>> Thank you. Made Hrtd meeting come to order. Please. >> Thank you. Made Hrtd meeting come to order. Please. Thank you. My name is Tina meeting come to order. Please. Thank you. My name is Tina Griffis meeting for this is Thank you. My name is Tina Griffis meeting for this is the meeting for today. April Griffis meeting for this is the meeting for today. April 24th 2025. I have Chandler and the meeting for today. April 24th 2025. I have Chandler and done a year today with me. 24th 2025. I have Chandler and done a year today with me. There is no public comments. done a year today with me. There is no public comments. So we have any speakers today. There is no public comments. So we have any speakers today. We're going to move on to 3.1 So we have any speakers today. We're going to move on to 3.1 approval of the March. 27 20 We're going to move on to 3.1 approval of the March. 27 20 to 25 meeting draft minutes. approval of the March. 27 20 to 25 meeting draft minutes. Can I please have a motion to to 25 meeting draft minutes. Can I please have a motion to approve the March 27th meeting Can I please have a motion to approve the March 27th meeting minutes. Thank you, Mr.
Chandler, I move that we minutes. Thank you, Mr. Chandler, I move that we improve the 3/27/2025. meeting Chandler, I move that we improve the 3/27/2025. meeting minutes. improve the 3/27/2025. meeting minutes. >> Thank you. The motion has minutes. >> Thank you. The motion has been made by MS Chandler and >> Thank you. The motion has been made by MS Chandler and seconded by MS Donohue. Is been made by MS Chandler and seconded by MS Donohue. Is there any discussion? Okay? seconded by MS Donohue. Is there any discussion? Okay? All those in favor, please there any discussion? Okay? All those in favor, please raise your hand and say I and All those in favor, please raise your hand and say I and all those opposed. Raise your raise your hand and say I and all those opposed. Raise your hand say nay. Let's move on to all those opposed. Raise your hand say nay. Let's move on to 4 point. 0, one revisions to
policy. 6 personnel records. 4 point. 0, one revisions to policy. 6 personnel records. pollen. Will you be speaking policy. 6 personnel records. pollen. Will you be speaking to that today? pollen. Will you be speaking to that today? >> Thank to that today? >> Thank >> Yes, thank Tonight we are >> Thank >> Yes, thank Tonight we are bringing back policy. 6 >> Yes, thank Tonight we are bringing back policy. 6 personnel records and file for bringing back policy. 6 personnel records and file for your review as an action item personnel records and file for your review as an action item we submitted the proposed your review as an action item we submitted the proposed revision for public feedback we submitted the proposed revision for public feedback and did not receive any revision for public feedback and did not receive any comments or suggested edits. and did not receive any comments or suggested edits. Well, at first glance, comments or suggested edits. Well, at first glance, personnel records may not seem Well, at first glance, personnel records may not seem directly related to our personnel records may not seem directly related to our complaints or grievance
policies. Our experience has complaints or grievance policies. Our experience has shown that employees sometimes policies. Our experience has shown that employees sometimes attempt to use this policy to shown that employees sometimes attempt to use this policy to relitigate or appeal attempt to use this policy to relitigate or appeal employment decisions made relitigate or appeal employment decisions made under those policies as such. employment decisions made under those policies as such. Our proposed revisions to this under those policies as such. Our proposed revisions to this policy are part of a broader Our proposed revisions to this policy are part of a broader strategic effort to create policy are part of a broader strategic effort to create clarity and consistency across strategic effort to create clarity and consistency across policies, governing employee clarity and consistency across policies, governing employee complaints and grievances in policies, governing employee complaints and grievances in particular starting with this complaints and grievances in particular starting with this policy before we bring the particular starting with this policy before we bring the suite of policies is
particularly important so that suite of policies is particularly important so that we can continue that particularly important so that we can continue that consistency and clear we can continue that consistency and clear direction for employees to consistency and clear direction for employees to know which policy they are to direction for employees to know which policy they are to follow when bringing forth know which policy they are to follow when bringing forth concerns and complaints follow when bringing forth concerns and complaints policy. 73. 0, 6, is a vital concerns and complaints policy. 73. 0, 6, is a vital framework established by the policy. 73. 0, 6, is a vital framework established by the Loudoun County School Board to framework established by the Loudoun County School Board to ensure the proper maintenance Loudoun County School Board to ensure the proper maintenance confidentiality and ensure the proper maintenance confidentiality and accessibility of personnel confidentiality and accessibility of personnel records for all employees. accessibility of personnel records for all employees. However, this policy is not records for all employees. However, this policy is not intended as a mechanism for However, this policy is not intended as a mechanism for disputing disciplinary actions intended as a mechanism for disputing disciplinary actions or policy interpretations.
Instead, its primary purpose or policy interpretations. Instead, its primary purpose is to establish LCPS is duty Instead, its primary purpose is to establish LCPS is duty to maintain accurate and is to establish LCPS is duty to maintain accurate and complete employee records to maintain accurate and complete employee records provide employees with access complete employee records provide employees with access to review their own personnel provide employees with access to review their own personnel files and allow for to review their own personnel files and allow for corrections in cases of files and allow for corrections in cases of factual inaccuracies. To corrections in cases of factual inaccuracies. To ensure alignment with this factual inaccuracies. To ensure alignment with this intent. The proposed revisions ensure alignment with this intent. The proposed revisions clarify that request to amend intent. The proposed revisions clarify that request to amend or remove records must be clarify that request to amend or remove records must be based on objective errors such or remove records must be based on objective errors such as incorrect dates or an based on objective errors such as incorrect dates or an incorrect level of discipline,
not as an avenue to challenge incorrect level of discipline, not as an avenue to challenge past employment decisions. It not as an avenue to challenge past employment decisions. It is also explicitly directs past employment decisions. It is also explicitly directs employees to the appropriate is also explicitly directs employees to the appropriate grievance and appeals policies employees to the appropriate grievance and appeals policies when seeking to contest a grievance and appeals policies when seeking to contest a disciplinary action ensuring when seeking to contest a disciplinary action ensuring each policy serves its disciplinary action ensuring each policy serves its intended purpose. Finally, each policy serves its intended purpose. Finally, these updates enforced LCPS is intended purpose. Finally, these updates enforced LCPS is commitment to protecting the these updates enforced LCPS is commitment to protecting the confidentiality and integrity commitment to protecting the confidentiality and integrity of personnel records while confidentiality and integrity of personnel records while complying with legal of personnel records while complying with legal requirements in simpler terms,
we often get questions from requirements in simpler terms, we often get questions from employees about which policy we often get questions from employees about which policy they are to follow in regards employees about which policy they are to follow in regards to certain disciplinary they are to follow in regards to certain disciplinary actions or review. And so this to certain disciplinary actions or review. And so this language again seeks to help actions or review. And so this language again seeks to help with that clarity and redirect language again seeks to help with that clarity and redirect employees. Had this time, I'd with that clarity and redirect employees. Had this time, I'd like to turn it over to Alex employees. Had this time, I'd like to turn it over to Alex Smith. Hrtd supervisor for like to turn it over to Alex Smith. Hrtd supervisor for grievance management to Smith. Hrtd supervisor for grievance management to highlight some of those grievance management to highlight some of those additional proposed revisions. highlight some of those additional proposed revisions. All right. Thank you. As additional proposed revisions. All right. Thank you. As fallen. So as as as this
pollen mentions, we did not fallen. So as as as this pollen mentions, we did not receive any public feedback. pollen mentions, we did not receive any public feedback. So we did not make any receive any public feedback. So we did not make any additional edits since our So we did not make any additional edits since our last meeting in April. additional edits since our last meeting in April. >> So just quickly, what I'll last meeting in April. >> So just quickly, what I'll do for us give you refresher >> So just quickly, what I'll do for us give you refresher of the changes that we spoke do for us give you refresher of the changes that we spoke about in March. We are not of the changes that we spoke about in March. We are not proposing any changes to about in March. We are not proposing any changes to sections a through F the proposing any changes to sections a through F the changes we are proposing began sections a through F the changes we are proposing began with Section G which is changes we are proposing began with Section G which is corrections to a request to with Section G which is corrections to a request to remove personnel, record corrections to a request to remove personnel, record documents. And that begins on remove personnel, record documents. And that begins on line. 64. In Section G online. documents. And that begins on line. 64. In Section G online. 68 to 69 is where we at. Where
we clarified that request for 68 to 69 is where we at. Where we clarified that request for corrections or removal are we clarified that request for corrections or removal are limited to situations where corrections or removal are limited to situations where there's a factual inaccuracy. limited to situations where there's a factual inaccuracy. And then in line, 72 74, we there's a factual inaccuracy. And then in line, 72 74, we have included this standards And then in line, 72 74, we have included this standards by with the standard by which have included this standards by with the standard by which requests employees will be by with the standard by which requests employees will be reviewed. And that's the requests employees will be reviewed. And that's the preponderance of an of the reviewed. And that's the preponderance of an of the evidence, which means more preponderance of an of the evidence, which means more likely than not that the evidence, which means more likely than not that the document in question is likely than not that the document in question is inaccurate or incomplete. In document in question is inaccurate or incomplete. In line. 79 through 86. We have inaccurate or incomplete. In line. 79 through 86. We have included verbiage that state's line. 79 through 86. We have included verbiage that state's unemployed me ask that included verbiage that state's unemployed me ask that documentation related to their
requests be included in their documentation related to their requests be included in their personnel file along with the requests be included in their personnel file along with the document in question. If their personnel file along with the document in question. If their request for a correction or document in question. If their request for a correction or removal is denied and they request for a correction or removal is denied and they would have 30 calendar days removal is denied and they would have 30 calendar days from receipt of the denial to would have 30 calendar days from receipt of the denial to make that request. And the from receipt of the denial to make that request. And the proposed revisions to change make that request. And the proposed revisions to change the scope of what can be proposed revisions to change the scope of what can be requested under this policy, the scope of what can be requested under this policy, meaning under this policy, requested under this policy, meaning under this policy, employees can only ask for a meaning under this policy, employees can only ask for a correction or removal of the employees can only ask for a correction or removal of the document. So as a result of correction or removal of the document. So as a result of that, we did add a Section H document. So as a result of that, we did add a Section H which is restrictions on that, we did add a Section H which is restrictions on request to remove disciplinary which is restrictions on request to remove disciplinary documents and that begins
online. 88. So in that documents and that begins online. 88. So in that section, we have clarified the online. 88. So in that section, we have clarified the avenues by which an employee section, we have clarified the avenues by which an employee Kansas can rebut or challenge avenues by which an employee Kansas can rebut or challenge of disciplinary actions. So Kansas can rebut or challenge of disciplinary actions. So again, separate from just of disciplinary actions. So again, separate from just correcting and inaccuracy if again, separate from just correcting and inaccuracy if someone disputes that I was correcting and inaccuracy if someone disputes that I was issued a letter of reprimand, someone disputes that I was issued a letter of reprimand, they want to rebut or rebut issued a letter of reprimand, they want to rebut or rebut the contents within it. So they want to rebut or rebut the contents within it. So they with the options they the contents within it. So they with the options they have to or butter challenge they with the options they have to or butter challenge are 3 policy. 73, 10 and that have to or butter challenge are 3 policy. 73, 10 and that staff discipline and that are 3 policy. 73, 10 and that staff discipline and that provides employees the
opportunity to submit a provides employees the opportunity to submit a written or oral rebuttal for opportunity to submit a written or oral rebuttal for the reasons for the written or oral rebuttal for the reasons for the disciplinary action within 30 the reasons for the disciplinary action within 30 calendar days of receipt of disciplinary action within 30 calendar days of receipt of that action. And employees may calendar days of receipt of that action. And employees may also grieve to submit their that action. And employees may also grieve to submit their disciplinary action through 2 also grieve to submit their disciplinary action through 2 other policies policy. 70 18 disciplinary action through 2 other policies policy. 70 18 is the procedure for adjusting other policies policy. 70 18 is the procedure for adjusting grievances. And that provides is the procedure for adjusting grievances. And that provides employees with the right to grievances. And that provides employees with the right to grieve a disciplinary action, employees with the right to grieve a disciplinary action, including a dismissal. So in grieve a disciplinary action, including a dismissal. So in practical terms, what that including a dismissal. So in practical terms, what that means of an employee received practical terms, what that means of an employee received a letter of reprimand that means of an employee received a letter of reprimand that they feel is unwarranted or a letter of reprimand that they feel is unwarranted or misapplication of policy. They they feel is unwarranted or misapplication of policy. They may initiate a grievance under
part to a policy 70 18. If may initiate a grievance under part to a policy 70 18. If employee wants to greet their part to a policy 70 18. If employee wants to greet their dismissal, that can be grieved employee wants to greet their dismissal, that can be grieved under part U.S.. Part 3 of dismissal, that can be grieved under part U.S.. Part 3 of that policy. Similarly policy under part U.S.. Part 3 of that policy. Similarly policy 70 24 is for specifically for that policy. Similarly policy 70 24 is for specifically for classified employee dismissal 70 24 is for specifically for classified employee dismissal and emotion. Grievances and classified employee dismissal and emotion. Grievances and that provides non-exempt and emotion. Grievances and that provides non-exempt employees with the right to that provides non-exempt employees with the right to grieve disciplinary action. employees with the right to grieve disciplinary action. That results in a demotion or grieve disciplinary action. That results in a demotion or dismissal. So summarizing and That results in a demotion or dismissal. So summarizing and stored and reiterating what dismissal. So summarizing and stored and reiterating what Bolin shared. The goal of our stored and reiterating what Bolin shared. The goal of our revisions to this policy are Bolin shared. The goal of our revisions to this policy are to ensure the personnel revisions to this policy are to ensure the personnel records are maintained
accurately confidentially and records are maintained accurately confidentially and in compliance with legal accurately confidentially and in compliance with legal requirements while also in compliance with legal requirements while also protecting employee rights and requirements while also protecting employee rights and provide employees with a fair protecting employee rights and provide employees with a fair process for correcting provide employees with a fair process for correcting legitimate errors. Our goal is process for correcting legitimate errors. Our goal is to enhance the clarity and legitimate errors. Our goal is to enhance the clarity and consistency for employees and to enhance the clarity and consistency for employees and their understanding of the consistency for employees and their understanding of the multiple policies governing their understanding of the multiple policies governing employee complaints and multiple policies governing employee complaints and grievances and to bring an employee complaints and grievances and to bring an overall transparency and grievances and to bring an overall transparency and efficiency to the management overall transparency and efficiency to the management personnel records. Thank you. efficiency to the management personnel records. Thank you. Any discussion. Yes, the personnel records. Thank you. Any discussion. Yes, the study. Thank you very much. Any discussion. Yes, the study. Thank you very much. Chair group U.S.. Thank you.
Miss Smith I 2 I see that last Chair group U.S.. Thank you. Miss Smith I 2 I see that last >> revision of this policy was Miss Smith I 2 I see that last >> revision of this policy was in 2022. so I was curious what >> revision of this policy was in 2022. so I was curious what the motivation was to revise in 2022. so I was curious what the motivation was to revise it now. the motivation was to revise it now. >> So it now. >> So >> many times I've mentioned >> So >> many times I've mentioned that we're going to bring a >> many times I've mentioned that we're going to bring a suite of policies and that that we're going to bring a suite of policies and that suite of policies includes suite of policies and that suite of policies includes both grievance policies for
licensed or certified and non both grievance policies for licensed or certified and non licensed employees. And so we licensed or certified and non licensed employees. And so we anticipate that this suite of licensed employees. And so we anticipate that this suite of policies will take. Some time anticipate that this suite of policies will take. Some time in committee and involve much policies will take. Some time in committee and involve much discussion the this policy is in committee and involve much discussion the this policy is one of those policies that Ms discussion the this policy is one of those policies that Ms Smith has been looking at as one of those policies that Ms Smith has been looking at as part of that suite of policies Smith has been looking at as part of that suite of policies to ensure few things. The most part of that suite of policies to ensure few things. The most important of which is that all to ensure few things. The most important of which is that all employees have avenue by which important of which is that all employees have avenue by which to. discipline or employment
matter. Concern. Grieved or to. discipline or employment matter. Concern. Grieved or brought forth to discuss. And matter. Concern. Grieved or brought forth to discuss. And this was one of those brought forth to discuss. And this was one of those policies. And if we are this was one of those policies. And if we are changing the rest of those policies. And if we are changing the rest of those policies, it was necessary to changing the rest of those policies, it was necessary to make sure that this policy was policies, it was necessary to make sure that this policy was also clarified and clear and make sure that this policy was also clarified and clear and directed them to the correct also clarified and clear and directed them to the correct policies to grief. thank you. directed them to the correct policies to grief. thank you. To be honest with you, we policies to grief. thank you. To be honest with you, we actually thought why bring To be honest with you, we actually thought why bring this with the other ones when actually thought why bring this with the other ones when we could actually we didn't this with the other ones when we could actually we didn't feel this would be. It
wouldn't be as much discussion feel this would be. It wouldn't be as much discussion need it and we would be able wouldn't be as much discussion need it and we would be able to move this along while we need it and we would be able to move this along while we spent more time on the other, to move this along while we spent more time on the other, a makes sense. Thank you. spent more time on the other, a makes sense. Thank you. >> And then my other question a makes sense. Thank you. >> And then my other question has nothing to do with the >> And then my other question has nothing to do with the proposed edits. But per no. C has nothing to do with the proposed edits. But per no. C 2 on page. One of the policy proposed edits. But per no. C 2 on page. One of the policy lines. 32 34. Which I not 2 on page. One of the policy lines. 32 34. Which I not release spent a lot of time lines. 32 34. Which I not release spent a lot of time thinking about when this is on release spent a lot of time thinking about when this is on for informations as it's not thinking about when this is on for informations as it's not part of the proposed for informations as it's not part of the proposed provisions
>> it seems to suggest that. provisions >> it seems to suggest that. The school board can authorize >> it seems to suggest that. The school board can authorize the superintendent to disclose The school board can authorize the superintendent to disclose information about and the superintendent to disclose information about and employees about a plea information about and employees about a plea personnel matters under employees about a plea personnel matters under certain circumstances. And I. personnel matters under certain circumstances. And I. Wanted to ask the appropriate certain circumstances. And I. Wanted to ask the appropriate person to talk a little bit Wanted to ask the appropriate person to talk a little bit about that because we have person to talk a little bit about that because we have frequently We can't. The about that because we have frequently We can't. The superintendent can't publicly frequently We can't. The superintendent can't publicly discuss personnel matters. And
it seems to be an absolute we discuss personnel matters. And it seems to be an absolute we can't discuss. So it's just it seems to be an absolute we can't discuss. So it's just curious about how. To can't discuss. So it's just curious about how. To interpret this paragraph. >> think I'm going have to get >> think I'm going have to get a legal review, but I'm going >> think I'm going have to get a legal review, but I'm going to give you what I believe in a legal review, but I'm going to give you what I believe in what I think. What's been to give you what I believe in what I think. What's been communicated to me. I do not
believe it's my understanding. communicated to me. I do not believe it's my understanding. And Christine feel free to believe it's my understanding. And Christine feel free to jump in. If I'm that there is. And Christine feel free to jump in. If I'm that there is. You are legally bound. jump in. If I'm that there is. You are legally bound. >> In some regards to some You are legally bound. >> In some regards to some information that you could >> In some regards to some information that you could potentially release. information that you could potentially release. >> There is significant risk. potentially release. >> There is significant risk. For you to release that >> There is significant risk. For you to release that information. And we have been. For you to release that information. And we have been. Given legal advice to avoid
that risk. I'm less. There is Given legal advice to avoid that risk. I'm less. There is extreme miss information that risk. I'm less. There is extreme miss information provided that we have to extreme miss information provided that we have to counter. And at that time the provided that we have to counter. And at that time the school board could with legal counter. And at that time the school board could with legal advice. Authorized for direct school board could with legal advice. Authorized for direct the superintendent to disclose advice. Authorized for direct the superintendent to disclose information. Does that help? the superintendent to disclose information. Does that help? In cases, for example, in information. Does that help? In cases, for example, in cases if we had an employee In cases, for example, in cases if we had an employee who was making legal
allegations publicly against who was making legal allegations publicly against the school division. There allegations publicly against the school division. There could potentially be. The the school division. There could potentially be. The opportunity for a release of could potentially be. The opportunity for a release of certain information. But they opportunity for a release of certain information. But they I'm going to ask Chrissy to certain information. But they I'm going to ask Chrissy to help me out. I'm going to ask Chrissy to help me out. >> Thank you as well bowling help me out. >> Thank you as well bowling is correct from a legal >> Thank you as well bowling is correct from a legal perspective, there's a
delicate balance. That, of perspective, there's a delicate balance. That, of course, means to be taking delicate balance. That, of course, means to be taking into account with regard to course, means to be taking into account with regard to disclosure of information. into account with regard to disclosure of information. Along with, you know, other disclosure of information. Along with, you know, other laws that might apply. So this Along with, you know, other laws that might apply. So this provision provide some laws that might apply. So this provision provide some discretion in the event that provision provide some discretion in the event that there are certain information discretion in the event that there are certain information is disclosed. But I believe there are certain information is disclosed. But I believe the school division test to is disclosed. But I believe the school division test to take a more conservative view the school division test to take a more conservative view that. Unless there's put take a more conservative view that. Unless there's put potentially legal action that that. Unless there's put potentially legal action that might, you know, result of potentially legal action that might, you know, result of something that we basically
are caught. We maintain the something that we basically are caught. We maintain the confidentiality of information are caught. We maintain the confidentiality of information so that we avoid the legal confidentiality of information so that we avoid the legal risk. The for example, a so that we avoid the legal risk. The for example, a defamation claim. If the risk. The for example, a defamation claim. If the information is disputed and is defamation claim. If the information is disputed and is subject to potentially being information is disputed and is subject to potentially being changed because, for example, subject to potentially being changed because, for example, there may be a hearing on a changed because, for example, there may be a hearing on a dismissal or adverse action there may be a hearing on a dismissal or adverse action that could possibly once it dismissal or adverse action that could possibly once it reaches board, go away. That that could possibly once it reaches board, go away. That allows that information to be reaches board, go away. That allows that information to be clarified or removed from the allows that information to be clarified or removed from the personnel record. The Tulsa clarified or removed from the personnel record. The Tulsa clarify. It does. Thank you. personnel record. The Tulsa clarify. It does. Thank you. Thank you. Any other
discussion. Thank you. Any other discussion. >> I actually had a a question discussion. >> I actually had a a question maybe I missed it. I think I >> I actually had a a question maybe I missed it. I think I thought I saw I saw 30 days. maybe I missed it. I think I thought I saw I saw 30 days. >> The employee has 30 days to thought I saw I saw 30 days. >> The employee has 30 days to reach out to to get their >> The employee has 30 days to reach out to to get their information. Is that correct? reach out to to get their information. Is that correct? Let let me find that section. information. Is that correct? Let let me find that section. >> please don't ask me the Let let me find that section. >> please don't ask me the line number. not. Yeah. So
they have 30 calendar days. So line number. not. Yeah. So they have 30 calendar days. So what happened? What happens if they have 30 calendar days. So what happened? What happens if they have requested? They've what happened? What happens if they have requested? They've made their request. they have requested? They've made their request. >> That I think there's a made their request. >> That I think there's a factual inaccuracy in my >> That I think there's a factual inaccuracy in my personnel file. We say if we factual inaccuracy in my personnel file. We say if we replied No, we believe this is personnel file. We say if we replied No, we believe this is accurate. They have 30 days replied No, we believe this is accurate. They have 30 days from receiving the denial to accurate. They have 30 days from receiving the denial to make that correction to then from receiving the denial to make that correction to then request that there original make that correction to then request that there original request be included in the request that there original request be included in the personnel file. Also so that request be included in the personnel file. Also so that there's a record in the personnel file. Also so that there's a record in the personnel file. But I disputed there's a record in the personnel file. But I disputed I asked for this correction. personnel file. But I disputed I asked for this correction. >> And with that.
>> Do they have to pay for >> And with that. >> Do they have to pay for their information to get >> Do they have to pay for their information to get there? File snow before 30 their information to get there? File snow before 30 days or after, know, we have there? File snow before 30 days or after, know, we have not had a practice. Okay for days or after, know, we have not had a practice. Okay for your personnel. Okay. So not had a practice. Okay for your personnel. Okay. So you're not charge for that. your personnel. Okay. So you're not charge for that. >> Also. As far as getting you're not charge for that. >> Also. As far as getting public I do want to stamps, >> Also. As far as getting public I do want to stamps, you surprise or anything that public I do want to stamps, you surprise or anything that nobody's responded to this. you surprise or anything that nobody's responded to this. But who exactly do we reach nobody's responded to this. But who exactly do we reach out to for feedback on all But who exactly do we reach out to for feedback on all these policies? If you could out to for feedback on all these policies? If you could just clarify that for me? So
there's a wide range. It goes just clarify that for me? So there's a wide range. It goes out. We work closely with the there's a wide range. It goes out. We work closely with the Department of Communications out. We work closely with the Department of Communications and Community Engagement. Department of Communications and Community Engagement. >> And and goes out to the and Community Engagement. >> And and goes out to the community to parents, staff. >> And and goes out to the community to parents, staff. And I know that it also goes community to parents, staff. And I know that it also goes to advisory committees such as And I know that it also goes to advisory committees such as see Act. SAC. there is a list. to advisory committees such as see Act. SAC. there is a list. I do not have the entire list, see Act. SAC. there is a list. I do not have the entire list, but we work with the
Department of Communications. but we work with the Department of Communications. It's the same Department of Communications. It's the same >> for all policies, it all It's the same >> for all policies, it all all policies go out to the >> for all policies, it all all policies go out to the same group of individuals for all policies go out to the same group of individuals for feedback. As a parent, I never same group of individuals for feedback. As a parent, I never I've never asked for feedback feedback. As a parent, I never I've never asked for feedback on policies out as a parent. I've never asked for feedback on policies out as a parent. I've never seen e-mails or on policies out as a parent. I've never seen e-mails or anything or any communication. I've never seen e-mails or anything or any communication. So I was just curious and I anything or any communication. So I was just curious and I can I can talk to So I was just curious and I can I can talk to communications about that. But can I can talk to communications about that. But to be perfectly honest for communications about that. But to be perfectly honest for every policy for us to send a
million emails, it would it every policy for us to send a million emails, it would it would get lost. You wouldn't million emails, it would it would get lost. You wouldn't really. would get lost. You wouldn't really. >> I don't know that you get really. >> I don't know that you get the feedback that you're >> I don't know that you get the feedback that you're looking for, but I do want to the feedback that you're looking for, but I do want to find out what the methods are looking for, but I do want to find out what the methods are for getting this feedback find out what the methods are for getting this feedback because we didn't have any for getting this feedback because we didn't have any this time. Yes, Mr. Chairman, because we didn't have any this time. Yes, Mr. Chairman, I was just going Clarify. this time. Yes, Mr. Chairman, I was just going Clarify. >> My understanding in terms I was just going Clarify. >> My understanding in terms of the policies, the LCPS has >> My understanding in terms of the policies, the LCPS has a very wide net for collecting of the policies, the LCPS has a very wide net for collecting community feedback and that a very wide net for collecting community feedback and that anyone could use the website
to provide feedback if they anyone could use the website to provide feedback if they should shift choose because it to provide feedback if they should shift choose because it is posted on the policies and should shift choose because it is posted on the policies and regulations. Page when is posted on the policies and regulations. Page when policies up for feedback. And regulations. Page when policies up for feedback. And there's a form. policies up for feedback. And there's a form. >> with that, so parents would there's a form. >> with that, so parents would have to go onto the website >> with that, so parents would have to go onto the website and look, they don't know. have to go onto the website and look, they don't know. Normally there's several app and look, they don't know. Normally there's several app it goes out in the Normally there's several app it goes out in the superintendent's newsletter. it goes out in the superintendent's newsletter. >> there are there is. Peach superintendent's newsletter. >> there are there is. Peach Star tight e-mails that also
go out and Star tight e-mails that also go out and >> and likeness Chancellor go out and >> and likeness Chancellor mission there said is post 8, >> and likeness Chancellor mission there said is post 8, 1, the website as well. So mission there said is post 8, 1, the website as well. So they do try to 1, the website as well. So they do try to >> not inundate one-offs, but they do try to >> not inundate one-offs, but they tried to condense all >> not inundate one-offs, but they tried to condense all policies that are going out they tried to condense all policies that are going out into these for it of avenues. policies that are going out into these for it of avenues. The major one being the into these for it of avenues. The major one being the superintendents. The major one being the superintendents. >> It's funny because for this superintendents. >> It's funny because for this particular policy, you know, >> It's funny because for this particular policy, you know, you probably don't care about particular policy, you know, you probably don't care about it too much until it happens
to you. And then, you know, it too much until it happens to you. And then, you know, you want to make changes to it to you. And then, you know, you want to make changes to it after maybe had a grievance or you want to make changes to it after maybe had a grievance or something to that effect. But after maybe had a grievance or something to that effect. But anyway, is there any other something to that effect. But anyway, is there any other discussions? No other anyway, is there any other discussions? No other discussions. So do we want to discussions? No other discussions. So do we want to send this to the school board discussions. So do we want to send this to the school board meeting consent agenda? Yes, send this to the school board meeting consent agenda? Yes, the chairman. meeting consent agenda? Yes, the chairman. >> move that we put forward the chairman. >> move that we put forward policies 73. 0, 6, for >> move that we put forward policies 73. 0, 6, for consideration by the full policies 73. 0, 6, for consideration by the full school board. We will be consideration by the full school board. We will be putting this There's a motion
here for 73. 0, 6, to put it putting this There's a motion here for 73. 0, 6, to put it to the full school board. I here for 73. 0, 6, to put it to the full school board. I don't know if that will be the to the full school board. I don't know if that will be the next school board meeting. don't know if that will be the next school board meeting. >> Unanimous. will. next school board meeting. >> Unanimous. will. >> All that those in favor say >> Unanimous. will. >> All that those in favor say Aye. I let's move on to new >> All that those in favor say Aye. I let's move on to new business. Do we have any? And Aye. I let's move on to new business. Do we have any? And I guess we'll adjourn. Thank business. Do we have any? And I guess we'll adjourn. Thank you.