All right, we are live. All right, good morning. It's 7:01 in the secondary school media center and we'll call the meeting to order and start with the pledge of allegiance. We'll pause for one second. >> Morning, Kayla. >> Morning.
>> All right. I pledge algiance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> Roll call. Gross >> here. Porter
>> here. >> Sanstead >> here. >> Sour >> here. >> And Benson >> here. >> All right. And Mrs. Bis, you didn't really have anything for the board this morning. Okay. Um then we will move to
the adoption of the agenda. Um I don't have any additions or corrections. Is there any other additions or corrections to what you have? >> Did you want to add discussion of the um >> the extended leave request?
>> Yeah. So 7.1 will be the just a discussion item for leave request. Any other additions or corrections? I'll look for a motion to adopt the modified agenda. So move
>> and [snorts] a second. >> Second. >> All in favor say I. >> I. >> Motion carries. Uh we'll move into our committee reports. Uh leadership conference. You guys have any notes you want to pass along?
Well, my big take was that Mr. Swansky was a really shining star. [laughter] That was quite the presentation. >> Yeah, I I would agree 100%. Yep. There was a full room and >> uh they were eager to learn. So, Yep.
>> for sure. And he did that presentation. And then he was also asked to help with the one that the state was putting on during the roundts prior to. So he was able to share some information there as well once they found out that he was coming down. So he and another H teacher were able to do that. But yeah, he did a
excellent job. I would say probably 60 people that were in the room and people afterwards had questions and left emails to get more information. So it's very exciting. >> I really like that uh that table that we looked at. Did you the anatomy table or
whatever that thing actually >> I got an email from them already >> already? Yeah. >> So, >> yeah, that was they have a it's a digital table that you can look at cadaavvers you can look I think they what they have four or five different animals. Nothing,
>> nothing really big yet, but they you you can basically peel away the entire and it rotates three 360° and yeah, pretty pretty amazing. >> I think it shows you when the heart's like having a heart attack and stuff like that. >> See, you can simulate all those different
>> last year that was >> pieces and yeah, it's pretty pretty amazing. So, >> got to figure out some partnerships and stuff like that. just got to win a lottery or something and we'll get back >> really expensive table but I think what it could do like you said just some partnerships maybe with some local organizations and >> things there and just being prepared
what did he kind of say it was every seven years and update it didn't sound like he needed a new table but there was some software updates and things like that that would be >> would be necessary but yeah would be a great tool for sure for our health sciences class I think there could be some things down in the egg department
as well >> what did that cost >> $105,000 >> I last year. >> Yeah, >> last year. >> Good news is we know a guy that's pretty good at raising money. So, >> yeah, >> that's right. Yeah, that was the presentation the afternoon before, right?
>> Yeah. >> Yeah. >> All right. Any other comments, tidbits? >> Well, I think I think was able to just connect with Witsth Krauss Anderson and school perceptions to kind of get some better guidance there. And so they're
all on the same page as well and we'll be looking to start putting together that survey. One of the things that they did note is they'll draft that survey because I think it was the question the last time. So they draft that survey. They come in with the questions. And then at that point the board will be able to review those questions and say if these are the questions look
appropriate. No, we'd like some tweaks here and things like that, but they did say it would require board approval before they go out and and do that survey. Um and then just checking to see as well. remember we're doing the paper survey and so I did share again some of those concerns between paper and pencil
and he said no we've been able to address those and they do do the one survey um out to each household but if somebody does want you know if there's two people in the household that want to take that survey they do come to the school like you said Darren there's a code a specific code that they would have so they said they'll print off
additional surveys keep them in the office and then we would just have to track when they're checked out and things like that but he said nope that's not going to be a problem there either So, so it sounds like the things that we had kind of questioned or had concerns about, they have already dealt with in
past um surveys and things like that. Okay. And that brings us to our business manager report. Good morning, Tanya. Good morning. So, you should have my um spreadsheet in
front of you hopefully. Um so this is the preliminary results as of December 31st, 2025. So um we approved and amended or revised budget last board meeting. So that shows
up in green and the first page shows all the general fund activity. So we are projecting with the budget to have a 24,770 deficit this year. Um although we budget
very conservatively. So we hope that that will be more positive. Um so in comparison to the December 31st number for general fund revenue, we have received about 3.9
million in comparison to a 12.2 2 million budget. So that's about 32.2% we have received. And then if you compare that to the prior year, 33.2. So pretty much in alignment.
Then we kind of ignore the 2023 revenue because that's an anomaly. Um we used a different vendor that recorded receivables. So that number isn't comparable. But for general fund expenditures,
we have spent about 5.2 million in comparison to our budget of 12.4. So we've spent about 42.2% of our budget. Compare that to the prior years 41 and 40. So a little bit more,
but we've spent in areas of supplies and equipment a little faster than we have in previous years. So still in alignment with what we project
and then um the second page shows all the other funds and I won't go through each fund but I'll go through the bottom line summary of all funds. So for revenue we've received 4.3 million in comparison
to a 13.4 budget. So that's 32.4% compared to 32.9 the previous year. Then for expenditures, we've spent 5.5 million. Compare that to 13.7 million in
the budget. So that's 40.4% and it's exactly the same as previous year. 40.4.3. So we're doing well in comparison to our budget. Are there any questions?
>> I don't think so. Okay. Thank you. >> All right. Thank you. >> Then we'll move on to the superintendent report. Sounds good. So, of course, last Friday, uh we did have the the gusty winds and things like that that reduced visibility in the area. So, we did have
to close school and did not have devices at home. So, we will have to make up that day. Right now on the school calendar, it does show that we have planned days of April 6th, which is the Monday after Easter. Um, I know that there's some conversational, isn't there one of those days that we can't uh make
up? Well, Friday is a is a holiday for our 12-month employees. However, in their agreement, it does say that if we need to have school, we can do that. Uh, but we'd have Monday, April 6th, and then May 29th at the end of the year is potential snow makeup days. I did consult with the administrators and uh
the union reps and we believe that probably the cleanest there were some options that I was throwing out there but the cleanest is just to look at that Monday April 6th as a as a makeup day of school. This is plenty of time to let families know. Uh we'll have to do take official action at a board meeting to
adjust the calendar, but I didn't want to do that too early otherwise each month we could be coming back and adjusting the calendar but the state requires that when we do a final calendar submission. So, at this point, just kind of making folks aware that aware of that April 6th date is the the
potential time to make up that day. Winter newsletter is being prepared and uh getting ready to go out here next week. And so, we'll include articles from both the elementary and the secondary activities department. So, that'll include our Excel and our AAA award winners here at the local level.
Community ed, they've got the 55 Alive driving course. Counseling department's putting some pieces in there, especially as it comes to the winter months. um with things to maybe help with mental health and wellness and uh other pieces of pertinent information that we feel are timely to go out um at this time.
Leadership conference, I already talked about that, but again, just a great appreciation for Mr. Sawski coming down and presenting. Um I think what's intriguing to folks is it was it's even intriguing to me to hear it each time that you know they really started with nothing and walked away with all the
work that he's done with his um engagement with the community of 1.1 million and just the you know the the connections that he has. I mean we've had Senator Clolobashar come out and look at the greenhouse. The commissioner of agriculture has been here the YST he
just informed me yesterday. He said, "Paul, they're actually saying that we've got the model program and they're the YST folks that are in charge of the grant are asking if he would be willing to help um show how that's also been put together and things like that. So, that's helping with our health science
career fields uh pieces." So, we're providing, you know, gas cards so this isn't a barrier so kids can take the class. They don't have to say, "Well, I don't have gas money to get there and back." And so he's done some nice work getting that set up and and that's all come back with great um praise from the
state on how that's being put together and just said that yeah this is exactly what we're looking for. This is how we want this to be drafted by other schools in the state. Um and then the extended leave request that we will put on the discussion item. Just some pieces there. Uh so we do have a request that's come
in a little bit different in the fact that this request is being requested for this winter and spring. Uh, so there's some pieces that I've had to reach out to TRA, the school boards association as well as getting back to me on some pieces and then their EA will have to review that as well to see how that
request um would lay out and things like that. So I guess just kind of when we get to the discussion part looking for the board if we continue to proceed, the district has done these in the past and then it would just be a matter of taking care of a few of those details that
still need to be ironed out. one of those can you take on we know online or if you read through TRA's guidelines it does say that you can still substitute teach it's the question that's still out there is can you take on other responsibilities that aren't subbing but
maybe more permanent in nature such as coaching an advisor things like that um I did put a call in yesterday waiting to hear back and when I called on the employee line there's two different lines they had [snorts] said no it really was just substitute teaching but then I needed to call the employer line.
So, I'm waiting to hear back there just to see what implications would would happen that way. So, that's kind of where that's at, you know, for discussion. I think the last piece would be I think one of the things I've heard is this definitely can't cost the district more money. We can't put a leave out there and then cost the district more money by hiring a a
replacement there, but we can leave that for discussion time there. Got a superintendent meeting on Thursday over at Lakes Country Service Cooperative. And then our schoolboard committee meeting is February 4th. Uh typically prior to that we'd have the meet and confirm meeting. So I'll confirm that
with our our union folks there, teacher folks to make sure that that's good to go and then we'll be keeping an eye on the weather. My phone's popped up several times of extreme cold for Thursday afternoon and Friday. Uh so I'll be getting information out staff so we're prepared for any e-learning days
because we still have five e-learning days available to the district as well. >> All right. Any questions or comments for Mr. Brown? [clears throat] Then we would move into the approval of payment of claims. Mr.
Porter, you have some things for us there. Um, I'll add a couple items here. It sounds like our new payroll services that we've hired is doing a great job. Maggie is seems to be happy. Um,
we had our last bond payment as we discussed mentioned earlier a little bit at $271,625. You'll notice that on there. Um, and uh, balance in plumbing and heating is we
paid them for our HVAC system of 256800 and we got a rebate of 154,000. So that's great news to have that in the uh back in there checking account. So
anyway, um heating season of course is catching up. So you'll notice a oil bill of 14,300 um two payments which is two payments this month and our uh maintenance contract with DNR controls of 10,0007
$10,700. So, uh, yeah, I would look for a motion to approve payment of plans of 1,29,472.56. >> So, is there a second?
>> Second. >> All in favor say I. >> I. >> Motion carries. That moves us into our consent agenda. Uh you've got the meeting minutes from the December 17th regular meeting, the January 7th uh
organizational meeting and committee meeting. Any questions or comments on those minutes? We also have the following personnel items. Uh Natalie Shonar will be doing a long-term substitute teaching for us and we have a
lane change for Taylor Lampy BA + 20 to MA. And then additionally in that consent agenda would be the University of Minnesota clinical experience teaching affiliation agreement. I think is this
the last one that we Yep. Yep. So it's very similar to the other two that we received and this will be more applied into our CTE program since we have teachers coming out there. So to take care of that piece any other questions on the consent
agenda we have those two policies as well final reading. Oh sorry apologize. Yep. So we have the final reading of um policy four 514 bullying pro prohibition policy and
policy 522 the title 9 sex non-discrimination policy. That'll be the final reading of those policies. There's no other comments. I would look for a motion to approve the consent agenda
>> and a second. Second. >> All in favor say I. >> I. >> Motion carries. That brings us to our new business. We have the resolution. Let me get to the bottom page here.
The resolution to accept donations. [clears throat] Today we have the following donations. Uh price score $75 to the elementary library donation. Barrett Fire Relief Association, $1,000 for robotics. Uh, Wesmore Industries,
um, $250 for robotics. The WCA football boosters, $229 for a football coaching clinic. WCA softball boosters, $4,000 um, towards a scoreboard. And the community health auxiliary, $500 for ski
day helmets. [clears throat and cough] So, I would look for a motion for that resolution to accept donations. >> Second, >> pick one. >> Let's try again.
>> So, we'll go Nathan and then Josh. >> Uh, roll call. Vincent, >> yes. >> Yes. >> Sour, >> yes. >> Sandstead, >> yes. >> Porter, >> yes. >> Rose, >> yes. >> And I'll be a yes.
That brings us to the adopt resolution directing administration to make recommended uh recommendations regarding the reduction or discontinuation of programs and positions for the following school year. Excuse [clears throat] me.
This is a standard yearly resolution that just says we can take a look at what we need and >> starts our starts our budgeting process and it's just really the timelines that need to [clears throat] be met especially when it comes to the teaching positions if we need to put anybody on unrequested leave of absence and so
we'll start to meet with administrators to see where our numbers line up and where things shake out for next um fall. >> Okay. So I would look for a motion for that resolution. >> So move >> and a second.
>> We should do roll call. >> Yep. And roll call. Olrich. >> Yes. >> Sour. >> Yes. >> Sanstead. >> Yes. >> Porter. >> Yes. >> Gross. >> Yes. >> Vincent. >> Yes. >> And I'll be yes. And that brings us to our discussion item, the leave request.
You want to give a little just a little backstory on that, Paul? >> Absolutely. Yep. So, we do have a a staff member at the secondary who's uh requesting a 5-year extended leave that is allowable through TR TRA. Um and the
request is re uh looking for the district's portion of um TRA. So, they would have to pay their own portion and then the district would play pay the employer side fixed at the current salary wage that's in place. So, it's a fiveyear, but it would really be the
remainder of this year. So, a little bit different than most leaves that typically take place at the start of a school year. Uh, this would be taking place now, the five. So, it' really be four and a third years. It would probably be more uh accurate in the actual timing of that. Um, like I said
earlier, some of the details that we still need to iron out is one, consulting with the EA. Two is um there is still a request to do some some extracurricular work. um just making sure that that's allowable through TRA and I guess whatever the board's
position on that as well um through discussion you know if you're on a leave are you truly on a leave you don't come back but then is there are certain parts that hey if we do need some support or assistance here do we want to not allow that um and then the other piece would just be you know making sure I believe
the board stances would be that we're not looking to cost the district extra money to allow this type of a program to happen. That's been something that's happened in the in the past. Not every time is the TRA paid as I looked at some past ones that were well back in history
and things like that. U but that's kind of where this is currently at with this leave request here. So again, five years is the max. The TR requires between three and five years. That's the minimum number to the to the um largest number there. and then they let you determine
on how you want to cover the expense of the TRA. So typically on this type of piece, they would bill the the um member, so the teacher, and they would have to pay that and the district would get a bill. So if they don't pay that, then the district doesn't get a bill.
Now, they do have the opportunity for recall. They can come back each year. They would have to notify the district. I believe it's by April 1st, we can set that stipulation. um if they want to come back, the stipulation that's in that agreement that's been in all the agreements that I saw in the past was you do repay everything. So if you're
out for three years and you say, you know what, I've decided to come back year four. You pay back those prior three years with interest. And so there is so it's not just something that I think would be taken lightly to say, hey, I've got here three years and you know what, I'm going to finish out the last two. they would have to come up
with that contribution that the districts made which is a significant contribution you know at each at each year. So that would be the one piece because sometimes there's concerns well it prevents them from just saying hey I want to come back and they still may do that they may say I want to you know to pay that because they're remember the
TRA pension is based on a high five and so that number would be locked then at their last year of service which would be if we do honor this one would be um this point and it would be the fixed fiveyear uh basis of the current salary
>> and Is there a potential there's a potential long-term sub available for this year? >> Right. Yep. We've been notified that there would be somebody who's a um just finished student teaching. So, I think
that's the other important piece with these leaves as long as we can find a suitable replacement. Right. We probably don't want to let somebody out of their contract or provide a leave if we can't find anybody to replace the position. And that was the concern of this happening m mid year. but there is somebody who just completed their
student teaching uh who's um demonstrated some interest or called in with some interest on the position and things like that. So, I think that would be one of the concerns that would the box would be checked and and the member or the teacher who's requesting this leave did a nice job of already kind of checking out there just to see knowing
that that was going to be that was my first concern was I don't know if we're going to be able to find anybody, you know, now in February, March. And that I said, I don't think that's going to be something that the board's going to probably be interested in if we now have a vacancy that we can't fill with
somebody qualified to to take over the class. and know we've already got somebody who who comes with a good recommendation and things like that that would be ready to to take over in that role. So that that box is checked and I should say licensed as well. So
it's not just a it's a licensed person that comes with good recommendation >> comments. Are we looking to make this something for next month or what is the next step? >> Yep. So, I think if you would like me to proceed, um then I would put everything
together [snorts] and have it ready to go [clears throat] by the February is that the February 4th meeting, I believe. So, I'd have everything drafted from the extended leave agreement, have the EA make sure that they're on board with it, and then any other documents that you need me to have ready to go um
that way. But, yeah, planning for the February 4th timeline there. We have received a letter from >> verbal. We've got a verbal. We have a verbal request. So I'd ask them to put that in in writing. We'd attach it to the the leave request or the extended
leave document. So there's there's a document that needs to be [clears throat] signed by the EA. So the union, the school district, and the member who's requesting the five-year leave, or like I said, it can be a three to five year leave.
I just think the school district I think us as board I think we need to have a a policy that's clearly defined of when leaves would be allowed or what they're allowed for. I don't think that
discussion should happen. I don't [clears throat] think policy should change or that discussion should really happen in detail when we have a pending leave of absent request because you
don't want it to to appear nor at the you know it has nothing to do with the current leave request. It has to do with future leave requests in my for me. So I think you know if
this leave request comes to the table we should address it as we've addressed the past ones and then but what I would like to see is that very soon after that that we address
how we want to handle future leave requests and if we want to have a specific policy in place on what we allow The teachers contract has provisions in it of what's allowed plus federal and state law that will allow
you know for like medical request and like I have zero problem with that obviously. But um I just think that discussion has to happen cuz like there for me personally I guess I I
agree with you know all those requests that are allowed by statute but and then for medical leave and um like promotion within your your entity,
>> you know, because I think that's good to try and promote within. Give somebody a chance to try it out and it also gives the entity an opportunity to see if they're, you know, I think the probationary period of that promotion and the leave should go hand in hand. >> Sure.
>> So, the person could say, well, you know, I want to try it and if they don't like it, of course, they can go back to their deal, but there should be a specific time frame. It shouldn't be, you know, five, six years out. It should, you know, maybe a year or something like that. Which would also
give in this case a district if it was something like that, say if the probationary period is like you're really good at what you're doing, but maybe you know, you know what I'm saying? >> So, they kind of >> melt together. And
I think I'm not sure like on record but given my opinion on on leave these requests other than like medical and promoting from within given that opportunity but like I was say said at the beginning
I don't think those discussions should go into great detail while we have a current pending. I think that need the current pending one or the one that's coming up. I think we should address that. Um, and
like we've done the other ones >> because I think that's the right thing to do when you have a pending one is not to go and change policy right in front of them. I don't while they're waiting for an answer. I don't think that's the right thing for us to do. I think we should just address this one and then
very shortly after have a real detailed discussion of what leave requests we're going to allow and put them in policy policy and so that we don't have to make it make it
look like well because if we deny one why are we denying it you know >> we don't want if we deny we want be denied specific just because it doesn't meet our policy that nothing personal this is our policy >> absolutely
So I guess that's that's how I feel if that makes sense. >> Any other comments? >> Well, I'd like to say that I I would appreciate some discussion on this ahead of time. Um I don't really remember all the details of the last one and if I was
even involved in it. So um I think it's a responsibility to have discussion on it. I'd like to see our written policy. I think that should be something that Paul should share to us and prepare for next month that we move ahead on this.
We also got to keep in mind state statutes. >> Mr. Brown, if you're going to send that out, can you send out what's in the teacher contract to that specific library? >> Yep, I sure can. Yep. other comments, questions,
concerns, and I'll I I'll do some cost comparisons as well, but right now as I looked at the initial numbers, if we hired a new teacher in um coming in, because remember it all gets based and so some of the calculations that I looked at include health insurance. It depends on
if the former or the current person takes health insurance and things like that, but our current savings over the five years could net about $45,000 is what I've kind of looked at over five years. Um, it looks like if we would go to a teacher up to maybe five years of
experience, that would be at a cost neutral. There wouldn't be any savings or cost to the the district there. Once you get beyond that, that's where the the risk starts to take shape and things like that. And in this case, we would probably recommend or the recommendation
is to hire a long-term sub because we're mid year and then we would have to repost um over the summertime and things like that for this particular case. And and again, I think it it comes down it's an anomaly since m mid year. Um, but yeah, I can definitely come up with
those pieces there of and I guess Nathan to the written policy. I would say, well, I'll get you the board, you know, the what the teacher contract is. A lot of these things are provisions that are in the TRA guidelines and stuff like that so I can get that put together and I'll check and see what was kind of
followed prior. I know that we've had one leave request while I was here, but I know that there's been probably well I think we just had two or three just expire of staff that would have been like on a threeyear or fiveyear and I think even prior to that I remember way
back as a teacher here I think there were some folks that were taking you know extended leaves of absence and things [clears throat] like that as well. But if I can put that history together and just kind of show I'll get you a draft copy of the extended leave agreement that's been used. Um, so you
have that information and yeah, if there's anything else you need. And then I'll I've got that comparison report so you can see cost savings and things like that because I think that's an important piece as well. As as much as you'd like to honor those requests where they're there, it just can't come to a detriment
to our students or a detriment to the, you know, which is again the students if it impacts the budget in a negative way. >> How do you measure that? Very interesting. How do you measure that? You say the cost of the student, right? So, so we have a excellent teacher that
which cases happens, right? I mean, so and they leave and you don't know what you're going to get come coming in the next one. How do you measure that cost? You can't until they're gone and we've already approved it. Right. >> Right. Yep.
>> So, that's the one. We don't have that answer, you know. Well, I think you'd have to >> that you have to go based on can we fill that role, right? We don't want to let somebody go in a role we can't fill. >> Yeah. >> It's tough. I mean, we have a teacher in
the room, but you you know, it's almost would be a discriminatory thing if you said, "Well, we can't let the good teachers go, but we can let you know we can let the bad teachers go." You know, right? That that's the part you'd have to be really careful on is saying that. But it seems to me, and this is historically, I don't believe I've ever
had anybody come back from one of these leaves that I can recall. Um, but it's always been a benefit to the district and to the individual. So the individual comes with an opportunity that they feel is a benefit to them and the district looks and says, "Well, it's a cost
savings to the district, so this would make sense for the district to do versus like you said, if if we're going to incur extra cost that doesn't benefit the district, nor does letting somebody leave mid year and not having a a fill, you know, somebody to fill the shoes,
that is not a benefit to the district or the or the kids, obviously. So [clears throat] those are the things that I think previously we weighed out to say okay you've come with this leave request you you've been here for 20 I mean I I guess I don't want to pick on individuals but
you know Mr. Hunter was here for many, many years. We filled with a new teacher. It saved the district dollars because the difference between where he was on the on the scale. That was a benefit to him to go do what he wanted to do. Benefit to the district because
it saved us dollars. Those are the things that we've looked at previously to say, "Okay, this makes sense." Obviously, this individual has a a desire to go somewhere else. The district is going to save some dollars. we have a somebody that can fill those
roles. Absolutely. We can't tell if they're going to be as good or not as good or you know those are we flip that coin every time we hire somebody. So that's the piece that we will never know but at least if we know we have someone to fill those shoes that alleviates that
piece. if there's a cost savings to the district. Obviously, that is a benefit to the taxpayer, but in the long run, I don't believe anybody's ever come back from one of these leaves that I've seen anyway. Um, I know we've had some people come back from medical leaves, but I
don't believe anybody's ever taken this, you know, I don't want to say early retirement, but essentially they extended leave like this. I don't think we've ever had anybody come back from one. So, I guess there's that piece, too. And we're in a free country.
>> Yep. >> That's perfect example of how it works. In other countries, we don't we might not have an opportunity to go find another job. This is perfect example why we live where we do. The state statute says we
we are allowed to go find another job under this circumstance. If any students here are studying this, they read up on it and they see why how this works. >> But the person that takes their place
is in jeopardy. So, like if if you don't have a if you don't have a clear policy, what's outside of the TR, you know, if they don't if there's no TR, they're not asking for anything like that. They're
just requesting to leave for whatever reason other than medical or something like that just to go try something else. You're their second choice at that point. as a entity. They're choosing to go
somewhere else and you're hiring somebody who's where their first choice because they want the job and they're in limbo for that entire time. if we haven't had that but they could
somebody could come back and then that person that we hired that want chose to come here we might have to get rid of because we don't have a platform right I mean it's hypothetical I guess but that's why I said
>> state has nothing to do with this this current request that leave has to do with leaves coming down any leave request coming down the deal the district should have a a good clear policy of what is acceptable leave request and
[clears throat] and if it's completely open-ended, if the board decides it's completely open-ended, then that's what it then that's what it is. >> But we should have a clear policy and right now we don't really have one other than in one specific contract. Right. >> Right. Yeah. And I don't even know if that addresses leaves. I mean, it has
the the leave, I think, for the one year, right, for um uh getting your master's degree and stuff like that. I think is that leave piece there, but I don't know if there's anything beyond that, but I can get that information and get that out to everybody. >> And I would say unless you you I mean,
we do that every time we hire a teacher. you know, every time we hire a teacher, they're on the bubble as to if we make reductions, the the last teacher we hired. They might be the best teacher we have and somebody else who's been here
for 20 years may hate their job and want to, you know, complain about it every day, >> but because of the way that teacher contract is, you have to let the bottom, you know, the bottom one leaves. It's there's there's no I mean yes it's different circumstances but that's what
we do every time we hire a new teacher >> but there's specific language that everybody knows exactly what how that works. Right. >> Right. And that's again >> that's all I'm that's all I'm saying here >> is create specific language so everybody knows how it works and then we don't
have to feel like like we know exactly what the policy is too. So we make our decisions based on the policy and picking a favor, letting, you know, saying one should be able to, one shouldn't. It's just this is this is the
way it is. And if it's a if it's a leave request that falls within the policy, >> we allow it. If it's one that doesn't fall within the policy, we don't allow it. >> Sure. >> I think we talked about that we need to set aside some time to do that
conversation and not link it to a current proposed leave. So, I like the idea of you know, moving forward with your project of getting us information and having that discussion when we have that information. We've all had a chance to digest that.
>> Okay, >> was good. >> Any other comments? >> I'll make a motion to there. A second. Motion carries.