Planning Commission - Special Meeting

our special meeting to order. And Tim Johnson is absent. Everybody else is here. Uh, six. Yes.

61. H36. Okay. Absence. Kathy is available. I thought

there is Mr. Johnson. requirements, considerations, decisions.

I do not, but I can. There we can. I'm sure. You sure? Yeah. Want to take notes or anything or No. Okay.

Just kind of keep this between us here. She said the leave of absence can be removed if we want it removed. Um I think we're better off leaving what we can, you know, rather than trying to add it later. If it doesn't apply, it doesn't apply. But right, we'll have it. Just we'll have it. Mhm. Okay. Okay.

What's the gist of the personal leave? Just Are there specifics in there about what every person gets? It says It says it may be granted up to 30 calendar days if that's insufficient. Oh, single extension of no more than 30 additional days may be granted. Is that with pay or without? So, it's without, but you would have to start. It says that you have to start using their approved time off. They have to use all of before they get before it be unpaid leave. So, they're still going to get a check until that time's exhausted. Would that be sort of like on administrative leave? Uh, this is personal leave of absence. They request

this is their request gone for a while. Okay. Yeah. Administrative leave is like disciplinary. And the first um sentence there eligible employees may request um personal leave only after having completed one year of service. She said you can take that out. I don't think

somebody was calling me and I thought it wasn't her but she don't have my cell phone so I don't really have a problem with this whole section as it's written. I don't know. I'm good with it as well. I like that. 601 is okay. 602 Fab. That one I would imagine is pretty as is. Yeah. I mean that's it's not up for debate, right? I wouldn't believe since military. It's not military is asis. And that's true give or leave. Care for spouse, son, daughter. Was that one as is as well?

As is. Yeah. Military is as is and so is family as is. Serious health conditions. I think this whole thing's probably

goodification. Okay, we're going to leave FMLA. It seems like it's all pretty straightforward. 603 military leave. I'm assuming this is I have to say pretty straightforward as well, right? You have to uh give them time off for military,

but essentially they've got a job to come back to, right? That's what it is. So, you can take leave for matters having to do with your child's education. That's interesting. 604 And it does state unpaid. And I'm sure if they had days that they could use, they could obviously use days for that in a year, five days in advance.

Go ahead. It just says, "However, employees may use any paid time off benefits during that time." Yes. Yes. If they have correct Okay, let's go into the 700s, I guess.

Disciplinary action. right behavior. Exactly. It lists theft, falsification of timekeeping records, expensive, disrespectful seem to be all

pretty common sense stuff that you can't do, right? So, it's spelled out here. We want to strike firearms. It's about 2/3 of the way down. Uh, this is a question Jennifer had last time of if personal protection I think that my personal thought would be uh to leave that undefined but I don't know if there's any yeah I don't know if there's any state or federal laws that talk about a but if we say don't do it and then there was something that

happened in a problem I'm trying to find it here I can't either right here. Possession of dangerous or unauthorized material such as explosives or firearms in the workplace unless I would put unless it's in line with your duties. I say with that it also says unauthorized. Yeah. If you got unauthorized didn't care. Well, and if Luke had to wear a body cam and a gun for CO, which we would do, but I'm saying if she did, then it would be authorized.

But like I know like Robin always had a gun under her desk. Jennifer has one with her. Andy used to keep a gun in his pocket. Um just cuz you you never know. Uh you know, I think it's your right to be able to protect yourself or someone else in a dangerous situation. But I also think that falls under like if it was unauthorized. If we're saying like your job description or something like that that we're saying no to that. But in Jennifer's case, we don't I don't have a problem with that. My question is is this prohibited? I don't believe so.

I wouldn't I wouldn't think so. But it's one of those like if we say like in this in this in this job description or something, we're not allowing that and then you break that rule. That would be the way I'd look at it. like we're telling you that it's okay. Okay. So, broad view. Are we presuming that it's allowed unless otherwise specified? I guess I'd So, it's authorized unless we tell you it's not. Right. Possession of dangerous or unauthorized materials. I don't like that unless we say unauthorized materials and strike

firearms. I don't think anybody needs that gun on them unless they're in law enforcement for as part of the job. That's an opinion. Mhm. Yeah. It's not mine. I understood. I have a permit. And I Indiana doesn't require a permit. You don't even have to have a permit to carry. Oh, really? Yeah. It's constitutional carry state.

Constitutional carry in the state of Indiana. Cool. I don't think people people should be limited to that. But I think in the workplace, I don't want Matt or Luke running around with a shotgun in their truck. I mean, for what purpose that just all that does is put liability on us. If they shoot somebody, it's not them, it's us. Town's the one going to get sued. Well, the town's going to get sued if any of our people do anything, but I would rather have uh if somebody's determined to cause one of them harm, I would rather have that person be stopped than uh Luke be dead, you know.

Okay. I know Luke and Andy both and Andy have faced things over the years when it comes to I was saying if it's part of their job I would think Luke is a code enforcement officer we code enforcement officer means nothing that's not an important legal distinction at all. No, but I'm saying in his in that position if you're confronting people and telling them they need to change it's it's a higher stress job. It's a higher confrontational job.

Okay. I just be aware that that opens us up to, hey, you you allowed them to on the job to have that. I mean, that's different than a public a citizen just walking around. You're you're saying as an employee that's okay. Did we talk about this before? I don't know if there's I don't even know if there's a state statute in place. I know there is in a school environment. Mhm.

You can't have one. You cannot possess one. You can have one in your vehicle blocked. It has to be inside your vehicle and has to be blocked. You can't have it on your person, but I don't know. what statute means for a public entity. I believe it's unless posted.

You know, I think there's a distinction between your personal right to carry the gun and to have it in the workplace. I wouldn't think that all general employees have been on their head. Maybe I'm wrong. Maybe they do. I don't know. I'm sure there's places that prohibit the firearms. I'm not other towns. Huh?

What do that went through the list, sir? But I cannot remember because other communities were asking, you know, about having a gun in the town hall or in their office. Well, I can't I can't Will she know if you call her? She probably will. Well, I know what the HR lady's going to say.

You don't have I think we have we need to put something in there that gives us the right to say no, we can't do that. I think u could you specify that they would need to get approval and that maybe it needs to be concealed? I think that maybe goes a long way as when you're dealing with the public. Yeah. If if you choose to do this, you must responsibly possess it. It must not be something that could in any way view be viewed as you know

offensive offensive or intimidating or something like that because that's not the per you know I don't want anybody not safe. Yes.

I also don't want the I don't want the town to be on the hook for somebody's bad bad decision making. Okay. 522 addressed it too in the second paragraph. Um employee uh firearms, weapons, and workplace violence prevented. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from being brought into the facilities operated uh by the town without proper authorization. That's fine.

Without proper authorization. Yeah, he's already covered there in 522. Excuse me. I don't know whether has a gun or not. I really don't care. But if he's I don't know either. If he's got one in the truck, then we probably don't know that. Well, I don't really want something being left in the truck. That's a bad idea. It needs to be secured on their person. Yeah. Yeah. I would assume not, but that he doesn't. But I don't know. Something that should not be left. The purse needs to be on your body. Yes.

Oh, if that previous one's in there, then it doesn't. It says it pretty plainly that you have to have approve. So, I guess do we lean on this unauthorized word? Yes. Because in prior sentences, you had to have authorization to do it. Yeah. Okay, that sounds fair. Mhm.

Okay. 702 drugs and alcohol abuse testing. Okay. Okay. So, I'm sorry. So, what we are we changing this? I don't think so. I think that author that authorized pretty 52 covered it. Okay. I think that's pretty much our drug and alcohol. Looks good there. Say we have the right to ask for one whenever necessary. I believe so. Yeah.

I thought you post testing, reasonable suspicion testing, post accident testing. I think we need to expand that to I mean, we could we should be able to randomly at any time, it should be stated in our policy that randomly at any time. I agree. I need you guys to go down and anybody that's on our insurance go down and get drug tested and our insurance company may or may not ask for that from time to time as well. She sure. So, you're talking about where the three bullet points are. Add that. add that as well. Is it is it drug testing in a previous uh it talks about previous group

something about it with accidents? Yes. Also in employment to be employed. Yes. Yeah. You have to submit the one prior to Yeah. employment. So I think we need to add a bullet point. Agreed. for random.

Yes. Yeah. The the council may require a random drug test at any time. Yeah. Under 106, the second paragraph covers all that, too. Employee medical exams in second paragraph 106. Yeah. Yeah. It's spelled out. After employee begins, employees may be required to submit to medical examinations or drug and alcohol testing for certain purposes during their period of employment with the team. These are intended to assure ensure that the employee continues to continually continues to be physically fed to perform duties of their position. Okay. Sure.

That's pretty That's pretty wild. There's provisions in I mean it says up to termination, but there's provisions here in the last paragraph for disciplinary action that doesn't include termination for a positive test, which I guess is okay. If somebody had a a problem and help with it or something like that, maybe we let them do that. But when I was the uh I administered the drug testing program when I was transportation director and if an employee came in and said I have a problem substance abuse property alcohol the lawyer was obligated to find to help now legally with a CDL license there. You know,

it's a big deal. It's a big deal. It's a really big deal. And you know, there's some some requirements that go along with that. But, uh, as far as being employed, if if you played your cards right, you didn't lose you didn't lose your job. And I think I think think you're protected by law. I don't know if she can answer that or not. Well, it's it says here that if there's a positive, the first offense may include termination of employment. We've actually had that happen. I don't know if he was fired or if he quit, but whoever this one of the guys that three or four years ago. Yeah.

He tested positive actually had a couple of those. We did. But that's pretty important. And those were kind of um as I recall, you know, somebody is acting kind of strange and so we kind of a random deal, but um that ability to be able to test somebody. Yeah. You need that needs to be there. Yes, sir. Especially when you're talking about people using equipment. Exactly. I mean, this is life of death. It really is.

Yep. Yeah, that last paragraph says it can be random testing can be conducted on for up to one year post a incident like follow up after yeah six weeks from the date they first tested positive and then randomly for up to a year. Okay. Are we okay with that with the addition of the provision for U council to require

Okay. 703 sexual harassment. I'm assuming this is probably mostly boilerplate kind of.

Yeah, that's is as opportunity of harassment. Uh, who do they report to report? Okay, I think that's fair. Superintendent treasurer or president of council really if it's if it's their supervisor, as long as they've got somebody else that's explicitly listed as somebody they could go to, that's what we need. And that looks like it's there. Okay. 704 attendance and punctuality.

I'm assuming pretty common. If you're habitually late, no show probably going to get disciplined or Okay, I think it looks all right. What do y'all think?

Okay. 705 personal appearance. Not watching.

Uh, does this cover do we um provide their uniform tops or Yeah, the utility department we usually will buy shirts. Okay. Does is is this covered in I don't know. And maybe this is a good place to put that that utility employees would be provided with a t-shirt and a sweatshirt and that's their that's their uniform. Okay. They are responsible to open their pants and boots at other other outerwear. Um, so I don't know if this that makes sense to actually explicitly say it or if we're okay with just letting that be a practice that we I think that's just a practice.

We don't want that. But what I don't want to do is spell it out. What are they going to wear? Well, it's Yeah, we provide this and they start showing up in a ratty t-shirt or something like that. Um, so if you're going to hold them to make them wear for them, it probably says it. Well, it does say here the the council uh clerk, maybe we change that to supervisor or something like that, but anyway, somebody establishes a reasonable dress code. And so, I would say that by us providing that and making it clear that, hey, this is what you wear when you're here. Um, I think that probably covers it.

Sure. I think it's probably okay as written. What do you think? Yeah, I do. It looks all right. 706 return of property card, tools, guns, and ammunition using key files. This is personal protective equipment, printers, security codes, uniforms, written manuals, materials, or other information.

Pretty much what it's saying is anything you used on your job that didn't belong to you, you got to get back. Yep. And it says we may withhold the employees final check till items are returned. Sure. Yeah. Would there ever be an issue of I don't have it, but well, we say you do. Um, yeah, that probably enter into the legal realm, I would assume. I mean, how do we track who has what? It's difficult because there's such a broad scope of right equipment and items and tools that we have. But

so we kind of need to know what we have to start with. I suppose that's be difficult. Maybe maybe just as a matter of practice that'd be a good thing to do. Well, we and we do have some sort of an inventory, don't we, Jennifer? Well, I think there's some sort of inventory, but it's probably over a certain dollar amount. How do you keep it? It's on capital assets and our ours is a $5,000 threshold, right? So, anything over that is pretty easy to keep an accountant.

It's the little things that are going to be tough. Yeah, I do too. Sexual abuse and molestation prevention. That's a shame even at that time. Yeah, it is. I mean, I'm sure this is probably a be a legal type forunately. I mean, we it's it just protects our town,

man. Yeah. Gets into like it does defining the signs and Yeah. We would have that with uh students riding the bus sometimes the force of see kids get on the bus and you know difficulty walking or

setting we had a little girl one time that we transported she was a special needs student that her father was molesting her she'd get on the bus her. I like that there is something in here about false claims protection the other direction.

Okay. Seinoi resignation. Resignation is a voluntary act initiated by the employee to terminate employment with the town of Atlanta. Although advanced notice is not required, the town requests at least two weeks written notice from all employees prior to an employes departure and accident review may be scheduled to discuss the reasons for resignation and the effect of the resignation on benefits. Refer to policy 405, employee terminations for additional information. That seems straightforward. 709 ghost employment. This is interesting. assume that's got to be in there. It's probably something that she

as 710 security inspections. Okay. So, anything that's here is our property and we can look at it whenever we want basically is what this looks like. It's saying Looks reasonable to me. What do you all think?

Yes, sir. Facility security 7-Eleven. Pretty straightforward. Yeah.

Lock your doors. 712 solicitation. That seems straightforward. What do you all think?

Yep. 716 progressive discipline. This is fairly standard practice, but I'm sure there's details here we could adjust. First offense, written verbal warning. Second offense may be followed by a written warning. Third offense lead to suspension. fourth offense may then lead to termination.

I assume that's by case by case. Yes. You do something bad enough, you go straight to four, right? Yeah. Exactly. Mine are going to build up. Yeah. If you're late, it's one thing. You punch it res.

Yeah. kind of criminal. He even says right here recognizes certain types of employee problems such that are serious enough to justify your suspect. I think it I think it looks all right. It establishes a framework there. It does. Yeah. 718 problem resol was there.

No, just resolution. Think that looks okay. What do you all think?

722 fourth place etiquette. Mhm. Nice. Avoid public accusations for criticism. Should address such issues privately with appropriate use of avoid discussion of personal lives of conversations. voices travel avoid volume

all common sense profession stuff it is office kitchen etiquette yeah returning a copy machine to printer settings that you found you know leave leave things like you found don't make fish in the microwave how about do we have replace toilet paper. Use the last sheet in place. Well, I think we need to put probably ought to add that here. Replace toilet paper or paper towels. Wow, people are exhausted. Well, I mean, it's got in here to replace the copy paper. So, and it must be roll facing up. Yeah.

Turn the roller comes over. Yeah. Roll over, not roll under. As long as it's there. matter which way it rolls. Are we okay with this out? Yeah, that's good. We'll leave that and then recycling. We do have a recycling in place. I don't know. I think that I've taken miscellaneous 800. Yeah. What weird. That's a That's a strange one. It's miscellaneous for a reason.

A lot of money. What do y'all think? That all right? Yes. 801 political activity. pretty much common sense. Yeah, I think that one is asis on the

We don't allow signs on property. It's not Well, yeah. Like are you talking political signs? Yeah. Like vote for this person on county. I know when we have when they have the polls over here, right? We don't put one out in front of the water thing. Vote for this person. No, no, we don't. 802 suggestion program. We welcome ideas and suggestions. How'd that get in there?

She said or remove whatever you does have to say, but you can remove it. Whatever. Probably need a suggestion box. Let people put their I don't care if somebody wants to suggest something. Yeah. Whistleblower because we're they come to a council meeting and make their suggestion there as well. They can suggest things through the little slot in the wall out here. There is a suggestion um note over our shredder that's been there for years and years. suggestion box.

That's the that violates workplace etiquette. It does. That's hostile. I didn't put it up there. Is this Is this whistleblower thing a basic boilerplate deal? I mean, I'm reading through it, but

um it just says um she said just think about that one. Whatever. Um, I don't know that I think you can remove it. I don't know that it has to stay or you can change it. this last sentence of the handling of complaints. If there is an issue that is uh brought up in this manner, I don't think that the reporting to the rest of the council should happen at least annually. I think it should probably be

if somebody where you at tells me something last handling complaints that first paragraph the last sentence. Oh, at least annually I believe that uh and these are employee complaints. These are not right. If they believe that something illegal is happening, but that seems kind of weird. Yeah, it's an awful long wait.

So, I would remove that at least annually. So, it will be president of council will report to the town council. on any complaints raised under this policy. And this isn't just a complaint. This is something that seems to rise above like a allegation of something.

Mhm. Right.

Illegal. I think with that change, this portion makes sense to me. I don't know what you all think, but

I didn't really read that part because I thought it was legal ease that had to be in there anyway. So, Thus ends our review of the employee handbook. Anybody else have anything that they believe was not addressed in here? I know it's difficult because we're on session three. Um I can't really think of of much of anything. Obviously, it could be a a document that's amended over time as well. Let's say a yearly review or something like that just on your own and submit.

Yeah, that's situation occurs in the year, then we can talk. Well, that's the thing. So, it comes up along the throughout the year and it can be submitted if we need to. Jennifer, you've got notes for the forms that we had identified that we thought we needed, right? Yes, that something that this company can help create. I'm sure. Or is that something you think we could do in I mean I'm sure we could do it in house but I'll ask for that. Yeah, that's something that I think would be pretty useful to us. Paying for their service and that's a service that provided. Yeah.

And you could even we could even create one. Maybe it's a separate documents or maybe it's one but for either a suggestion or a complaint. um have some kind of pre-made form for that as well. Okay.

For each suggestion form, I mean, you could have checkbox, you know, now we did decide on we're just keeping our sick and and vacation time, right? We're not doing the PTO. Yeah, I think that makes sense. I don't know what you all think. I mean, I don't I don't know. I think it probably helps to differentiate that for the employee. And obviously, they could use some vacation time if they run out of sick time, right? But you don't want somebody burning up all their time and then they get sick. Yeah. And now they're wanting us to do something else for, you know,

give them some special consideration or something. I know that was when we we transitioned to work from standard sick vacation to PTO. That's something that they constantly try to Yeah. Don't use hammer into you got these days and it appears like a lot of days because now your vacation time rolled into BTO and right

but you know that has to last you for an entire year. Is there anything you guys um um are not are unsure about or want to ask her questions? She she actually um changed the meeting tonight so she could be available if you guys have any questions whatsoever. Did we do did we um I know we we talked about this exempt and non-exempt. Are we all okay on that? I think we I know we hashed that out. figured that out last meeting. Okay. I'll have to go back on the I haven't listened to the meeting. So, I just want to make sure I've got

I believe everything everybody's non-exempt is kind of how I took that. All the employees that we have are non-exempt is kind of how I Okay. What I think the conclusion that we came to Okay, Matt. So, then we just need to differentiate between non-exempt full-time, non-exempt part-time is is a distinction we would have to make. Okay. So, Matt gets paid a certain amount or does he clock? He's hourly. He's Yeah, he's hourly. You clock in and out. But he's exempt. No, non-exempt. Non-exempt. He's not exempt. So, everybody's non-exempt. Everybody's exempt. Salary. Sal. If you get a salary. So, we have both employees. We have both.

Yes. Okay. Yes. We're not all one or the other. exempt. Matt's not right. Luke was exempt because he's salary. No, but we've we've we decided he was not exempt. Okay. So So Matt's exempt then? No. No. Well, number one, one end the other. Which one is it? It doesn't be full or part-time. You could be non-exempt full-time or non-exempt part time. Okay. But I thought exempt had to do with getting paid one amount of money to get the job done, right? Okay. So,

they have they both have access to either overtime or comp time. Okay. All right. I know it's explained in here. I don't need to utilizing comp budgetary budget X amount of dollars. Sure. Which Matt's a long way from Yeah. Oh yeah. Like if he if he came in and him if he came in and worked 40hour week I think or a 402h hour week I think we ought to pay him two hours overtime. Right. Versus Luke if he works 42 hours which is more time he could take off. Exactly.

Good enough. I will get all this back to Kathy and then she'll work on revising it and then you guys can go through and make sure it's the way you guys want it and then changes we'll change it. You know, I appreciate you guys putting all this effort into that. Really do. Now I can I can honestly say on my end report, check it out, you know. I mean, we probably won't get this passed until next year because but still close. Yes.

What do we have to do to pass it? We have to read it and then make a resolution and then it has to be like publicized or can we just vote on it next meeting be adopted by resolution? Yeah, it be adopted. So, and we probably do that resolution annually like we do for the festival rules. So, we would review it It would be the idea would be to review it annually and adopt it by resolution annually and the resolution would have this attached as an exhibit. So for the next meeting this would this could be to have the completed version that we can review to make sure it okay meets with all of our notes

and I don't know how quick she'll get it back since it's the holidays. Yeah. And do we need to include that review annually in the body of this thing? This will be reviewed annually or that could be as part of the in the resolution that the town council recognizes the the need for updates and reviews from time to time. Mhm. I guess from time to time it's a little too loose. Tighten that up. Say as needed or something.

Okay. Um I guess while we're here, I'll let you know. I got locks for uh replacement cables and keys for the ball diamond. They're not Best Lock because that if you buy Best Lock, part of what you're paying for is a secured key system for you. And so nobody else has these keys. And so you can't you can transfer ownership of that system, but it's just more paperwork. It's a bunch of crap. They have cores that are not best um but are you know still a good a good lock um that will work in the the lock that we already have.

So I bought the five cores which is the gate lock and then all the four doors there and then um five keys to go with them plus a core key so they could change those out if they ever want to is about 250 bucks if I remember right. I've got the receipt in the truck and then I also bought a key box that I'm going to put on the gate. Um, so that should alleviate any concerns with baseball stuff. So, that was like another $50. Um, but that should square that away. Have any of you all looked at the baseball contract? Do you have any concerns with it? Because I'm going to try to get that sign briefly this week. It's not that much different from

It's not and I identified what those changes are. The only one that's not on there that I'm going to change is at the very end under I think it's rules is where it specifies the number of keys they get. I'm going to take that down to one and then specify that there's also a lock box. Um so I don't think every single person involved with it needs to have a key and I don't think the new owners need to be obligated to provide that. No, she also reached out to me today asking me about the locks and if we were on schedule to close on the 30th.

Um, I do need to get in touch with your brother and um, make sure that whatever his property line concerns are are taken care of by the end of the month. It looks like we've got some decent weather here and hopefully I don't know, maybe on uh, Let's see. Maybe I'll I don't know. I'll see what kind of time he has between now and the end of the month, but okay. I might be going down there with a tractor and moving some parking barriers. So, there was stuff that's on his property that should correct. Correct. And he wants to make sure that's all off. And fair enough. It's we need to uh make that adjustment before we hand the keys to somebody else. So,

well, she wanted to to know if it was okay to have the money. wired to the the title company. Oh, now for next week. Yeah. I don't care. Well, I mean, she didn't want if it wasn't going to be for another month, she No, no, no, no, no. I think we should be good. That our final meeting of the month is when we'll do the planation deal and we've made all the notifications, right? So, um I don't see why we wouldn't be able to reszone it to to the classification they're wanting. Um, and then are you available on that Wednesday or Tuesday or Wednesday? And at the 31st, the closing I think is schedu I couldn't remember what she said 31st to 30.

But either way, yeah, I can make that work. Okay. I'll tell her we're good to go. Go ahead and wire it. But yeah. Yeah. Whatever she wants to do. Or just give it to Jennifer. Whatever. I think the wiring Let's see. A little check anymore. Little easier than a $450,000 check. Title companies don't do checks. It's all wired. It's all wired. It's wired. It's all wired now. Yep. Sits in escrow. Goes into that separate account and then when you sign paperwork, they push a button and transfers the rest of the way. So, it's automatic. Yep. Last time I bought

Yeah, that was 10 years ago for me. Yeah. When I flex property, I have had people come in and then also call about the letters with and with the Did we have the 28th? We will probably have a few people here on Monday. We're just Did we have the 28th or 29th on those letters? I thought I read the 28th, but it's the 29th. It's the They should be the 29th. Maybe I read it wrong. Okay. Any other business to discuss? that tree. They sent an email about the tree on South Indian meeting. I guess I haven't seen it yet.

She sent like last week. I've got a I've got it for your packets on next Monday night, but it's Tammy Williams. She sent a picture. She sent an email to all of you guys with a picture of the tree over there at her house or by her house. She had I guess she had another limb fall or something. Okay. She wants it torn down. Okay. Guess we could get it looked at. All right. I'll make a motion that we adjourn the meeting. I'll second. All in favor? There's a meeting at 54 6 next time because plan five. Is it five?

It's five because the planning commission public. Yes, that's a I