February 24, 2021 at 6:00 PM - Regular Meeting
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I. Call Meeting to Order
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I.a. Attendance
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II. Motion to approve the agenda/table file
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II.a. Approval of the minutes from the January 27th Regular Board Meeting
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III. Recognition of visitors
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IV. Announcements and Recognitions
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IV.a. Board Recognition
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V. Items for Discussion
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V.a. Policies:
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V.a.i. First Read
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V.a.i.1. Policy 421 - Gifts to Employees and School Board Members
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V.a.ii. Second Read
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V.a.ii.1. Policy 100 - Hastings Equity Policy
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V.a.ii.2. Policy 410 - FMLA
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V.b. Strategic planning update
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VI. Administrative Reports
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VI.a. Superintendent
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VI.b. Building Construction Fund Project Update
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VI.c. Student Enrollment
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VI.d. Facility Committee
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VI.e. Finance Committee
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VI.f. Policy Committee
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VI.g. Self Funded Insurance
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VII. Action Items
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VII.a. Consent Agenda
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VII.a.i. Bills Payable
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VII.a.ii. Personnel Report
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VII.a.iii. Summer Food Program Adult Meal Prices
Description:
Recommendation is to approve the 2021 adult meal prices under the Summer Food Program at the minimum set by MDE.
The 2021 Minimum Meal Prices for Adults for the Summer Food Program (set by MDE) will be:
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VII.a.iv. Non-Public Transportation
Description:
Recomendation to approve the 2020-21 Non-Public Transportation Reimbursement rate of $250.00 per student for families whose children attend non-public schools outside of District #200.
This is a $25.00 increase from last year based on non-public transportation aid received. |
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VII.a.v. Paraprofessionals Contract
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VII.a.vi. FFCRA Extension
Description:
Background Information from Cathy M. :
Extension of FFCRA Leave On the consent agenda this evening you will see an item requesting approval of the extension of the Families First CoronaVirus Response Act (FFCRA) leave so I wanted to give you a bit of background on it. Leave that had been made available to employees under the FFCRA, which provided paid leave for specific absences related to COVID, expired at the end of December and was not renewed by the legislature. This leave provided the following:
In January, we found ourselves in a situation where staff were beginning to return to in-person instruction, with little change in the status of pandemic. After much consideration, we decided to extend the FFCRA leave, with some modifications, through the end of March. This decision was made for several reasons, with one of the most significant being a concern that staff would report to work with symptoms, causing additional spread of the virus, because they didn’t have leave available to them. An email was sent to staff on January 27, 2021, notifying them that the leave was being implemented retroactively to January 1, 2021. Below is the information that was provided to staff, via email, regarding the extension of the leave: Employees who did not use all paid leave available to them under the original plan, may be granted paid leave, without deduction from sick leave, not to exceed the benefits they would have been eligible for under the FFCRA. For example, if you were required to quarantine prior to December 31, 2020, and were provided six days of leave under the FFCRA, you will have access to up to an additional four days, without deduction from sick leave. The extension of these benefits will be in accordance with the following: · Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or · Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor; or · Up to 10 days at two-thirds the employee’s regular rate of pay where an employee is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19. It is important that all employees continue to report any COVID related absences through the district nursing staff to receive specific direction as to next steps. Employees who are directed by district nursing staff and/or a medical care provider to quarantine, who believe the exposure was work related should contact their supervisor to complete the appropriate workers compensation reporting forms. |
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VII.a.vii. AIPAC Resolution of Concurrence
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VII.b. Items for Individual Action
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VII.b.i. Internet upgrade project
Description:
Upgrade the cabling, access points, and switches and the following locations:
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VII.b.ii. Student trip moratorium
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VII.b.iii. HHS tennis courts, HMS track, and HMS storage building
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VII.b.iv. Initial 2021-2022 Budget Assumptions
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VII.b.v. Health and dental insurance renewal
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VII.b.vi. Policy 410 FMLA
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VIII. Future Meetings
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IX. Adjourn to closed meeting
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X. Adjourn to open meeting
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XI. Adjournment
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