rlaneew -- I don't know of anyone who wouldn't get defensive and "dig in" if their failures were discussed in a group meeting. I think you'll get a much better reception if you sit down one-on-one with her instead. That's what I meant by meeting with her privately.
It is more likely that she'll take the criticism better and "agree" with you that a resignation is in order if it is done in a way where she can save face. If she chooses not to cooperate and resign during that private meeting, you can tell her that she leaves you with no choice but to bring up the issue for discussion at the next board meeting. The idea that her failings would be discussed in a group setting may motivate her to go ahead and resign afterall so to avoid the humiliation.
If worst comes to worst and it becomes an agenda item please note that, while it's tempting to put it to a vote to expell her from office at that time, the removal of an officer is not done in that way. For proper procedure, please refer to Robert's.
Well I sat down with our principle today and he is in complete agreement. Not that we have to have his approval but it sure doesn't hurt to have him on the up and up. We looked at the by laws and there is nothing in there about removing a board member...so that will have to change. I think we are going to go through with having the meeting and asking her to resign, IF she does, then we will vote right there and then. If she won't, and our President believes that she will refuse to quit, then I think we are going to go with Jim's idea of running elections for a Assistant Secretary and then next year promote the Asst. Secretary being elected for the main position. Thanks everyone for your wonderful advice. Wish us all good luck to a smooth meeting!
"Life is not measured by the breaths we take, but by the moments that take our breath away."
Also, just a reminder that, if she does give her resignation, it's not final until the board officially acts on it. The submission of a resignation equates to a motion whereby the submitter is asking to be released from duty. A second is required and then a vote. At any point before the board votes on the motion, the resignation can be withdrawn. So, make certain to act on the motion quickly in case she re-thinks it and withdraws.
rlaneew;145801 wrote: Where can I read this Robert's Rules of Order at? I would really like to educate myself on this.
You can find it any most any book store or on Amazon. For a quick read, obtain a copy of the "Robert's Rules of Order In Brief". For more details, order the Robert's Rules of Order Newly Revised 10th Edition. You can also seek help on the official website forum board:
The Official Robert's Rules Of Order Web Site
That might be a hard one to pull off...lol, When there was spots open for Treasure and Vice last year, I was the only one that put in to run for Treasure and nobody put into run for vice. Our event coord. also took on the title of vice. I will take all of your all's wonderful ideas to my President and see what we can do.
Thanks,
Robin
"Life is not measured by the breaths we take, but by the moments that take our breath away."
I would say that your group needs an Assistant Secretary. Most groups have an Assistant for both the Secretary and the Treasurer position. I would recommend that the President approach someone who would likely be there. This way when she is not there the Assistant will do her job and everything (Secretary related) gets done...
Also, the President should provide a list of all position expectations. Pretty much what the Secretary should be doing, as well as the treasurer, Vice President, Fundraising Coordinator, etc. This provides reference for the President/Secretary in regards to "Have you done that yet?"
Come the end of the year, if the Asst. has been doing the job all along, signing her name to the minutes, etc., then everyone will know who did the job and likely she'll be elected if she wishes to run.
