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B
Okay
folks,
well,
thank
you
for
joining
this
is
the
committee
meeting
of
the
drafting
Committee
of
the
Human
Rights
Commission,
we're
working
on
the
ordinance
there's
three
of
us
present
we're
waiting
on
one
more
Committee
Member,
but
we'll
just
launch
now.
There's
no
members
of
the
public
present,
chiefly
really
the
agenda
for
this
meeting
should
be
very
slim,
and
it's
really
just
to
figure
out
if
any
of
the
other
commission
members
want
to
interlinnate
any
additional
comments
on
the
working
draft
that
we
have.
B
Okay
and
again,
our
goal
when
we
get
to
our
April
meeting,
is
to
socialize
with
the
rest
of
the
commission.
What
we
want
to
submit
to
the
board.
Okay,
we
can
submit
the
product
that
we
have
developed
right
now,
which
hasn't
gone
all
the
way
through
county
attorney's
review,
and
we
still
need
to
do
that
process
and
that's
going
to
take
longer
or
we
can
bifurcade
what
we
think
are
the
highest
priority
items
from
this
document
and
we
can
submit
it
to
the
board
for
approval.
B
Well,
we
have
a
longer
ramp
and
path
to
continue
doing
what
we're
doing
with
the
county
attorney's
office.
Okay.
So
that's
going
to
be
teed
up
to
the
broader
Commission
in
April
and
that
tracks
the
email
that
I
sent
we're
trying
to
socialize
what
approach
we
want
to
do,
but
this
group
can
work
on
the
one
approach
where
we
would
do
all
of
our
changes
and
get
it
submitted
to
the
county,
attorney's
office,
okay
and
so
I
think
Stephen,
you
and
I
have
marked
it
up.
I
have
I.
B
Have
oh
sorry,
there's
a
bit
of
a
an
echo.
Do
you
guys
mind
going
on
mute
there?
You
go
all
right,
so
what
I
have
done
is
I
have
taken
the
2020
version
of
the
ordinance
I've.
Had
it
scanned
into
word
and
I
have
migrated
over
all
of
the
changes
that
the
original
drafting
committee
made,
as
well
as
the
recommended
changes
that
we
discussed
with
the
county
attorney
in
last
summer,
as
well
as
the
responsive
changes
that
Stephen
made
to
the
county.
B
B
We
can
look
at
them
and
then
we
can,
if
we
like,
get
this
version
of
the
document
with
County
attorney
so
that
at
least
that
work
stream
is
ongoing,
that
doesn't
preclude
Us
in
April
from
deciding
whether
we
want
to
bifurcate,
and
we
want
to
do.
You
know
priority
item
number
one
priority
item,
one
two
three
or
all
of
it
to
be
submitted
up
to
the
board.
So
that's
my
agenda.
That's
what
I
think
we
need
to
talk
about
today,
but
I'll
turn
it
over
to
you
guys.
B
B
A
I
had
too
many
tabs
open,
so
I
couldn't
find
I
couldn't
find
the
team's
job,
no
worries
yeah.
Thank
you.
So,
first
of
all,
I
want
to
thank
you
for
sending
out
this
version.
I
can
see
a
lot
of
work's
been
done
to
it,
some
additional,
very
thoughtful
things.
A
The
comments
I
have
there,
there's
nothing
really
Earth
shattering
it.
Just
really
has
to
do
with
is
some
of
the
language
that
I
think
is
important,
because
I
see
that
things
like
definitions
of
physical
impairment,
mental
impairment
are
taken
out
and
I
think
it's
important
that
we
have
the
legal
definitions
in
there,
so
that,
if
someone
is
looking
to
see,
am
I
covered
by
the
ordinance
that
they
know
whether
or
not
they're
covered.
A
So
the
changes
that
I
made
that
you're
not
able
to
see
had
mostly
mainly
to
do
with
that
and
then
also
there's
a
different
definition
for
what's
illegal
in
employment
for
age
discrimination
is,
is
over
the
age
of
40..
We
don't
just
we
don't
don't
Define
elderly
elderly
nests,
which
is
has
a
legal
definition
under
the
Virginia
code,
which
has
a
different
age
than
the
age
discrimination.
So
I
I
thought
it
would
be
helpful
to
clarify
those,
so
nothing
really
earth-shattering.
A
Then
I
questioned
why,
throughout
the
document
they
protect,
protected
attributes
is
capitalized
where
the
other
terms
are
not
I,
don't
know
if
there
was
a
reason
for
that.
So
actually
let
me
ask
Steve
because
I
know
that
was
something
that
you
had
put
into
the
code.
Is
there
a
reason,
that's
capitalized
throughout
the
ordinance
or
is
that
just
kind
of
a
housekeeping.
B
A
D
A
C
A
Sure
so
I
I
can
go
through
the
comments.
Steve,
were
you
able
to
see
my
my
comments
in
the
document
I
sent
you
yeah.
A
B
A
You
know
by
the
community
or
the
Virginia
code
terms,
just
so
that's
yeah
just
so
that
people
knows
what
it
is
so,
for
example,
mental
impairment,
the
Virginia
code-
and
that
was
one
of
my
comments.
I
just
cut
and
pasted
what
was
in
51.5-40.1
mental
impairment
means
a
disability
attributable
to
intellectual
disability,
autism,
any
other
neurologically
handicapping
condition
closely
related
to
intellectual
disability.
It's
a
rather
long
definition,
but
it
is
more
modern,
so
yeah
I'm
I'm,
not
in
favor
of
of
keeping
stuff
that
that
that
doesn't
sound
right
in.
In
today's
parlance,.
B
Yeah
I
guess
the
only
question
I
have
and
and
Stephen
you
know,
welcome
your
thoughts
on
this
as
well,
but
I
think
that
definition
that
Virginia
code
definition
is
a
bit
limiting
right
because
I
think,
if
you
look
at
the
way,
the
like
say,
the
EEOC,
for
example,
or
the
Ada
would
Define
mental
impairment
would
just
look
at
any
impairment
like
what
I
have
highlighted
on
the
screen
here,
that
inhibits
a
major
life
activity
and
it
doesn't
limit
it
to
intellectual
disabilities
or
some
of
that
other
definition.
B
A
B
Yeah,
this
is
the
Antiquated
version
that
was
in
here
that
limited
it
to
things
like
mental
retardation
and
autism
right.
We
have
stricken
that
agreed
we're
aligned
there,
but
then
pulling
in
the
definition
of
mental
impairment
from
Virginia
code
50.1,
whatever
in
my
view,
that
lengthy
definition
is
actually
not
super.
Modern
I
think
the
super
modern
way
in
which
one
can
reference.
A
mental
impairment
is
just
like
what
is
here.
B
It's
a
physical
or
mental
impairment
that
substantially
limits
a
major
life
activity
without
endeavoring
to
put
a
narrow
Universe
of
what
is
a
mental
impairment,
because
I
think
in
the
law.
There's
broader
scope
for
that
to
pick
up
a
lot
of
things
outside
of
intellectual
disabilities,
autism
and
the
like.
That's
set
forth
in
50
point
50.1,
whatever,
but
again
defer
to
you
guys
on
what
on
whether
you
want
to
say
this
is
what
it
includes
as
opposed
to.
B
A
A
A
B
A
B
C
A
I'm
fine
with
that,
because
actually
in
reviewing
the
Virginia
code,
where
it
talks
about
things
like
service
animals,
I
think
we
would,
we
would
want
to
be
broader.
Actually
so
I'm
not
really
trying
to
be
more
restrictive.
I
was
just
trying
to
clarify,
but
if
that's
the
intent,
that's
fine,
I
I
would
imagine
that
people
who
consider
themselves
the
person
with
a
disability
or
who
perceive
themselves
to
be
a
person
with
disability
that
they
would
know
what
what
attribute
they
had,
that
they
felt
they
were
being
discriminated
again.
So
so,
okay,
so
thank
you.
A
Yeah
I
was
just
okay
trying
to
clarify
that
okay
and
then,
and
then
that
also
gets
to
the
point
further
down.
I
was
talking
about
perceived
to
be
disabled
because
I
know
that's
been
a
real
issue
with
the
county
where
people
have
been
sent
for
Fitness
for
Duty
examinations
that
have
not
even
had
a
a
disability,
and
then
it
was
determined
that,
oh,
even
though
they
weren't
found
to
have
a
disability,
people
felt
threatened
by
their
gestures.
A
Or
what
have
you
and
it's
just
been
used
as
an
excuse
to
to
terminate
people
so
I'm,
not
a
big
fan
of
Fitness
for
Duty
examinations,
so
I
just
wanted
to
make
sure
that
was
included
in
there
that
people
do
have
a
right
to
file.
If,
if
it's
only
because
they've
been
perceived
to
have
a.
B
A
A
B
A
A
I
did
find
a
definition
that
that
said,
it
was
a
Virginia.
It
wasn't
Virginia
goal
definition
that
said,
source
of
funds
mean
any
source
that
lawfully
provides
funds
I'm
just
a
little
bit
concerned
the
way
it's
written,
where
it
just
says,
source
of
funds
where
someone
could
interpret
it
to
say
well,
I'm
a
drug
dealer,
you
know
I
run
a
prostitution
ring
or
what
have
you
and
now
my
landlord
has
to
rent
to
me
because
your
code
says
source
of
funds.
I
know
that's
kind
of
an
outlier
and
it's
probably.
B
A
So
I'll
just
read:
it
choose
for
the
record,
so
I
found
this
on
law.
Insider
and
it
says,
source
of
funds
means
any
source
that
lawfully
provides
funds
to
or
on
behalf
of
a
renter
or
buyer
of
housing,
including
any
assistance
benefit
or
subsidy
program.
Whether
such
program
is
administered
by
a
government
or
non-governmental
entity.
A
C
Yeah
I
don't
have
a
problem
with
that
definition.
I
think
it's
fine,
but
the
only
concern
I
have
based
on
what
you
read
Carol.
Is
that
I
think
it
limits
it
only
to
issues
of
renting
and
I.
Don't
remember
if
the
most
current
version
of
what
we're
doing
includes
sorts
of
funds
and
other
things.
Besides
rental
issues.
A
B
Okay,
yeah
I,
like
that,
so
that
would
basically
just
so
I'm
tracking.
That
would
basically
mean
in
each
reference
to
source
of
funds.
We
would
proceed
it
with
legal
source
of
funds
right
right,
yeah,
I.
Think
that
works.
Do
we
have
a
preference
I
mean
it
might
be
easier
if
we
just
pop
it
in
the
definitions,
we
only
change
it
in
one
place.
That's.
B
Okay,
all
right
so
we'll
add
that
to
the
definition,
okay
Carol.
Can
we
go
back
on
your
point
on
elderliness
I
now
have
a
copy
of
your
changes
in
fact?
Should
I
maybe
share
screen
on
that
one.
So
we're
all
looking
at
the
same
thing,
yeah.
A
And
I
think
that's
that's
kind
of
I
think
that's
kind
of
like
my
last
Point.
Actually
looking
at
it,
where
it's
helpful
to
say,
elderliness
is
a
term.
That's
used
for
housing.
I
saw
that
in
the
code,
age
discrimination
is
something
that's
used
in
employment.
Obviously
we
want
it
to
be
broader
than
that.
We
don't
want
people
discriminated
for
age
for
other
situations
like
where
they're
seated
in
a
restaurant
or
things
like
that.
A
It
really
isn't
a
consistent
definition
of
age
elderliness
or
what
have
you
I
mean
if
you
look
for
a
senior
discount,
for
example,
there
are
multiple
definitions
of
seniors,
so
I
don't
know
how
we
want
to
handle
it,
but
at
least
for
those
two
areas
where
there
is
specificity
in
terms
of
what
someone's
legally
required
to
do,
where
elderliness
means
over
55
and
and
employment
means
over
40.
That
I
think
it
would
be
helpful
to
add
yeah
some
defining
language
in
there.
B
One
one
thought
on
that
and
let
me
pull
out
the
housing
piece
for
the
second
and
pin
it
right
when
I
was
going
through
this
in
the
last
iteration,
where
we
originally
had
discrimination
on
the
basis
of
age.
Sorry
I'm
going
to
try
to
jump
to
where
that
is,
is
for
persons
over
the
age
of
40.
B
I
struck
that
can
you
all
see
that
on
the
screen
here,
I
struck
that,
because
there
are
a
lot
of
other
Progressive,
both
statutes
at
the
state
level
and
ordinances
in
other
places
that
contemplate
age
discrimination
as
potentially
going
in
two
directions?
Right:
it's
yes,
more
commonly
in
persons
over
the
age
of
40.,
but
it
can
be
persons
under
the
age
of
40.
B
In
some
situations
it
can
be
persons
over
the
age
of
you
know
it
can
be
persons
who
are
over
the
age
of
40,
but
the
Discrimination
exists
by
persons
over
the
age
of
40
towards
people
older
than
that,
and
so
I
thought
it
was
unnecessarily
limiting,
particularly
with
reference
to
some
of
those
other
statutory
Provisions
to
say
that
age
discrimination
only
happens
to
only
applies
to
persons
at
least
40
years
or
older
right,
because
I
think
it
cuts
out
the
the
inverted
discrimination
which
can
happen.
Now.
B
A
Does
it
does
in
housing
here
so,
but
the
thing
with
the
age,
discrimination
and
Employment
Act
there's
certain
requirements
that
the
employer
has
to
follow
if
the
person
who's,
who
is
throwing
a
complaint
is
over
the
age
of
40.
So
that's
where
it
makes
a
difference
Helen
they
have
to
be.
You
know,
told
of
their
choice
of
avenues
to
pursue,
and
if
someone
comes
before
us
and
they
appeal
the
case,
doesn't
it
can
it
go
before
the
EEOC?
That
was
my
understanding
that
so.
B
So
the
ADEA
has
certain
requirements
that
go
into
separation
agreements
for
persons
who
are
over
the
age
of
40.,
and
that
has
to
do
with
certain
consideration
periods
and
revocation
rights
and
disclosure
obligations
in
connection
with
the
ref.
But
the
test
for
that
is
whether
the
person
is
over
40
or
not,
and
that
certain
informational
rights
it
doesn't
necess
well,
the
ADEA
is
really
only
limited
to
persons
under
40.
for
the
other
statutes
that
we're
talking
about
like
the
perfect
example,
is
the
New
Jersey
law
against
discrimination.
B
It
doesn't
separately
parse
what
New
Jersey
Law
you
have.
You
know
you
must
what
New
Jersey
dictated
requirements.
You
must
comply
with
for
purposes
of
Separation
agreements
or
complaint
obligations,
and
so
my
thinking
is
we
go
abroad
on
that
and
say,
discrimination
on
the
basis
of
age
in
any
direction
is
a
problem
from
an
employment
perspective.
B
Now
I
think
we
can
separately
Define
elderliness
to
track
to
the
Virginia
code
that
you're
talking
about,
but
I
think
we
do
better
and
we're
broader
on
the
age
piece.
So.
A
A
Gea
doesn't
just
apply
to
separation
agreements.
It
also
applies
so
so
we're
basically
saying
anybody
of
any
age
could
file,
could
file
a
complaint
that,
if
they're
not
hired
based
on
their
age,
that
someone
older
than
them
was
hired
because
that's
what
I'm
hearing
so
that's
that's.
What
I
have
a
problem
with
how.
B
Are
we
but,
but
if
they,
if
they
do
not
meet
the
basic
qualifications,
because
they
don't
have
sufficient
experience,
they
don't
have
a
claim,
but
if
they're
equal,
if
their
applicants
are
otherwise
equal
in
all
respects,
and
the
concern
is
that
you
didn't
hire
me
because
I'm
younger
you
hired
somebody
else
who
was
older,
that
could
potentially
create
a
claim
but
I
think
it's
more
germane
in
a
hostile
work
environment
case
right.
Let's
say
you
have
a
Workforce
where
everybody
is.
B
You
know
slights
and
slurs,
based
upon
his
age,
I
think
under
the
New
Jersey
law
against
discrimination,
there
is
a
cognizable
hostile
work
environment,
claim
there
right
and
so
I'm
less
worried
about
it
from
a
hiring
perspective,
where
I
think
there
are
differentiators
which
wouldn't
Force
the
hand
of
an
employer,
and,
more
so
from
you
know,
a
hostility,
harassment
perspective.
A
Okay,
I
guess
we'll
have
to
agree
to
disagree
on
that.
One
because
I
think
it's
important
in
employment
that,
because
there
is
a
lot
of
discrimination,
older
people
who
apply
for
jobs
and
people
are
hired
and
a
lot
of
it
has
to
do.
They
don't
want
to
pay
people
more
money
for
their
experience.
But
it's
not
something.
I
want
to
follow
on
my
sword
for
I'm
much
more
interested
in
the
the
changes
that
we
make
to
the
disability.
B
B
My
bread
and
butter
right
is
dealing
with
age
discrimination
every
day
and
and
seeing
how
that
you
know
manifests
itself
in
terminations
where
people
are
selected
because
they
are
pension
eligible
or
retirement
eligible,
I
know
exactly
what
that
looks
like
so
yeah
I
mean
you
persuade
me
on
that
point
for
sure
and
I
think
in
limiting
it
to
40.
B
We
are
saying
that
we
think
there's
a
you
know
a
bigger
issue
with
ageism
going
in
that
direction,
but
it
is
narrower
right
than
what
I
think
other
ordinances
around
the
country
do
when
it
comes
to
age
discrimination,
so
that
becomes
I'm
not
espousing
of
one
way
or
another
I'm.
Just
saying:
there's,
there's
kind
of
two
ways
to
look
at
it
and
what
do
we
want
to
prioritize
so
Stephen?
What
are
your
thoughts
on
that.
B
B
or
discrimination
on
the
basis
of
elderliness
which
tracks
to
the
definition
in
housing,
which
is
Carol.
You
said
it's
55
and
older
for
housing
purposes.
B
A
B
That's
right
because
they
still
have
it
under
age
right
if
the
person
over
the
age
of
40
feels
like
they
are
passed
over
and
hiring
feels
like
they
are
terminated,
feels
like
they
are
discriminated
against
on
the
basis
of
age
in
respect
to
people
who
are
younger
than
them.
They
still
have
an
Avenue
under
our
ordinance
to
to
select
the
age
box
right,
but
so
too
does
somebody
who's
in
their
20s.
B
In
the
example
that
I
gave
right
if
they
think
that
they
have
been
subjected
to
hostile
work
environment
on
account
of
their
age
right
but
separate,
and
apart
from
that,
we
have
age
as
an
all-encompassing
landing
pad
and
then
in
addition,
we
have
elderliness
which
tracks
to
the
housing
definition.
So
if
you
are
over
the
let's
say,
you're
60,
you
can
say
it's
on
the
basis
of
age
and
on
the
basis
of
elderliness,
so
you'd
have
two
separate
bases.
B
A
So
I
think
I
think
there's
pretty
much
coming
to
the
end.
I
talked
about
Elder.
We
just
talked
about
elderly
elderliness.
We
already
talked
about
the
perceived
disability
that
that's
kind
of
covered,
regarded
as
having
a
disability
on
the
same
definition
and
then
I
head
out.
We
had
talked
earlier
about
the
protected,
attribute
and
I
think
that
was
my
last
comment
there,
but
I'm
not
seeing
the
changes
and
maybe
I
missed
them,
I'm
not
seeing
the
changes
that
Whitney
was
looking
for
us
to
add
schools
yeah.
So
it's
just
the.
B
B
All
right,
so
let
me
recap
where
we
landed
on
this
call,
so
we're
going
to
add
a
definition
of
source
of
funds
and
Carol
you're
gonna
email
to
us.
That
definition
that
you
read
that
lawful
source
of
funds,
language
which
I
thought
I
thought
sounded
pretty
good
one.
We're
going
to
add
that
in
the
definition
section
two
we're
going
to
add
a
definition
of
elderliness
that
tracks
from
the
Virginia
code
and
Carol.
Can
you
send
that
one
to
us.
B
C
B
Are
you
back
yeah
I'm
sorry
I
got
bumped
out,
okay,
no,
no
worries,
so
we
were
just
going
through
the
recapping,
the
edits
right,
so
we're
going
to
add
the
source
of
funds,
definition
that
you
read
to
us,
we're
going
to
add
the
elderliness
definition
Carol
that
you
referenced
and
the
employment
sections
we're
going
to
add
elderliness
as
a
separate
protected
base
to
use,
and
then
Stephen
and
I
were
just
looking
at
educational
institution
now,
and
we
were
grappling
with
public
and
private
schools
and
Stephen.
A
B
It's
really
great,
okay,
totally
agree,
I,
think
that
makes
perfect
sense.
Okay,
so
Carol,
can
you
send
to
me
the
two
definitions
that
you
that
you
referenced
I
will
incorporate
those
in
the
live
document
and
I
will
do
an
incremental
red
line
which
I
will
send
back
to
this
group?
Whitney
hello.
We
have
you
on
Ellen.
B
B
You
yeah,
if
you
could,
just
because
I
just
I,
don't
see
the
definition
itself
if
I
see
the
reference
to
the
concept,
but
if
you
have
it
handy
and
it
will
just
make
it
a
lot
easier
for
me
than
to
have
to
go
and
find
it
same
point
on
that
source
of
funds,
definition
that
you
read
at
the
outset,
Whitney.
Thank
you.
So
much
for
joining
and
I
know.
You've
you've
got
a
busy
day.
B
So
let
me
just
give
you
a
quick
overview
of
where
we
landed
and
make
sure
from
your
perspective,
there's
not
anything
else.
We
need
to
be
doing
on
this
ordinance.
Okay,
so
top
line
from
a
process
perspective
all
right.
What
we're
going
to
do
in
April
as
a
commission
is
a
line
on
approach
of
what
we
are
going
to
send
to
the
board.
Okay
and
the
approach
could
be.
B
We
send
the
whole
ball
of
wax
up
to
the
board,
knowing
that
we
don't
have
full
County,
Attorney's
Office
approval
and
they're
likely
to
create
cycles
for
us,
but
it
would
be
to
send
everything
and
hope
it
all
gets
approved
fast
option.
One
option:
two:
we
list
our
highest
priority
right
now,
which,
from
a
timing
perspective
not
a
substantive
perspective
but
from
a
timing
perspective
Whitney,
is
the
the
public
schools
being
encompassed
jurisdictionally
in
the
scope
of
the
ordinance.
B
So
we
just
do
a
very,
very
slim,
red
line
to
the
board
and
say
approve
this
for
2023
we're
still
working
diligently
with
the
county
attorney's
office
on
everything
else.
We
want
to
do
and
we're
word
smithing,
but
that's
going
to
take
time,
but
we
can't
wait
on
that
for
public
schools
to
be
covered.
So
that's
option
two:
just
schools:
okay,
option!
Three:
is
we
come
up
with
our
punch
list
of
our
you
know?
B
Maybe
one
one
two
three
highest
priorities
and
send
a
slightly
heavier
red
line
to
the
County
Board
and
then
and
and
Reserve
our
ability
to
do
all
of
the
rest
with
the
county
attorney
in
a
parallel
track,
which
maybe
will
be
a
2024
Endeavor?
Okay.
So
that's
what
we're
going
to
tee
up
and
vote
on
before
the
Commission
in
April?
What
this
group
is
trying
to
do
is
with
respect
to
option
one.
B
The
whole
ball
of
wax
is
to
align
internally
on
what
we
want
that
to
be,
and
so
what,
where
we
landed
and
Carol
provided
her
feedback
on
the
existing
ordinance.
So
what
we
landed
on
Whitney
is
we're
going
to
Define
source
of
funds
to
be
clear
that
we're
only
talking
about
lawfully
obtained
sources
of
funds
so
that
we're
not
creating
a
pocket
of
opportunism
there.
B
Okay,
one
two:
yes
we're
going
to
define
the
term
elderliness
so
that
it
tracks
to
the
Virginia
code
definition
and
then
we're
going
to
include
elderliness
as
an
additional
and
separate
basis
alongside
of
age
for
purposes
of
employment,
related
claims,
okay
and
then
three
in
the
edits
we've
already
made
to
have
the
jurisdiction
extend
to
public
schools
in
the
county,
we're
going
to
clarify.
We
need
both
public
and
private
schools.
B
Arguably
private
schools
were
always
covered,
but
we're
just
going
to
Guild
that
Lily
and
make
it
crystal
clear
and
say
public
and
private,
so
those
are
the
three
additional
changes
that
we
walked
away
with
from
this
drafting
session
beyond
what
was
in
the
markup
that
I
circulated
a
couple
weeks
ago.
So
from
your
perspective,
Whitney,
given
your
work
streams
over
on
the
education
side,
does
that
cover
your
concerns
and
what
you're
working
on.
D
It
does
and
what
I
can
do
is
I
have
four
different
I've
made.
Oh
actually
I
might
be
meeting
in
the
next
in
the
next
few
weeks.
I'm
actually
meeting
with
all
of
the
all
of
the
board
members,
so
I
can
actually
sort
of
ask
them.
I
can
say
you
know,
I
I
can
kind
of
not
give
them
the
options
per
se,
but
yeah
line
of
sight
yeah
for
what
they
they.
D
What
they're
thinking
I
mean?
If
there's
enough
interest
in
getting
it
done
now,
then
we
can
present
it
that
way.
But
if
not,
then
then
oh
gosh,
sorry
I'm
getting
like
inundated
with
phone
calls
and
emails
and
texts,
but
but
I
think
that
I
would
prefer
to
get
as
much
done
as
possible.
Yeah
understanding
but
I
like
to
sing
in
working
and
letting
them
know
that
we
can
be
working
with
some
of
these
things
in
conjunction
with
the
county
attorney's
office,
yep.
B
Yep
I
think
that's
super
helpful,
Whitney
and,
and
maybe,
if
you
can
Endeavor
to
get
a
meeting
or
two
in
advance
of
our
next
April
meeting.
So
you
can
maybe
give
us
a
readout
right,
because
you'll
have
a
unique
line
of
sight
on
what's
likely
to
be
approved
because
clearly,
if
you
know,
if
your
sense
from
your
efforts
is
that
the
board
is
ready
to
go
and
by
the
way,
I
should
tell
you
guys.
B
I
gave
testimony
on
Thursday
on
the
budget
committee
hearings,
Wednesday,
Thursday,
just
sort
of
tracking
what
our
priorities
are
and
I
used
it
as
an
opportunity
to
say
this
is
coming
with
a
strident
recommendation
from
the
Human
Rights
Commission
that
you
pass
it
when
it
comes
and
I
previewed
all
of
the
things
not
just
the
high
priority
things
right
and
I
was
pretty
strident
on
it
and
I
also
sort
of
got
a
little
jab
in
there
about
the
anti-bullying
policy
that
hasn't
yet
been
approved,
but
that
they
have
had
on
their
decks
for
two
years.
B
So
Whitney
I
think
you
know
they
will
have
heard
it
from
me
in
a
public
hearing
last
week
and
then
they'll
hear
it
from
you.
So
I'm
hoping
that's
going
to
put
the
pressure
on
and
then
maybe
you
can
come
to
April
prepared
to
tell
us
like
look,
don't
even
try
it
like
it's
going
to
be
Cycles.
Let's
be
really
strategic
about
this
and
get
what
we
need
and
do
it
in
pieces
right
or
it's
good
to
go
and
we'll
send.
D
B
Okay,
that's
so
great!
So
then,
okay!
So
then
the
last
question
for
this
crowd
is
as
follows:
so
I'm
going
to
take
these
edits
that
we've
talked
about
I'm,
going
to
mark
them
in
our
live
document
and
I
will
send
to
you
guys
in
incremental
red
line.
So
you
can
see
what
I've
changed
then
we
need
to
decide.
Do
we
want
to
send
you
know
what
we
approve,
as
the
drafting
committee
here
and
I?
Think
I
have
a
proxy
from
Chris
I.
Think
Roland
is
traveling,
I,
don't
know!
B
If
he's
going
to
be
able
to
look
at
it,
so
we
gotta,
we
gotta,
keep
it
moving.
Okay,
we
need
to
decide
if
we
get
comfortable
with
the
draft,
as
is,
do
we
send
it
to
the
county
attorney's
office
to
at
least
have
them
look
at
it,
or
do
we
not
and
just
wait
and
decide
what
we're
going
to
do
in
April
because
we
have
three
weeks
or
so
until
our
meeting
so
like?
B
B
We
can
I
mean
I,
think
my
thinking
on
that
is,
you
know
with
this,
this
version
of
Acumen,
where
so
much
of
the
noise
and
the
red
line
and
the
confusion
has
been
Stripped
Away
I'm,
hoping
that
when
they,
but
do
you
know
what
I
mean
I
mean
think
about
the
Ginny
version
Stephen
like
we
were
like
pulling
our
hair
out
this
summer
and
just
trying
to
track
the
edits.
I
think
this
version
is
a
lot
cleaner
and
a
lot
easier
to
see
what
we're
changing
and
we've
like
sort
of
corrected.
B
D
I
think
we
maybe
send
it
because
what
I
the
good
thing
about
the
schools
thing
is
that
I've
already
talked
to
each
one
of
the
board
members
about
their
concern
about
schools.
So
they
know
that
that's
coming
specifically,
they
understand
that
the
way
that
our
leadership
is
structured,
that
there
really
is
no
further
accountability
for
Arlington
Public
Schools
outside
of
public
Arlington,
Public
Schools
they're.
Looking
for
an
answer
to
that
too.
So
what
I?
D
So
if
we
already
give
it
to
the
County
attorney
she's
already
looking
at
it
by
the
time
like
my
meeting
with
Christian
Christian
is
the
air
and
I
don't
meet
with
him
until
the
30th,
which
is
of
course
today?
Okay,
all
right!
So
if
she
already
has
it,
then
she
takes
a
look.
You
could
even
potentially
say
hey.
B
Yep
I,
like
it
okay,
so
consequently
we
move
fast.
So
let
me
take
the
pen
on
what
we
talked
about.
Let
me
get
the
incremental
to
you.
Guys
just
give
me
a
thumbs
up
on
it.
Okay
and
then
I
will
run
a
cumulative
Red
Line
against
the
existing
2020
ordinance
and
I'll,
distribute
it
back
over
to
Ginny.
Are
you
guys
aligned
with
that
right
now
like
as
soon
as
we
can
this
week?
B
I
think
so
sounds
good,
okay
and
I'll
press
Ginny
to
your
point,
Stephen
and
I
will
say:
I
understand
that
some
of
our
committee
commission
members
are
going
to
be
meeting
with
the
board
members
later
this
month
to
talk
about
it.
So
we
wanted
to
get
it
in
your
hand,
so
that
light's
a
little
bit
of
a
fire
under
her.
B
Carol,
thank
you
so
much
guys
this
has
been
super
productive.
Thank
you
all
for
the
time
and
the
hard
work
on
this
I'll
get
the
incremental
to
you
as
soon
as
I
can,
and
let
me
know
if
you
see
anything
else
and
I,
think
we
can
do
it
over
email.
Let's
just
be
mindful
about
not
creating
a
conversation.