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B
A
A
B
A
That
who's
going
to
be
receiving
that
discussion
Wendy
we
have
instructions.
A
Thank
you
good
afternoon.
We
pray
for
the
opportunity
to
provide
the
super,
exciting,
Discovery
destruction
updates,
while
we've
done
sharing
costs,
increasing
the
VA
power
actually
I'm,
starting
to
see
a
little
glimmer
of
hope
with
some
of
the
reason.
The
Civil
Rights
index
figures
that
were
just
released.
A
Many
project
managers,
those
five
projects-
are
better
than
high
school,
which
slides
five
instead
of
manual
report,
Robert
Smalls,
eight,
your
dad
there's
two
maintenance
projects
on
slide:
11
and
Bluffton
High
School.
It's
like
33.,
the
three
new
yellow
traffic
lights
that
are
included
this
month.
One
is
for
May
River
High
School
Alexander
has
identified
a
potential
scheduled
concern
associated
with
the
completion
of
that
right.
A
So
when
you
look
at
what
our
graduation
schedule
will
be
next
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's
making
sure
that
everything
is
coordinated
to
be
executed
and
just
because
it's
a
concern,
we
wanted
to
do
the
right
thing
and
put
a
yellow
light
on
it
to
make
the
the
operations
committee
aware
of
the
other
two
yellow
lights
are
for
playground,
manufacturing
and
material
delivery
delays,
they're
going
to
push
the
completion
of
okiki
Elementary
flight,
12
and
richardville
Elementary
Heights
45
playground
anywhere.
A
A
Reflects
that
under
FY
2018,
eight
percent
capital
projects
that
there
was
two
remaining
projects
that
needed
to
be
slowed
down
earlier
this
week,
I'm
pleased
to
report
that
we
closed
one
of
them
out
an
hour
down
to
just
the
remaining
project
which
the
work's
been
completed
on.
That's
the
HVAC
improvements
at
kusoff.
C
Elementary,
so
as
soon
as
we
can
get
that
completed,
that'll
complete
the
remaining.
A
Work
for
F1
2019
under
FY
2020,
eight
percent
Capital
Improvement
projects,
there's
five
projects
that
were
working
on
closing
out
and
wrapping
up
the
remaining
scopes
on
the
referendum
projects.
That's
slides,
82
to
84
information
is
provided
for
24
projects,
there's
15
projects
instituted
today,
and
one
of
them
also
asked
Robin
to
pull
up
what
is
attachment
three
of
the
materials
that
we
send
out.
A
That's
the
monthly
referendum
projects,
219
Financial
summary
in
that
report
you'll
see
some
of
the
lines
have
various
color
coding
on
them
and
the
lines
that
are
color
coded
in
green
that
you're,
seeing
on
the
screen.
There
that's
another
way
that
we're
tracking
the
closing
out
and
conclusion
of
those
commitments.
So,
as
you
see
this
report
going
forward,
you'll
see
more
and
more
of.
C
The
lines
being
transitioned
into
the
green
shading
to
indicate
that
that's
been
completed.
A
A
Hold
on
a
quick
overview
on
the
referendum,
Financial
expenditures,
they
now
told
through
the
end
of
November.
C
A
Million
577
thousand
and
fifty
Seven
dollars
this
equals
approximately
48
of
the
total
approved
funds
which
were
where
we
are
right
now
is
375
million
seven
hundred
ten
thousand.
That's
the
total
funding
funds
paid
and
committed
today
total
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,
no
contingency
or
Bond
premium.
B
A
It's
like
share
in
his
under
community
outreach.
That's
why
94.
last
week,
International
Academy
with
all
the
topping
out
ceremony,
campus
and
I,
think
it
was
well
attended
and
everybody
and
I
can
close
my
executive
summer.
A
A
A
So
I'm
sorry
I
was
checking
on
something
else.
Did
you
say
that
so
the
field
house
tonight
in
high
school
is
going
to
be
receiving
in
December,
but
it
has
not
been
received
yet.
B
A
A
A
A
D
A
You
oh
text
message
from
someone
today
about
some
major
purple
over
at
Louisiana
Middle
School
I
didn't
have
a
chance
to
go
by
there
prior
to
coming
down
here,
but
everywhere
and
I.
Read
yes,.
A
A
A
E
Yeah
I
think
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
have
Miss
Winton,
acting
as
a
Title
IX
coordinator.
E
We
previously
had
two
Title
IX
coordinators,
but
now
miss
Winton
is
assigned
to
this
a
position
to
be
in
charge
of
all
the
Title,
IX
and
she's
been
working
very
hard
in
this
area
to
make
sure
that
everybody's,
having
the
appropriate
training,
not
only
District
level
but
at
all
the
schools,
and
we
worked
with
the
institutional
compliance
Solutions
and
also
had
Kathy
Mahoney.
One
of
our
outside
attorneys
double
check
our
work.
E
We
checked
to
make
sure
that
they
weren't
compliance
with
the
code
of
federal
regulations
and
the
majority
of
these.
These
Provisions
that
are
included
here.
The
section
of
the
code
regulations
it's
106.45
and
we
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
with
the
present
law.
E
We've
included
definitions
of
sexual
harassment,
fondling
incense,
statutory
rape,
gaining
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.
E
And
then
the
procedures
go
through
here
that
Kiki's
been
having
training.
As
I
said
at
you
know,
at
the
schools,
it's
all
the
district.
How
you
respond
to
the
complaint?
How
you
file
a
form
of
complaint,
it's
very
specific
requirements.
E
How
can
how
one
can
be
dismissed?
What
is
the
procedure
and
the
burden
of
proof?
How
is
the
evidence
gathered?
She's,
been
training
investigators,
Within,
our
district
there's
Provisions
for
the
notice
of
the
allegations,
the
Title
IX
coordinator,
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,
identities
of
the
parties
and
then
investigation
of
the
formal
complaint.
E
As
I
said,
Kiki's
been
training
individuals
to
serve
as
investigators
on
what
they
have
to
do,
and
the
the
code
of
federal
regulations
in
106.45
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
Clues
includes
not
only
you
know,
inculpatory,
but
what's
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
and
the
resolution.
E
There
can
be
an
appeal,
the
appeal
procedures
are
spelled
out
and
then
there's
an
informal
resolution
process,
and
that
gives
an
opportunity
to
have
mediation,
facilitated
dialogue,
conflict,
coaching
restorative
resolution
have
an
agreement
of
the
parties
and
that's
then
both
parties
have
to
agree
to
that
informal
resolution
and
there
are
also
requirements
for
record
keeping
that
information
has
to
be
kept
for
seven
years
in
order
to
be
compliance
with
state
and
federal
laws.
E
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
an
individual
in
any
process
at
all
during
the
time
of
this,
and
then
what
we.
This
is
something
that's
been
added.
That
I
think
is
very
helpful
for
everybody
and
those
are
the
applicable
South
Carolina
laws
and
our
titles,
title
16,
which
is
the
criminal
code
in
here,
is
included
the
definition
for
domestic
violence
more
and
there's
more
they're
different
degrees
for
domestic
violence.
E
Some
of
them
become
felonies
incest,
criminal
sexual
conduct
in
the
first
degree
criminal
sexual
Con
in
the
second
degree,
another
felony
criminal
sexual
conduct,
in
the
third
degree
criminal
sexual
conduct
with
a
minor,
and
we
also
have
sexual
battery
with
a
student,
and
this
law
went
into
effect
here
in
South
Carolina
in
July,
1
2010
and
many
of
the
cases
that
I
prosecuted
just
an
aside.
But
when
I
was
a
prosecutor
of
the
Department
of
Ed.
E
This
involved,
you
know
inappropriate
relationships
with
Educators
with
with
students,
then
there's
procedures
for
resolution
of
the
non
harassment,
Title,
IX,
discrimination,
complaints
and,
and
then
again
it
goes
through
the
procedure.
How
do
you
investigate
it?
How
do
you
give
notice?
What's
a
timing?
The
investigation
has
to
be
done
within
60
days.
At
the
end
investigator
drafts,
a
report
works
with
the
Director
of
Human
Resources
that
cutback
reports
given
to
the
complainant
and
the
respondent.
E
Then
they
can
appeal
if
they
desire
to
and
responding
at
any
time
can
resolve
the
investigation
by
accepting
responsibility
for
their
misconduct
and
then
there's
an
inform
like
I
said
there.
Is
that
informal
resolution
again,
so
it's
very
involved
and
it
incorporates
in
August
of
2022
those
regulations
first
went
to
effect
on
August
15th
of
2022,
and
at
that
time
we
used
one
administrative
right
for
students,
one
administrative
read
for
our
staff.
E
In
this
way
it
was
suggested
to
us
that
we
combine
it
into
one
document
and
then
we
also
added
at
the
end
the
coherent
governance
manual.
So
what's
happened
here,
it's
like
totally
Rewritten
from
the
from
the
old
documents.
It's
totally
redone
and
Miss
Walton.
If
you
could,
please
add
your
input
on
this
I
know
you
work
very
closely
in
our
human
resources
and
our
in
our
discrimination.
Please,
please
include
what
I
forgot
to
say.
A
A
Yeah,
so
our
goal
was
with
regards
to
the
new
regulation,
to
make
sure
that
one
we
can
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
a
part
of
that
conference
is
to
make
sure
that
we
are
doing
taking
the
right
steps,
both
forces.
So
the
first
thing
was
to
make
sure
that
we
trained,
because
in
applying
this
is,
is
not
as
simple
as
just
you
know.
A
To
understand
the
basic
knowledge
with
regards
to
Title
IX
administrative
regulations,
the
federal
law,
so
we
did
actual
training
within
all
of
our
school
administrators
professionals
before.
A
County
prior
to
because
this
was
on
the
books
in
August
when
we
tried
to
get
this
push
through
at
the
time
that
the
regulations
were
required
now,
so
our
focus
is
to
make
sure
our
folks
understood
what
was
funding
into
effect.
A
Since
then,
they
can
also
have
been
trying
to
remind
investigators
for
each
School
building,
as
well
as
at
the
district
office,
because
our
goal
is
to
make
sure
our
lowest
level.
We
can
investigate
and
determine
whether
this
Rises
to
the
level
of
Title
IX
and
that
we
adhere
to
the
process.
That's
outlined
in
our
administrative
right
here
with
you,
we've
been
focusing
really
truly
on
the
general
awareness
of
trying
to
making
sure
that
people
how
to
make
it
work.
A
To
the
website,
we
have
updated
our
title:
I
Complaint,
Form,
that
you
need
to
be
a
separate
Complaint
Form.
We
have
a
an
online
job
form
that
can
be
completed
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
it
actually
meets
the
criteria
of
Technology,
whether
it
is
harassing
them
or
non-harassment,
and
they
give
us
an
opportunity
just
to
kind
of
get
ahead
of
the
investigative
process.
A
So
we
are
working
closely
with
school
teams
on
a
regular
basis
as
we
discuss
these
complaints
that
come
in
and
making
sure
that
if
it
is
truly
a
title
ion
that
we
take
the
necessary
steps
to
be
able
to
to
adhere
to
the
process,
we
okay
one
of
the
things
that
was
a
Hot
Topic
as
well.
A
A
A
My
first
year
is
trying
to
import
ant
instead
doing
a
lot,
only
a
lot
of
professional
development
to
make
sure
that
I
had
a
thorough
understanding,
my
coordinating
perspective
and
then
building
the
capacity.
It's
that
news.
We.
A
The
ability
to
do
that
Title,
Nine
University
through
them,
so
we're
able
to
for
those
administrators
who
need
to
so
we
bring
someone
along
after
the
training
has
occurred
in
the
professionally
provided
we
have
the
ability
to
do
online
training
for
them
as
well.
I
mean
myself
Mr,
Hunt
and
a
couple
of
other
District
staff
members.
A
When
it
comes
to
something
like
they're
experts
in
the
area-
and
you
know
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.
Those
are
still
in
a
question
and
answer
period,
but
once
they
go
into
effect,
we're
not
playing
so
much
ketchup
to
be
able
to
meet
those
requirements.
A
B
A
Step
by
step
and
set
the
whole
District
in
a
good
instead
that,
if
something
were
to
happen,
processes
and
the
information
and
numbers
of
people
and
I
quadruple,
that
was
that
when
you
share
that
with
the
board
that
meaning
I
thought
I
mean
almost
seemed
instrumental.
So
thank
you
for
that.
A
So
I
do
have
one
question:
I
think
if
I'd
answer
that.
So
if,
if
something
happens
in
a
school
right-
and
you
know
we
have
our
disciplinary
Matrix,
so
when
does
it
go
from
that
to
the
top
of
mind?
And
you
might
have
said
it
when
you
said
it
was
going
to
rise
to
a.
B
A
Now
anything
that
would
be
applicable
to
finalize
in
the
first
offense
it
has
to
be
that
it
is
they
contact
the
Title
IX
coordinator
for
the
district
we
had
a
discussion
of
who
could
use,
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
last
so.
A
Violates,
let's
say,
will
be
yeah,
so
the
student
loves
another
student
and
it
happens
one
time
and
it
does
not
have
to
begin
that
does
not
rise
to
the
level
of
time,
but
if
it
continues-
and
it
is
pervasive-
and
it
is
offensive
to
that
other
student
and
that's
where
we
get
into
it-
meets
the
criteria
of
trying
to
learning.
We
can
then,
therefore,
so
when.
B
A
So
that
will
give-
and
we
have
to
explain
this
to
both
the
complaining
and
the
responding.
C
A
A
Period
of
notification
there's
a
60-day
investigation
period.
There
are
two
other
10-day
periods
after
that,
so
there's
a
it
takes
up.
It
potentially
thinks
a
long
time
for
the
process
to
happen.
Our
goal
with
having
more
people
find
as
investigators
to
be
able
to
shorten
that
process
as
much
as
possible,
because.
A
The
Middle
School
Parent
recently,
and
what
her
response
to
me
was
it
felt
good
to
be
able
to
have
somebody
to
be
able
to
want
to
explain
the
process
to
me,
but
then,
to
also
let
me
know
that
my
is
not
falling
on
their
leaders
that
they're
just
like
oh
investigated
and
nothing
ever
happened.
So
she
understands
that
we're
taking
this.
We
take
this
work
very
seriously.
A
A
D
B
A
Complaint
but
my
child
is
a
student
there's.
Another
student,
that's
being
impacted
by
this,
so
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
assumption,
there's
an
allegation
of
a
rape
or
anything
that
meets
that
definition.
Then
we
have
to
determine
is
a
severe
pervasive
objectively
offensive
and
with
regards
to
some
of
these,
that
does
not
mean
that
it
happened.
A
D
E
A
A
A
B
A
A
Don't
intersect,
so
you
guys
continue
to
pursue
individual,
even
though
criminally
may
have
been
cleared
of
sexual
assault
ideas,
because
for
us,
when
the
student
reported
in
this
particular
situation,
one
response.
So
this
is
the
completed
by
the
victims.
The
respondent
is
technically
the
offender.
So
the
two
complainants
came
forward
with.
A
A
Continue
so
the
school
administrators
are
still
doing
their
due
diligence
through
their
to
their
investigation,
so
they're
meeting
any
Witnesses
any
students
and
also
contacted
teachers
once
they
compile
and
investigate
and
Report
they
will
be
in
terminated
to
myself.
We
have
two
District
training
decision
papers
and
Nicholas
flowers,
who
are
both
trainers,
decision
makers
through
ICS.
A
On
the
basics,
to
try
to
learn
a
timeline
investigation
as
well
as
decision
making,
because
they
had
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
community
is
did
not
violate
title
line
and
there
is
no
sanction.
The
student
did
violate
timeline.
We
recommend
that
we
go
back
to
the
District
Administrative
regulations
for
discipline
and
that's
so
we
can
be
suspended,
recommended
for
alternative
placement
or
exposure.
B
A
B
A
So
it
was
not
reported
to
a
time
you
know
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
violations
from
common
that
may
have
fallen
into
final
nine,
but
unfortunately
because
they
were
not
reported
as
a
timeline
violation.
We
did
not
know
that's
when
we
had
to
Pivot
and
make
sure
we
got
all
these
things
in
place.
A
A
A
I'll
say
you
wanted
to
speak
if
we're
talking
about
time,
if
it's
only
about
employees
and
so
he's
listening
to
the
conversation,
because
what
he
wanted
to
speak
about,
because
that
had
to
deal
with
Clues.
So
now
he
is
requesting
see
because
he
wants
to
public
comments
because
it's
more
than
about,
we
want
to
I'll,
make
a
motion
that
we
allow
Mr
cook
to
student,
and
then
the
committee
can
decide.
What
do
you
guys
want
to
do?
C
D
Hello
David
did
you
still
want
to
speak
now
for
public
comments,
since
it
does
or
what?
What
issue?
Yes,.
C
Okay
good
afternoon,
your
chance
to
speak
at
this
late
minute,
but
the
only
reason
I
couldn't
connect
to
Robin
was
because
Title
IX
in
reduced
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
books
with
sexually
explicit
materials
in
the
schools
in
the
sexual
exploitation
of
children
and
sexual
assaults.
I
will
find
the
reports
that
connect
the
two.
In
order
to
give
you
a
better
idea
of
what's
in
front
of
you,
foreign.
C
A
B
E
A
A
A
A
A
A
And
this
is
this
is
with
regards
to
sexual
harassment
and
sexual
offenses,
but
there's
also
a
that
we
will
be
working
on
in
the
near
future,
which
is
equity
and
Athletics,
which
also
follows
on
the
timeline.
So
that's
a
that
is
a
whole.
Other
humongous
means
right,
we're
working
on
that
we're
also
being
included
in
this
policy.
A
A
B
B
B
A
Parent
level
29-
and
it
is
egregious
enough
that
we
determine
that
there's
a
safety
issue.
We
have
the
ability,
As
Time
online
through
time
to
say
we
got
to
do
an
emergency
removal
and
we
may
transfer
a
student.
We
may
look
at
alternative
placement
temporarily
exactly
so.
It's
not
a
disciplinary
infection,
a
temporary
replacement.
B
B
A
That
long,
but
sometimes
it
comes
into
you
know
what
I
just
want
to
have
an
informal
resolution
and
that
can
be
both
employee
and
students.
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
minds.
Thank
you.
So
much.
E
A
A
A
If
you
want,
we
work
with
our
legal
counseling
and
he
then
advise
that
we
didn't
shoot
him
up
put
in
place
social
media
policy,
but
we
cover
everything.
A
A
So
I'll
give
you
someone
makes
a
post
and
it
is
wow
crazy
staff.
Employee
come
back
to
the
building.
That
is
a
lot
more
students.
They
may
have
affected
the
way
that
the
school
operates.
So
it
then
becomes
a
disruption
to
the
building.
We
can
take
action,
it
doesn't
matter
what
they
say
and
where
they
sit,
they
can
write
it
on
yeah.
A
A
Because
I
haven't
looked
exactly,
it
depends
a
lot
yeah.
Oh,
they
have
no
right,
they
shouldn't
be
on
here,
but
if
they're
an
important
spring
speech,
you
know
like
I'm
all
about
having
a
social
media
policy.
So
hypothetically
someone
likes
a
post
on
gun
rights
and
everyone's
like
this,
you
know,
gets
upset
and
there's
enough
more
interesting.
You
know
which
they
have
been
doing
in
college
campuses
for
sure
petitioning
to
have
them
removed,
we're
thinking
to
take
the
class
potential.
A
It
depends
on
what
is
as
a
district.
How
would
we
just
did
it?
What
was
the
level
that
cause
with
their
first
with
their
comments?
If
it
has
disrupt
school,
and
you
have
teachers
who
are
saying
I,
don't
want
to
be
the
same
building,
then
we
have
to
do
something
because
then
it
can
be
dropped
it
and
attacked
here.
A
A
B
A
A
A
A
There
has
to
be
a
conversation
where
Human
Resources
comes
in
to
say:
okay,
we
got
to
talk
about
this,
and
how
do
we
resolve
this?
Because
our
goal
is
to
get
the
school
operation
back
to
moments
versus
just
allowing
this?
Whatever
the
situation
may
be,
whether
it's
a
controversial
post,
a
tweet
but
I
think
also,
there
is
I
think
what
you're
saying
is
great,
but
I
also
have
a
little
bit
I
think
we
have
me
I've
been
advocating
for
social
media
I.
Think
a
lot
of
this
is
good.
A
There
has
to
be
a
two-way
process
where
the
students
have
to
say
this
is
inappropriate,
and
if
it's
now
we're
talking
about
I
think
it's
appropriate
to
stay
in
a
classroom.
You
cannot
teach
a
book
and
say
well,
she
got
what
she
deserved.
Or
you
know
the
Holocaust
was
a
folks
whatever
you
can't
say
that
and
teach
environment.
But
if
you're
thinking
political
statements
and
people
are
reading
it
and
disrupting
it.
A
A
Law
enforcement
won't
do
anything
with
you
can
call
law
enforcement
and
say
Mr
B
made
a
made
an
irrational
choice
on
social
media,
denized
teammates,
that's
different,
sorry,
but
just
with
regard
to
a
sadly
so
I
have
some
random
number
of
social
media
platforms.
If
I
were
to
post
something
controversially
on
my.
A
The
district
office
Ms
Wilson
now
has
the
right
to
say
this
one.
We
need
to
talk
about
this
post,
that's
what
it
is,
and
it's
not
something
you
need
to
either
come
on
one
side
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
to
help
them
understand
how
this
is
disrupted
to
them
or
not.
You
need
to
take
it
down.
A
B
B
A
Where
people
are
making
you
know,
accusations.
A
A
Caught
my
attention,
I
think
that
you
know
Mr
Smith,
Mr,
chandelier
kind
of
put
him
in
is
in
the
current
environment.
Students
can
be
disruptive
for
reasons
that
are
not
fair
to
criticize
a
teacher,
and
so,
if
you
guys
are
saying
you're
going
to
call
them
and
let's
talk
about
this
post
I
would
be
very
I.
Don't
want
them
I
don't
want
to
teachers
feel
like
they
can't
take
controversy.
A
B
A
A
Is
that
we
we
have
no
social
media
policy,
we
had
nothing.
That
says,
please
add
in
a
man
or
English
Beaufort
County
School
District
wants
you
to
so
you
can
be
an
Effective
Teacher
or
an
effective
employee.
That's
what
this
says
the
same
Professional
Standards
and
their
use
of
social
media
if
they
offer
any
other
time.
A
Worrying
about
we,
we
working
here
and
that's
the
same
thing.
A
A
A
So
what
what
concerned
with
me
is,
we
have
had
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.
It
should
be
staff
contacts
all
right,
and
so,
if
a
teacher
and
not
Jim
gives
her
her
job
effectively
right
shouldn't,
there
be
some
way
to
engage
that
teacher.
A
A
A
A
A
A
A
Thank
you
I
think
that
the
morning
I
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
come
forward,
so
I
don't
think
we're
going
to
as
long
as
so
my
assessment
of
this
would
be
that
one
thing
to
say,
I,
think
it's
destruction
of
the
classroom
is
a
it's
a
questionable
standard.
A
New
law,
s
of
family
in
the
particular
buying
that
unused
days
and
six
days
every
time,
but
that's
the
major
change.
A
Okay,
so
our
final
AR
HRS,
if
you
want
pregnancy
and
lactation
it
I,
wonder
I,
wonder
not.
The
committee
wants
to
contract
question
is.
A
A
A
E
Yes,
thank
you
board
members,
pregnancy
and
lactation.
What
we've
done
in
this
administrative
regulation
is
just
updated
with
the
law
that
pregnancy,
as
well
as
false
pregnancy
termination
of
pregnancy.
E
We
do
not
discriminate
against
any
employee
on
the
basis
of
their
status
of
pregnancy
and
we
have
leave
procedures
for
our
employees
who
need
to
take
leave
Under,
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,
pregnancy,
May,
Fail,
a
complaint
through
our
grievance
procedures.
We
added
the
section
about
giving
the
break
time
or
meal
time
for
employees
to
express
milk.
E
We
added
the
new
rules
from
the
office
of
civil
rights
discrimination
based
on
pregnancy-related
conditions,
that
was
in
October
of
2022,
and
we
added
the
Beaufort
County
school
board's,
coherent
governance
manual
and
I
wanted
all
of
you
to
know
board
members
that
at
the
topping
out
ceremony
for
Robert
Smalls
I
was
able
to
sit
next
to
the
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
it'll,
be
very
comfortable
for
employees
and
we'll
give
them
privacy
and
have
a
place
to
express
milk,
so
I'm
very
grateful
for
that.
E
B
A
A
All
right,
then,
we
have
this
Walton
view.
Our
concludes
the
review
of
the
four
Hrs.
You
have
an
explanation
of
bereavement's
process
and
I
believe
just
to
make.
This
is
something
that
you
specifically
wanted
to
have
address.
I,
don't
know
if
you
want
to
ask
questions.
B
A
So
what
we're
going
to
do
today
is
the
team
will
talk
about
what
is
the
complaint?
What
is
its
event?
What
is
what's
the
reporting
mechanism
and
then
how
does
that
all
work
for
modified
employment?
Let
them
know
if
I
have
a
concerned,
so
it
should
be
pretty
clear.
I'm
going
to
let
love
start.
I
know
it's
a
great
week.
A
This
is
a
big
question
when
they
have
problems
and
concerns,
and
before
we
examine
this
and
I
tell
you
the
reporting
mechanism.
Let
me
look
at
this
in
two
different
ways:
we
look
at
our
internal
building
measures
and
the
following
something
that
can
be
handled
at
the
department
level
or
at
the
school
building
level,
and
that's
really
an
informal
procedure.
We
have
you
know
their
mentors
in
the
buildings
there
are
department.
Heads
team
shares
a
variety
of
people
within
the
department
or
building
that
can
and
health
problem
solved,
so
to
speak.
A
So
my
employees
have
a
problem.
It's
something
that
doesn't
need
to
be
formally
formally
I
mean.
Who
else
in
your
building?
Can
you
go
to
what
other
mechanisms
can
you
use
to
try
to
resolve
the
problem?
Then?
The
next
part,
on
this
other
side,
we
have
our
external
policy
measures
and
those
are
our
administrative
regulations
that
becomes
a
more
formal
process
and
that
always
includes
the
school
administrative
organization
administrator.
A
So
Alice
mentioned
this,
that
a
major
of
our
complaints
fall
into
these
Sports
and
the
first
one
is
spent,
and
sometimes
employees
are
frustrated
or
they're
dissatisfied
and
they'll
call
to
the
district
office.
They
go
into
their
principal's
office
and
they
just
want
to
be
heard
and
a
lot
of
times.
The
venting
itself
is
the
resolution.
For
that
particular
case.
A
Sometimes
they
have
complaints
and
complaints
can
come
in.
You
know
a
variety
of
ways:
they
could
be
about
a
variety
of
things
that
don't
rise
to
the
level
of
agreements.
For
example,
I'm,
a
teacher
I'm
upset
about
discipline
in
school
call,
Mr
Deeds
and
it's
Mr
Diesel
after
this
complaint
that
I
wanna
about
discipline
not
being
fairly
headed
out
in
school,
is
going
to
tell
me
well.
This
is
what
you
need
to
do
so
I'll.
Let
him
explain
that
in
a
moment
here,
but
that
would
be
an
example
and
then
grievances.
A
We
have
to
find
an
Hrs,
and
so
we
have
Grievances
and
then
again
on
TV
already
presented
pretty
extensively
on
Title
IX.
So
that's
our
fourth
flight.
A
A
And
you
can
also
complaints
on
cloud
link,
there's
that
little
tiny
lowercase,
I
that's
that's
a
an
icon
for
eyesight,
so
when
employees
click
that
that
will
take
them
to
a
potential
web
form
for
everybody,
and
then
we
also
have
to
see
something.
So
if
something
that's
close
to
more
tips
by
students,
but
sometimes
be
something
say,
something
is
used
when
a
student
is
complaining
against
a
teacher
or
a
staff
member.
We
also
have
the
district
Title
IX
website
form
and
then,
of
course,
in
person
and
sometimes
that's
on
the
phone.
A
A
I
think
these
are
very
important
considerations
as
well
as
expressed
in
our
admin
regulations.
15
and
PP
mentioned
this
as
well
with
509.
Is
we
always
want
to
have
the
resolution
take
place
at
the
lowest
administrative
level?
That
is
key
because
we
have
to
have
a
process
for
a
lower
administrative
level
person
to
handle
that
so
that
there's
a
place
for
an
offender
field.
It
comes
to
that.
The
second
thing
is
is
that
we
encourage
employees
at
all
levels
to
make
sure
that
they
document
they
they
understand.
A
They
speak
about
what
it
was
talking
about
in
the
meeting.
So
even
if
I'm,
a
principal
of
a
building
and
somebody
comes
in-
and
they
have
a
concern
that
they
just
want
to
defend,
I
would
encourage
that
employee
to
still
stay
on
December
14th,
that's
on
the
principle
such
and
such-
and
this
was
that
you
know
what
what
it
was
about,
because
if
it
resurfaces
again,
then
that
becomes
a
Continuum
to
say.
A
I've
done
this
I've
gone
through
these
channels,
and
my
problem
is
still
not
being
yourself
at
which
point
then
we
can
guide
them,
should
report
and
so
on
slide
number
seven,
and
this
is
what
I
walk
you
through
slide.
Number
seven
just
shows
the
process
flow
chart
here
and
I
hope
that
this
is.
This
is
easy
to
follow.
A
We
started
the
employee
brings
the
concern
with
the
immediate
supervisor
within
10
days
of
the
currents
and
that
time
frame
comes
from
HRS
15
at
11..
The
complaint
is
filed
via
our
reporting
mechanisms
and.
A
Sometimes
it's
an
informal
complaint
where
a
team
leader
or
a
supervisor
a
department
chair
somebody
can
manage
that
resolution,
meaning
is
held
fund
is
resolved
and
maybe
an
amendable
or
an
amicable
solution
is,
is
found
on
the
parties.
A
It
could
be
a
level
one
reason
and
level
one
agreements,
HR
test
of
15
and
level
one
grievance
would
be
at
the
supervisor
level.
The
complaints
receive.
The
meeting
is
their
own
and
investigation
takes
place
and
then
there's
a
decision
that's
made
and
that
decision
may
be
and
if
the
decision
went
to
field
that
comes
to
a
level
two
ingredients,
there
are
three
ways
to
get
to
a
level
two
ingredients.
The
first
way
is
an
appeal
of
the
level.
A
One
second
way
is:
if
this
employee
supervisor
is
the
person
against
whom
the
compliance
file
and
then
the
Third
Way,
is
that
the
employee
does
not
want
or
doesn't
feel
that
there's
a
current
supervisor
is
able
to
handle
the
complaints
and
based
on
HRS
15,
that
the
decision
of
the
superintendent
or
his
or
her
design.
That
decision
is
Final
in
this
matter.
A
So
next
we
have,
this
is
just
a
full
charge.
So
if
you
can
understand
the
title
ix-12
process,
the
timeline
of
possible
payment
information.
B
A
Talks
about
whether
they
want
to
follow
a
formal
complaint
or
whether
they
want
to
knock
out
the
final
complaint
UI
is
the
title:
non-coordinator
was
read
to
the
supportive
measures
or.
B
A
I
I
have,
within
my
career
the
ability
to
sign
a
republican
point
on
behalf
of
the
complaints.
If
it
rises
to
that
level,
then
if
it
goes
through
a
formal
complaint
process,
the
millions
of
allegations
are
provided
the
investigation
of
current
there's
a
resolution
and
then
there's
the
ability
to
appeal
and
then
that
last
box
at
the
left
is
the
informal
resolution
process.
So
this
gives
you
a
small,
Bridge
snapshot
of
the
process
that
has
been
happening
with
regards
to
timing,
all
right.
A
A
So
from
the
committee
part
of
the
business
process.
A
A
A
A
A
To
me,
that
is,
that
body
index
of
personal
people.
A
My
question
is
in
terms
of
on
on
the
on
these
on
level
two
that
people
can't
read
I
know
people
cannot
go
beyond
the
superintendent,
so.
A
Thank
you
that
agreements
for
an
employee
does
not
need
to
stop
at
the
superintendent
that
the
Board
needs
to
hear
every
employee
freedoms
that
they
are
not
satisfied
with
the
results
that
they've.
Yet
so,
if
I
file
agreement
and
I'm
not
happy
with
it,
then
it
won't.
You
hear
every
one
of
those
students.
Hopefully
we
will
hopefully
visit
each
other,
whoever
the
superintendent
is
diligent
enough
to
where
all
those
all
those.
B
D
A
A
A
A
A
That's
just
around
him
some
people
we
just
won't
satisfied
but
it,
but
what
could
it
be,
what
they
were
going
to
discover
that
there
are
also
people
sometimes
where
you
can
want
to
protect
staff,
or
some
people
can
feel
that's
how
you
want
to
build
or
or
you're,
not
going
to
see
it
that
way
and
I
knew
that
that
we
owe
them
that
option
to
to
have
someone
to
hear
it
in
that
fair
shape,
and
then
that
means
no
problem
with
that.
I.
Just
don't
think
that
agreement
should
stop
to
me
and
I'll.
A
Have
someone
told
me
because
I've
been
told,
or
going
going
around
being
like
that,
you
know
that's
what
mostly
you
can
get
by
so
that
could
be
a
bit
intimidating,
but
if
the
step
is
already
there
and
he's
saying,
I
want
to
go
through
this.
C
A
I,
don't
feel
that
the
Lord
is
the
Lord
is
meeting
his
meaning.
That
has
been
the
least
and
I
had
several
people
who
have
said
that
that
sometimes
I
want
something.
So
when
you,
when
you,
when
you're
giving
them
that
fair
shot,
they
said.
Okay,
well,
you
said
that
if
a
man
that
needed
you
know,
okay,
we'll
listen.
A
A
A
That's
when
we
make
this
separation
between
the
readings
and
a
complaint
that
has
been
on
AR
and
that's
what
I'm
saying
this
is
based
on
race,
pre-color,
religion.
That's
that's
totally
different!
Well
different
example
of
ingredients
other
than
the
reasons.
A
D
A
And,
oh
my
God,
that's
not
there's
no
amount
of
numbers.
I
mean
there
was
no
situation.
We
are
talking
about
them
in
terms
of
going
to
the
board
because
you
were
born
if,
if
I
expect
a
Believers
to
come
to
the
Border,
because
that
person
is
not
satisfied
with
argument,
responding
from
a
District
employees
stand
on
it,
I
want
to
go
to
the
board
to
see
if
I
can
be
justified
a
little
bit
because
firing
a
person
have
an
employee.
It
was
a
classified
who.
A
The
idea
of
when
that
person
was
assigned
to
as
a
classified
employee,
you're
an
employee
at
will
that
person
did
not
like
where
they
were
so.
Therefore
they
wanted
to
grieve
the
process
because
they
did
not
like
where
they
were
assigned.
Choices
like
this
is
where
you're
going
to
be
assigned,
so
they
didn't
like
it.
So
they
wanted
to
grieve
it
and
they
wanted.
It
could
go
beyond
superintendent,
but
that's
not.
A
A
You
guys
you
want
to
Institute
a
policy
where
the
board
gets
involved
in
that
seriously.
That
is
not
where,
if
anything,
so,
here's
what
I'm
going
to
propose
Mr,
Smith,
I,
suppose
a
that
Ms
walner
team
did
exactly
what
we
asked
in
terms
of
outline
the
process.
So
it's
now
completed
I
think
what
you
need
to
do
when
we
make
this
report
and.
A
To
the
full
volume
that
we
use
policies
to
have
a
role
in
terms
I
will
have
to
come
up
with
some
worry
or
something,
and
then
let's
make
this
discussion,
I.
Think
that
we'll
bring
this
presentation
forward.
I
really
do
think.
It's
helped
me
to
be
careful
institutions
at
least
now.
A
B
A
Committee
2023
and
then
I
would
like
to
take
a
moment
to
recognize
committee.
B
A
Can
we
get
a
motion
to
yeah
okay,
so.