2023-03-16

Upon call of the President, the St. John the Baptist Parish School Board will meet in regular session at Godchaux Grammar Cafeteria, 1600 Highway 44, Reserve, Louisiana, on Thursday, March 16, 2023 at 6:00 p.m.

The Chair called the meeting to order at 6:01 p.m. and called for a moment of silence, followed by the Pledge of Allegiance.

PRESENT: Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 3a. Public Comment. Meetings of: February 16, 2023 and February 6-7, 2023 Board Retreat

MOTION: To approve the minutes from the meetings of: February 16, 2023 and February 6-7, 2023 Board Retreat

10 Yeas – Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 4. SUPERINTENDENT’S REPORT. In the absence of Superintendent Rebecca Johnson, Dr. Juanita Hill was seated in her place.

WHEREAS, Louisiana's retired teachers have devoted their careers to the education and training of tens of thousands of Louisiana's youth; and

WHEREAS, Louisiana's retired teachers have provided job and social skills training for adults throughout the state; and

WHEREAS, Louisiana's retired teachers have rendered valuable service in diverse leadership roles to their communities and institutions throughout their careers and continue to render such services as retirees; and

WHEREAS, Louisiana's retired teachers represent the profession, which is given the basic responsibility for launching the careers of state and national leaders, and for laying the foundation for the welfare of all members of our society; and

WHEREAS, Louisiana's retired teachers have toiled ceaselessly to improve the quality of life in the state and nation, often in less than adequate circumstances and for less than adequate pay; and

WHEREAS, Louisiana's retired teachers represent a tremendous pool of experience and training which remains dedicated to the betterment of society everywhere; and

WHEREAS, Louisiana's retired teachers represent a loyal, patriotic, and concerned citizenry, which provides a dedicated and dependable support to the leaders in our communities, state, and nation.

NOW, THEREFORE, I, John Bel Edwards, Governor of the State of Louisiana, do hereby proclaim March 16, 2023 as RETIRED TEACHERS DAY in the State of Louisiana.

As you know, we have been working on developing a strategic plan for our district over the past several months. Our priority areas in the plan will be:

· Strategic plans are most effective when all stakeholders of the school system provide input. This week a survey was sent via EdConnect and was also posted on Facebook and Twitter for parents, students, administrators, teachers, staff members, Board members, and community members to complete and provide honest feedback on our District.

· One of the initiatives in the plan is to create focus groups of stakeholders that will provide input and feedback to the district and engage as we implement the strategic plan. Therefore, on Monday, March 20th a separate survey will go out for all of the above-mentioned stakeholders to apply to be on newly formed Superintendent’s Advisory Councils. Separate Advisory Councils will be formed for students, parents/community members, and teachers/school system employees. Please visit the Facebook or Twitter Page to complete the surveys. Again, the Advisory Survey will not go out until Monday. For those of you here tonight, links to the surveys are on a flyer on the back podium. We are asking for your help to promote our surveys and get people to complete them. Everyone’s voice matters!

· We still have a few more planning steps to take once the survey data is gathered to incorporated initiatives and goals that are aligned with our vision of excellence. We are hoping to have a published plan by mid-April.

Tonight, we would like to recognize a few groups of students for their academic, athletic, and talent Accomplishments. As we continue on our Journey to Excellence, we strive to educate the whole child to ensure they are successful inside of the classroom as well as outside of the classroom and in the community. The first recognition tonight is Miss Vivian Cases of East St. John High School. Vivian won first place at the Senior Beta Convention in the Color Photography Division. Congratulations, Vivian.

The Wildcats and Lady Cats are in the house tonight. These gentlemen and young ladies excel on the court and off the court. They are leaders in our school system Tonight we are here to recognize them for their outstanding seasons. The Wildcats and Lady Cats were both the 7-5A District Champions. The Wildcats made it to the first round of the playoffs and Lady Cats to the third round. They are led by great coaching staffs. In fact both Coach Broadway and Coach James were named the 7-5A Coaches of the Year!

Wildcats: #14 Charles Rayfield; #5 Jahyi Jones; #23 Kyvan Fobbs; #40 Kyron Cornley; #22 Bryan Warren; #20 Jerry Phillips; #1 Ma'Chai Johnson; #41 Jermaine Mangle; #2 Amir Rios; #10 Daki Joseph; #35 Devin Davis; #0 Dewayne Brown; and #15 Wyndell Williams.

Coaches: Coach Broadway – Head Coach; Coach Rysean Brown; Coach Joe Williams; Coach Curtis Haynes; and Coach Jamal Breaux.

#5 Ashia Ward; #10 Amani Sanford; #11 Ayana Woods; #12 Tramya Richardson (Honorable Mention); #22 Kayla Green; #23 Jasmine Matthews (District MVP); #32 Randi Joseph; #33 Leyah Watson (Defensive MVP/Honorable Mention); #35 Tre’Jae Alvis; #44 Shairie Joseph (2nd Team All-District); #50 Kyla Cage (All Defensive Team/2nd Team All-District, LHSAA All Star Scholar Athlete – This award means Kyla maintained a 4.0 average throughout her 4 years in high school while playing sports).

Coaches: Stasha Thomas-James - Head Coach; Kirwin Jackson - Assistant Coach; Wilbert Thomas - Assistant Coach; Rheaven Ewing - Assistant Coach; and A’niya James – manager

Our final special guests are students from East St. John Prep. Julie Andrews said, “Music and the arts make a bridge across this world in ways that nothing else can.” Tonight, we want to showcase these hardworking students and recognize how vitally important it is to have music programs in our schools. These students are:

Rani Johnson, Jhermani Davis, Michael Mata, Dekyra Jackson, Braylon Campbell, and Brandon Duhe

ITEM 6a. Public Comment. Dr. Curt Green – Request approval of Revised Policy: GBI – Evaluation of Personnel

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

The St. John the Baptist Parish School Board believes the quality of teaching and learning is directly related to the performance of personnel who work in the school district. It is therefore, the policy of the School Board to appraise the performance of instructional and administrative personnel in order to maintain performance at the levels essential for effective schools.

The Superintendent and his/her staff shall have the responsibility for developing, monitoring, and maintaining an effective and efficient performance evaluation program in accordance with guidelines as found in Regulations for Evaluation and Assessment of School Personnel, Bulletin 130, Louisiana Department of Education. The observation, evaluation and assessment process shall measure the effectiveness of teachers and administrators as to whether they meet the necessary standard of performance.

The process for all observations, evaluations, teacher conferences, and related functions shall be conducted in accordance with state requirements, as well as regulations and other criteria enumerated in the district’s guidelines for Teacher Assessment and School Personnel Evaluation. Evaluations shall be conducted annually.

Every effort shall be made by the school system to communicate to position holders the general goals of the system, the specific objectives of the position, the plans which have been made to support the individual as he/she performs his/her role, the standards of performance the system has established, the criteria it will employ in assessing performance, as well as components of an intensive assistance program for addressing those persons determined to be ineffective.

Copies of the assessment and evaluation results and any documentation related thereto of any school employee retained by the School Board shall be confidential and shall not constitute a public record, and shall not be released or shown to any person except as provided by state or federal law.

Should a teacher or administrator not agree with his/her rating, he/she may initiate grievance

proceedings in accordance with the procedure for resolving conflict adopted by the School Board

in accordance with La. Rev. Stat. Ann. §17:3883, as contained in ~~Bulletin 130~~ the School Board’s

In an effort to improve the level of job production and skill performance of the individual employee, evaluations of support personnel shall be conducted annually. Performance evaluations shall be based on an employee’s job classification and the School Board’s adopted standards for the work performed.

ITEM 6b. Public Comment. Dr. Curt Green – Request approval of Revised Policy: GBRIBA – Family and Medical Leave

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

The St. John the Baptist Parish School Board shall permit qualified employees to take up to twelve (12) workweeks of unpaid leave in a twelve (12) month period for family and medical reasons. Employees qualifying for family and temporary medical leave shall have been employed by the Board for the previous twelve (12) months prior to the date of the leave to be taken. For the purposes of this policy, the 12 month period shall be the same as the fiscal year, July 1 to June 30. Such unpaid leave may only be taken for the ~~following reasons:~~

In order to care for the spouse, child or parent of the employee who has a ~~serious health condition; or~~

When the serious health condition of the employee renders the employee ~~unable to perform the function of the position of such employee.~~

Leave may be taken for birth or placement of a child only within twelve (12) months of the ~~birth or placement.~~

Generally, the time taken for family and medical leave shall be on a continuous basis. However, the employee shall be permitted to take leave on an intermittent or reduced basis to care for a seriously ill family member or the employee's own illness when medically necessary. An employee may take intermittent leave for the birth or adoption ~~of a child only with Board approval.~~

If a teacher's period of absence on intermittent leave amounts to more than 20% of classroom time, the teacher may be required to take continuous leave throughout the treatment period or be placed temporarily in an equivalent position, for which the teacher is qualified and which has equivalent status, pay and benefits, and which would not be so ~~disruptive to the classroom.~~

In any case in which the necessity of leave is for the birth of the employee's child and subsequent care; or for the placement of a child with the employee for adoption or foster care, and said necessity of leave is foreseeable based on the expected birth or placement, the employee is required to provide the Board with at least thirty (30) days notice, before the date the leave is to begin. If the date of birth or placement requires the leave to begin ~~in less than thirty (30) days, notice shall be given as soon as possible.~~

In any case in which the necessity of leave is in order to care for the spouse, child or parent of the employee who has a serious health condition; or when the serious health condition of the employee renders the employee unable to work, and the need to take ~~such leave is foreseeable based on planned medical treatment, the employee is required~~ ~~to make a reasonable effort to schedule the treatment so as not to disrupt school~~ ~~operations.~~

~~The Board may require an employee to provide medical certification to support the~~ ~~request for family and medical leave. Such certification shall be provided in a timely~~ ~~manner.~~

~~The employee shall be permitted to substitute any accumulated sick leave and/or annual~~ ~~leave for any family and medical leave time requested. The Board shall require an~~ ~~employee to first use any accumulated sick, personal and/or annual leave time for any~~ ~~part of the twelve (12) week period. If paid leave is used by an employee, the Board shall~~ ~~provide only enough unpaid family and medical leave time to total the allowed 12-week~~ ~~period.~~

~~Any employee taking family and medical leave shall have the right to return to his/her~~ ~~previous position or an equivalent position with equivalent pay, benefits, and other terms~~ ~~and conditions of employment. An employee returning to service at the end of his/her~~ ~~leave period for personal medical reasons shall be required to present to the School~~ ~~Board a letter from his/her doctor certifying that the employee is able to return to work.~~

The Family and Medical Leave Act (FMLA) provides eligible employees the opportunity to take unpaid, job-protected leave for specified family and medical reasons.

Only eligible employees are entitled to take FMLA leave. To be eligible for FMLA benefits, an employee shall have been employed by the School Board for at least twelve (12) months and have worked at least 1250 hours during the 12-month period immediately preceding the date of the leave to be taken.

Eligible employees may take up to twelve (12) workweeks of unpaid leave in a 12-month period for one or more of the following reasons:

1. For the birth of the employee’s son or daughter or for the placement with the employee of a son or daughter for adoption or foster care, and to care for the newborn or newly placed child;

A. Leave shall be taken within the twelve (12) months immediately following the birth or placement;

B. In cases where both a husband and wife are employed by the School Board and both are eligible for FMLA leave, the husband and wife shall be limited to a combined total of twelve (12) weeks of FMLA leave for the birth or placement and subsequent care;

2. To care for the employee’s spouse, son, daughter, or parent with a serious health condition;

3. Because of a serious health condition that makes the employee unable to perform one or more of the essential functions of his or her job; and

4. Because of any “qualifying exigency” arising out of the fact that the employee’s spouse, son, daughter, or parent is a military member on covered active duty status (or has been notified of an impending call or order to covered active duty).

Eligible employees who are the spouse, child, parent, or next of kin of a covered service member are also entitled to up to fourteen (14) workweeks of additional unpaid leave during a single 12-month period (for a total of twenty-six (26) weeks if combined with other FMLA leave) to care for a covered service member who is undergoing medical treatment, recuperation or therapy, is in outpatient status, or is on the temporary disability retired list, for a qualifying serious injury or illness. In cases where both a husband and wife are employed by the St. John the Baptist Parish School Board and both are eligible for FMLA leave, the husband and wife shall be limited to a combined total of twenty-six (26) weeks of FMLA military caregiver leave.

The 12-month period within which the employee may take his/her FMLA leave begins and is measured forward from the first date the employee takes FMLA leave. The next 12- month period would not begin until the next time FMLA leave is taken after completion of the prior 12-month period.

Generally, the time taken for FMLA leave shall be on a continuous basis. Under some circumstances, however, employees may take FMLA leave on an intermittent or reduced basis. In such instances, the 12-month period begins on the first day leave is taken.

Employees may be permitted to take FMLA leave on an intermittent or reduced basis to care for a covered family member with a serious health condition or for the employee’s own serious health condition when medically necessary. An employee may take intermittent leave for the birth or placement of a child only with School Board approval.

In any case in which an instructional employee requests intermittent FMLA leave that is foreseeable based on planned medical treatment and the employee would be on leave for more than twenty percent (20%) of the total number of working days in the period during which the leave would extend, the employee may be required to take leave for periods not to exceed the particular duration of the planned medical treatment or to temporarily transfer to an alternative position for which the employee is qualified and which would be less disruptive to the classroom.

Employees shall comply with the School Board’s policies and pertinent administrative procedures for all leave requests and provide enough information for the School Board to reasonably determine whether the FMLA may apply to the leave request. In any case in which the need for leave is foreseeable, the employee shall provide the School Board with at least thirty (30) days notice before the date the leave is to begin. When the need for leave is foreseeable less than thirty (30) days in advance or is unforeseeable, employees shall provide notice as soon as possible.

When the need for leave is for the birth or placement of the employee’s child and/or subsequent care and said need for leave is foreseeable based on the expected birth or placement, the employee shall provide the School Board with at least thirty (30) days notice before the date the leave is to begin. If the date of birth or placement requires the leave to begin in less than thirty (30) days, then notice shall be provided as soon as possible.

In any case in which FMLA leave is requested for planned medical treatment, the employee shall consult with the School Board and make a reasonable effort to schedule treatment so as not to unduly disrupt school operations.

Employees shall be required to substitute any applicable, accumulated paid leave, such as sick and/or annual leave, to concurrently cover any part or all of the twelve (12) week period of FMLA leave time requested. Any leave granted an employee under extended sick leave, medical sabbatical leave or maternity leave shall also run concurrently with any FMLA leave available to an employee under this policy. If paid leave is used by an employee, the School Board shall provide only enough unpaid FMLA leave time to total the allowed twelve (12) week period.

The School Board may require an employee to submit medical certification from a health care provider to support requests for FMLA leave to care for a covered family member with a serious health condition or for the employee’s own serious health condition. The employee is responsible for providing a complete and sufficient medical certification within fifteen (15) calendar days of the School Board’s request for same. Information on the certification shall include, but not be limited to, the following:

2. The approximate date on which the serious health condition commenced and its probable duration;

3. A statement or description of appropriate medical facts regarding the patient’s health condition sufficient to support the need for FMLA leave;

4. For purposes of leave for the employee’s own serious health condition, information sufficient to establish that the employee cannot perform the essential functions of the employee’s job as well as the nature of any other work restrictions, and the likely duration of such inability;

5. For purposes of leave to care for a covered family member’s serious health condition, information sufficient to establish that the family member is in need of care, that the employee is needed to care for the family member, and an estimate of the frequency and duration of the leave required to care for the family member;

6. For purposes of leave on an intermittent or reduced schedule basis for planned medical treatment of the employee’s or a covered family member’s serious health condition, information sufficient to establish the medical necessity for such intermittent or reduced schedule leave and an estimate of the dates and duration of such treatments and any periods of recovery;

7. For purposes of leave on an intermittent or reduced schedule basis for the employee’s serious health condition, including pregnancy, that may result in unforeseeable episodes of incapacity, information sufficient to establish the medical necessity for such intermittent or reduced schedule leave and an estimate of the frequency and duration of the episodes of incapacity; and

8. For purposes of leave on an intermittent or reduced schedule basis to care for a covered family member with a serious health condition, a statement that such leave is medically necessary to care for the family member, and an estimate of the frequency and duration of the required leave.

Consistent with School Board policies, employees on FMLA leave due to a serious health condition may be expected to keep their supervisors notified of their progress and anticipated date of return. Employees shall be required to submit a recertification from their physician on the required form once every thirty (30) days, except under certain circumstances set forth in the FMLA.

The School Board may also require that an employee’s request for “qualifying exigency” leave or that leave requested to care for a covered service member be supported by appropriate certification.

An employee returning from FMLA leave due to a serious health condition shall be required to provide to the School Board certification from his/her health care provider that he/she is able to resume work and perform the essential functions of his/her job.

An employee returning from FMLA leave shall have the right to be restored to his/her previous position or to an equivalent position with equivalent pay, benefits, and other terms and conditions of employment, except that the School Board may not be obligated to restore certain “highly compensated” or “key” employees to their former positions under the conditions set out in the FMLA.

Serious health condition means an illness, injury, impairment, or physical or mental condition that involves:

· any period of incapacity or treatment connected with inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility; or

· a period of incapacity requiring absence of more than three (3) calendar days from work, school, or other regular daily activities that also involves continuing treatment by (or under the supervision of) a health care provider; or

· any period of incapacity due to pregnancy, or for prenatal care; or any period of incapacity (or treatment therefore) due to a chronic serious health condition (e.g., asthma, diabetes, epilepsy, etc.); or

· a period of incapacity that is permanent or long term due to a condition for which treatment may not be effective (e.g., Alzheimer’s, stroke, terminal diseases, etc.); or,

· any absences to receive multiple treatments (including any period of recovery therefrom) by, or on referral by, a health care provider for a condition that likely would result in incapacity of more than three (3) consecutive days if left untreated (e.g., chemotherapy, physical therapy, dialysis, etc.).

Ref: 29 USCA 2601 et seq.(The Family and Medical Leave Act of 1993); 29 CFR 825 et seq. (The Family and Medical Leave Act of 1993–Federal Regulations); Board minutes, 9-18-03.

ITEM 6c. Public Comment. Dr. Curt Green – Request approval of Revised Policy: GBRIC - Maternity and Adoptive Leave

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

The St. John the Baptist Parish School Board shall grant ~~leaves of absence to regularly~~ ~~employed women teachers for a reasonable time before and after childbirth~~ regular employees leave without pay for maternity purposes for a reasonable period of time before and after the birth of a child. Reasonable period of time means that period during which the female employee is disabled on account of pregnancy, childbirth, or related medical conditions. What constitutes a reasonable time for maternity leave is within the discretion of the School Board as long as such policies as the School Board may establish are not unreasonable or arbitrary. Regular employees, for purposes of this policy, shall mean teachers serving under contract (not to include substitute teachers or teachers replacing others on leave) and other female employees who are employed by the School Board on a regular basis. Such leave shall be granted upon proper application to the School Board for maternity leave.

The granting of such leaves does not affect any tenure rights which the teacher may have acquired prior to the granting of maternity leave. Maternity leave does not interrupt the consecutive teaching semester requirement to gain sabbatical leave.

Employees may be permitted to use current and accumulated sick leave days in lieu of maternity leave upon proper request. The period of disability for which sick leave may be used shall be determined by the employee’s physician, in conjunction with the employee and appropriate school personnel, and submitted to the School Board in writing.

Each teacher granted maternity leave in accordance with state law who has no remaining sick leave days available may also be granted up to thirty (30) days of extended sick leave in each six-year period of employment in accordance with policy GBRIB, Sick Leave.

A pregnant employee may remain on the job as long as she is performing her duties competently as determined by her immediate supervisor. The employee shall fill out a Maternity Leave Request form, giving as much advance notice as possible, but in no case less than thirty (30) days prior to the beginning date of leave, except in emergency situations. The form must be accompanied by a statement from a physician verifying the state of pregnancy and expected dates of disability due to pregnancy. Such certificate shall follow the same standards as for submission of certificates for sick leave as found under Certification of Absence in policy GBRIB, Sick Leave. Failure to comply with the notice and other requirements of this policy may be considered willful neglect of duty and may result in disciplinary action up to and including termination.

~~The Superintendent reserves the right to request from the attending physician a writtenstatement regarding the condition of the teacher's pregnancy and health to determine~~ ~~when leave is necessary.~~

The School Board shall grant leaves of absence not to exceed thirty (30) days to regular employed teachers after the legal adoption of a child. If multiple children are adopted on the same date, the event shall be considered a single qualifying event. The granting of such leave shall not affect any of the tenure rights with the teacher may have acquired under state law.

Each teacher granted adoptive leave in accordance with state law who has no remaining sick leave days available may also be granted up to thirty (30) days of extended sick leave in each six-year period of employment for personal illness related to illness of an infant, or for required medical visits certified by a physician as relating to infant health.

Adoptive leave shall not interrupt the consecutive service for sabbatical leave purposes.

Ref: La. Rev. Stat. Ann. 17:1171, 17:1211, 23:334, 23:341, 23:342, ~~23:1007~~.

ITEM 6d. Public Comment. Dr. Curt Green – Request approval of Revised Policy: JCDAE – Electronic Telecommunication Devices

MOTION: To approve Revised Policy JCDAE – Electronic Telecommunication Devices

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

Students shall be allowed to possess a telecommunication device provided it is off, completely stowed away, and not in use on school grounds during the school day, regardless whether authorized early release from school or not. During the regular school day phones shall be put away. Students while participating in extracurricular activities (GEE remediation, tutoring, twilight school) would be subject to this policy limitation as well. If a student is caught with a device at school or on a bus, displayed in any way, the following graduated disciplinary procedures shall be followed: as outlined in the Student Code of Conduct and Attendance Handbook.

Note: Cell phone/smart device access on all campuses will be determined by each school site Principal. Administration is not responsible for confiscated devices:

· 1st Offense – Devices will be confiscated and turned over to the principal to be returned only to parent/guardian no earlier than the end of the school day.

· Repeated Offense – Same as above with an Alternative to Suspension, In-School Suspension Program, or Out-of-School Suspension as a consequence.

Stowing of phones is defined as being placed in the student’s locker, in his/her school bag, in a purse, or in a pants pocket. It is not allowed for the phone to be left hanging on the outside of a pocket on a clip or cell phone holster.

Ref: La. Rev. Stat. Ann. 17:239, 17:416, 17:416.1; Board minutes, 10-18-07

ITEM 6e. Public Comment. Dr. Curt Green – Introduction of Revised Policy: JCABA – Searches-Student’s Person

The St. John the Baptist Parish School Board authorizes the principal or designee to conduct the search of a student’s person (body search), either by a search with a metal detector, or as described below, when the teacher, administrator or security guard has probable cause to suspect that the student possesses an item which may pose a danger to the student(s) or to the welfare of the student body. The above shall be with the knowledge, and under the supervision, of the principal or designee.

While the St. John the Baptist Parish School Board is deeply concerned that all constitutional rights are recognized and observed by all school personnel, the Board enforces that students shall not use the school as a sanctuary from the law, a place within which to create disruptions, or a setting which endangers the welfare and safety of others.

All teachers or administrative personnel who have probable cause that a student is in possession of weapons, illegal drugs, or stolen property shall be authorized to request that the principal search the person of said student under the following conditions:

1. Such a search shall be conducted in a manner that is reasonably related to the purpose of the search and not excessively intrusive in the light of the age or sex of the student and the nature of the suspected offense.

3. If after the pat down or frisk the principal/designee still has probable cause that a student is in possession of weapons or illegal drugs, he/she shall be authorized to request the student to change clothing to gym clothing in full view of the person(s) conducting the body search. Any search of a student’s person shall be done privately by the principal/designee or central office administrator, of the same sex as the student to be searched. At least one witness (employee) who is also of the same sex as said student shall be present throughout the search. Detailed documentation shall be made of all searches.

4. Any such action shall neither willfully nor deliberately be intended to embarrass, harass, or intimidate the student.

5. Any evidence seized as a result of a search may be used in criminal or juvenile court prosecution and school disciplinary actions.

A record of the search shall be made. One copy shall be filed by the principal. One copy shall be sent to the Superintendent. The student(s) shall be given a receipt for all items impounded. All confiscated items shall be kept by the principal or Supervisor of Child Welfare and Attendance in a locked and secure place and be marked for identification by the custodian. Said items may be turned over to the Sheriff’s office.

Random searches with a metal detector of a student or his/her personal effects may be conducted at any time, provided they are conducted without deliberate touching of the student. In the event that the conductor of the search finds that there is probable cause that the student has a weapon or illegal drugs, the search may proceed according to the above steps with approval of the principal.

NOTE: Parent(s)/guardian(s) shall be notified whenever a student is searched for drugs weapons or alcohol.

Ref: U.S. Const. Amend. IV; U.S. Const. Amend. XIV, Sec. 1; Moore v. Student Affairs Committee of Troy State University, 284 F. Supp. 725 (M.D. Ala. 1970); La. Rev. Stat. Ann. §17:416.3.

ITEM 6f. Public Comment. Dr. Curt Green – Introduction of Revised Policy: JCABC – Interrogations

The St. John the Baptist Parish School Board fully recognizes the responsibility police or

child protection agencies have to protect all citizens by enforcing the laws of the community. The School Board, in turn, has the responsibility to protect the students attending the schools of the district. Therefore, public agency officials may visit the school to obtain information or on other official business. Any public agency official entering school premises, however, shall be required to report first to the office of the principal, state his/her purpose, and produce proper identification.

Any time the questioning of a student (under 18 years of age) by law enforcement authority is in order, the parent or guardian of the student must be present.

When a student is being questioned about activities which might lead to police involvement, in order to protect the student’s rights, he/she must be advised of the following:

3. That he/she has the right to the presence of an attorney and/or a parent/guardian.

If the principal determines that the student does not comprehend his/her rights, or upon the student’s request, the principal shall contact the student’s parents/guardians before the student is questioned.

If drugs are possessed, transferred, or sold on school property, immediate action will be taken to cooperate with law officials in the apprehension of the individual(s) responsible and in confiscation of the drugs.

The student’s school activities shall not be interrupted for police interrogation when the issue concerns activities unrelated to school time, school property, or official school-sponsored functions.

ITEM 6g. Public Comment. Dr. Curt Green – Introduction of Revised Policy: DJ – Expenditure of Funds

In accordance with statutory provisions, the St. John the Baptist Parish School Board shall direct the Superintendent to serve as treasurer for the School Board, who shall receive, hold in custody, and expend all funds as directed by the Board and in conformance with statutory accounting and budgetary requirements. The Superintendent shall also maintain pertinent regulations and procedures to assure the proper expending of Board funds.

The Board shall authorize the School Board administration to process and issue payment without obtaining the Superintendent's and Board President's approval for: Board approved contracts (i.e. life insurance, health insurance); payroll deductions; utilities; and federal, state and local mandated disbursements (i.e. retirement, social security).

All other payments shall be approved by the Superintendent and Board President before payment is issued.

The School Board’s policy on cash disbursements shall ensure a system of proper checks and balances, that all disbursements are supported by adequate documentation, that vendor records are safe guarded and that all vendors are paid in a timely manner. The goal of the School Board is have an invoice paid within thirty (30) days from the date the goods or services are received and approved.

In all instances, payments shall not be released before obtaining approval from the ~~Director of Business Services~~ Executive Director of Finance or Chief Financial Office, who shall verify the availability of cash.

ITEM 6h. Public Comment. Dr. Curt Green – Introduction of Revised Policy: CI – Administrative Records

School district records are public records and are available for inspection by any person at reasonable times during working hours. However, certain school documents, such as pupil school health records, pupil report cards, supervisory reports on teachers, budget worksheets, and personnel folders are in the category of privileged information and are not public records. Access to or release of privileged information such as pupil or personnel records, shall be governed by appropriate regulations and procedures.

Official records of the school district shall not leave the school or district premises except for official school business. Copies of school district records may be requested at any time. The School Board shall require any person making the request to reimburse the School Board for the actual fees and costs incurred prior to providing any document, record, or item, unless the person is exempted from providing reimbursement. Duplication of records classified as privileged information shall not be permitted.

Any person may request in writing, a time to see such public records at a mutual, agreeable time with the office of the Superintendent and such time and place will be mutually stipulated during normal working hours. Any request to view records shall clearly state the specific records desired.

Notwithstanding any other provisions of law or rules or regulations to the contrary, the School Board, upon majority vote of the total Board membership, shall have the right to examine any or all records of the school system.

Except as required by applicable law, regulation, or policy of the Louisiana Board of Elementary and Secondary Education (BESE), the School Board shall not use the social security number of a teacher or school employee as a means of identification for such teacher or employee. The teacher or employee shall not be required to include or provide his/her social security number on any form or other written document unless:

1. A social security number is required by any applicable law, regulation or policy of BESE; or

2. The form or written document is required for employment, retirement, application for leave or an individualized education plan.

The School Board or any school official or employee shall not provide access to any form or document on which the social security number of a teacher or school employee appears to any person other than the following:

1. Any official or employee of the school at which the teacher or school employee works, the School Board, or the Louisiana Department of Education, when such access is necessary for the performance of the duties and responsibilities of the official or employee.

All persons and public bodies having custody or control of any public record, other than permanent records required by existing law to be kept for all time, shall exercise diligence and care in preserving the public record for the period or periods of time specified for such public records in formal records retention schedules developed and approved by the state archivist and director of the division of archives, records management, and history of the Department of State. In all instances in which a formal retention schedule has not been executed, such public records shall be preserved and maintained for a period of at least three (3) years from the date on which the public record was made. However, when copies of an original record exist, the original alone shall be kept; when only duplicate copies of a record exist, only one copy of the duplicate copies shall be required to be kept. When an appropriate form of the microphotographic process has been utilized to record, file, and otherwise preserve such public records, with microforms produced in compliance with statutory provisions, the microforms shall be deemed originals in themselves, and disposition of original documents which have been microphotographically preserved and of duplicates and other copies thereof shall proceed in accordance with state law.

All existing records or records hereafter accumulated by the Board, which participates in federal programs or receive federal grants, may be destroyed after three (3) years from the date on which the records were made in those cases where this provision is not superseded by guidelines for the operative federal program or grant requiring longer retention periods for the records in question; provided that these records shall not be destroyed in any case where litigation with reference thereto is pending, or until the appropriate state or federal audits have been conducted.

Copies of school district records may be requested at any time. The School Board shall require any person making the request to reimburse the School Board for the actual fees and costs incurred prior to providing any document, record, or item, unless the person is exempted from providing reimbursement. Duplication of records classified as privileged information shall not be permitted.

Persons making requests for duplication of records shall be encouraged to submit such requests in writing to expedite accurate processing of their requests. Requests should be sufficiently detailed to identify the documents sought to be copied. Questions regarding the appropriateness of having certain pieces of information duplicated shall be referred to the Superintendent and/or his/her designees for determination, and if necessary, to the School Board’s attorney.

Costs associated with duplication of records shall include not only charges for copying, but also staff time involved in locating, retrieving, and duplicating, as well as any other costs or special service charge that may be incurred in the process of duplication.

Costs for duplicating records shall be paid in advance, whenever possible. A schedule of fees used to calculate costs associated with duplication of records shall be set by the School Board.

Ref: La. Rev. Stat. Ann. ''13:5112.1, 17:81, 17:93, 17:196, 17:230, 17:232, 17:415,

ITEM 6i. Public Comment. Dr. Curt Green – Introduction of Revised Policy: GBNA – Reduction of Personnel

It shall be the policy of the St. John the Baptist Parish School Board to maintain a fair and balanced educational program consistent with the functions and responsibilities of public schools. When faced with circumstances which may necessitate a reduction of personnel greater than can be accomplished through attrition and appropriate reassignment, a reduction of personnel action may be employed. All feasible alternatives to the layoffs of employees shall be considered prior to the implementation of the provisions stated herein. The determination for the need to implement reduction of personnel procedures and all decisions effecting such action shall be made by the Superintendent.

Except as otherwise provided herein, any existing procedure for reconsidering or examining an employee discharge, non-reappointment, or grievance shall not be considered in implementing a reduction of personnel action. Similarly, no personnel action other than a reduction of personnel may be considered under this policy.

Employees on Board approved leaves of absence shall be treated in the same manner as other regularly employed personnel insofar as application of this policy.

Reduction of teachers and administrators shall be based solely upon demand, performance, and effectiveness, as determined by the performance evaluation program adopted by the Board in accordance with La. Rev. Stat. Ann. §§17:3881 through 3905. Any reduction of teachers and administrators by the Superintendent shall be instituted by dismissing the least effective teacher within each targeted subject area or area of certification first, and then proceeding by effectiveness rating until the reduction of personnel has been accomplished.

Reduction of school employees, including bus drivers, who are not evaluated pursuant to La. Rev. Stat. Ann. §§17:3881 through 3905, shall be based upon the following criteria:

1. Performance and effectiveness as determined by the Board’s personnel evaluation plan.

In the event that one or more school bus operators must be removed due to the abolition, discontinuance, or consolidation of routes, after a determination of the School Board, the principle of seniority shall apply, so that the last school bus operator hired within the school system shall be the first to be removed.

When a reduction of personnel action is instituted, written notice of termination shall be given by the Superintendent or his/her designee by certified mail, return receipt requested, to the employee to be terminated. The notice shall include a statement of the general conditions requiring a reduction of personnel. The employee’s address, as it appears on the School Board’s record, shall be deemed to be the correct address. It shall be the employee’s responsibility to see that the School Board has his/her current address on file.

Within ten (10) days after receiving a notice of termination, an employee may request, in writing, a review of the action taken and shall receive notice of the results of the review in a timely manner, but no later than ten (10) days after the notice to review is received. The employee shall have the right to pursue a reduction action through the Board’s grievance

For three (3) years after the effective date of a termination, the employee shall be given the first opportunity to be reinstated to the position from which terminated. Employees shall be recalled in reverse order to their lay-off.

The offer of re-employment shall be made by certified mail, return receipt requested, and the employee shall be notified that, if he/she wishes to accept, he/she must do so in writing within seven (7) calendar days. Failure to accept within seven (7) calendar days or rejection of the position eliminates all re-employment rights of the employee.

An employee who is recalled within one (1) year after being laid off shall have restored to him/her all of the sick leave and unused personal leave, if applicable, he/she had accrued on the effective date of the layoff.

If any provision of this policy or the application thereof is held invalid, such invalidity shall not affect other provisions of this policy which can be implemented without the invalid provisions and, to this end, the provisions of this policy are hereby declared severable.

Any and all provisions of this policy shall yield to existing state law, whether statutory or

ITEM 6j. Public Comment. Dr. Curt Green – Introduction of Revised Job Description: ERSEA Clerk

SCOPE OF RESPONSIBILITIES: To assist and support the program with maintaining

selection criteria and procedures for the eligibility, determination, recruitment, selection, enrollment, and attendance for Head Start Students.

The ERSEA Clerk shall work to assist with the development and implementation of a recruitment process designed to actively inform all families with eligible children within the recruitment area of the availability of program services and encourage and assist them in applying for admission to the program. The ERSEA Clerk will assist and support efforts to actively locate and recruit children with disabilities and other vulnerable children, including homeless children and children in foster care. The ERSEA Clerk will assist and support at the beginning of each enrollment year and maintain during the year a waiting list that ranks children according to the program’s selection criteria. The ERSEA Clerk will assist and support in accessing community services such as health services, mental health services, child support enforcement services, food stamps, public assistance, and other services needed.

2. Assures that interactions with families are respectful of each family’s diversity, cultural/ethnic background.

3. Assists parents in accessing community services such as health services, mental health services, child support services, food stamps, public assistance, and other services as needed.

4. Assist families in developing Individualized Family Partnership Agreements, which are related to the family engagement outcomes described in the Head Start Parent Family Community Engagement Framework.

5.Assist the coordinator in ensuring parents are involved in program planning, policy making, and operations through regular participation in Parent Committees and Policy Council.

6. Supports the Health Services Coordinator to assure that all of the children’s health and dental health needs are met and to support the family well-being.

7. Participates in home visits as needed to strengthen parent and family outcomes.

8. Enters documentation of family services and parent involvement in the computerized database.

9. Provides reports from the database as needed for Head Start Director, Board, Policy Council, and staff on services provided by the Head Start program.

10. Assist director with an effective recruitment program that assures that all eligible families have the opportunity to be considered for enrollment in the Head Start Program.

11. Identifies children with chronic attendance problems and collaborates with Head Start Director and Family Services Workers on follow-up action to be taken.

13. Coordinates and determines eligibility for Pre-school programs in Saint John the Baptist Parish.

14. Identifies children with chronic attendance problems and collaborates with Head Start Director and Family Service Workers on follow-up action to be taken.

15. Maintains student and family confidentiality in accordance with established Confidentiality Policies. 16. Develops, in coordination with the Head Start Director, a personal, professional development plan to assure fulfilling the outlined role and responsibilities.

17. Attends all training opportunities, faculty meetings, parent conferences/meetings, and IEP meetings when requested.

20. Accept and process student applications. Determine and verify eligibility for Head Start Program and documenting eligibility requirements for all eligible students.

21. Assures the program meets the minimum 10% of its total funded enrollment by children eligible for services under IDEA.

22. Continually maintains and monitors beginning at the Beginning of the year a waiting list that ranks children according to the program’s selection criteria.

23.. Assist program with its funded enrollment level and fill vacancies as soon as possible.

Family and Community Engagement/ERSEA Clerk must be able to effectively communicate in English both orally and in writing with students, teachers, parents, school personnel, and the community. Must have personnel computer skills and the ability to accurately give and receive information via electronic and telecommunication systems.

Family and Community Engagement/ERSEA Clerk must have a minimum of three years of experience in providing services to children and/or families. Preferred knowledge of the Head Start policies and/or bilingual.

As designated by the Board approved Salary Schedule based on education, credentials, and experience.

ITEM 6k. Public Comment. Dr. Curt Green – Introduction of Revised Job Description: Part-Time Head Start Bus Monitor

SCOPE OF RESPONSIBILITES: To provide safe transportation to students during school routes and assistance to the Head Start/LA4 and Pre-School program. For individuals with a disability, hiring decisions will be based only on the individual’s ability to perform the essential functions of the job with or without a reasonable accommodation.

4. Collects and turns over to the school secretary items left on the bus by the students.

5. Maintains a high level of ethical behavior and confidentiality of information about students.

8. Attends CPR class every 2 years and pediatric first aid course every 3 years.

9. Helps collect and maintain the vehicle confidential emergency data which includes: a) Student’s name and address b) Emergency health care information, student’s physician, parent/guardian or custodians who can be contacted in the case of emergency.

11. Maintain a daily bus log of student pickups and drop offs, securing guardian signatures

12. Provides the contact of an authorized adult when and if the student is unable to meet at the designated bus stop.

13. Adheres to state and federal guidelines dealing with transportation of students.

16. Attends all meetings called or approved by the Superintendent, Head Start Director, or Principal.

18. Informs teacher(s) of any problems or special concerns of an individual student.

19. Makes use of constructive criticism and refrains from sarcasm, undue criticism, inappropriate language and behavior, and the use of racial and/or ethnic slurs when dealing with others.

24. Observes professional lines of communication at all times inside and outside the school system.

25. Notifies supervisor promptly in case of absence and communicates in advance the data of return so provisions can be made.

27. Performs active supervision always using focused attention and intentional observation during the bus route.

28.Maintains a position on the bus where one can always observe students while watching, counting, and listening during the bus route.

29.Accounts for all children on the bus using name-to-face recognition by visually identifying each student on the bus.

30.Helps collect and maintain up-to-date contact information, including alternates in case of an emergency, to make sure students are released only to an authorized adult.

31.Ensures that no students are left behind on the bus by carefully checking the bus and assisting the bus driver with establishing an "all clear" at the end of each trip.

The Part Time Bus Monitor/Center Assistant must be able to: 1) withstand temperatures changes inherent in riding under any weather condition; 2) work in a school setting which includes both a climate controlled environment and outside areas which are subject to climate extremes; 3) comply with daily hours at assigned site according to bargaining unit agreement.

A Part Time Bus Monitor/Center Assistant must be able to: 1) effectively communicate in English both orally and in writing; 2) accurately give and receive information via system; 3) communicate successfully and pleasantly with students, parents, and school personnel; and 4) use grammatically correct written and spoken language.

A Part Time Bus Monitor/Center Assistant must be able to use the telephone, audio-visual equipment, classroom computer, copy machine, laminator, calculator, and other appropriate machines.

A Part Time Bus Monitor/Center Assistant must be able to: 1) stand, walk, reach, bend, squat, and occasionally lift between 10-50 pounds; 2) operate and use classroom equipment; and 3) endure dust, fumes, smokes, gases, or excessive noise.

A Part Time Bus Monitor/Center Assistant must be able to: 1) apply instructional strategies; 2) understand, follow, and interpret written and verbal instructions; 3) instruct students; 4) maintain emotional control under stressful situations.

A Part Time Bus Monitor/Center Assistant must be able to: 1) work cooperatively with bus drivers, teachers, students, parents, and other school personnel; and 2) respond positively to supervision and suggestions for improvement.

1) High school diploma or GED; 2) at least 18 years of age; 3) score a minimum of 10.0 score on a district-wide administered aptitude test.

ITEM 7a. Public Comment. Attorney Jeff Diez - Executive Session to discuss pending litigation: Johnell Howard consolidated with LaToya Webber obo her minor child, A’Juan Webber v. St. John the Baptist School Board/Jennifer Davis - Suit No. 67,241 c/w 67,409 (Requires action)

MOTION: To convene in Executive Session to discuss pending litigation: Johnell Howard consolidated with LaToya Webber obo her minor child, A’Juan Webber v. St. John the Baptist School Board/Jennifer Davis - Suit No. 67,241 c/w 67,409.

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 7b. Public Comment. Attorney Jeff Diez - Executive Session to discuss pending litigation: Miao Ling Hu & Wei Zhou obo their minor child, Annie Zhou v St. John the Baptist School Board - Suit No. 70814A

MOTION: To convene in Executive Session to discuss pending litigation: pending litigation: Miao Ling Hu & Wei Zhou obo their minor child, Annie Zhou v St. John the Baptist School Board - Suit No. 70814A.

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 7c. Public Comment. Atty. Evan Alvarez/Atty. Andrew Barr – Request to enter into Executive Session, pursuant to La. R.S. 42:17(A)(2), to discuss the status in the lawsuit captioned, Fulcrum Enterprises, LLC v. St. John The Baptist Parish School Board, Suit No. C-77965, 40^th Judicial District Court, Parish of St. John the Baptist; and to consider action deemed necessary as a result.

MOTION: To convene in Executive Session pursuant to La. R.S. 42:17(A)(2), to discuss the status in the lawsuit captioned, Fulcrum Enterprises, LLC v. St. John The Baptist Parish School Board, Suit No. C-77965, 40^th Judicial District Court, Parish of St. John the Baptist; and to consider action deemed necessary as a result.

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

9 Yeas – Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

MOTION: To grant settlement authority to Atty. Jeff Diez in the matter of Johnell Howard consolidated with LaToya Webber obo her minor child, A’Juan Webber v. St. John the Baptist School Board/Jennifer Davis - Suit No. 67,241 c/w 67,409. (Item 7a)

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

MOTION: To grant settlement authority to Atty. Jeff Diez in the matter of Miao Ling Hu & Wei Zhou obo their minor child, Annie Zhou v St. John the Baptist School Board - Suit No. 70814A. (Item 7b)

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

MOTION: To accept the recommendation of legal counsel Atty. Evan Alvarez and/or Atty. Andrew Barr pursuant to La. R.S. 42:17(A)(2), to discuss the status in the lawsuit captioned, Fulcrum Enterprises, LLC v. St. John The Baptist Parish School Board, Suit No. C-77965, 40^th Judicial District Court, Parish of St. John the Baptist; and to consider action deemed necessary as a result. (Item 7c)

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 7d. Public Comment. Mrs. Debra Schum – Request approval of Lean Frog Salary Study Compensation Proposal for the Central Office Organizational Review and the District-wide Compensation Study in the amount of $39,725 (Finance Committee approval 03-14-23)

MOTION: To approve the Lean Frog Salary Study Compensation Proposal for the Central Office Organizational Review and the District-wide Compensation Study in the amount of $39,725.

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 7e. Public Comment. Mrs. Debra Schum – Request approval a one-time sign-on bonus, in the amount of $3,000 - $5,000, to be paid in 3-installments to Certified Teachers of ELA, Math, Science, Social Studies, Special Ed., and Foreign Language Teachers with a max budget of $200,000 including fringe. (Finance Committee approval 03-14-23)

MOTION: To approve a one-time sign-on bonus, in the amount of $3,000 - $5,000, to be paid in 3-installments to Certified Teachers of ELA, Math, Science, Social Studies, Special Ed., and Foreign Language Teachers with a max budget of $200,000 including fringe.

MOTION: To approve a one-time sign-on bonus, in the amount of $3,000 for East-bank schools and $5,000 for West-bank schools, to be paid in 3-installments to Certified Teachers of ELA, Math, Science, Social Studies, Special Ed., and Foreign Language Teachers with a max budget of $200,000 including fringe.

Upon roll call on the Substitute Motion by Holden, seconded by Frizzell, to approve a one-time sign-on bonus, in the amount of $3,000 for East-bank schools and $5,000 for West-bank schools, to be paid in 3-installments to Certified Teachers of ELA, Math, Science, Social Studies, Special Ed., and Foreign Language Teachers with a max budget of $200,000 including fringe, there was

10 Yeas – Holden, Burl, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 7f. Public Comment. Ms. Terry Charles - Request board approval to advertise for bid for the School Year 2023-2024 for Bread, Milk, Processed Foods, Frozen Foods, Meat/Meat Products, Cleaning Supplies, Paper Supplies, Large and Small Equipment for cafeterias, and Transporting USDA Commodities to all cafeterias

MOTION: To approve advertising or bids for the School Year 2023-2024 for Bread, Milk, Processed Foods, Frozen Foods, Meat/Meat Products, Cleaning Supplies, Paper Supplies, Large and Small Equipment for cafeterias, and Transporting USDA Commodities to all cafeterias.

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 7g. Public Comment. Mrs. Melissa Watson and Mrs. Dominique Miller - Request Approval to extend the project period and revise budget for remaining Head Start COVID-19 funds. (Finance Committee approval 03-14-23)

MOTION: To approve extending the project period and revise budget for remaining Head Start COVID-19 funds.

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 8a. Public Comment. Mrs. Debra Schum – Request approval of School Board Workshop Dates

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 9a. Public Comment. Mrs. Melissa Watson and Mrs. Dominique Miller - Request Board approval of the 2023-2024 Head Start Application and Cost Allocation Plan

MOTION: To approve the 2023-2024 Head Start Application and Cost Allocation Plan.

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 9b. Public Comment. Mrs. Melissa Watson and Mrs. Dominique Miller - Request Board approval of the 2023-2024 Head Start COLA and Quality Improvement Application (Finance Committee approval 03-14-23)

MOTION: To approve the 2023-2024 Head Start COLA and Quality Improvement Application

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 9c. Public Comment. Mrs. Janice Gauthier – Request approval to advertise for a Public Relations Consultant (Finance Committee approval 03-14-23)

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 9d. Public Comment. Mrs. Janice Gauthier – Request approval to advertise for Air Conditioning Supplies

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 9e. Public Comment. Mrs. Janice Gauthier – Request approval to advertise for Plumbing Supplies

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 9f. Public Comment. Mrs. Janice Gauthier – Request approval to award the Bus Part Contract to the Lowest Responsive Bidder

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 9g. Public Comment. Mrs. Janice Gauthier – Request approval to award the General Maintenance Supplies contract to the Lowest Responsive Bidder

MOTION: To award the General Maintenance Supplies contract to Fisher Ace (lowest responsive bidder).

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 9h. Public Comment. Request approval to award the Awards/Incentives Item contract to the Lowest Responsive Bidder

MOTION: To award the Awards/Incentives Item contract to: Fisse Graphis (t-shirts); Tri-Parish Trophy (trophies) and Tri-Parish Trophy (promotional items).

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

ITEM 9i. Public Comment. Mrs. Janice Gauthier – Request approval to award the Grounds Maintenance (Old Lucy School) contract to the Most Qualified, Responsive Proposer

MOTION: To award the Grounds Maintenance (Old Lucy School) contract to BLBC Enterprise LLC of Gramercy (Most Qualified, Responsive Proposer)

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

MOTION: To amend the agenda to add an action item to declare a state of emergency regarding the current cyber-attack.

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

MOTION: To adopt the Public Emergency Declaration as presented, declaring a state of emergency regarding the current cyber-attack.

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

WHEREAS, there was a cyber-attack on the entire St. John the Baptist Parish School District, causing an extensive amount of damage to district network equipment; and

WHEREAS, immediate emergency actions are required to minimize the effects of the cyber-attack; and

NOW, THEREFORE, BE IT RESOLVED, that I, Rebecca Johnson, Superintendent for St. John the Baptist Parish Schools, by the authority vested in me by the St. John the Baptist Parish School Board, do hereby certify that the St. John the Baptist Parish School System is in

For the purposes of LSA-R.S. 38:2236 Et Seq, thereby allowing administration officials to bypass public bid law in the procurement of telecommunications services.

THIS EMERGENCY DECLARATION ISSUED AND ADOPTED BY THE ST. JOHN THE BAPTIST PARISH SCHOOL BOARD ON THIS 16^th DAY OF MARCH, 2023, RETROACTIVE TO MARCH 10, 2023.

The Board meeting scheduled for April 13, 2023, will be moved to April 20, 2023, due to the Easter holiday week.

The agenda having been completed, and there being no further business, there was a

11 Yeas – Holden, Burl, Triche, Morris, DeFrancesch, Frizzell, Mamou, Schum, Mitchell-Williams, Vicknair, Wallace

Date	Time	Location
March 28, 2023	5:00 P.M.	Godchaux Grammar Cafeteria
April 27, 2023	5:00 P.M.	Godchaux Grammar Cafeteria
September 28, 2023	5:00 P.M.	Godchaux Grammar Cafeteria
November 30, 2023	5:00 P.M.	Godchaux Grammar Cafeteria


Deleted from the policy	New changes to the policy	Moved to a section within the policy