a couple of things. So we originally we this group and her um talked about this position was put into schedule D with the 10 steps put it in a grade as part
of the compensation study because um the idea back then was this position would ultimately become a regular benefits eligible position at at least 20 hours a week. um that hasn't happened. And then it was, well, do we put it back
into uh schedule C1 and have it be just an hourly position again? So, in speaking with the health agent, her thought is ultimately it should be at least a halftime position. When that's going to happen, we don't know.
But if you all, meaning this group, thinks it should be reclassified to a grade seven, then that's great. Um, I don't know what the process with that would be because you it you guys thought about that. You talked about it in terms of comparable positions in that grade.
Um, but I think the idea would be even if it's not going to get reclassified for this year or 27, uh, to leave it in schedule D or at least now we have the employee. Um but hopefully they stick around and we can kind of readress this as needed.
>> Derek, you're um up to speed on what this discussion is about. >> Yeah, this was this was just dealing more with the fact that we were having trouble finding anyone at the at the wage and I I luckily missed the fact that this position has had to be filled
multiple times and have only had the pleasure of doing it just this once. >> Right. Right. Well, that was the idea of possibly moving it to a grade seven. Um I I at this stage to the game, um I you know what I would like is some
definitive direction from the uh board of health and their people on what they want to do. Let's see how this person this person's here. Let's see what happens >> because ultimately if they want to put it into a 20our a week position, they've
got to build it into their budget, >> right? So I don't think it's up to us to dictate move it to grade seven because that throws a further bigger roadblock and getting it in their budget. >> Sure. >> So I think what it might make sense is let the sleeping dogs lie at this point
>> and then uh but we know it's on board and there's a reason we want it uh discussed because we keep seeing at least I do a problem of constantly having to revisit this and and all of that is work. It's worked for you. It's worked for the board. It's worked for
us. And not that we we, you know, don't want to do the work, but I think it's unnecessary work if we just get it to the right market position to meet the market condition. >> Yep. >> So, >> um, yes, I think that's fine. Um again,
uh the health agent, you know, was we should keep it in schedule D with the hopes that someday it becomes, um if it's eligible, at least 20 hours a week. >> The position itself doesn't get a bump every year. It doesn't get a step
increase every year because it's not a benefit if it's eligible position. >> Um but if there's a cola, then they get that. So, um, and again, I think part of it was if the board, you guys wanted to move it to seven, great. And if not, then keep it status quo for now and we
can readress it as some sort of health decides how they want to play out their budget. >> Right. Right. Okay. All right. So, at this point, we're just going to leave it alone. >> Yeah. >> Leave it in six and then uh but with the understanding that, you know, we're open to a suggestion from the board of health and their people. Okay. >> Okay.
>> Correct me if I'm wrong. this per the board of health was confident that this person or was optimistic that this person was was going to be here for for a bit, right? >> I think we all think that with every position and every person. >> We hope the best. Expect the worst. Hope
for the best. >> But yeah, >> fingers crossed. Okay, >> fingers crossed. Um and then letter L. So, we're not going to move forward with the assistant town accountant um at this time in speaking with the finance director
>> um and kind of figuring out um what the office really needs at least at this point knowing it probably wouldn't get passed anyway. Um the assistant town accountant won't go forward this year. Okay. Um, let's see.
Um, add performance review process. I haven't worked on that. Not sure if I will. U board selectment member gave me um wording to one of these things and I can't remember which one it is, but I'll look at that. Um, and
um, positions needed to be sworn in. I thought I had sent So, this is B. I thought I had sent the breakout of No. All right, I can do that. That's relatively easy. Um, so just again, letter B. Um, the attorney
uh went through our positions and defined which ones have to be um sworn in and then uh which ones have appointment terms and need to get appointed every year or every three years have. >> Yeah. So, what was happening with that?
Um I have to send the >> I wrote Tina has done simple. >> Yeah. We'll leave it at pending. That's very simple. >> Mhm. >> Letter Z, the background checks. I sent you guys the information um on November
26. >> Not sure if there's any discussion there. It's needed. >> Anybody questions on that? >> No, it looked fine. It looked good. >> Okay. Do you have it? >> Mhm. Okay. Um, what I do is put it on the agenda for the next meeting and we
can finalize in terms of if we should vote on it. >> Yeah. >> Yeah. So, let's have that tea dot for the next meeting. >> That's true. >> And then those documents would be added to the bylaw. >> Yeah. >> Yeah. >> Okay. >> You want to add all those documents to
the bylaw or just you're talking just the paragraph? the >> So there's the paragraph and then there's like three documents that the applicant decide that give permission. >> Yeah. Yeah. Um do we need the documents in the bylaw because that's that's
administration. >> Yeah. >> Yeah. And it sums up in the paragraph what we did. >> Yeah. So no, just paragraph. >> Just paragraph. >> Okay. >> Yeah. I would not put because if if there's a change to the form
every change is a is a is a a >> yeah one >> uh sick donation process I have to still work on that if I work on it >> no that's okay I like the word pending this year >> um change
for sailor and weights so nothing nothing is concrete yet I'm hoping once the TA starts that we'll know what direction we want going to take I know the incumbent is still leaving us at the end of the year, but if it ends up being status quo for fiscal year 27, then we'll do that.
>> Um time frame on the TA. >> No, >> January. >> Okay. All right. >> I'll know better after tomorrow. I'll know better after tomorrow. >> All right. Um >> we're just going to leave that again pending. Yep. >> Uh change in definition of an exempt
employee in section two definitions. What is it that I had to do? Um, >> I think you were gonna write them. >> We were looking at >> this is this was just like a small element with the wording saying that they were subject to
um >> I'm trying to remember I I have it here >> says change in definition of exempt employee in section two definitions. Uh Derek explain this comments in the bylaw text file. Miss Betty will provide new wording for definitions of both exempt
and non-exempt employees. All right, we'll get on the >> back from the minute. >> So, sorry, my brain is all I can I can tell you when my baby last ate. That's >> what my memory is at the moment. >> Okay. >> And how many ounces of formula? Okay. Uh
>> oh, we do mls actually, not ounces. But >> mls. Oh, for heaven's sake. Opair and European measurements. I don't know where we're going to go with. So here's something I picked up when I
had time. Exemption for executive administrative professional computer and outside sales and the tests. Yeah, >> these are the wage hour divisions for the department of labor. I don't know if you want if you've shared that. >> Um, >> so those are the tests. So um I think I talked about it last time. >> I know you've talked about some of the
guides. >> Yep. So, um, earlier the standards act, oh, I feel like it was 20 years ago now, came out with a number of tests that each position, if you want to make it exempt, has to fall within one of those.
Um, again, you know, every position in the United States could be non-exempt, which means overtime eligible. My position, TA, anybody. Um but because employers were just making every position not exempt and um and and or
they were making them exempt which means they weren't doing them overtime at the uh their labor standards act came out with these different tests. I think there's five of them um to say if you have a position that meets this criteria and there's a dollar amount. The dollar amount just went up a couple years ago. I think it's like $623
a week or something like that. It was $418 for like 15 years. Um, so you have to make that minimum and pass one of those tests and then um your position can be exempt, which means you don't get over time. Um, so I don't I think I
probably could take some of the language in that, but uh I don't think the tests themselves need to be in the dialogue. >> No. >> No, >> I would recom I would my my knee-jerk reaction is no. >> Yeah. I mean your job is to to the to
make the assessment but the one of the weird things I noticed was we have exemption listed uh and we have a couple of groups. Yep. >> Okay. >> Well, we talk Yep. >> I'm looking at group computer employee exemption, professional exemption, outside sales exemption. I know that one
that particular one but we're not we don't have that. We don't have um the the >> what each position >> category. Yeah. I mean it talks about computer you know what you can do the must be compensated either on a salary.
It talks about that. Uh and the rate is not less than 2663 which I think is kind of low but what I found >> change that. Yeah. And the other thing you are so close it's ridiculous. $684. >> Good job. But these are there were one
or two categories that we were not including in the bylaw, but I don't know if that's something that you need to >> So those are tests, right? So the the there's exempt and non-exempt. Those are the only classifications for a position, >> right? >> Those are the I think there's four or
five of them tests that each pos each position >> you would say, okay, does it pass the administrative test? >> Yes. No. If it's yes and it makes that amount of money, then the position can be exempt. Is it um I forget the other ones. Executive I think is one and
there's some other ones. The >> it all tests. They talk about it in the in the fact sheets. Everything has a test test. >> Yeah. So, um you know, this came up recently actually because the question came up in terms of like why can't we
just make that position exempt? Well, here's why. >> Yeah. >> Um so, yeah. So the mainly the one that most employers uh fall to are um administrative or executive testing
>> um because it's not administrative like data entry it's administrative like I'm doing a function for the town I have decision making responsibilities that's the big thing um as well as if I don't have decision- making I supervise people but technically those usually those two
things go hand in hand um so but we did talk about in schedule a the classification that they're under. Now, maybe we get rid of those. Remember we talked about >> Well, you just do a list that says exempt non-exempt and leave it at that
>> instead of getting into the groups and >> Right. It was the group that we thought about like maybe we don't keep the groups. >> Yeah. >> Um because you know they don't necessarily >> do they recommend line up to >> I mean the funny thing is I was looking at the 76
>> Yeah. eyelop and there's nothing there's not there's there's stuff that's not there exempt or non-exempt isn't even in >> yeah because it didn't exist >> it didn't exist so you really can't go backwards but um >> okay so typically when someone says like
1976 I'm like oh I'm four but I think there are consider so I'm not >> no no no I graduated from high school but not that Yeah, >> I'll leave it there. >> So, in any event, I think we did talk
about do we want to keep the groups in schedule A >> and and there's another piece in the Bible there, but that's >> I know. Is there any benefit to to to listing exempt versus >> we have the we have the aster and the ease and stuff like that. I mean, maybe
we make that clearer. >> Um, >> yeah, that's one thing you you could be very specific, >> right? And all of this ends up tying to ultimately how the wages get um how the wages get published. Um which I think is
J in our list. Um because it was right now we have the salary >> annual the schedule D is exempt annual salaries but there are positions in those grades that are actually hourly positions. Um, so we ideally should have
here's the schedule if you're exempt and this is how much you're going to get paid for the year and then here's the equivalent of that working 35 hours a week, 40 hours a week, whatever as an hourly rate. >> Okay. >> All right. The So
>> So for I need to work on it. But but what I want to do also is um because if you go into the midst of November the 10th uh focus on number nine and focused on number 13 when you're because I think
you can solve a lot of the problems of both of those in this one avenue >> because you you alluded to some of it when you were talking about what we discussed. So that's why I'm saying it's it's it nine and 13 are are connected,
>> right? >> And uh and that connects directly to um >> yeah, >> we have letters on the data, but this won't be a problem for the next. >> Right. Right. No. And but all I'm trying to do is point to and to
>> make her life a little easier. That's all. All right. Um, and uh, if you get something ahead of time that you want to just distribute, distribute it to Jennifer. She'll send it so we can see it. Okay. But, um, I I honestly would like to firm deadline this for
January. So, it's off the agenda >> if you can. Um, >> so that would be F and J on this agenda. >> Correct. >> Thank you. >> Okay. >> I was just trying to figure out >> that, you know, I think at this point if we assign a couple of priorities, it doesn't get you off in 20 different tangents. F and J.
>> And so for Jay um for Jay I had sent you the hourly >> schedule or at least the fiscal year 26 numbers >> there more besides that that's needed
for that. >> Would there be a separately hourly schedule for exempt versus non-exempt? >> So the non-exempt is the hourly schedule. So what I envision is we keep schedule D and we call it whatever we're still calling it um you know exempt
annual salaries and then under it would be um those equivalent rates broken down to an hourly and then that's for our whatever jobs we have that would fall under that. We don't have many. >> No, I know. Yeah,
>> we have a couple like Well, one is the administrative, you know, that's >> one. Yep. >> That's the perfect test right now. >> Yeah. >> Okay. And and I think if we >> make it so that it's um firm, >> yeah, >> we don't have this
>> issue of 40 hours, 35 hours, right? >> Salary, you know, all that goes away. And that's what I'm trying to accomplish, >> right? So I think I think for letter J we would keep what we have schedule D. >> Okay. >> Add schedule what's after D E add
schedule E as hourly non-exempt rates. It would be that grid that I sent you understanding that's fiscal year 26 numbers. Um but that's what I didn't I thought you didn't want that. >> Oh >> well I I'm not saying that's what I
want. I just saying that what I want to do is bring it to a conclusion at the next meeting. >> Okay. >> Okay. I'm not decided. I'm not saying anything committing. >> So my question is do I what what additional should I provide for Jay if I've already provided that?
>> Um I guess I want to see it with F >> with F. Okay. >> In other words, I I to me they're both connected. >> Sure. So if you fix we fix that. J makes a lot of sense. >> Sure. >> If we just do J, you still got F up.
>> Yeah. Agreed. Agreed. Yeah. >> So all I'm saying is at the next meeting as an agenda item, I'd like to deal with both of them as one item on our agenda. In other words, the discussion of exempt and non-exempt employees and how it affects bylaws.
>> Fair enough. That's and and the proposal that Tina gave. I'll I'll look at it again. But >> that was I just I just did schedule with the hourly rate. >> Right. I saw >> but let me I want but I still want to
see Finaliz. >> So I think for F I don't know if I saw what you provided but I think for F it can be schedule F like this is what it should be called. Schedule F. >> Schedule E. >> Sorry. Schedule E. >> Yeah.
>> Not exempt hourly. >> I I know. I have it. Um >> I don't recall seeing that. Is it some Is it something that I missed? >> I don't know. I sent it to them.
>> Yeah. >> What does it say on the top? >> Okay. >> Hourly race for schedule D. >> Okay. Okay. But and this is called schedule E. >> Yeah. >> Exempt and non-exempt. >> Non-exempt. >> Let's put it on here. >> Great. >> Okay. We do have data.
>> Let's put it on so we can so we know what it is. >> Yeah. >> Okay. Then then create one for exempt >> and I think well the one for exempt we just have it's on there. I think we just need to label. >> Well, it says it already. It says exempt annual salaries. D already says exempt annual salaries.
>> I think I changed that. >> Okay. Yeah, exempt annual exemption. That's on D. Okay. >> All right. So, that's on D. >> That's on D. >> Exempt. >> E is nonexempt. >> Correct. >> Correct. >> E is non-exempt hourly, >> right? >> And I think you can add to it based on a
40hour work week. >> I got an odd add in that note about the 40hour work week. >> Yeah. Yeah. Because and then I think what we talked about was in the in the schedule A you would put how many hours those positions are expected to work for
the hourly positions. The other ones you work the exempt positions. It doesn't matter. >> Yeah. because I'm looking at an email that's talking about um so that because the bylaw does not explicitly specify that the salary should be divided by 40 or by the number
of hours worked that it becomes a policy decision by the board >> and then we're going to bring it up on the 12 too. So, >> right. And the um my understanding is that the board is going to handle it. >> Yeah. I mean I know it was on an agenda
and then it got moved. I haven't seen it on the agenda yet. So, >> and again, I think that's how it should be handled because I don't believe that's how >> Yep. So, that is >> So, the problem I have then is if schedule D is based on 40 hours, is it
really after the policy is established? >> So, >> or do the numbers change? >> It shouldn't because it's exempt. So, it's not really based on any hours. You know what I mean? It's based on the salary. >> Okay. Right. >> What about E? So, E, what we've done, and this is what the union contract is
under, is we've taken those annual salaries because they were given to us at 40 hours a week and divided them by the 40 hours, which is 2080. Uh, 2080 a year. And that's how we came up with the numbers. And then, so again, if I look in the bylaw and I say, oh, the board of
selectman HR IT admin is a 32 35h hour a week job in grade three non-exempt. I should be able to go to schedule F and say grade three, here's the hourly rate for 10 steps. I'm
going to work 35 of them and that's how I figure out how much I make a year. >> Sounds very very strange. >> It is. It's very silly. >> Strange. >> Silly too. >> Again, I think it's a a problem with the fact that the salaries are published
under grades and setups. um yearly salaries are published and >> we're we're not paying that and I >> well the yearly salaries we are >> yearly we are but the point being is is >> all we're going to do then is next to
the jobs that are hourly that are based on the yearly salary schedule. >> There'll just be a caveat in there that says you are on schedule. >> Yeah. So it would be schedule E grade three 35 hours a week if that's what it is.
>> But then why can't we take um the then then I would say that the that position should have schedule E grade three on next to it as listed as its position >> in what in a
>> meaning in a >> Yeah, I agree. Yeah, I agree. Well, so I don't understand. Where would you where would you set the hours for? >> No hours. The hours will be at the top of the schedule. >> Well, >> schedule E will say based on waiting I guess waiting on what the final
>> Well, I think I think what you should what needs to happen is in schedule A is where the positions that are hourly that are going to tie up to schedule F. That's where the hourly schedule needs to be put in there. So the first one is
administrative assistant or to select an HR it full-time the next bracket would be 35 hours a week and then >> instead of the group >> yeah instead of the group and then >> instead of the schedule >> well the group is the group
you know >> no it says group administrative I see that >> right >> but but rate under rate it should say schedule E3 >> yes >> that's what I want it to say >> yep but it should say was 35 hours a week. >> So, I know
>> I but I wouldn't know which positions were hourly and and how many hours per week. >> So, you would because if unless it it has an E next to it, it's not hourly because that's exempt. >> Um the other ones that are on the different schedules like C1 or whatever,
those don't those don't apply. So, really, we're just looking at administrative assistant, board of selectman, HR, it the veterans one is going away. Um, the animal control officer. That's I
have to look at that one. Um, you know the ones that are >> Yeah. Jim has said, >> you don't know by heart. >> You know it all. We told everybody you do. >> Yeah. >> About 35.
>> You think 35 positions? Well, the all the positions where the rate is a single number or a single number and a and a uh >> and after it's those the part those are not fulltime, >> right? >> Fulltime meaning 35. Well, but again, it's not if you're not full-time, it's
whether you're exempt or non-exempt. >> Well, how do you figure if >> So, the animal inspector is for an asterisk. >> The animal inspector shouldn't be the animal control. Yeah, animal inspector schedule >> animal I'm sorry, animal control officer
is exempt. So I'm not worried about that. >> Uh assistant animal control officer >> is three with a asterisk part time rated based on hours worked. >> So that would be on schedule E. >> Yeah. >> As
>> and we would put on the schedule A that's 28 hours a week or whatever it is. But see, all right. But if you put in schedule A 28 hours and then they want to work more hours, >> they can work more. That's what it's budgeted for.
>> But you're going to have it in schedule A 28 hours. >> That's what the budgets for. >> Okay. What happens if uh >> so then we would have to change the bylaw every time someone's hours change? >> No, >> I mean the hours should only change.
is talking about putting the number of hours in schedule A >> and all I'm saying is rather than >> basically the job des the the job >> we're just getting that same discussion again about 35 >> yeah the job notification should say
>> yeah the job posting >> the vacancy the vacancy the posted posting so there should be a a a connection between okay here's your job uh posting and in the bylaw Uh, it's the same job. >> Why can't it Why can't it just have an asteris
PT? >> Can you leave it the way it is? >> Yeah, it is. And just add parentheses PT close parenthesis right next to it. >> Because if we go to administrative assistant, Buckman HR, it position. It is full-time. So, it has to
be directed to schedule F >> or D schedule E. schedule in the break, >> but the assistant animal control officer could be PT and still go to schedule E. >> Yeah,
>> that's all I'm saying. >> Y >> I mean, you know, we could do it. Also, just write it as, you know, fiscal year 26 budgeted for all of the hourly positions that are in that schedule, the ones that are stipened and whatever. We
don't have to. But once we put the hours in the bylaw, every time someone's hours change, we're going to have to change that. >> Not on a weekly, just based on budget. So every year >> it could come up. The nurse could go from part-time to full-time, >> right? >> And we'd have to change it full-time the
next year. >> Right. But I'm talking about putting the number of hours in schedule A. You're talking about part-time and just fulltime, >> right? I'm saying why can't we use just part-time and fulltime, >> right? >> And then when the policy is made on what
schedule E determines in terms of fulltime, then problem solved. >> Yeah. I don't see how I can put in a specific number of hours in schedule A and not have to change it all the time. >> By all the time, do you mean yearly?
>> Well, yeah. And I mean, if there aren't any salary increases, then in years past when there have been no salary increases, the bylaw hasn't changed. >> But that would still be the case. >> I think just putting in the hours budgeted, right? So >> yeah.
>> So, but it doesn't the bylaw doesn't really care about what's budgeted. >> Yep. >> The bylaw has nothing to do with people's budgets. And that opens up a can of worms for people, >> you know, to to challenge the finance
uh committee, the town administrator. I mean, once you're dealing with budget, I think that opens up a lot of questions. Um, having them instead of have a group say, you know, non-exemp
listing part-time positions with ours, >> it's not just part-time positions. That's the thing. We have to capture even the full-time ones whether it be full-time at 35 hours or fulltime at 40 hours that are an hourly position. >> What if we list you did not list it in
the schedules and explained it in the the text of the bylaw? >> What do you mean the text or the >> or what if you had a a separate schedule for non-exempt employee and then put the title and the number of hours? So at least that
>> it would still be budgeted whatever is budgeted for that year. This doesn't but it doesn't matter to me what's budgeted because that has nothing to do with our bylaw. >> Yeah. Because that's kind of going into a place that I really I don't personally think that we belong in the area. >> I just don't think we belong in the
budget anymore. Four positions we're talking about. >> Talking four positions. >> Four positions. >> Okay. Which ones are there? >> All right. So administrative assistant >> but and that's fulltime. >> Yeah. >> Okay. The animal in uh inspector
>> ra the animal no the >> assistant animal control officer. >> Assistant animal control officer. >> Okay. >> The um >> assistant harbor master. >> The deputy harbor master. >> Okay. >> Wait a minute. The deputy one. >> Sorry.
Yeah. Deputy harbor master. It's five with an aster but not exempt and not fulltime. >> Okay. But the police, the assistant to the police chief is 40 hours but hourly. >> Yes. >> Right. In other words, if they were
full-time and and full-time exempt. I just >> Right. But that's not that position is hourly. >> Okay. So, so we'll have to add that one. >> That's nonexempt, right? >> Right. Same with the fire chief. >> Oh, assistant to the fire chief, >> which doesn't that's in that's in KTU.
>> We could probably get rid of that. Which one was that? >> Assistant to the fire chief. That's in KTU. >> Okay. >> So, we need to delete that. >> Yeah. >> So, interesting. Assistant to town accountant
finance director. >> Yep. >> That is in the union. Do we remember why that's on there? We may have left it there because >> remember we you didn't want us to delete them until they actually moved, >> right?
>> Oh, right. Because we weren't what part of the negotiation was to move that there, but that didn't happen. Yep. >> Okay. >> So, those will have to get corrected. >> Okay. So, for for now, just one assistant to the fire chief that went to KT assistant to the town account finance
director is in the union. Mhm. >> Finance director Tom Heat. >> That's in the union, too. Yep. All right. So, I can add those two positions to our list. >> To the list. Correct. >> Okay. >> Yeah. And the deputy haram master.
>> There's nothing other than the title, >> right? >> I presume that's full time. >> Five times. >> Oh, I'm sorry. Sorry. base and hours work. >> All right. So, you're identifying all the non-exempt positions.
>> The non-exempt positions that would be part of schedule E >> part-time. >> Okay. >> Okay. Oh, well, I'm doing part in full, just so you know. >> Okay. >> Okay. >> So, on the first page, you have three. You have the administrative assistant, B
O Hit T, which is fulltime. You have the uh assistant uh animal control officer and then you have the assistant to the police chief. >> Okay. >> Okay. >> Um so the second page, first one's exempt,
second one's exempt. Uh harbor master is exempt. Next two are exempt and health a human resources director is exempt. Uh, IT manager exempt, collaborative director exempt.
>> How about the deputy harbor? >> I did. I gave you that. >> Okay. >> Yeah, that's part time. >> Yeah, that's part time, >> right? >> I don't know how many hours though. >> Yeah. And then um the library director is exempt. ID is
exempt. Uh office administrative water is exempt. That did not go to the union. Outreach coordinator is exempt. >> Park and Rex is exempt. >> Uh the director. Yep. >> Yep. Uh payroll coordinator full-time. >> That is well that's in the union.
>> So that's now in the union. >> It's been in the union. >> Okay. So that should come off. All right. Payroll coordinator full time. >> Correct. >> All right. So, that can be deleted. >> Yeah. >> Uh the next one is exempt. The next one is exact uh the public health nurse.
>> That is part-time schedule six. >> Okay. >> So, that's not exempt. >> That's not exempt. That would be a schedule E, >> right? >> Okay. Mhm. >> Um, superintendent, uh, library and emerging technologies
exempt, town planners exempt, shop treasurer exempt, veterans agent, veterans agent, we're leaving on just because >> that's exempt. Yep. >> Exempt, >> wastewater exempt. That's it. >> Off the schedule. So you have one two
three four five six >> one two >> I have five >> uh how about registar election supervisor 14 >> that's um that's a different schedule
isn't it >> 142 >> oh register register our election is >> register of elections there's I had it circled because there's nothing >> where are you seeing I'm just see >> second page. >> Yeah, >> about uh right between public works
director and reserve public safety dispatcher. >> That's C2. >> Oh, sorry. And no, I was again these lines. >> I get it. I get it. >> Wait a minute. That's >> C1. I'm sitting there going, but it looks like C2.
>> You need a ruler. >> Yeah, you need a ruler. >> I got my glasses. So, all right. >> All right. So, one, two, three, four. Five. I have >> All right. Well, you have
>> administrative assistant full-time. I've got the animal assistant animal control officer, >> right? >> The assistant to the police chief, >> right? >> The deputy harbor master. >> Those four, >> right? >> And then on the next page, I have uh >> hold on, hold on. What about the
assistant uh to the town administrator? >> No, that's exact. >> Oh, I'm so sorry. Why do I have that check on here? I don't want >> Okay, >> then on the next page, >> double check. >> All right, >> exempt exempt.
>> So, the public health nurse, >> right? >> And that's it. All right. Five position. >> Five position. That would be on schedule E, >> right? >> Okay. >> Schedule E.
Positions. >> So all all I would do is under rate put schedule E. >> Yeah. >> For those five and let it sit for the simple reason that when the policy is decided 40 hours, 35 hours, whatever it
is, then it would apply to handle E. But those positions are still in grades. So those grades have to be listed. >> I'd have to put schedule E >> grade whatever. >> Grade three. >> Well, for that position. >> Yeah. No, exact. I'm just sorry. So I'm
not schedule schedule E plus the grade. >> Yes. >> Yeah. Okay. That's not a problem. >> Okay. And then that would leave the hours to basically an overall bylaw cleanup that would we get from the board on how to address 40 hour and 35 hour
jobs based on how it applies to the schedule. >> Yeah. I mean that would affect KTU as well. They'd have to figure that out. >> Yeah. But that's really >> Yeah. >> Yeah. >> All right. So you're just saying adding a scheduling in >> Yep.
>> before the break, >> right? >> Correct. So I should do the same for schedule D positions, right? >> Yeah. This because it would tie into C1, C2, why not? >> Yeah. If I'm going to add in schedule E,
then I should schedule then it's very clean. >> Okay. >> Okay. >> And those positions are noted that as exempt. >> Okay. >> I appreciate you guys going through that. >> Yeah, that's what we do. Okay. So
>> Okay. So, schedule D the title is fun, correct? >> And exempt annual salaries. Yep. >> And then exempt annual salaries. >> Exempt annual salaries. >> Okay. And then schedule E
hourly non-exempt rates. That's the title. >> Yeah. Works for me. >> So, I'll do >> Derek, you good with that? >> Yeah. Yeah, that makes sense. >> I'll do I'll do d I'll do direct. >> Yeah. The idea is make it so that you come back at the next meeting and
>> these are things to look at, >> right? Just draft it. These will just be drafts. >> Okay. >> Can you do as many drafts through Jennifer to have as much information prior to the meeting? >> Oh, yeah. That's the idea is give it to her. So, if she she puts it on the agenda, we'll get
>> copies of those >> and we can review it. Okay. Excellent. Thank you. >> Well, I would do this before I do the >> Oh, no. I understand that, but I want it as an agenda item to finalize for the next >> I'm not going to put you're going to finalize. I'm just going to put it as an
agenda. >> Call it a draft. >> If you want to finalize it, we don't need to put that. >> I understand. I understand. >> Call it a draft. It's always a good thing. >> I just need to do >> which is the definition. >> Yeah. Yeah. >> And then you're going to check with uh
uh town council just to >> anything that you're that we have to put in the bylaw. >> Yeah. I mean some of them they they gave it to us. So >> Yeah. Yeah. Okay. >> All right. So G is other leave. I sent you those documents.
>> Okay. It was been a very very difficult month to try to track paper. Okay. >> Okay. Anything else, Tina? >> Um, well, can I ask a question about
>> No. >> So, so Tina said >> those the leave policies for those three different leaves. M. >> So, are you going to decide whether or not to put them in the bylaw? >> I haven't looked at it. >> Oh, okay.
>> I have >> I have not. >> Uh, there's nothing in KTEU. Hold on. >> This is what happens when you leave me alone. >> All right. So, you're saying you want to go to the next agenda, but there's nothing more to do. You have to lose,
right? >> It would just be discussion. It would be It would just be What the heck? Oh, he's right. Yeah, we just have to look at >> um the the um parental leave policy uh that was uh sent
>> uh that is also attached that's also included in KTEU. The language is different >> but I check the contract >> when it's rainy or snowing. So the KTEU um
it's essentially the same. However, I have a tendency to lean toward Kate Vadro because she's the council and you know I just I like that I like I like how she writes, but that doesn't
mean that we can't um edit it. Okay. Does it the the KTU version is shorter? But I I thought Kate said it would better not in the bylaw. >> She's talking about small necessities
and domestic violence. That's entirely difference. And that's nothing in Ka or >> those are state and or federal. >> Yes. >> And so absent of them being in a bylaw or a contract, you have to fault with them. >> It's a fault.
>> Yeah. And there was something in there to that effect that, you know, we really didn't need to be specific on the small necessity uh small necessities and the um the uh domestic violence because they're law,
>> right? >> Okay. >> And she felt and and I just have to find that particular piece of paper. She felt that it's grievable >> if we stop playing with >> Yeah. >> the the the text of the law. So she
appeared in my my mind uh parental leave policy she had no objection >> including that one >> and yeah uh but the domestic and the small because their law the law trumps
the grievance or the contract. >> I guess you can just tell me about the >> there were two is the K. >> So you're going to discuss it at the next meeting. Yeah. Is that the plan? >> Yeah. I I have not looked at it, so I I'm going to defer it to the next
meeting. >> I I I'm wondering if though because they are lawits and I don't have the the law in front of me, do we need to have something in there that about a procedure for applying for them? That that that's my only concern is we can
say yes, we're we're subject to this without saying it, but is there does the law stipulate what the actual and does the law stipulate what the procedure is for applying for that? Because that would just be my only concern there. >> That I did not do. I did not check the
text of the law. >> So, typically it's um it's just like asking for time off. And so there's no bank that occurs or you're given for those two things because I think it's just the leave. I'm not sure if it's the money too. I can't remember on those.
>> But uh I actually just wrote a note to myself for the u pay time off request. I could add those so that people know like oh I got to leave for whatever necessity thing is. >> That's what you're asking for. >> So maybe it wouldn't be confused. Maybe
I'll take a look and see what the law says on those two. >> And you know, hopefully since the paid necessities is unpaid, no one actually is going to be inclined to to go that route. >> Well, they can you So, what they can do is take it, not get not use their vacation time or their sick time or
their personal time, just not get paid. So, >> right. >> Opportunity to get out, do what they have to do and be protected. >> Yeah. It's the same thing with family because that time you can take off and not get fired.
>> Um, if you choose to pay yourself, great. >> If you don't have it, you still get the time off. >> Yeah, right. I'm going to put that on my notes. >> CMS. >> All right. >> The grievance procedure. What are we
doing with the grievance procedure? there the the question and the the comments that we had had about the grievance procedure was I just said that we should include the fact that there is an opportunity to go beyond that but then having had the conversation with I think Kim was actually at the last
meeting too she kind of brought up that that's not that that's really not necessary and that the reason it was put in there was just um was that council had looked at it and I don't I remember being comfortable with the logic behind it but I do not remember the specifics.
>> Well, what according to the minutes, it says um that uh and I'll summarize it. Uh Derek explained the reasoning for his change to 14C3 in stating that there was a recourse beyond the town after the border selectment decision. The change was
discussed. Another suggestion was made to add words within the town process. At the end of the last sentence, Miss Betty was to ask to obtain legal counsel's opinion on a change. So that's what we were asking you to do. >> Okay.
>> Yeah. >> So in other words, the the summarizing it, if we're going to make a change, this is a suggestion and or andor is the legal counsel's position. Don't make the change. Leave it the way it is. >> Yeah. >> That's what I'm trying to find out.
>> Okay. Yeah, >> we just came up with that grievance procedure a couple years ago. >> Correct. >> Yeah. As a matter of fact, I worked with Kate >> a lot on this particular uh procedure. >> Okay. >> My squares are things that we still have
work to do >> that you want on the next agenda. >> Well, it should be and then the check marks they can come off. >> Okay. And um uh >> maybe I'll work on it tomorrow and send it to you before we all >> Yeah, that's probably okay. Then I'll
>> It doesn't mean I have to post it. I can do a draft, >> right? Um anything on the cost of living. >> Okay. So, no discussion yet. It's December. >> I think there's discussion, but I haven't heard anything.
>> It wouldn't take effect till July anyways, >> right? But we have to go into contract negotiations. >> Yeah. Yeah. >> Okay. All right. >> So, we've got that. >> Well, you'll keep us updated. Okay. >> Public health nurse. >> And I think
>> I think that's Anybody Does anybody else have any questions on the items on that? Because as far as I'm concerned, the um I'll summarize it. The ad performance review process is going on the next agenda. Uh Tina's going to send us a
list of or has sent us a list of positions that need to be sworn in versus position appointed. If she hasn't, she'll make sure we get it. >> Uh the um add in death background checks for department head candidates is uh in the
November 26th I have written down here uh email from Tina. >> Yep. >> So you guys got that email, you decided not to put the documents in it, but you're going to use the wording, right? Great. Can you go look at the section and decide where you want it? >> Yes. >> Okay.
>> So, could you please put that on the next agenda >> to follow up on C? >> Oh, you don't want to decide just where to put it in? >> I I want to look at it. I look >> sorry. >> Oh, you want to read it first? >> Yeah. Like
if you guys are okay with it. >> Well, my job, you know, I'm just not a pretty face to run the meeting. uh >> give you some input. >> Sure, you could. >> Why the camera kept zooming in on you? >> Please not slap it into miscellaneous. I
that >> section five I looked at I looked at, you know, each subsection. I was thinking, oh, it might fit in there. Okay, that's fine. >> Section five. >> Section five. But I looked at the order of things. >> Okay. um
the documented the sick donation process that's >> the uh waiting for TA so change of seal and weights can come off >> uh change in definition of exempt we're pretty close on that uh and I think we just file finish it at the next meeting
>> okay >> um the uh changes in other leave uh should be on that Tina has sent doc >> okay um and change in section 14 grievance procedures. Again, we need to look at the docs
>> and try to finalize it the next meeting. >> Excuse me. >> Uh and then J, the change in name penalty ties into F. And we're just about there. We just got to finalize the next meeting. >> Last two K&L off done. We're not moving
forward with the assistant time and we're going to leave um the public nurse alone in grade six for the time being. question. There's one if we look under the December 9 list of possibles 100 number 10 it mentions and we remember I
remember having the conversation changes to e family and medical leave changed 1 1200 hours to 1250 was that done >> oh I don't know was it done there would be a type >> well you no you need to vote it right >> but it it needs to be corrected because
it's in the bylaw in the 1250 um >> right I mean do you want to start voting things at the next meeting. So then you know that 1,200 to 1250 that would be easy, right? >> Easy peasy. Yeah. But it was just something that we had discussed change
was the one thing on the list that I don't recall. >> Yeah. No, I haven't I don't have it here. So it's a good catch. I'm okay voting for it tonight if you want to vote on it. >> And Tina was also going to check that same section on whether military should be added in. >> And that we didn't have an answer.
Right. >> Correct. All right. because it doesn't have military now. >> Um, I need to find my list. >> No, it's on my list. >> Which one? This one. Then somebody >> Yeah. Yeah. >> Okay. >> I have it. I put that on my list.
>> That's on number 10 on this list. >> Okay. Where did it say? >> It says Derek's changes in section 12 of the leave. Please see who comments yet. Add an additional leaves. Question. Changes to eat. >> There it is. >> Yeah. need family in medical leave, change 1,200 hours to 1250 and add in
military. >> So that's still something that God bless. >> And you coughed. All right. I still say thank you. >> God bless you. Hey, at least I didn't say God bless you, hun.
It was terrible. Okay. Boy, oh boy. We got a lot done. >> Oh, we This is the the rehash that we'll have. Medical military leave is in section 12. >> No, but Tina was going to check on
whether it needs to be in family medical leave as well. >> It's a separate category. >> Yeah, I see it. Um yeah this is the one else for employees one continues year employment at least 1200 hours should be granted family medical leave in accordance with state law placing the
child home adoption employ serious health >> because he believes serious health condition does not say anything about military >> no was going to check with with
wording in the law I'll scrub Okay. >> So, it still has to be determined. So, we not going to vote on it tonight. We'll vote on it in December. >> Okay. >> Sorry. >> No, we want to see it in January. >> Yeah.
>> I'm sorry. January, right? Sorry about that. >> No, that's okay. >> That's right. >> That's okay. >> Right. >> Um >> All right. >> In January. Okay. All right. >> So, maybe I should have two items for section 12. One is the addition of those
policies and the other is any changes to e family medical leave. >> Right. >> Yes. >> Correct. >> Okay. >> Okay. >> Anything else? No, sorry.
So, not bad. I mean, >> you know, at least once a month we tick off a few things. So, >> that's right. >> We'll get it done. I'm not worried about it. >> Anything, Derek? >> Nothing for me. >> Anything else? >> No, I'm okay. Thank you.
>> Okay. Anything else >> on this topic? >> Right. Just on this topic, >> no, I don't I think No. >> Okay. But I think I'm going to work on the agenda right away. >> Okay. Yeah, I get it. >> Then I'll send it to you.
>> Yeah, I get it. Okay. Um All right. Well, next item. Any mail? >> Uh just so I >> Yeah. Yeah, I saw that. That's it. >> I don't think there was anything we needed to specifically discuss.
>> Okay. Um the review and approve the minutes is September 15th. >> Wait, wait, wait, wait. I forgot something. >> What? Um, >> oh, the draft of the four annual report. Yeah, I read that today. Um, >> I didn't have any problem with it. I thought it was again whoever the writer
was extremely well done. >> Okay. And very accomplished. So, uh, I I would u >> here we go. >> Do we need a a vote to move forward with it as is?
>> Thanks. So, and then and then I can just >> then I'll take uh I'll take a motion. >> Okay. I'm going to move to approve the report of the wage and personnel board for 2025. >> As written. >> As written. >> Okay. Second. >> I second. >> Okay. Uh I'll call the role. Lorraine.
>> Yes. >> Derek. >> Yes. >> Jim. Yes. Okay. So, that's Thank you for pointing that out. >> 12:15. >> All right. So, then I I can just send it and we're done with it. >> Yep. >> We can. >> Yeah. All done. >> We got something all done.
>> Yeah, that's all done. >> Y >> So mail none. >> Yeah, I'll list anything. >> Yeah, >> I'll I'll look at see if anything needs to be in the minutes, but nothing you need to discuss. >> Okay. Um, so approve the minutes of September 15th and November 10th.
>> I don't have the September 10. I just November 10. >> September 15th. >> I don't have the September 15. Oh, >> you sent them a while ago. >> Okay. And I spoke that, so that's my apology.
>> No, I think I meant to send Well, I meant to send them to again, then I forgot. >> Okay. Um, >> all right. So, I I haven't read them, so I can't. >> All right. Well, I'll take a motion then of November the 10th. >> May I move to approve the minutes for September 15, 2020? I'm sorry, for
November 10, 2025 as written. Any discussion? Can I get a second? >> I'll second. >> Okay. Uh, I'll call the role arrange. >> Yes. >> Derek, >> yes.
>> Jim, yes. Okay. So, those are done. >> September 15th. We'll do next time. >> Well, the rain wasn't here for September 15. >> Derek, did you read September 15? >> I wonder if that was it. >> I did. Yes, I did. Yeah, reminded us
about >> I'm Do you want me to make a motion? >> Yeah, if you don't have any issues motion >> yes >> because I wasn't here. >> I'm I'm sorry. Did you need an emo? Sorry, you got >> a motion.
>> Yeah. Um I move that the wager personnel approve the minutes from the September 16th meeting as written. >> Okay, I'll second it. >> Um Derek, yes. Jim, yes. Lorraine abstain. >> Abstains. >> Okay.
>> All right. So, those are taken care of. >> Okay. I apologize for that, too. >> That's all right. >> No, that's I was thinking I don't think she was there. >> Yeah. >> So, we could we just moved to Maran >> and that's probably why I don't have it. So, >> I know I sent it to you, but
>> they they were a while ago and I remember reading them and I said I didn't see anything in them that >> and then I forgot to put it on the agenda for the last >> and I very well may have seen it and put it to the side. You know, >> you want me to send it to you? >> Nope. Nope. I'm going to look because
more than likely it's clipped to something I don't want to be. >> But I can send it to you again if you're just curious. >> I'll let you know. I'll let you know. How about if I can't find it? I'll let you know. >> Okay. And that way you don't have to do something you don't need to do without >> okay >> reason.
>> Next meeting is scheduled um on January 19th which is MI right >> so um >> the dates do we have >> I do have a question >> Mondays would be better I looked at at other meetings and Mondays we'd have a better chance of getting this room on a
Monday. I do have a question on Martin Luther King and I don't know what the status is there with with um apparently the president has eliminated Martin Luther King Day and Indigenous
People Day. >> I I don't know if it's actually been done. >> Okay, that was my question. I'm going to leave it be because >> it's still in our bylaw. It's all >> bylaw state >> and it's a state and I think you need to get some approval from Congress. But I
just I heard that >> not on the agenda. Let's go. >> Yeah. >> That was the last question. The last question. >> Let's let's uh let's pick a date for January. Let's assume the 19th is off the table. >> Yeah. >> Uh does the 26th work?
>> Works for me. >> Works for me. Works for works for me. >> Works for me. Okay. >> January >> 26 is a Monday. >> 6 o'clock. >> Yeah. >> Yeah. I'll check in a room. I'll check in on a room and let you know. >> Okay. >> Hope they don't mess around and people
don't understand. >> All right. >> Anything else, Lorraine, for the good of the group. >> Oh, dear God. No, >> Derek. Anything for the good of the group? >> Um, no. >> Okay. Uh, at this point it's not on the
agenda, but there are some people here. Uh, if anybody has any questions or anything for us, please ask. Um, and I'll I'll just be quiet for a minute and then if not, then I'm going to close the meeting. >> Okay.
Okay. Not seeing anything. Uh then I'm going to ask for a motion to uh adjourn the wage and personnel meeting for uh December 15th. It is 7:15 p.m. >> So move second.
>> Okay. Lorraine. >> Yes. >> Derek. >> Yes. >> Tim. Yes. >> That was very enthusiastic. Yes. >> Have holiday with your >> Have a wonderful holiday. Merry Christmas. Happy holidays.
>> Thank you all. Happy holidays to you. >> Thank you. Part: 2
I'd like to call to order the December meeting of the Kingston Public Library Board of Trustees. Um, in attendance this evening, we have trustees Emily Bruce, Andrew Costco, myself, Emily Curtain, and virtually Lee Lewis. And we also have an attendance library
director, Donald Cole. Uh the first thing on our agenda is minutes approval and it's a series of three minutes. It's September, October, and November that went out because they all need to be approved. And
it has been revealed that as there are four of us, so we're a quorum. We can vote on them. Although some people may be abstaining from um the the meetings they did not attend, >> right? >> So that's how we're going to do it. Um if you remember which meetings you were
at and which meetings you missed then vote accordingly. Um so the fir uh the first set of minutes would be the September minutes. >> I was not there. >> Okay. >> I don't think >> so for this vote then you will um obtain.
>> I'm going to look at my calendar to make sure but I'm pretty sure I wasn't here. Sorry. >> Um did anyone see anything that needed to be edited or changed in the September minutes? It looks good to me. >> Not seeing anything, then I'll take a
motion to approve as presented. >> Uh, second. >> Okay, I can make a motion. Second and then we'll have we'll have to go around and vote because there was someone who wasn't here. So, um, >> Lee,
>> uh, yes, approved. >> I'm also I or approve >> and I abstain. >> Yep. Emily is abstained. Okay. So, those are all set. The October minutes, um, if anyone sees anything in the October minutes that they want to speak to,
edit, change. >> I was also not here on October. Okay. Sorry. >> That's okay. Not seeing anything. Then I will take a motion to um approve the October minutes as is. >> Motion to approve.
>> All right. I'll second that. So again we can do a round vote um to accept the minutes. Lee >> I >> I >> I >> and abstain. >> Okay, perfect. And then finally the November minutes >> which I was not but I was
>> I was here. >> Does anyone see anything in the November minutes that needs to be edited or changed? >> No. >> Or added. Not seeing anything. Then I would motion to accept the November minutes as presented. >> I move we accept the November minutes as presented. >> Right. I'll second that and we can go
around and vote. >> Lee Lewis >> Lee Lewis I >> Emily Curtain I >> Andy Costa is abstain. >> Okay perfect and we're all set with our minutes for the last three months.
>> They should be now Donald which I will do so so you can post them. >> We got so many minutes can be announced. >> All right. Uh position update is the next thing which >> so the that is in regards to the head of youth services um position. Um we
actually met with the candidate um Emily and I just prior to the last trustees meeting for basically a second interview. Um the position was offered to them and um they did accept tomorrow night at the board of selectman's meeting. They will be appointed by the
board of selectmen. So they will begin on Wednesday. Um so they will be here for luminaries which will be great. It'll be a great way for them to you know jump right into the community. Um so his name is Orion and he was the assistant um children's librarian in um
North Allerboro um I believe four years. Um so we're very excited in that after that position is filled then we have the full complement of staff and there are no more vacancies. Um yeah. Hooray. >> Good job.
>> Excellent. >> The next item on the end is the policy on solicitations. The discussion and vote on that we've decided to table because we're such um we're so short-handed tonight in terms of just being able to have as many people give their input as possible. So, we'll move
that to the agenda in January. But I did set out send out the Newton Free Library policy with the materials just because Um so state aid. >> Okay. So that's just a quick update that
um we were notified by um NBLC that the um first payment of state aid um will be coming to us in the near future. Normally when they send out that email, it's um normally deposited within um the next couple of weeks. So um that should
be on you know in our account at any time. >> Thank you. Um then the next one is luminaries. >> Okay. So yeah, so um this Saturday is luminaries. Um we um I was able to rally
everybody that was participating um so that we could put together the the um poster um you know with the QR code for the calendar events. Um so and I did um we print today printed those for us. Um they actually did those at no charge.
>> Oh wow. Um so we did thank them on social media for that. Um so yeah so it's this um this Saturday it's from 5:30 to 8. Um it is going to be a little more low-key than it has been in the past. Um but you know we still will have
activities for folks um crafts with kids um food selections um and and stuff like that. So um so if anybody is watching us from home and would like to you know have an evening of fun come on down and then if there are any trustees who would love to spend
some time volunteering come on down. >> This is actually the first luminaries I'm going to miss since I moved back from Korea >> going to see uh Patriots Baltimore in Baltimore with my dad. >> Oh >> he wanted he wanted to do a football trip so
>> Oh that's right because Bob Okay. Yeah. Sorry. We do um roasted marshmallows on the lawn which your dad kind of spearheaded but the another person from church is handling that this year. Now I know why. Okay. Thank you. >> I'm gonna miss it. >> Yeah.
>> I will I'm usually here but >> it's fine. >> I'll be here. I might drop in. I have some friends coming to visit who love the Hallmark moment. That is our luminary. >> What's your excuse? >> Yeah. >> I have no excuse. >> Yeah, he has no excuse. They'll be here.
>> But are But are you dressing this year or no? >> I probably will not be. I probably will not be. There's still time. I may change my mind.
>> Um, anything else you want to add about that? >> Are you look actively looking for volunteers? >> We do have, you know, we do have, um, you know, volunteers lined up. Um, you know, and we do have multiple staff members that will be, um, assisting. Grace, um, the new, um, library tech,
um, the part-timer, she will actually be coming to assist. >> Oh, >> um, you know, we Pac will be here. Nick, the archavist will be here. Um, my husband will be here. Um, so yeah, as the, you know, the welcome person.
>> Yeah, absolutely. Absolutely. Yeah, it was a bundle deal when I was hired. Um and so um yeah so you know it is been you know we just never know what the outcomes are going to be. Last year you know um with the people counter we had
over,200 people come through other years it wasn't as high so it's always >> weather dependence. >> Absolutely. Absolutely. And I have not looked that far ahead to see what that's going to be. >> I saw that Friday was 56. So >> Saturday it's getting cold again. I think the high is like 35. So it's going
to be cold. Yeah. But hopefully no snow or any weather. Just cold. So yeah. >> Yeah. >> I think your first year was pouring, correct? Was that the first? >> It was. It was I remember. >> All right. >> And last year it was freezing cold. >> Last year it was freezing >> before. No precipitation. So
>> Oh, that's not bad. Okay, good. >> Actually, that's pretty warm for a >> Yeah, that's good. That's good. I like >> Well, it isn't. It is. >> Well, I mean, >> it's ominous, but short-term for the people who are out and about for a couple hours walking on the street, it's good. Yeah, >> that's what I meant. >> For the people who are going to die in
the next 10 minutes. >> All right, maybe these are too morbid for this. >> Um, then the next item on the agenda is the food drive. >> So, yes. So, just another plug that the library has been doing a food drive um for the Plymouth area coalition for the
homeless. Um we did have a volunteer who was a donor and then had asked about helping with the um with the sorting of the the groceries as and dropping off. So we did um fill both my Jeep and her SUV um with with the first um delivery.
So we are still collecting until the end of the year um at which point um we'll be bring those back. But just another we were still doing that. So, a comment on that is I've heard from, uh, like on social media and stuff like that that some food drives say like they
prefer a certain type of food. Obviously, not not things that aren't perishable, but like maybe lighter things, like they actually don't prefer canned goods because they're on the heavier side. Do do you guys have any uh statements on that? So, they do have on
um so they do have on the website a list of the items that they're looking for. >> And what we did do was we did sort the um the donations so that you know there were you know
bags like store bags full of cereals, smaller boxes of um you know canned goods and things like that. So, we were mindful of, you know, potentially that a lot of the volunteers at, you know, the pantry might be seniors who might not be able to, you know, um, pick up and put down
>> four pack of cans. >> Exactly. Exactly. So, we we have been very mindful of that. But, yeah, there wasn't any real restrictions other than this was a list of the items. Um, so there were food items, um, >> baby related items, diapers, wipes, and
things like that as well. >> Great. formulas property. >> All right, then continuing on right into the directory. >> Okay. court. Um so a lot of my time has been spent um with you know planning for
luminaries and you know just coordinating with the different um you know houses of worship and other town departments um you know to you know just coordinate the marketing. Um, I've discussed and met with the recreation
and COA about reestablishing a um, February school vacation um, program that had done been done previously um, which was um, book >> bingo. >> Um, so we have planned for it for February vacation. >> Oh, that's great.
>> Um, I believe it's the Tuesday of that week. I'll have to confirm that. Um, so we will be working on we'll be providing um books as prizes as well as I'm going to be looking into us making kind of custom um bingo cards versus using um
you know regular numeric you know ones. Um I met with the ochavist as you know we all know that next year is Kingston's 300th. Um so we met to have an extensive meeting about all the related events
both library and related to the Kingston 300th um group and book club uh the book group um you know as far as you know their interests and what they would like to have us you know provide or host um as well as our internal programming. Um,
so we spent some time going over there. So we do have an outline for all of next year from January to December. Um, it was two hours plus of a meeting, but I was like, we need to get this done. Um, you know, some of it has was responsive,
but others um, you know, aspect of it is, you know, kind of wait and see. We are trying to get a coordinated group meeting together so that we can all sit down and discuss like really what programs people want to spare themselves, what you know we're going to
host ourselves and stuff like that. >> Who did you meet with for this meeting? >> Just the archavist. That was it. Okay. >> Yeah. Yeah. So, I've been in contact with um meeting. Yeah. This was just an internal meeting. Um but now you know they you
know the 300th book group um you know if you've had a chance to see the book it is fantastic >> so beautiful >> I went to the launch that was school that they had kindly um extended the invitation to and they had some of the photographs and large scale on display
and the book itself looks amazing. >> The book's incredible. It's so much bigger and more extensive than I thought it was going to be and the photos the printing of it was just >> stunning. Really really beautiful. >> Yeah. Yeah. Um, so yeah, so we did a had a huge
discussion about that. Um, one kind of techy thing I've worked with OLN to implement multiffactor authentication. So now our Google workspaces through OLN as far as accessing the email accounts through
them as well as the staff OLN staff website. Um, we have to use these things they look they called UB keys. Uh um um and so that you know we did have some hurdles that we had to go through um in
trying to figure out I obviously was the test you know candidate for it and I was just getting a lot of unique errors that they you know hadn't experienced yet with the other like 12 libraries that they had already implemented them in. um you know so the it you know it did have
to do with internal kind of um security measures and um you know just different settings and stuff like that. Um but those are all set um as far as the active staff and then as Orion comes on um his account will be set up as well.
Um, let's see. Began um a reorganization of the DVDs in the adult section and audio books and music CDs. Um, I initially was going to weed some
more of the collection, you know, which is part of the regular routine. Um, but there was a lot of space, so it resulted in collections being shifted. So what we're going to be able to do now is in the audiovisisual section provide more
table and chair space for for um patrons as well as to better utilize the wall space um as far as marketing for you know our digital collections such as Libby and Hoopler and um you know Canopy
and stuff um you know because the the displayers that we were using for CDs you know they're only like four foot something so that still leaves a lot of wall space um available for um you know marketing, promotion, display or what
have you. So it is kind of a fluid um kind of idea at the moment but it did open up a lot of floor space to be better utilized. Um I did begin um weeding the print reference collection. Um I mainly
focused on the annuals. So these were basically a lot of the reference books that come out on an annual basis um that you know haven't been updated in quite a while. Um normally this would fall under the um
reference librarian. However, he is out for extended medical. Um so I was covering the reference desk and um you know it just provided me not the perfect time to um you know work on that project. Um and we we are looking at you know other alternatives to print
reference that does get outdated extremely quickly. Um you know where online versions you know can be more easily updated with um no additional cost. Um I was contacted by an Eagle Scout
about a potential um project here at the library. um he is going to wait for the um for Orion to come um to discuss creating sensory bags >> um for the children's department. Um you
know we had talked about some um co what you know carpentry you know kind of related projects and things like that. Um you know but this was something that um he you know had just offered up as an idea. Um so there'll be further
discussion as you know we move along with that. I did speak to facilities um about the courtyard in the front garden um for cleanup for luminaries. I mean obviously if there's still snow on the ground ground and covering it that's fine. Um but there is still like a lot of leaves
and it is actually because of the height of some of it and with the of the piles of leaves it's it is collecting debris. Um, so we do need to have that cleaned up. Um, and
that was um, you know, the highlights of my report. Were there any questions or anything? All right. So, I will now go to the statistical report. Um,
which we did. Um just one thing that I just want to mention about is um you know the the month the um circulation for Hoopler um you know that it was moneywise the
highest cost um that we've you know seen with this service um since we began. Um and so that annual that monthly cost was $1,758.83 83 cents. Um, and that was based upon
716 circulations of various items of um, various formats. And the if one was to look at the August 25 um, stats, we would see that the um, the number for items searched were
increas. So it is dependent on format. Each format is comes in at a different cost. So, we have to look at everything kind of independently. >> This seems like a suffering from success kind of problem. >> Yeah. Yeah. Yeah. Yeah. It's a good thing. It's a good thing. Um and I did
include um the overdrive statistics um for the ebook collection as well as the e audio collection. Um so that was that is actually a new
figure that um is being provided just for a broader um view of our circs. Um we are you know seeing a decline which is normal for two reasons. one holiday season and two um you know obviously
with a vacancy in the children's department that you know has um you know that that's what helps drive folks in. We did have a children's program planned for this past Friday. It was a um jamming with us um children's
program that Karen had um arranged for and unfortunately at the last minute they canceled. We had 42 families, you know, children signed up. So, we were very excited about, you know, getting that drama, but unfortunately, um, the performers had canceled at the last moment.
>> How does it compare to your year over year? >> So, that is the one. Okay. So year to date we are at a higher percentage than we were last year at this same time. So
last year we were at um actually no that's wrong that's in positive. We were up 12% and this year we are down for year to date we're down 13%. So obviously you know children's programming is a major um you know
catalyst for the numbers all around. But historically, you'll see as close, you know, obviously over the summer things will spike and then, you know, go down a little because of September getting back to school, then it will increase and then the holidays hit and
then it goes down again and then we kind of maintain and then as February and you know people wanting to get out of the house and you know cabin fever and all that good stuff then we start seeing um the increases
charging. Thank you. >> All right. >> Um, any questions about the staff reports that went out? >> Not seeing any. Um, foundation friends update. I did not get an official update. Um, I do know that they finished
with their ELF kits and that the letter went out from the foundation. The ask letter went out and other than that, they don't have a um meeting this month. So, they'll be back at it in January. Um there the next item is payment of bills and
>> and I just want to add so for the the foundation that they did um make a couple sales of the um the Lano prints which they were very excited to for the holidays. Yes. So they were very happy about that as those were unexpected.
>> Yeah. That's great news. >> Um payment of bills. There are any bills um old business seeing any uh any new business. I just have to check the date of the next meeting at which is technically old
business but >> also new business >> the 26th >> still okay with everyone >> I'm going to be okay >> yeah is that later in the month usual yes >> we did move it okay yeah I'm sorry I'm
at a conference that week in in Arizona >> so I fly out that morning >> no that's the week before MLK day is the 19th. >> That's why we moved it to >> That's why we moved it. Okay, you're right. That's what you said. Okay. Uh yeah. So, sorry I'm going to miss again. Apologies. I would say I would zoom in.
I'm not going to because I'm going to be in Arizona and attending the opening. It's a minister's conference, so there's going to be a big opening worship service going on. So, I'm not going to attend. I'm sorry. If you have any um thing that you want to add to the discussion on
solicitations or anything that is um specifically troublesome, worrisome or important to you and um yeah for that discussion if you just want to send me a >> list or I will read through everything that would be great. >> Okay, can do.
>> Okay. Anything else under new business? >> Not seeing anything then I will take a motion to adjurnn. I move we adjourn. >> Second >> at 628 then. Yes. Um all in favor >> I >> I >> I
>> Thank you.