TOPEKA, Kan. — Kansas Rural Center has announced that November 10th and 11th in Topeka, they will hold their Annual Food and Farm Conference. This year’s theme is “Urgency and Resilience: Cultivating a Thriving Future.” 

﻿The group says that the conventional farming mindset will need to be adjusted in order for Kansas to have a resilient and more sustainable food and farm system. The time for that change is now, and producers are not alone. 

KRC is gathering experts and resources to make farm transitions successful and profitable for agricultural practitioners. These agricultural changes will help create the backbone for a healthy, local food supply to feed Kansas communities and protect the future of Kansans.

Some sessions will include: Agrivoltaics, Beginning Farmer Intensive, Farm Hacks, Hemp Facility Tour, Seed Saving, and Woman’s Learning Circle. Intensive sessions will be held on Day 1 at the Sunflower Foundation and there will be a Farm Tour at Prairie Band Potawatomi Nation’s Industrial Hemp Facility.

A Keynote and multiple sessions covering a wide array of topics on sustainability will be held at Hotel Topeka at City Center on Day 2 of the event.

The event is still seeking sponsors, and you can <a href="https://kansasruralcenter.org/2023-annual-conference">sign up to find out when registration opens</a>.

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp;&nbsp;

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684488350668.jpeg" alt="" />
 <figcaption></figcaption>
 </figure>TOPEKA, Kan. — Kansas Rural Center has announced that November 10th and 11th in Topeka, they will hold their Annual Food and Farm Conference. This year’s theme is “Urgency and Resilience: Cultivating a Thriving Future.” ﻿The group says that the conventional farming mindset will need to be adjusted in order for Kansas to have a resilient and more sustainable food and farm system. The time for that change is now, and producers are not alone. KRC is gathering experts and resources to make farm transitions successful and profitable for agricultural practitioners. These agricultural changes will help create the backbone for a healthy, local food supply to feed Kansas communities and protect the future of Kansans.Some sessions will include: Agrivoltaics, Beginning Farmer Intensive, Farm Hacks, Hemp Facility Tour, Seed Saving, and Woman’s Learning Circle. Intensive sessions will be held on Day 1 at the Sunflower Foundation and there will be a Farm Tour at Prairie Band Potawatomi Nation’s Industrial Hemp Facility.A Keynote and multiple sessions covering a wide array of topics on sustainability will be held at Hotel Topeka at City Center on Day 2 of the event.The event is still seeking sponsors, and you can <a href="https://kansasruralcenter.org/2023-annual-conference">sign up to find out when registration opens</a>.<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp;&nbsp;

Dates set for Kansas Rural Center Food and Farm Conference

HUTCHINSON, Kan. — The <a href="https://www.facebook.com/hutchinsonyouthcitycouncil?__cft__[0]=AZWYKiGHxkaP_PdSGQXWdjHkBrElmavaH9kU7Inn8-PwprNAAFUgFdEQsRODdYYSHOo4hniG9CnOpqFnHqFB1yKXyMuJV5QB0Ow0Dk2Wi-P_vaoLl-okJkFF3hkjS99jzZ2Hnxgw5ey8umf57M-s77JVsK_RoOtkJmav-3joz-ThAFlCFcslVEra6euYPO-qL6zuDmyUn7vFrncaCxkPN26u&amp;__tn__=-]K-y-R">Hutchinson Youth City Council</a> is hosting a Youth Fair, where you can come check out all of the options for youth to do this summer in one place.

The free event is Saturday, May 20 from 10 a.m. to 2 p.m. at The Event Center at Hutchinson Career &amp; Technical Education Academy on the Hutchinson High School campus. Youth organizations serving all ages will be on site to showcase their programs, activities, employment options and services.

If you need more information, contact the council at&nbsp;<a href="mailto:hutchyouthcitycouncil@gmail.com">hutchyouthcitycouncil@gmail.com</a>, or call (620) 474-0823.

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp;&nbsp;

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/4/1682349904796.png" alt="" />
 <figcaption></figcaption>
 </figure>HUTCHINSON, Kan. — The <a href="https://www.facebook.com/hutchinsonyouthcitycouncil?__cft__[0]=AZWYKiGHxkaP_PdSGQXWdjHkBrElmavaH9kU7Inn8-PwprNAAFUgFdEQsRODdYYSHOo4hniG9CnOpqFnHqFB1yKXyMuJV5QB0Ow0Dk2Wi-P_vaoLl-okJkFF3hkjS99jzZ2Hnxgw5ey8umf57M-s77JVsK_RoOtkJmav-3joz-ThAFlCFcslVEra6euYPO-qL6zuDmyUn7vFrncaCxkPN26u&amp;__tn__=-]K-y-R">Hutchinson Youth City Council</a> is hosting a Youth Fair, where you can come check out all of the options for youth to do this summer in one place. The free event is Saturday, May 20 from 10 a.m. to 2 p.m. at The Event Center at Hutchinson Career &amp; Technical Education Academy on the Hutchinson High School campus. Youth organizations serving all ages will be on site to showcase their programs, activities, employment options and services.If you need more information, contact the council at&nbsp;<a href="mailto:hutchyouthcitycouncil@gmail.com">hutchyouthcitycouncil@gmail.com</a>, or call (620) 474-0823.<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp;&nbsp;

Youth fair is Saturday

HUTCHINSON, Kan. — Interfaith Housing has announced an open house for their new LightHouse project is Thursday, May 18 from 4 p.m. to 6 p.m. at 1005 N. Washington in Hutchinson.

You can tour the fully renovated two-story home converted into 8 fully furnished single unit apartments for young adults (ages 18 to 25) experiencing housing insecurity. 

 Non-perishable food items will be accepted to stock the pantry at LightHouse.&nbsp;&nbsp;

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp;

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/4/1682588199154.jpeg" alt="" />
 <figcaption></figcaption>
 </figure>HUTCHINSON, Kan. — Interfaith Housing has announced an open house for their new LightHouse project is Thursday, May 18 from 4 p.m. to 6 p.m. at 1005 N. Washington in Hutchinson.You can tour the fully renovated two-story home converted into 8 fully furnished single unit apartments for young adults (ages 18 to 25) experiencing housing insecurity. Non-perishable food items will be accepted to stock the pantry at LightHouse.&nbsp;&nbsp;<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp;

LightHouse open house Thursday

HUTCHINSON, Kan. — The Hutchinson City Council will hold a study session with department heads on long-term budget priorities Tuesday afternoon.

City Attorney Paul Brown noted on behalf of Finance Director Angela Richard at their meeting May 16 that in order to make sure everything is done on time, they need to have these conversations soon.

"We should have done that about a week ago," Brown said. "We really need to get after that, because that's one of the first steps in getting the budget into play. It's not broadcast. It's a discussion and the department directors come in and visit with you about their projects."

The council will not make any binding decisions at the meeting, it's just setting priorities for what budget years certain projects and certain equipment replacements go in. That meeting will be at 3 p.m. on May 23.

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp;&nbsp;

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/2/1675788589699.jpeg" alt="" />
 <figcaption></figcaption>
 </figure>HUTCHINSON, Kan. — The Hutchinson City Council will hold a study session with department heads on long-term budget priorities Tuesday afternoon.City Attorney Paul Brown noted on behalf of Finance Director Angela Richard at their meeting May 16 that in order to make sure everything is done on time, they need to have these conversations soon."We should have done that about a week ago," Brown said. "We really need to get after that, because that's one of the first steps in getting the budget into play. It's not broadcast. It's a discussion and the department directors come in and visit with you about their projects."The council will not make any binding decisions at the meeting, it's just setting priorities for what budget years certain projects and certain equipment replacements go in. That meeting will be at 3 p.m. on May 23.<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp;&nbsp;

City Council to talk long term budgeting

HUTCHINSON, Kan. — Reno County Public Works announced that starting Monday, 69th Avenue between Yaggy Road and Wilson Road will be closed to all through traffic starting Monday for bridge replacement. 

The road will be closed until further notice.&nbsp;

If you have questions about this or any other Reno County Public Works project, call Director Don Brittain at&nbsp;620-694-2976.

<figure>
 <img src="https://media.eaglewebservices.com/public/2021/11/1637337389800.jpeg" alt="" />
 <figcaption></figcaption>
 </figure>HUTCHINSON, Kan. — Reno County Public Works announced that starting Monday, 69th Avenue between Yaggy Road and Wilson Road will be closed to all through traffic starting Monday for bridge replacement. The road will be closed until further notice.&nbsp;If you have questions about this or any other Reno County Public Works project, call Director Don Brittain at&nbsp;620-694-2976.<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp;&nbsp;

69th to close starting Monday

HUTCHINSON, Kan. — Friday night and Saturday night is the Abbyville Frontier Days PRCA Rodeo and BBQ. Abbyville was named the 2022 PRCA Small Rodeo of the Year.

"For a town of 150 people to come together for two days and be recognized on the national level of rodeo, it speaks volumes for our town and our committee and booster club and the board that spends all the time putting their blood, sweat and tears into this rodeo," said local bullfighter Jake Welker. "It's a great accomplishment and it's a great honor to be recognized as one of the best in the sport of rodeo."

Welker was hurt while out on the rodeo circuit last year, though it was after a rodeo and not during an event, but he's looking forward to getting back on the circuit for this season.

"It's a dangerous sport," Welker said. "We sign up for it. I was pretty fortunate to walk away and I'm recovered and I'm back 110% now. The hardest part was being patient. I was a very impatient person. I'm a go-getter. Sitting on the couch being one-armed for five months was not my thing. I had the drive and the ambition to get back."

Tickets are $10 in advance and are good for either night.&nbsp; There are also Saturday night BBQ tickets available in advance for an additional $8. There are also free pony rides for the kids and the first 30 kids to sign up can also take part in Mutton Busting.

You can grab your tickets at Gambinos in South Hutchinson,&nbsp;A5 Western in Hutchinson, Farmers Coop in Abbyville, Central Prairie Co-op Farm Store in Sterling and Hutchinson, The Village Place in Arlington, Sugar Creek Boutique in Hutchinson and Yoder Auto Center or online at&nbsp;<a href="https://abbyvillerodeo.weebly.com/tickets.html?fbclid=IwAR2MSQ4DwnGmpe4FwOL1cZsFLvVTcCK0U0rVrQ2-p8cEihRgLh9Dff3IuRA" target="_blank">https://abbyvillerodeo.weebly.com/tickets.html</a>.

In addition, there will be a parade Saturday morning in Abbyville in honor of the 2022 PRCA Small Rodeo of the Year award. That parade will start at 10:30 a.m. There will also be cowboy church on Sunday at 10:30 a.m. with a carry-in dinner to follow.

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.

<figure>
 <img src="https://media.eaglewebservices.com/public/2021/5/1621649267115.jpeg" alt="" />
 <figcaption></figcaption>
 </figure>By NICK GOSNELL Hutch PostHUTCHINSON, Kan. — Friday night and Saturday night is the Abbyville Frontier Days PRCA Rodeo and BBQ. Abbyville was named the 2022 PRCA Small Rodeo of the Year."For a town of 150 people to come together for two days and be recognized on the national level of rodeo, it speaks volumes for our town and our committee and booster club and the board that spends all the time putting their blood, sweat and tears into this rodeo," said local bullfighter Jake Welker. "It's a great accomplishment and it's a great honor to be recognized as one of the best in the sport of rodeo."Welker was hurt while out on the rodeo circuit last year, though it was after a rodeo and not during an event, but he's looking forward to getting back on the circuit for this season."It's a dangerous sport," Welker said. "We sign up for it. I was pretty fortunate to walk away and I'm recovered and I'm back 110% now. The hardest part was being patient. I was a very impatient person. I'm a go-getter. Sitting on the couch being one-armed for five months was not my thing. I had the drive and the ambition to get back."Tickets are $10 in advance and are good for either night.&nbsp; There are also Saturday night BBQ tickets available in advance for an additional $8. There are also free pony rides for the kids and the first 30 kids to sign up can also take part in Mutton Busting.You can grab your tickets at Gambinos in South Hutchinson,&nbsp;A5 Western in Hutchinson, Farmers Coop in Abbyville, Central Prairie Co-op Farm Store in Sterling and Hutchinson, The Village Place in Arlington, Sugar Creek Boutique in Hutchinson and Yoder Auto Center or online at&nbsp;<a href="https://abbyvillerodeo.weebly.com/tickets.html?fbclid=IwAR2MSQ4DwnGmpe4FwOL1cZsFLvVTcCK0U0rVrQ2-p8cEihRgLh9Dff3IuRA" target="_blank">https://abbyvillerodeo.weebly.com/tickets.html</a>.In addition, there will be a parade Saturday morning in Abbyville in honor of the 2022 PRCA Small Rodeo of the Year award. That parade will start at 10:30 a.m. There will also be cowboy church on Sunday at 10:30 a.m. with a carry-in dinner to follow.<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.

2023 Abbyville Rodeo this weekend

HUTCHINSON, Kan. — According to Sheila Meggers with Hutchinson USD 308, because of declining enrollment and a change in how student population is calculated for school funding purposes in the latest bill from the Kansas Legislature, money will remain tight for the 2023-2024 school year.

"The base aid that we receive per student for next year is $5088, which is about a 5% increase from where we are currently," Meggers said. "If we weren't declining in enrollment and we were keeping those 220 kids in our count, that would be a difference of almost $1.2 million. We will not see that increase in our funding."

In fact, the best estimate now has them up only about $180,000 total, but they won't have the final number to figure from until next June, all the way after the school year. This is the way it normally works.

"About $77,000 of that is what the state is projecting will be an increase in special education," Meggers said. "If you take that out, because we will use that for special education, that leaves about $103,000 of increase to our general fund. That's not even one percent for increased utilities and insurance and things like that. We're fighting the same thing that most households are. Your income is staying flat, or maybe a slight increase, but the cost of groceries and utilities and all of that is increasing quicker. We're struggling."

This doesn't really leave much money to increase teacher salaries to get more and better applicants, either.

"We met last week to just kind of maybe talk about how do we do that," Johnson said. "Our base salary is $42,000. It is the highest among the Reno County schools. Also, most of the schools are getting a declining enrollment, so they will kind of be facing the same challenges we are. We don't want to get behind on that salary. We already are struggling for people to go into the profession, so we have to figure that out. We're just going to have to look at some things. You can only cut so much. Most of your operating funds in a school district are toward salaries, so that doesn't leave much room for cutting other things. The lights have to stay on."

Hutchinson USD 308 is already closing one elementary school due to a shortage of applicants at that level. They are continuing work with a facilities committee with the goal of seeing if there are other buildings that could be used differently to better manage district resources.

<figure>
 <img src="https://media.eaglewebservices.com/public/2022/6/1655147159618.jpeg" alt="USD 308 Admin Building-Photo by Daren Dunn" />
 <figcaption>USD 308 Admin Building-Photo by Daren Dunn</figcaption>
 </figure>NICK GOSNELL Hutch PostHUTCHINSON, Kan. — According to Sheila Meggers with Hutchinson USD 308, because of declining enrollment and a change in how student population is calculated for school funding purposes in the latest bill from the Kansas Legislature, money will remain tight for the 2023-2024 school year."The base aid that we receive per student for next year is $5088, which is about a 5% increase from where we are currently," Meggers said. "If we weren't declining in enrollment and we were keeping those 220 kids in our count, that would be a difference of almost $1.2 million. We will not see that increase in our funding."In fact, the best estimate now has them up only about $180,000 total, but they won't have the final number to figure from until next June, all the way after the school year. This is the way it normally works."About $77,000 of that is what the state is projecting will be an increase in special education," Meggers said. "If you take that out, because we will use that for special education, that leaves about $103,000 of increase to our general fund. That's not even one percent for increased utilities and insurance and things like that. We're fighting the same thing that most households are. Your income is staying flat, or maybe a slight increase, but the cost of groceries and utilities and all of that is increasing quicker. We're struggling."This doesn't really leave much money to increase teacher salaries to get more and better applicants, either."We met last week to just kind of maybe talk about how do we do that," Johnson said. "Our base salary is $42,000. It is the highest among the Reno County schools. Also, most of the schools are getting a declining enrollment, so they will kind of be facing the same challenges we are. We don't want to get behind on that salary. We already are struggling for people to go into the profession, so we have to figure that out. We're just going to have to look at some things. You can only cut so much. Most of your operating funds in a school district are toward salaries, so that doesn't leave much room for cutting other things. The lights have to stay on."Hutchinson USD 308 is already closing one elementary school due to a shortage of applicants at that level. They are continuing work with a facilities committee with the goal of seeing if there are other buildings that could be used differently to better manage district resources.<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp;&nbsp;

USD 308 funding not up much for next year

Hutch Post, in partnership with Steve Harmon and the Conard-Harmon Collection, is proud to present Throwback Thursday. Enjoy a weekly release from Steve Harmon as he presents the "Hutch - Then &amp; Now Collection."

STEVE HARMON Hutch Post Contributor

Today's "Throwback Thursday Collection" takes us to the southeast corner of Sherman Avenue and South Main streets. 

This article deals with a more-recent history of the businesses that have been there. 

The first photo is from 1963, showing Torrence Jewelers, Beardslee's Fabrics, Sears and Roebuck, Singer Sewing Machines, Meschke's South Store and Adams-Parker Furniture.

The second photo is from 1975, showing Torrence Jewelers, Beardslee's Fabrics, Western Auto, Team Electronics, Meschke's South Store and Adams-Parker Furniture.

Even the businesses that were still there from the first photo showed a lot of exterior improvements. 

The third photo is from 2021, showing the Bluebird Books Store.

The fourth photo shows the string of businesses as they are today: Crow &amp; Co. Book Store, Queen B Marketing, Beds For Less, The Young Life Club, AgTrax and Anima Bella.

This block would date back to Hutch's earliest history. In future installments, we will go back to some of the earliest businesses aligned there.

To purchase a print, contact:&nbsp;<a href="mailto:sharmon5@cox.net">sharmon5@cox.net</a>.

Throwback Thursday is brought to you by:

<a href="https://gambinospizza.com/">Gambino's Pizza</a> <a href="https://www.myhutchinsonfurniture.com/?utm_source=EWS&amp;utm_medium=Google&amp;gclid=EAIaIQobChMI8YL-_6nS_AIVzxbUAR37_APuEAAYASAAEgKDaPD_BwE">Sleep Shoppe &amp; Furniture Gallery</a> <a href="https://www.hutchchamber.com/">Hutchinson/Reno County Chamber of Commerce</a> <a href="https://underkansas.org/?gclid=EAIaIQobChMI_KHt9Zeq_QIVwRPUAR3CTwTSEAAYASAAEgJDJPD_BwE">STRATACA Kansas Underground Salt Museum</a>

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684332904902.png" alt="Southeast Corner of Sherman and Main, looking S.E. - 1963 (Torrence Jewelers, Beardslee's, Sears, Singer, Meschke's South, Adams-Parker Furniture). Courtesy of the Conard-Harmon Collection." />
 <figcaption>Southeast Corner of Sherman and Main, looking S.E. - 1963 (Torrence Jewelers, Beardslee's, Sears, Singer, Meschke's South, Adams-Parker Furniture). Courtesy of the Conard-Harmon Collection.</figcaption>
 </figure>Hutch Post, in partnership with Steve Harmon and the Conard-Harmon Collection, is proud to present Throwback Thursday. Enjoy a weekly release from Steve Harmon as he presents the "Hutch - Then &amp; Now Collection."<figure>
 <img src="https://media.eaglewebservices.com/public/2023/2/1677153581036.png" alt="" />
 <figcaption></figcaption>
 </figure>STEVE HARMON Hutch Post ContributorToday's "Throwback Thursday Collection" takes us to the southeast corner of Sherman Avenue and South Main streets. This article deals with a more-recent history of the businesses that have been there. The first photo is from 1963, showing Torrence Jewelers, Beardslee's Fabrics, Sears and Roebuck, Singer Sewing Machines, Meschke's South Store and Adams-Parker Furniture.<figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684332904902.png" alt="Southeast Corner of Sherman and Main, looking S.E. - 1963 (Torrence Jewelers, Beardslee's, Sears, Singer, Meschke's South, Adams-Parker Furniture).&nbsp;Courtesy of the Conard-Harmon Collection." />
 <figcaption>Southeast Corner of Sherman and Main, looking S.E. - 1963 (Torrence Jewelers, Beardslee's, Sears, Singer, Meschke's South, Adams-Parker Furniture).&nbsp;Courtesy of the Conard-Harmon Collection.</figcaption>
 </figure>The second photo is from 1975, showing Torrence Jewelers, Beardslee's Fabrics, Western Auto, Team Electronics, Meschke's South Store and Adams-Parker Furniture.<figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684333041781.png" alt="Southeast Corner of Sherman and Main, looking South - 1975 (shows Torrence Jewelers, Beardslee's, Western Auto, Team Electronics and Meschke's. Courtesy of the Conard-Harmon Collection." />
 <figcaption>Southeast Corner of Sherman and Main, looking South - 1975 (shows Torrence Jewelers, Beardslee's, Western Auto, Team Electronics and Meschke's. Courtesy of the Conard-Harmon Collection.</figcaption>
 </figure>Even the businesses that were still there from the first photo showed a lot of exterior improvements. The third photo is from 2021, showing the Bluebird Books Store.<figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684333108305.png" alt="Southeast Corner of Sherman and Main - Bluebird Books - 2 S. Main - July 2, 2015. Courtesy of the Conard-Harmon Collection." />
 <figcaption>Southeast Corner of Sherman and Main - Bluebird Books - 2 S. Main - July 2, 2015. Courtesy of the Conard-Harmon Collection.</figcaption>
 </figure>The fourth photo shows the string of businesses as they are today: Crow &amp; Co. Book Store, Queen B Marketing, Beds For Less, The Young Life Club, AgTrax and Anima Bella.<figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684333326989.png" alt="Southeast Corner of Sherman and Main - Crow &amp; Co. - 2 S. Main - April 17, 2023. Courtesy of the Conard-Harmon Collection." />
 <figcaption>Southeast Corner of Sherman and Main - Crow &amp; Co. - 2 S. Main - April 17, 2023. Courtesy of the Conard-Harmon Collection.</figcaption>
 </figure>This block would date back to Hutch's earliest history. In future installments, we will go back to some of the earliest businesses aligned there.To purchase a print, contact:&nbsp;<a href="mailto:sharmon5@cox.net">sharmon5@cox.net</a>.Throwback Thursday is brought to you by:<a href="https://gambinospizza.com/">Gambino's Pizza</a> <a href="https://www.myhutchinsonfurniture.com/?utm_source=EWS&amp;utm_medium=Google&amp;gclid=EAIaIQobChMI8YL-_6nS_AIVzxbUAR37_APuEAAYASAAEgKDaPD_BwE">Sleep Shoppe &amp; Furniture Gallery</a> <a href="https://www.hutchchamber.com/">Hutchinson/Reno County Chamber of Commerce</a> <a href="https://underkansas.org/?gclid=EAIaIQobChMI_KHt9Zeq_QIVwRPUAR3CTwTSEAAYASAAEgJDJPD_BwE">STRATACA Kansas Underground Salt Museum</a><a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.

📷 Throwback Thursday: Hutch - Then & Now Collection - Vol. 18

HUTCHINSON, Kan. — A plea date for Andrew D. Patterson, 25, Hutchinson, has been set for May 31, 2023 at 10:30 a.m.

<a href="https://hutchpost.com/posts/3425b749-e395-46f5-9bfd-539d9c683275" target="_blank">Patterson was charged with attempted terrorism in June</a>, following threats he made against his workplace and a school.&nbsp;&nbsp;

If convicted, he could get up to 50 years in prison without parole.&nbsp;

A previous complaint filed in the case alleged a threat against Hutchinson Middle School-8 (HMS-8), and a separate threat against the Dillons distribution center.&nbsp;

Additionally, Patterson allegedly made a further threat against a specific individual.&nbsp;

The terrorism charge is founded in the HMS-8 threat.&nbsp;

Patterson was detained during a May 31, 2022 traffic stop after law enforcement received information that he made the threatening comments.&nbsp;

During the stop, police found detailed plans in Patterson’s vehicle to carry out an act of mass violence.&nbsp;

A search warrant was executed at his residence, where additional evidence related to the plan was collected.&nbsp;

<figure>
 <img src="https://media.eaglewebservices.com/public/2022/11/1669857427972.jpeg" alt="Andrew D. Patterson faces attempted terrorism charges related to threats made to his former workplace and a school." />
 <figcaption>Andrew D. Patterson faces attempted terrorism charges related to threats made to his former workplace and a school.</figcaption>
 </figure>By JUDD WEIL&nbsp; Hutch PostHUTCHINSON, Kan. — A plea date for Andrew D. Patterson, 25, Hutchinson, has been set for May 31, 2023 at 10:30 a.m.<a href="https://hutchpost.com/posts/3425b749-e395-46f5-9bfd-539d9c683275" target="_blank">Patterson was charged with attempted terrorism in June</a>, following threats he made against his workplace and a school.&nbsp;&nbsp;If convicted, he could get up to 50 years in prison without parole.&nbsp;A previous complaint filed in the case alleged a threat against Hutchinson Middle School-8 (HMS-8), and a separate threat against the Dillons distribution center.&nbsp;Additionally, Patterson allegedly made a further threat against a specific individual.&nbsp;The terrorism charge is founded in the HMS-8 threat.&nbsp;Patterson was detained during a May 31, 2022 traffic stop after law enforcement received information that he made the threatening comments.&nbsp;During the stop, police found detailed plans in Patterson’s vehicle to carry out an act of mass violence.&nbsp;A search warrant was executed at his residence, where additional evidence related to the plan was collected.&nbsp;<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp;&nbsp;

Plea date set for Hutchinson man in attempted terrorism case

HUTCHINSON, Kan. — At the request of media members who were present at the meeting where City Manager Kendal Francis was terminated, City Attorney Paul Brown provided the relevant sections of the City of Hutchinson employee handbook that were referenced. 

All City of Hutchinson employees are responsible for meeting reasonable performance and ethical standards in their work activities. All employees are expected to exercise common sense and conduct themselves in a courteous and professional manner while interacting with co-workers and members of the general public.  Additionally, any off-the-job conduct which undermines the city’s reputation, harms public confidence, renders the employee unable to perform duties or appear for work, or that causes reluctance, refusal or inability of other employees to work with the employee may result in disciplinary action up to and including termination of employment.

An employee who disobeys or refuses to follow work assignments, direction or policies from management shall be considered insubordinate unless the direction is immoral, unethical, unlawful or dangerous to the health and safety of City employees or members of the public. If an employee believes that a work assignment or direction is inappropriate or incorrect, he/she is expected to do as directed and take the matter up with management at a later time.

The following is a list of offenses for which an employee may receive corrective action up to and including termination. Because it is impossible to list every offense that may occur in the workplace, this list is not all-inclusive. Examples of unacceptable conduct include:

Making false statements on applications for City employment or related documents, including but not limited to professional credentials or certifications, references, previous work experience and criminal records;

Unsatisfactory work habits, tardiness, violation of break and lunch policy, departing prior to the designated time, excessive absenteeism, neglecting work duties or wasting time during work hours;

Damaging City property including but not limited to, motor vehicles, tools, uniforms, computer hardware, software and data, equipment or other City property due to carelessness or inattention;

Threatening or displaying physically intimidating behavior towards a co-worker, supervisor or member of the general public;

Participating in activities which is inconsistent with paid sick leave, limited duty or injury leave (including other employment, self-employment, sports, hobbies, etc.);

Engaging in work disruption or stoppage, strike, or other forms of job action or withholding of services;

Performing work for another employer, organization or private business while on duty;

Making false or untrue statements to management, fellow employees or members of the general public regarding work-related matters;

Impeding an internal investigation regardless of whether the employee is a witness or the focus of the investigation.  Such actions include refusing to cooperate; withholding relevant information; destruction of records; or providing untruthful, misleading or intentionally evasive responses or information;

Theft, misappropriation, destruction, abuse or waste of public and/or private property, including City tools, equipment, fixtures, facilities or supplies;

Falsifying or tampering with time records or other personnel-related records;

Accessing, removing or disclosing any confidential information or records of any kind without proper authority;

Misuse, alteration, concealment, falsification or willful omission from any City record or report, including but not limited to timesheet reporting, accident or injury reports, personnel records and benefit enrollment forms;

Engaging in sexual harassment and other forms of illegal discrimination;

Creating or contributing to an unproductive work environment, participating in or allowing horseplay, or disorderly conduct;

Making or publishing false or malicious statements (to include blogging, email, letter, gossip, etc.) concerning any employee, director, supervisor, client, vendor, the public, the City or its operations;

Fighting, participating or encouraging acts or threats of physical violence, intimidation or coercion;

Using abusive, offensive, or obscene language or conduct towards the public, City officials or employees;

Violating safety rules or accepted safety practices;

Failing to report direct or indirect financial interest that could be considered a conflict of interest;

Failing to report criminal charges and/or conviction of criminal charges in a timely manner;

Failing to immediately report the loss of a job-related license or certification (including driver’s license);

Failing to comply with the City's Drug Free Workplace and Testing Policy;

Failing to report the employee misconduct to management;

Using City material, time, equipment or property, including but not limited to inappropriate use of e-mail, electronic communications, Internet and/or computer networks in an inappropriate or unauthorized manner; and

Additional Standards of Conduct for Supervisors, Managers and Administrators – The City holds all employees that hold positions of trust and responsibility as a supervisor, manager or administrator to a higher standard, and expects conduct and behavior that is above reproach.  As such, they shall not engage in conduct or behaviors such as: 

Aiding or cooperating with subordinate employees in the violation of work rules, policies or directives;

Failing to initiate formal disciplinary action against subordinates for violation of work rules, policies or directives;

Failing to treat all subordinates in a fair and non-discriminatory manner;

Failing to perform supervisory, managerial or administrative duties in a competent manner;

Using the position of supervisor, manager or administrator for inappropriate personal gain;

Inappropriately sharing confidential information entrusted to the supervisor, manager or administrator; and

Failing to administer and support the policies, directives or other requirements of the City or otherwise engaging in conduct which undermines the mission or the reputation of the City.

Nothing in this policy is intended to change the fact that employment is entered into at-will, and as such, employees are free to resign at any time, for any reason, and with or without notice.  Similarly, the City is free to terminate employment at any time, with or without notice, for any reason not prohibited by law.

The City of Hutchinson is committed to a work environment in which all employees, volunteers and contractors are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment.  Harassment is defined as behavior which has the purpose or effect of creating an intimidating, hostile, or offensive working environment, or has the purpose or effect of unreasonably interfering with an individual's work performance, or otherwise adversely affects an individual's employment opportunities.

Human Resources and all Department Heads and Supervisors will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.  Every employee is responsible for complying with the Anti-Harassment policy and is expected to deal fairly and honestly with other employees to ensure a work environment free of intimidation and harassment.

Any employee, volunteer or contractor who engages in harassment or who permits employees under his/her supervision to engage in such harassment; or who retaliates or permits retaliation against an employee who reports harassment is guilty of misconduct and shall be subject to corrective action which may include termination of employment.

Sexual Harassment – Sexual harassment is a specific form of harassment that undermines the integrity of the employment relationship. It will not be tolerated. Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or diﬀerent gender; it does not require sexual attraction or interest. With or without related threats and promises of favors or other benefits, this policy prohibits sexual advances, requests for sex, or other verbal or physical sexual conduct which could have a harmful effect on any employee's work performance or create a hostile or offensive work environment. 

Unwanted or unwelcome sexual advances and requests for sexual favors or propositions;

Comments about bodies, sexual prowess, sexual preferences, sexual experiences or sexual

Leering, whistling, or physical contact such as touching or blocking movements;

Verbal abuse of a sexual nature, including insulting or obscene comments or gestures;

Use of sexually degrading words to describe a person or a group of people;

Display in the workplace of sexually suggestive objects or pictures, including nudity and

Continuing to express sexual or social interest after being informed directly that the interests are unwelcome; and

All inappropriate conduct of a sexual nature, whether it be physical, verbal or visual conduct.

Other Forms of Harassment – Harassment based on race, color, national origin, religion, sex, age, disability, veteran’s status or any other protected characteristic is also strictly prohibited.  Additionally, any on or off-duty conduct that a reasonable person would find is malicious, or unwelcome, that harms, intimidates, offends, degrades or humiliates an employee, whether verbal, non-verbal, physical, psychological, or otherwise is strictly prohibited and is a violation of this Anti-Harassment policy.

Reporting an Incident of Harassment, Discrimination or Retaliation – The City encourages the prompt reporting of harassment complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. While no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.  Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should immediately contact one of the persons listed below with whom they feel most comfortable:

Director of Human Resources; or City Manager

The reporting of false and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.

Complaint &amp; Investigation Process – Complaints of sexual and other forms of harassment will be promptly and carefully investigated by Human Resources or another designee appointed by the City Manager.  The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. At the conclusion of the investigation, the investigator will review the findings with the person(s) who made the complaint and the accused employee. 

Based on the findings the investigation, appropriate corrective action will be taken to prevent the harassment from occurring again, up to and including termination of employment.  In any case, particularly in situations where the facts uncovered during the investigation are inconclusive or unclear, management will ensure that all parties are reacquainted with the policy prohibiting sexual or other harassment at work. 

In the event that the investigation finds that the harassment complaint was false and malicious (as opposed to complaints that, even if erroneous, are made in good faith) the employee will be subject of appropriate disciplinary action.

Retaliation - Retaliation against an employee who makes a good faith charge or report of prohibited conduct, or who assists in a complaint investigation, is strictly prohibited. Acts of retaliation must be reported immediately as set out herein.

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile&nbsp;app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp; &nbsp;

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/3/1679519265076.jpeg" alt="City Attorney Paul Brown" />
 <figcaption>City Attorney Paul Brown</figcaption>
 </figure>HUTCHINSON, Kan. — At the request of media members who were present at the meeting where City Manager Kendal Francis was terminated, City Attorney Paul Brown provided the relevant sections of the City of Hutchinson employee handbook that were referenced. Section 401-Standards of Conduct.All City of Hutchinson employees are responsible for meeting reasonable performance and ethical standards in their work activities. All employees are expected to exercise common sense and conduct themselves in a courteous and professional manner while interacting with co-workers and members of the general public. Additionally, any off-the-job conduct which undermines the city’s reputation, harms public confidence, renders the employee unable to perform duties or appear for work, or that causes reluctance, refusal or inability of other employees to work with the employee may result in disciplinary action up to and including termination of employment.An employee who disobeys or refuses to follow work assignments, direction or policies from management shall be considered insubordinate unless the direction is immoral, unethical, unlawful or dangerous to the health and safety of City employees or members of the public. If an employee believes that a work assignment or direction is inappropriate or incorrect, he/she is expected to do as directed and take the matter up with management at a later time.The following is a list of offenses for which an employee may receive corrective action up to and including termination. Because it is impossible to list every offense that may occur in the workplace, this list is not all-inclusive. Examples of unacceptable conduct include:Making false statements on applications for City employment or related documents, including but not limited to professional credentials or certifications, references, previous work experience and criminal records;Unsatisfactory work habits, tardiness, violation of break and lunch policy, departing prior to the designated time, excessive absenteeism, neglecting work duties or wasting time during work hours;Damaging City property including but not limited to, motor vehicles, tools, uniforms, computer hardware, software and data, equipment or other City property due to carelessness or inattention;Threatening or displaying physically intimidating behavior towards a co-worker, supervisor or member of the general public;Participating in activities which is inconsistent with paid sick leave, limited duty or injury leave (including other employment, self-employment, sports, hobbies, etc.);Engaging in work disruption or stoppage, strike, or other forms of job action or withholding of services;Performing work for another employer, organization or private business while on duty;Making false or untrue statements to management, fellow employees or members of the general public regarding work-related matters;Impeding an internal investigation regardless of whether the employee is a witness or the focus of the investigation. Such actions include refusing to cooperate; withholding relevant information; destruction of records; or providing untruthful, misleading or intentionally evasive responses or information;Theft, misappropriation, destruction, abuse or waste of public and/or private property, including City tools, equipment, fixtures, facilities or supplies;Falsifying or tampering with time records or other personnel-related records;Accessing, removing or disclosing any confidential information or records of any kind without proper authority;Misuse, alteration, concealment, falsification or willful omission from any City record or report, including but not limited to timesheet reporting, accident or injury reports, personnel records and benefit enrollment forms;Engaging in sexual harassment and other forms of illegal discrimination;Creating or contributing to an unproductive work environment, participating in or allowing horseplay, or disorderly conduct;Making or publishing false or malicious statements (to include blogging, email, letter, gossip, etc.) concerning any employee, director, supervisor, client, vendor, the public, the City or its operations;Fighting, participating or encouraging acts or threats of physical violence, intimidation or coercion;Using abusive, offensive, or obscene language or conduct towards the public, City officials or employees;Violating safety rules or accepted safety practices;Failing to report direct or indirect financial interest that could be considered a conflict of interest;Failing to report criminal charges and/or conviction of criminal charges in a timely manner;Failing to immediately report the loss of a job-related license or certification (including driver’s license);Failing to comply with the City's Drug Free Workplace and Testing Policy;Failing to report the employee misconduct to management;Using City material, time, equipment or property, including but not limited to inappropriate use of e-mail, electronic communications, Internet and/or computer networks in an inappropriate or unauthorized manner; andAdditional Standards of Conduct for Supervisors, Managers and Administrators – The City holds all employees that hold positions of trust and responsibility as a supervisor, manager or administrator to a higher standard, and expects conduct and behavior that is above reproach. As such, they shall not engage in conduct or behaviors such as: Aiding or cooperating with subordinate employees in the violation of work rules, policies or directives;Failing to initiate formal disciplinary action against subordinates for violation of work rules, policies or directives;Failing to treat all subordinates in a fair and non-discriminatory manner;Failing to perform supervisory, managerial or administrative duties in a competent manner;Using the position of supervisor, manager or administrator for inappropriate personal gain;Inappropriately sharing confidential information entrusted to the supervisor, manager or administrator; andFailing to administer and support the policies, directives or other requirements of the City or otherwise engaging in conduct which undermines the mission or the reputation of the City.Nothing in this policy is intended to change the fact that employment is entered into at-will, and as such, employees are free to resign at any time, for any reason, and with or without notice. Similarly, the City is free to terminate employment at any time, with or without notice, for any reason not prohibited by law.Section 402-Anti-HarassmentThe City of Hutchinson is committed to a work environment in which all employees, volunteers and contractors are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Harassment is defined as behavior which has the purpose or effect of creating an intimidating, hostile, or offensive working environment, or has the purpose or effect of unreasonably interfering with an individual's work performance, or otherwise adversely affects an individual's employment opportunities.Human Resources and all Department Heads and Supervisors will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately. Every employee is responsible for complying with the Anti-Harassment policy and is expected to deal fairly and honestly with other employees to ensure a work environment free of intimidation and harassment.Any employee, volunteer or contractor who engages in harassment or who permits employees under his/her supervision to engage in such harassment; or who retaliates or permits retaliation against an employee who reports harassment is guilty of misconduct and shall be subject to corrective action which may include termination of employment.Sexual Harassment – Sexual harassment is a specific form of harassment that undermines the integrity of the employment relationship. It will not be tolerated. Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or diﬀerent gender; it does not require sexual attraction or interest. With or without related threats and promises of favors or other benefits, this policy prohibits sexual advances, requests for sex, or other verbal or physical sexual conduct which could have a harmful effect on any employee's work performance or create a hostile or offensive work environment. Examples include:Unwanted or unwelcome sexual advances and requests for sexual favors or propositions;Sexual jokes and innuendo;Comments about bodies, sexual prowess, sexual preferences, sexual experiences or sexualdeficiencies;Leering, whistling, or physical contact such as touching or blocking movements;Verbal abuse of a sexual nature, including insulting or obscene comments or gestures;Use of sexually degrading words to describe a person or a group of people;Display in the workplace of sexually suggestive objects or pictures, including nudity andpornography;Continuing to express sexual or social interest after being informed directly that the interests are unwelcome; andAll inappropriate conduct of a sexual nature, whether it be physical, verbal or visual conduct.Other Forms of Harassment – Harassment based on race, color, national origin, religion, sex, age, disability, veteran’s status or any other protected characteristic is also strictly prohibited. Additionally, any on or off-duty conduct that a reasonable person would find is malicious, or unwelcome, that harms, intimidates, offends, degrades or humiliates an employee, whether verbal, non-verbal, physical, psychological, or otherwise is strictly prohibited and is a violation of this Anti-Harassment policy.Reporting an Incident of Harassment, Discrimination or Retaliation – The City encourages the prompt reporting of harassment complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. While no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should immediately contact one of the persons listed below with whom they feel most comfortable:Employee’s immediate supervisor;Employee’s department head;Director of Human Resources; or City ManagerThe reporting of false and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.Complaint &amp; Investigation Process – Complaints of sexual and other forms of harassment will be promptly and carefully investigated by Human Resources or another designee appointed by the City Manager. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. At the conclusion of the investigation, the investigator will review the findings with the person(s) who made the complaint and the accused employee. Based on the findings the investigation, appropriate corrective action will be taken to prevent the harassment from occurring again, up to and including termination of employment. In any case, particularly in situations where the facts uncovered during the investigation are inconclusive or unclear, management will ensure that all parties are reacquainted with the policy prohibiting sexual or other harassment at work. In the event that the investigation finds that the harassment complaint was false and malicious (as opposed to complaints that, even if erroneous, are made in good faith) the employee will be subject of appropriate disciplinary action.Retaliation - Retaliation against an employee who makes a good faith charge or report of prohibited conduct, or who assists in a complaint investigation, is strictly prohibited. Acts of retaliation must be reported immediately as set out herein.<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile&nbsp;app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp; &nbsp;

City Attorney provides employee handbook portion

HUTCHINSON, Kan. —&nbsp;The case for Kevin E. Harmon has been continued to June 16. &nbsp;

Harmon was booked into the Reno County Jail on charges related to child sex crimes on Feb. 15. &nbsp;

According to official documents&nbsp;filed in the case with the Reno County Attorney’s Office, Harmon is alleged to knowingly&nbsp;have had sexual intercourse with a child under the age of 12 between May 1, 2022 and Jan. 30. &nbsp;

Between those same days and with the same child victim, Harmon engaged in oral copulation as well as solicitation to engage in illicit sexual activity. &nbsp;&nbsp;

An arrest warrant was issued on Feb. 14 and carried out Feb. 15&nbsp;by the Reno County Sheriff’s Office. Harmon was arrested at 6:53 p.m. that Wednesday. &nbsp;

One count of&nbsp;Rape where the offender is 18 or older&nbsp;and the victim less than 14-years-old.&nbsp;

One count of Aggravated criminal sodomy of a child less than 14-years-old and the offender is 18 or older. &nbsp;

&nbsp;One count of Aggravated indecent liberties where the offender greater than 18&nbsp;causes child less than 14 to fondle. &nbsp;

All three charges are off-grid felonies. &nbsp;

Harmon remains in the Reno County Jail.&nbsp;

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp; &nbsp;&nbsp;

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/4/1680790465397.jpeg" alt="&nbsp; Kevin E. Harmon is accused of child sex crimes. [Photo: Reno County Sheriff's Office] " />
 <figcaption>&nbsp; Kevin E. Harmon is accused of child sex crimes. [Photo: Reno County Sheriff's Office] </figcaption>
 </figure>By JUDD WEIL&nbsp; Hutch PostHUTCHINSON, Kan. —&nbsp;The case for Kevin E. Harmon has been continued to June 16. &nbsp;Harmon was booked into the Reno County Jail on charges related to child sex crimes on Feb. 15. &nbsp;According to official documents&nbsp;filed in the case with the Reno County Attorney’s Office, Harmon is alleged to knowingly&nbsp;have had sexual intercourse with a child under the age of 12 between May 1, 2022 and Jan. 30. &nbsp;Between those same days and with the same child victim, Harmon engaged in oral copulation as well as solicitation to engage in illicit sexual activity. &nbsp;&nbsp;An arrest warrant was issued on Feb. 14 and carried out Feb. 15&nbsp;by the Reno County Sheriff’s Office. Harmon was arrested at 6:53 p.m. that Wednesday. &nbsp;The charges he faces include: &nbsp;One count of&nbsp;Rape where the offender is 18 or older&nbsp;and the victim less than 14-years-old.&nbsp;One count of Aggravated criminal sodomy of a child less than 14-years-old and the offender is 18 or older. &nbsp;&nbsp;One count of Aggravated indecent liberties where the offender greater than 18&nbsp;causes child less than 14 to fondle. &nbsp;All three charges are off-grid felonies. &nbsp;Harmon remains in the Reno County Jail.&nbsp;<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp; &nbsp;&nbsp;

Sex crime charges case continued to June

HUTCHINSON, Kan. — Central Christian School announced the hire of Mrs. Abby Reed as the Secondary Principal and Director of Learning on May 17. Mrs. Reed has served as the interim principal for the Spring 2023 semester. After interviewing various candidates who applied for this position, the hiring committee felt Mrs. Reed was the right candidate given her knowledge of the school and her background.&nbsp;

“Mrs. Reed has built a rapport with the students and staff, and that goes a long way in serving with distinction, as she has this whole semester,” said Dr. John Walker, Superintendent.&nbsp;“Given her background with the school, her vibrant faith in Christ, and desire to serve with excellence – she was the right candidate for this position.”

Mrs. Reed has served for several years as a volleyball coach for CCS, and most recently as CCS’s Guidance Advisor. When former secondary principal, Roberto Ibarra, left for a position elsewhere, Mrs. Reed stepped up to serve with distinction.&nbsp;

“We are thankful to have Mrs. Reed continue in this role. We are looking forward to expanding our academic offerings through her leadership," Walker said. "God has gifted her, and we are thankful that she is responding to this opportunity in faithfulness to the Lord.”&nbsp;

Mrs. Reed earned her undergraduate degree from Sterling College in Health and Physical Education, with a K–12 teaching certificate; and a Master of Science degree from Kent State University in Sport and Recreation Management. Mrs. Reed has spent time as a Physical Education and Health instructor, coach, and Adjunct Instructor at Sterling College.&nbsp;

Mrs. Reed has two children at CCS and is married to Dr. Mark Reed. Dr. and Mrs. Reed attend church at Sterling Reformed Presbyterian Church, in Sterling, KS.

Mrs. Reed will begin her duties immediately.&nbsp;

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684401175914.jpeg" alt="Mrs. Abby Reed-Photo Courtesy Central Christian School" />
 <figcaption>Mrs. Abby Reed-Photo Courtesy Central Christian School</figcaption>
 </figure>Central Christian SchoolHUTCHINSON, Kan. — Central Christian School announced the hire of Mrs. Abby Reed as the Secondary Principal and Director of Learning on May 17. Mrs. Reed has served as the interim principal for the Spring 2023 semester. After interviewing various candidates who applied for this position, the hiring committee felt Mrs. Reed was the right candidate given her knowledge of the school and her background.&nbsp;“Mrs. Reed has built a rapport with the students and staff, and that goes a long way in serving with distinction, as she has this whole semester,” said Dr. John Walker, Superintendent.&nbsp;“Given her background with the school, her vibrant faith in Christ, and desire to serve with excellence – she was the right candidate for this position.”Mrs. Reed has served for several years as a volleyball coach for CCS, and most recently as CCS’s Guidance Advisor. When former secondary principal, Roberto Ibarra, left for a position elsewhere, Mrs. Reed stepped up to serve with distinction.&nbsp;“We are thankful to have Mrs. Reed continue in this role. We are looking forward to expanding our academic offerings through her leadership," Walker said. "God has gifted her, and we are thankful that she is responding to this opportunity in faithfulness to the Lord.”&nbsp;Mrs. Reed earned her undergraduate degree from Sterling College in Health and Physical Education, with a K–12 teaching certificate; and a Master of Science degree from Kent State University in Sport and Recreation Management. Mrs. Reed has spent time as a Physical Education and Health instructor, coach, and Adjunct Instructor at Sterling College.&nbsp;Mrs. Reed has two children at CCS and is married to Dr. Mark Reed. Dr. and Mrs. Reed attend church at Sterling Reformed Presbyterian Church, in Sterling, KS.Mrs. Reed will begin her duties immediately.&nbsp;<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile&nbsp;app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp; &nbsp;

Reed permanent secondary principal at Central Christian School

Here’s the latest booking activity from the Reno County Jail. This information is provided by the Reno County Sheriff’s Office and is not criminal history. The Hutch Post assumes no legal liability or responsibility for the accuracy, or completeness, of this information. All suspects are considered innocent until proven guilty in a court of law.&nbsp;——————————————&nbsp; &nbsp;

5/18/2023 12:25 AM-Gari	William Jones-Alcohol; Illegal Transportation of Alcoholic Beverage

5/17/2023 9:34 PM-Robert	Ray Matthews-Failure to Appear; Driving while license cancelled/suspended/revoked; misd; unknown conv; Insurance; Fail to maintain liability insurance

5/17/2023 9:03 PM-Jessica	Leann Gloss-Failure to Appear

5/17/2023 5:42 PM-Anderson	Asher Stewart-Poss of opiate, narcotic, or certain stimulant; Use or Possess with Intent to use Drug Paraphernalia into Human Body; Insurance; Fail to Show Proof of Liability Insurance

5/17/2023 4:10 PM-Raymon	Levi Hunter-Probation Violation

5/17/2023 1:57 PM-David	Michael Keever-Domestic Battery; Knowingly Cause Physical Contact (1st conviction)

5/17/2023 9:25 AM-Nathaniel	Paul Swift-Driving while license cancelled/suspended/revoked; misd; unknown conv

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/4/1681919611658.jpeg" alt="" />
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 </figure>Here’s the latest booking activity from the Reno County Jail. This information is provided by the Reno County Sheriff’s Office and is not criminal history. The Hutch Post assumes no legal liability or responsibility for the accuracy, or completeness, of this information. All suspects are considered innocent until proven guilty in a court of law.&nbsp;——————————————&nbsp; &nbsp;5/18/2023 12:25 AM-Gari	William Jones-Alcohol; Illegal Transportation of Alcoholic Beverage5/17/2023 9:34 PM-Robert	Ray Matthews-Failure to Appear; Driving while license cancelled/suspended/revoked; misd; unknown conv; Insurance; Fail to maintain liability insurance5/17/2023 9:03 PM-Jessica	Leann Gloss-Failure to Appear5/17/2023 5:42 PM-Anderson	Asher Stewart-Poss of opiate, narcotic, or certain stimulant; Use or Possess with Intent to use Drug Paraphernalia into Human Body; Insurance; Fail to Show Proof of Liability Insurance5/17/2023 4:10 PM-Raymon	Levi Hunter-Probation Violation5/17/2023 1:57 PM-David	Michael Keever-Domestic Battery; Knowingly Cause Physical Contact (1st conviction)5/17/2023 9:25 AM-Nathaniel	Paul Swift-Driving while license cancelled/suspended/revoked; misd; unknown conv

Daily Bookings

SOUTH HUTCHINSON, Kan. — The South Hutchinson City Council will be holding the interviews with their preferred candidates to replace City Administrator Joseph Turner in a special meeting due to start at 2:55 p.m. on Thursday, May 18.

Four candidates will be interviewed, each in one hour blocks, with the council meeting expected to reconvene at approximately 7 p.m. At this time, the council may elect to re-enter into another closed session for further consideration and deliberation of the candidates. No action will be taken following these closed session(s). In other words, the Council will not vote to hire a candidate, nor will they vote to approve any contract.

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile&nbsp;app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp;&nbsp;

<figure>
 <img src="https://media.eaglewebservices.com/public/2022/9/1663601059046.jpeg" alt="" />
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 </figure>SOUTH HUTCHINSON, Kan. — The South Hutchinson City Council will be holding the interviews with their preferred candidates to replace City Administrator Joseph Turner in a special meeting due to start at 2:55 p.m. on Thursday, May 18.Four candidates will be interviewed, each in one hour blocks, with the council meeting expected to reconvene at approximately 7 p.m. At this time, the council may elect to re-enter into another closed session for further consideration and deliberation of the candidates. No action will be taken following these closed session(s). In other words, the Council will not vote to hire a candidate, nor will they vote to approve any contract.<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile&nbsp;app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp;&nbsp;

South Hutch City Administrator interviews tomorrow

HUTCHINSON, Kan. — Reno County Administrator Randy Partington told Hutch Post Wednesday that there is still a plan for the City and County governing bodies to hold a joint meeting on Tuesday, May 23 following the County's regular meeting.&nbsp;

That meeting is to be held at noon that day at the Reno County Correctional Facility.

An official agenda has not been posted yet, but Partington hopes to get an update on the positive working relationship between the Sheriff, PD, and emergency communications, and to have some discussion between the two governing bodies of the recent airport study.&nbsp;

Partington said those are just the items he and County Commission chair Daniel Friesen have thought of and that he hopes to get additional items from the city to add to the agenda before the meeting Tuesday.

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile&nbsp;app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp; &nbsp;&nbsp;

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684332176274.jpeg" alt="Reno County Correctional Facility" />
 <figcaption>Reno County Correctional Facility</figcaption>
 </figure>HUTCHINSON, Kan. — Reno County Administrator Randy Partington told Hutch Post Wednesday that there is still a plan for the City and County governing bodies to hold a joint meeting on Tuesday, May 23 following the County's regular meeting.&nbsp;That meeting is to be held at noon that day at the Reno County Correctional Facility.An official agenda has not been posted yet, but Partington hopes to get an update on the positive working relationship between the Sheriff, PD, and emergency communications, and to have some discussion between the two governing bodies of the recent airport study.&nbsp;Partington said those are just the items he and County Commission chair Daniel Friesen have thought of and that he hopes to get additional items from the city to add to the agenda before the meeting Tuesday.<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile&nbsp;app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp; &nbsp;&nbsp;

City and County to have joint meeting

HUTCHINSON, Kan. — Hutchinson Community College has scheduled two FAST Track (Future Apprenticeship Success Training) programs this summer geared towards high school students and young adults ages 16 and up.

FAST Track programs will be offered in Construction and Manufacturing and will run from June 5 – 23 from 8 am – 5 pm each weekday. Activities will include both classroom work and industry tours, lunch is included, and participants will have the opportunity to earn college credit.

These programs will be available at no cost to the participant who will also be eligible to receive a stipend equivalent to $10/hour.

Interested individuals should contact Amy VanWinkle at 620-727-2792 or <a href="mailto:vanwinklea@hutchcc.edu">vanwinklea@hutchcc.edu</a>.

<figure>
 <img src="https://media.eaglewebservices.com/public/2019/12/1577741375097.png" alt="" />
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 </figure>HutchCCHUTCHINSON, Kan. — Hutchinson Community College has scheduled two FAST Track (Future Apprenticeship Success Training) programs this summer geared towards high school students and young adults ages 16 and up.FAST Track programs will be offered in Construction and Manufacturing and will run from June 5 – 23 from 8 am – 5 pm each weekday. Activities will include both classroom work and industry tours, lunch is included, and participants will have the opportunity to earn college credit.These programs will be available at no cost to the participant who will also be eligible to receive a stipend equivalent to $10/hour.Interested individuals should contact Amy VanWinkle at 620-727-2792 or <a href="mailto:vanwinklea@hutchcc.edu">vanwinklea@hutchcc.edu</a>.

Manufacturing, Construction Training programs offered at HutchCC

HUTCHINSON, Kan. — The Hutchinson Police Department needs your help identifying the male in pictures they posted on social media on Tuesday. He is a person of interest in a robbery case at Dillons Marketplace.

If you know his identity, please call Crime Stoppers of Reno County at 1-800-222-TIPS, the Hutchinson Police Department at 620-694-2824, or use your P3Tips App on your smartphone. Please associate this tip with case #2023-15427.

<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile&nbsp;app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp;&nbsp;

HUTCHINSON, Kan. — The Hutchinson Police Department needs your help identifying the male in pictures they posted on social media on Tuesday. He is a person of interest in a robbery case at Dillons Marketplace.<figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684329056959.jpeg" alt="" />
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 </figure><figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684329165612.jpeg" alt="" />
 <figcaption></figcaption>
 </figure>If you know his identity, please call Crime Stoppers of Reno County at 1-800-222-TIPS, the Hutchinson Police Department at 620-694-2824, or use your P3Tips App on your smartphone. Please associate this tip with case #2023-15427.<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile&nbsp;app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp;&nbsp;

Police still looking for help with Friday robbery case

HUTCHINSON, Kan. — Hutchinson mayor Jon Richardson posted on social media Wednesday morning responding to what was said by Kendal Francis regarding his dismissal in the open meeting. Below are his comments.

Yesterday was a difficult meeting and it has been a difficult few weeks. 

 I want to note that Mr. Francis, in my opinion, did a very good job in his role.  He was interactive with our community and took a hands-on approach to solving issues.  It was good to work with him and his ideas/visions on what steps the organization should take. 

Unlike other employees, the city manager position is the only one that employment decisions are made in open session.  Due to the nature of the motion that was set forth, the manager has a right to discuss the allegations leading to the motion of termination with cause. 

 In regards to the events that took place in open session, I agree with Mr. Francis that there were many items in the report that were based on complaints against his management style, and other irrelevant points, that were not applicable to the original harassment claims. 

 He also brought up other concerns in regards to the dynamics that occur within the organization in regards to HR.  There are others that have voiced these concerns.  Those concerns will not be ignored, but need to be separated out, for now, from the original intent of the harassment investigation. 

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/5/1684322955829.jpeg" alt="" />
 <figcaption></figcaption>
 </figure>HUTCHINSON, Kan. — Hutchinson mayor Jon Richardson posted on social media Wednesday morning responding to what was said by Kendal Francis regarding his dismissal in the open meeting. Below are his comments.Yesterday was a difficult meeting and it has been a difficult few weeks. I want to note that Mr. Francis, in my opinion, did a very good job in his role. He was interactive with our community and took a hands-on approach to solving issues. It was good to work with him and his ideas/visions on what steps the organization should take. Unlike other employees, the city manager position is the only one that employment decisions are made in open session. Due to the nature of the motion that was set forth, the manager has a right to discuss the allegations leading to the motion of termination with cause. In regards to the events that took place in open session, I agree with Mr. Francis that there were many items in the report that were based on complaints against his management style, and other irrelevant points, that were not applicable to the original harassment claims. He also brought up other concerns in regards to the dynamics that occur within the organization in regards to HR. There are others that have voiced these concerns. Those concerns will not be ignored, but need to be separated out, for now, from the original intent of the harassment investigation. The independent investigator can’t pick and choose what they include in their overall report. Their job is to gather information and offer both a summary and the raw data. Unbenownst to city staff, I personally hired an attorney that specializes in harassment situations and has no prior ties to the people involved. My intent was to get a secondary professional opinion to any questions I had and to further remove any possibility of the perceptions of bias towards, or against any person in this situation.There were two particular instances brought up in open session. One instance that referred to a cold soda being put in contact with a female employee’s face and another instance where the badge of that same employee was reached for with the intent to pull it back and let it go. As he described the incident in open session, the manager gestures to his chest in reaching for the employee’s badge. That is where it was located on the female employee.Both of these actions are in violation of the employee policies. In addition to this, the city manager is expected to be held to a higher standard. That aspect of the position is also in writing. Many will have differing opinions on the matter. My opinion is that, in a management position, there are certain aspects that are considered to be golden rules. Intentionally reaching out to touch or interact with anything on a female employee’s chest is something that breaks one of these rules. Regardless of performance in your job, or likability, or if it was in the intent of friendly goofing around. There will be more information later this week in regards to our interim city manager situation and recruiting a new one. The recruiting firm we used has a guarantee in their contract that allows us to utilize them at no additional cost. We have made contact with them in regards to the situation. The intent is to both utilize this resource, as well as a grass roots approach to recruiting potential candidates. A candidate from the original search has already reached out to show their interest in the role. I have also discussed the interim situation with one person and I have a meeting with another potential interim. They would both be good in the temporary role.&nbsp;&nbsp;<a href="https://hutchpost.com/download" target="_blank">CLICK HERE</a>&nbsp;to download the Hutch Post mobile&nbsp;app. <a href="https://hutchpost.com/posts/5e73b532afae0f4d5f5d90ea" target="_blank">CLICK HERE</a>&nbsp;to sign up for the daily Hutch Post email news update.&nbsp; &nbsp;&nbsp;

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