AI-Based Transcript for Zoom Recording 4/30/2025:

Disclaimer

• This transcript was generated using AI and may contain errors or omissions. It is provided to support accessibility and reference, but should not be considered an official record. Please review the recording for confirmation of key points.

03:54

Can you hear me? Yes, I can hear you. I have to be on my phone, my stupid computer. Like, I don't know. It will not do zoom for some reason. If it's a district computer, that's why. No, it's my personal one. And it says I like download a thing and it won't download it. So yeah. And then am I going to be able to be on video? Cause I think people might need to see me.

04:25

Yeah, how are you going to show the slideshow? Slideshow. I'm talking. I don't have a slideshow. Okay, so I set it to where you could share your screen. I'm not the one that set the parameter. And even if I did have one, because I'm on my phone, I can't freaking share a screen. I mean, I'll go through. I have it set up in portions, so I'll let people know what I'm talking about, and they can kind of make a heading and take notes.

04:55

If that works. I'm really peeved that my computer will not work. Yeah, I think that's fine. What was that? I'm sure there are people driving like myself, so we wouldn't be able to see a slide presentation or tape notes. Yeah, is what I can do is after I'm done, I can like.

05:24

type up an outline of what topics I talked about and we can email that out. So that would be good. This is more of just an informal to kind of give everybody a heads up of where we're at and what things are looking like. And I'm really peeved that Melanie still hasn't sent the health insurance stuff. I don't know what anybody have any idea. Classified got it.

05:52

Yeah, because I asked them yesterday. I don't have any. I don't even have. Well, you were there, Michelle. We don't even have anything digital to share. No, we just have that one copy they gave each of us. That was it. Yeah. Melanie Cabin is usually on it, so I'm sure there's a good reason. It's not Melanie Cabin. It's Melanie. Oh, got it. Thank you. It's the district that's supposed to send that out. It's not really a bargaining thing. We bargained for the cap, but.

06:22

what we're actually being offered as far as the health insurance itself, that's the district that needs to do that. I can't believe they haven't done anything. That's ridiculous. I'm stressing about this. I want to know. Yeah. And it's too much. It's, you know, because before it was just like, oh, you can either have this one at this price or this one at that price. And I was like, okay, make up your mind. But this one, because there's co-pays.

06:50

There's different co-pays and depending on the co-pays, there's a different monthly and there's also different coverage. And there's different people on 11 months, 10 months or 12 months. So that totally affects their prices. Yeah. So it's just entirely too much. Yeah. I mean, I think if just a quick rundown, like, you know, what it's going to cost. Yeah. Because the chart is where we really need to see it.

07:17

That's where, yeah. And I'm going to talk about the numbers on that chart, but then ultimately I'm going to be like, if you are really concerned, I'm going to encourage everybody to email Melanie at the district. Can you please send me the upcoming health insurance information? Do you want me to text somebody from classified and see if they can email it, what they got to you? Sure. If they have it. Yeah. Yeah.

07:45

will i get the stuff from the last bargaining session i don't have anything yes i i have your extra puppies awesome um and then really quick is our whole team on here yet or no i can't even see i hate being on my phone this is mark i'm here we just have to be careful with what classify got just to it might be different

08:10

Yeah, it could be different. You're right, it is, because their cap is different. You're right. Yep, it's not going to work for us. I'm in a special MOU situation, which also extended this process getting done, I guess, according to Brian Hahn. MOU on what? For classified? Classified in healthcare. Brian Hahn just told me briefly that...

08:36

There was like everybody had voted or something and there was something to do with an MOU on classifieds part regarding it that had to be finished. But he thought that was done. So Asesha, I see Matthew, Mark, Denise. Luke and John. Luke and John, I know, right? I was thinking that too. Matthew, Mark, Denise, you. I don't see any others right now. Michelle's on.

09:04

Last one we need to know about for Friday is I just need to know if I can tell Shifflett, yes, we'll do the budget workshop Friday instead. Sounds like most said yes. I'm waiting for Angelique to answer. That's who I haven't heard from. Yeah, and she's not on yet either. But I know she has home hospital. Is this at 4 or 4.30? 4. And then, Jen, because I'm talking, do you want my video on or no?

09:33

Yes, please. That'd be great. I'm trying to turn it on, but it says I can't. I can. Oh. I didn't limit that. So let me see. It says videos disabled. You have to have his hoodie. Let me see what I can fix. Hold on. Okay. Yeah. Jen, are you using, you know how we have the same computer? Yes. Are you using that computer for this?

10:02

yes i am next time i'm with you i'm gonna have to because i it's telling me i have to do something and i can't i don't know i can't get zoom to work on this door i had trouble at first too i had to jump through all kinds of things to get it to work it was a long time ago but it worked but it was a problem at first yes okay yeah i'm gonna have to figure out those hoops yeah i'm gonna pin you so you're the big one hey jen did that work for everybody or just me let me see

10:31

No, she's pinned, but I still don't see her video. Hey, Jennifer. I'm going to go grab water super quick. Jennifer. Yes. Yes. Hey, just really quick before we start, I wanted to find out if it's okay if Glenn put some stuff on the new ADTA website regarding Summer Institute with deadlines and information. Would that be okay?

11:00

Yes. Awesome. Thank you. Glenn, are you on? I see him, but I don't hear him. I'm sorry, on the ADTA website or on the Facebook page? Either one. Yeah, we'll let Chris Dominguez put things on.

11:28

the website i'm sorry my apologies chris thank you chris okay yeah yeah that would be great because we need to know who wants to go

12:06

I turn chat back on so people can type in their questions if they don't want to or if it starts to get with cross-traffic talking. You're muted, Asesha.

12:37

Because I can't share my screen, I'm going to present it in chunks based on topics and then sort of pause in between to answer questions. And then I am going to type out the outline of what I'm presenting to email to people in case they miss stuff. Or I'll email out what I was going to show, but I can't because of my tech difficulties. And then Jen, just let me know when you want me to start.

13:06

Let's give it a minute or two because it's not quite four yet. It's 3.59. All right. Hey, Jennifer. Jen.

13:36

Yes. Do you have any feedback on whether you want CTA to present that 457 information? No, I don't have any information about that right now. All right.

14:07

Miss Nagy, you're not muted. Just so you guys all know, it didn't mute you when you come in, so you probably need to mute yourselves.

14:33

Muting people when they come in is not an option anymore, at least on this version of Zoom. It's kind of weird. Oh, gotcha, yeah. It gives me the option when I come in. Yeah. But they don't pay attention, yeah. I don't even see an option for mute all like we used to with our kids. Bummer.

15:02

That button was very powerful. I really liked it.

15:31

Let's go ahead and begin. You're mute, sweetheart. Okay, so because I can't share screen, I'm going to verbally go through stuff, but I will email out like the sort of outline of topics that I'm going to be talking about today. The first thing I want to start with is where we are.

16:00

in the bargaining process. I've already, based on the last communique, I'm hearing whispers of rumors and things going around. So I want to clarify what happened at that last meeting and where we are at. We did get not a good offer at all. And we made that very clear to the district team that we in no way, shape or form plan to accept that offer. And quite frankly, they weren't even close to a good offer with that one. Now we're not at impasse.

16:29

We didn't storm out and just leave and, you know, flip them the bird or anything like that. We did make a counter offer, which I'm going to talk about in my other section. They looked over the offer. They asked a couple questions, but then they just, we stopped there and we scheduled our next meeting. So they didn't try to have like a dialogue to, you know, see what kind of numbers would work.

16:55

which they did do last time. So that threw me off a little, but we are still actually in the bargaining process. With that being said, we will not be TA'd. We might be TA'd before this school year's over, but we won't have enough time to vote. So I'm sorry, but even if we were to go to EMPATH, we're looking at not settling this contract for 24, 25 until next school year.

17:24

Hopefully that will be very quickly within the next school year, but there's just no way it's going to happen and get voted for and all of the things before we're done with the school year, which is unfortunate. So let me see. On the communique, it mentioned that we are looking into starting to organize.

17:49

And with that, our first organizing event is to attend the board meeting on May 6th. The purpose of this meeting is to not be full-blown hostile just yet. We want to show our presence and remind our board, mostly our board, that we can in fact organize, especially when it comes to contract disputes. You know, we all know that there's things going on within our union that might be dividing us a bit.

18:17

But when it comes down to our health care, our benefits and our money and us deserving COLA that they receive for us, we are united in that front. And so I want the May 6th board meeting to mostly just be a show to them that we will show up if you want to push it to that point. So hopefully remind them so that our following meetings with bargaining, which are May, they were supposed to be May 21st was our next meeting.

18:47

but Mr. Shiflett at the district office is already like bumping up other meetings, trying to get things done. So that's a good sign that he's trying to change meetings and make them happen sooner so that hopefully we finish. Okay. So now the stuff that you will probably ask questions apart. So I'm going to kind of go through and give some detail about the different that we've done with bargaining.

19:16

So, is there, first, is there any questions about any stuff that I just shared right now? Is the chat, is there any questions pertaining to any of that in the chat? No, I don't see any questions right now in the chat. I mean, the one, I answered one about, what about people who are retiring this year? Whatever we agree upon will be retroactive and given to them. Yes, I will be.

19:45

uh transparent i'm not seeing any retirement bonuses or any discussions about that happening um okay so some some of the good news somewhat good news so class size um we're pretty much done on class size of course our goal was um reduced class sizes we did not make we're not making much ground on that um and this is partly because

20:15

which I'm going to get into later, there is some budgeting things still affecting the district. Last settlement, we talked about the audit and there were some major things on that audit, which again are not our fault, but at the end of the day, it affects the budget and we're really having to juggle where we want to spend the COLA and with what health insurance is doing. And we're really focusing in on that fight a little bit more than class size right now.

20:43

Any questions in regards to class size? Okay. All right. Duty day. I'm just going to share. We're TA'd on duty day. And this is where we have gotten a big win. Potentially, as long as we actually agree on this, as long as we get to a final settlement. So the biggest change on duty day is going to be for our Tuesday meetings.

21:11

It currently states they have five hours and 45 minutes for meetings and collaboration each month. We have got that reduced down to three and a half hours. They're only permitted three and a half hours. And one Tuesday a month has to be a non-directed teacher workday. And that day can be on or off campus.

21:40

One Tuesday a month will be a non-directed teacher workday for you to take care of your responsibilities. Well, not the full Tuesday. Let me clarify. The early release Tuesday, you won't have one early release Tuesday a month. You will have no meeting, no collaboration. It's a strictly you dictate.

22:07

what you use those hours to complete or do, whether that's on campus or off campus. Can you repeat that again from what she said? The whole thing with duty day? Yeah, about duty day. You said something about, it was five. Now, can you, yeah. So currently, they have five hours and 45 minutes a month that they can schedule PDs, meetings, and collaboration. They have that much to work with.

22:36

We looked at the timing of it because of, you know, how much it is. And we've got that reduced down to three and a half hours a month is what they have to. And they can direct whether they want it to be a collaboration. They want it to be a meeting. That's up to them. But it's only three and a half hours a month. And one Tuesday a month has to be given to non-directed teacher work time.

23:05

Does that make sense? Yes. Got it. Thank you. You're welcome. So I'm going to move into transfers. I'm sorry. Can I ask a question about that? Sure. Go ahead. So those, that one Tuesday a month, are those replacing the teacher early release days?

23:33

Or in addition to the teacher early release days? They're replacing them because there's now going to be 10 of them. And you don't have to stay on campus for them. Okay. Awesome. Thank you. Yes. So we got more of those as well. Okay. So transfers, they opened.

24:00

this article and it's been a job and we are not settled in any way on this article. Mostly what I want you to know with transfers is our big fight as the bargaining team is we're just making sure that any language, if it does get changed, that it is not negatively affecting the members. We are aware with the fears with transfer language that it can become potentially

24:28

a disciplinary action, especially involuntary transfers. And there has been some things that they've proposed that we have been absolutely like, heck no. So we're still working on transfer language. They also are wanting to remove the language in there that helped cover healthcare, that gave us that 100% healthcare if they want to transfer within.

24:55

The first, I think it was first 30 days or something like that. They want that language gone. And we have been adamant that unless you put a hundred percent firm cap on our health insurance, that that language does not leave. So that's been a sticking point. Any questions on transfers? I'm not going to go into a ton of detail because it's a lot, but I just wanted to let you know that.

25:24

We are making sure that none of that language reads in a way that could make this a disciplinary thing. Okay. The next part, evaluations. We're pretty close to being settled on this one. Actually, what they wanted for evaluations, for the most part, was pretty simple stuff. They wanted to go back to a much more simple format.

25:53

It's much, it's closer to the one we previously had. So the biggest thing we're making sure of here. We'll fill you in. You're not muted. Oh, thank you. We're just really making sure with evaluations that they're not trying to adjust how often you get evaluated, especially the every five year for those tenured, those 10 plus year teachers.

26:22

We are not letting them touch that. And I will tell you they tried. And we're not letting them touch that. Now for the final one, salary, health, and welfare. So obviously the offer they made at the last meeting, the 1% off schedule was a joke and an absolute no. We did counter.

26:49

I will tell you for healthcare, we countered a new cap that would cover the lowest HMO at 100% for this school year. I know our insurance is changing, but please remember we are bargaining for 24-25, not 25-26. Now, if they want to start talking about something that would also bump into that range, that'd be great, but we are shooting for a cap that would cover

27:17

100% of the lowest HMO, which is Kaiser for this contract year. For salary, we are pushing for something on schedule. I'm not going to go into detail with the number we started with because we are in the bargaining process. And I just don't want people to hear a number and then that's it. That's where we're at. But be assured that the bargaining team is pushing to get us as close to COLA in our final benefits package.

27:46

The cap on health and welfare that we countered is one, one and a half percent. And COLA this year was two. Oh, shoot. Was it, it was either 2.4 or 2.04. 2.43. 2.43. So obviously the remainder of that, if we can get the, the one and a half percent of it to be the health and health and welfare in order to cover that a hundred percent.

28:14

then we'd be pushing for the rest to go towards on salary. We also countered with an increase for the extra duty stipends, such as DL coordinator, sports directors, coaches, all of those positions. So those take up some of the percentage, but not anything too crazy. So keeping that in mind.

28:44

Any questions on salary, health, and welfare? And I know there's questions about the upcoming health, which I'm going to hit a little bit on at the end. Oh, no, no. If you're not muted, if you could just please mute. Yeah. I do have a question about the, I know that we're still.

29:13

working on this year for like you said at the beginning next year we'll probably be going into it in the beginning of next year so my question is let's say we do settle we vote for it in September how soon and I'm talking a year you know in advance how soon will we start talking about salary for next year for 25 26 are we going to wait until the same time again or will that be something that's on the forefront

29:38

No, if we settle in September, we settle, we vote, it passes. Let's say it's all of that is done. Really, it's just a matter of how quickly we can set up meetings to start bargaining right away for the 25-26 year. So can I ask why? We started bargaining for this year in October. Okay, so that was my next question. Sorry, go ahead.

30:07

No, no, no. I was saying that that was my next question. Like how what happened this year? What took so long? It's just been well, the district's been dragging their feet on offering anything with money. And they opened up transfer the transfer language, which is about 25 pages. And yeah, they wanted to make a ton of changes. So that's been dragging the process. But mostly it's they didn't want to propose offers for salary. They've been holding back and holding back.

30:36

which is something they do every single time because they want to wait till every little budget thing is in. Like right now, the May revise comes out for the budget May 21st. And, you know, we got the feeling they wanted to wait until that. And we're like, that's too late. And so this is the unfortunate part of bargaining is in order to say, okay, we're done. We want to go to impasse. This is enough.

31:03

We have to show we've met enough times and that there's been enough back and forth because it has to get approved. And so it's the game that they've created that unfortunately kind of ties our hands sometimes. I was hoping it was going to go quicker this year, but it's not. So does that mean if they're going to pay Kaiser 100% for this past year?

31:29

Do we get a retro check for $266? Yes, we are going to fight for that. Per month, yeah. Yes. And then I'm retiring, but I see that in my retirement then? I believe so. Let me double check on that because that's one of the things I'm still learning all the details on. For sure we are fighting. Sorry, go ahead. For the person that's retiring, just know I talked to CTA in November.

31:59

when I went to whatever you call those seminars, it's not, see, CalSTRS know that if you retire and they don't settle, CalSTRS will go back and redo all your checks to what you made up for. So if you retire this year and then eight months later, we get, we're all getting retro checks. CalSTRS will be notified or you could notify them. They'll go back to your first retirement check as it to get it.

32:29

This idea that we wait so long to bargain and we're into next year, CalSTRS will readjust you. You'll be made whole. There's no disadvantage for you because you're sitting home, you're retired, and then you're not going to be forgotten about because you should have gotten a whole different check. So you won't be penalized because this is taking so long. That's true for your CalSTRS.

32:59

It has to be negotiated that it's retro even for our retirees. They do not have to give us retro for people that retire. So that has to be negotiated. There's another district in a really bad spot right now in a lawsuit because they didn't negotiate that. And everybody who retired thought, well, we're still getting our retro and we're still getting our health care back. And they did not and have to negotiate. It has to be said in there that it's retro.

33:23

So please keep that in mind as you negotiate. Yeah, that's definitely something because they are, I don't want to say pushing for retirements, but they're pushing for those numbers. So that is something we can use at the bargaining table as well to say, well, you want to know your retirement numbers, let's settle this and let the retirees know that it'll be retroed for them as well. So yes, I will add that to your notes. And I did see a question.

33:52

Another question is that, so if I keep the district, I'm only 63 and a half. So if I keep the district's insurance, I would pay what an active member would pay. And so if they go to 100%, then that would affect me that way too. Then I would not have to pay for my health insurance for like a year. Correct? I believe so, Mark.

34:21

You know the rates for retirement, what the differences are? He's my one that is knee-deep in the retirement stuff. I believe that's the case. I believe that's what it is until you're at Medicaid age. Yeah. I'm going to refer you to the language of the contract, but it used to be 95%, and now it's 100%. But there can be some caveats that I've heard I don't really want to get into. But the contract...

34:51

does answer some of your questions that that you have okay i'm gonna leave it at that for right now thank you and then i want to address i saw a question pop up on the chat i don't know if it got answered about if we can bargain for two years and can instead of doing it every year that's an option um it's just it's one that the district also has to be willing to discuss and

35:20

There was potential for that last year, but they just weren't offering something that was going to work at all. And this year it hasn't been brought up at all. So that's kind of where we are with that. The last thing I want to touch on is the budget concerns with the district. So last settlement, the 23-24 audit came back.

35:48

derogatory at best. And I talked about this at our last TA and costing the districts all sorts of fines and fees and things like that. Part of our settlement last contract was that FICMAT needed to do an audit, an additional audit for the district. That has happened. Brian Todd is our CTA representative is actually working on

36:15

getting that completely detailed audit from the district the district has agreed to meet with us and go line by line through that audit which was supposed to happen in a week but now we're getting word it's i think going to happen friday um so that our cta representative brian todd can ask some questions because we see some areas where they're potentially padding i don't want to say hiding but their numbers are kind of large for things that were like you haven't spent that money so

36:45

give that to your member or give that to your teachers. Yes. I believe CSEA is also having their people come and look at it at the same time too. So lots of eyes, which is a good thing. I will say that the cabinet, Julie Gonzalez, the CBO and Craig Shifflett for HR are, they are showing signs of being transparent and really wanting to actually work with us. So.

37:15

It, it's kind of a hard, it's a hard thing because they're answering to people and all of that stuff. But one of the big things that I do know, because Julie went into in depth a couple of times at our meetings, that's really affecting the budget. So they have improved the audit. The audit looked much better this go around than in the, for the 23, 24. However, one thing that is causing a budget hiccup and a potential pretty severe budget hiccup is

37:45

Has to do with our unduplicated headcount. And if you don't know what that is, that is our students are low income students. So we get obviously more money for students that qualify. And if you remember at the beginning of the year, there was a big push to send those surveys out to parents to have them fill out asking about what their gross income is. And there's some other questions on it. And that is because one of the big things the audit found.

38:13

was we were fraudulent in our unduplicated count. So as what had happened is, I wanna say starting in 21, either 21, 22 or 22, 23. One of those two years is when it started. Instead of surveying parents, we just, whoever was at the district office at the time, I'll let you do that math. They were just rolling over the unduplicated count.

38:43

They weren't, you're supposed to reevaluate students, their families every single year. And they weren't, they were rolling them over. So when the FICMA audit came through is what they found was that there was indiscrepancies between what the survey said and what was in ARIES. So it basically looked like we took money for students that didn't qualify. And the last number that Julie showed us was

39:11

This was to the tune of about $800,000 per year for the next three years that that's going to cost the district in fines. This is something she's going to go a little more in detail when we're looking at the actual audit and going line by line. But that's sort of the general overflow or overview of it. And also with the new this year, getting the forms out and getting the surveys done.

39:37

Another problem, which this one's not fixable, it's not anybody's fault, it's just it's appearing that our unduplicated population is reducing in size, which that's going to equate to less funding, which is something they're potentially preparing for. I'm going to pause there for a minute and see if there was questions. We're going to do it tomorrow.

40:07

Brian, you're unmuted. I have a question about that. Yes. So does that mean that overall our Adalto community's poverty level that it's decreasing? Based on the forms that the parents filled out? Yes. Well, I mean, that's a good thing. I think it's a good thing.

40:35

But it is going to equate to financial adjustments. Right. And then also they are preparing for potential cuts in funding. You know, we're still we're all waiting to see what the actions of the federal government are actually going to look like. You know, nothing has actually come down the pipe officially as far as any kind of budget cuts.

41:01

towards, you know, 504 numbers, SPED populations, any of that stuff. So that's causing a lot of the breaks to be pushed at the district office because they're kind of waiting to hear from county, which is waiting to hear from state to see, okay, are these federal things that are happening actually affecting our budget?

41:26

And so it's just kind of a wonky time, unfortunately, too. I don't want to say we did make it very clear at the table that we are tired of taking the brunt of the financial setbacks in this district because it is us that predominantly take the hit while they lay off another superintendent and pay them their salary for so many times while hiring another one and giving them a raise.

41:53

I asked the question, too. The board, if they had been paying attention, should have caught this mistake. This is ultimately on the school board. This should have been caught by our previous CBO. This should have been caught by so many people. But they weren't doing their job. Thank you for saying that. Because if they did not...

42:20

This was not done during our current cabinet. So Walker, Shifflett, or Julie Gonzalez, they were not here when this stuff was done with these numbers, with the unduplicated counts and the way they were doing that. They were not here when that got done. They got this dumped in their laps. I just want to add that I think it's a good point that, you know, for the school board, that at some point they have to take responsibility.

42:49

That, you know, they are the ones who keep firing people. They are the reason why people can't get to know their job and become proficient at it in our district. I mean, it's on them. Especially when they keep voting themselves a raise every single year. I think that's an excellent topic for the May 6th board meeting to speak on for anyone who would like to speak.

43:19

Thank you. So the last things, I know an email has not gone out with the new, with the health coverage stuff for next school year, which I'm going to get on the horn of that because it's ridiculous. It needs to go out. Literally.

43:40

We haven't emailed something because literally all I received at bargaining was this little chart on a piece of paper. I've received no email or anything. And then even that chart isn't complete with these stuff. I can give a quick synopsis. So we switched to REAP instead of HUB. That's our new trust or people we're going through. The choices are going to be between Anthem.

44:09

Blue Shield or Kaiser. And then from there is where it gets a little weird because this time there's options between which copay package you want to have and that affects your monthly. So for example, and also if you're a 10 month employee or a 12 month employee, which side note.

44:35

The 10-month employees, they're violating contract and we are going to fight that at the table. That is getting brought up because they should not be hiring people on a 10-month contract. We have 11 months too. Yeah, and it states clearly that we will be hired at a 12-month. It is in the contract. So, sorry, going off topic there for a minute. The general rundown. So for Anthem or Blue Shield, this would be...

45:02

I guess our Aetna people now, or I mean, you can, if you're of Kaiser, you can switch at open enrollment, but there's, I have the $10 copay. So if you're wanting a $10 copay option, if we get nothing on health and welfare, these prices a month are if like we get nothing at the bargaining table, because that's all I have to go on right now. So if it's at the cap that they currently offer, it would be these prices.

45:32

Um, for the $10 copay, it's for Anthem is $305.51 a month. For the $30 copay, it would be $256.26 a month. Can you say it one more time? The $10 copay Anthem would be $305.51.

46:01

out of pocket. And the $30 copay would be $256.26. And the big reason they need to send everybody information is because there's variations on prescription costs, emergency costs, those sorts of things, depending on which copay. That's why there's a difference in price. And that's like a lot that I can't share verbally.

46:31

Kaiser, and there's a $20 copay, but again, they didn't give us that. We're still waiting for them to get that, to get us that. The Kaiser for the $10 copay would be $467.37. So again, $10 copay Kaiser.

46:58

$467.37. And Kaiser $30 copay is $422.73. Can you repeat the 10 for Kaiser? Yes. $467.37. So actually Kaiser is more than... Yes. So moving into next year.

47:27

Kaiser will not be the lowest HMO. Also, I did get, I don't remember her name is. Who's the insurance lady? I can't remember her name. Melanie. Melanie. I caught her. I caught her just briefly on my way out because I was really there the other day just to talk to insurance. Nobody was there. And she did hand me the flyers. She did mention that.

47:57

These are composite because everybody's put together. But she told me that PPO is going to be based on how many people are in the program. So if it's one person, it's one amount. If it's two people, it's another amount. If it's three people, it's another amount. And you know what? She didn't give me anything. She didn't give me any, like, I got a summary of benefits from her because I kind of said, hey, I want to know. That's why I'm here. Yeah. So, but.

48:25

I thought I'm really sad that she didn't get to you to get more information because I told her, you know, people have to make up their mind. May is our date that we determine. And then she, you know, she told me too. Well, we have the back to school. They'll be there. Like that's too late. Like people need to know. Anyway, I just wanted to share that. We have to apply like this month in May. They should be sending open enrollment links. I have a question that I'm not sure if I muted.

48:56

Go ahead. You're not muted. Oh, awesome. Thank you. So when you talk about that copay, because I know with Kaiser, I get a copay, but it's rare. And so are these copays every time you go to a doctor, regardless for what? Or is it that they still have the wellness now? Yeah, they still have the wellness. Again, I don't.

49:24

I don't want to answer too detailed. I wasn't any part of doing this. Bargaining team didn't do this. I know Brian Hahn was on one working with the district to get these details. So that would be a question I don't want 100% answer because I don't 100% know. I'm even still waiting for all the detailed information to make my own decisions on this one. The copay is what you pay to see the doctor.

49:51

So like right now I have, I have the, what is the one we have now? I'm sorry. Aetna, you pay $5 every time we go. But then you have a- It's different for every plan though. Aetna is different. Because for Kaiser, for Kaiser, I rarely pay. It's $5. And then you'll still have those wellness visits that are free.

50:20

But it's different with each plan. So, yes, you still have some of the plans have that where, yes, you will still get your your wellness checks, your baby wellness checks. Those are still included. But that's the thing. We don't have the breakdown. We never even saw the breakdown of how much each service is going to cost depending on the plan. And the district does have that and they need to email that.

50:49

I have a question with regards to medical. So I know that you're going over the numbers, deductibles, things of that nature. Classified got an email last Monday with about 10 to 12 different attachments with exactly what you're talking about. Does it include the numbers as to deduct, you know, how much it's going to cost? Well, you were just going over, but they have every single email with regards to if you chose Kaiser with this, if you chose Aetna with this, if you, the reap and explained it all, how come we didn't get that? That I don't know. That's what I'm trying to get to the bottom of why we haven't received that.

51:27

Brian Hahn, are you there? He might know the answer to that. Brian Hahn is in that email. So Diane Lynn sent that email and Brian Hahn is included in that email. Okay. See, that's again, so I will have to talk to Exec. I can respond. Go ahead, Brian. Sorry. That the email that was sent is still was not finalized by REAP.

51:56

And so some things were, you know, moving parts and still changing as we move forward. I know that the time crunch is on, but, you know, first of all, CSEA never should have released it. It was all supposed to wait until everything was final, final, final. And then Melanie Olson Zavala was going to provide a coordinated release to all units.

52:25

It's unfortunate that it did go out to one unit first, but some of that information may not be accurate. But at some point, is it not better to give information because everybody's questioning where's the health information? Where's the health information? This has been going on for a while now. When's open enrollment? Isn't it better to give some type of information to your members so that they have the ability to at least decipher through, just kind of get ahead of the game, kind of like classified is. And I'm not saying it's right or wrong. It's just at that point where it's like we're always.

53:02

playing catch up we're always we're just too nice and at what point do you say you know what enough is enough and we're done no i understand and uh and i and i also went out for emergency surgery in the middle of all this as well so um so uh but i can just tell you that personally i would i would not want to provide

53:27

misinformation and mislead people with information that could be wrong. And I hope you understand that, that I do agree. We need information out. And I have been pushing Melanie Olson Zavala to get this finalized with REAP.

53:54

so that we have everything accurate 100% so that our members do see exactly what they will be receiving for each type of service. Because it is a maze, it is a jigsaw. There's a lot of moving parts, whether you choose a $10 copay, a $20 copay, or a $30 copay with either Kaiser or...

54:16

anthem blue. It's not all set in stone. And Asatia was right. Wellness visits are still covered 100%. There is no copay for those. So again, those things are going to be detailed and outlined for you as well.

54:36

Just a side note, Melanie Olsen-Savala is also the same one that we've been asking at Mesa Linda for a battery for an AED machine. And we're going on year three and we still don't have that battery. Well, I will send her a message as soon as we finish.

54:59

Yeah. And I have to respond to Craig Shifflett about moving our budget workshop. So I'll include that in my email to him as well about when she's going to be sending that. Everybody is in that email, including this email goes all the way back to Mr. Krause when he was superintendent. So everybody has been included in this email. Just FYI.

55:21

OK, but Brian is so correct. OK, if we had sent out information and it was incorrect, that could have been devastating to our members. So we always err on the side of making sure whatever we send out is accurate because it can affect people in major ways and we would get roasted for it. And.

55:49

Brian did, I'm sorry, Brian at emergency surgery. Again, we're trying to get this stuff done, but we're human and we have human issues that happen. So please understand that as well. And I'm not saying that's fair enough. I totally understand life happens. I'm just saying that if we if people knew that there was an email that classified got, which there are a lot of people that knew, maybe just a post on Facebook. Hey, guys, we know that this information went out. We're not releasing the information because it's not accurate. So it just makes you wonder where's the transparency. That's it. But I know I appreciate and thank you. Honestly.

56:28

I didn't even know about the email until yesterday when I asked during our we had a meeting and classified came. So I don't know if anybody else knew, but on my part, I didn't even know about the email until then. So, yeah, it's just that. And that's partially the issue we have. We agree to something and somebody always does the opposite. And that's hurtful to everybody. Which stinks.

56:54

Asesha, there's a lot of questions about golden handshake. Do you want to just address it real quick or I can address it? No, that's fine. Thanks for monitoring those. So I know some of you probably popped in after I had already started. As of right now, there is no conversations about retirement benefits because we're just even fighting to get basic COLA numbers on the board right now.

57:21

I will be transparent. I don't see those coming through. The best that we could possibly look at is if we get the 100% Kaiser or lowest HMO covered, that that would be retroed even for anyone who's retiring this year because we won't settle until the next school year. So that would be probably the only kind of retirement benefit we see coming for this current contract.

57:47

Let me jump in real quick. You mean retirement, retirement incentive. There's been no discussions or offers or anything of that nature for retirement incentives. And we asked them to, we asked members to hold off on announcing their retirement so that we could. Maybe have a lot more come if there's a golden handshake. That no longer is the case. So if you intend to retire, please let HR know. There's things that need to be in the works. There's hoops to jump through. Also, we would like to know, we're planning a very nice retirement party for our retirees. And we would like to know, and CTA always has an event too. And if you let me know too late, then I can't get you on that list. So if you are retiring.

58:34

please shoot me an email or just let me know somehow. I will also be talking to Dana and getting a list from her. So, and if you know anyone who's retiring, have them tell me because we really want to include everyone in the events that we're planning for you. And that's all I have to say. Are there any other questions about anything going on with bargaining? Can I have a question? The amounts that you stated, those are set in stone, right?

59:01

As far as insurance. Yes, yes, yes. Because some people are saying, well, 100%, but if it's 100%, it's going to be the lowest paid, which I'm assuming would be the HMO 30, 100. Is that correct? That would be the Anthem Blue Cross. Let me clarify. So the current counter offer that we have in regards to health and welfare is for our current health insurance, our current Kaiser and Aetna numbers.

59:31

It is not for these because these don't start until technically the 25-26 contract year. We're hoping we can get a percentage on that cap versus a number versus a dollar amount so that it would lead over into these numbers. But that's where we got to see what we can pull off.

59:58

Because of this. So these, these would be the numbers if we get nothing on our insurance cap, which I, I don't know. I don't want to say I, we won't, we'll get something, but I thought that I'm tired of being optimistic. It's time I get to reality. They're going to play hardball. So, but these are the numbers. This has been 25, 26.

01:00:22

For 25, 26. So we would have to bargain for a new amount, whatever it would be. It would either be changing the language, either saying it's the low, if we kept it what it says now, the lowest paid, it would be, I'm assuming it would be the 30, the HMO 30, 100, where you pay 30. Okay. So that would be the $256.26. And then the other one is.

01:00:48

the 305 of 50. Okay. I get it now. Okay. I, you know what? I'm thinking ahead, not thinking we haven't finished bargaining. It's like, we're already here. Why are we talking about, I know. Well, thank you so much. Whatever we do get for this contract year, we'll go towards that. So those numbers will reflect that once we settle. So anything we get towards health and welfare will reduce those numbers. I just told you on your monthly out of pocket. It's just a matter of how much.

01:01:19

And now Anthem Blue Cross will be the lowest HMO. So if we manage to get the 100% covered, it will be the Anthem Blue Cross. And now because we have the choice of co-pays, that's going to change the dialogue for bargaining as well, as far as how we tackle that. Thank you. So we can assume that we're not going to continue being so Kaiser top heavy.

01:01:48

Say that one more time. They've talked in recent meetings about health care that we are top heavy with. We have many Kaiser, people on Kaiser. And so I'm assuming that if those changes take place next year, that will affect our, you know, 80% being with Kaiser.

01:02:14

Yeah, I have a feeling that this will balance that out a little bit. Now, I don't know what effect that could have on potential future rates or anything like that. That's the area that I don't know that stuff. Yeah, because it seems like it. Sorry, it just opens the door because then it's going to make the Kaiser rates change if we're not as.

01:02:39

top heavy anyway but it's like which is another reason we're reluctant to try to bargain for anything multiple years right now because we kind of want to see what those numbers look like for the 25 26 before we bargain for something no that makes sense thank you i'd like to ask a good question regarding the opt-out situation um will we have after they present us the costs will we have the date by which we need to apply

01:03:07

for the opt-out? I would imagine so, yes. Okay, do we know what the data is supposed to have final numbers? For what we're signing up for? We have unlimited opt-outs with REAP. Oh, that's right. Thank you, Michelle. Yeah, so that's a good thing, yeah. So the new, that's right. So with this new program, with HUB, we had a limit on how many opt-outs. With REAP, we do not have a limit.

01:03:36

Okay, but there's got to be a deadline date, right? There it does. And that is something I will have to email Melanie. Unless Brian, do you know that number, that date by chance off the top of your head? It is toward the end of the month. I wanted to say about the 28th of May. About the 28th. Thank you, Brian. And so one quick question that's a little bit off topic for you, Asesha. It looks like there's been some reporting that enrollment has declined and is declining over the past five years. Do you think that the team can speak to the idea of why the district would not consider a workforce reduction move? They are hinting at it. I want to say there's been like...

01:04:20

Very vague hints, but it's been in the form of, you know, we don't want to do layoffs. So they're aware of the numbers. Ultimately, I mean, I don't want to see layoffs because I don't want our class sizes to go up because they'll go to that direction. But there's nothing firm saying that they're looking at reducing, you know, teachers are going to layoffs at this point in time.

01:04:49

That will be something I'll ask more when we do our budget workshop on Friday that we're going through the budget line by line to clarify, okay, at what point would we be talking, what do these numbers need to look like for you to genuinely be looking at doing that so that we can potentially prepare for that and use that information to help navigate our bargaining.

01:05:10

I just wanted to ask, and forgive me if I feel like I'm stepping into somebody's space here, but I wanted to find out if the bargaining team together as a whole understands the opportunity to maybe put forward the proposal for the Workforce Reduction Act under Willie Brown. Are you guys familiar with that and how that could benefit the district and the teachers? I am not, but if you could email that info over to me, I will take a look at it and definitely present it to the team.

01:05:39

and put that into consideration personal email address can i get that in the chat yeah um i think let's see who has my personal email i'm on my phone so i can't chat jen can you put my email Just for the general, good. I'll take 20 seconds here for everybody. Willie Brown Act allows the district, if they choose to offer it to the bargaining unit members, it would be an opportunity for those who are within 10 years of retiring to opt out to work for half a day every day for a year while the district pays in full time as though they were receiving per diem pay into the CalSTRS retirement accounts for up to 10 years. Any teacher, once the district offers it, the teachers who

01:06:25

apply for it cannot be denied. It's optional for the district to offer it, but it's Not optional once they offer it for them to turn down any teacher who applies for it. It's half a day of work, getting half a day of pay, but getting full time into CalSTRS, keeping and maintaining all of your benefits paid for by the district. But it causes the salaries for those who are at the very top within 10 years of retirement to actually benefit from still working, bringing their experience to the district, helping with class loads and maintaining a half day per diem salary and the benefit to the district.

01:06:59

is all the top earners, instead of waiting to get the golden handshake on their way out the door, can actually benefit the district by helping to reduce class sizes, support with experience, and then our retirement accounts continue to grow as though we were working full time. That's my spiel. Sorry about that. And I hope you can forgive me for taking it. No, that's fine. Thank you. Yeah. No, that's fine. And yeah, hopefully, I think Jen's going to put my email because I just can't. Yeah, I did. I did. Is it a Stacia Clark at Yahoo? Yes.

01:07:26

That's what I put in. So you can send that over to me. And yes, I will definitely look at that and talk about that. Thank you, Marcella. Somebody put, I did see in the comments about the $20 copay option. That is part of what they did not give us at the meeting when they gave us the chart and the paperwork. And we asked them that we want to see the $20 copay. So that's another reason.

01:07:51

Brian didn't want to email over the chart that we currently have because it is missing that component. So $20 for, so there'd be another level of the Anthem Blue Cross and another, there'd be three levels then of each. I get it. A $10, a $20, and a $30. And for some reason, they did not show us the $20 version. And those are composite, meaning our family, whoever, our single, I pay the same amount, I have two people who pay the same amount, correct? Yes, we didn't, we did not, they did not do a tiered system.

01:08:24

The reason why they didn't give us the $20 copay was because I believe it was more expensive than the $30. It was weird. So that's why they didn't put it on there. But we do still have the option. But the price was really weird on it. This is Heitkamp. I just want to address real quick. People are putting in HSA. I think they're getting a little bit confused. I think ours is called FSA.

01:08:51

If you look up HSA, that is for people who pay a lot of money out of pocket for health insurance or self-employers. But I think they mean the FSA. And yes, American Fidelity, you can work with them to do it. Also, we have a system where if you don't spend it, you lose it. And I've been having some talks about getting that hopefully to change in the future because that is something that is worked out with American Fidelity.

01:09:20

And it doesn't have to be that way. But HSA is something I don't think we qualify for. We have the FSA. The FSA is wonderful. I use it. And you're right, Mark. If you don't use it, you lose it. But you could buy other stuff for it. Like I buy, you know, my aspirin or whatever, you know, anything. There's a lot of things you could buy over the counter. You could use it for your dental.

01:09:47

Glasses, like if I have money left, I'll get a pair of two pair of glasses, sunglasses, so you can use it. I am reminding Julie Gonzalez it doesn't have to be that way and we lose it at the end. That is not some kind of state or federal law. That's an American fidelity thing. Oh, I didn't know that. Oh, yeah, that's better. That was agreed upon years and years ago. And I'm being a stickler and trying to tell her let's work on changing that because it.

01:10:16

can carry over because most people don't put as much as they could use because they're afraid to lose it. Well, it could be carried over if we can work out something with American fidelity. They do carry over, but not very far in. Like it ends at the end of June. And I think you have mark until like September, but it's still not much. It's only like a couple of months, but you're right. It doesn't have to be that way. So we're going to work on it.

01:10:45

Thank you, Mark. I saw a question about PPO. Did that get answered? That was a yes, right? There's a PPO option. That was another component they didn't share with us at our meeting anyway. So I don't know what it is. And that kind of sums up where we're at. I'm hoping to see a pretty big show of force on May 6 at the board meeting.

01:11:13

I think some great things to bring up are the board taking responsibility for all of the rollover that got us into this mess with the audits and things of that nature. And just putting out there that COLA is given to a district for a reason.

01:11:35

And it's given to the district to pay its employees and give them their cost of living raised. And it should not be a battle that takes us into two years out or an extra year out. It should be the first thing that's determined at the beginning of the year because they know that number and they know what it is. Just a friendly reminder that the sixth is the day of the teacher.

01:11:57

you know, give yourselves a pat on the back and a happy hello, but also remind the district that, yeah, we're coming out on the day of the teacher because we're not being appreciated on teacher appreciation day. Yeah. I mean, maybe I've done a meeting with Julie and Craig on Friday. So maybe there'll be a big turnaround. Well, I'm going to have to wait and see. Maybe at that meeting, they'll be like, you know what, let's do something here.

01:12:25

I keep getting kicked in the teeth every time I try to be optimistic. So, you know. Also, I put in the chat, you know, the CTA is having the Fight for Schools rally on Saturday, the 17th. I dropped it in there. And I think that's really important. Someone brought up about the dismantling of Department of Ed and the threats to cutting our $8 billion in federal funding for California schools. It's a great way of...

01:12:51

Not only letting the word out, you know, because the public has to say that, you know, we're going to we're going to get cut. You know, we have to do something. So I did put it in there. I'm going to the one in L.A. and it's going to be at SpaceX and Hawthorne. And I'll actually dump it in there, too. But they're doing it in Sacramento. I think Hanford closest to us is L.A. or San Diego. They were going to do one in San Bernardino, but I don't know what happened to that one. But.

01:13:21

I'll make a note. I'll ask, I'll also ask Brian Todd to give me the full details on that on Friday and try to share out if I find anything more about dates or places, not dates, places that that's happening. I just wanted to throw in there. I want to thank the gentle lady. I think it was Ms. Bingheimer that said about the, make sure it says retro for people who are retiring. If you have anything more on that, please give it to us. So when we do.

01:13:48

any type of bargaining and it can affect people who are retired which it probably would because it would be retro we're going into next year if you have anything that we need to make sure we share with cta um go ahead and share that so we can make sure that we don't have any loose ends on that so i think that kind of wraps up what

01:14:12

we wanted to go over and just sort of give out that information again i'm gonna type up an outline of sort of everything that i talked about the key points and try to get that out by the end of the week hopefully i don't know i'm state testing i have the budget workshop on friday so i'll try to get that out if i don't get it out um by the end of this week it'll be out by monday afternoon for sure i'd like to make two more points if i could regarding insurance one is

01:14:42

On that $20 copay, when everyone sees that, and again, I hope you'll be seeing it by the end of this week for sure. But in a side-by-side comparison with the $20 copay, it's probably the most robust plan that mirrors what people that have Aetna currently

01:15:10

It mirrors that plan substantially. While it is a little bit more for families, for members who have families, are taking kids, and family members are going to see doctors on more than just an occasional basis, it provides a lot of free things, a lot of zero co-pays on a lot more.

01:15:39

So you're paying a little bit more for the premium, but it covers a whole lot more. It covers on the par with what Aetna has been covering. So people that like their doctors and have stayed with Aetna, they're paying. They're paying for the services they're receiving.

01:16:06

And that was one point. The other point I wanted to make was for a long time, for I think every meeting I've spoken at, I've always talked about the heavy saturation in Kaiser and what's happening with Kaiser across the board, not only in Atalanto, but almost with every JPA, Joint Power Authority, and trust.

01:16:35

is that Aetna has substantially raised their rate. And why? One of the reasons is they also see, besides all of the additional personnel they've had to bring in, the traveling nurses, the traveling doctors, they've had lots of additional costs. But they also see that people are willing to stay with Kaiser. And so they've got...

01:17:04

They've got everybody with Kaiser and they, you know, it's a monopoly. They're able to just jack the rates up. And that's why you're seeing the Kaiser rates going up higher than the Anthem Blue rates for this 25, 26 year. And Brian, on top of that, too, with this new with REAP, we were told that.

01:17:33

they have not had any double-digit increases for their groups. Last year, I think they said it only went up 6%. So since we're in with more people, it really benefits us. So we should see a double-digit increase next year, hopefully. Knock on wood. No, no, you are absolutely right.

01:17:56

And, you know, at the last meeting, that was one of the reasons I was strongly advocating that, you know, even though I have been a tried and true Aetna member and I have always been willing to pay the extra money for the doctors that my wife and I have, you know, the clear choice was moving in the direction of REAP.

01:18:24

you know, the benefits certainly outweigh the increases that would prevail with continuing with HUB and Aetna. I had a question real quick. Do we know what the trust is that the county uses or anything? Because I saw the county's numbers and even for Kaiser for their thing went up to like, I think it was like two and change.

01:18:53

versus, you know, what I'm paying right now with us is like 320 bucks a month. Are you asking who the county is with? Yeah, as far as like their trust, are they in the same REAP trust? Because I believe some of the other districts are in that same REAP trust too, right?

01:19:18

Oh, yes. Many districts are in the REAP. It's actually referred to as a JPA, which stands for Joint Power Authority, which means that equal voice from management, classified and certificated members to make decisions.

01:19:40

And then when you guys send out that email, are you guys going to send out as far as coverage and everything? Because I was going to go to the benefits fair, but I didn't see the point in going when I don't even know what the heck's going to happen coming up. Yes, everything should be on a coordinated release from Melanie Olson-Tavala, our benefits and risk manager. And I will be sending her a message as soon as we finish.

01:20:07

and advising her she needs to get this out. And I personally apologize. As you know, I haven't been at work since the 21st. But I'm trying to do the best I can from where I'm at. But I will be on top of her. Thank you.

01:20:32

I think I speak for everybody too. We all appreciate everything that you guys are doing. I know this takes time out of your day and, you know, we all have a lot of stuff going on. So it's definitely appreciated just trying to make informed decisions about the future, you know? Absolutely. And that's, that's what we want everyone to be able to do to make an informed decision about their insurance coverage. And this is probably, this has been unprecedented.

01:21:01

This is going to be the trickiest year to really have to look at multiple co-pay options and multiple monthly deduction options and compare what you might need or what you generally have used in the past. Brian, I have a quick question. The REAP and...

01:21:28

Once we choose them, do they say you have to stay with us three years, five years, two years? No. Just one year. Okay. The other fact that I realized, it's done by Kenan and Associates. When we started with the district, we had Health Net. And they were our people in the old days, too, way back in 2002. Yes. And just as a side note.

01:21:56

I will let you know that two of the managers with REAP used to be managers with the High Desert Inland Employee Employer Trust. So, you know, I've had a great relationship over the years with them and I have no doubt that they will do a great job for us.

01:22:26

Brian, can they kick us out of that JPA for whatever reason they want or for specific reasons? Can they specifically kick us out? No. Yeah, because I know that we have a high number of usage. So can they kick us out? No, they wouldn't have allowed us to come in if they didn't want us. So once you're in...

01:22:55

you are pooled with everyone else. So no, they cannot. I'm sorry, I came late and I didn't hear everything, but I was just wondering why we're not, are we fighting for 100% full medical like other districts have, like Victor L? Why we can't have it as well?

01:23:25

Um, this has been something we have fought for every bargaining season. Um, we are still continuing to fight for that. It's just a matter of getting it done. Finally, I'm getting the district to, to agree to it. And we are constantly bringing in those comparables to them at the table, showing them, you know, these districts get this. Um, and so it is always our goal.

01:23:53

to get at least the lowest HMO 100% covered. So that's, it's just where we, it is a fight that we are fighting. Somebody glitchy. I just want to chime in here. We, you know, it's not good that we're going this far out. I just want to chime in here.

01:24:21

How's this? No, you're still, we can't even understand you. Yeah, it's real glitchy and scratchy. I don't know what's going on. So, okay. One more question. So, beyond the May 6th and hearing that, you know, this has been an ongoing fight and anything, are we...

01:24:46

Is there discussions about next steps for action? Because it kind of seems like it's time for something a little more dramatic. Well, it's, you know, that was just with the timeframe we had, this was the first thing that we could do. I really want to see what the, how the dialogue goes on Friday with the meeting that we have with them to see where we're at.

01:25:08

We do have to hold a couple more meetings. If we're looking at the impasse route, meaning we're saying that's it, we're done bargaining, get a third party in. We do have to hold a couple more meetings in order to even qualify for that, to get approved for that. And just with it being at the end of the year, it will be hard to do organizing over the summer break. But depending on how things go, if we don't see any results by the end of this month, we will be

01:25:38

Definitely looking at applying for impasse, as well as setting up a schedule of organizing events to hit the ground running as soon as we come back from summer break. We can't conduct union work during the summer break, the non-contractual time. It's like you're getting feedback from another line. It's weird.

01:26:07

I can hear you, but I can hear somebody else too. I don't know what that is. I was going to say that healthcare was looking to be a lot more a month or two ago. It's taken a long time, but Brian and the district managed to get the figures down from what they were going to be.

01:26:33

All right. I think I know what you're getting at, Mark. I'm going to summarize because you were still really, really glitchy. So what he was pointing out too was that at the beginning of all this mess with the health insurance, we were looking at much larger numbers potentially. So they have done a really good job at finding something that is somewhere in the middle of the road. At the end of the day, we're all getting screwed by health insurance companies. There's no polite way to put that.

01:27:02

Those numbers have gone down, which I'm hoping helps us at the bargaining table because that means we don't have to fight for quite as much an astronomical amount. I do feel that they have the funds to cover 100% HMO. They really genuinely do. And I'm fully prepared and our team is fully prepared to fight for that because it is something that our district should be getting.

01:27:32

And so that kind of finishes up. Again, I'm working on the email to send out with just sort of the outline of the topics that I talked about here to send out to members. Please know we are doing everything to be as transparent as possible. And we are fighting. I mean, it's our race too. It's our cola. There's nobody at our table that's just like, give them what they want and call it a day. That is not how we are tackling bargaining in any way, shape or form.

01:27:59

And, you know, I was organizing chair before this. So I, you know, I fully understand when it's time to organize to step up and do it. So, you know, I just, I wanted to try to show, I know it's a little too late to really get into Saturday rallies and holding signs and, and getting, talking about work to rule. I'm really hoping if we just show a good enough force with this new cabinet and our board, our board has seen us do it before, but it's like, Hey, Hey, reminder.

01:28:29

We will do this. We will show up. We will make you uncomfortable. Get to the table and figure something out to get this done because you have the means. And hopefully the budget workshop that we attend on Friday will confirm that as well, even more so. When you send out the information, would you want me to post it to the website? Yes, please. Will do. That would be great. Thank you.

01:28:58

Chris, are you the website guy? Yeah. I want to compliment you on you did a really good job. Someone had sent it to me and you did a really good job. Thank you for all your work. I really enjoyed looking at it. Nice, clean. It looks really good. Thank you. It was something we needed for a while. So that's awesome. All right. So have a good evening.

01:29:24

I think we're going to finish it up. If my team could stay on the Zoom for just a few minutes, I got to talk to you guys about Friday's meeting. Also, we recorded this entire thing, so we'll pay attention to the questions and we're looking at the chat and we'll see if we can get to the things that were missed. Thank you.

01:29:56

Thank you, Asesha and the team. You guys are very much appreciated. You're welcome. Thank you. Sorry, looking for the exit button here. Hold on. Thank you so much, everyone.

01:30:41

I think Yolanda fell asleep. You can move her to the waiting room.

01:31:17

Can I boot a few people off? Is Angelique in this meeting? No, I bet she's doing her home hospital. Oh, that's right. She's the one that I just need confirmation that she can go on Friday before I give the okay to

01:31:47

Craig, for us to do it. Okay, I think everybody's still on the Zoom as our team. It looks like it. Yeah. I just put them in the waiting room because when it said remove, it sounded kind of mean shh. It said that they wouldn't be able to rejoin. I'm going to turn off type audio. It's like, you're not here.

01:32:13

Would somebody be able to call her? Because I got myself waiting. Who's going to take another job if I don't get an answer soon? Since I'm on my phone, Jen, can you try calling her? I'd have to call her. Who am I calling? Angelique. Angelique. Your connection is still trash, Mark. Yeah. See if she'll answer. We just need confirmation that she can do Friday.

01:32:44

I mean, I think it's a good sign that Craig wants to bump up that meeting and get this stuff done. And I think it's great that they're opening the books. They've never done that. And there'll be smart people there, hopefully, to be able to say, what's this? What's that? And not put up with their bullcrap answers. Yeah. I also need to finalize confirmation with Brian Todd. He has us penciled in to be there, but I told him I would let him know today.

01:33:13

Maybe we should all text Jolly at the same time and then she'll get a hint that she needs to answer. That's funny. Well, I think that went very well.

01:33:36

I felt okay about it. Now I just got to take it all. You did really good. No, you did amazing. You handled everything. You answered all the questions. You did a great job. My notes to read off of. And nobody was snarky. Yeah, I agree. You handled everything. Oh, Mark, I don't know. You can't even hear you. Can he leave and then come back in? You can try that. I'm sorry. Angelique is good for Friday.

01:34:06

Yay. Okay. So everybody put in a sub before Friday. We will be at the district office. And I'm not going to go to that. I think that's just a base team for right now. But we'll get all this. Yeah, that's just going to be our core team. But we'll get all the copies for you and to share them. Matt's not going to be there the next one. So I'm going to fill in for him on the 20 whatevers.

01:34:35

21st or 22nd. Okay. And then maybe they'll even... Mark, we can't hear you at all. I'm here. I just need to... What? Mute yourself for a second. Mark, I think aliens or robots are attacking you or something. I'm not sure. It sounds like whatever we're saying...

01:35:03

is being repeated back on his end. So that's what we're hearing. But even when he's muted, it was doing it. It's not now. Yeah, it's kind of robotic and glitchy and scratchy. It's very odd. Yeah. Try to go out and then come back in. See if that fixes it so you can talk because we know you got something to say. Do we have much more to go over? No, I just wanted to clarify that. So I'll email Craig and let Brian know that we're good for Friday.

01:35:32

and then yeah i don't know maybe we'll end up with a different bargaining a sooner bargaining i don't know i don't think they're gonna do any bargaining until the may revise so time in place time in place district office and i believe at 9 a.m once i get a confirmation from craig i'll um i'll message you guys we had we heard that we heard time in place if you have more to say mark can you type it

01:36:02

Yeah, because the aliens or robots might come after us next. I don't need any more problems. I don't have alien energy. All right. So I think we're good if we want to end. I'm dead. Just text everybody on the thread the time and place for Friday. And I can't. I'll be at some still doing site visits, but I'll pop in when I can maybe. Okay.

01:36:32

sounds good i'd like to hear it too but yeah okay well we will see everybody later then have a good evening all right bye i'll go get to typing this up bye thank you bye bye all i'll close it out