Brad's iPad (2): Home, my home of
Brad's iPad (2): email. And if you need me, if you use my office address for stuff that's important. I'll get it a month much sooner.
Brad's iPad (2): Okay, I didn't have a chance to read all the emails, but.
Stephen Walker: Alright.
Stephen Walker: Hey, Dave, would you start us with a prayer, brother?
david weiler: Yeah, I can do that. Let's pray
david weiler: God we are thankful for this moment, and the progress we've made and thankful for Jason and Megan and their family, and their considerations. And father, we ask for your guidance and your wisdom, as we kind of parse through some details here and see what we can do to make this come together. We pray that this is a small hurdle.
Stephen Walker: For long-term blessing. And let's figure that out in Jesus, name Amen.
Stephen Walker: So would it be a good place to start is like, if Steve just gave us kind of summary of his communication with Jason. Anything that we
Stephen Walker: might have missed, and kind of your sense, and talking to him where he might be. Steve.
Steve Awtrey: Okay, well, I don't have much. I just have what I sent to you guys. He's he's in Orlando with his in laws and his family this week. He came back tonight.
Steve Awtrey: and so I sent him this stuff.
Steve Awtrey: and I called him right when he got off. The I called him right when he was getting on the plane, but
Steve Awtrey: he said call he'd call me right when he got off, so I had a a brief discussion with him. Then
Steve Awtrey: I sent him our memo of understanding.
Steve Awtrey: and then he sent me the
Steve Awtrey: a response that I sent to you guys that is
Steve Awtrey: salary packages, 80,000 for salary, and he has $5,000 for insurance. And then he asked me the question, and, Dave, you clarified, which which is exactly what I had to do at Cfs.
Steve Awtrey: We basically, it's Cfs for
Steve Awtrey: them paying for my insurance. They just increased my income.
Steve Awtrey: or how much the insurance was plus, however, much taxes would be on that money
Steve Awtrey: to take care of. That is, is that kind of what you were thinking we could do if he.
david weiler: No the exact opposite. The
david weiler: yeah. With. When Obamacare Act passed
david weiler: they made it illegal to reimburse people for, or at least in categories to reimburse people for health insurance instead of instead of taking our health insurance plan. Here's the money. Go buy what you want.
david weiler: and that's illegal, because too many people were keeping the money and not getting insurance, and the whole purpose was to get people on insurance around the country. So now there are workarounds for that. But that's really not considered kosher any longer as a practice.
david weiler: or you can imagine if somebody was single and you say, here's your health insurance allowance. Well, you're single. You're not using all of it. We'll give you the rest in cash. You're actually paying them more than the person with a family who's using the allowance.
david weiler: That's family discrimination or child parenthood discrimination or same with different ages of people. You're using a lot of the allowance you're not using much. You're discriminating in your pay. So what they want is, is a full time package that everybody is eligible for.
david weiler: and there are ways to work around that like like I hinted at. But in general it's not a reimbursement arrangement. So I just I just wanna make sure that's not the kind of language we're using, or or.
Steve Awtrey: So what is, what is the way we can work around it?
david weiler: So
david weiler: if we knew that he didn't need the insurance, or only needed single coverage instead of family, that would help us to give him a higher wage and afford it.
david weiler: but he would have the right to take family coverage if he ever needed that. We couldn't take that away from him, and then we would be in the position if that happened. Okay, this you have the right to this insurance. You know. We can't afford your salary anymore. We're going to have to reduce your salary.
david weiler: It's semantics, in a way. But there's there's
david weiler: you you hate to go there if you don't have to because of the way play out in the future. But but there would be a way to do it.
Steve Awtrey: Okay.
david weiler: You know, and if if and I he was kind of asking a what if I don't know if he would need family coverage, especially if they're moving here. I don't know what kind of
david weiler: you know. And so you end up playing this game that doesn't feel good to anybody if you can if you can avoid it. But the reality is, if he says, Hey, I'm not going to need insurance, or whatever we could more easily say, okay, here's the wage that we can pay, and then, you know, that's how it plays out. We could do that.
david weiler: but he would have to wait to the coverage if he.
Bret Blackford: Not necessarily a direct question on this, but just curious.
Bret Blackford: If he doesn't participate in our insurance group. Does that raise the premiums for everybody, because it puts us in a higher bracket and other things, and if he does participate, it helps the group
david weiler: No with our current model. We are so small we really don't have a standalone group.
david weiler: And so we're piggybacking on our Chamber of Commerce membership that allows us to participate in a larger group. So one person in or out isn't gonna make a big difference. If you did have a workforce of, say, a hundred people. And you had, you know, 20% of them opting out. You are weakening your pool of your group. That is a theory to be sensitive to. But that's not really the bucket we're in.
Don Fitzgerald: Did you say.
Brad's iPad (2): Yeah.
Don Fitzgerald: Just a little confused. I want to be.
Don Fitzgerald: understand this. So currently he receives a salary of 80,000, plus
Don Fitzgerald: an allowance of 5,000 that he uses for health insurance.
Steve Awtrey: That's my understanding. Yes.
Don Fitzgerald: And what we proposed was a salary of 65,000 plus
Don Fitzgerald: plus. His coverage was gonna cost us about 15,000 or 14, 4, or whatever.
david weiler: Yeah, pretty close.
Don Fitzgerald: Okay, so it's the question of salary
Don Fitzgerald: versus salary. Basically, right in in health insurance coverage is really a benefit.
Steve Awtrey: It seems like, yeah, yeah.
Don Fitzgerald: So, okay,
Don Fitzgerald: okay, I I just wanted to be sure. I understood that before we go any further. So.
Steve Awtrey: How much for our staff? How much are they paying for insurance for somebody, his age, or an estimate.
david weiler: Well, the coverage for a single individual isn't based on age because of this group that we're in. And it's about $6,800 a year right now for individual coverage.
david weiler: and because that's below the 14 4 that we allow they don't have to pay anything to be in our health insurance premium wise. They just have to deal with the deductibles, co-pays that kind of thing that the plan has.
Steve Awtrey: But if but we, the the 1,200,
Steve Awtrey: is for individual and also his family.
Steve Awtrey: if they would choose to get right.
david weiler: That's right. And so, typically if he had a family of 4 to cover, it's probably gonna cost him maybe 6 17 grand a year.
david weiler: and our allowance of 14 4 means. Maybe he's got 3 grand a year out of pocket.
david weiler: 300 a month, 400 a month, tho those are ballpark estimates for
david weiler: what it would cost. And with the New Year I need to find tune those with Elizabeth. But it's pretty basically where we are. You can get coverage for a few 100 a month. That's that's a good deal marketplace wise, but I'm just compared to what he's used to, so.
david weiler: I I do think I have a solution here without
david weiler: creating some weird, you know, hoop to jump through, but I wanted us to start before I went to that I wanted to ask, What do we want to pay him? What are we willing to pay him? Given this set of circumstances?
Don Fitzgerald: One more question before we ask that question. Do we know? Has he taken advantage of the housing allowance
Don Fitzgerald: where he is.
Steve Awtrey: I think he has. I think we, when we were together talking about it, we talked about
Steve Awtrey: something like that, and he he shook his head like he knew about the housing allowance.
Don Fitzgerald: Okay. Okay.
david weiler: Yeah, that's a really benefit to make sure he's aware of.
Don Fitzgerald: Yeah, cause that certainly increases his net pay for sure.
Steve Awtrey: Right, yeah, yeah.
david weiler: And so.
Steve Awtrey: I I talked with Mike Runcie.
Steve Awtrey: so he's he used to be the executive director at Otter Creek, and he kind of knows salaries.
Steve Awtrey: and I kind of told him what we were offering Jason.
Steve Awtrey: and he said that that's kind of low.
david weiler: Okay.
Brad's iPad (2): Yeah, but that's on a creek.
Steve Awtrey: Well, no, he was not just out of creek, but he's just seen
Steve Awtrey: in in pretty much, maybe in Tennessee. Tennessee is is a little higher, but in the South is is a little higher also, and and Jason's coming from a
Steve Awtrey: right at the edge of the Bible belt. Probably I would think.
david weiler: You're muted.
Steve Awtrey: Brett.
Bret Blackford: So from what Siebert put out, I wouldn't say that it was low. It may be
Bret Blackford: on on the normal side, but, you know. I think that there may be room for
Bret Blackford: wiggle in that, you know. If if we think
Bret Blackford: you know it's it's worth paying them.
david weiler: Yeah.
david weiler: do, do you? I mean, it would be very nice if it could come here without a pay cut, being part of that
david weiler: but is is 80. Okay? Or do we feel like we've got to even offer them even more than that
david weiler: Or if we stretch to 80, and we work with him. We, you know, kind of explain the situation, find out his health insurance needs.
david weiler: Is that what we're working toward? Or are we working towards something different than 80.
Steve Awtrey: I would think, 80 matching that
Steve Awtrey: I think he has more benefits on with our package
Steve Awtrey: than what he would have with his, with retirement and with the
Steve Awtrey: Shepherding fund and education and training. But he didn't give me any of that information, so I don't know but.
david weiler: Right.
Steve Awtrey: But but it's but it did sound like his whole package was 80 plus 5.
Steve Awtrey: But he is an artist.
Steve Awtrey: and and sometimes and this isn't against him, but just know an artist. Sometimes they forget some of the details or don't put that in. So I I don't know.
david weiler: Yeah.
Bret Blackford: So, and if we go to 80 it doesn't change our expenses at all right, because we're not paying the 14 4 for the
Bret Blackford: health insurance. So it's kind of a wash for us.
david weiler: Well.
david weiler: we don't know. That's what clarification we would need. It would be very helpful if he says, I know I don't need that, or if he says, I only need individual coverage, whatever my wife has, and cover the her and the family.
david weiler: And so that's a point of clarification that helps us reach it, reach that goal.
Don Fitzgerald: Well, I don't. I mean, how would he even know if he needs that yet until she comes here gets a job.
david weiler: Exactly, and that's what kind of prompts. His question was a little bit of a
david weiler: you know. I guess it was a what if? Because he doesn't know, or at least looking down the road, you know. Maybe they know whatever kind of job she's after is likely, even if it's not at the beginning, maybe I mean, he might need. He'll be the breadwinner at the beginning. He needs the whole thing.
david weiler: That's, I think, worth clarifying a little with them as we as talk through.
Bret Blackford: And I think with the clarification. And what Audrey was saying is, you know Jason may be an artsy guy, and and I think it may be good, Dave, if you just offered.
Bret Blackford: or you know autry if you would say, Hey, if you'd like 15 min with with Dave Weilers to kind of talk through numbers. And so we can kind of understand
Bret Blackford: where things are, and maybe make sure that he understands what we're offering, and that we understand
Bret Blackford: what he may be leaving on the table those kinds of things, but it may be good to get David up front instead of putting him in the middle.
Steve Awtrey: Okay, let me just throw something out, and we can either
Steve Awtrey: wiggle with that or scrap it.
Steve Awtrey: i 1 thing I thought, is, maybe instead of the 65,000, we offer them 75,000, and then everything else remains the same, except for some percentages with.
Steve Awtrey: Is that too much? Too little.
Steve Awtrey: Let me just propose that.
Don Fitzgerald: But I would only counter with Number One asking the question.
Don Fitzgerald: Seems like we're all pretty convinced that he's the pick for us. You know that he's
Don Fitzgerald: the good fit for us, for all the reasons we talked about, and so forth.
Don Fitzgerald: So to me, what goes with that is what is the reasonable amount to offer him.
Bret Blackford: Right.
Don Fitzgerald: Irregardless of what the the survey say, and all that kind of stuff.
Steve Awtrey: Yeah, yeah.
Don Fitzgerald: Yeah. And I think if that's 80, if that's 85, if that's
Don Fitzgerald: 75, whatever that is, I think then we just feel confident with that, and then offer that
Don Fitzgerald: with the benefit that we've already
Don Fitzgerald: listed, that if he needs the health insurance we give him the health insurance or whatever. Yeah. And then just go forward with that. I think
Don Fitzgerald: I I think it's a matter of I don't think it's a matter of dollars. I think it's a matter of how good we feel about him as our candidate. I don't think he's trying to
Don Fitzgerald: put the screws to us, or anything like that doesn't appear
Don Fitzgerald: so. I think his intentions are noble, and I think our intentions
Don Fitzgerald: we're noble, and that we want to do the right thing for him, too. That would make him want to come and stay and be
Don Fitzgerald: a part of this community of faith. So.
Steve Awtrey: Yeah.
Don Fitzgerald: Yeah.
Don Fitzgerald: And I would have said.
Steve Awtrey: Yeah. I'm sorry.
Don Fitzgerald: I was just gonna say, mean, I feel good again.
Don Fitzgerald: 80,000 if he's truly at 80,000 now, salary
Don Fitzgerald: it. I mean, it makes sense, I guess in some way that he's got lots of years experience, and he's had a huge.
Don Fitzgerald: you know school, I mean University of Tennessee. There's not many bigger schools that there is a lot of responsibility, and he's had a lot of
Don Fitzgerald: responsibility there. So I don't begrudge him that salary at all. And
Don Fitzgerald: maybe that's where we begin, you know.
Don Fitzgerald: And I think we can. We can feel good about that because we feel good about him. But
Don Fitzgerald: just my thought.
Don Fitzgerald: and I think I think we can do it within the budget. I don't think we have to.
david weiler: Yeah.
Don Fitzgerald: You know, do anything extraordinary as far as seeking more contributions or or anything, because,
Don Fitzgerald: if that's what it's gonna be, then we just make it work that way.
Steve Awtrey: But and I would even say definitely the 1st year, because we'll only be paying 6 months worth of salary, and then if we get into the second month. Second year. I I really liked this thinking outside the box that Steve Walker did. And maybe it's next year at this time we come together and say, Okay, we need to
Steve Awtrey: up it to help that. And I I don't know if we'll need to do that. And Dave does wonders and does magic with
Steve Awtrey: budgets. But I but I agree, yeah.
david weiler: I I do think. Let's see.
david weiler: Well, your points are really good one, Steve, and that in this 1st year, you know, we're probably going to be paying 7 months instead of 12. We've got, you know, a full salary in there. So if it's 80, let's just say for discussion. You know, we could do that this 1st year.
david weiler: and then for year 2.
david weiler: there's actually a little bit of cushion in this year's budget, and that we've got Jeff Mcglon in there for 6 months, and we don't think we're gonna need him a year from now
david weiler: that drops out of the budget. And so that gives us the extra money to cover
david weiler: for the year 2
david weiler: you know, to try to keep it simple. E, even if contribution stayed flat with what we're asking, you know. Now, if they go down again. That's a whole different thing that could happen, no matter what we offer him. So that has to get dealt with. But
david weiler: because it's a partial year this 1st year.
david weiler: you know, if it's 80, that's that's doable. We, the budget right now is covering a full salary.
david weiler: At 65. Actually, I had 68 in there because we didn't know what we were gonna offer.
david weiler: And so you know, we can, we can do. We can do 80 and feel like we're not setting ourselves up for a problem at the in 26.
Brad's iPad (2): I think if he's asked if he's getting 80 now.
Brad's iPad (2): it would make sense to make sure that he feels like he's not losing or going backwards.
Brad's iPad (2): and I would agree, you know. Tell them we'll make it 80, and
Brad's iPad (2): you know, if if that doesn't work, then I think we gotta talk more, but hopefully he would.
Brad's iPad (2): I want him to feel like, you know, we're not trying to nickel and dime and you know, want to hold him harmless, so to speak, and
Brad's iPad (2): making the move.
david weiler: And we can.
Steve Awtrey: And then with the 80, and then and then keep the rest of it. This the way, the same.
Steve Awtrey: I I agree. I think we have to be consistent with. With that, with all the staff, I think.
david weiler: Yeah.
david weiler: And you know him understanding if he doesn't need it all. That's great, you know.
david weiler: Yeah, right?
david weiler: That helps us. But that's he's got the right to that full package
david weiler: if needed, and it's in place for him. So that's that would be good to be able to say.
Bret Blackford: So this total package will be right around a hundred 1,000.
david weiler: Yeah.
Bret Blackford: Okay.
david weiler: Yeah, if we bump it 15, then, you know.
Bret Blackford: Right.
david weiler: 1. 0, 1 probably is what it'll come to.
Bret Blackford: Yeah, so that doesn't give me a whole lot of heartburn. And again, I'm with Steve Walker in.
Bret Blackford: I'm willing to pitch in if if I need to. But the other is.
Bret Blackford: you know, we all think Jason's a great guy, but we all think Jason is green in in some areas and and
Bret Blackford: you know, he's still gonna have a couple of years to grow. And and so, you know,
Bret Blackford: you know, we're paying a pretty good salary. I don't know how you communicate that. And and
Bret Blackford: But yeah, I think it. It's worth getting them here, if that's what it takes and then.
Don Fitzgerald: Question boils down to.
Don Fitzgerald: It's not, I mean, we've talked about what's market and all that, but I think we're looking at market, you know. I think.
Steve Awtrey: Yeah, right.
Don Fitzgerald: I mean, we searched for the guy that fits the bill closest as we can, and
Don Fitzgerald: and he's he's at 80 grand already, you know. So
Don Fitzgerald: I don't know that we could argue the fact that a survey is gonna be more real than
Don Fitzgerald: what we're actually seeing, you know.
Don Fitzgerald: So.
Steve Awtrey: And
Steve Awtrey: another thing I was thinking about is I I've always thought when you have a staff, you you almost you have to have the same
Steve Awtrey: system as far as paying, I mean, but not paying the same.
Steve Awtrey: And I even thought with Jason.
Steve Awtrey: you know, looking at the
Steve Awtrey: teacher salaries, you know he's got. How many years does he have outside of ministry? 8. Something like that.
david weiler: Yeah.
Steve Awtrey: And you know, in in that work, outside of ministry
Steve Awtrey: is work that has developed some of his ministry skills he has today.
Steve Awtrey: And I I think you know, and he's almost. He'll be 40 years old next year, and we've got Nathan. That's 26. So you got 14 years difference there.
Steve Awtrey: I think you could still justify the same type of
Steve Awtrey: paying system on there, although you don't have to always be fair. But but I think we're would be in the same ballpark with him. With ministry experience, plus some of the his work experiences at getting him around the same area.
Don Fitzgerald: Yeah, I'm I'm very comfortable with that. I mean, what what is Nathan's what? 24 years old or 25 years old.
Steve Awtrey: He's 26.
Don Fitzgerald: 26 years old.
Don Fitzgerald: So I you know, by the time he's 40 I'm pretty sure he'll be at that range, you know.
Steve Awtrey: Yeah, yep.
Steve Awtrey: okay, well, have we made the decision.
Bret Blackford: Well, I guess part of it, though, is, are you Gonna communicate this, or do we want Dave Weiler to communicate it in case there's some
Bret Blackford: money to be dealt with, or is it explaining of a what we're looking at.
Steve Awtrey: I think I can do it. It just. It's not a whole lot of differences other than
Steve Awtrey: the increase in that. And then the insurance. I can explain
Steve Awtrey: a little bit about the insurance that we we can't do that. But there's things, ways we can work around it if we need to. I think he was just given a hypothetical.
Steve Awtrey: so he wouldn't understand our hypothetical.
Don Fitzgerald: I think it's most important that he understand, and maybe he does already
Don Fitzgerald: understand that if he does not take our insurance
Don Fitzgerald: he doesn't get the $14,400 as additional.
Steve Awtrey: Okay, yeah, right?
Don Fitzgerald: You mean.
Don Fitzgerald: I don't think he's thinking that. But
Don Fitzgerald: that's not a the same as an allowance for him to use, or whatever.
david weiler: Right.
Don Fitzgerald: The our cost of his insurance.
Steve Awtrey: Of his and his families.
Don Fitzgerald: Yeah.
Steve Awtrey: Yeah, right? Yeah, I I think I can explain that to him.
david weiler: Right.
Don Fitzgerald: Steve. Did anything come up about the situation with the foster baby at all?
Don Fitzgerald: Again we have had. They thought about it anymore.
Steve Awtrey: I. When I talked with him I said, I know this is an important.
Steve Awtrey: a factor that you have to consider, and and nobody really knows
Steve Awtrey: what the what's gonna happen with that at this point, and they they may have done some research since last time we
Steve Awtrey: and when he was here, but I don't know.
david weiler: So I think I want him to
david weiler: not feel like we were trying to lowball him before, but we're willing to invest in him, and.
david weiler: you know, appreciate his transparency. That helps us because we haven't hired somebody for a while. So
david weiler: you know, we put our best foot forward, and you know we're we're adjusting accordingly. You know. So.
Steve Awtrey: And what we're doing now, and what he has done
Steve Awtrey: is, in my opinion, in my experience, the worst part of ministry is having to talk about this stuff.
Steve Awtrey: don't, but it's stuff that has to be talked about.
david weiler: Yeah.
Steve Awtrey: And stuff that, as a minister has to has to bring up to to protect his family.
david weiler: Yeah.
david weiler: so well. It sounded like from his communication that they will be fasting and praying on Friday when they get and rested. You'll need to talk to them before then, so that they have that full picture. I don't know timing wise, what looks good.
Steve Awtrey: And call him at 10 o'clock in the morning, was what we said a scheduled time for. Yeah.
david weiler: Good. Well, thank you for that. I think that gives them time to digest things. And yeah, see
david weiler: where we're at. And so okay, that's good.
Steve Awtrey: And I will tell him to let me know by Sunday before 10 Pm. You know.
Steve Awtrey: I would like to know before Sunday, so.
Don Fitzgerald: So Sunday at 10 Pm. Or Saturday at 10 Pm.
Steve Awtrey: Saturday at 10 PM. Yeah, I may make it earlier than that, because old. Go to bed. Something. Yeah.
Steve Awtrey: I'll tell you. Something's Saturday evening to let us know.
david weiler: So if that's good news, and you send us all a text.
david weiler: Communicating on this Sunday about that?
david weiler: Or do we have something canned because we need to polish it more?
david weiler: you know, if we do get. I think if we get a negative, we're definitely not communicating, because we've got a regroup, and, you know.
david weiler: pursue John, etcetera. But if we get a positive this Saturday. How important is it that we move really quickly.
david weiler: you know, with that.
Steve Awtrey: People might see it. I think I don't know.
Steve Awtrey: I think 1st we have to communicate to John
Steve Awtrey: before we let the church know.
david weiler: Okay, excellent.
Steve Awtrey: And is that something you could do, Steve?
Stephen Walker: I can.
Steve Awtrey: On Saturday night if we get a yes
Steve Awtrey: and if we if we get a no, then we just we don't have to do anything, I guess, and just see how we want to approach the next step.
david weiler: I I just think. And again, it's all brainstorming. But I do think if when we do communicate to the congregation, we can tell them who
david weiler: the tentative start date. And then, in the meantime, once a month, visit, or something like that, it would be nice to be able to paint that picture at one time as opposed to. Oh, we're still working on that or whatever, and I don't know if
david weiler: how many more details than that. But I would think, at a minimum. That would be a really ideal.
Steve Awtrey: Yeah.
Don Fitzgerald: Well, the only thing is, I would think he might not be able to commit to that Saturday about
Don Fitzgerald: coming once a month, or until he talks to his employers, and and all that.
Don Fitzgerald: I gave him a little leverage on that, you know, to leeway on that, to let us.
Steve Awtrey: Yeah.
Don Fitzgerald: Be thinking about it, but.
Steve Awtrey: Let us know soon if that would be a possibility.
Steve Awtrey: Yeah.
Steve Awtrey: And I'll you know
Steve Awtrey: he he would probably say, yeah, he'll he's gonna try to work that out, and we can communicate to the church.
Steve Awtrey: We're, you know.
Steve Awtrey: We'll start June first, st and we're looking at June first, st
Steve Awtrey: but they'll be coming up, he, and maybe they'll be coming up some between now and then and and we'll explain to him he's got a foster child wanting to adopt, and his wife finishing up her Phd. And
Steve Awtrey: and that we feel like he's the guy, and we'll work with whatever we have to between now and then.
david weiler: Okay.
Bret Blackford: And so, how are.
Steve Awtrey: Who's got the.
Bret Blackford: Do we communicate that, Steve?
Steve Awtrey: Whoever is doing the Shepherd's Prayer on Sunday, at the end of service.
Bret Blackford: No, no, I'm sorry, not with the the congregation, but with Jason. So
Bret Blackford: you know, if I were Jason, there may be several ways to interpret that it may be the the Church is saying, I can come to St. Louis once a month with my wife and kids, and they'll, you know.
Bret Blackford: pay my airfare in my hotel, you know every month that I want to, and I don't know if that's what we're saying. So I I just want to understand what it is that we're communicating, or what we're offering.
Steve Awtrey: Well, I think it'd be too early to work out those details.
Steve Awtrey: But we'll just the cons conceptual thing of. We want him to come to St. Louis regularly.
Steve Awtrey: whatever that would be that would fit into his existing job. And and sometimes it might be him coming by himself. Sometimes it might be he. Maybe, like it's spring break
Steve Awtrey: they could. They could come up as a as a family for a week, and then they could be looking for a house and all that kind of stuff, but I think those details we don't have to communicate to the church
Steve Awtrey: because he won't know them. It'd be. It'll be a little too much for him.
Bret Blackford: Right. It's not the church. It's more the communication to him how he might interpret that, because
Bret Blackford: the expense of flying him up and keeping him and his wife and his daughter, you know 3 airplane tickets monthly, you know, if he's saying Yeah, that's what they're offering, and I don't know that we are, and so I just didn't know what it is we are offering.
Steve Awtrey: Well, I think we can be vague.
Steve Awtrey: I think it's just be vague now and then try to work it out, and I think
Steve Awtrey: let them know that allegiance goes from Knoxville to Mosquita for 50 bucks.
Steve Awtrey: Oh,
Steve Awtrey: You know we could. He would expect something like that, and somebody even said. Maybe it was at the Elders meeting. Maybe we give him a stipend
Steve Awtrey: $1,000 and he can use it. However, he wants, for each time he comes up, and
Steve Awtrey: I don't know. Those are things we can. I think we could figure out later.
Bret Blackford: Okay? And I'm I agree. I just wanna make sure that.
Bret Blackford: Yeah, he's not misled. You know, there's things can be misinterpreted pretty easily with that. So that's good.
Brad's iPad (2): I think your point, Brett, is well taken. I would suggest.
Brad's iPad (2): I know we were. We're wanting to rush this to
Brad's iPad (2): let people know what's going on. But
Brad's iPad (2): I almost think maybe taking another week and making sure we've got an agreement that's in writing.
Brad's iPad (2): saying, here's what you know we're offering, and then having him sign, it would be better.
Steve Awtrey: And what would we have him sign? Would it be the memo of understanding.
Brad's iPad (2): Level of understanding is generally just, you know, to talk. You'd be signing in you know.
Brad's iPad (2): What what do we call it, Dave? When we have done that in the past.
david weiler: Yeah, we don't want an employment agreement or employment contract. We don't want that.
Don Fitzgerald: Right, and I don't know that.
Bret Blackford: The signature of signing anything.
david weiler: I guess.
Bret Blackford: Yeah, I and the memo of understanding would be fine. But I think, just shaking his hand, you know that he knows what we're he's shaking on, and we know what he's shaking on. And so there, if there's a piece of paper just saying here's what the understanding is. But
Bret Blackford: I'm pretty sure offer letter is yeah. He could walk regardless.
david weiler: Yeah.
Steve Awtrey: Well, yeah, I I guess Elizabeth has put together offer letters, haven't she? For the each? Yeah.
david weiler: Yeah, yeah.
Steve Awtrey: So what you're saying, Brad, is to not announce it
Steve Awtrey: the following Sunday, but to do it, maybe the the Sunday after that, when we have some. We've dotted some eyes and cross some t's.
Brad's iPad (2): Yeah, that's what my training would tell you.
david weiler: Yeah, I I'm I can't argue with that. I I know folks are anxious and
david weiler: but there, you know.
david weiler: being solid and prudent is not a bad thing.
david weiler: and it'd be the 20 second.
david weiler: and I'm doing the Shepherd's Prayer that day right before Christmas.
david weiler: hey? I'll see what I can come up with here. Well, Santa Santa will pull something out of a bag
david weiler: so real quick while I have you guys, I'm gonna be traveling. This weekend won't be here, so, Brad, would you sign checks for me this weekend.
Brad's iPad (2): Yup no problem.
david weiler: Thank you. And then, since we're all together, is there any more about the pancake breakfast logistics that you guys want to clarify.
Steve Awtrey: So did everybody get the email I sent today.
Steve Awtrey: I talked to my wife and she says she's a greeter.
Steve Awtrey: Okay, okay, yeah, we. I think we'll we'll have. All we need is fill 2 more spots for
Steve Awtrey: for the one of the tables, and
Steve Awtrey: I think I didn't even have Gwen down there. I think you even mentioned Gwen. I forgot about her on Beata and.
Stephen Walker: Yeah.
Steve Awtrey: Susan. And so, yeah, we can just fill those in and everybody working together. I think it'd be fine. So yeah, just look at that email. And basically.
Steve Awtrey: I think it's everybody getting there at 8 15, those Ross and Jaden being there at 8.
Steve Awtrey: And I'll be there before that to get the
Steve Awtrey: get the oven started so we can get cooking on that.
Steve Awtrey: So they're going out there tomorrow. They we're we're getting it set up, and then so it's I think it's all good. So.
david weiler: Me!
Don Fitzgerald: Hey? Steve!
Don Fitzgerald: I won't be there tomorrow morning. I've got a meeting at the hospital.
Steve Awtrey: Okay.
Don Fitzgerald: Rick's back in the hospital, so I'm gonna be.
Steve Awtrey: Boy.
Don Fitzgerald: His doctors in the morning. So.
Steve Awtrey: Okay, we'll miss you.
Steve Awtrey: Did you read your chapter?
Stephen Walker: No, and.
Steve Awtrey: That's why you're not gonna be there, really. Okay.
Don Fitzgerald: Yeah, the truth. The truth comes out.
Steve Awtrey: The chapters are getting harder to read, aren't they?
Don Fitzgerald: They are, they are!
Steve Awtrey: Yeah, yeah.
Don Fitzgerald: No, I'll get it read. But.
Steve Awtrey: That's I won't tell. I won't tell, I promise.
Bret Blackford: What book are you going through.
Steve Awtrey: The road to courage, the road to courage.
Don Fitzgerald: The character.
Steve Awtrey: By David Morris.
Steve Awtrey: That's I know David.
Don Fitzgerald: David.
Steve Awtrey: No.
Don Fitzgerald: David.
Steve Awtrey: They, David Morris is the one that's been visiting us.
Steve Awtrey: The other one is David something. So yeah.
Steve Awtrey: it's a. It's a hard book to read.
Steve Awtrey: So.
Don Fitzgerald: It's a good book, but it's hard.
Steve Awtrey: It is. Yeah. The 1st 3 chapters were the best.
Steve Awtrey: It's but it's been good.
Steve Awtrey: So okay,
Steve Awtrey: I'll. So I'll do the math on this compensation package. The only thing I really have to change is the
Steve Awtrey: retirement.
david weiler: Yeah.
Steve Awtrey: Then I'll then I'll then I'll total it up.
david weiler: Yeah.
Steve Awtrey: And and I'll do that. I'll retype it, and then I'll talk with him about all this. And then I took notes about.
Don Fitzgerald: Oh!
Steve Awtrey: Different things here.
Don Fitzgerald: Are we sure we want to trust Audrey with doing math.
Steve Awtrey: Yeah, I know. Yeah, I know, it's.
Bret Blackford: Do you guys have the chat?
Don Fitzgerald: Yes.
Don Fitzgerald: Good job.
Steve Awtrey: Have the what.
Don Fitzgerald: Down to about.
Bret Blackford: I'm looking at Chat hopefully. All the numbers are in there.
Don Fitzgerald: Open up your chat over there.
Don Fitzgerald: Mr. Brett's been, you know.
Stephen Walker: Yeah, it's been commute.
Bret Blackford: Notes in there and.
Don Fitzgerald: Got everything you need right there, Audrey.
Steve Awtrey: Oh, okay, let me
Steve Awtrey: got it.
Don Fitzgerald: Can you print it, or you can send? It looks like.
Steve Awtrey: Yeah, I photocopied it.
Steve Awtrey: Those numbers there.
Bret Blackford: Mail it to you.
Steve Awtrey: Okay, email it to me that'd be good.
david weiler: Isn't. Think that retirement match. Wouldn't that be 2,400? Brett.
Bret Blackford: I just added the hold on.
david weiler: 3% or 80.
Bret Blackford: Yeah.
Steve Awtrey: Yeah.
Bret Blackford: Hold on
Bret Blackford: alright!
Bret Blackford: I'll let you do the final math.
Stephen Walker: There it is!
david weiler: Okay.
david weiler: Very nice.
Steve Awtrey: Great. All right.
Steve Awtrey: super be praying, boy. I hope this works out.
Bret Blackford: Yeah, it's I I don't think he'd be asking questions if it's not a possibility. So that's good.
Steve Awtrey: Yeah, yeah.
Bret Blackford: Yeah. Keep praying.
Steve Awtrey: Yeah.
Don Fitzgerald: I think it's a good offer. I think it.
Don Fitzgerald: it's a little sweeter package, and it's a
Don Fitzgerald: what he wants to do. You know, it's you know.
Steve Awtrey: Yeah.
Don Fitzgerald: So.
Steve Awtrey: Great.
Don Fitzgerald: And we're such wonderful people.
Steve Awtrey: So, Steve Walker, will you lead a prayer as we finish up.
Stephen Walker: Absolutely.
Stephen Walker: father. We we thank you for this evening. And father, it's just a wonderful thing when you just.
Bret Blackford: Make things happen, and it's very spectacular. Be a part of your will, and seeing it come to fruition, and we just lay all this at your feet, and just ask for your guidance and wisdom, and and be with the Mondays as they kind of mold this over, and we just pray that Spirit can guide their thought process and help them to come to the conclusion that bring glory to the kingdom. Pray all this in your name. Amen.
Bret Blackford: Thanks, guys.
Stephen Walker: Good.
Steve Awtrey: Thanks, guys, I'll let you know how it goes. Tomorrow. I'll send an email after I'm
Steve Awtrey: talk to him on the phone. I probably won't. He'll he'll keep his. Keep everything close to his chest, probably. But
Stephen Walker: But then he may not. He's an artist.
Stephen Walker: Thanks, Steve, all right.
Brad's iPad (2): My office email tomorrow, will ya.
Steve Awtrey: Okay, got it?
Stephen Walker: Alright. Thank you.
Steve Awtrey: Is is the is your the Mid County
Steve Awtrey: Mx. Elders. Is that got your personal email in it?
Steve Awtrey: I'll figure it out. No, I don't know if I can figure it out.
Bret Blackford: Oh, I think it does go to his work phone his work email so that should work.
Steve Awtrey: Okay, great. All right.
Steve Awtrey: Okay. See? You guys, see, you guys.
david weiler: Bye-bye.