Hang on one second there. So, we're still having summer. [Music] I've been swimming at Lake Wyola. I didn't get in today, but it's delicious.
You could take a break from work maybe Ann just you know take a lunch break. Yeah. I love that many of you. Yeah. Why can't I hear you? Can you hear me? Yep. Yeah. Okay. Hang on one second. It's figuring
out why. Uh April, are you usually the only one there? No, actually there's a group of old ladies who who go together. It's But you but your your contingent are is your contingent. Give me a moment. I think it's the speakers on my laptop.
No, there's these little subgroups. There's a bunch of people who swim across the lake with their little bubbles. And there's an old man, nobody knows who he is, who puts his towel up and say, and then he goes he swims. And
um it's it's it's a really interesting mix. I love it. It is it's a very fun thing. Okay. So, hey, I just had a weird Zoom issue. So, sorry about that.
It's okay. Is Kathy? Anybody heard from Kathy? Oh, now you Ireland. I Everybody How dare her. Duh. Oh, good. So, this is us. So, let's call
us to order. And how about if we review? Can either Melissa, you or Haley, are you or Ann? Somebody good at screen sharing because I'm not. I I don't share. Oh, how's a
puppy? I know. She's like She's saying hello. Oh, a dog. This is Flora. I have Ruby's asleep on the floor. I I think we have We We're keeping Ruby.
You are? That's great. It is. Yeah. What What kind is she? Um yellow big boxer met up with a golden lab at some
point point and sprinkled heavily with um hound. She's tall. Well, she's about 70 lb. My My friend has a boxer St. Bernard mix. She's 85 pounds of love. Short-haired though, like a boxer.
Funny beings. Yeah. Veronica, do you still have dogs? Just Rosie. Just a little 10 pound Shy. We used to have lots of them. We raised Britneys for a long time, but I remember that.
So, can somebody pull up the minute so we can look at them because I can't. Haley, do you have a dog? I do not know. Not with our apartment, but someday. Someday. Good.
Where are the minutes? Hang on. Let me go into my email. I have to No, I don't have to learn to share. [Laughter] I don't know that I Oh, now I just covered you guys up on my screen. Hold on one moment.
I think I read them and deleted them. So, you must have been happy with them. I was I was like, I got to get this out of my inbox. I know. I don't want to add my phone to my Gmail. Okay, here we go,
Kathy. thinking. Yeah, I don't have them. Wait, are they on the website? No, she might. Maybe she didn't email them because she's No, she No, I think she did. She did the first. I didn't get him. You didn't get them,
Haley. Have to put you on the list. Melissa has them. Hold on. I'm looking. Or maybe I could try. Maybe I can actually draft minutes from 8:25, correct? Yes. Yeah, I have them. Oh, good. Go. Who didn't have them?
Haley didn't. Haley, make sure you're on that list. I'm forwarding them now. Haley, hold on one second. Okay. Yeah, you need more emails. Yes, exactly. Felt like I felt like the world was emailing me today at work.
They should be in your inbox. I can share if people want me to. Oh, hold on. if you bring them up first. Yeah, that would be helpful. And some and maybe I will learn to share someday. That's okay. Uh screen number two.
No, I want this one actually. Yeah, I'll do this one. Share. Let me know if you can see that. Okay. Can see you see something called minutes. You did it. Let me make it bigger.
Yeah. So we can we can actually see it. Oops. Hang on. Right. So let me just do this and this. That helps. Yeah, I lost my Thank you. Okay, got it. That good.
Yeah. I mean, this really is a a testimony to how AI can be used in minutes because I I really think it's it's organized well. It's it's Anyway, I had I saw no problems in them.
Oh, I don't disagree with you. Yeah. Well, I was wondering if if it had picked up on that quick recap. It says aims to conclude by October 20th. You guys didn't say that. I was asking if it
might be over. Remember, but I don't think any of you actually ever said that. Like I think you're I don't know. I don't I do not know. I know you asked about it. I'm not sure we'll be done by October 20
20th. Right. That's I mean I don't know, but I'm I'm guessing I'm guessing I'm guessing. Um, so we can edit that piece. Yeah, maybe just to delete that which
James to conclude by. I didn't open it in that way, but I I'll um uh we'll take out which we'll take out that whole phrase. Yes. Yeah, that's a good catch, Veronica. That's what sometimes you have to be careful with AI. It turns
a tentative thing into a a fact or a It's interesting. It says it again under police chief search committee update. They really I'll take out in both places. Yeah, they really hung on to me asking that
question. Okay, I'll I'll do that and then resend them out to everybody as amended. That's great. Okay. So, do I hear a motion to approve the minutes of August 25th, 25? We have to do that roll call vote thingy.
Yep. So moved. Okay. If we can do it in alphabetical order. This is a test. All right. Well, that Yep. May piece O'Neal I I'm never number two. Rar I and Stein.
Great. And I also want to say I know I had I had volunteered to be the police search committee but um Kathy Salvador has agreed to do that which is awesome. That's awesome.
Don't have any time but that that doesn't have to change this right time. What is What is that? What is what? Time. Thyme you know other than a spice you might put an herb you might put in cooking. That's right. I I like thyme. I like
Dill better, but I do too. Anyway, so maybe this is time to pull up the the uh employee handbook. Let me stop sharing this. Slog through that. So, because we're going to be done by
September one. Yes, October one. I shouldn't say that. I will. Haley, did you send us out the Haley? I know you said your Wi-Fi is not or your your Wi-Fi isn't as uh
Okay. Did you resend that to us or did you reshare it? Which the the personal handbook? You should all have it. Okay. Yes. I just want to make sure because I'm going to go look for it now. Give me one moment.
It's either version 4.0 or 5.0. But every time I make a new version, I share it with everyone. Okay. Yeah. Perfect. All right. You see which one moment? Yeah, which is the next [Music]
I really was trying to get that. I think I have the wrong I've got 3.0 here. Um, let's see how I can do this. See what we have. What version? Oh, it's thinking. Hold on. There we go. It's stopped thinking. Um,
I'm just going to go this way. Let's try this route. That route was not helpful. Google's failing me. You want me to send it to you, Melissa? If you want to, that would be helpful. I have I have 4.0.
Is that the last version, Haley? 4.0. Um, no, there is a 5.0, but I think a new comment was made on I did that. 4.0. Sorry. Which is fine. No, that's totally fine. So, we could just go off of that because
I think the changes that I had made were nonsubstantive. They were just like the cleaning up the terminology. Yeah. So, we could definitely contentwise go back to four. I No, I have 5.0. 0 here. You want me to use 4.0? Yeah, use 5.0. And Haley, I'll just look
at my comments and bring them up. Relevant. Thank you. I Yeah, I can't find anything past three. How have you been sharing it? A link to a Google Drive, I think. Right, Haley? Ah, that way.
So, I'll make a new copy then, you know, share share with others and then you're actually all like autopop populated. as being part of the team that's working on it. So, it should go directly. Okay, it's thinking. All right. So, I
have it on my screen. Okay. Yeah, you're all listed as editors. Okay. But I'm not sure what it looks like when it gets sent out on your Yeah, I'm going to share number two again
so that I can see all your faces on number three. All right. Does everyone see something that looks like a Y moving this over there? Okay. Um, I forget where we left off.
Oh, um, I don't have a copy of the agenda. Oh, there's a hiring. Yeah, the the agenda said that there was going to be a presentation about um hiring committees or whatever contracts. I did my research.
I was gonna say I'm guessing that's maybe you should share your screen first since that's the first thing up. Um I sent it to you because I know it's not. Okay. Can we go back to that? Let me unshare.
Let me Is it totally email? That's okay. Um Oh, Haley, you did say you were going to do a presentation. I I guess you are. This is awesome. I did. I took the notes. I looked it up.
I talked to um some other colleagues and share. Hold on. I'm gonna I'm gonna open. We're doing it this way. I'm praying my computer has this
particular program. I think it does. Let me know if it's funky and I can send it as a PDF. I'm just No, no, it's okay. No, I have PowerPoint. We're good. Okay, good. I couldn't remember if I did or not. Okay, let me just move
the other way. Three screens. I need you on number one. Where are you, number one? I got to turn on that mouse highlighter. Yep. Okay, I guess it's over here. All right. Uh, no. All right. Maybe I Can you send it in
PDF? My I haven't activated my PowerPoint. Do you mind? No worries. Yeah. No, not at all. I downloaded both just in case. Perfect. And then if you can share it and I will. And Haley can narrate.
That's great. Or we can read. A little of both. Right. Yeah. A little both. Sorry. Okay. It's going up. It beamed up. Let's
see. Refresh. Might take a second to come down. Battery running low. You're plugged in. There you go. Oh, there it is. It's beamed. Beamed to me.
Okay, here we go. So download then open. Okay. Are we ready? I'll share. Yeah. Ready. Is there music?
No. I wish. Maybe I'll make a soundtrack. All right. I hit number two. I'm going to hit share. Let me know if you see something that says direct contact. Yes. Okay. Yes. Okay. All right. And I can see all of you.
Perfect. Um so we were interested in finding out what do other places do? what do you know um HR trends suggest as being the best way to negotiate a contract? So I
looked at you know some Harvard Business School articles, looked at what other towns do. I'm a part of the small town administrators network. Um and I sent a email out to all my colleagues and just said you know what do you do? What are
your thoughts? Um so we can scroll down. Okay. And what everyone said was that a direct line is the best approach. Um, and I know that, you know, there there are differences of
opinion, but what folks were saying is that it's it's essentially an employee, you know, relationship first and foremost. Um, and that is to say that the contract should be negotiated directly with the hiring authority and
the employee. Um, and there are some challenges um, and some risks with using a separate committee which I do have a slide on as well. If we go to Oh, I'm sorry. Oh, no worries. Just say next slide. Next slide. Um, so the core argument for
the direct um relationship is, you know, again, it's the employer and employee and we want that relationship to be built on trust and direct communication. And the best way for that to happen is to have that be
the relationship when they're making a contract negotiation. You know, that contract piece. I think yes, we've seen it in some instances where maybe it didn't go the way we most wanted it to, but that really should be a tool for communication that then becomes a really
critical part of the employee employer relationship. you know, as folks are communicating directly, you know, you're setting a foundation for what hopefully will be many more contract negotiations to come. And when you have a third party come in, you know, there can be a
disconnect. So, if you go next slide, this is going to highlight some of like the three core challenges, right? So, there's operational knowledge gaps. Um, so you the the biggest drawback is that you don't have the firsthand knowledge of what the day-to-day reality is for
that employee and you also don't have knowledge about what that person's employ, you know, performance metrics are. Um, so you may be negotiating terms that sound fine on paper, but it might not be the best fit for that department
or for the town as a whole. Um, and you're also going to run the risk of making an uninformed decision. So again, you know, if you don't have information about how that employee performs, um, there can be some legal and financial risks involved in negotiating that
contract. You know, say we are paying an individual, you know, far more than what their performance is showing their their capabilities as. um you know or you might sign a contract with an individual
whom is not performing well and then you have to you know then you would be in the process of potentially violating that contract or ending that contract early which has its own Johanna Nichols could do a presentation on that. Um but there's a whole host of consequences
that come with that as well. Um, and then the the thing that I really fixated on, you know, the operational knowledge gaps I think were important to me, but this like blame game concept that came up again and again in my research of, you know, if you have a separate
committee, it diffuses the accountability of the group, right? So if I know that there are people on my negotiating committee that I, you know, really get along well with, you know, I could use that as leverage to manipulate the relationship with my hiring
authority by trying to bypass that with the second group, right? or if it goes really poorly for one reason or another then it kind of becomes well why didn't I go directly you know say the negotiating committee comes up with something that I don't like and the hire
and the select board signs off on it well then I can just say well you know what's the deal here you know I I thought if I went directly to my hiring authority I would get X but now you're giving me Y and who's responsible for that so So it just becomes really
difficult to to sus out who is making decisions and at what point do those decisions need to get made. If you go to the fifth slide, um you know, so that's just kind of a way to frame it as it impacting again
the employee employer trust relationships, right? So there's going to be that erosion of trust because now we're kind of feeling like well maybe um you know we don't know who's really accountable who's really making the decisions. Is it the negotiating team or
is it the hiring committee? Um you know the the hiring authority is the hiring the firing and the discipline. Right? So they're really going to be the body that most understands that employees
whole picture with the town. Um, and so if we chip away at that and have the second group, the hiring authority, you know, you could see them as as powerless, right? You might think that, oh, well, they're not really making decisions because I can just kind of
play two people off each other and get a totally different outcome. Um, you know, and again, so you might feel like I have to go around them, right? if I really want this part of my contract and I know they're not going to say yes, I now have more people that I can try to leverage
that off of and get what I want. Um, and it just undermines, you know, the select boards their credibility. It's it undermines their jurisdiction. You know, that is well within their purview to do those sorts of things. Um, so on my sixth slide,
this is just kind of going over again what is the select board's role, right? So ultimately it's them employee. Um, you know, and sometimes it's the town administrator. So I did throw that in there. Um, but typically select board final appointing and negotiating authority. You got that direct
relationship. You know, people know who's accountable, who's who's got the authority to do what. And it's crucial for effective management. You know, you really want to be setting up a situation where folks are directly going to their employer. And you don't want to outsource the negotiation because it
does blur those lines of responsibility. Um that was something that folks, you know, again, a lot of my colleagues said, "No, we would we would not we do not would not ever want to do it that way." And I think what they were trying to get at is just that it complicates things in a way that you want your
employee employer relationship to be really clean with really distinct responsibilities. Um so if we go to the conclusion slide which is our last slide um the most effective and transparent approach really is a direct one. Um and it's going to ensure that the
negotiation you know the people making that decision have that firsthand knowledge. they're clearly communicating um and there's that direct accountability. Um so that I think really helps. You know one thing that I was really thinking about you know in
terms of shoots fair is you know what might be a good idea and what I think would be very well in the purview of the personnel board is at the end of every contract negotiation we could survey department heads. You know we could survey people and say what did
you like about the process? What didn't you like? And then those recommendations can go to the select board. you know, we can have as the personnel board more meetings, you know, either as a department or one-on-one with people to get feedback in that way,
which I thought might be helpful. And that's all I have to say. And I do speak fast, so I'm sorry if somebody missed something. No, that was very helpful. There there was also one other thing, you know, I
we can take that down. We can talk. Okay. you know and I I you know I this is very concise way of this I I think this makes a lot of sense. Um and something you and I had mentioned is having the personnel board and the
finance committee one representative meet with the select board prior to the the contract meeting. Um, and what that does is, you know, gives them, you know, we this is all the money we've got and this personnel board says, but this is
the the going wage and kind of having that balance and then throwing it to them. Yeah. Yeah. How do other people feel? I mean, this has been a lot of hard work and um
it's I I think what you're saying, Haley, makes a lot of sense. Do others how do other people see it? um having having met with the personnel board and the select board um I forget
if it was July or August where we kind of touched on the subject and um knowing that the select board is is supportive of what Haley has just um uh given us although with much more information. So, thank you Haley for
this. Uh, is the the select board um negotiate directly the the contracts. Um, but there there is benefit to hearing prior to heading in those contracts from fincom personnel. And I did like what you said Haley about
um and this is me speaking at the select work so we haven't discussed it but um the the after asking you know what did you like what didn't you like and then honing the process to include you know um something that is is as much likable
in that uh process as possible. So maybe like the before and after has more participation than the middle which is the contract negotiation part. So that's kind of my a hybrid of what just just the select board, but the before and the after
being the hybrid part brought in. And I don't think any of that really has to be in the personnel handbook as far as the before and after. I think that's something that can be flexible
in the sense of some people that might make no sense or and other people that might you know that in the negotiations I um Haley thank you for that. That was really clear. I think what really
resonated with me is for me the priority is to protect the employee and it sounds like that the direct line that you are outlining is really the best scenario for the employee. So I like that. Um and
I like the way Melissa framed it that the the contributions from other people would be the bookends, right? Veronica, I would I would love to talk about what you just said because I disagree. I think there's a really good reason to put the before and after in
the personnel book because again I'm often thinking of the perspective of the employee and I think I would like to know that the personnel committee might because that's what we've been doing in the past right April we've been like everybody's underpaid you got to pay these people and Melissa we got to pay
these people more money right so if I yeah but we don't have it yes yeah but but no but I mean I think that that's helpful but I love Haley your suggestion about the after. So I like to know that as an employee that if I felt like something didn't go well, there is
a third party that I can um you know express my constructive or or share my constructive feedback with. I just I think that's very employee friendly and I also think we want to hear from them more.
Yeah. Sorry. I think that adds I think you're going this way Haley. Um maybe I don't want to put words in your mouth, but I think that also adds to the relationship between the employee and the employer, right? Having that ability to have that um
you know, I think that's a I think that's a great great idea cuz how many um times do you go through process you're like I really have some comments that might be better for the next person like that was torturous. I want to make it better for the next you know and that
that provides that I think. Um, yeah, I think that's a that's a that's a good idea and I think it's important to have it in the in the handbook kind of as a process. Um, maybe not every minute detail can be in there, but at least a kind of an outline of that process. So,
I I agree. Who would who would actually do the that that the followup aspect? just one person from the personnel board or would they come and speak to all of
us? How would that work? For a survey, I mean, you could do it a number of ways. We could it could just be like a a document that the personnel board creates. I can distribute it to people. If you wanted to go back directly to you, we can put that in
there. Um, but I think like a standardized form is probably the a good way to start. Mhm. And then if we have to be careful too, Veronica, of not triggering a quorum for public opening because that
that might make that uncomfortable. So it could be one person and the TA maybe meets with that person or just the personnel board person might meet with that and bring it back to us and say, "Hey, these were the thoughts." Yeah, I see. Well, and and if we're
doing that book end, then it we the person who was part of the meeting with this with the first one would make sense, right? Yeah. Yeah. So, it' be like a three-phase process, right? Then that way and the employee would not be part of that initial discussion
because it's really that's and I think that that probably is a really good idea so that ducks get in in a row. Yeah. And Haley, I love this meeting because we just keep creating new work for you. Just kidding. But but I do
wonder about that last point. Um you know, your idea of having you know people submit it online or something that I think is a better best practice than having someone meet in person, right? Because what if what if I say, "Haley, really?
You really thought that process was okay? Didn't you have a problem with this part?" Right? You could maybe one of the questions would be, do you want to meet with someone in person? Yeah, you could have that, right, Melissa? But I think having it submitted like Haley was saying where you just
have a form, I think that's a better best practice. Yeah, it's a good practice for us to get into as a town with more stuff that way online. Yeah, I agree. And I know we're we're at a critical place where there's you know we're you know systems are changing and
and there's a lot of good in and what has been done and there's a lot of good that can be done other ways and I think this is a way of of finding a middle ground. Um, so essentially that paragraph would be
um a member of the personnel board and and but if the if it's the whole select board that has to be an open meeting but why wouldn't it be? There's no reason for it not to be. No, it would be so it would be an executive session because it's part of negotiation.
Right. Right. It would be a strategy session for negotiation. Okay. That Yep. Yeah. I don't want this doesn't need to be a public meeting. Um no, I mean no I was gonna say well and no
it would you know if you met an open meeting about any of that then it would be detrimental to right the negotiation process. So it falls under two or three I don't remember which one that is exactly but So Veronica are are you all right with
keeping that in? It seems like you're you're trying to keep it streamlined, but Yeah. Yeah. I just didn't want to make it too, you know, too rigid. But yeah, it's fine. Um to keep it in Yeah. followup
survey. So would it be possible to pull up 4.0 5.0 and and we can look at that piece. Yeah. Give me one second. We have some really good editors.
All right. Let's see. Uh this one and I can edit in here because you made us editors. So, let me share. Share. Yeah. Thank you for this, Melissa. Uh sure, too.
And thank you, Haley. I mean, I I I could I think I I'm beginning to understand why you love your work. You know, it can be fun to do stuff like this. Yeah. You know, this guy off over here. All right. So, you guys can see my
screen with some yellow highlighting on page. Okay. Uh what p what page do I forget which one we left off on. Uh, just click contracts on the I was gonna say that better not be page eight.
Thank you. Remember we did sort of skip over this. We did. Yeah. You might have to go down a little. I made that note so I knew to I have to reorder this after we're done. So you just scroll down a little more.
Tell me when to stop. Keep going. No. No. Maybe it's a There it is. Contract negotiations. Yeah. Oh, this is easy. Uh
so essentially this needs to be reformatted in that um well that three-phase process. That's right. That the personnel board a member of the personnel board and the finance committee will meet in executive
session prior to the employee the select board meeting at beginning of the contract negotiation. And that would be a place to discuss, you know, sort of the the money issues.
Um maybe take a a closer look at the um the um job description. I mean, there's there's that could be so that would be the purpose of that. That would actually that would be good for the if that would be that would be a good task for the personnel board ahead
of time even before that negotiation. Yep. I think Yeah. And so that that could all be written in and I'm not sure I uh do you have a draft of that Haley?
I do have a draft. Um so I can definitely go in. One thing I was hoping we could do is that as a personnel board go through this and approve it and then I would love for I'm happy to do this with one or two others of you um sit
down with all the staff before it gets like finalized and say what do you think of these proposed changes because they might have some thoughts that I haven't had before. Um really a good idea. Have they seen a draft of this or no?
You mean perfect just from the old one to the new one? Not yet. Um I don't like debated it, but ultimately I thought since we're going to edit it so much, why show something, you know? Um but yeah, no, before before it goes
to the select board, I would like us to do that because I think that also is a good faith step to to them. Yeah, I agree. And that would be all staff. Yeah. Good. Okay. Except the school.
I think that to do it with the penultimate draft because if it's too early plus Haley, you could be overwhelmed with comments. I just had a quick April. I loved I hope AI companion captured what you were
saying about that premeating because it was really good. I just had a question about um whether it's legal for a body, so in this case the personnel board to review the job description and potentially
change it for somebody who's already in that position and is undergoing a new contract negotiation. So we have done that before. there sometimes and and fire department is one
of them because there's so much that changes with Mass General Law with them. Um someone like Brennan may not change as as much although it might because he's in his first year. We've never had administrative assistant so that's probably a bad example. Um
but it's always good to review it because there may be things that have popped up that they've started to do or that you know. Okay. So Melissa, just to clarify, so then the employee gets to see opportunity. Okay, great. Okay, they get to participate. So they can say,
oh great part of, you know, like look over your job description, let us know if anything changes, we'll send it to the select board or the personnel board. Right. So maybe that's um I don't know. We probably should be doing that regularly anyway, right, April? I mean, yeah, we did that a number of years ago,
but I don't know how many numbers of years. I I mean I've seen I think all of them in my seven years being the seventh year on the SLwork I don't remember um at what frequency each one was and we still need them uploaded so we can see them
that that you need them in in some way. Yes. Some Yeah. So I think that that makes sense. Um because the contracts also I mean we can develop any job description we want but it's ultimately
has it's the approval of the select board and so we make the recommendations. So the select board approves um contracts and also job descriptions. So how how is this going to be phrased here?
Well, I can so very roughly in my first sketch, I would say probably something to the effect of, you know, the the contract negotiation policy is designed to blah blah blah. you know what we're trying to do and say that it consists of
a you know a premeating prior to the select board's negotiation with a representative of the finance committee and a representative of the personnel board to discuss um negotiation strategy um salaries and u potential changes to
job description. Then the select door negotiates directly with the employee. Um, and then and I always say to make these kind of things optional because not everyone's going to want to do it, but that we can have an optional survey anonymous
online. won't really be anonymous who's obviously will know whose contract was up. But um you know an optional survey if they just want to give us some feedback about the process and just kind of emphasize that you know we're trying to reassess how we treat our staff and
what we want to be cultivating for um a work culture and that that helps. So roughly I would say something like that but probably a little bit more formalized. Yeah, that's great. So why don't we could take a vote on you know your draft
language that we'll see in in writing um because this has been a lot of discussion so I think we should vote on this particular the contract negotiation process um so do I hear a motion about
including the new contract negotiation process generally it's outlined by what Haley Bolton has written Um, and I So moved. Okay. All right. You did good. You did good, April. So
moved. English. English. Okay. Brigham. Oh, we need a second. Oh, sorry. Second now. Can I vote? Go for it.
Uh, make peace on your eye. I'm sorry. Spector I and Stein eye. I'm I'm not used to being number two. I know. No, thank you for this. I I think I think we've done a tremendous amount of work on something that's been sort of
leaking and lurking in the in the in within the town. And I think this will help and and also knowing that, you know, this is if it doesn't work, we change it, you know, but I think this is a really good idea. I think we're on to something.
Thank you. Good compromise. Yeah. Very good compromise. Yes. All right. So, we're done. Um, we're on page eight.
Yeah. Yeah. Oh dear. Work schedules. Yeah, we had looked at that before, I think. Yep. Yep. Do you have notes, Haley, where we left off? Um,
we were talking about leave times. I do remember that. And I know that I have to just double check that everything matches with the current bylaws, right? And so actually, so I think then we can skip past that whole section, right? Okay.
All the leaves. Okay. Yeah. So go on to this one. Yeah. Whatever is after that jury duty employee. Yeah.
The fun stuff. Nitty gritty stuff. If I can make it just a little bit bigger so you guys can Yes, that's probably not the best way to do it. You guys, it's okay. It looks good.
I lost my ability to scroll. Hold on. You don't want to lose that. This There we go. Oh, wait a minute. We're losing. There we are. Okay, Eric, where is it?
Takes a second to um Thank you. Okay, so shall we start here, I guess. Yeah, this is the um the section that I had two notes on in 4.0. One of them is a
very uh small edit under workplace attire under B. Um, it says examples of inappropriate articles of clothing that should not be worn in workplace settings and then there are no examples.
Yeah, I would just suggest that we delete that Yeah. sentence because I Okay, I think that it said, you know, it says like the first one, need appropriate and professional attire. I don't think we need to no provide. I think you're right on
that. Uh, so we uh take this guy out. Yep. I'm just going to cross it out. Wait, what's the Wait, what's the I didn't What's the parenthetical? The the Oh, yeah. Are you going to do that? Really, Haley? Are you going to assess guidelines?
We could sometimes, you know, you never know that you need a rule until we need a rule. Um, but I don't think we have that issue right now. So, we could certainly just strike that, come back to it, just take it some point in the future. Yeah, I think so, too. I'm I'm thinking of the
people at town hall and I'm like I can't really think of anybody. You know, I'm just I'm just looking for my my cross out. Hold on one second, Victor. Oh. Oh, you miss I'm not I'm using the the touch pad,
which I'm not good at. Okay, that's good. All right. And slide down. It's all pretty self-explanatory. The the other comment I had about this, again, I Haley, I feel so bad. Um because I just make more work for you,
is just looking at the organization of the items. Yeah. Um because it needs to be clearer. Yeah. And also like I feel like appropriate office conduct should be higher up than dress code. You know what
I mean? So if but I I don't think we should do that here but I would prove that she's willing that Haley looks at it and tries to group group certain things together. Yeah. I like that agree.
Yeah. Because I I agree. There are some things where now that I've seen it more times I'm like that doesn't make no logical sense. And Ann I think Haley likes having this I I think more work is good for her.
keeps me sharp. Excellent. Well, she's just, you know, like blowing my mind about like making this such an exemplary document. So, it's because you're setting the standards and expectations so high. Yeah, I'm a I'm a pretty competitive person, I think.
Okay, good. I like it. I can support that. Yeah, she can. So, just sort of reorganizing all of this this in a more Yeah. Like April, there's one that like the the information technology general
policy is here and then like five down is the telephone policy, you know, and they seem like they should be grouped together. Yep. Abs. Yeah, I think that makes sense. Was there any edits in in the sections we've blown by now or No, we're good.
Um, no, we hadn't really covered a lot of those. They are pretty standard that things that I pulled from other places. Um there we haven't had then there's nothing for us to compare some of this to because there really wasn't anything in our older one.
No. Um which makes it hard and easy at the same time because you're not having to re you're reinventing the wheel in some ways but then you're also creating new content. So this doesn't have to go to town
meeting for approval. This this is approved by the select board. Yeah. It's a policy. So policies are right, select board policies, but not bylaws have to go. It's not a bylaw, right? Oh, can you imagine this on the floor town meeting?
Yes, I I was. And we would allow some people only three times at the mic. Three times. And we'd still be there for eight hours. Yes. Oh, yeah. I mean, this just this just Anyway, I love our town.
All right. So, keep going down. Does anybody have anything you'll let me know? Yep. Okay. We jumped. Social media security down devices
enforcement offensive electronic material. Actually, I'm just gonna that part that is that's sticky. Why? What makes it? Well, how how do you monitor that?
You know, this is on Oh, no, no, never mind. This is on the town town material. It's not their personal, right? Yeah. Yeah. Yeah. Where are we going with that? Yeah. This is something that hasn't been in upfront for people, which is the sexual
harassment policy, which is nice to see. Very important. Uh, town equipment, workplace violence, safety, telephone. Yeah, I agree with Ann. telephone up with information or
you know uh progressive discipline. So I do want to say this will make Donna very happy. I did include something that if an offense is so severe that we have the we the select board have the
authority to terminate instead of going through the steps because you know in some you you want that kind of leverage just in case like something really bad happened. Yeah that Haley that is a question the only
other question I had is whether progressive discipline should be its own section. It seemed like it was really important. What's this section called again? It's conduct or something. Yeah. Yeah. Conduct.
What do people think about that? Employee conduct and discipline and disciplinary action though. It says, "Oh, is that what it is, Veronica?" Yes. Yeah. Would it be would it be better to have disciplinary action
separate from this because it outlines what the behavior is or what we're expectations are not behavior expectations are they're not a separate does it make it to have its own um its own
so it would it have its own after looking at that after you set the expectations though. Yeah, because now I'm looking at the table of contents. After this comes performance, evaluation and exit procedures. So maybe it's fine. Okay. Well, how about this? I I still have to
reorganize it. Let me try to see if it makes like if there's a different flow. Y that might seem better for that and then we can always make it separate. Thank you, Haley. Thank you. Competitive Haley. Thank you. I'm an Aries.
Oh, perfect question. Yeah. And then there's the performance reviews. And it looks like Ann, you had a question or No, I think Haley's addressed these. Okay.
Right, Haley? Yeah. Yeah. The highlighted. Yeah. Yeah. Okay. Tell me if I'm going too quickly. Is this okay? Okay. So, that's new and that's something that you might want to talk about for vehicle
use. Um because that is in some some employee contracts include that at least the highway superintendent does not have that. Yeah, he does have a partial one.
That's right. When we expect weather or he expects needing to be called in out of off outside of hours mostly weather related, he's able to take the vehicle. Okay. So, let's look at this.
Nothing popped out at me. Oh, me neither. No, I thought it sounded. Um, yeah. Here's something and I hate and now I might add something to your list of tests. So both of my employers in the past when
I was able to drive a company vehicle has a form where you fill out and you have your name some basic information and I can I can get it for you so you can have it. um license number where you ask answer questions about your driving
history whether you have you know like have you been convicted of a vehicular thing or whatever kind of a risk management thing. Um is that something that we should have for anyone who might drive a town vehicle say you know um
well anyone who's employed is already I'm I'm thinking of uh say Brennan goes needs to borrow the town pickup for picking something up at at at somewhere something like that
or Chris needs to do it for picking something up or you or you know someone needs to be able to transport something. Um do we do RMV checks like separate ones for people? Not currently.
No, they're pretty simple. I've had to do them because we had like COA van drivers and volunteers who would do it. I think it's only like 15 bucks for per check. Um so we could definitely have a forum and we could do you know if we expect this
person to regularly do something like that. Um we could do our own R&B check at Ammer at Ammerst College. The Ammerst College Police Department would check our our driving records. Oh yeah. Or we could ask Yeah. anything was egregious on there.
Um, but anyway, that was just something that, you know, you fill out a form and then the people understand they have to make sure they don't use their cell phone and all of those sort of things like a you know, yeah, I hate to add more to your thing, but it that makes sense.
From a risk management point of view, I think it's beneficial, you know. I mean, yeah, and the our police department can check. Yeah. Like I said, Ammerst College Police would just run our run our license numbers.
So, it's sort of a vehicular Corey check. Yeah. Yeah. Yeah. And it's brief. And then, you know, if it was like, you know, um you could leave it up to the police department if there was something that, you know, made them hesitant to let you drive a vehicle or
or you Haley um if there was something there, you know, like you used to do for the COA stuff. probably is likely what I'm really describing. So, yeah. Okay. I guess more stuff when you're on boarding.
Yeah. Um, was there any edits that we had seen right there at all? It looked good to me. No, it looks good to me. Yeah. Right here it says employees authorized to operate vehicles. We need some sort of a authorization,
you know. And who's the who authorizes? I think it was No, they fill out the form. Haye can probably sign off on between, you know, the the background or the vehicle check, RV check, and Yeah. Yeah. Yeah.
that that was um I think that the way the travel policy and procedures are written it's Haley that can does the travel requests right any any travel requests for reviewing them
are under part B well it just says all travel requests must be approved in accordance with this pro policy and performed in the conduct of official town business, but Oh, yeah. Yeah,
I see what you mean. Yep. At TA there. Yeah. So, it it said then it says uh financial director, town accountant, that might be missing section B. Okay.
It's a thought if you want to have her look at the budgets or if you want to rely on like say department heads to manage themselves. Um you could go about it both ways. I do think Oh, sorry. No, go ahead.
Um I was just going to say you want the accountant to review everything when they submit their receipts like right they have to show that they actually went to the right conference or whatever, right? Yes. But as far as approving them, I think I I don't know. I think the department
heads probably I do well I do think and Haley knows the example I gave prior and why this was added. Um but I do think that um eyes on it to make sure it's not an
extravagant expense for someone, right? that lodging is reasonable. Um, mode of transportation is reasonable. So, it's not
uh an unreasonable amount or type of travel accommodations, right? So, I think having that is important. Yep. Yeah. Oh, we're so near the end, but I hate to be a party pooper, but I have to
conduct a rehearsal in a little bit. So, okay. Have fun. I may be like saying goodbye. Okay. But you're very close to the end. And I didn't have anything else that I hadn't
already asked. I had asked about the legal, but we're going to deal with that after it's finished. Yeah. So, um I think that's the only other question I had. So, awesome. And we're still a quorum, so we we can Y Okay, great. You only have a few more
pages to go. Good luck. Thank you. Thanks, Veronica. Okay. All right. Awesome. Um I'll scroll a little bit more. Tell me when to stop. Um the benefits. That one was fairly new.
Okay. Um just in terms of the fleshing out. So the health and sex health you got got all Yeah. I had Ryan um he was kind enough to write up that. Okay. Just for people to know. Okay.
All right. And then and then yeah the trust. So that came from one of the trust members. So those are all the things that employees have access to. Okay. Not so much. Um, and then it's never been laid out quite like
this. So, this is beautiful. Yeah. Yeah. It's helpful to have like I didn't even appreciate and they do actually do a lot for members. Um, and then so the the two things that I added, educational assistance and professional development.
Um, you know, obviously everything is subject to appropriation. Yeah. And it says that in here, right? Subject to appropriation because Donna will hone in on that. Yes, she will. Um, and then I added that part. I think that the personnel board should be an
employee benefit. That's why you're here. Um, so I I've nominated you all for more work in listening sessions and um recognition events. So So we haven't done those things though really. So that is good.
I'm so excited. Haley, that was so that just warmed my heart. Yeah. Well, you know, you made a good point, which is that these always feel so draconian, and when you're writing it, it has to be, but there are ways to make it, right, not feel that way, right?
Right. Um, so complaint resolution process, really simple. If it's an employee, they go right to their department head. There's some timelines that the department head has to meet. Um they can if it's not resolved that way um can
kick it up to either town administrator or select board um just so that people know what to expect if they have a complaint. Does it talk Oh, I suppose it doesn't have to talk about the um
executive session process, but I'm not sure it has to. Right. Oh, excuse me. Does it? No. Um, no. But it I mean it could go in there for the severity of it, but a complaint might be something as simple as
Jill took my chair and I'm pissed, so I'm going to do this. You know, you might not need the executive. No, no, no. I meant ultimately there when you meet with the board, usually that's where that ends up so that it's not open meetings. Um,
but yeah. Yes. Um, but it may not fit really in here necessarily as a that's governed by a whole other set of rules, right? Exactly. Like if it's escalated to the select
board, you know, it could have, but that process is I don't know it has to be lined out here necessarily. Um, we're good there. We're good. And the other thing I added was an an amendment procedure. So these are always
living documents should be living documents. So it just tells people the steps you know when we're going to review it, who can initiate a review, which is basically almost anyone could initiate that review. Um it says that as TA I can make minor
changes if it's just you know something quick if it's on substantive. Um and then gets adopted by personnel committee. Then I think it says select board after that. [Music] that it has to go through a legal review
and and those sorts of things. Yeah, it always should do that. Haley, one um quick note about that. Sorry, Melissa, can you go back to page 54, that last line? I do this myself, which is why I caught this here.
It says personnel committee, but I It's a board, right? Yeah, we're a board. I I use the terms interchangeably and I know I shouldn't I shouldn't I won't ever do it again. We had a we had a
we had a um there was a phrase that we had at one meeting. It was a board um a committee like a board is always a committee but a committee isn't always a board and I and I forget where we lined
on the definition of a committee. Oh how it was created and appointed or something like that. Anyway, I want to know that. Yeah, board is always a committee, but not every committee is a board because the the word board comes along with more authority or something. That's correct.
Y but then it's interesting discussion because we were really, you know, I think we used Google. Yeah. Both select board uh both uh personnel board and finance committee are appointed by the moderator. Yeah.
And that that I I'm not sure how that's decided, but that's been encrypted for years. It may be because that person is usually a third maybe the third party. Yeah. Right. That's not because personnel
board recommends to the select board, right? Finomiciary. Maybe it has something to do with the employee and the fidiciary part. Yeah, I think that makes sense. But conservation commission is appointed by the select board. Yes.
You know, and what else? And then there's the commissions. The commission we don't Yes. Wow. It's the next project, Haley. Okay. Naming. You know, there's one thing we have not
resolved is the formal uh hours of employees. It's 37 and a half or 40. Oh, yeah. You ever did that? And we did not We were talking about putting in a warrant article and obviously that didn't happen and won't
happen. Um, there are definitely some warrant articles I think we could bring forth either. Well, it depends on how the vote goes for the town meeting division, like if you do spring and fall. But um there are definitely some things that that I think
could just bring us up a little bit, right? Because the changing that would be a bylaw change rate. That's why we'd have to go to Yeah. a meeting. Well, reviewing the bylaws is a whole other huge project. You know, I I think that was done in the 90s,
I believe. Right. So, we do that. We have more of this, but at least we have a basis in this book. Yes. You mean it was done in the 20th century, April? Yeah, that's right. And I think it was in somebody's house
because of open meeting law didn't exist at that point. And it looks like it was done on a typewriter to be quite honest. Absolutely. Was before a word processor. Yeah. Aka electric priced uh electric uh
word processors of the 90s. Yeah. I remember the first one. It had this teeny tiny little screen and you'd type it all on there and then you'd print it, but it was still the typewriter in the back printing it. Just weren't doing it as you were. That's right.
My god. Thank you're glad you didn't go through those days because it was like building of a printer. Yeah. But you don't know what you don't know. I know. Right. Right.
Yeah. There there was a Yeah. Anyway, yes, you don't know. All right. So, there's the We had nothing there. Um, we had Anns. Oh, I want to make sure I Yeah, that was great, Haley. Thank you. Okay. Okay.
Um, then we have our appendices, pay classification, position. So I did not do the first two because I didn't know if we already had something or if we need classification you mean like in a that's
yes that's what Ann and I are working on as we speak I can see that I can see that you're working on but there it's the pay classifications are certainly linked with that
are um I just want to you guys are doing the the grading, right? Is that what you and I are doing? And Haley, you mean the grading or you mean the step raises and such? Um, probably grading. Okay. Yeah, because we haven't done
um at least we got rid of the steps with the police. We only have the certain levels and anywhere in that level, right? So uh the steps were not flexible enough to allow for beginning salary to be of a market
or a competitive or based on experience. It was like they started step blank and that was it. Um but we got rid of those. Um so the percentages actually were better I think. Right April? Yes. Right. Yes. Yes.
So you get you get 3% rather than oh you get the next step and the may or may not be the 3% or you know anyway it was it's just better to go on the percentages that are set forth by the personnel board. Well and there's a rolling average trying to um not have shocks on on consu
the consumer price index right? So it's and when you had set steps, it was also I think that's kind of how we got into having positions that were kind of below market because you had to change it every year and you know so it um
anyway it's just better this way. All right. Um so the first two you'll do the classification when you have it and position classification. Yes.
that goes with those two go. And then offensive computer material network incident. Oh, I like this. I liked it when I read it the first time and I even like it a little bit more now. Yeah. Oh, thanks. Um, performance evaluation
like this. Yeah. Yeah. This was this Yeah, I like I did like this. I had one Melissa nope nope nope it's on the um performance criteria the communication one and this is really just a question
you know helping me understand what each of these categories is but in the in 4.0 know I wrote a comment that said for communication and interpersonal skills it said what about consistency format and timeliness of communication if communicating with various parties
and/or the public is part of a person's role is this the criterion that's used to evaluate that aspect of the job if it is I wonder if we could add a couple more descriptors like timeliness of communication consistency because I mean
some of this is based on like if you've ever worked with someone who's a lousy communicator, it's really problematic, right? Like move the work forward. So, it's really a question like if that's the area. So,
say a huge part of Haley's job is communicating information to people. Is that part of her job evaluated under communication? Because if it is, I would suggest that what she does
to perform that goes beyond what is it what's listed there like listening well. Mhm. Um clear respect respectful active listener. I think it's about
disseminator you know like the communicator. So, right. Yeah, that makes a lot of sense. It does. I think it's such an I mean, Haley, for you, it's a really important part of your job. I think I think it's probably true with a lot of
other people and it's something that I don't think there's any position that doesn't deal with the public, right? So, you know, maybe a well, maybe the machine operators for highway, but they still interact with people as they see them. So, absolutely. No, there's an element to
that in everyone's job. Yeah. Yeah. Yes. And it's important. Yeah. And if people do it well, I mean, a good clear, consistent, you know, communicator. Yeah.
And are you suggesting an edit to that? Yeah. I don't know what it would be, April. My comments in the other thing, but I thought about consistency and I thought about timeliness, right? So, I'm not hearing about something five minutes before it happens or you know.
Yeah. Um I don't know if others have I was thinking more about like if I'm the person doing the communicating I really like this about being a respectful and active listener, but I'm thinking about like what about me
replying to others and Yeah. Like so consistency, timeliness. Yes. Clarity. Clear. Clarity. I liked the clarity in there. Yep. Respect the lack of
Yeah. Yeah. I think that timeliness is important. Yeah. Again, consistency. So it's not like oh this month I I got a report on this but oh then I didn't get anything else for
three months or you know okay that's that was great though I like the teamwork aspect here too. Yep. Yeah. And the customer service aspect going back to what Yep.
But I and this last part, I think it's really important to have a collaboration on goals. Loved that. Yeah. And how we measure success because sometimes if that's not spelled out, people have very different ideas.
Well, I did it once. I know. Yeah. Oh, and the self assessment, which is important, too. Yep. I thought that was great. Just as a side note for I had a a training session years ago at Ammeris
College and they said to have the self assessment kind of a basis for keeping track of your work all year so you're not sitting down and trying to figure out what you've done for 360 days or the five days before you're having your evaluation
so you don't miss anything. Yeah. I'm like, "Oh, that's a novel idea. Have I done it? No. Um, but that's a kind of a novel idea. And then employee acknowledgement form. Yeah. That's really good, too.
Yeah. And may this be the first document that is available digitally because if we have to print all these out. Oh, I know. Yeah. We'll have to. Well, you know, as as records go, you have to have one at least one printed.
Um Yeah. But no, you could download it as a PDF. Yeah. Then you sign it, but yeah, you don't want to be handing these suckers out to people. No. Um Great. It's This is actually 40 page less 40 pages less than mine at work.
Hey, nice. Ours is 100. Um ours is very specific on many things related. We also have OSHA stuff in ours. Um, so I guess what does this mean? Like a final draft we can look at.
Yeah. Yes. And then when this is all done, is it is it um located on the website too on the Oh, yeah. I would definitely put this up on the website for people. It's an open document, you know. So where where would you put it on the
the website? Um, probably probably under policies because I know like in Amoris like they do they give you like the giant 67 pages but honestly all I would do is just go back to the website every time I had to look something up.
That's what I Yeah, I downloaded ours downloaded ours and put it in my you know I in my drive so I can look at it when I need it. But also as an aside I don't think this is our purview uh per se is our website. No.
Okay. I mean, it's Are there ways we could improve our website? I I don't I don't know. Yes. I mean, that's something to sort of overarching. Um
how to do that. Yeah. Yeah. That's a different dragon. Yep. But I think this dragon has deflated. Yes. You've trained our dragon.
It's It's Puff, the magic dragon. That's an old reference. That's right. Maybe not appropriate. Or the purple people eater. Remember that one? Yeah. Haley, thank you so much.
Yes, my pleasure. Been great. And thank you for all your feedback. It's helpful. I can't think of everything. It's easy to do when you have a good document to do it from, you know, and this is a very nice collaborative collegial group, too, which is
it's I don't know how this this group always seems to be that way. Yeah, we function really well in this environment where we would do something, we edit something, you know. Uh, all right. All right. And anything I've done to it saves automatically, right, Haley? So I
don't need to worry about saving it directly. And then I guess we have to meet again for the final draft. Yep. Do we have Well, how about because we generally meet monthly. Uh is it worth
a you know, can can the town wait a month? I I'm my personal opinion. Again, I don't have opinion from the select board members, but um we've we have such we haven't had a lot of this
in play. Um so sooner might be better because I know Haley, you're going to take this to the to the um employees and then Donna needs to look at it and then needs to look at it. So that still puts it out a little
bit. So if we So how about if we meet in two weeks? I think does that sound good? Haley, um I have a I have a question. Is the expectation that um folks on the personnel board read the document before the meeting?
You should probably look it over just I would like that to be an expectation because if we try to sit on the Zoom and do a final read Oh, no. We should look at it ahead of time and then Okay, good. I just want Yeah, I want that. Yes, I know that's clear. Okay. Yeah.
And getting and and there's a two-eek timeline. Does that work for you, Haley? Yeah. Yes. Well, because I was also gonna say I would like us to get this done so that hopefully when we go to hire our next police chief, I have something to give them. Yeah. They get they get to be the test
people. Yes, they do. Well, everybody gets them. Well, they do, but they would be the first new new new hire through the onboarding process. Okay. Or whatever process we want to call it, I guess.
So, two weeks from today is October 2nd. Oh, right. Oh, right. Uh, look. And I'm traveling that next week for work. Um,
and I'm out of town next week. Oh, Lord. I'm here, but I can't do alone. No, you cannot. Yamapour. I don't have the dates here. Yeah. Uh is it Wednesday the first? The first. Yes. But it starts the night before.
No. Uh let me look. No, it starts on the 1st. It's actually on the second. I think I had it written down somewhere. Let me just Google. My calendar is saying it starts on the second, but who knows if that's correct.
Yeah, let me um Okay, I'll be right. Yapor is October one, but this isn't clear. It's It must start on the night of this the 30th is our town meeting. Hang on, I can
look at my calendar says it starts on Wednesday the 1st. Okay. Then the evening of the Is it the evening? Yeah. The first starts on the Yeah. The the evening of the first. Okay. Yeah. Okay. I I think we had sundown
done this. Yeah. Sundown the first through sundown on the second. Yeah. I just Googled Sean as the week before. Yeah. Yeah. I used to be in tune with all this because of um admission and the tours
because we would be busy on those two days. Yeah. It's it's Yes. Yep. They come visit us. Y um do you want do Friday? No.
No. Sorry. I mean, if you meet the week of the 6th when I'm not here, is it possible um if Haley has it ready ahead of time
that I could review it on my own and submit? Oh, yeah, absolutely. Yeah. Yeah, let's do that. I'd be happy to do that if that week of the six works for people. Yeah, I like that idea.
Sure. I have we have two select board meetings, the seventh and eth. Oh, no, wait. I'm sorry. Just the eth. Yeah, 7th is now finally. No, no, I haven't taken off my my calendar rotation. Oh, yeah. Yeah, I have to take that off.
So, our next meeting, so it essentially is going to be just about a month, but it'll be October 9th at Thursday. Okay, I'll put it there. October 9th. I'm going to stick it on there so nothing else takes it. You got that.
Excellent work. Ah, this is huge. Were we meeting at 5:30 again? That does that work? That works for Yes. And we're going to try to keep it to 90 minute meetings. I think it works. I think sometimes the meetings get too long. You
I can't handle it. And one thing I've noticed, one of Oh, you you don't remember, you didn't get to do the select board where we'd start at seven and we wouldn't end until 10:30 or 11 or 11:30. But I think in in-person meetings take
longer, you know, because I mean, we do some chitchat, but in in person there's more of that. Yeah, that was a different makeup of a different select board. That was my first two years on the select board and it was a different makeup of of a group and right lots of discussion with
no public as much public participation but yeah the select board used to meet in that little conference room and nobody showed up. Oh really? Yeah. It's only now that we have since we've been non-hybrid or since we've
gone to hybrid, Haley, do we have a handful of people in the room with us. Oh, that's pretty cool. Yeah. Sometimes we'd have more depending on the topics, but we really didn't have a lot. Even when you and I were on it, April, we didn't have a lot of people. No, every so often there'd be something
like there were some crazy There was a few things that prompted a full room and a little bit of a surprise to the people. Yes. with pitchforks. Pitchforks of torches. I mean, outside of those couple or there was no problem. It was really just us,
the town administrator and the admin secretary sitting there having a meeting. Yeah. So, but we weren't hybrid. We We didn't know Zoom. Zoom was not a thing, right? We weren't allowed to do this, you know. So, it also hadn't been really created so much either. It was just
No, it was just starting. Yeah. But, but as a therapist, you could not do this. So now this is, you know, standard practice for something. Do you like that as a therapist? All right. Wait, I'm gonna Sorry, I got to go. Okay, you got to go. No. All right, I'm gonna meet
Yeah, meetings adjourned. Okay, thank you everybody. Sorry, I didn't [Laughter] I don't know how to answer your question, Melissa. We It's I think it's different for everybody. Yeah, that's fine. I just didn't know if
it was, you know, if it was something that was enjoyed. Bye. And Okay. Okay. So, we'll see you later. Sounds good. Thank you. Bye, everybody. You take good care. Bye. Bye. You too.
Bye. I'm done.