August 3, 2026 at 6:30 PM - Board of Education Work Session

Description: 

Board of Education

President, Kerry Irons
Vice President, Jim Pryor
Clerk, Jesse Mickelson
Treasurer, Dr. Mike Litzow
Member, Duncan Fields

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USCG Advisory Representative, CWO Graham Edwards
Student Advisory Representative, Grace Acker

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Superintendent, Dr. Daniel Brigman
Assistant Superintendent, Damon Hargraves
School Board Secretary, Laurie Pardoe

The meeting is open to the public.  The public is invited to attend in person or virtually.

The meeting will be broadcast live on the district website at https://www.kibsd.org/board-of-education/

Description: 

It is the policy of the Kodiak Island Borough School District to comply with all applicable state and federal laws prohibiting discrimination based on race, color, national origin, gender, disability, age, religion, marital status, changes in marital status, pregnancy, parenthood, veteran's status, veteran's disability, or political affiliation.

Description:  We are gathered today on the traditional homeland of the Alutiiq/Sugpiaq people.  The heritage and culture of the Alutiiq people continue to enrich our communities and our schools.

Description:  This event is live-streamed. As per Board Bylaw 9324, Board Minutes, a temporary recording of this meeting may be made for the purpose of creating minutes and the camera is placed in plain view.

Description: 

Local call-in number: 907-486-7599

As per Board Bylaw 9323, Meeting Conduct, members of the public wishing to address the School Board regarding matters they are concerned about may do so at this time. While this is an opportunity to address the School Board regarding items that are not on the agenda, this is not an opportunity to present complaints regarding any District staff, both by name or indirect identification. Complaints against personnel are prohibited and should be addressed through the appropriate complaints process.

By Board Bylaw, a person wishing to be heard by the Board should first be recognized by the president. They shall then identify themselves and proceed to comment as briefly as the subject permits. 

Community comments shall be limited to three minutes per person.

Local call-in number: 907-486-7599

Description:  Administration will present the updated draft of the CIP six-year plan for adoption. 

Description:  This update updates harassment language to fit best practices, including that it relates to all school district activities and facilities.

As there are no additional notes from AASB concerning this policy, the 2 referenced updated sections of Alaska Statutes and Alaska Administrative Code have been attached for context.

If the School Board is not comfortable with the language changes, it is the suggestion of the administration to use the current language in 4119.12 to create new sections 4219.12 and 4319.12 consistent with the changes to the new numbering system in Article 4.

Description:  In the past, KIBSD has opted not to adopt a policy to specifically address Dress and Grooming. The attached model policy proposed by AASB for consideration was updated to be concise, simplifying the policy language from their previous version.

Note from AASB:
The following policy is optional. If the School Board wishes to expand the policy to proscribe or prohibit specific items of clothing, it is advisable to consult with legal counsel. In adopting such a policy, the district must ensure that its dress code is reasonable and reasonably enforced.

Description:  KIBSD has not adopted a policy to specifically address Concerted Activity/Work Stoppage. AASB originally proposed this model policy in 2004 and this updated version contains minor grammatical changes to the original.

Note from AASB:
The following optional policy may be revised or deleted. SB 16 (Statutes of 1992), repealed Title 14 provisions related to collective bargaining and affirmed placement of public school employees under the Public Employment Relations Act. In addition, public school employees were reclassified from class (a) (2) to class (a) (3) under AS 23.40.200 which provides them the right to strike after exhausting the advisory arbitration process. If advisory arbitration fails, a strike may not begin until at least 72 hours after notice of the strike is given. In any event, a strike may not begin on or after the first day of the school term, as that term is described in AS 14.03.030, unless at least one day in session with students in attendance has passed after notice of the strike is given by the employees. AS 23.40.080 provides public employees the right to engage in concerted activities. AASB is available for assistance in preparing contingency strike plans.

Description:   KIBSD does not currently have his policy in place. AASB originally proposed this model policy in 2004 and this updated version contains minor grammatical changes to the original.

Notes from AASB:
The Fair Labor Standards Act (FLSA) is a federal law that requires most employees in the United States to be paid at least the federal minimum wage for all hours worked, and overtime pay at time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek. However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, or professional employees. Sections 13(a)(1) and 13(a)(17) also exempt certain computer employees. To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than $684 per week. These salary requirements do not apply to teachers. Exempt computer employees may be paid at least $684 on a salary basis or on an hourly basis at a rate not less than $27.63 an hour. Job titles do not determine exempt status. In order for an exemption to apply, an employee's specific job duties and salary must meet all the requirements of the Department of Labor's regulations.

Under 2004 amendments to the federal regulations, employers can dock pay of exempt employees, without losing their exempt status, for disciplinary suspensions for one or more full days if employees break workplace conduct rules. To be able to take advantage of this provision, employers must adopt a written policy applicable to all employees that states that violating workplace conduct rules may result in a suspension.

Under the 2004 safe harbor provision, employers will not lose exempt status for employees as a result of improper deductions, so long as several steps are taken. First, your district must have a clearly communicated policy prohibiting improper pay deductions. Second, the policy must contain a complaint procedure. Third, if an employer makes an improper deduction, it must reimburse employees for the improper deduction and make a good faith commitment to comply in the future. Finally, if the employer "willfully" violates the policy by continuing to make improper deductions after a complaint, it will lose exempt status for all employees in the same job classification working for the same managers responsible for the improper deductions for the time period in which the improper deductions were made.

Description:  The Superintendent will provide an update on district operations, recent events, and upcoming activities. This report highlights key developments, celebrates successes, and shares important dates relevant to the work of the district.

Description:  Board members will provide updates from standing and ad hoc committees. These reports include recent discussions, actions, and recommendations to keep the full Board informed on committee work and progress.

Description:  Board members may share remarks, updates, or reflections related to district operations, community engagement, or other matters of interest.