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UH, THE OPERATIONS COMMITTEE IS MEETING HERE.
NORTHERN BOARD MEMBERS ARE CURRENTLY PRESENT AND WE WILL START WITH THE ALLEGIANCE.
WE NEED AN APPROVAL OF THE AGENDA, DEFINITELY EXCEPTION.
SO WE ARE RIGHT INTO, AND IS THAT GONNA BE THAT DISCUSSION, WENDY? UM, GOOD AFTERNOON.
THANK FOR THE OPPORTUNITY TO PROVIDE THE DECEMBER EXECUTIVE SUMMARY CONSTRUCTION UPDATES.
UM, LONG LEAD TIMES ON INFLATION SHARING COSTS, THE INCREASE TO BE ENCOUNTER, UH, ACTUALLY STARTING TO SEE A LITTLE GLIMMER OF HOPE WITH SOME OF THE RECENT PRICE INDEX FIGURES THAT WERE JUST RELEASED WHERE WE'RE SEEING A SLIGHT DECREASE THE DIRECTION THAT WE WANNA SEE IN.
UH, THERE ARE EIGHT TRAFFIC YELLOW TRAFFIC LIGHTS THAT APPEAR IN THIS MONTH.
PROJECT UPDATES, FIVE OF THOSE HAVE BEEN PREVIOUSLY REPORTED AND MONITOR PROJECT MANAGERS.
UH, THOSE FIVE PROJECTS ARE BATTERY CREEK HIGH SCHOOL, WHICH SLIDES FIVE AND SEVEN IN REPORT.
ROBERT SMALL INTERNATIONAL ACADEMY, SLIDES EIGHT.
THERE'S TWO MAINTENANCE PROJECTS, UH, ON SLIDE 11 AND BLUFFTON HIGH SCHOOL.
SLIDE 33, THE THREE NEW YELLOW TRAFFIC LIGHTS THAT ARE INCLUDED THIS MONTH.
UH, ONE IS FOR MAY RIVER HIGH SCHOOL.
UH, ALEXANDER HAS, UH, IDENTIFIED A POTENTIAL SCHEDULED CONCERN ASSOCIATED WITH THE COMPLETION OF THAT.
SO WE LOOK AT WHAT OUR GRADUATION SCHEDULE WILL BE NEXT, UH, YEAR, AS WELL AS WHEN THE FIRST FOOTBALL GAME FOR 2023 HAS BEEN SCHEDULED ON AUGUST 18TH, AND IT JUST NARROWS DOWN OUR WINDOWS.
SO HE IS MAKING SURE THAT EVERYTHING IS, UH, COORDINATED TO BE EXECUTED AND JUST CAUSE IT'S A CONCERN.
WE WANTED TO DO, UH, THE RIGHT THING AND PUT YELLOW LIGHT ON IT TO MAKE YOU, UH, THE OPERATION COMMITTEE AWARE OF, UH, THE OTHER TWO YELLOW LIGHTS ARE FOR PLAYGROUND, MANUFACTURING AND MATERIAL DELIVERY DELAYS.
THEY'RE GONNA PUSH THE COMPLETION OF ELEMENTARY SLIDE 12 AND PRI ELEMENTARY FIVE FIFTH.
UH, PROVIDING UPDATE FOR THE HELEN ELEMENTARY SCHOOL'S ON 60 AND 61.
THE PA AND INTERCOM, THE BIDIRECTIONAL AMPLIFIER AND RADIOS ARE OPERATIONAL CABLING SCHEDULE TO BEGIN THIS AND THE PRESSURE OF THE EXTERIOR OVER, UH, WINTERIZATION PROJECTS AND
AND PROJECT CLOSEOUTS, UH, MATERIAL, UH, SUBMITTED, UH, REFLECTS THAT UNDER FY 2018 8% CAPITAL PROJECTS, UH, THAT THERE WAS TWO REMAINING PROJECTS THAT NEEDED TO BE CLOSED OUT EARLIER THIS WEEK.
I'M PLEASED TO REPORT THAT WE CLOSED ONE OF
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THEM OUT, UH, HOUR DOWN TO JUST THE REMAINING PROJECT, WHICH THE WORK'S BEEN COMPLETED ON.THAT'S THE HBA C IMPROVEMENTS AT CSAW ELEMENTARY.
SO AS SOON AS WE CAN GET THAT, UH, COMPLETED, THAT'LL, UH, COMPLETE THE, UH, REMAINING WORK FOR FY 2019 UNDER FY 2020 8%.
UH, CAPITAL IMPROVEMENT PROJECTS.
THERE'S FIVE PROJECTS THAT WE'RE, UH, UH, WORKING ON CLOSING OUT AND WRAPPING UP THE REMAINING SCOPES ON THE REFERENDUM PROJECTS.
INFORMATION PROVIDED FOR 24 PROJECTS.
UH, ONE ALSO ASK, UH, ROBIN TO PULL UP WHAT IS, UH, ATTACHMENT THREE OF THE MATERIALS THAT WE SET OUT.
THAT'S THE MONTHLY REFERENDUM PROJECTS SUMMARY.
UH, IN THAT REPORT, YOU'LL SEE SOME OF THE LINES HAVE VARIOUS COLOR CODING ON THEM AND THE LINES THAT ARE COLOR CODING IN GREEN THAT YOU'RE SEEING ON THE SCREEN THERE, THAT'S ANOTHER WAY THAT WE'RE TRACKING THE CLOSING OUT AND OF THOSE COMMITMENTS.
SO AS YOU SEE THIS REPORT GOING FORWARD, YOU'LL SEE MORE AND MORE OF THE LINES, UH, BEING, UH, TRANSITIONED INTO THE GREEN SHADING TO INDICATE THAT THAT'S, UH, BEING COMPLETED.
BUT THERE'S 3 21 LINES IN THAT REPORT, AND THERE'S 94 LINES SHADED IN BRAIN.
THE REFLECT OF THE VARIOUS FINANCIAL COMMITMENTS, PROVIDING A QUICK, UH, OVERVIEW, UH, ON THE REFERENDUM FINANCIAL EXPENDITURES.
UH, THEY NOW TOTAL THROUGH THE END OF NOVEMBER, UH, 180 MILLION BY HUNDRED 77,057.
THIS, UH, EQUALS, UH, APPROXIMATELY 48% OF THE TOTAL APPROVED FUNDS, WHICH WERE, UH, WHERE WE'RE RIGHT NOW IS THREE 75,710,000.
UH, FUNDS PAID AND COMMITTED TODAY TOTAL, UH, ROUGHLY 322.9 MILLION, WHICH EQUATES TO 86% OF THE OVERALL TOTAL APPROVED FUND.
AND THAT LEAVES US REMAINING AVAILABLE FUNDS THAT TOTALED 52.8 MILLION.
UH, NO CONTINGENCY OR BOND PRINTING IN FUNDS, UH, WERE USED IN NOVEMBER.
AND IN THAT 52.8 MILLION FIGURE, UH, FUNDS THAT REMAIN THERE IS 9.7 MILLION OUT IT THAT'S ASSOCIATED WITH REMAINING.
NOW SHARE IS, UH, UNDER COMMUNITY OUTRAGE THAT SLIDE 94, UH, LAST WEEK, OUR INTERNATIONAL ACADEMY WITH ALL THE TOPPING OUT CEREMONY AS AT CAMPUS, AND I THINK IT WAS WELL ATTENDED AND WELL BY EVERYBODY.
AND THAT CONCLUDES MY EXECUTIVE SUMMARY DISCUSSION WITH GRADUATION DATES.
DOES ANY OF THE CHANGES, ANY OF THE CHANGES THAT WE MADE LAST NIGHT, DOES THAT HELP WITH THIS MAIN RIVER HIGH? WELL, IT DOES HELP CAUSE WELL, MAIN RIVERS AT THE FRONT LINE, RIGHT? SO BY DOING THAT, WON'T REMEMBER ALEXANDER HAS MET WITH, AT THE POINT WHERE HE'S TONIGHT HE'S NOT GONNA BE ABLE TO JOIN US AT THE MEETING AT MAY RIVER HIGH SCHOOL.
HE'S ATTENDING THE MEETING TO SHARE INFORMATION ABOUT THE CONCERN.
I'M SORRY, I WAS CHECKING ON SOMETHING ELSE.
DID YOU SAY THAT, SO THE FIELDHOUSE FOR HILTON HIGH SCHOOL IS GONNA BE RECEIVED IN DECEMBER, BUT IT HAS NOT BEEN RECEIVED YET.
IS THAT WHAT YOU WERE SAYING? I I'M NOT SURE IF I FOLLOWED WHAT YOU LOOKING AT.
IT'S SUPPOSED TO BE RECEIVED IN DECEMBER, BUT WE HAVEN'T RECEIVED IT YET.
ARE YOU OPTIMISTIC THAT IT WAS EPTEMBER? YEAH.
CAUSE I HAVE A MEETING ON TUESDAY WITH ALL THE PROJECT MANAGERS AND I'VE PROVIDED ROBERT A LIST OF ALL THE TENTATIVE BOARD AGENDA ITEMS, MEETING JANUARY BOARD WE'VE GOT OR,
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UM, AND THEN CONSTRUCTION SCHEDULE BEGIN Q1 2023.SO THAT WOULD BE IN THE NEXT 30 MINUTES? YES.
HOW IS THAT GOING WORK YOU SEE FOR THAT? HAVE TO MAKE SURE KICK KICKOFF MEETINGS AT BEGINNING, AND THAT'S ONE OF THINGS DOWN, GROUNDWORK THE CONTRACTOR TO KNOW THE AVAILABILITY OF ACHIEVING, UH, MATERIAL.
SO THAT, AND IF WORDS RIGHT, WE LAND FINALLY ON THE, THE SWAMP FIELD, WHAT THEY CALL IT, RIGHT.
SOCCER CALL THE FIELD NOW EXCITING BETWEEN, SO FIELDHOUSE VISITORS SEVERAL MONTHS HAVE AGO WAS GONNA BE STREET SOME, BUT NOW FOR THE MOST PART, THEY'RE RIGHT THERE.
MAJOR COUPLE OVER AT AUTO MIDDLE SCHOOL.
I DIDN'T HAVE A CHANCE TO GO BY THERE, UM, PRIOR TO COMING DOWN HERE, BUT ARE YOU AWARE AND OUR YES, I KNOW THAT, UH, CONTACTED US CAUSE OF SEVERAL POTHOLE.
OKAY, SO MY LAST FINAL OFFICIAL PERFECT TIMING.
WE ACTUALLY HAVE A, SOME ADMINISTRATIVE REGULATIONS CHANGE.
MS. WALTON, DID YOU WANT ME TO GO AHEAD HERE? I DIDN'T KNOW IF KIKI WAS ON THE LINE WITH US.
WENDY, ARE YOU STARTING IF YEAH, IF THAT'S ALL RIGHT WITH MS. WALT.
WHATEVER MS. WALT WANTS ME TO DO, WENDY, THAT'S FINE.
YEAH, I CAN, I CAN GET STARTED ON IT.
SO WHAT, WHAT WE HAVE DONE IN THIS ADMINISTRATIVE REGULATION IS THAT WE HAVE COMBINED OUR PRIOR REGULATIONS THAT WERE SEPARATE ONE FOR STUDENT AND ONE FOR EMPLOYEES.
AND WE NOW HAVE THEM IN, IN ONE FORM.
AND WE'VE BEEN, WE NOW, MS. WHITTON ACTING AS A TITLE IX COORDINATOR.
WE PREVIOUSLY HAD TWO TITLE IX CO COORDINATORS, BUT NOW MS. WHITTON IS ASSIGNED TO THIS, UH, POSITION
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TO BE IN CHARGE OF ALL OF TITLE IX.AND SHE'S BEEN WORKING VERY HARD, UM, IN THIS AREA TO MAKE SURE THAT EVERYBODY'S HAVING THE APPROPRIATE TRAINING, NOT ONLY AT DISTRICT LEVEL, BUT AT ALL THE SCHOOLS.
AND WE WORKED WITH THE, UM, INSTITUTIONAL COMPLIANCE SOLUTIONS AND ALSO HAD KATHY MAHONEY, ONE OF OUR OUTSIDE ATTORNEYS, DOUBLE CHECK OUR WORK.
UM, WE AND THESE, UM, SECTIONS THAT ARE IN THIS ADMINISTRATIVE REGULATION, UM, WE CHECKED TO MAKE SURE THAT THEY WEREN'T COMPLIANCE WITH THE CODE OF FEDERAL REGULATIONS.
AND THE MAJORITY OF THESE, UM, THESE PROVISIONS THAT ARE INCLUDED HERE, THE SECTION OF THE CODE OF REGULATIONS, IT'S 1 0 6 0.45.
AND WE, UM, MADE SURE THAT WE WEREN'T COMPLIANCE WITH THOSE REGS.
THERE, THERE HAVE BEEN SOME NEW REGS THAT HAVE BEEN PROPOSED, BUT THEY ARE NOT, THEY HAVE NOT BEEN PUT INTO EFFECT YET.
SO THIS ADMINISTRATIVE REGULATION IS DEALING WITH, UH, WITH THE PRESENT LAW.
WE'VE INCLUDED DEFINITIONS OF SEXUAL HARASSMENT FONDLY, INCENSE, STATUTORY RAPE, DATING, VIOLENCE, STALKING, DOMESTIC VIOLENCE, AND THEN DEFINITIONS RELATED TO SEXUAL HARASSMENT.
WHAT IS CONSENT? WHAT IS FORCE OF CONDUCT? INCAPACITATION, THE REASONABLE PERSON STAND, STANDARD EMOTIONAL DISTRESS.
WHEN YOU GO THROUGH HERE, THERE ARE OTHER DEFINED TERMS THAT ARE REQUIRED IN THE LAW, SUCH AS ACTUAL KNOWLEDGE, BUSINESS DAY, COMPLAINANT, EDUCATIONAL PROGRAM, SUPPORTIVE MEASURES.
THOSE ARE OFFERED TO BOTH THE COMPLAINANT AND THE RESPONDENT BEFORE, AFTER THE FILING OF A FORMAL COMPLAINT OR WHERE NO FORMAL COMPLAINT HAS BEEN FILED.
AND AS WITH RESPECT TO THE REPORTING OF THIS, UM, WE'VE INCLUDED NOW REPORTING IN ADDITION TO REPORTING TO US AT THE DISTRICT, REPORTING TO THE COORDINATOR OR TO A B C S D EMPLOYEE.
WE'VE LISTED OUT THE DIFFERENT LAW ENFORCEMENT AGENCIES IN OUR COMMUNITY.
THE SHERIFF'S OFFICE, CITY OF BEAUFORT POLICE DEPARTMENT, THE TOWN OF BLUFFTON POLICE DEPARTMENT, TOWN OF PORT ROYAL, AS WELL AS THE COMPLAINANT HAS THE RIGHT TO FILE WITH THE OFFICE FOR CIVIL RIGHTS IF THEY WOULD LIKE TO.
UM, AND THEN THE PROCEDURES GO THROUGH HERE THAT KIKI'S BEEN HAVING TRAINING, AS I SAID, AT, YOU KNOW, AT THE SCHOOLS.
IT'S ABOUT THE DISTRICT, HOW YOU RESPOND TO THE COMPLAINT, HOW YOU FILE A FORMAL COMPLAINT.
IT'S VERY SPECIFIC REQUIREMENTS.
UM, HOW CAN, HOW ONE CAN BE DISMISSED, WHAT IS THE PROCEDURE AND THE BURDEN OF PROOF.
HOW IS EVIDENCE GATHERED? SHE'S BEEN TRAINING, UM, INVESTIGATORS WITHIN, UM, OUR DISTRICT.
THERE'S PROVISIONS FOR THE NOTICE OF THE ALLEGATIONS.
KIKI'S RESPONSIBLE FOR PROVIDING NOTICE OF ALLEGATIONS TO THE PARTY TO TALK ABOUT THE RIGHTS AND THEIR OPTIONS, THE GRIEVANCE PROCESS, THE INFORMAL RESOLUTION PROCESS, UM, IDENTITIES OF THE PARTIES, AND THEN INVESTIGATION OF THE FORMAL COMPLAINT.
AS I SAID, KIKI'S BEEN TRAINING INDIVIDUALS TO SERVE AS INVESTIGATORS ON WHAT THEY HAVE TO DO.
AND THE, THE, UH, CODE OF FEDERAL REGULATIONS IN 1 0 6 0.45 TALKS ABOUT HOW THIS INFORMATION IS OBTAINED AND HOW IT'S INSPECTED AND REVIEWED.
AND BOTH PARTIES HAVE THAT OPPORTUNITY TO REVIEW THE EVIDENCE.
IT ALSO INCLUDES IN INCLUDES NOT ONLY, YOU KNOW, INCULPATORY, BUT WHAT'S EX EXCULPATORY AS WELL.
AND THE PARTIES HAVE THE OPPORTUNITY TO REVIEW THAT INFORMATION.
THEN THE, THERE'S A QUESTION AND ANSWER PERIOD IS A VERY LONG INVOLVED PROCESS NOW TO GO THROUGH ONE OF THESE COMPLAINTS IN THE RESOLUTION.
AND WE HAVE WHAT IS EXCLUDED? DETERMINATION ABOUT RESPONSIBILITY.
THE APPEAL PROCEDURES ARE SPELLED OUT.
AND THEN THERE'S A, AN INFORMAL RESOLUTION PROCESS.
UM, AND THAT GIVES AN OPPORTUNITY TO HAVE MEDIATION FACILITATED DIALOGUE, CONFLICT COACHING, UH, RESTORATIVE RESOLUTION, HAVE AN AGREEMENT OF THE PARTIES.
AND THAT'S THEN BOTH PARTIES HAVE TO AGREE TO THAT INFORMAL, UM, RESOLUTION.
AND THERE ARE ALSO REQUIREMENTS FOR RECORDKEEPING.
UM, THAT INFORMATION HAS TO BE KEPT FOR SEVEN YEARS IN ORDER TO BE COMPLIANCE WITH STATE AND FEDERAL LAWS.
IT ALSO TALKS ABOUT THAT IN THE EVENT THAT A PERSON HAS FILED A COMPLAINT, TITLE IX VIOLATION, THAT WE, YOU KNOW, WE DON'T RETALIATE AGAINST THAT IN INDIVIDUAL IN ANY PROCESS AT ALL DURING THE TIME OF THIS.
AND THEN WHAT WE, THIS IS, UM, SOMETHING THAT'S BEEN ADDED THAT I THINK IS VERY HELPFUL FOR EVERYBODY.
AND THOSE ARE THE APPLICABLE SOUTH CAROLINA LAWS.
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AND OUR TITLE, TITLE 16, WHICH IS THE CRIMINAL CODE IN HERE IS INCLUDED THE DEFINITION FOR DOMESTIC VIOLENCE.UM, OR, AND THERE'S MORE, THEY'RE DIFFERENT DEGREES FOR DOMESTIC VIOLENCE.
UM, SOME OF THEM BECOME FELONIES, INCEST, CRIMINAL SEXUAL CONDUCT IN THE FIRST DEGREE, CRIMINAL SEXUAL CONDUCT IN THE SECOND DEGREE, ANOTHER FELONY CRIMINAL SEXUAL CONDUCT.
AND THE THIRD DEGREE CRIMINAL SEXUAL CONDUCT WITH A MINOR AND ALSO HAVE SEXUAL BATTERY WITH A STUDENT.
AND THIS, UM, LAW WENT INTO EFFECT HERE IN SOUTH CAROLINA IN JULY 1ST, 2010.
AND, UH, MANY OF THE CASES THAT I PROSECUTED JUST IN THE SIDE, BUT WHEN I WAS A PROSECUTOR OF THE DEPARTMENT OF ED, UM, THIS INVOLVED, YOU KNOW, INAPPROPRIATE RELATIONSHIPS WITH, UM, EDUCATORS, WITH WITH STUDENTS.
THEN THERE'S PROCEDURES FOR RESOLUTION OF THE NON HARASSMENT TITLE IX DISCRIMINATION COMPLAINTS.
AND THEN, AND THEN AGAIN, IT GOES THROUGH THE PROCEDURE.
HOW DO YOU INVESTIGATE IT? HOW DO YOU GIVE NOTICE WHAT SAID TIMING? THE INVESTIGATION HAS TO BE DONE WITHIN 60 DAYS.
AT THE END, INVESTIGATOR DRAFTS A REPORT WORKS WITH THE DIRECTOR OF HUMAN RESOURCES, UM, THAT, THAT REPORT'S GIVEN TO THE COMPLAINANT AND THE RESPONDENT THEN THEY CAN APPEAL IF THEY DESIRE TO, AND, UM, RESPOND AT ANY TIME, CAN RESOLVE THE INVESTIGATION BY ACCEPTING RESPONSIBILITY FOR THEIR MISCONDUCT.
AND THEN THERE'S AN INFORM, LIKE I SAID, THERE IS AN INFORMAL, UM, RESOLUTION AGAIN, SO IT'S VERY INVOLVED.
AND IT INCORPORATES IN AUGUST OF 2022.
THOSE REGULATIONS FIRST WENT TO EFFECT IN AUGUST 15TH, 2022.
AND AT THAT TIME WE USED, UM, ONE, UH, ADMINISTRATIVE REG FOR STUDENTS, ONE ADMINISTRATIVE REG FOUR, OUR STAFF.
AND THIS WAY, UM, IT WAS SUGGESTED TO US THAT WE COMBINE IT INTO ONE DOCUMENT.
AND THEN WE ALSO ADDED, UM, AT THE END, THE COHERENT GOVERNANCE MANUAL.
SO WHAT'S HAPPENED HERE, IT'S LIKE TOTALLY REWRITTEN FROM THE, FROM THE OLD DOCUMENTS.
AND MS. WALTON, IF YOU COULD PLEASE ADD YOUR INPUT ON THIS.
I KNOW YOU WORK VERY CLOSELY IN OUR HUMAN RESOURCES, IN OUR, IN OUR DISCRIMINATION.
UM, PLEASE INCLUDE WHAT I FORGOT TO SAY.
OUR GOAL WAS TO MAKE SURE THAT, UM, WE WERE COMPLIANT WITH THE LAW.
WE WERE, UM, HAD SOMETHING IN PLACE.
BUT OUR RELATIONSHIP WITH, YEAH, SO OUR GOAL WAS WITH REGARDS TO THE NEW REGULATION, TO MAKE SURE THAT ONE, WE COULD BUILD THE CAPACITY OF OUR TEAM TO BE ABLE TO MEET THE REQUIREMENTS OF THE REGULATION.
WE GO FROM A FIVE PAGE ADMINISTRATIVE REGULATION TO OVER 30 PAGES.
AND PART OF THAT PROCESS IS TO MAKE SURE THAT WE ARE DOING, TAKING THE RIGHT STEPS, BOTH WITH REGARDS TO STAFF AND STUDENTS.
SO THE FIRST THING WAS TO MAKE SURE THAT WE TRAINED, BECAUSE IN APPLYING THIS IS, IS NOT AS SIMPLE AS JUST, YOU KNOW, I WANNA TAKE NOTES OF WHAT'S GOING ON.
SO IT WAS ABOUT GETTING EVERYONE TO UNDERSTAND THE BASIC KNOWLEDGE WITH REGARDS TO, UM, TITLE IX ADMINISTRATIVE REGULATIONS, THE FEDERAL LAW.
UM, SO WE DID, UH, ACTUAL TRAINING WITHIN ALL OF OUR SCHOOL ADMINISTRATORS.
BOTH ASSISTANT PRINCIPALS WERE INVITED LAST SPRING TO ATTEND THE TRAINING, UM, PRIOR TO, CAUSE THIS WAS ON THE BOOKS IN AUGUST WHEN WE TRIED TO GET THIS PUSHED THROUGH AT THE TIME.
BUT THE REGULATIONS WERE REQUIRED.
UM, SO OUR FOCUS WAS TO MAKE SURE OUR FOLKS UNDERSTOOD WHAT WAS FUNDING INTO EFFECT.
UM, SINCE THEN, WE CAN ALSO GO BACK THE TRAINING INVESTIGATORS FOR EACH SCHOOL BUILDING AS WELL AS AT THE DISTRICT OFFICE.
CAUSE OUR GOAL IS TO MAKE SURE LOWEST LEVEL WE CAN INVESTIGATE AND DETERMINE WHETHER THIS RISES TO A LEVEL OFX AND THAT WE ADHERE TO THE PROCESS THAT'S OUTLINED IN OUR ADMINISTRATIVE REGULATION.
UM, WE HAVE BEEN FOCUSING REALLY, TRULY ON THE GENERAL AWARENESS OF TITLE IX, MAKING SURE THAT PEOPLE TO MAKE A REPORT, UM, THAT IT'S NOT PENDING.
SO WE HAVE ACTUALLY UPDATED OUR WEBSITES.
SO THIS INFORMATION IS ON THE WEBSITE.
ONCE THIS ADMINISTRATIVE REGULATION IS UPDATED AND APPROVED, THEN WE WILL MOVE FORWARD WITH ADDING THAT TO THE WEBSITE.
UM, WE HAVE UPDATED OUR TITLE IX COMPLAINT FORM.
IT USED TO BE A SEPARATE COMPLAINT FORM.
WE HAVE A, AN ONLINE JOB FORM THAT CAN BE COMPLETED ON EITHER TEXAS THAT CAN BE COMPLETED.
A PERSON CAN PROVIDE THIS INFORMATION ANONYMOUSLY OR THEY CAN SELF-IDENTIFY.
AND WHAT THIS SITUATION IS, THIS GIVES ME AN OPPORTUNITY, THIS TITLE IX COORDINATOR TO REVIEW, TO DETERMINE WHETHER ACTUALLY MEETS THE CRITERIA OF TITLE IX, WHETHER IT IS HARASSMENT OR NON HARASSMENT.
UM, AND IT, IT GAVE US AN OPPORTUNITY JUST TO KIND OF GET AHEAD OF THE INVESTIGATIVE PROCESS.
SO WE ARE WORKING CLOSELY WITH SCHOOL TEAMS ON A REGULAR BASIS AS WE DISCUSS THESE COMPLAINTS THAT COME IN AND MAKING
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SURE THAT IF IT IS TRULY A TITLE IX, THAT WE TAKE THE NECESSARY STEPS TO BE ABLE TO, UM, WE, OKAY, ONE OF THE THINGS THAT WAS A HOT TOPIC WAS SCHOOL.EVERYBODY WANTED TO KNOW WHAT EVERY DISTRICT, BECAUSE NOW IT'S SUCH A BIG DEAL, YOU CAN NO LONGER JUST SAY, OKAY, I'M THE COORDINATOR.
AND, AND SO DID A BRIEF INVESTIGATION.
WE DECIDED THAT AND ON TOP OF IT, SO THAT NEVER CHANGE OUR, THE LANGUAGE VOCABULARY, WHAT IS TITLE? EVERYBODY? WHO'S YOUR CHILD ON THE COORDINATOR? EVERY EMPLOYEE DISTRICT.
WE, SO THAT'S WHAT WE STARTED LAST SUMMER.
AND TRAINING, I THINK WE HAVE DONE A PRETTY DECENT JOB MEMBERS TO UNDERSTAND WHAT WE WERE UP AGAINST SO THAT STUDENTS, EMPLOYEES, PARENTS UNDERSTAND OUR SYSTEM, PLACE TO HAVE PLACE.
AND A BIG PART OF OUR, OUR WORK WITH REGARDS ON PARTNERING WITH ICS, THEY INSTITUTION, THEY HAVE DONE A LOT OF PROFESSIONAL DEVELOPMENT.
UM, MY FIRST YEAR AS TITLE IX COORDINATOR SPENT DOING A LOT OF READING, A LOT OF PROFESSIONAL DEVELOPMENT TO MAKE THAT I HAD A THOROUGH UNDERSTANDING FROM AX COORDINATOR PERSPECTIVE.
AND THEN CAPACITY HAVE ALSO THE ABILITY TO PROVIDE TITLE IX UNIVERSITY THROUGH THEM.
SO WE'RE ABLE TO, FOR THOSE ADMINISTRATORS WHO WE NEED TO, SO WE BRING SOMEONE ALONG AFTER THE TRAINING HAS OCCURRED, PROFESSIONAL PROVIDER, WE HAVE THE ABILITY TO DO ONLINE TRAINING FOR THEM AS WE MYSELF HUNT AND COUPLE DISTRICT STAFF MEMBERS TO INVESTIGATOR.
SO WE'RE CERTING THROUGH ICOS.
THEY HAVE A TEAM OF PEOPLE RULES WHEN IT COMES TO TUR NINE.
AND, YOU KNOW, IT, IT HAS BEEN AN OPPORTUNITY FOR US TO REALLY BUILD BASED ON THE CURRENT REGULATION AND IT PUTS US IN A BETTER POSITION SO THAT THE REGULATIONS THAT ARE BEING PROPOSED FROM THE VIOLENT ADMINISTRATION THAT WILL GO INTO EFFECT POTENTIALLY NEXT YEAR.
UM, THOSE ARE STILL IN A QUESTION AND ANSWER PERIOD, BUT ONCE THEY GO INTO EFFECT, WE'RE NOT PLAYING SO MUCH CATCH UP TO BE ABLE TO MEET THOSE REQUIREMENTS.
RIGHT NOW WE HAVE THE CURRENT, UM, REGULATIONS THAT WERE IN EFFECT AUGUST OF 20 20, 20 22.
AND THAT GIVES US AN OPPORTUNITY TO BE SOLID WITH REGARDS TO THOSE AND THEN PREPARED FOR WHATEVER COMES.
SO, UM, KI I DON'T REMEMBER WHEN YOU CAME IN, WHEN YOU FIRST TOLD THE BOARD ABOUT TITLE IX A YEAR AND A HALF AGO, OR, YES.
OKAY, WELL YOU WHO ARE, THAT WAS A HUGE TO WORK OUT AND IT SOUNDS LIKE YOU HAVE, WE'VE ATTACKED IT STEP BY STEP AND, UM, SET THE WHOLE DISTRICT IN A GOOD STEAD THAT IF SOMETHING WERE TO HAPPEN, PROCESSES AND INFORMATION AND, AND NUMBERS OF PEOPLE THAT, I APPLAUD YOU FOR THAT.
WHEN YOU SHARED THAT WITH THE BOARD, THAT MEETING, I THOUGHT IT ALMOST SEEMED INSURMOUNTABLE.
UM, SO ONE QUESTION, I THINK I ANSWERED IT.
SO IF, IF SOMETHING HAPPENS IN THE SCHOOL, RIGHT? AND, YOU KNOW, WE HAVE OUR DISCIPLINE MATRIX.
SO WHEN DOES IT GO FROM THAT TO TITLE IX? AND, AND YOU MIGHT HAVE SAID IT WHEN YOU SAID IT'S GONNA RISE TO A LEVEL OF TITLE IX.
SO CAN YOU JUST TALK A LITTLE BIT ABOUT WHAT WE'VE DONE IS UPDATED OUR DISCIPLINE MATRIX, THE STUDENT SERVICES TEAM THIS SUMMER.
SO NOW ANYTHING THAT APPLICABLE TOX NOW IN THE, IN THE FIRST OFFENSE, IT HAS TO BE THAT IT IS CONTACT THE TITLE IX COORDINATOR FOR THE DISTRICT.
WE HAVE A DISCUSSION AS WE, THIS MEETS THE CRITERIA AND IT HAS TO RISE TO A CERTAIN LEVEL.
SO IT HAS TO BE SEVERE, PERVASIVE, OBJECTIVELY OFFENSIVE, ALL OF THOSE COMBINED IN ORDER FOR IT TO RISE IX.
SO IF THE STUDENT VIOLATES, LET'S SAY, UM, LY, YEAH, SO IF THE STUDENT ROPES ANOTHER STUDENT AND IT HAPPENS ONE TIME AND IT DOES NOT HAPPEN AGAIN, THAT THAT DOES NOT RISE TO THE LEVEL OF TITLE IX.
BUT IF IT CONTINUES AND IT'S PERVASIVE AND IT IS OFFENSIVE TO THAT OTHER STUDENT, THEN THAT'S WHERE WE GET INTO IT MEETS THE CRITERIA OF WE CAN THEN THEREFORE.
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SO WHEN WE HAVE THE CONVERSATION WITH ADMINISTRATORS, OUR CONVERSATION HAS TO BE, IF IT'S TITLE IX, THEY CANNOT DIS THE, DON'T ALLOW THEM TO DISCIPLINE UNTIL THROUGH THEIR, SO THAT WILL GIVE, UM, WE HAVE TO EXPLAIN TO BOTH THE COMPLAIN AND THE RESPONDENT ON FRONT END THAT CONVERSATION TO SAY, YOU KNOW, YOU UNDERSTAND THAT THIS IS FRESH, BUT THIS IS WHAT OUR POLICY DICTATES.THIS IS WHAT OUR PROCESS IS WITH REGARDS TO THE FEDERAL LAW FOR, AND THIS IS HOW IT'S GOING TO HAPPEN.
SO WE PUT A, A STRONG EMPHASIS ON MAKING SURE THAT WE'RE COMPLETELY TRANSPARENT WITH PARENTS AND STUDENTS SO THAT THEY UNDERSTAND THAT THIS IS NOT GOING TO BE SOMETHING THAT JUST GOES AWAY NEEDED.
THERE'S A 10 DAY PERIOD OF NOTIFICATION, THERE'S A 60 DAY INVESTIGATION PERIOD.
THERE ARE TWO OTHER 10 DAY PERIODS AFTER THAT.
SO THERE'S A, IT, IT TAKES, UH, IT POTENTIALLY TAKES A LONG TIME FOR THE PROCESS TO HAPPEN.
OUR GOAL WITH HAVING MORE PEOPLE TRAINED AS INVESTIGATORS WILL TO BE ABLE TO SHORTEN THAT PROCESS AS MUCH AS POSSIBLE.
BECAUSE IF WE DO HAVE A SITUATION WHERE WE HAVE TO EMERGENCY A STAFF MEMBER, WE HAVE TO DO ADMINISTRATIVE.
WE WANNA BE ABLE TO HELP AS AS POSSIBLE ENSURE THE SAFETY.
I HOPE THAT ANSWER MORE QUESTIONS.
SO IF, SO THIS IS THE AGENDA THAT HAPPENS.
IF RISES TO THE LEVEL, THEN THERE IS NO DISCIPLINE NEEDED OUT DURING THAT PROCESS.
BUT IT SAYS IN THE REGULATION, WHAT CAN HAPPEN IS, AS FOR A STUDENT, IT CAN BE A RECOMMENDATION UP TO EXPULSION CAN BE RECOMMENDATION, DETERMINATION BASED ON THE FACTS OF THE CASE.
BUT WE TAKE TIME, WE INDIVIDUAL.
SO STUDENT CALLS, WE NEED IMMEDIATE CAUSE OUR GOAL IS NOT JUST TO HAVE THE ADMINISTRATOR HAVE A CONVERSATION WITH THE PARENT.
THEY NEED TO UNDERSTAND IT FROM A DISTRICT LEVEL.
WE ARE ALSO TAKING THIS VERY SERIOUSLY.
THIS IS WHAT THE PROCESS WOULD LOOK LIKE.
I JUST HAD A MEETING WITH A MIDDLE SCHOOL PARENT RECENTLY AND WHAT HER RESPONSE TO ME WAS, IT FELT GOOD TO BE ABLE TO HAVE SOMEBODY TO BE ABLE TO EXPLAIN THE PROCESS TO ME, BUT THEN TO ALSO LET ME KNOW THAT MY IS NOT FALLING ON DEATH EARS.
THAT THEY'RE JUST LIKE, OH, WE'LL INVESTIGATE.
SO SHE UNDERSTANDS THAT WE TAKE THIS, WE TAKE THIS WORK VERY SERIOUSLY.
SO THERE'S, THERE'S A NUMBER OF GUNS IN HERE THAT WOULD MAKE A SITUATION.
SO IT COULD BE SEXUAL HARASSMENT, IT COULD BE, UM, FOLLOWING INCEST, DATING VIOLENCE, DOMESTIC.
SO THIS STARTS ON THE DEFINITIONS.
START ON PAGE FOUR OF THE GAP THAT YOU HAVE ON PAGE FOUR AND GO ALL THE WAY TO PAGE NINE.
BECAUSE THE GOAL FOR US IS TO MAKE SURE THAT A PERSON WHO READS THIS UNDERSTAND EVERYTHING.
WE WANT PEOPLE TO BE ABLE TO SEE IN BLACK AND WHITE WHAT DOES THE LANGUAGE YOU REQUIRE.
SO THAT NEEDS INCLUDEMENT THE DEFINITION.
SO IF A PARENT GOES TO OUR WEBSITE AND SAYS, I I REALLY NEED TO FIGURE OUT WHETHER THIS IS, IS A SITUATION THAT IS TITLE IX, BECAUSE THE CONVERSATION THAT WE HAVE WITH PARENTS, THEY, THEY THAT WHEN WHEN IT COME TO ANOTHER STUDENT, THERE'S A STUDENT ON THE OTHER SIDE OF THISCOMPLAINT, BUT MY CHILD IS A STUDENT.
THERE'S ANOTHER STUDENT THAT'S BEING IMPACTED BY.
SO THE, THE PURPOSE FOR US WAS TO MAKE SURE THAT OUR POLICY PUT IT OUT THERE.
THAT APPLIES FOR BOTH STUDENTS AND SAM.
THESE ARE THE DEFINITIONS FOR TITLE IX.
NOW, IN ORDER FOR THESE SITUATIONS, SO IF IT IS A SEXUAL ASSAULT, SO IF THERE'S AN ALLEGATION OF A RAPE OR ANYTHING THAT MEETS THAT DEFINITION, THEN WE HAVE TO DETERMINE IS IT SEVERE, PERVASIVE OBJECT OR OFFENSIVE.
AND WITH REGARDS TO SOME OF THESE, THAT DOES NOT MEAN THAT IT THAN THERE ARE SOME LOWER LEVEL SITUATIONS.
LIKE THOSE SITUATIONS CAN BE RECORDED, THAT CAN BE INAPPROPRIATE.
TOUCHING ON ONE HAND, BUT BASED ON WHO YOU TALK TO, I GUESS IT'S A FOLLOW UP.
MR. CAMPBELL'S QUESTION, HOW DOES IT INTERACT TITLE WITH CRIMINAL? SO IT IT, SO THERE'S NO, THERE'S NO COMPLAINTS.
THERE BE SO PARENT COULD CHOOSE, INDIVIDUAL COULD CHOOSE NOT TO MOVE FORWARD INVESTIGATION TO YOU.
THEN YOU WOULD ALSO, YOU WOULD BRING IN LAW ENFORCEMENT.
AND IF THEY MAKE THE DECISION, SO THEY HAVE THE ABILITY TO MAKE THE DECISION, I WANT TO MOVE FORWARD WITH THIS CASE.
THAT'S, THAT'S THEIR DECISION.
SO A SITUATION WHERE ACCUSED INAPPROPRIATELY TOUCHING ANOTHER YOUNG LADY ON THE CHOKING, LAW ENFORCEMENT MOVE FORWARD WITH THE CHOKING.
BUT THEY DID NOT SEE ANYTHING IN THEIR INVESTIGATION THAT DETERMINED THAT HIS CHILD HAD DONE ANYTHING WITH CRIMINAL, SEXUAL CONDUCT.
THEY DID NOT MOVE FORWARD WITH THAT.
WE CONTINUED TO MOVE FORWARD WITH OUR TIME
[00:35:01]
I FORWARD.SO THAT'S WHY I GUESS I'M SAYING SO THEY DON'T INNOCENT, THEY DON'T INTERSECT.
SO YOU GUYS CONTINUE TO PURSUE, UM, INDIVIDUALLY, EVEN THOUGH CRIMINALLY MAY BEEN CLEARED.
A SEXUAL ASSAULT GUYS? WELL IT WAS CRIMINAL ASSAULT, YES.
CAUSE FOR US, WHEN THE STUDENT REPORTED COMPLAINANT, THIS PARTICULAR SITUATION, ONE RESPONDENT, SO THIS, THE COMPLAINANT, THE VICTIMS, THE RESPONDENT IS TECHNICALLY THE TWO COMPLAIN CAME FORWARD WITH VERY SIMILAR ALLEGATIONS AGAINST A PORN CHILD WHO WILL RESPONDED WITH THAT.
LAW ENFORCEMENT DID AN INVESTIGATION ON THEIR INITIAL REPORT.
WE AS A DISTRICT STILL HAD TO MOVE FORWARD WITH THE TITLE IX COMPLAINT.
CAUSE THEY REQUESTED A FORMAL COMPLAINT.
THEY DID NOT WANT AN INFORMAL RESOLUTION, WHICH THEY HAD THE OPTION.
SO WITH THAT, WE HAVE TO CONTINUE.
SO THE SCHOOL ADMINISTRATORS ARE STILL DOING THEIR DUE DILIGENCE WITH REGARDS TO THEIR, UM, TO, TO THEIR INVESTIGATION.
SO THEY'RE MEANING ANY WITNESSES, UM, ANY STUDENTS THAT ALSO CONTACTED TEACHERS, ONCE THEY COMPILE AN INVESTIGATIVE REPORT, THEY WILL THEN TURN THAT OVER TO MYSELF.
WE HAVE TWO DISTRICT TRAINED DECISION MAKERS AND NICHOLAS FLOWERS WHO ARE BOTH TRAINED AS DECISION MAKERS THROUGH ICS.
SO THEY'RE TRAINING ON THE BASICS OF TITLE IX, TITLE IX INVESTIGATION, AS WELL AS DECISION MAKING.
BECAUSE THEY HAVE TO LOOK AT IT FROM A NEUTRAL PERSPECTIVE AND SAY, OKAY, BASED ON THE INFORMATION PROVIDED IN THIS INVESTIGATIVE REPORT, FROM THE INITIAL COMPLAINT UP UNTIL THE END, THIS IS WHAT WE SEE HERE IS OUR RECOMMENDATION.
THIS TO ME IS, UM, DID NOT VIOLATE TITLE IX AND THERE IS NO SANCTION.
THE STUDENT DID VIOLATE TITLE IX.
WE RECOMMEND THAT WE GO BACK TO THE DISTRICT ADMINISTRATIVE REGULATION FOR DISCIPLINE.
AND THAT STUDENT CAN BE SUSPENDED, RECOMMENDED FOR ALTERNATIVE PLACEMENT OR LAW ENFORCEMENT.
THERE'S NO REQUIREMENT FOR LAW ENFORCEMENT TO BE INVOLVED IN EVERY CASE IS GENERALLY THE VICTIM OR THE COMPLAINANT.
WHO MAKES THAT DECISION? OR THE GUARDIAN FAMILY GUARDIAN.
HOW MANY STUDENTS NOT BETWEEN TEACHER AND STUDENTS FEEL? IT'S DIFFERENT.
HOW MANY STUDENTS BALLPARK SAY HAVE ABOUT 15 FIRST.
SO THIS, THIS IS OUR FIRST YEAR IMPLEMENTING, UM, THIS POLICY AND PROCESS.
UM, FROM THE TIME THAT I TOOK TITLE, IT WAS A REPORT AND MAY BE THAT THE SCHOOL INVEST, BUT THEY DIDN'T KNOW I NEED TO TAKE THIS TO AX COORDINATOR.
SO THAT'S WHY WE'RE FOCUSED ON MAKING SURE THAT THEY UNDERSTAND THE BASICS OF TITLE IX SO THAT THEY UNDERSTAND, OH WAIT, THIS IS A SITUATION THAT MIGHT TITLE IX.
WE DIDN'T CHECK IN WITH PG TO MAKE SURE.
SO MY QUESTIONS, I CAN'T SAY HONESTLY CAN'T, CAN'T TELL YOU WHAT FROM YEAR TO YEAR GOING FORWARD, I WILL BE ABLE TO ANSWER THAT QUESTION TRACK.
SO THERE WERE SOME SITUATIONS THAT DID NOT REALIZE THE MET TITLE CRITERIA.
AND SO IT WAS NOT REPORTED TO A TIME, IT MAY HAVE BEEN JUST DEALT WITH AS A DISCIPLINARY INCIDENT IN THE SCHOOL.
SO WE COULD LOOK BACK AT OUR DISCIPLINE REPORT AND SAY, YOU KNOW WHAT, WE HAD THESE ACCUSATIONS OR THESE SITUATIONS THAT WERE VIOLATED THAT MAY HAVE FALLEN INTO TITLE IX.
BUT UNFORTUNATELY CAUSE THEY WERE NOT REPORTED AS A TITLE IX VIOLATION, WE DID NOT KNOW.
THAT'S WHEN WE HAD TO PIVOT AND MAKE SURE WE GOT ALL THESE THINGS IN.
SO ONE QUESTIONS TALKED ABOUT WHAT DO WE DO ABOUT COMPLAINTS OFF HOME PROPERTY AT A PARTY SLEEPOVER, WE HANDLE THOSE.
SO IF IT'S, IF IT'S, IT HAS TO BE UNDER, IT HAS TO BE.
SO IF IT'S ON A FIELD TRIP, IF IT IS A FIELD TRIP OUT OF THE COUNTRY, THEN WE CAN'T DO ANYTHING HAS TO BE WITHIN THE UNITED STATES UNDER OUR PURVIEW.
SO WE HAVE TO BE RESPONSIBLE WITH THE RESPONSIBLE PARTIES TODAY.
SO IF SOMEONE REPORTS AN INCIDENT AT, ON SATURDAY NIGHT IS NOT TITLE IX, BUT WE WOULD ADVISE THE PARENT, THIS IS WHAT YOU CAN, THIS DOESN'T RISE TO IX, BUT HERE ARE THE OFFENSE THAT YOU HAVE WITH REGARDS TO REPORTING.
SO YOU CAN CONTACT THE LOCAL MUNICIPAL LAW ENFORCEMENT AND, AND MOVE FORWARD THAT WAY.
BUT IT DOES NOT MEAN TO EMAIL SAYING HE WANTED TO SPEAK.
WE'RE TALKING ABOUT ABOUT EMPLOYEES.
AND SO HE'S LISTENING TO THE CONVERSATION HE WANTED TO SPEAK ABOUT, HAD TO DO WITH, SO NOW HE'S REQUESTING BECAUSE HE WANTS TO HAVE PUBLIC COMMENT.
CAUSE IT'S, I'LL MAKE A MOTION THAT WE ALLOW MR. COMMITTEE DECIDE
[00:40:11]
TO BE CLEAR.SO THOSE, THOSE ARE STILL IN THE QUESTIONNAIRE INSUPERIOR.
SO ONCE THEY BECOME OR ONCE THEY'RE SIGNED, UPDATE TO OUR PROCEDURE MAKE, OH, YOU DIDN'T ME STILL QUESTION FROM MY UNDERSTANDING THERE'S A QUESTIONS THAT HAVE BEEN NO.
I FIND ENCOURAGING EVERYTHING YOU, THERE'S A EVEN A OF A TIMELINE ON THE SCHOOL LEVEL.
INSTEAD OF IT OH, DAVID INTERNALLY.
UM, DID YOU STILL WANNA SPEAK NOW FOR PUBLIC COMMENTS SINCE IT DOES OR WHAT, WHAT IS YOUR YES, YES, YES SIR.
I'M GONNA PUT YOU ON SPEAKERPHONE.
APPRECIATE FROM TITLE IX IN REGARDS TO EMPLOYMENT TO TITLE IX FOR STUDENTS, WHICH WAS NOT ON THE AGENDA AND THAT'S WHAT I HAD PLANNED TO SPEAK ABOUT.
SO, SO THERE IS A DIRECT CORRELATION BETWEEN, UM, BOOKS WITH SEXUALLY EXPLICIT MATERIALS IN THE SCHOOLS AND THE SEXUAL EXPLOITATION OF CHILDREN AND SEXUAL ASSAULTS.
FIND THE REPORTS THAT CONNECT THE TWO IN ORDER TO GIVE YOU A BETTER IDEA OF, OF WHAT'S IN FRONT OF YOU IN REGARDS TO MATERIAL, THE NUMBER OF SEXUAL ASSAULTS IN THE SCHOOLS.
THANKS SO MUCH FOR GIVING ME A COUPLE MINUTES.
ADMINISTRATIVE TITLE IX, IT JUST SAYS ADMINISTRATIVE REGULATION, HR FREE APPLICABILITY ADMINISTRATIVE REGULATIONS TO STUDENTS AND EMPLOYEES AS SO, UM, MR. QUESTION COMPLIANCE.
SO THEY'RE PARTNER WITH REGARDS TO TITLE.
SO THEY HAVE PROVIDED PROFESSIONAL DEVELOPMENT FOR BOTH MYSELF AS THE TITLE IX COORDINATOR, BUT ALL OF THE TRAINING EXPERTS IN VERSUS PROVIDING.
AND THEIR TEAM IS ON LEGAL MINDS, UM, WHO ARE TRAINED SPECIFICALLY IN TITLE IX.
SO THEY'RE TITLE IX EXPERTS, SOX EXPERTS, TENNESSEE.
LET MAKE SURE I HAVE THEIR INFORMATION IS ACCESSIBLE ONLINE.
AND I'M LOOKING THROUGH THIS, I'M LOOKING AT SOME OF THE OTHER TRAININGS WE'VE DONE.
UM, WE ALSO DID TRAINING WITH, UH, BUS DRIVERS SO THAT THEY KNOW REPORT AND I DON'T HAVE MY, WE CREATED SO THAT THEY KNOW REPORT TO REPORTING AS WELL ASX.
SO BUSES EQUIP WITH THAT MORE RAMP PARK.
AND YOU ARE NOT, YOU SAID YOURE NOT THE TITLE IX ADMINISTRATIVE IN THE DISTRICT? NO, I SAID I'M THE TITLE IX COORDINATOR FOR THE DISTRICT.
WE HAVE TRAINED TITLE IX INVESTIGATORS AS WELL AS DECISION.
SO OUR POLICY AND THE LAW REQUIRES THAT WE HAVE PEOPLE WHO ARE TRAINED IN SPECIFIC AREAS.
SO YOU HAVE ONE TITLE IX COORDINATING FROM THE DISTRICT AND THEN YOU HAVE TO HAVE INVESTIGATORS.
WE CHOSE TO GET AN INVESTIGATOR
[00:45:01]
TRAINING FOR EACH SCHOOL VERSUS JUST HAVING DISTRICT LEVEL INVESTIGATORS.CAUSE WE HANDLED AT THE LOWEST LEVEL FIRST TO MAKE SURE THAT IF IT DOES NOT NEED TO RISE TO THE LEVEL, THEY HAVE THE ABILITY TO.
SO EACH BUILDING HAS ONE PERSON THAT THEY CAN GO TO TO SAY, I'M THINKING THAT THIS MAY BE TITLE IX OR NOT.
AND THEN THEY CAN WORK WITH ME WITH REGARDS TO THAT.
AND THEN THE DECISION MAKERS HAVE TO BE TRAINED IN ALL OF THE AREAS.
CAUSE THEY HAVE TO BE THE FINAL DECISION.
QUESTION, QUESTION PERSON TRAINED IF NOT REACHABLE, SOMETHING HAPPENS THEN AS TITLE COORDINATOR, AS DISTRICT'S TITLE IX.
SO WE HAVE ONE PERSON THAT IT FLOWS THROUGH, RIGHT.
BUT WE MAKE SURE THAT ORDER SAY THAT WE BUILD OUR CAPACITY, BUILD OUR CAPACITY.
IT'S IMPORTANT THAT WE HAVE PEOPLE.
SO MR. HUNT IS, IS TRAINED WITH REGARDS TO THE HR DEALING NUMBER.
PEOPLE THAT ARE, SO THEY, WE ALL HAVE AN UNDERSTANDING BUT ORDER FOR IT TO BE A DESIGNATED POINT OF CONTACT.
I'M THE DISTRICT ALSO, UM, TERMS OF THAT ONE THING THAT DOES CONCERN ME.
BUT IN IN, IN TERMS OF WHAT, WHAT LIKE ON ASSISTANT FLOW, IF SOMEONE WAS TO ASK WHAT EXACTLY IS TITLE IX, WHAT DOES THAT LOOK LIKE? WHERE IS THAT WRITTEN AT? I MEAN, I MEAN MY MIND, MY MIND IS THINKING AND YOU SAY, OK, WELL THIS, THIS, THIS IX IT A HOST.
SO MY QUESTION IS, WHAT DID THAT LOOK LIKE? WRITTEN TWO AND EVERY TIME, THAT'S WHEN, UM, YOU KNOW THAT I KNOW EXACTLY.
I CAN'T TELL YOU EXACTLY WHAT SIZE IT'S, BUT THERE'S THE TITLE IX REGULATIONS OR FEDERAL REGULATIONS ASK IUL WORDS IN TERMS OF, UM, IN, IN TERMS OF DECIDING WHAT IS A TITLE IX ACTION.
THEY BRING THAT TO YOU AND YOU MAKE THAT DECISION.
AND SO MY QUESTION IS BASED UPON WHAT? AND DO YOU CHECK OFF THE LISTS? THEY CHECK OFF THE LIST THAT SAYS IT CAN BE THIS, THIS, AND I HEARD COUPLE WORDS, BUT WHERE, WHERE CAN I FIND RIGHT TO UNDERSTAND THAT POLICY? BUT IT'S ALSO AVAILABLE ON, IF YOU LOOK, IF YOU SEARCH IX, THE FEDERAL WEBSITE INFORMATION ORDER FOR US TO BE ABLE TO SAY THAT IT IS SEVERE PERVASIVE OF, AND THOSE ARE DEFINE IT'S WRITTEN.
SO THAT HAS TO BE THE CRITERIA THAT IT HAS TO BE IN ORDER FOR US TO BE ABLE TO CONSIDER IT AS TITLE IX.
THAT'S EVERY SINGLE SITUATION THAT CONSIDER THAT THAT FALLS UNDER THAT.
AND I'M TRYING, AND SEXUAL HARASS AND SEXUAL OFFENSES.
BUT THERE'S ALSO A, UM, THAT WE WOULD BE WORKING ON IN THE NEAR FUTURE, WHICH IS EQUITY AND ATHLETICS, WHICH ALSO FALLS ON THE TIMELINE.
SO THAT'S A, THAT IS A WHOLE OTHER HUMONGOUS PIECE THAT WE'RE WORKING ON.
ALSO BEING INCLUDED IN THIS POLICY THAT IS NOT FOLLOWED.
AND HE'S GONNA BE LOOKING THROUGH HR BECAUSE ATHLETICS DOES ADULTS MOSTLY AT SOME POINT ALSO.
SO THAT'S GOING COORDINATE EFFORT SO THAT EVERYTHING HITS OFF, ALL LINES UP.
SO WE, WE, SO HE'S, OUR GOAL IS TO
[00:50:01]
CREATE SYSTEMS SO THAT IT'S NOT JUST A ONE DONE.THE SYSTEM CONTINUES TO LIVE ON THROUGH DISTRICT SO THAT NO MATTER WHO'S IN THE POSITION, WHO'S IN THE SEAT, THEY'RE ABLE TO TAKE THIS SYSTEM.
AND IT IS APPLICABLE AS WE CONTINUE SO THAT WE ONLY NEED THE REQUIREMENTS OF LAW.
SO LET'S JUST SAY I'M A PARENT.
SOMETHING HAPPENS TO MY CHILD AND SO I REPORT RISES TO THE LEVEL THAT WE'RE GONNA INVESTIGATE.
MEANWHILE, THE, THE CHILD THAT HAS VICTIMIZED MY CHILD CAN'T BE HELD TO THE CODE OF CONDUCT, RIGHT? YES, THAT'S CORRECT.
SO MY CONCERN IS THIS LAB TIME.
SO, SO THE CHILD THAT IS INFLICTED ANY TYPE OF, BUT WE HAVE TO PUT SOME MEASURES IN PLEASE.
SO THAT WAS SOMETHING YOU DIDN'T TALK.
SO, BUT THERE IS SOMETHING TO ADDRESS.
THIS CHILD IS JUST GOING OR HER DAILY AND WHILE THIS INVESTIGATION, BUT SUPPORTIVE MEASURES COULD GO UP TO EMERGENCY.
SO IT IS EGREGIOUS ENOUGH THAT WE DETERMINE THAT THERE'S A SAFETY ISSUE.
WE HAVE THE ABILITY AS TITLE IX THROUGH TO SAY WE GOTTA DO AN EMERGENCY REMOVAL AND WE MAY TRANSFER A STUDENT.
WE MAY LOOK AT ALTERNATIVE PLACEMENT TEMPORARILY.
NOT A DISCIPLINARY INFRACTION.
TEMPORARY, TEMPORARY REPLACEMENT.
THERE MIGHT BEEN SOME LAG AS A PARENT.
AND WE TALK, WE TALK WITH PARENTS ABOUT A COUPLE OF THINGS.
WHEN WE MEET WITH THEM, WE TALK ABOUT THE SUPPORTIVE MEASURES, WHAT THE INVESTIGATION PROCESS WILL LOOK LIKE AND WHETHER THEY WANT DO AN INFORMAL RESOLUTION, WHICH MEANS THE TWO PARTIES MAKE A DECISION AS TO, WITH THE SUPPORT OF OUR TEAM AND HOW DO WE WANNA RESOLVE THIS.
OR THEY CAN SAY, YOU KNOW WHAT, I WANNA FILE A FORMAL COMPLAINT.
AND THAT'S WHAT GOES THROUGH THE FULL PROCESS.
SO NOT EVERYTHING TAKES THAT LONG.
SOMETIMES IT COMES, IT'S, YOU KNOW WHAT, I JUST WANNA HAVE AN INFORMAL RESOLUTION.
AND THAT CAN BE BOTH EMPLOYEE AND STUDENT.
SO THE INFORMAL RESOLUTION GIVES AN OPPORTUNITY FOR IT TO BE DOCUMENTED THAT THIS SITUATION IS BEING RESOLVED INFORMALLY.
BUT THEY HAVE THE ABILITY TO COME BACK IF THEY CHANGE THEIR MIND.
THEY'RE, AND I SENT THEM A MESSAGE AND SAID, HEY, DO YOU MIND GETTING ON A CALL WITH OUR TEAM? THEY LOOKED AT ALL OF THE PROCEDURES THAT WE WERE PUTTING IN PLACE WITH REGARDS TO WHAT WE WERE DOING.
GAVE US ADVICE WITH REGARDS TO THAT.
SO THEY, THEY HAVE BEEN A PHENOMENAL RESOURCE SERVE ON THEIR, UM, THEY STARTED LEADERSHIP COUNCIL FOR ADMINISTRATORS.
SO WE DONE THIS IS TO TYPE IT UP.
YOU CAN CHIME, WE WORK WITH OUR LEGAL COUNSELING AND SOMETHING TO INCLUDE THEIR PERSONAL SOCIAL MEDIA.
WE INCLUDE ANYTHING THAT THEY, UH, POST OR SAY DOES WE HAVE THE RIGHT TO INTERFERE IN.
ONE IS DISRUPTED TO THE DAY OR THE SCHOOL OR IF IT IMPAIRS THAT EMPLOYEE'S ABILITY TO BE EFFECTIVE OF THEIR CHARGE.
SO I'LL GIVE YOU, SOMEONE MAKES A POST AND IT IS WOW, CRAZY THAT EMPLOYEE COME BACK TO THE BUILDING.
STAFF IS IN
[00:55:01]
A DISRUPTION TO THE BUILDING.IT DOESN'T MATTER WHAT THEY SAY AND WHERE THEY SIT.
THEY CAN WRITE IT ON NAPKIN AND PUT IT OR SIGN YOUR NAME TO IT BECOMES OUR CONCERN WHEN IT AFFECTS US WITHIN.
AND THEN CAN THEY BE EFFECTIVE AS AN EMPLOYEE IF THEY MADE SOME KIND OF COMMENT THAT CAUSES OTHER STAFF MEMBERS TO LOOK AT THEM AND SAY, I DON'T, I DON'T THINK THIS PERSON REALLY NEEDS TO BE PERFORMED.
THEY CANNOT BE IN CLASS WITH THESE STUDENTS.
SO THAT'S WHEN WE ACTUALLY INVESTIGATE AND TAKE IT ON AS A PROJECT.
BUT IF THEY'RE, I MEAN, WORD IS FREE SPEECH, YOU KNOW, LIKE I'M ALL ABOUT HAVING A SOCIAL MEDIA POLICY.
SO HYPOTHETICALLY SOMEONE LIKES, UH, A POST ON GUN RIGHTS AND EVERYONE'S LIKE, YOU KNOW, GETS UPSET AND THERE'S AN UPROAR AND STUDENTS MIGHT, YOU KNOW, WHICH THEY HAVE BEEN DOING IN COLLEGE CAMPUSES FOR SURE.
PETITIONING TO HAVE THEM REMOVED, REFUSING TO TAKE THE CLASS, BOOING THEM.
DOES THIS SOCIAL MEDIA POLICY JUST BASICALLY YOU'LL HANDLE IT OR WE CANNOT? POTENTIAL.
IT DEPENDS ON WHAT, AS A DISTRICT, HOW, WHAT WAS THE LEVEL THAT THEY CAUSED WITH YOUR POST COMMENTS.
IF IT HAS DISRUPT SCHOOL AND YOU HAVE TEACHERS WHO ARE SAYING, I DON'T WANNA BE IN ST.
LOUIS, THEN WE HAVE TO DO SOMETHING.
CAUSE THEN DISRUPTED AND ENTITLED IT CAN DISRUPT.
I DON'T WANT TEACHERS THIS AND ALL THIS IS DONE.
WHAT IS THE SLIPPERY SLOPE? A STATEMENT THAT CONTROVERSIAL IN, HE TOOK ARGUMENT EXTENDED TO ANOTHER CLASS.
TEACHER MIGHT BE FAVOR MR OR SNOWBALLS.
HE, DID HE SAY, UH, YOU FROM THE CLASSROOM CAUSE OF THAT? WELL, I THINK THAT'S YOU GOING PERSONNEL PROBLEM.
IT DOESN'T MEAN YOU'RE GONNA GO AND DISMISS THE TEACHER.
IT MEANS THAT WE HAVE A RIGHT TO, THAT'S WHAT IT MEANS.
FRONT TEACHERS NOW, LOT THINGS THAT THEY VIOLATED.
BUT UP UNTIL THIS POINT WE, WE'VE BEEN VERY CAUTIOUS ABOUT SAYING ANYTHING TO MEDIA.
AND IT GIVES US THE OPPORTUNITY TO INVEST AND LET EMPLOYEES KNOW THAT WE HAVE DOESN'T THE POLITICAL ARENA, WE NOW YOU YOU GONNA, YOU GONNA, YOU GONNA, FROM THINKING ANY KINDA POLITICAL STATE, WE HAVE INSTRUCTIONAL SERVICES, TEACHING MATERIALS.
AND SO I THINK WHAT WE'VE REALLY LOOKING AT IS, YOU KNOW, TEACHERS ARE EXPECTED TO REMAIN NEUTRAL AND TEACH KIDS TO THINK 10 BOTH SIDES AND ALLOW KIDS TO THINK AND WHAT WE'RE TALKING ABOUT THE SPIRIT THAT THIS HAS TO DO THE, UM, PURPOSE OF THE EDUCATIONAL INSTITUTION AND MAINTAINING THE INTEGRITY DEPARTMENT THAT YOU'RE SAYING.
[01:00:01]
OH, HARDLY THAT'S THAT.WHEN YOU TALKING ABOUT ONE, YOU TALKING ABOUT GOING AFTER, EVEN GOING AFTER WE TALKING ABOUT ENTERTAINING, TALKING ABOUT THEIR SOCIAL MEDIAS.
FIRST OFF ON SOCIAL MEDIA SEX.
SECONDLY, WHEN IS THE QUICK JAB HAS WHEN, UH, WHAT SHE JUST SAID IS IMAGINE AUTOMATIC TEACHER.
I SAID, UM, OH, I THINK ABORTION WOMEN SHOULD NOT HAVE ABORTION RIGHTS.
IMAGINE HOW CONTROVERSY THAT IS.
AND NOW YOU, OH WELL THAT'S NOT SOMETHING THEY SAID THAT, BUT WE MAY HAVE SOME PARENTS WHO COME BOARD MEETING AND YOU GET EIGHT OR FIVE OF COME THERE, THEN YOU PULL THAT PERSON IN AND THEN, THEN THAT, THAT CREATES, CREATES CAUTION.
INSTANCE POLITICS, EIGHT, NINE.
YOU GONNA JUST CAUSE OF THE FACT.
NOW I WON'T SAY, I WON'T SAY, BUT THERE HAVE BEEN ISSUES WHERE SOMETHING, SOMETHING CAN HAPPEN ON SOCIAL MEDIA AND THEY HAVE BEEN, CAUSE PEOPLE HAVE MADE BIG ISSUES ABOUT SOMEONE'S, SOMEONE'S POLITICAL OR SOMEONE A LOT NOISE ABOUT IT.
IT'S WHEN IT, WHAT MS. WALTON SAID WAS, WOULD IT DISRUPTS THE LEARNING ENVIRONMENT? SO IF SOMETHING WERE TO HAPPEN IN ISLAND MIDDLE SCHOOL AND YOU HAVE LEARNING THAT HAS STOPPED CAUSE YOU'VE GOT TEACHERS THAT ARE, ARE, ARE DISTRACTED BY THIS.
YOU GOT STUDENTS THAT ARE DISTRACTED BY IT.
AT SOME POINT THERE HAS TO BE A CONVERSATION WHERE HUMAN RESOURCES COMES IN TO SAY, OKAY, WE GOTTA TALK ABOUT THIS AND HOW DO WE RESOLVE THIS? BECAUSE OUR GOAL IS TO GET THE SCHOOL OPERATION BACK TO HOME VERSUS JUST THIS, WHATEVER THE SITUATION MAY BE.
WHETHER IT'S A CON CONTROVERSIAL POST, A TWEET.
BUT I THINK ALSO THERE IS, I THINK WHAT YOU SAYING IS GREAT, BUT I ALSO, I'M CONCERNED A LITTLE BIT, I'VE BEEN ADVOCATING FOR SOCIAL MEDIA IS SCHOOL MICHIGAN.
AND THEY HAVE ONE OF PROFESSORS WHO WAS A WON AWARDS SPEAK AT THE WHITE COAT AND SHE HAD SUPPORTIVE PRO-LIFE ACTIVITIES.
70% OF THE STUDENTS GOT UP AND OUT.
SO THAT IS GONNA BE DISRUPTIVE TO THE LEARNING ENVIRONMENT.
AND WE LIVE IN AN ACTIVIST AGE.
SO WHAT I WANNA MAKE SURE IS THAT OKAY, WE'RE GONNA, IF IF A, IF IT TURNS OUT THAT A TEACHER SUPPORTED ONE CONTROVERSIAL ABORTION RIGHTS, LGBTQ WHATEVER, IT'S, AND STUDENTS ARE PROTESTED CAUSE TEENAGERS MAY DISCUSS.
RIGHT NOW, THERE HAS TO BE A TWO WAY PROCESS WHERE THE STUDENTS HAVE TO SAY THIS IS INAPPROPRIATE.
IF IT'S NOW WE'RE TALKING ABOUT, I THINK IT'S APPROPRIATE TO SAY IN A CLASSROOM YOU CANNOT TEACH A BOOK AND SAY, WELL SHE GOT WHAT SHE DESERVED.
OR YOU KNOW, THE, THE HOLOCAUST WAS A HOAX, WHATEVER POLITICAL, YOU CAN'T SAY THAT IN A TEACHING ENVIRONMENT.
BUT IF YOU'RE MAKING POLITICAL STATEMENTS, SOCIAL MEDIA AND PEOPLE ARE READING IT AND DISRUPT ABOUT THAT, THAT IS HAPPENING NATIONWIDE.
IT IS, IT'S CLIMATE IS VERY, WE WILL NOT DO ANYTHING UNLESS WE HAVE LEGAL ADVICE.
RIGHT NOW WE HAVE PROTEST THAT'S LIKE THE OTHER SIDE YOU CAN'T GET UP.
AND YOUR ENGLISH CLASSROOM, THE FACT THAT THEY DONATED TO THIS POLITICAL, WHICH IS SOMETHING THAT'VE BEEN, I SEE SOMETHING THE DISTRICT UP.
SO THAT WE, WE WOULD BE ABLE TO SAY, HEY, LET'S HAVE A CONVERSATION ABOUT WHAT WAS JUST POSTED AND BROUGHT TO OUR ATTENTION BY 10 PARENTS OR WHATEVER.
AND WE'VE GOTTA HAVE SOMETHING TO TABLE.
AS MARY WELL MET HER SEVERAL YEARS AGO, A COUPLE YEARS AGO, SHE DID SOMETHING TO, THAT'S WHY I ASKED YOU TO SAY MORE ABOUT THE SLIPPERY VOTE BECAUSE WHAT I'M FINDING IS THAT TO HELP PROTECT A DISTRICT THAT WE DO HAVE SOME RECOURSE TO AT LEAST START THE CONVERSATION.
I GUESS WHAT I'M SAYING TOO, I WANNA MAKE SURE THAT IN THE SOCIAL MEDIA THAT WE DON'T
[01:05:11]
A THREAT LAW ENFORCE, UM, THAT SHE NEED TO BE INVESTED LAW ENFORCEMENT.HE WENT DOWN BASICALLY SAYING THAT DEPENDING ON WHAT, WHAT IS THERE, LET LAW ENFORCEMENT, LAW ENFORCEMENT, ANYTHING YOU CAN CALL LAW ENFORCEMENT, MR. IRRATIONAL PHONE ON SOCIAL MEDIA DENIED HE MADE, THAT'S DIFFERENT.
BUT, BUT JUST WITH REGARD TO A STAFF MEMBER.
SO I HAVE SOCIAL NUMBER, SOCIAL MEDIA PLATFORM.
IF I WERE TO POST SOMETHING CONTROVERSIAL ON MY POST AND IT, THE DISTRICT OFFICE, MS. WALTER NOW HAS THE RIGHT TO SAY MS, WE NEED TO TALK ABOUT MS POST.
THAT'S, IT IS NOT SAYING COME ON ONE SIDE OF THE, OF THE DECISION OR THE OTHER SIDE.
IT IS WE HAVE AN OPPORTUNITY AS A HUMAN RESOURCE DEPARTMENT AND AS A DISTRICT TO BE ABLE TO HAVE A CONVERSATION WITH THAT STAFF MEMBER THAT TO HELP THEM UNDERSTAND HOW THIS IS DISRUPTED TO THE ENVIRONMENT.
YOU NEED TO CHANGE YOUR STANCE ON IT.
CAUSE WE DON'T, I MEAN THAT THAT'S YOUR PERSONAL OPINION.
WHAT SENSE TO LOOK AT WHAT THEY'RE SAYING OUTSIDE OF THE, THEY CAN'T MAKE THAT STATEMENT DEFINITELY CAN'T NAME STUDENTS NAME.
SO THAT IS WHEN, HUH? WHY WOULD YOU, I MEAN WHY, WHY WOULD YOU? I COMPLETELY RIGHT.
I THINK CAMPBELL'S POINT, UP UNTIL NOW, WE DON'T HAVE AWAY SOCIAL MEDIA IS SO PERVASIVE AND WE RATHER BIZARRE POSTS WHERE PEOPLE ARE MAKING, UM, YOU KNOW, ACCUSATIONS THAT ARE WHATEVER IT WAS POLICY WHERE YOU CAN COMMIT.
I JUST, THE ONLY THING THAT CAUGHT MY ATTENTION, I THINK THAT, YOU KNOW, MR. SMITH, MR. CAMPBELL IN IS IN THE CURRENT ENVIRONMENT, STUDENTS CAN BE FOR REASONS THAT ARE NOT FAIR TO CRITICIZE THE TEACHER.
AND SO IF YOU GUYS ARE SAYING YOU'RE GONNA CALL AND LET'S TALK ABOUT THIS POST, I WOULD BE VERY, I DON'T WANT THEM, I DON'T WANT TEACHERS FEEL LIKE THEY CAN'T TAKE CONTROVERSIAL SIDE OF THE TEACHING HOURS.
NOT, I HATE MIDDLE SCHOOL STUDENTS.
UM, OR LIKE, I HATE A CERTAIN RACE OR GENDER.
YOU KNOW? I MEAN, NOT LIKE THAT.
SO, UM, I HATE A CERTAIN CANDIDATE.
LIKE I HATE, I HATE EVERYTHING ABOUT NANCY, YOU KNOW, AND SOME PEOPLE MY FRIENDS ARE BEING, THEY'RE MAD AND THEY PROTEST AND THEY DISRUPT THE SCHOOL.
BUT THAT'S NOT SOMETHING DISRUPTION.
YEAH, IT'S NOT DEFINABLE STOOL DISRUPTION'S OPEN.
SO THE WHOLE, I MEAN, IN FACT ITS ADDRESSING SOMETHING THAT CAN SNOWBALL INTO DISRUPTION AND IN YOUR MIND MIGHT NOT EVEN BE DISRUPTION, BUT IT SNOWBALLS INTO DISRUPTION.
EVERYBODY, YOU TO ADDRESS POLICY SAYS YOU HAVE GOOD,
[01:10:04]
NO, I, I JUST, YOU KNOW, I'M VERY LITERAL SOMETIMES.BUT IT SAYS THE PERSONAL LIFE.
WELL IF IT IMPAIRS THE EMPLOYEE'S ABILITY TO EFFECTIVELY PERFORM HIS OR HER JOB RESPONSIBILITIES, THAT'S WHAT WE ARE ALL ABOUT.
ARE YOU DOING YOUR JOB? SO WHAT I'M CONCERNED ABOUT IS THAT WE HAD NOTHING, WE HAD NO SOCIAL MEDIA POLICY.
WE HAD NOTHING THAT SAYS PLEASE ACT A MANNER WHICH SCHOOL DISTRICT YOU, YOU CAN BE AN EFFECTIVE TEACHER OR EFFECTIVE EMPLOYEE.
SAME PROFESSIONAL STANDARDS AND THEIR USE OF SOCIAL MEDIA AS THEY OFFER ANY OTHER, WHAT HAPPENS IS THAT WHEN YOU COME TO 10 YEARS LATER AND SAY, I'M AWARE YOU COME WHEN YOU SIGN DOWN LINE ABOUT, UM, BEING WE WORKING HERE, THEN THAT'S THE SAME THING.
I MEAN, OPENS BOX TO WELL THERE'S NOTHING ON, I SIGNED A CONTRACT THAT TOLD ME HOW I HAD TO IN THE BUFORD COUNTY SCHOOL DISTRICT.
IT WAS HOW MANY DAYS YOU'RE GONNA WORK.
YOU DIDN'T EVEN KNOW WHAT SCHOOL YOU MIGHT WORK IN.
YOU KNOW WHAT I MEAN? BUT NO, THERE WAS NOTHING.
AND WE'VE BEEN TALKING FOR A YEAR AND A HALF ABOUT SOCIAL MEDIA POLICY.
THEY RECEIVED LEGAL ADVICE THAT SAID IT SHOULDN'T BE STRICTLY JUST A SOCIAL MEDIA.
AND SO IF A TEACHER CANNOT DO HIS OR HER JOB EFFECTIVELY, RIGHT? SHOULDN'T THERE BE SOME WAY TO ENGAGE THAT TEACHER THROUGH WHAT THIS BASICALLY WOULD BE A CONVERSATION ABOUT YOUR PERFORMANCE.
YOU CAN'T, THE EFFECTS OF THAT SOCIAL MEDIA POST, NOT THE ITSELF, IF THE EFFECTS OF THE POST MAKE YOU WRITE, REVIEW WORKLESS IN YOUR CLASSROOM OR WORKLESS IN, IN, IN PERFORMING YOUR JOB.
IT'S THE EFFECTS OF THE POST LOOK DOING YOUR JOB.
WHAT DOES THAT LOOK LIKE? WHAT IT LOOKS LIKE IS THAT YOU GET ALL OF A SUDDEN THIS MASSIVE STIRRING OF PEOPLE THAT YES.
HOW DO YOU KNOW IF SOMEONE CAN'T PINPOINT THAT HIGHEST LEGAL EXTENSION OF THE YOUTH OF, I'LL BACK TO BACK TO SIXTIES TO WEAR A TIE THE JOB.
BUT THERE WAS, THERE WERE PEOPLE PUSHING THAT ENVELOPE.
CAUSE THEY HAVE FREEDOM TO NOT WEAR A TIE.
AND ARE TEACHERS WHO FROM A PROFESSIONAL LEVEL IN THAT BUILDING STUDENT, YES.
AND, AND YOUR INTENT BE THE SAME.
DISRUPT AND BRING IT INSIDE YOUR
[01:15:01]
BUILDING.THEN IT BECOMES PERFECT EXAMPLE, INAPPROPRIATE RELATIONSHIP OUTSIDE OF SCHOOL BETWEEN TWO AND 12.
THEY GET ANGRY WITH EACH OTHER AND THEY'RE YELLING AND SCREAMING IN HALLWAYS.
IT'S IN THAT AND A POST ON SOCIAL MEDIA.
I THINK THAT THE, I THINK THIS IS A BIGGER DEAL THAN AN AR BUT AT THE SAME TIME, THIS IS AN AR IT'S FOR OUR INFORMATION ONLY.
THIS IS WHAT THE SUPERINTENDENT WANTS TO AFFORD THE STAFF THIS TIME.
SO I DON'T THINK WE'RE GONNA DISSOLVE THE, MY ASSESSMENT OF THIS WOULD BE ONE THING I THINK OF THE CLASSROOM IS A'S A QUESTIONABLE STANDARD GIVEN THE CURRENT.
I WOULD LIKE TO GO AHEAD AND MOVE ON.
SO WHAT'S THE NEXT ONE? YEAH, SO THE NEXT ONE IS ABSENCES.
AND ANY QUESTIONS? PAGE REIMBURSEMENT.
WHAT ABOUT YOUR SICK TO OTHER PEOPLE? WE DON'T HAVE, ITS NOT SOMETHING THAT WE TAX, IT'S A SOLUTION.
SO BANK, OKAY, SO OUR FINAL AR, UH, HRS 51 PREGNANCY AND LAGE HOLD ON.
THE COMMITTEE WANTS TO QUESTION THE NO, ACTUALLY MINUTE.
THIS IS NOT AN, SO WE'RE GONNA MOVE ON TO THE NEXT ONE.
P IN TERMS OF WHAT SHE'S SAYING, I GOT THIS QUESTION ONLY AND IT IS, WE'VE GOT A LOT LEFT TO COVER.
IF YOU HAVE A QUESTION, WE CAN HAVE IT AN EMAIL QUESTION.
MS. WALTON, WE CAN BRING UP WALTON.
UM, BOARD MEMBERS, PREGNANCY AND LACTATION.
WHAT WE'VE DONE IN THIS ADMINISTRATIVE REGULATION IS JUST UPDATED WITH THE LAW THAT, UH, PREGNANCY AS WELL AS, UH, FALSE PREGNANCY, TERMINATION OF PREGNANCY.
WE DO NOT DISCRIMINATE AGAINST ANY EMPLOYEE, UH, ON THE BASIS OF THEIR STATUS OF, OF
[01:20:01]
PREGNANCY.AND WE HAVE LEAVE PROCEDURES FOR OUR EMPLOYEES WHO NEED TO TAKE LEAVE OUR FAMILY MEDICAL LEAVE ACT.
AND WE ALSO ADDED HERE THAT EMPLOYEES WHO THINK THEY MAY HAVE BEEN DISCRIMINATED AGAINST BASED ON PREGNANCY OR RELATED CONDITION OF PREGNANCY, INCLUDING TERMINATION OF PREGNANCY, MAY FILE A COMPLAINT THROUGH OUR GRIEVANCE PROCEDURES.
UM, WE ADDED THE SECTION ABOUT GIVING THE, UM, BREAK TIMER MEAL TIME FOR EMPLOYEES TO EXPRESS MILK.
WE ADDED THE NEW, UM, RULES FROM THE OFFICE OF CIVIL RIGHTS DISCRIMINATION BASED ON PREGNANCY RELATED CONDITIONS.
AND WE ADDED THE BEAUFORT, UM, COUNTY SCHOOL BOARD'S, COHERENT GOVERNANCE MANUAL.
AND I WANTED, UH, ALL OF YOU TO KNOW BOARD MEMBERS THAT AT THE TOPPING OUT CEREMONY FOR ROBERT SMALLS.
UM, I WAS ABLE TO SIT NEXT TO THE, UH, ARCHITECTS AND THEY SHOWED ME THE PLANS FOR THE TWO LACTATION ROOMS THAT ARE GOING TO BE INCLUDED AS PART OF THE ROBERT SMALL SCHOOL.
AND THEY'RE GONNA BE VERY COMFORTABLE FOR EMPLOYEES AND, UM, WE'LL GIVE THEM PRIVACY AND UM, HAVE A PLACE TO EXPRESS MILK.
SO I'M VERY GRATEFUL FOR THAT.
THEY, UM, HAVE MADE A, IT'S GONNA BE VERY BEAUTIFUL AND COMFORTABLE FOR EMPLOYEES AND WE WANNA ENCOURAGE THAT FOR OUR, OUR NURSING MOTHERS.
ANY QUESTIONS ON LACTATION OF PREGNANCY? IS THIS AR THIS IS HR, YES.
IT'S AN AR, HUMAN RESOURCES 51 I BELIEVE.
REGULATIONS COMING THAT FATHER AROUND.
IS THAT, DID I SEE? I'M SORRY TO ON THE STAFF? CORRECT.
THEN WE HAVE MS. WALTON, YOU OUR, UM, CONCLUDES REVIEW OF THE FOUR HRS.
UM, YOU HAVE BEEN EXPLANATION OF GRIEVANCE PROCESS AND I BELIEVE THIS, THIS WAS SOMETHING THAT YOU SPECIFICALLY WANTED TO HAVE.
UH, I KNOW IF YOU WANT TO ASK QUESTIONS OR YOU WANT THIS PRESENTATION, BUT SOMETHING PERFECT.
SO HERE'S WHAT WE'RE GONNA DO TO TODAY.
UM, WHEN YOU ASK WHERE DOES THE TEACHER, AND WE CAN'T GIVE YOU JUST, OKAY, YOU GO TO KIKI OR YOU GO TO, OR YOU GO, IT IS A TRUE RESPONSE BECAUSE YOU HAVE DIFFERENT COMPLAINTS, YOU HAVE EVENTS COMPLAINTS, YOU HAVE GRIEVANCES, AND THEN YOU HAVE TITLE REPORT.
SO WHAT WE'RE GONNA DO TODAY IS THE TEAM WILL TALK ABOUT WHAT IS THE COMPLAINT, WHAT ISS EVENTS, WHAT IS THE, WHAT'S THE REPORTING MECHANISMS, AND THEN HOW DOES THAT ALL WORK? AND NOTIFY EMPLOYEE, LET THEM KNOW IF I HAVE A CONCERN.
HERE'S WHERE, SO IT SHOULD BE PRETTY CLEAR.
I'M GONNA LET QUESTION CONCERNS.
AND BEFORE WE EXAMINE THIS, AND I TELL YOU THE REPORTING MECHANISM, ALWAYS LOOK AT THIS IN TWO DIFFERENT WAYS.
WE LOOK AT ARE THERE INTERNAL BUILDING MEASURES? IS IT FOLLOW THING, SOMETHING THAT'S GONNA BE HANDLED AT THE DEPARTMENT LEVEL OR AT THE SCHOOL BUILDING LEVEL? AND THAT'S REALLY AN INFORMAL PROCEDURE.
UM, WE HAVE, YOU KNOW, THERE IN THE BUILDINGS, THERE ARE DEPARTMENT HEADS, TEAM CHAIRS, DEPARTMENT BUILDING THAT CAN, CAN HELP PROBLEM SOLVE, SO TO SPEAK.
SO WHEN EMPLOYEES HAVE A PROBLEM THAT COMES ABOUT, IT'S SOMETHING THAT DOESN'T BE FORMALLY, UM, FORMALLY, WHO ELSE IN YOUR BUILDING CAN YOU GO TO? AND WHAT OTHER MECHANISMS CAN YOU USE TO TRY TO RESOLVE THE PROBLEM? THEN THE NEXT PART, UM, THIS OTHER SIDE WE HAVE ARE EXTERNAL POLICY MEASURES AND THOSE ARE OUR ADMINISTRATIVE REGULATIONS.
THAT BECOMES A MORE FORMAL PROCESS.
UM, AND THAT ALWAYS INCLUDES THE SCHOOL ADMINISTRATOR OR DISTRICT ADMINISTRATOR.
SO, UM, ALICE MENTIONED THIS, THE NATURE OF
[01:25:01]
OUR COMPLAINTS, UM, FALL INTO ESPORT.AND THE FIRST ONE IS, AND SOMETIMES EMPLOYEES ARE FRUSTRATED OR THEY'RE DISSATISFIED AND THEY'LL CALL THE DISTRICT OFFICE, THEY GO INTO THEIR PRINCIPAL'S OFFICE AND THEY JUST WANNA BE HEARD.
AND A LOT OF TIMES THE VENTING ITSELF IS A RESOLUTION FOR THAT PARTICULAR, UM, CASE.
UM, SOMETIMES THEY HAVE AND CAN COME AND, YOU KNOW, VARIETY OF THEY, VARIETY OF THINGS THAT DON'T RISE TO THE LEVEL OF AGREEANCE.
UH, FOR EXAMPLE, I'M A TEACHER.
I'M UPSET ABOUT DISCIPLINE IN SCHOOL, CALL MR. DE AND MR. I'M BEHALF THIS COMPLAINT THAT I WANNA ABOUT DISCIPLINE NOT BEING FAIRLY, UM, OUT IN SCHOOL IS GOING TELL ME, WELL, THIS IS WHAT YOU NEED TO.
SO I'LL EXPLAIN THAT IN A MOMENT.
AND THEN GRIEVANCES WE HAVE DEFINED.
UM, AND SO WE HAVE GRIEVANCES AND THEN AGAIN ALREADY PRESENTED PRETTY EXTENSIVELY ON TITLE IX.
SO THAT'S OUR FOURTH OF, AND THESE ARE OUR REPORTING MECHANISMS. AND I THINK THE TAKEAWAY FROM THIS MEETING IS GONNA BE KEY FOR EVERYBODY TO KNOW IS THERE'S SEVERAL WAYS TO REPORT.
WE HAVE THE ADMINISTRATIVE REGULATION PAGE REPORTING FORM ON IT.
WE ALSO HAVE THE FACULTY UNDER EMPLOYEE FORMS. AND SO UNDER EMPLOYEE FORMS YOU CAN FIND BOTH TITLE IX FORM THERE.
YOU CAN ALSO COMPLAINT, UM, ON LINK.
THERE'S THAT, UM, LITTLE TINY LOWERCASE EYE THAT'S, THAT'S A, UM, AN ICON FOR EYESIGHT.
SO WHEN EMPLOYEES CLICK BACK THAT TO DIGITAL WEB FORM FORSIGHT.
UM, AND THEN WE ALSO HAVE SEE SOMETHING, SOMETHING STUDENTS.
BUT SOMETIMES THESE SOMETHING, SAY SOMETHING IS USED WHEN A STUDENT IS COMPLAINING AGAINST A TEACHER OR A STAFF MEMBER.
UM, WE ALSO HAVE THE DISTRICT TITLE IX, UH, WEBSITE FORM AND THEN OF COURSE IN PERSON.
UM, AND SOMETIMES THAT'S ON THE PHONE.
SOMETIMES PEOPLE COME TO THE DISTRICT OFFICE AND THEY HAVE, YOU KNOW, THEY WANNA BE HEARD AT THAT POINT IN TIME.
AND THEN ONCE WE GATHER THE NATURE OF WHAT THE, WHAT THEIR CONCERNS ARE, WE CAN KINDA GUIDE THEM TO THE REPORTING MECHANISMS AND THEN INTO THE, THE PROCESSES FORM.
I THINK THESE ARE VERY IMPORTANT CONSIDERATIONS AS WELL.
UM, AS EXPRESSED IN OUR ADMIN REGULATIONS, 15 AND KIKI MENTIONED THIS AS WELL, TITLE IX, WE ALWAYS WANT TO HAVE THE, UM, RESOLUTION TAKE PLACE AT THE LOWEST ADMINISTRATIVE LEVEL.
CAUSE YOU HAVE TO HAVE A PROCESS FOR A LOWER ADMINISTRATIVE LEVEL PERSON TO HANDLE THAT SO THAT THERE'S A PLACE FOR AN INDEPENDENT FIELD COMES TO THAT.
UM, THE SECOND THING IS, IS THAT WE ENCOURAGE EMPLOYEES AT ALL LEVELS TO MAKE SURE THEY, THEY DOCUMENT, THEY THEY MEETING.
IF I'M PRINCIPAL IN A BUILDING AND SOMEBODY COMES IN AND THEY HAVE A CONCERN THAT THEY JUST WANT TO VENT, I WOULD ENCOURAGE THAT EMPLOYEE TO STILL SAY ON DECEMBER 14TH, I THE PRINCIPAL SUCH AND SUCH, AND THIS WAS, YOU KNOW, WHAT, WHAT IT WAS ABOUT.
BECAUSE IF IT RESURFACES AGAIN, THEN THAT BECOMES A CONTINUUM TO SAY, I'VE DONE THIS, GONE THROUGH THESE CHANNELS, PROBLEM NOT RESOLVED, WHICH POINT DOWN WE CAN GUIDE THEM SHOULD REPORT AND SO ON.
ON SLIDE NUMBER SEVEN, AND THIS IS WHAT I'LL WALK YOU THROUGH, UM, SLIDE NUMBER SEVEN JUST SHOWS A PROCESS FLOW CHART HERE AND HOLD THIS IS, THIS IS EASY TO FOLLOW.
THAT ORANGE BOX IS WHERE WE STARTED THE EMPLOYEES, THE CONCERN WITH THE IMMEDIATE SUPERVISOR WITHIN 10 DAYS OF OCCURRENCE.
AND THAT TIMEFRAME COMES FROM HR 15 AT 11.
UM, THE COMPLAINT IS FILED VIA OUR REPORTING MECHANISMS. AND THEN ONE OF THREE THINGS HAPPENS.
SOMETIMES IT'S AN INFORMAL COMPLAINT WHERE A TEAM LEADER OR A SUPERVISOR, UM, A DEPARTMENT CHAIR, SOMEBODY CAN MANAGE THAT RESOLUTION MEETING IS HELD, THE COMPLAINANT IS RESOLVED AND MAY AN AMENABLE OR AN AMICABLE SOLUTION IS, IS FOUND ON THE PARTIES.
IT COULD BE A LEVEL ONE GRIEVANCE AND LEVEL ONE GRIEVANCE ALL ON 15 AND LEVEL ONE GRIEVANCE WOULD BE AT THE SUPERVISOR LEVEL.
UM, THE COMPLAIN IS RECEIVED, THE MEETING IS ARRANGED TAKES AND UM, DECISION THAT'S MADE DECISION.
IF THE DECISION TO A LEVEL TWO GRIEVANCE, THERE ARE THREE WAYS TO GET TO A LEVEL TWO GRIEVANCE.
THE FIRST WAY IT IS, IS AN APPEAL OF THE LEVEL ONE.
SECOND WAY IS IF THIS EMPLOYEE SUPERVISOR IS THE PERSON AGAINST WHOM THE COMPLAINT IS FILED.
AND THEN THE THIRD WAY, UM, IS THAT THE EMPLOYEE DOES NOT WANT OR DOESN'T FEEL THAT THERE'S CURRENT SUPERVISOR IS ABLE TO HANDLE THE COMPLAINT AND BASED ON HRS 15, THAT THE DECISION OF THE SUPERINTENDENT OR HIS OR HER, THAT DECISION IS FINAL.
[01:30:07]
A PRO CHART OF WHAT THAT LOOKS LIKE WHEN A COMPLAINT IS FILED, THE SUPPORTING MEASURES ARE INITIALLY GIVEN, UM, EMERGENCY REMOVAL IS AVAILABLE IF NECESSARY.IT TALKS ABOUT WHETHER WE WANNA FILE A FORMAL COMPLAINT OR WHETHER THEY NOT FILE COMPLAINT.
UM, DO I AS THE TITLE IX COORDINATOR READ TO A SUPPORTIVE MEASURES OR DO I HAVE WITHIN MY PURVIEW MINORITY TO SIGN UPON COMPLAINT ON BEHALF OF THE COMPLAINANT? IF IT RISES TO THAT LEVEL, THEN IF IT GOES THROUGH A FORMAL COMPLAINT PROCESS, THEN NOTICE OF ALLEGATIONS ARE PROVIDED, THE INVESTIGATION OCCURS, THERE'S A RESOLUTION.
UM, AND THEN THERE'S AN ABILITY TO APPEAL.
AND THEN THAT LAST BOX AT THE LEFT IS THE INFORMAL RESOLUTION PROCESS.
SO THIS GIVES YOU A SMALL BRIEF SNAPSHOT OF THE PROCESS WITH REGARDS TO THAT.
SO, UM, FROM THE COMMITTEE, DO YOU EITHER HAVE QUESTIONS REGARDING THE BUSINESS PROCESS? SO ARE YOU TALKING ABOUT THEIR PRINCIPAL OR OR YOU OR ME I'M TALKING YOU.
THEY CAN PROBABLY, YEAH, OR OR SUPERINTENDENT WITNESS IF THEY'RE FILING AGREEMENTS AGAINST YOU.
SO, UM, IN TERMS OF THE LEVEL TWO MAY NOT BE APPEALED.
WHY IS THAT? TO ME, THAT IS, UH, THAT'S IMPRESSION QUESTION IS OF LEVEL THAT PEOPLE CAN'T READ THIS, PEOPLE CANNOT, UH, GO BEYOND THE SUPERINTENDENT.
SO HAVE GONE THROUGH LEVEL ONE, RIGHT.
THEN APPEAL TO LEVEL TWO SUPERINTENDENT STILL BOARD.
SO SHOULD ABLE THAT AGREEMENT TO THE BOARD.
NO, MR. SMITH, CAN I HEAR YOU SAY THAT A GRIEVANCE FOR AN EMPLOYEE DOES NOT NEED TO STOP AT THE SUPERINTENDENT.
THAT THE BOARD NEEDS TO HEAR EVERY EMPLOYEE GRIEVANCE THAT THEY'RE NOT SATISFIED WITH.
SO IF, IF I FILE A GRIEVANCE AND I'M NOT HAPPY WITH IT, THEN THE BOARD YOU HERE, EVERYONE COMES HOPEFULLY EVERYONE, HOPEFULLY WHOEVER THE SUPERINTENDENT IS DILIGENT ENOUGH TO WHERE ALL THOSE, ALL THOSE, UH, WON'T MAKE TO THE BOARD.
BUT BUT THE ONES THAT DO TO ME, YES, BECAUSE I LOOKING AT STUFF DOES GO TO THE BOARD.
CAUSE BASICALLY TO SOME DEGREE THAT THAT STUFF COULD BE POSSIBLE.
THAT STUFF COULD BE POSSIBLE LITIGATION.
SO IF THE BOARD BOARD CAN WORK IT OUT, DON'T SEE PROBLEM WITH IT BECAUSE YOU KNOW, TO SOME DEGREE YOU, YOU MAY, SOMEONE COULD SAY, WELL, YOU KNOW, THEY'RE LOOKING ON ONE SIDE AND THAT ALSO SHOWS LIKE THAT WE DID NOT DO DILIGENCE.
[01:35:01]
WE KILL YOU TO WORK THAT SITUATION.LET ASK CAN I ASK A QUESTION? CAUSE I THINK THIS IS ONE WAY IF, IF SUPERINTENDENT MAKES DETERMINATION FILING A WRONGFUL TERMINATION OR TO THE BOARD, RIGHT? SO ISN'T IT NOT AN IMPLEMENT WHERE THE BOARD WOULD NOT GET INVOLVED IN A SUPER SUPERINTENDENT CAUSE OF A COMPROMISE? I THINK IT DOES COMPROMISE LEGAL.
THAT'S SO THERE IS A WAY FOR EMPLOYEES TO BRING IT TO ABOVE THE SUPERINTENDENT'S HEAD, BUT THEY WOULD NOT TO DO IT THROUGH A LAWSUIT OR CLASS.
A CERTIFIED EMPLOYEE BRING TO THE BOARD.
CLASSIFIED EMPLOYEE CANNOT BECAUSE CLASSIFIED EMPLOYEES.
BUT WE ARE WORKING OFF WORKING FROM THE BOARD POLICY.
THAT'S WHY DID YOU ASK WAS THE VIOLATED WHAT'S THE TEACHERS SHOULD KNOW THAT THEY CAN, I GUESS IF THEY FELT THEY'D BEEN TREATED UNFAIRLY, IT WOULD DEPEND ON WHAT THE SITUATION IS.
THAT'S, THAT'S JUST THE REALITY OF IT.
SOME PEOPLE YOU JUST WON'T SATISFY.
BUT, BUT BE WITHIN THE SCOPE OF THAT.
THERE ARE SOME PEOPLE SOMETIMES WHERE YOU CAN PROTECT.
SOME PEOPLE FEEL THAT'S HOW YOU, YOU NOT GONNA SEE IT THAT WAY.
AND I, WE THAT OPTION TO, TO TO HAVE SOMEONE TO HEAR, UH, THEIR FAIR SHAPE.
AND IF THAT MEANS COMING, COMING TO THE POINT, I HAVE SEEN NO PROBLEM THAT I JUST DON'T, THAT AGREEMENT SHOULD STOP TO ME.
I, SOMEONE I'VE TOLD, UM, YOU KNOW, THAT'S WHAT FIRED.
SO THAT CAN BE A BIT INTIMIDATING.
BUT IF THE STEP IS ALREADY THERE AND YOU SAY, I WANNA GO THROUGH YOU MOST OF THEIR, THEIR RESOLUTIONS, WE ASK THEM, WHAT, WHAT IS YOUR RESOLUTION RESOLUTIONS ARE THE PRINCIPAL TERMINATED? DON'T, DON'T DO THAT.
SO THEY DON'T GET WHAT WANT THAT'S
[01:40:01]
TO.AND WHAT YOU'RE GONNA DO IS GO BACK TO THAT ENTIRE INVESTIGATION AGAIN TO COME BACK TO THE SAME RESOLUTION.
WE INVESTIGATE AS THOROUGHLY AS WE POSSIBLY CAN AND IT'S A RESOLUTION.
AND THEY STILL SAY WHO THAT'S GONNA COME TO YOU AGAIN, RESOLUTION.
I STAY, MOVE THE PRINCIPAL, GET THE PRINCIPAL OUT, GET THE PRINCIPAL OUTTA SCHOOL CAUSE THE PRINCIPAL OR WANNA AND GO LEGAL ROUTE AND YOU WANNA GET AN ATTORNEY AS A BOARD.
WE MAXIMIZE EVERYTHING THAT WE CAN DO IN THE DISTRICT THAT WE'VE TRIED IN EVERY, IN EVERY WAY THAT WE CAN TO HELP YOU LISTEN TO ME.
BUT THIS, AT THIS POINT IN TIME, WE JUST CAN'T MEET YOU AT, JUST CAN'T MEET.
I DON'T THE BOARD IS THE BOARD.
THE BOARD IS MEETING HIS MEETING, MEETING THE, AND I HAD SEVERAL SAID THAT.
SO WHEN YOU, WHEN YOU, WHEN YOU GIVING THEM THAT FAIR SHOT, THEY SAY, OKAY, WELL YOU SAID THAT THE COMMAND SAID THE DAY, THIS IS WHAT, SO WHEN, WHEN THAT HAPPENS, IF I COME AND I'M ONE LEVEL TWO AND I DISAGREE WITH THE DECISION, NOW I'M BEING HEARD BY THE BOARD, MY EXPECTATION SHOULD BE WHAT FROM THE BOARD UNDERSTAND RESOLUTION.
SOMEBODY MIGHT GUARANTEE BOTH OF YOUR GRIEVANCES.
I'M DISAPPOINTED WITH SEPARATION, GRIEVANCE AND COMPLAIN.
WHAT I'M SAYING, SAYING IF THIS IS BASED ON RACE, GREEK COLOR RELIGION, THAT'S, THAT'S TOTALLY DIFFERENT.
UH, UH, MY, MY P SCHOOL, IF I SAY, HEY YOU NEED TO SIGN IN EVERY MORNING SO I KNOW WHAT TIME THEY GET HERE AND AND THE TEACHER SHOWS UP LATE, THAT IS A COMPLAINT.
AND WE SEND THERE RIGHT BACK TO THE SCHOOL, GET SCHOOL AN OPPORTUNITY TO FIX IT.
I AGREE THAT THAT STATEMENT TO GUYS ASK THEM WHAT YOU WANT, WHAT PERMIT, PRINCIPAL AND OF HR.
THERE ARE SOME TO THE, THAT'S NOT ABOUT THE NUMBERS.
I MEAN NOT THE SITUATION WE'RE TALKING ABOUT IN TERMS OF GOING TO THE BOARD.
THE BOARD, I COME TO THE BOARD CAUSE THAT PERSON IS NOT SATISFIED, RESPOND, RESPONDED FROM A DISTRICT EMPLOYER STANDPOINT.
AND I WANNA GO TO THE BOARD TO SEE IF I CAN BE
[01:45:01]
JUSTIFIED A LITTLE BIT.PRINCIPAL WAS CLASSIFIED, DID NOT LIKE THE IDEA OF THAT PERSON WAS ASSIGNED TO AS A CLASSIFIED EMPLOYEE.
YOU'RE AN EMPLOYEE AT THAT PERSON DID NOT LIKE WHERE THEY WERE ASSIGN.
SO THEREFORE THEY WANTED TO GRIEVE THE PROCESS BECAUSE THEY DID NOT LIKE WHERE THEY WERE ASSIGNED CHOICES.
THIS IS WHERE YOU'RE GONNA BE ASSIGNED.
SO THEY DIDN'T LIKE IT SO THEY WANTED TO GRIEVE IT AND THEY WANTED TO GO BEYOND SUPERINTENDENT.
BUT THAT'S, THAT'S SAME THING WITH THE TEACHER.
IT DID NOT LIKE BEING ASSIGNED TO A PARTICULAR SCHOOL OR THEY'VE BEEN TRANSFERRED.
THEREFORE THEY, THAT'S NOT, SO IF A TEACHER IS FIRED, THERE'S A PROCESS THAT IT CAN COME TO THE BOARD, THEY CAN APPEAL, RIGHT? IF NOT, IF THEY'RE GRIEVING BECAUSE OF A STATEMENT IS MADE LIKE THAT YOU CAN ALWAYS GO TO AN ATTORNEY ABOUT, YOU KNOW, AN EMPLOYMENT ATTORNEY.
THE BOARD HAS ONE EMPLOYEE, THE SUPERINTENDENT AND THE SUPERINTENDENT HIRES AND RECOMMENDS TERMINATIONS AND SO ON.
AND FOR US TO GET DOWN INTO THIS AREA, IN MY OPINION THAT IS WAY DOWN INTO EMPLOYMENT MATTERS THAT A SUPERINTENDENT NOW CREDIT, WE CAN ALWAYS MAKE RECOMMENDATIONS.
YOU WANNA INSTITUTE A POLICY WHERE THE BOARD GETS INVOLVED THAT THAT IS NOT WHERE BRING THIS MEETING.
SO HERE'S WHAT I'M GONNAE, MR. SMITH, MS. TEAM DID EXACTLY WHAT WE ASKED IN TERMS OF OUTLINE THE PROCESS.
I THINK WHAT YOU NEED TO DO ON WHEN WE MAKE THIS REPORT IS MAKE A MOTION TO THE FULL BOARD THAT WE REVIEW A POLICY BOARD TO HAVE A ROLE, UM, IN TERMS I, WE'LL HAVE TO COME UP WITH SOME OR SOMETHING AND THEN LET'S THIS DISCUSSION.
I THINK THAT I'LL BRING THIS PRESENTATION FORWARD.
I REALLY DO THINK IT'S HELPED ME CONSTITUENTS, AT LEAST NOW I KNOW THE STEPS.
UM, AND I, I APPRECIATE THE DIFFERENTIATION BETWEEN THE, THE UH, LEVEL ONE.
I THINK THIS A SEPARATE CONVERSATION.
I'M FUTURE TOPICS BECAUSE I THINK RIGHT NEXT WILL BE ACTIVE UNIVERSITY.
I DUNNO WHAT THAT'S GONNA LOOK LIKE.
SO YOU ASKED TOPIC BY EMAIL, HE'LL EMAIL ME OR ROBIN CHAIR COMMITTEE, UH, 2023.
AND THEN I WOULD LIKE TO TAKE A MOMENT, RECOGNIZE MAYBE MEMBERS FOR ALL RECOGNIZE, CAN WE GET A MOTION TO ALL FAVOR? BUT THANK YOU GUYS BOTH AND UM, MS. I VERY OF THAT WATCH A LITTLE CABINET THAT WAS SO MOVE TO AJOUR.