Maine Educator Spring 2022

We are all Maine Teachers of the Year

MEA Salary Guide Issue

Spring 2022 | maineea.org

SPRING '22

VOLUME 82, NUMBER 3

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Union News MEA President's Letter From MEA's Executive Director MEA Contests Expanding Diversity in the School Workforce #SharingStores Legal Guidance While Working During the Pandemic Ignore the Noise 94th MEA Representative Assembly Together. A Stronger Voice.

MEA Salary Guide Free Stuff Read Across America Recommeneded Books Editor's Note

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Union News

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Historic Pay Increases

MEA and its local unions negotiated some historic pay increases this school year for both preK-12 members and higher education members. Among the successes: community college support staff received 16% increases in salary in the first year of their contract.

Additionally, ESP members in several locals received double digit increases, including a 16% increase for some support staff in Bangor. Additionally, teacher pay increased with the statewide average salary bumped by as much as $4,700+ for those with a Masters' at the top of the scale.

You can check out the MEA's salary guide at maineea.org/salary-guide

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Push for Increase to Pensions

MEA worked hard to advocate for what the State pays for retirees health insurance. MEA understands that retirees are on a fixed income and continues to work to improve their financial standing in retirement, as inflation continues to increase. To that end, MEA secured, through its advocacy work, a 10% increase in the amount the State pays toward health insurance, bumping the State contribution from 45% to 55%. MEA also continues to work to make improvements to the COLA to further support those who devoted their careers to Maine students.

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Maine Educator | Spring 2022

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Educators Fight for Student Safety in Oxford Hills

Members in Oxford Hills EA worked together to raise major concerns about the superintendent’s leadership in the district. The local association presented many issues to the school board, including accusations the superintendent improperly restrained a student, and created a culture of fear and intimidation in the district.

Members also reported the superintendent’s actions to the Department of Health and Human Services (DHHS) which then began its own investigation into the superintendent’s actions. The school board is also investigating and has since placed the superintendent on leave pending the outcome of the investigation.

The members worked to put pressure on the school board and create an understanding in the public about what was happening in their schools under the existing leadership. The membership is awaiting the results of the DHHS investigation, and in the meantime are working hard to continue to support and educate their students.

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New MEA Staff and Managers

MEA is pleased to welcome several new employees over the last year who are working to help members in various ways. Please join us in welcoming three new UniServ Directors, Tim Schick, UniServ District 6, Allison Lytton, UniServ District 7 and Sarah Nichols who transitioned from UniServ assistant to Director for District 8. In addition, Nate Williams joined MEA as its Director of Collective Bargaining and Research over this last year. Supporting the MEA’s UniServ Directors and staff are two new assistants, Katie Zema in District 3 and 4 and Ellen McGuire in the business office. On the management team now is Alexandra Smith who is an Executive Assistant to the Deputy Executive Director and Erin Noyes transitioned into the position of Executive Coordinator for Governance and Management.

President's Letter Grace Leavitt - Sprin g 2022 I am writing this on an anniversary that I have no intention of ever commemorating, other than with what I’m writing here. I am referring to March 13th, 2020—the day two years ago—two longer-than-ever-before years ago--that educators went home, expecting to go back in a week or two, and our world changed drastically overnight.

Our MEA Executive Director and I had been included at the meeting for superintendents at the Augusta Civic Center the week before. We heard the announcement that DOE officials made, telling superintendents they should return to their districts and have teachers come up with two weeks’ worth of lesson plans, just in case.

The next day was an MEA Committee Day. I heard from committee members their concerns that drafting two weeks’ worth of plans was at best a difficult task, if not impossible.

With the level of detail that educators give to ensure good learning continues—how could you plan two weeks of instruction that would be flexible and could be adjusted to meet individual students’ needs? I tried to calm the worry—though I also understood all too well how hard, not to mention how much work, it was to do what was being asked, but since at that time this was a precautionary measure, I said, “just do the best you can.”

We all know what happened next, the impact that had on us all, and continued to have for not just that spring, not just the next academic year, but even this current year. We all know the toll this has taken on every one of us.

But, educators in Maine, and across the country, did what I had said that day to committee members—you did what you do every day—you did your very best, and your very best is remarkable, as it always is!

masking’ policies recently implemented in many districts. The creative ideas that were shared, the resources, the awards for recognizing outstanding educators—it was a shot in the arm (and I don’t mean a vaccine this time) that I at least needed, and I’m sure others did, too. (A pure delight for me was the chance to converse in Spanish during the ‘lunch break’! Muchas gracias, colegas.) Just one more example of the ‘doing your very best’ that you all just keep on doing!

It was even the weekend when daylight saving time started and we all ‘lost’ an hour!

So here we are—and just like our clocks—we will spring ahead!

We will move ahead, despite being faced still with many uncertainties, including now what will happen in Ukraine, and what lies ahead for all of us as a result.

But hopefully, for now, the longer hours of daylight help a bit.

The increased opportunity to be outdoors, the chance to keep windows open to clear the air—and of course, the downward trend of cases of COVID--all provide at least some optimism for going forward, for not just seeing the light at the end of this long pandemic tunnel, but perhaps soon exiting that tunnel.

You know the saying: Hope springs eternal. And just like that Energizer bunny, our educators keep going. And the MEA will keep doing everything possible to keep moving forward, too.

I am eternally grateful for you all and for all you do.

Stay well--we will keep on keeping on!

You have all done and continue doing your very best—for our students, for your colleagues, for our communities.

You may not feel like it just now, but I think you all are more like that Energizer bunny than you realize!

I had the chance this weekend to attend, virtually, a portion of the annual Foreign Language Association of Maine (FLAME) conference. (By the way, they are looking at a name change to be more inclusive of those who teach learners of all languages, including our multilingual learners.) There they all were--several dozen educators, and the teachers who worked on organizing and setting up the conference—presenters, tech support—all taking their own time to keep learning how to support students ever better, even though it was early on a Saturday morning, after what was likely again a stressful week, with ‘optional

Grace Leavitt, President Maine Education Association 207-622-4418 x 2200

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From MEA's Executive Director Rach el l e J ohns on Happy Spring or Mud Season!!??

The last time we chatted, I was marking the turn of the calendar year and hoping that the new year would be kind to us all by signaling the waning days of the pandemic. Today, I believe (or want to believe) that is the case… at least in some ways.

Finding hope and joy during the pandemic has been hard but there have been bright spots along the way…. and in very unexpected places.

Yesterday, I noticed that tulips were popping up where I live due to the unseasonably warm weather we have had for a few days. The small sprouts of green are pushing through the sunwarmed earth, unusual for Maine this early in the year. It made me smile and gave me hope that we may actually be turning a corner.

presented themselves to you at the beginning of this pandemic journey and that continue to present themselves have been and continue to be overwhelming, but somehow you have persevered and provided much needed stability to our students and communities.

Over the last 2 years, MEA members have done amazing things…

• Transitioned teaching methods from completely in person to all remote to hybrid models and back again. With a day’s notice.

• Taught in outdoor, nontraditional settings and/or adapted their classrooms to make learning safe and accessible for all students.

• Jumped in to do whatever it took to cover new classes, new classrooms when vacancies occurred due to illness or quarantine.

• Managed through changing Maine CDC and Department of Education COVID protocols.

• Became counselors to support the social and emotional well-being of our students.

• Bargained safety protocols in the best interests of students, educators and the school community.

• Drove buses safely, served healthy meals, and cleaned and sanitized with new and then evolving COVID protocols in place.

Just when you didn’t think you couldn’t continue, you did.

Thank you from your Union for doing what needed to be done, whenever it needed to be done, however it needed to be done in the best interests of students and public education. To MEA, you are all worthy of every accolade in the world, and we are honored to have you as our members.

I also recently found the joy in and comfort of having a pet in your life. She is a beautiful Havana Brown-Siamese cat whose name is Abby or Ladybug as I like to call her.

(Please note the required cute cat picture with this column.) There have been many a day recently where she has curled up on my legs and brought a sense of calm that I have never experienced before. It has been a welcome surprise.

While there is clearly a way to go before a sense of calm returns to the world at large, I am hopeful that all of you are beginning to find ways to turn a corner or a page to move forward towards a reality that while different is still hopeful and encouraging.

Speaking of hopeful and encouraging….

The ongoing instruction and supports that all of you have provided under such extreme circumstances has been both incredibly inspiring and encouraging. The challenges that 6

Maine Educator | Spring 2022

As the pandemic days wane and hope returns, there is still much work to do as we remain under attack from folks who do not believe you did all that you did and have always done, but please know your union stands with you in lifting up your voices to move some groups and decisionmakers to do the right thing.

MEA is here for you.

MEA will be reaching out to all of you on what you need from your union. We recently conducted ESP Listening Tours and will be conducting more in the days ahead. We will be polling all members on your views of the changing landscape that is public education post-pandemic and how we can better support you as professionals and union advocates. As public education evolves so must MEA. We will need your help to do so.

Wishing you hope in the coming days.

Stay safe. Stay well.

Rachelle Johnson MEA Executive Director

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Maine Educator Magazine Cover: "What I Love About Maine" Cover Contest The Maine Educator will feature a cover designed by a Maine public school student depicting the theme “What I Love About Maine.” Submissions can be any form of art and should be 8.5” by 11” or able to be photographed.

Please advise students that the magazine title will be across the top and 2.5” high. The artist will want to make sure there is nothing important to the piece at the top, as it may be obscured by the title. Entries must include the name of the student, the school, and the submitting teacher’s name and email.

WHO: Grades K-4, 5-8, 9-12 – Based on entries, an indeterminate number of finalists will be selected, with one overall winner chosen from the finalists to have their work on the cover of the magazine.

HOW: Submit artwork to Giovanna Bechard via email at contest@maineea.org DEADLINE: April 29, 2022

"My Hero Works at School" Essay Contest The MEA is pleased to join with the Portland Sea Dogs for its 6th annual "My Hero Works at School" essay contest.

Students are encouraged to write a short essay, no more than 300 words, about their school hero. Two winners will be selected and receive tickets to a 2022 Sea Dogs game for themselves, their family and their school hero. Entries must include the name of the student, the school, the submitting educator's name and email and the name and email of the school hero, if different than the submitting educator.

WHO: Grades All public school elementary and middle school students HOW: Submit essays to Giovanna Bechard via email at contest@maineea.org DEADLINE: April 29, 2022

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Expanding Diversity in the School Workforce Portland Public Schools Lead the Way in Change 49%.

That’s the number of students in Portland public schools that identify as people of color.

11%.

That’s the number of staff that do.

The large gap between the two is one Portland Public Schools is working hard to fill to create a workforce their students of color can better identify with, which studies show increases success for those students.

“The data shows that teachers of color in a community increase achievement for all students but in particular students of color,” said Priya Natarajan a math teacher, and one of the few BIPOC educators in the Portland school district.

Natarajan and Julia Hazel, who works on BIPOC issues in the district, are among several educators who host and organize monthly meetings with other Priya Natarajan educators of color. They're (PEA Member) also now part of a workgroup to generate ideas on how to better recruit teachers of color, understand the barriers, and work to learn what supports are needed to keep those educators in the district. The work is funded, in part, by a grant Portland Public Schools received from the Barr Foundation and The New Teacher Project (TNTP) through their Driving Toward Diversity in Educator Workforce program.

“This is a challenging time. We hope this will help move the needle toward more action, more change, and better results for 8

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I think, big picture, we are thinking strategically and structurally. I have talked to BIPOC ed techs who want to beome teachers and now I need to think-how do we create a pathway where people know where to go where they figure out that next step and what are the supports to help them make that transition.

-Julia Hazel

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both students and teachers,” said Leah Hamilton the Director of Education for the Barr Foundation.

The District's goal is to build a pipeline of teachers of color who choose to stay employed in Portland. To move in that direction, the District surveyed its current staff and students, with some of the findings moving black educator, Julia Hazel, to action taking her from teacher to the Director of BIPOC career pathways and leadership development.

Hazel says the survey findings showed current students and staff feel isolated and dismissed with the assumption they were less skilled because of their accents. In response, Portland Public Schools created Hazel’s position which will help guide the diversity work. Hazel believes the new grant will help bring Portland closer to growing the BIPOC workforce by, in part, supporting current BIPOC school employees transition into teaching positions.

“I think, big picture, we are thinking strategically and structurally. I have talked to BIPOC ed techs who want to become teachers and now I need to think-how do we create a pathway where people know where to go where they figure out that next step and what are the supports to help them make that transition,” said Hazel.

What the Changes Can Mean for Students While Maine has become more diverse over the years, the 2020 census still shows the Pine Tree State as the whitest in the nation. For parents of color, like Natarajan who teaches in Portland the importance of increasing diversity for her son, and other students in the district stems from her own experiences as a child growing up in West Virginia where not even one of her teachers was anything but white, until she went to college.

The Portland Public Schools has been working to diversify its teaching staff.

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Since 2016, overall staff of color working in PPS has grown from 7% to 10%

For those in the educational technician role, the percentages have grown from 14.7% to 21.8%

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The percentage of classroom teachers of color has grown from 3.5% in 2016 to 5.4% in 2019

Nevertheless, at 5.4%, PPS falls significantly behind the national average of 20% for teachers of color, even though its student color population is nearing the U.S. average of 50%. *Graphic Portland Public Schools Educators of Color Insights Report Summary

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We live in a multicultural world, and we want students to have the experience of learning from and getting along with and understanding all kinds of people. And that’s not just from their peers, but also from their teachers and learning from and with a variety of people is really critical.

-Priya Natarajan

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“I was born in India, and I moved to West Virginia when I was 7, and that’s where I grew up; my whole schooling was in Appalachia. I had wonderful teachers, they were kind to me but there was always a sense, there is a part of my life experience they could not access. They were caring and nice but there was that part of me-that immigrant experience-the English learner experience, having brown skin, having a different religion, all of those pieces they never addressed, and therefore I felt I couldn’t really bring it into the classroom with me. I had to leave it at home, and as a result I never quite felt like I was being myself at school,” said Natarajan.

Improving school life for students is critical for Natarajan so children in Portland have adults who identify with their backgrounds, culture, and any possible barriers to learning.

Education research finds that students of color who learn from teachers of color are more likely to complete high school, go onto college, face fewer suspensions and disciplinary action, and be referred to gifted and talented programs, according to education research that points to the importance of having a diverse workforce that identifies with its students.

“We live in a multicultural world, and we want students to have the experience of learning from and getting along with and understanding all kinds of people. And that’s not just from their peers, but also from their teachers and learning from and with a variety of people is really critical,” said Natarajan.

Portland is putting its grant to use immediately and hopes to have more work groups and discussions on the hiring process now and through the summer. The work will highlight the district’s current strengths in the hiring process while also gaining an understanding of their weaknesses, and ultimately Barr Foundation and TNTP will offer support and recommendations for improving district diversity among the staff.

Why Do Educators of Color Matter?

Research has shown that teachers of color:

Improve overall student achievement, attendance, and social-emotional well-being, especially for Black and Latinx students

Reduce bias in placement for gifted programs and special education

Increase cultural awareness of colleagues and administrators

Bring a larger purpose to their work

Lower the number of disciplinary referrals

Have higher expectations for students of color

*Graphic Portland Public Schools Educators of Color Insights Report Summary

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#SharingStories A conversation with the 2022 Maine Teacher of the Year

KELSEY STOYANOVA

Being an educator has never been harder than it is right now. During the pandemic, Maine teachers, support staff, and our higher education faculty and staff have done everything possible to keep students learning and safe.

While Kelsely Stoyanova was named the 2022 Teacher of the Year, even she recognizes and has said that this year, “I AM A VOICE, AND I HOPE I CAN USE MY VOICE TO SAY, ‘WE ARE ALL MAINE TEACHERS OF THE YEAR.’” 10

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When Kelsey Stoyanova learned she was named the 2022 Maine Teacher of the Year she knew immediately how she wanted to spend her year: sharing stories. Stories about her students.

Stories about education. Stories about our schools and how they impact our communities.

The idea of sharing stories originated when the 8th grade teacher at Reeds Brook Middle School in Hampden started her journey through the Teacher of the Year nomination process.

Now, she is working to tell stories on a state level and is inviting everyone to be part of education in Maine.

“Because of the pandemic, the schools have become closed places and people can’t really come into schools. People have started to feel disconnected, so I wanted to bring in the idea that we should be sharing stories. Stories empower us,” said Stoyanova.

I have a really good friend, Katie Jones, she’s a teacher as well, and was the 2018 Kennebec County Teacher of the Year.

She had this wonderful quote that was, “let it be possible.”

I would offer that as advice- things don’t seem like they are going well- let it be possible that it can go better. Things that seem like they will never end, let it be possible that they will. Let it all be possible and pick out the bright spot.

As all educators are, Stoyanova is humble. When asked why she believes she was chosen as Maine Teacher of the Year, she goes back to her students and their work in the classroom saying, “I have constantly been able to reflect on the idea that I give my students choice and voice in everything they do while still maintaining standards and curriculum. I really push hard to make them have choice and voice,” she said.

With the platform of Teacher of the Year, Stoyanova is working to bridge the wedge created by the pandemic between educators and communities.

“As educators we want our students to feel they have a place in their communities. We have to have connections with people in our communities. Educators are doing the best they can to make those connections, but we haven’t been on field trips, we haven’t been able to go out in the community,” added Stoyanova.

Now Stoyanova is amplifying the great work being done around her, the work of her fellow colleagues and educators across the state, and the work of her students.

“What I'm doing is to say ‘look at what the amazing things are happening in classrooms around me.’ I am a voice, and I hope I can use my voice to say ‘we are all Maine Teachers of the Year.’

If I can be that voice now and encourage others to elevate their work, the community at large can see all the amazing things that are happening in our schools,” said Stoyanova.

The goal is more important now than ever, as public schools continue to bear the brunt of many of the pandemic frustrations around multiple issues, including safety protocols like masking.

During an extremely difficult year Stoyanova believes educators must work to pull the positive out of each day, offering this advice: I would say that from each day pull the positive and then the next day start there. And I think that it’s really easy for us to get into this tangle of everything that is coming at us and sometimes we just need to stop and say what can I take away from this day that made me smile that made me feel successful whatever the measure is for them on any given day.

Scan the QR code to share your stories!

ining Your Light h S p e e K Persevering During the Pandemic

In Stoyanova’s own words I had multiple parents reach out to me, and they just kept saying ‘keep shining your light,’ and that’s what kept me going.

This idea that teachers are lights for students, they’re lights for education, and we just have to keep shining our light and it will always shine brighter than the darkness will be dark. And that’s what keeps me going.

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#SharingStories Beyond Kelsey's story, hundreds of other educators, parents, and students submitted stories about educators in their lives who are making a difference. Here are just a handful of those stories of MEA members who deserve an extra special thank you.

Shirley Talbot, ESP, South School, Rockland, Seacoast EA Shirley is loved by all. She is kind, generous, and a truly amazing person. She is there for our students, looks out for them all, and is someone they all feel safe going to. Shirley is hard working, dedicated, and an educator that any school would be honored to have.

Susan Andersen, Teacher of ELL, Portland Public Schools, Portland EA Sue works tirelessly to reach the needs of all students while also advocating for safety and compliance with our district contract. She has calm voice and open door when needed to voice concerns. Sue is a constant in a sea of ever changing tides.

Jacqueline Stevens, Education Technician, Piscataquis Community High School, SAD 04 TA (GUILFORD) Jackie is the most dedicated, diligent, and caring Ed Tech that I have had the privilege to work with over my 30+ years in special education. Jackie consistently puts her all into her work, and students genuinely love her. Jackie has also earned the respect of every teacher in our school because she challenges herself to continually learn along with her students. Through her modeling and support, Jackie instills confidence in her students to enable them to tackle challenging academic endeavors with success. Jackie is like a lovable, tireless, tenacious terrier that doesn't give up on her students and won't allow them to give up on themselves. She is an incredible Ed Tech with whom we are very honored to work.

Deb White, Social Studies Teacher, Orono Middle School, Orono EA Mrs .White makes social studies interesting, fun, relevant, and real. Her class is what gets my eighth grader out of bed in the morning and is usually the answer to the 'what was the best part of your day' question at the family dinner table.

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David McCormick, Custodian, Mt Ararat Middle School, Merrymeeting Employees Association David McCormick has been a custodian for over 25 years. He has been a part of the middle school for so long that sometimes he seems invisible. With COVID, he has been seen and noticed at least three times a day on each floor for bathroom cleaning duties. He is faithful in cleaning all bathrooms, door handles, tables, and everything else above and beyond his regular custodial duties. Even with all his duties, David still finds time to talk with my students and find common interests with them. He shared an ice fishing documentary and tips on ice fishing all winter with my anxious kiddo. They talked about ponds, ice depths, fishing rods, and fish tales. My student established another "trusted adult" at this school because of Dave. His heartfelt experiences are often quietly expressed to students with special needs. To those that know Dave, he is all heart and deserves recognition for his love of students along with his abilities to singularly keep the school of over 600 students clean and maintained all day long.

Lenny Barden, Custodian, Cascade Brook School, Farmington, Mt. Blue EA Lenny is always ready to help anyone in need of assistance.

He just gets things done and is friendly and wants to do a good job, always.

Lenny works hard at school while also caring for his wife at home. Recently, Over the years if I stayed at work late to work on a project, Lenny always made sure I made it to my car safely. He watches out for all of us, especially the children. He is just an all-around good person who is always available to assist anyone in our school. We are all grateful to Lenny.

Matt Sanzone, Social Studies Teacher, Marshwood High School, Quampehegan EA Matt has been one of the most prolific workers in our school.

From teaching his own classes to being the lead negotiator on the teacher's new contract. He has been tireless. The senior class appreciates him so much they asked that he give the senior address last school year.

Debra Thibodeau, Guidance Counselor, Georgetown Central School & South Bristol Elementary School, South Bristol TA Debra Thibodeau always goes above and beyond for her students at both of the elementary schools she works at. Not only does she perform her duties as a school counselor, but she has initiated and helps to maintain school gardens throughout the school year and summers which give back to the communities in multiple ways. Mrs. Thibodeau runs an after-school archery program, photography club, brings students on hikes, fly fishing, and integrates nature into her social-emotional learning strategies. Mrs. Thibodeau continually takes graduate-level courses to better her teaching and self. She is a mentor, advocate, and is by far the best educator that I have met.

Jacquelyn Gill, Associate Professor, UMaine, AFUM During the height of the pandemic, an associate professor at the UMaine School of Biology and Ecology and Climate Change Institute collected and catalogued 720 units of PPE contributed by labs from across the school in more than fifteen departments. The COVID PPE drive, which included gloves, masks, face shields, and Tyvek suits were deployed to area healthcare facilities when there were not enough supplies available to deal with the influx of patients.

Amy Fournier, Literacy Specialist, Lawrence Jr. High, SAD 49 TA (FAIRFIELD) Mrs. Fournier is a truly exceptional teacher. She takes the time to find out a student's interest and creates materials specifically to meet their needs. Amy organizes the activities for the honor roll students and has an activity for students that are working really hard. She is always there to offer help or provide encouragement for her fellow teachers.

Andrea Jordan, American Law & Trial, Brewer High School, Brewer EA Ms. Jordan was very understanding when I was going through a hard time. Her class was always fun and interesting, and she interacted well with the class. I enjoyed the projects that we were given and the assignments that we had to do. She is fun and kind and just an amazing teacher all around who always pushed me to take harder classes.

Erica Farrar, 8th grade ELA and Social Studies teacher, Samuel L. Wagner Middle School, Winterport, EA 22 In Winterport, Mrs. Farrar is a staple. She is a phenomenal veteran teacher, colleague, and friend. She has spent the majority of her career teaching eighth-grade reading and writing, while also helping students navigate the tough transition to high school. She cares deeply for each student in her classroom and works hard to build positive, supportive relationships with them all. While the transition from middle school to high school is a difficult one, Mrs. Farrar has dedicated herself to making that transition as seamless, painless, and successful as possible. These relationships are so strong that students often come back to visit her at Wagner after they have moved on to high school and beyond.

During the last school year, Mrs. Farrar went from teaching in an in-person eighth-grade classroom to teaching completely online. This was a huge adjustment seeing as she continuously avoided using Google Docs prior to this year! Erica has worked incredibly hard to adapt to an entirely different platform for education, as many of us experienced.

This remote position included three total grade levels at two different schools, and also required her to take on an additional subject area, one in which she had no previous teaching experience. At the start of the previous school year, she was responsible for teaching two different subjects to THREE different grade levels - sixth, seventh, and eighth.

Mrs. Farrar had a wide variety of obstacles ahead of her. Yet, she faced these challenges head-on and worked tirelessly to adapt to her new responsibilities.

On behalf of her colleagues at Samuel L. Wagner Middle School, we would like to recognize Erica Farrar for her invaluable expertise, her eloquent leadership, and the endless support she shares with our school community. She is the kind of person and educator we all aspire to be!

Jason Mills, Athletic Director, Penquis Valley Schools, -SAD 41 EA (MILO) We are a relatively small school and Mr. Mills has worked extremely hard to get us to have successful sports seasons. He does a great job as a gym teacher and coach to make sure we are COVID safe, but still have fun. Last school year, our middle school was hoping to have fall sports in 2020. Mr. Mills worked very hard for the middle schoolers to play soccer but in the end, they were not able to. This is just one example of Mr. Mills’ perseverance through the COVID pandemic. Mr. Mills is an all-around great guy who students, teachers, and parents all respect. He has done so much for our school and students in the time he has been here and deserves recognition for it.

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Remote Instruction

In this new “normal” dealing with COVID-19, educators often have to provide some degree of remote instruction and the possibility of having those lessons scrutinized, misinterpreted, and shared has increased.

QUESTION: I am asked to provide hybrid-instruction, sometimes broadcasting my class to students who are quarantining at home or by recording my class and sending it to those students later in the day. I don’t feel I have any control over who is watching or could be recording me without permission. This, on top of the ever-present worry of being captured by a student recording me on their cellphone. What can I do?

ANSWER: In response to the changing educational environment, MEA worked to pass the “Act To Protect Teachers’ Privacy While Delivering Remote Instruction”. Under this new law a person is prohibited from distributing or retransmitting a recorded session of remote instruction without the express written consent of the public school. Violating this law results in a fine between $200 - $500.

Members often ask if it is illegal for someone to surreptitiously record them while they are at work. By virtue of working as a public employee in a public building, the legal expectation is that virtually all activity occurring in the school is fair game to be recorded, just as if you were in a public park or at the supermarket. Because of this, invasion of privacy or illegal recording claims are not a good remedy for any school employee who has been surreptitiously recorded.

Legal Guidance While Working During the Pandemic By: Andrew Mason, MEA Legal Counsel

As the pandemic continues and educators are faced with new and difficult challenges in our schools and communities, MEA knows its members need the most up-to-date information regarding your legal rights in certain situations.

There are several protections available to educators. The first, and newest, is the workplace anti-bullying law that now protects school employees from bullying, including cyber-bullying, committed by anyone associated with the school, including students, parents, and administrators. Other new laws also help protect educators’ privacy while working from their homes.

Here are two scenarios along with guidance from MEA Legal Counsel for each. If you encounter a scenario like one below, or something similar please make sure to contact your union representative or your UniServ Director.

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Your best protection is to ensure your district has a strong policy that prohibits recordings on school grounds and in classrooms. MEA advises each local to review its district’s policy and advocate for a comprehensive policy that includes giving administrators the power to enforce the policy. Having such a policy gives the local union leverage to pressure administrators to vigorously enforce the anti-recording policy. Finally, if you do encounter a situation similar to what has been outlined above, reach out to your local MEA affiliate to share your story so we can protect your rights – and the rights of your fellow educators.

Anti-Bullying Protections

QUESTION: The bullying and harassment that is being directed at me includes hateful attacks on my sexual identity, gender, race, or religion. Is there anything I can do – even though it isn’t someone employed by the district?

ANSWER: All employees have protection from bullying or harassment directed at you based upon your race, gender, religion, or sexuality by the Maine Human Rights Act. While most allegations concerning workplace misconduct result from another employee or administration, MEA is committed to creatively using whatever legal approach it can to protect you during this unprecedented time, even if the bullying and harassment come from individuals not employed by the district.

MEA is committed to protecting you – make sure you report any instances of bullying or harassment to your building rep, local leadership, and your UniServ Director so that all MEA’s resources can be utilized to stand-up for and with you!

Ignore The Noise By: Paul Johnson

In January, I received my copy of Maine Educator. The article that really struck me was “School Nurse Struggle.” Several nurses gave personal accounts of how they had been spoken to and treated over the past academic year.

In addition to the verbal attacks, there were also deeply troubling comments about their mental health.

We are burnt out, mentally exhausted, emotionally drained, and constantly worried about our students and staff, not to mention our own families.

On reading this I thought that these sentiments were not only applicable to nurses, but to all educators. Speaking for myself, I can say that the fall semester was one of the most challenging.

I was constantly worrying about my students. “Are they safe?”

“How are they doing in their placements?” “Are they coming into contact with individuals who have tested positive for COVID?” “Have they contracted the virus?” “Will they recover?” “What about their families?” I would then think about my own wellbeing. “Are the students exposing my family and myself to unsafe conditions?”

Two days after reading the article “School Nurse Struggles,” the entire UMS community received an email from the Chancellor entitled: “In-Person Learning. Flexibility and Personal Responsibility.” To quote the Chancellor: “We’re going to safely start the semester with in-person learning and work.”

I don’t know if I was surprised, dismayed, or horrified about the Chancellor’s statement. Apparently, I was not alone in my thinking; within a couple of hours of receiving the email, several students in the School of Social Work had written a letter to the entire faculty expressing their concerns about in-person learning. In addition, at a meeting held by the Provost, many faculty and staff expressed their concerns and reservations regarding the Chancellor's announcement.

In the New York Sunday Times, January 16th, 2022, there was an article entitled: Colleges Regroup as Another Semester Begins in Covid’s Shadow. That is, the concerns we were having at USM were prevalent across the country. It also came across in the article that so many educators felt so vulnerable and powerless. Administrators were making decisions but they gave the impression that they had no idea what it was like to be on campus or in the classroom. They seemed so out of touch and detached from the day-to-day experiences.

It then dawned on me the reason why so many of us become Educators. I started thinking about the numerous teachers I had through my own education who had such a profound and lasting impact on me. All their names and faces easily came to mind.

It wasn’t what they had taught me that made them stand out, but rather how they had treated me. Each one of them had shown an interest, concern, and a belief in me. They had nudged, pushed, encouraged, and supported me on my educational journey. It was as if no matter what, they were there for me. Yes, I made mistakes and experienced numerous disappointments. Yet, when I was ready to try again they were there.

Unfortunately, it currently feels that those of us who work in education at whatever grade or level are in the wrong. We are constantly hearing that: We are the problem. That we need to open schools up. That we need to put our students first. That we are harming our students' education. I’m sure you could come up with your own list of insensitive and hurtful remarks.

Nevertheless, let’s not forget that we do make a difference.

There is a child, an adolescent, a young adult, or an adult that remembers the profound impact we as educators have had upon them. They may not recognize it immediately, but at some point, they will reflect on their educational experience and remember the name of the teacher or teachers who made a difference.

So, let’s try and ignore the noise and all the insults that are currently being leveled against us. Rather, let us continue to focus on our students and the reason we entered this profession.

This pandemic will eventually pass and many of our students will remember how much we cared and that we were there for them.

Paul Johnson AFUM Member

The question that came to my mind was, “How could we go about taking back control of the situation?”

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Each year, the MEA holds its Representative Assembly (RA), the democratic body of the Union. At the 94th annual RA members will discuss the following proposals seen on the next several pages.

PROPOSED CHANGES TO CONSTITUTION ARTICLE VI. OFFICERS AND BOARD OF DIRECTORS Section 2. Board of Directors B. Ethnic minority members shall be guaranteed representation on the Board of Directors in the same manner as an election district is guaranteed representation, except that the count for ethnic minority members shall be based upon statewide membership totals. If there are no ethnic minority members elected to the Board of Directors in election districts, an at-large ethnic minority seat on the Board of Directors shall be created for a three-year term utilizing any legally permissible manner. Candidates for this seat shall come from and be elected by ethnic minority members in a statewide election.

RATIONALE: This is needed to ensure compliance with LMRDA. SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE VI. OFFICERS AND BOARD OF DIRECTORS Section 3. Terms of Office C. MEA Board of Directors members shall serve no more than two (2) three-year (3) terms to begin July 15. No Board of Director member shall be eligible to consecutively succeed himself/herself more than once in any combination of MEA Director positions.

An exception to this is for MEA Board of Directors members who will have completed fewer than two (2) years of a vacated seat; in this case, they will be eligible to serve two (2) consecutive three-year (3) terms.

MEA Board of Directors members who will have completed two (2) years or more of a vacated seat are eligible to serve one (1) additional three-year (3) term.

In no case will an MEA Director serve for more than eight (8) consecutive years.

RATIONALE: To clarify the proper practice, as advised by the parliamentarian.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass

ARTICLE VII. AFFILIATES Section 5. Standards and Procedures for Affiliation Affiliates that fail to comply with standards and procedures set forth in this Constitution, Bylaws, and Standing Rules shall be subject to censure, suspension, or disaffiliation. Any such action may take place only after due notice and a due process hearing.

RATIONALE: To clarify the appropriate process for censure, suspension or disaffiliation.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass PROPOSED CHANGES TO BYLAWS ARTICLE I. MEMBERSHIP Section 1. Membership Categories J. Community Ally Community Ally membership shall be open to any person interested in advancing the cause of public education, who supports the mission, vision, and core values of the Association, and who is not eligible for any other MEA membership category. The MEA Board of Directors shall adopt rules to implement this membership category.

Community Ally members shall not have the right to nominate or vote for candidates for elected office, nominate, or vote for delegates to the Representative Assembly, or hold any elected office or appointed committee position in the Association.

RATIONALE: This paragraph belongs in Section 2, Rights & Limitations SUBMITTED BY: Structure & Bylaws Committee STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE I. MEMBERSHIP Section 2. Rights and Limitations A. Rights of Participation 1.

Active, active education support and non-teaching professional members shall have the right to full participation including, but not limited to, the right to vote and hold office. Past presidents shall enjoy these privileges, unless they become a regular employee of the NEA or any of its affiliates, in which case the privileges are waived for the duration of his/her employment with NEA or any of its affiliates.

2.

Retired and student members shall only be eligible to hold office and vote for Association positions which represent their membership category, except when serving as elected delegates to the Maine Education Association Representative Assembly.

3.

Reserve and staff members shall not have the right to hold office or to vote.

4.

Community Ally members shall not have the right to nominate or vote for candidates for elected office, nominate, or vote for delegates to the Representative Assembly, or hold any elected office or appointed committee position in the Association.

RATIONALE: This paragraph belongs in Section 2, Rights & Limitations SUBMITTED BY: Structure & Bylaws Committee STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass

ARTICLE VI. OFFICERS AND BOARD OF DIRECTORS Section 4. Impeachment Members of the Board of Directors may be impeached for violation of the Code of Ethics of the Education Profession or for misfeasance, for malfeasance, or for nonfeasance in office in accordance with the procedures outlined in the Bylaws.

RATIONALE: To clarify possible causes for impeachment.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass

ARTICLE I. MEMBERSHIP Section 2. Rights and Limitations B. Aid and Services 2.

Retired, student, reserve, and staff members and community ally shall be entitled to receive special services and publications of the Association.

RATIONALE: To keep consistent with language of Community Ally written in Article I, Section 1, J. SUBMITTED BY: Structure & Bylaws Committee STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass

ARTICLE VII. AFFILIATES Section 2. Ethnic Minority Representation Affiliates of the Association shall take all reasonable legally permissible steps to assure that their elective and appointive bodies shall have ethnic minority representation at least proportionate to the ethnic minority membership of the affiliate. "Ethnic minority" shall mean those persons designated as ethnic minority by statistics published by the United States Bureau of the Census. This designation shall specifically include American Indian/Alaska Native, Asian, Black, Hispanic, Native Hawaiian/Other Pacific Islander, and multiple races.

RATIONALE: To ensure compliance with LMRDA. SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass

ARTICLE I. MEMBERSHIP Section 2. Rights and Limitations C. Revocation of Membership Rights and Privileges Any member whose payment of dues, according to a prearranged schedule, is in arrears by more than five (5) eight (8) weeks shall not be entitled to membership rights and privileges until such time as payment of past dues in full or a past dues payment agreement is reached and the member does not fail to adhere to the terms of the agreement. dues shall be in accordance with the schedule and the member is in good standing.

RATIONALE: Eight weeks allows for two monthly billing cycles and the remainder of the proposed change clarifies the process.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass

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ARTICLE I. MEMBERSHIP Section 2. Rights and Limitations D. Censure, Suspension, Expulsion 1.

A member of the MEA can be censured, suspended, or expelled only for good cause, and shall be entitled to a due process hearing before the MEA Judicial Board in accordance with rules adopted by the Representative Assembly. If the MEA Judicial Board decides to discipline an MEA member, the member may appeal that decision to the MEA Board of Directors, whose decision shall be final— subject to appeal to the National Education Association. The MEA Judicial Board also shall have the power to vacate a censure, lift a suspension, or reinstate a member.

2.

No person may appeal to the National Education Association or initiate a lawsuit or other legal proceeding in any court or other forum, with regard to the threatened or actual imposition of discipline under this section unless such person has fully exhausted the due process procedure outlined above, and has received a final decision by the MEA Board of Directors. including the right to appeal to the MEA Board of Directors.

RATIONALE: To clarify the process.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE I. MEMBERSHIP Section 4. Membership Dues A. The annual membership dues of the Maine Education Association, for active professional members shall be calculated to the nearest dollar and shall be the greater of: (1) 2.5 percent increase over the prior year’s dues, or (2) 0.765 percent of the average salary of Maine teachers as established by the Department of Education for the second year prior to the budget year (i.e., the 2016-2017 dues will be based on the average teacher salary for 2014-2015). The Maine Education Association active part-time membership shall be open to any person who is employed fifty percent (50%) or less, but greater than twenty-five percent (25%), of the normal schedule for full-time faculty members or who is on sabbatical leave. Membership dues will be calculated to the nearest dollar on the basis of fifty percent (50%) of dues for full-time active educators.

One-quarter (1/4) membership shall be open to any person who is regularly employed for twenty-five percent (25%) or less of the normal schedule for full-time faculty members. Membership dues will be calculated to the nearest dollar on the basis of twenty-five percent (25%) of dues for full-time active professional educators.

RATIONALE: The wording/example is not necessary for understanding of the bylaw SUBMITTED BY: Structure & Bylaws Committee STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE I. MEMBERSHIP Section 4. Membership Dues C. The Association shall allow credit to first-year active or active education support members who join the Association during their first year of membership eligibility, the reduction of their dues being ten percent (10%) per year for each year of their student membership and/or for each year of their student membership up to four (4) years.

The first-year active member shall provide proof of membership to be eligible for credit, and the Association shall verify student membership. Any reduction in dues offered to first-time members or student members shall be contingent upon agreement to continuous membership.

D. Any person (1) who joins as an active or active education support member for the first time after the commencement of the membership year, (2) who becomes eligible for active or active education support membership after the commencement of the membership year, or (3) who returns to professional education employment or to an education support position from a limited leave of absence after the commencement of the membership year, or (4) who is hired after the commencement of the membership year shall be enrolled in full standing for the remainder of the membership year by paying the amount of annual dues which is commensurate with the remaining portion of the membership year. Any reduction in dues offered to members shall be contingent upon agreement to continuous membership, if appropriate.

E. The MEA Board of Directors may establish reduced membership dues for persons eligible for active or active education support membership who are included in a group of employees (1) that is attempting to become an affiliate of the Association or (2) for which an affiliate of the Association is attempting to become the recognized organization. The amount of the dues charged such persons, and the

Association services and benefits for which they are eligible, shall be determined by the Board of Directors on a case-by-case basis. The Board of Directors shall adopt rules for implementing this Bylaw. Any reduction in dues offered to first-time members or members of newly organized units shall be contingent upon agreement to continuous membership.

RATIONALE: To avoid a potential issue, in light of the Janus decision SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE I. MEMBERSHIP Section 4. Membership Dues E. The MEA Board of Directors may establish reduced membership dues for persons eligible for active or active education support membership who are included in a group of employees (1) that is attempting to become an affiliate of the Association or (2) for which an affiliate of the Association is attempting to become the recognized organization. The amount of the dues charged such persons, and the Association services and benefits for which they are eligible, shall be determined by the Board of Directors. on a case-by-case basis. The Board of Directors shall adopt rules for implementing this Bylaw. Any reduction in dues offered to first-time members or members of newly organized units shall be contingent upon agreement to continuous membership.

RATIONALE: To clarify language.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE I. MEMBERSHIP Section 4. Membership Dues K. Military Reservists – Active membership status will be continued maintained for an any active MEA member who is a military reservist called to active duty. due to the current United States efforts against terrorism. Dues for this membership category will be suspended when his/her salary is terminated and will remain suspended until the school salary is resumed.

RATIONALE: To clarify and update the language.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE I. MEMBERSHIP Section 4. Membership Dues M. Dues of Community Ally members shall be established by the Representative Assembly in the program budget.

RATIONALE: On the advice of NEA SUBMITTED BY: Structure & Bylaws Committee STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE II. REPRESENTATIVE ASSEMBLY Section 1. Allocation of Delegates B. In apportioning or reapportioning delegates, the Structure and Bylaws Committee shall adhere to the principle of one-person, one-vote. Each governance affiliate shall provide proportionate representation by educational position and shall seek to achieve ethnic minority representation at least proportionate to its ethnic minority membership by all legally permissible means. and shall provide proportionate representation by educational position.

RATIONALE: To ensure compliance with LMRDA SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE II. REPRESENTATIVE ASSEMBLY Section 5. Elections F. The President and the National Education Association Director(s) shall also serve as delegates to the National Education Association Representative Assembly with limited rights.

RATIONALE: To make explicit that the state association President and the NEA Director(s) are also delegates to the NEA RA by virtue of their positions, but have limited rights as such, in accordance with the NEA Constitution, Article III, Section 3.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass MAINEEA.ORG

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ARTICLE III. NATIONAL EDUCATION ASSOCIATION REPRESENTATIVE ASSEMBLY Section 1. Active and Active Education Support Professionals Only persons who have been and remain active and active education support members of the Maine Education Association and the National Education Association for the two (2) years immediately preceding their nomination shall be are eligible to be delegates to the National Education Association Representative Assembly. Elections shall be conducted in accordance with procedures outlined in the MEA Standing Rules and Elections Handbook and the NEA Election Guidelines.

RATIONALE: To align with NEA governance documents; there is no limitation stating that in order to serve as a delegate to the NEA RA one must have been a member for the two years preceding their nomination to be a delegate.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE IV. OFFICERS Section 1. Powers and Duties of the President I. serve as delegate to the Maine Education Association Representative Assembly; and J. serve as a delegate to the National Education Association Assembly subject to the limitations as specified in the Constitution of the National Education Association; J. K. perform all other duties applicable to the office of President.

RATIONALE: To make explicit that the state association President also serves as a delegate to the NEA RA with limited rights as indicated in the NEA Constitution Article III, Section 3b.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE IV. OFFICERS Section 2. Powers and Duties of the Vice President D. serve as a delegate to the Maine Education Association Representative Assembly RATIONALE: To clarify that the Vice President is a delegate to the MEA RA (and not the NEA RA) SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE IV. OFFICERS Section 3. Powers and Duties of the Treasurer E. serve as a delegate to the Maine Education Association Representative Assembly RATIONALE: To clarify that the Treasurer is a delegate to the MEA RA (and not the NEA RA) SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE V. BOARD OF DIRECTORS Section 2. Duties B. Members of the Board of Directors shall: 3. serve as delegates to the MEA Maine Education Association Representative Assembly.

RATIONALE: To align with the wording in Article IV. Officers, Section 1, 2 and 3 where there are proposed changes so that these sections state that the Officers are delegates to the Maine Education Association Representative Assembly.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE VI. COMMITTEES Section 2. Standing Committees A. Government Relations Committee A Government Relations Committee shall consist of members representing each of the UniServ Districts, one (1) education support professional member, one (1) Maine Education Association retired member, and one (1) student. Where representation from each UniServ District is not feasible, the President shall have the option of filling committee positions with at-large appointments for not more than one (1) year. Committee members shall be appointed for three-year (3) terms. If there are no ethnic minority members on the committee, the President shall have the option of creating and filling an at-large ethnic minority seat on the committee for a term of not more than one (1) year.

C. Instruction and Professional Development Committee An Instruction and Professional Development Committee shall consist of one (1) member from each of the UniServ Districts, one (1) education support professional member, one (1) member of the Maine Education Association retired, and one (1) student. Where representation from each UniServ District is not feasible, the President shall have the 18

Maine Educator | Spring 2022

option of filling committee positions with at-large appointments for not more than one (1) year. Committee members shall be appointed for three-year (3) terms. If there are no ethnic minority members on the committee, the President shall have the option of creating and filling an at-large ethnic minority seat on the committee for a term of not more than one (1) year.

D. Statewide Bargaining Committee A Statewide Bargaining Committee shall consist of one (1) member with bargaining expertise from each UniServ District, one (1) education support professional member selected from the state at-large, one (1) Maine Education Association retired member, and one (1) student member. Where representation from each UniServ District is not feasible, the President shall have the option of filling committee positions with at-large appointments for not more than one (1) year.

Committee members shall be appointed for three-year (3) terms. If there are no ethnic minority members on the committee, the President shall have the option of creating and filling an at-large ethnic minority seat on the committee for a term of not more than one (1) year.

RATIONALE: The MEA President already has the power to appoint and, as with all committees, makes every effort to encourage members to serve on MEA committees and must make efforts to ensure diverse and equitable representation of all members on all committees, including representation of ethnic minority members, as per Board policy.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE VII. GOVERNANCE AFFILIATES AND ACADEMIC NONGOVERNANCE AFFILIATES Section 2. Governance Affiliates D. The Association shall not affiliate a governance affiliate unless it meets the following minimum standards: 1. each governance affiliate shall apply the one-person, one-vote principle for representation on its governing bodies except that the governance affiliate shall guarantee take such steps as are legally permissible to achieve ethnic minority representation at least proportionate to its ethnic minority membership; RATIONALE: To ensure compliance with LMRDA. SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE VII. GOVERNANCE AFFILIATES AND ACADEMIC NONGOVERNANCE AFFILIATES Section 2. Governance Affiliates D. The Association shall not affiliate a governance affiliate unless it meets the following minimum standards: 4. the governance affiliate shall be reviewed by the Association to determine compliance with minimum standards for affiliation at least once every five (5) years; RATIONALE: To align with NEA Bylaw 8-7 (e) SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass ARTICLE VII. GOVERNANCE AFFILIATES AND ACADEMIC NONGOVERNANCE AFFILIATES Section 5. Censure, Suspension or Disaffiliation A. For cause shown, the Board of Directors may censure, suspend or disaffiliate any affiliate. Such action may take place only after due notice and a due process hearing as required by the MEA Constitution. In the event an adverse action is taken, said affiliate shall have the right to appeal the decision to a seven-member (7) appellate jury which shall be comprised of disinterested Representative Assembly delegates according to the following selection procedure: the Maine Education Association Executive Director shall make available a current listing of the Maine Education Association Representative Assembly delegates from which the aggrieved party and the Maine Education Association President shall select the seven (7) jurors under a striking procedure. The decision of the jury shall be binding on all parties.

RATIONALE: To align with the process included in the proposed language in the MEA Constitution Article VII, Section 5 as required by NEA Bylaw 8-11 (f) regarding minimum affiliation standards.

SUBMITTED BY: Grace Leavitt STRUCTURE & BYLAWS COMMITTEE RECOMMENDS: Ought to Pass 2022 PROPOSED NEW BUSINESS ITEMS 1.

RESOLVED: that the MEA refrains from the purchasing and marketing of non-union made goods in all instances.

RATIONALE: The purchasing and marketing of union-made goods are consistent with the MEA Strategic Plan, Working Condition Goal, “MEA members will work in environments that offer optimum working conditions”, which non-union workplaces more often do not provide

to their employees. This action is consistent with National Education Association (NEA) policy and practice.

MEA Economic Goal, Objective #2: #2. Promote equitable salary/wage schedules.

Submitted by: Human, Civil Rights, and Social Justice Committee, Olivia Brown & Emily Albee, Committee Co-Chairs Estimated budgetary impact: Unknown 2.

RESOLVED: that the MEA will start the comprehensive work to develop and implement the Ethnic Diversity Group of Educators (EDGE) partnership support program that would partner with veteran MEA members of ethnic diversity with new educators and staff of color to help them identify ways in which to engage and participate in the union and prepare for leadership roles.

RATIONALE: This program would be in line with realizing the goals outlined in MEA’s Minority Involvement Plan and MEA’s Strategic Foci for 2021-2022 year. New educators of color in Maine often feel isolated and disconnected from the workings of the union and how to become involved. Local leaders may not always have the training or knowledge to help support their members of color and the unique challenges they may face. When faced with workplace environments and conditions that are discriminatory and/or oppressive, novice teachers of color may feel pressure to avoid confrontation with colleagues and/or administrators.

Understanding the role of the union may help ease some apprehension when it comes to new teachers reporting these issues. Removing these barriers through this EDGE partnership support program can encourage new members of color to feel confident playing a more active role in the union and seeking leadership positions.

MEA Professional Autonomy Goal, Objective #1: #1. Increase MEA members’ involvement in establishing standards for their professions.

Submitted by: Black, Indigenous, People of Color Committee, Nesrene Griffin and Genaro Mancera, Committee Co-Chairs Estimated budgetary impact: Unknown 3.

RESOLVED: that the MEA shall create a permanent Diversity, Equity, and Inclusion staff position within the organization in order to increase membership and “ensure safe and supportive environments that are free from social and racial injustice.”

RATIONALE: This role would unify and strengthen the Diversity, Equity, and Inclusion work being done throughout various areas of our organization. Currently, the work of the BIPOC committee is largely done voluntarily. A significant deal of work is required to uphold the values stated in the MEA’s three Strategic Foci for 2021-22, as well as to successfully execute the goals outlined in the MEA’s Minority Involvement Plan. Most committees have distinct MEA staff positions aligned to their specific areas of work (Communications Director, Director of Collective Bargaining and Research, Government Relations Director, Training and Professional Development Director), whereas the BIPOC Committee is supported by staff liaison. The role of a Diversity, Equity and Inclusion staff person would center around issues that affect both educational staff and students who identify as BIPOC, LGBTQ+, and/or any of the classes protected by civil rights law. Responsibilities might include: leading professional development, implementing and monitoring training and awareness programs, crafting strategic plans, creating and supporting initiatives that promote DEI, facilitating conversations around issues, and voicing concerns of marginalized members to the MEA executive board. The goal is to have these issues known and addressed by the MEA, helping to bring about the cultural and possible ethical changes necessary in the educational field.

MEA as an Organization Goal, Objective #1: #1. Strive for 100% membership by positioning the MEA to be indispensable to educational employees.

Submitted by: Black, Indigenous, People of Color Committee, Nesrene Griffin and Genaro Mancera, Committee Co-Chairs Estimated budgetary impact: Unknown 2022 PROPOSED RESOLUTIONS New, Amendments and Deletions 1 – Amendment to B.17 B17.

RESOLVED: That the MEA believes that members need to be professional proactive advocates for children and public education. To accomplish that objective, the MEA also believes that: • members can be more effective at Individual Education Plan meetings if they are knowledgeable about special education laws and regulations, transition regulations, and 504 regulations.

• local associations should have a resource person knowledgeable in special education/inclusion/504.

• local associations should negotiate additional resources and improved working conditions in special education.

• state and local organizations involved in special education need to coordinate their services.

• members need to be knowledgeable of legal protections against harassment, student violence, and other unsafe working conditions for educators or students.

• members need to gain knowledge about issues that face our increasingly diverse students and staff, including the District’s Lau Plan, a document which describes how school administrative units (SAU) meet the needs of its English learners and fulfills its civil rights obligations to them.

• members need training on the social and emotional needs of students.

• members need current training on bullying prevention.

• members need training on implicit bias.

• members can be more effective at language assessment committee meetings for English for Speakers of Other Languages (ESOL students) if they are knowledgeable about the student’s Individual Language Assessment Plan (ILAP).

• members need support in all of the above issues through local professional development.

(Adopted 2003; Amended 2012; Amended 2015; Amended 2019; Amended 2021) Rationale: We have the same wording for student IEP’s and 504’s in this section and the language should extend to ESOL students as well.

Submitted by: Human, Civil Rights, and Social Justice Committee Nancy Mitchell, Board Liaison 2 - New E RESOLVED: that the MEA believes that each student’s choice of moniker should be consistent with the student’s identity and that their moniker should extend to all student approved instances that are not legal documents including but not limited to; email, yearbook, lunch card, marquee, educational software such as attendance systems, and public announcements.

Rationale: Each student’s civil rights need to be enforced, and this extends to their chosen name.

Submitted by: Human, Civil Rights, and Social Justice Committee Nancy Mitchell, Board Liaison 3 - New E RESOLVED: that the MEA believes in the support of educators teaching curriculum through an equity lens.

Rationale: Educators and curriculum are currently being publicly scrutinized.

Submitted by: Human, Civil Rights & Social Justice Committee Olivia Brown, Committee Co-Chair 4 - New E RESOLVED: that the MEA believes in the support of educators who resolve to share diverse and inclusive learning materials to all students in their learning environments.

Rationale: To protect educators and students during the movement for banned materials.

Submitted by: Human, Civil Rights & Social Justice Committee Olivia Brown, Committee Co-Chair 5 - New G RESOLVED: that the MEA believes in the importance of diversity, equity, and inclusion, and therefore believes that the efforts to view policies and practices of the Association with an equity lens must be ongoing in order for MEA to be a diverse, equitable, inclusive organization, and in order to work for a more diverse educator workforce that will help to promote equity and inclusion in our public pre-K-12 schools and institutions of higher learning. The MEA believes that all local affiliates also need to be engaged in this work at the local level.

Rationale: Given the MEA position on racial and social justice, the positions taken by the MEA Board of Directors and the work the MEA has been engaging in on racial equity, this statement is needed in our Resolutions to be clear that this direction will continue and that the work is ongoing.

Submitted by: Individual Grace Leavitt, MSAD 51 EA

Ally Loukas Cedena McAvoy Thresa Mitchell Dennis Boyd Evelyn Atwood

Terry Martin Jan Murphy Jennifer Perry Robert McCully Robert "Bo" Zabierek Belinda Micucci Barbara Bricker Janet Kuech Ken Williams Jason Bricker

Robert "Bo" Zabierek

2022 MEA Election Results Board of Directors District B District D District E District H District I UNCONTESTED ELECTIONS NEA At-Large Delegate District 23 District 25 NEA At-Large Alternate District 31 MEA Retired Delegates to NEA RA

MEA-Retired Alternate to MEA RA MEA RA Cluster District Delegates Cluster District 4 Cluster District 5 Cluster District 14 CONTESTED ELECTION MEA-Retired Delegates to MEA RA

Pre-Retirement Seminars 2022-23 Session Schedule MEA-Retired and MEA sponsor retirement sessions for individuals considering retirement this year or within five years.

All meetings are held through Zoom, beginning at 5:00 p.m. until 6:15 p.m. on two consecutive evenings.

Registration opens two weeks in advance of the sessions.

Materials used in each presentation and the Zoom link are sent to MEA members in advance. Members should be prepared to attend both evening sessions.

Session Session 1 Session 2

Session 3 Session 4 Session 5 Session 6 20

2022-2023 Session Schedule Fall Sessions Date Presenters Tues., Oct. 18, 22 MEABT & GPO/WEP Wed., Oct. 19, 22 MEPERS Tues., Oct. 25, 22 MEABT & GPO/WEP Wed., Oct. 26, 22 MEPERS Spring Sessions Tues., Jan. 10, 23 MEABT & GPO/WEP Wed., Jan. 11, 23 MEPERS Tues., Jan. 17, 23 Wed., Jan. 18, 23

MEABT & GPO/WEP MEPERS

Tues., Feb. 7, 23 Wed., Feb. 8, 23 Tues., March 7, 23 Wed., March 8, 23

MEABT & GPO/WEP MEPERS MEABT & GPO/WEP MEPERS

Maine Educator | Spring 2022

3 Year Term 3 Year Term 2 Year Term 3 Year Term 1 Year Term

2 Year Term 2 Year Term 2 Year Term 1 Year Term 1 Year Term 1 Year Term 3 Year Term 3 Year Term 1 Year Term 3 year term

3 Year Term

TOGETHER. A STRONGER VOICE. Being an educator is one of the hardest jobs in the world and it’s never been harder than right now. During the pandemic, the Maine Education Association and its members used their collective voice to help educators live better, safer lives, so our students could recieve the best education possible.

SAMPLE HISTORIC NEGOTIATED RAISES Teacher Salary Increases

$4,700+ increase statewide average (Masters' top) Bangor Ed Techs

HIGHER SALARIES & BETTER BENEFITS

The statewide average salary increased by as much as $4,700+ for those with a Masters' at the top of the scale. Many ESP members also saw historic salary increases. MEA also continues to work to increase and fight for your pension so you can retire with dignity, while the MEA Benefits Trust works to provide a comprehensive and affordable health care program in a challenging and volatile marketplace

IMPROVING YOUR DAILY LIVES

Addressing Educator Burnout

Advocated for and received 15 days of COVID leave, allowing you

Wage Increase

to keep sick days and ensuring you're paid while out for COVID

16% in year one

reasons Secured more time for teachers after MEA pushed for a new law

RSU 71-Belfast Assistant Mechanic

giving educators the right to negotiate planning time in local

Wage Increase

contracts

16% in year one

Secured funding to help schools hire more staff Provided additional mental health support and training for

Megunticook Food Service Wage Increase

15% in year one

members to support their students

Improved Safety Protocols Stricter air quality standards after MEA worked to secure passage of a state law requiring school districts to follow stricter air quality

Auburn Transportation Wage Increase

26% average increases by July 2023 Academic Administrators at Community Colleges Wage Increase

9% over 2 years Pen Bay TA - Brooksville Teachers Wage Increase

14% - 18% in one year

standards Creation of district safety committees with union representation after MEA advocacy at the state and local level Advocated for more federal funds to buy higher quality masks and proper PPE

SAMPLE NEGOTIATED LOCAL SUCCESSES 15% wage increase overall for support staff in the University of Maine higher education system with a minimum start rate of $15.00 per hour Air quality inspections on a 3-year rotation in York due to the negotiation efforts of the York Teachers Association $600 "Thank You" bonus for all employees in Old Orchard Beach/RSU 23 RSU 29 EA impact bargained two days’ pay for elementary teachers at their per diem rate to compensate for the extra work necessary to transition between remote and in-person instruction after a school shutdown.

MAINEEA.ORG

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ME

A S alary

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MEA maintains a salary database to better help members understand how educators are paid across Maine. MEA encourages you to use this information as you advocate for wages and benefits in your district.

The data on the following pages is based off of contracts submitted to MEA for the 2021-22 school year. Due to space limitations, the minimum salaries for Education Support Professionals will not appear in print, but you can find them the online in the MEA salary guide.

Scan the QR Code or visit maineea.org/mea-salary-guide/ * Maximum pay for ESP are printed on the following pages.

ANDROSCOGGIN COUNTY School District Auburn Lisbon RSU 04, Sabattus RSU 16, Poland RSU 52, Turner RSU 73, Jay-Livermore ANDROSCOGGIN AVERAGE AROOSTOOK COUNTY School District Caswell Easton Limestone Madawaska RSU 39, Caribou RSU 42, Mars Hill RSU 45, Washburn** RSU 50, Southern Aroostook* RSU 70, Hodgdon RSU 79, Presque Isle RSU 86, Fort Fairfield RSU 88, Van Buren SAD 27, Fort Kent Woodland AROOSTOOK AVERAGE CUMBERLAND COUNTY School District Brunswick Cape Elizabeth Falmouth Gorham Portland+ RSU 05, Freeport RSU 14, Windham RSU 15, Gray RSU 51, Cumberland RSU 61, Bridgton Scarborough South Portland Westbrook* Yarmouth CUMBERLAND AVERAGE FRANKLIN COUNTY School District Flagstaff RSU, Eustis RSU 09, Farmington RSU 58, Phillips RSU 78, Rangeley FRANKLIN AVERAGE HANCOCK COUNTY School District Blue Hill Brooklin Brooksville* Castine* Deer Isle-Stonington CSD Ellsworth Hancock Lamoine Otis Penobscot RSU 24, Sullivan RSU 25, Bucksport* Sedgwick Surry HANCOCK AVERAGE 22

Maine Educator | Spring 2022

*Salary Info was pulled on January 15, 2022 2021-2022 MEA TEACHER SALARY GUIDE BACHELOR’S MASTER’S MIN STEP 10 MAX MIN STEP 10 $40,000 $53,757 $62,319 $44,000 $59,132 $37,723 $50,092 $68,150 $42,250 $56,103 $40,000 $48,760 $60,136 $46,000 $56,074 $38,793 $47,107 $63,336 $40,570 $48,883 $38,729 $52,045 $67,906 $40,954 $55,039 $37,896 $50,107 $64,617 $39,568 $52,521 $38,857 $50,311 $64,411 $42,224 $54,625 BACHELOR’S MASTER’S MIN STEP 10 MAX MIN STEP 10 $37,500 $46,280 $46,280 $41,250 $48,280 $40,000 $53,757 $66,114 $42,000 $57,032 $40,000 $54,810 $68,331 $42,000 $57,550 $38,288 $55,665 $61,838 $39,685 $59,331 $40,000 $54,810 $68,331 $42,000 $57,550 $40,000 $55,200 $69,600 $42,960 $59,060 $37,500 $42,500 $56,500 $39,500 $44,500 $37,500 $41,000 $57,200 $37,500 $44,000 $37,500 $43,675 $58,675 $39,600 $45,775 $37,500 $51,663 $68,896 $38,500 $54,246 $39,000 $57,200 $69,800 $41,500 $59,700 $40,000 $58,630 $75,397 $42,000 $62,183 $37,500 $54,120 $67,240 $41,500 $58,120 $38,495 $51,734 $54,884 $39,695 $52,934 $38,627 $51,503 $63,506 $40,692 $54,304 BACHELOR’S MASTER’S MIN STEP 10 MAX MIN STEP 10 $40,000 $55,516 $77,239 $42,877 $58,393 $44,368 $63,580 $77,423 $49,692 $68,904 $44,110 $63,960 $79,398 $48,521 $68,371 $41,256 $60,853 $72,920 $45,485 $65,085 $38,670 $54,507 $65,923 $42,353 $58,557 $40,861 $57,205 $69,055 $45,355 $63,539 $40,710 $55,350 $73,492 $44,646 $59,104 $40,465 $53,215 $69,665 $42,965 $56,615 $46,939 $57,195 $75,320 $52,740 $64,263 $37,629 $54,562 $54,562 $41,392 $58,325 $43,125 $61,999 $76,995 $47,520 $66,121 $42,680 $60,971 $68,287 $46,744 $65,036 $37,500 $54,880 $75,365 $39,549 $58,476 $44,291 $66,437 $79,282 $48,721 $70,866 $41,615 $58,588 $72,495 $45,611 $62,975 BACHELOR’S MASTER’S MIN STEP 10 MAX MIN STEP 10 $38,813 $54,516 $76,900 $41,400 $58,605 $40,000 $53,237 $65,031 $42,500 $56,564 $37,925 $52,191 $68,097 $41,500 $55,725 $37,516 $47,764 $62,550 $40,936 $51,388 $38,564 $51,927 $68,145 $41,584 $55,571 BACHELOR’S MASTER’S MIN STEP 10 MAX MIN STEP 10 $40,101 $45,351 $45,351 $42,651 $50,151 $37,500 $43,500 $48,900 $39,500 $47,000 $37,500 $46,466 $46,466 $38,550 $48,986 $37,500 $45,002 $46,802 $38,212 $48,440 $37,500 $44,700 $52,400 $38,500 $47,600 $38,833 $44,973 $58,333 $41,333 $47,543 $38,750 $45,235 $52,498 $41,750 $48,348 $40,998 $47,017 $58,861 $44,661 $50,680 $38,617 $48,271 $59,028 $40,823 $50,202 $37,500 $43,900 $43,900 $38,500 $46,300 $38,000 $46,699 $58,049 $39,500 $48,382 $37,500 $42,000 $60,627 $40,000 $45,100 $37,500 $43,900 $50,900 $38,500 $44,900 $39,379 $47,320 $57,749 $40,616 $49,547 $38,370 $45,310 $52,847 $40,224 $48,084

MAX $68,551 $76,328 $69,156 $65,336 $71,813 $67,760 $69,824 MAX $48,280 $70,081 $71,747 $66,107 $71,747 $74,360 $59,200 $60,200 $60,775 $72,340 $72,300 $80,471 $71,240 $56,084 $66,781 MAX $80,116 $83,812 $86,015 $77,149 $71,262 $78,127 $77,246 $74,215 $84,629 $67,732 $82,673 $76,417 $78,960 $85,925 $78,877 MAX $82,668 $69,096 $70,536 $66,173 $72,118 MAX $54,624 $53,750 $52,390 $53,260 $57,200 $60,833 $56,000 $65,457 $61,235 $49,500 $60,869 $60,869 $51,900 $60,867 $57,054

Scan the QR code to visit the MEA Salary Guide

BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 16 101/81 37 56/28 19 114/76 21 92/107 20 58/56 19 82/86 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 11 155/156 18 70/71 18 50/58 15 103/103 18 51/58 20 35/32 31 136/157 21 132/136 26 124/132 20 44/47 18 33/48 20 14/15 19 61/63 13 139/142 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 25 7/17 26 6/6 26 2/2 26 23/25 32 74/62 27 42/20 31 20/24 25 34/33 37 17/5 19 140/87 31 9/8 17 54/27 51 15/18 41 3/3 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 21 13/9 18 80/76 20 56/40 20 98/101 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 8 156/147 20 150/148 15 154/150 20 152/149 20 145/140 22 126/121 21 143/143 22 123/106 21 122/125 15 157/155 21 128/129 24 109/108 21 148/151 21 129/130

KENNEBEC COUNTY School District Augusta Fayette* RSU 02, Hallowell RSU 11, Gardiner RSU 18, Oakland RSU 38, Maranacook RSU 49, Fairfield Waterville* Winslow Winthrop KENNEBEC AVERAGE KNOX COUNTY School District Appleton Five Town CSD Hope Knox Region 8 RSU 07, North Haven RSU 08, Vinalhaven RSU 13, Seacoast RSU 28, Camden St. George KNOX AVERAGE LINCOLN COUNTY School District AOS 93 - Bristol AOS 93 - Great Salt Bay CSD AOS 93 - Jefferson AOS 93 - Nobleboro AOS 93 - South Bristol AOS 98 - Boothbay AOS 98 - Edgecomb AOS 09 - Georgetown AOS 98 - Southport RSU 12, Windsor RSU 40, Waldoboro Wiscasset LINCOLN AVERAGE OXFORD COUNTY School District RSU 10, Rumford RSU 17, South Paris RSU 44, Bethel RSU 56, Dixfield OXFORD AVERAGE PENOBSCOT COUNTY School District AOS 94 - SAD 46, Dexter East Millinocket Glenburn Greenbush Hermon Medway Milford Millinocket Orrington RSU 19, Newport RSU 22, Hampden RSU 26, Orono RSU 31, Howland RSU 63, Holden* RSU 64, Corinth RSU 67, Lincoln RSU 87, Carmel RSU 89, Patten Southern Penobscot Region 4 Veazie PENOBSCOT AVERAGE PISCATAQUIS COUNTY School District Foxcroft Academy* Greenville RSU 41, Milo RSU 80, Guildford PISCATAQUIS AVERAGE SAGADAHOC COUNTY School District RSU 01, Bath RSU 75, Topsham West Bath SAGADAHOC AVERAGE SOMERSET COUNTY School District

BACHELOR’S STEP 10 $46,642 $46,396 $44,990 $48,149 $44,540 $45,571 $45,754 $46,628 $48,568 $47,156 $46,439 BACHELOR’S MIN STEP 10 $40,000 $56,424 $43,082 $59,269 $38,250 $49,395 $39,914 $50,890 $43,163 $54,412 $39,201 $51,521 $40,225 $53,225 $43,082 $59,269 $40,750 $52,815 $40,852 $54,136 BACHELOR’S MIN STEP 10 $40,432 $57,033 $43,818 $55,696 $40,250 $52,690 $40,000 $56,424 $40,000 $52,217 $39,286 $52,797 $47,245 $61,969 $39,103 $54,759 $41,742 $55,568 $37,505 $48,590 $40,867 $50,461 $37,500 $41,842 $40,646 $53,337 BACHELOR’S MIN STEP 10 $40,000 $54,810 $40,014 $48,414 $37,477 $47,499 $40,000 $54,810 $39,373 $51,383 BACHELOR’S MIN STEP 10 $37,500 $46,171 $37,500 $41,589 $38,500 $50,100 $37,500 $49,427 $38,800 $48,800 $37,500 $44,816 $38,873 $45,400 $38,500 $44,000 $38,582 $47,546 $37,847 $46,006 $39,043 $49,731 $38,000 $48,750 $37,500 $42,000 $37,500 $43,750 $37,500 $46,175 $37,500 $42,000 $37,500 $47,500 $37,500 $41,100 $37,500 $47,217 $37,500 $51,066 $37,907 $46,157 BACHELOR’S MIN STEP 10 $37,500 $47,756 $40,029 $54,585 $37,500 $45,817 $37,500 $44,140 $38,132 $48,075 BACHELOR’S MIN STEP 10 $37,569 $54,479 $40,500 $58,700 $37,550 $55,341 $38,540 $56,173 BACHELOR’S MIN STEP 10 MIN $40,058 $37,500 $39,360 $39,149 $39,000 $39,800 $39,000 $37,500 $38,433 $38,500 $38,830

MAX $69,304 $59,560 $63,210 $65,202 $69,529 $64,038 $68,045 $71,353 $75,010 $57,006 $66,226

MIN $42,856 $38,322 $44,120 $41,303 $41,000 $41,800 $41,000 $39,275 $40,384 $41,000 $41,106

MAX $62,558 $76,932 $63,849 $66,523 $66,784 $70,000 $68,425 $76,932 $71,288 $69,255

MIN $43,000 $46,698 $41,250 $43,414 $45,843 $40,701 $43,325 $46,698 $42,326 $43,695

MAX $67,738 $71,295 $66,512 $62,558 $66,435 $74,450 $70,971 $75,338 $71,659 $64,245 $69,555 $71,653 $69,367

MIN $42,463 $45,818 $43,750 $42,000 $42,036 $41,069 $49,245 $41,169 $46,960 $40,555 $43,356 $40,000 $43,202

MAX $68,331 $61,014 $63,755 $68,331 $65,358

MIN $43,000 $42,238 $41,901 $43,000 $42,535

MAX $68,300 $60,250 $67,025 $58,334 $65,052 $53,559 $66,452 $60,000 $56,806 $68,850 $68,666 $73,150 $60,000 $49,750 $62,385 $61,000 $60,500 $64,500 $59,128 $72,075 $62,789

MIN $41,250 $39,500 $40,500 $38,800 $40,800 $39,100 $40,473 $40,000 $43,245 $40,997 $41,543 $40,000 $37,500 $36,500 $39,500 $38,000 $39,200 $40,500 $37,500 $39,500 $39,720

MAX $62,941 $69,141 $64,197 $59,080 $63,840

MIN $38,110 $45,306 $39,500 $39,500 $40,604

MAX $78,760 $73,260 $78,033 $76,684

MIN $41,326 $45,000 $41,305 $42,544

MAX

MIN

MASTER’S STEP 10 $49,900 $47,896 $50,430 $50,798 $46,540 $47,571 $49,234 $49,130 $51,033 $50,112 $49,264 MASTER’S STEP 10 $59,424 $62,884 $52,395 $54,390 $57,090 $53,021 $58,325 $62,884 $55,284 $57,300 MASTER’S STEP 10 $59,898 $57,696 $56,190 $59,245 $55,575 $55,193 $64,592 $56,909 $62,514 $51,640 $53,534 $44,342 $56,444 MASTER’S STEP 10 $58,920 $50,638 $50,372 $58,920 $54,713 MASTER’S STEP 10 $49,921 $43,589 $52,100 $50,727 $50,800 $46,416 $47,040 $45,500 $51,401 $49,156 $52,231 $50,750 $44,000 $45,250 $48,175 $42,500 $49,200 $44,100 $49,355 $53,066 $48,264 MASTER’S STEP 10 $51,217 $59,862 $47,817 $46,140 $51,259 MASTER’S STEP 10 $58,236 $63,200 $59,096 $60,177 MASTER’S STEP 10

MAX $74,146 $61,060 $70,855 $68,880 $71,529 $66,038 $71,596 $75,182 $78,817 $60,238 $69,834 MAX $65,558 $80,548 $66,849 $70,023 $69,464 $71,500 $71,825 $80,548 $73,753 $72,230 MAX $71,140 $73,295 $71,000 $65,686 $70,706 $77,763 $73,976 $77,489 $80,617 $67,240 $73,791 $74,153 $73,071 MAX $73,455 $63,238 $67,116 $73,455 $69,316 MAX $72,050 $62,250 $69,025 $59,634 $67,193 $55,159 $68,052 $61,500 $61,490 $72,000 $71,896 $75,150 $62,000 $51,250 $64,385 $63,000 $62,200 $67,500 $62,691 $74,075 $66,125 MAX $67,502 $74,418 $66,197 $61,080 $67,299 MAX $82,286 $77,760 $80,062 $80,036 MAX

BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 28 38/35 22 117/128 23 93/66 23 78/80 29 37/60 31 86/103 27 57/59 34 27/29 30 18/19 21 133/134 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 14 97/105 21 11/13 21 90/99 22 65/72 22 64/74 26 32/61 20 48/55 21 12/14 20 29/39 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 16 59/64 21 28/43 21 66/65 14 96/104 19 68/67 22 19/21 16 31/37 21 16/23 19 25/12 24 84/93 24 36/38 29 26/34 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 18 50/41 23 104/111 23 91/95 18 52/42 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 29 54/53 27 111/117 20 63/77 17 125/138 23 79/94 20 141/145 23 67/84 41 114/123 21 135/124 25 45/53 24 47/72 25 22/30 25 115/120 17 149/153 24 99/109 31 105/112 24 110/118 26 83/90 20 119/115 19 24/37 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 21 94/89 31 41/31 36 85/100 29 120/127 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) 21 4/7 19 21/22 21 5/10 BA MAX/MA Steps (BA/ MAX (OUT OF MA) 157) MAINEEA.ORG 23

AOS 94 - Harmony $37,500 $46,500 $59,500 $40,000 $54,000 $72,200 32 118/49 Athens $37,500 $42,193 $52,956 $42,000 $49,225 $61,782 25 142/121 RSU 53, Pittsfield $37,500 $47,725 $62,369 $41,736 $51,621 $66,984 26 100/97 RSU 54, Skowhegan $39,150 $47,950 $68,950 $42,350 $51,150 $72,150 33 42/51 RSU 59, Madison $40,208 $52,120 $64,032 $43,208 $55,120 $67,032 32 87/96 RSU 74, Anson $37,914 $46,747 $55,987 $39,138 $48,921 $67,400 26 137/91 RSU 82, Jackman* $37,096 $50,534 $64,029 $39,983 $53,422 $66,916 20 88/98 RSU 83, Bingham $37,500 $53,720 $62,840 $42,135 $60,360 $70,607 17 95/69 SOMERSET AVERAGE $38,046 $48,436 $61,333 $41,319 $52,977 $68,134 WALDO COUNTY BACHELOR’S MASTER’S BA MAX/MA Steps (BA/ MAX (OUT OF School District MIN STEP 10 MAX MIN STEP 10 MAX MA) 157) Islesboro $41,673 $53,923 $66,173 $45,143 $57,393 $69,643 21 69/73 Lincolnville $41,970 $50,643 $68,671 $45,470 $54,143 $72,171 22 46/50 Northport $38,567 $54,465 $65,348 $41,232 $57,130 $68,013 16 77/85 RSU 03, Unity $38,500 $47,500 $59,050 $42,000 $51,000 $62,550 22 121/116 RSU 20, Searsport* $37,500 $50,601 $60,959 $37,764 $52,896 $63,254 16 106/110 RSU 71, Belfast $37,500 $51,775 $66,000 $39,700 $53,975 $68,200 16 73/83 Waldo Region 7 $40,920 $50,555 $55,909 $43,072 $52,707 $58,081 16 138/139 WALDO AVERAGE $39,519 $51,352 $63,159 $42,054 $54,178 $65,987 WASHINGTON COUNTY BACHELOR’S MASTER’S BA MAX/MA Steps (BA/ MAX (OUT OF School District MIN STEP 10 MAX MIN STEP 10 MAX MA) 157) A0S 77 - Alexander $37,500 $54,400 $60,800 $39,500 $56,400 $62,800 15 107/113 AOS 77 - Charlotte $37,500 $52,600 $58,200 $39,500 $54,600 $60,200 15 127/135 AOS 77 - Eastport $37,500 $54,400 $57,600 $39,563 $56,600 $59,800 13 130/137 AOS 77 - Lubec $37,500 $54,400 $60,800 $39,500 $56,400 $62,800 15 108/114 AOS 77 - Pembroke $37,500 $53,950 $60,150 $39,500 $55,950 $62,150 15 113/120 AOS 77 - Perry $37,500 $52,600 $59,600 $39,000 $54,100 $61,100 16 117/127 AOS 90 - Princeton $40,000 $53,500 $57,550 $42,700 $56,200 $60,250 14 132/134 AOS 96 - Jonesboro* $37,500 $41,119 $50,919 $37,500 $41,619 $51,419 25 147/152 Cutler $37,500 $42,000 $48,300 $37,075 $44,075 $51,075 25 151/154 East Range CSD* $37,500 $48,000 $57,000 $37,500 $525,000 $61,500 17 134/122 Machiasport $37,500 $42,500 $51,000 $38,500 $44,125 $54,750 31 146/146 RSU 37, Harrington* $35,515 $42,559 $52,419 $36,567 $44,464 $55,517 25 144/144 RSU 94, Danforth* $37,500 $40,791 $46,791 $38,210 $44,960 $56,210 26 153/141 WASHINGTON AVERAGE $37,540 $48,678 $55,471 $38,817 $87,269 $58,429 YORK COUNTY BACHELOR’S MASTER’S BA MAX/MA Steps (BA/ MAX (OUT OF School District MIN STEP 10 MAX MIN STEP 10 MAX MA) 157) Acton $39,505 $52,505 $65,505 $42,351 $55,351 $68,351 21 76/82 Biddeford $38,172 $57,258 $64,892 $41,989 $61,075 $70,618 16 81/68 Dayton $39,091 $52,935 $65,601 $41,377 $55,180 $67,603 20 75/88 Kittery $44,364 $58,458 $67,304 $47,624 $61,719 $73,072 16 61/45 RSU 06, Buxton $40,723 $52,280 $66,000 $43,723 $55,280 $69,000 26 42/20 RSU 21, Kennebunk $44,235 $58,755 $77,062 $47,912 $61,824 $82,033 31 8/11 RSU 23, Old Orchard Beach $37,550 $54,072 $63,985 $40,854 $57,376 $67,290 17 89/93 RSU 35, Eliot $45,008 $58,358 $71,128 $49,509 $64,194 $80,441 17 30/16 RSU 57, Alfred $41,000 $52,750 $67,150 $44,386 $56,136 $70,536 23 62/70 RSU 60, Berwick $37,500 $51,000 $66,000 $40,500 $54,000 $69,000 20 72/79 Saco $39,088 $54,449 $69,224 $42,137 $57,733 $72,508 20 40/46 Sanford $40,042 $53,709 $69,236 $43,050 $56,718 $72,562 20 39/45 Thornton Academy $38,442 $57,633 $61,476 $42,265 $61,476 $76,845 19 103/26 Wells-Qgunquit CSD $51,366 $66,999 $81,739 $55,833 $71,465 $86,205 24 1/1 York $49,520 $63,966 $76,967 $54,471 $70,361 $84,661 20 10/4 YORK AVERAGE $41,707 $56,342 $68,885 $45,199 $59,993 $74,048 STATEWIDE AVERAGE $39,195 $51,134 $65,236 $41,946 $56,712 $69,323 *BA min was below state approved wage. + Portland does not have a traditional salary schedule. These values are the closest comparison possible. There are 31 steps for initial placement on the schedule, then 10 steps once the employee is placed on the schedule.

The following are the maximums for the job classifications submitted by local associations. To see the minimums, please visit maineea.org/mea-salary-guide Bus Driver Mean Minimum $17.68 Maximum $21.25 Rank School District Max 1 Wiscasset $25.61 2 RSU 12, Windsor $25.20 3 Saco $24.75 4 RSU 21, Kennebunk $24.50 5 Brunswick $24.38 6 RSU 05, Freeport $24.13 7 RSU 51, Cumberland $24.10 8 Falmouth $23.85 9 Cape Elizabeth $23.47 10 RSU 23, Old Orchard Beach $23.42 11 RSU 24, Sullivan $23.25 12 St. George $23.22 13 Ellsworth $23.17 14 Great Salt Bay CSD $23.14 15 RSU 28, Camden $23.13 16 RSU 40, Waldoboro $22.99 17 Scarborough $22.98 18 RSU 75, Topsham $22.88 24 Maine Educator | Spring 2022

19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39

Dayton RSU 13 RSU 15, Gray Edgecomb RSU 71, Belfast RSU 38, Maranacook RSU 02, Hallowell RSU 73, Jay-Livermore Waterville Blue Hill Westbrook RSU 20, Searspor: 2021-2022 BCFST Fayett: 2021-2022 BCT Hermon Lisbon RSU 61, Bridgton Woodland South Portland Bar Harbor RSU 74, Anson Vassalboro

$22.71 $22.70 $22.55 $22.21 $22.00 $21.85 $21.50 $21.45 $21.39 $21.23 $21.08 $21.04 $21.03 $21.00 $20.90 $20.85 $20.84 $20.50 $20.43 $20.41 $20.39

40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60

RSU 50, Southern Aroostook RSU 78, Rangeley Pembroke RSU 09, Farmington RSU 11, Gardiner Madawaska Harmony RSU 10, Rumford RSU 56 - Dixfield RSU 67, Lincoln RSU 80, Guilford Caswell RSU 18, Oakland Eastport RSU 19, Newport RSU 33, St. Agatha RSU 83, Bingham East Machias Machias Athens RSU 58, Phillip

$20.30 $20.19 $20.10 $19.98 $19.92 $19.72 $19.63 $19.57 $19.38 $19.17 $19.14 $19.00 $18.95 $18.73 $18.50 $18.48 $18.41 $18.19 $17.55 $17.07 $17.03

Cook-Foodworker Minimum Maximum Rank School District 1 Yarmouth 2 York 3 Gorham 4 Northport 5 Wells-Ogunquit CSD 6 Brooklin 7 RSU 51, Cumberland 8 Sedgwick 9 Bar Harbor 10 RSU 38, Maranacook 11 Gorham 12 RSU 23, Old Orchard Beach 13 Westbrook 14 Wiscasset 15 RSU 75, Topsham 16 Vassalboro 17 RSU 15, Gray 18 RSU 23, Old Orchard Beach 19 RSU 13, Seacoast 20 Cape Elizabeth 21 Deer Isle-Stonington CSD 22 RSU 12, Windsor 23 Appleton 24 RSU 85, Lubec 25 RSU 71, Belfast 26 Yarmouth

Mean $14.20 $17.81 Max $23.54 $23.13 $21.25 $20.82 $20.61 $20.38 $19.99 $19.95 $19.93 $19.91 $19.86 $19.86 $19.17 $19.10 $19.02 $18.83 $18.80 $18.79 $18.70 $18.69 $18.68 $18.64 $18.62 $18.60 $18.53 $18.48

27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56

RSU 22, Hampden Westbrook RSU 73, Jay-Livermore RSU 61, Bridgton Woodland RSU 89, Patten RSU 20, Searsport RSU 67, Lincoln RSU 50, Southern Aroostook St. George Winslow Brewer RSU 59, Madison Blue Hill Augusta Hermon South Portland RSU 38, Maranacook Pembroke Lisbon Lisbon Sanford Kittery Caswell RSU 16, Poland Great Salt Bay CSD Greenville RSU 60, Berwick Sanford Madawaska

$18.45 $18.44 $18.40 $18.32 $18.31 $18.30 $18.26 $18.23 $18.07 $18.07 $18.02 $18.00 $17.93 $17.91 $17.82 $17.80 $17.80 $17.76 $17.70 $17.59 $17.59 $17.55 $17.54 $17.50 $17.50 $17.45 $17.37 $17.30 $17.30 $17.21

57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85

Winthrop RSU 05, Freeport RSU 74, Anson RSU 83, Bingham RSU 02, Hallowell RSU 06, Buxton East Machias Machias RSU 19, Newport Lewiston Five Town CSD RSU 28, Camden RSU 18, Oakland RSU 19, Newport Veazie Greenville RSU 33, St. Agatha Waterville Cutler Harmony RSU 74, Anson RSU 29, Houlton RSU 80, Guilford RSU 78, Rangeley Athen Millinocket Glenburn Lewiston Auburn

$17.21 $17.17 $17.15 $17.13 $17.10 $17.03 $17.00 $17.00 $16.95 $16.91 $16.69 $16.69 $16.65 $16.62 $16.40 $16.19 $16.00 $15.88 $15.75 $15.55 $15.52 $15.37 $15.24 $15.19 $15.00 $14.80 $14.77 $14.01 $13.23

Custodian Minimum Maximum Rank School District 1 York 2 Saco 3 SCarborough 4 Yarmouth 5 Acton 6 RSU 05, Freeport 7 Wells-Ogunquit CSD 8 Brunswick 9 Gorham 10 Five Town CSD 11 RSU 28, Camden 12 Northport 13 RSU 23, Old Orchard Beach 14 RSU 75, Topsham 15 RSU 73, Jay-Livermore 16 Cape Elizbeth 17 Falmouth 18 Appleton 19 RSU 19, Newport 20 Waterville 21 RSU 34, Old Town 22 RSU 22, Hampden 23 Wiscasset 24 Edgecomb 25 RSU 51, Cumberland 26 RSU 15, Gray

Mean $15.64 $19.59 Max $24.26 $24.00 $23.98 $23.70 $23.53 $22.68 $22.59 $22.40 $22.26 $21.98 $21.98 $21.97 $21.61 $21.57 $21.45 $21.42 $21.25 $21.00 $20.99 $20.87 $20.78 $20.77 $20.77 $20.72 $20.67 $20.60

27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56

RSU 21, Kennebunk RSU 71, Belfast Dayton Augusta Brooklin Great Salt Bay CSD Millinocket RSU 61, Bridgton RSU 40, Waldoboro RSU 09, Farmington Bar Harbor RSU 83, Bingham RSU 06, Buxton RSU 20, Searsport RSU 13, Seacoast RSU 38, Maranacook South Bristol Woodland East Millinocket Westbrook Vassalboro Pembroke RSU 85, Lubec RSU 02, Hallowell Auburn RSU 18, Oakland RSU 89, Patten South Portland RSU 16, Poland RSU 59, Madison

$20.57 $20.54 $20.53 $20.50 $20.38 $20.35 $20.30 $20.08 $20.02 $19.98 $19.93 $19.80 $19.77 $19.71 $19.70 $19.60 $19.52 $19.37 $19.36 $19.29 $19.20 $19.10 $19.05 $19.00 $18.97 $18.95 $18.91 $18.78 $18.77 $18.74

57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84

Blue Hill Waldo Region 7 RSU 50, Southern Aroostook RSU 25, Bucksport RSU 12, Windsor RSU 24, Sullivan RSU 67, Lincoln Alexander Madawaska Hermon Deer Isle-Stonington CSD Greenville Machias RSU 33, St. Agatha RSU 11, Gardiner Eastport Machiasport RSU 74, Anson RSU 56, Dixfield East Machias RSU 58, Phillips RSU 78, Rangeley Ellsworth Athens Glenburn RSU 80, Guilford Cutler Harmony

$18.73 $18.71 $18.67 $18.65 $18.64 $18.30 $18.23 $18.20 $18.18 $18.05 $17.95 $17.71 $17.55 $17.48 $17.40 $17.38 $17.25 $17.17 $17.16 $17.00 $16.79 $16.45 $16.43 $16.18 $15.94 $15.85 $15.75 $15.55

Ed Tech I Minimum Maximum Rank School Distrcit 1 York 2 West Bath 3 Cape Elizabeth 4 RSU 05, Freeport 5 Acton 6 Gorham 7 Eastport 8 Madawaska 9 Yarmouth 10 RSU 01, Bath 11 Scarborough 12 Wells-Ogunquit CSD 13 RSU 71, Belfast 14 Waldo Region 7 15 RSU 75, Topsham 16 RSU 20, Searsport 17 RSU 60, Berwick 18 Waterville 19 Saco 20 Auburn 21 Westbrook 22 Edgecomb 23 RSU 19, Newport

Mean $14.05 $18.02 Max $23.79 $21.86 $21.77 $21.73 $21.59 $21.46 $21.45 $21.00 $20.94 $20.85 $20.74 $20.61 $20.60 $20.45 $20.34 $20.29 $20.29 $20.05 $20.00 $19.91 $19.89 $19.82 $19.80

24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50

RSU 22, Hampden Brooklin Kittery RSU 02, Hallowell RSU 15, Gray RSU 23, Old Orchard Beach Lewiston Wiscasset Ellsworth Lisbon Dayton RSU 41, Milo RSU 51, Cumberland RSU 12, Windsor Appleton Woodland South Portland RSU 73, Jay-Livermore South Bristol RSU 35, Eliot RSU 11, Gardiner RSU 06, Buxton RSU 40, Waldoboro Sedgwick RSU 61, Bridgton RSU 57, Alfred RSU 59, Madison

$19.71 $19.66 $19.26 $19.25 $19.25 $19.23 $19.10 $19.10 $19.07 $18.74 $18.73 $18.73 $18.73 $18.64 $18.62 $18.62 $18.57 $18.46 $18.42 $18.40 $18.33 $18.29 $18.28 $18.20 $18.13 $18.12 $18.05

51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77

RSU 53, Pittsfield $18.04 RSU 74, Anson $18.01 Fayettee $17.99 Deer Isle-Stonington CSD $17.95 Five Town CSD $17.91 RSU 28, Camden $17.91 RSU 44, Bethel $17.88 Alexander $17.87 Winslow $17.82 Vassalboro $17.77 RSU 85, Lubec $17.70 RSU 13, Seacoast $17.70 SAD 27, Fort Kent $17.53 RSU 38, Maranacook $17.47 Greenville $17.44 RSU 39, Caribou $17.30 Winthrop $17.29 Great Salt Bay CSD $17.28 RSU 10, Rumford $17.28 RSU 89, Patten $17.28 RSU 18, Oakland $17.26 Charlotte $17.25 Machiasport $17.25 RSU 21, Kennebunk $17.15 RSU 83, Bingham $17.13 RSU 33, St. Agatha $17.11 RSU 49, Fairfield $17.08 MAINEEA.ORG 25

Ed Tech I Continued RSU 50, Southern Aroostook Machias RSU 54, Skowhegan Hancock Lamoine RSU 56, Dixfield Harmony RSU 24, Sullivan RSU 25, Bucksport Blue Hill Hermon

$17.02 $17.00 $16.94 $16.85 $16.85 $16.83 $16.79 $16.75 $16.75 $16.70 $16.60

89 90 91 92 93 94 95 96 97 98 99 100

Millinocket St. George RSU 80, Guilford Veazie Sanford SAD 46, Dexter RSU 87, Carmel RSU 58, Phillips Pembroke Calais RSU 67, Lincoln Cutler

$16.60 $16.60 $16.56 $16.40 $16.30 $16.20 $16.13 $16.10 $16.00 $15.93 $15.90 $15.75

101 102 103 104 105 106 107 108 109 110 111

RSU 34, Old Town RSU 78, Rangeley East Machias RSU 09, Farmington Athen Glenburn Limestone Community School RSU 73, Jay-Livermore RSU 29, Houlton Medway East Millinocket

$15.65 $15.41 $15.33 $15.26 $15.00 $14.77 $14.70 $14.66 $14.58 $13.68 $13.29

Mean $15.39 $19.94 Max $27.44 $24.98 $24.44 $24.15 $23.86 $23.84 $23.80 $23.53 $23.50 $23.07 $23.03 $22.90 $22.88 $22.82 $22.78 $22.63 $22.55 $22.51 $22.37 $22.36 $22.34 $22.03 $21.99 $21.95 $21.92 $21.90 $21.75 $21.73 $21.67 $21.51 $21.43 $21.33 $21.27 $21.10 $21.04 $20.78 $20.71

38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78

Five Town CSD Lewiston RSU 28, Camden RSU 11, Gardiner Kittery RSU 40, Waldoboro Edgecomb Brooklin RSU 44, Bethel Dayton RSU 06, Buxton RSU 89, Patten Winthrop Ellsworth Woodland RSU 50, Southern Aroostook Bar Harbor RSU 54, Skowhegan South Bristol Biddeford RSU 41, Milo RSU 13, Seacoast St. George RSU 10, Rumford RSU 56, Dixfield Great Salt Bay CSD RSU 74, Anson RSU 18, Oakland RSU 53, Pittsfield RSU 61, Bridgton RSU 16, Poland RSU 21, Kennebunk Sanford RSU 35, Eliot RSU 38, Maranacook RSU 59, Madison Lisbon RSU 85, Lubec Hermon Harmony RSU 57, Alfred

$20.62 $20.62 $20.62 $20.48 $20.45 $20.45 $20.43 $20.38 $20.38 $20.29 $20.24 $20.20 $20.16 $20.11 $20.04 $19.99 $19.93 $19.92 $19.89 $19.86 $19.77 $19.70 $19.70 $19.66 $19.66 $19.65 $19.64 $19.61 $19.53 $19.53 $19.52 $19.45 $19.34 $19.32 $19.29 $19.29 $19.25 $19.10 $19.10 $19.07 $19.00

79 80 81 82 83 84 85 86 87 88 89 90 91 92 93 94 95 96 97 98 99 100 101 102 103 104 105 106 107 108 109 110 111 112 113 114 115 116 117 118

Appleton Alexander Vassalboro SAD 27, Fort Kent Sedgwick RSU 67, Lincoln Deer Isle-Stonington CSD RSU 73, Jay-Livermore RSU 83, Bingham RSU 39, Caribou RSU 87, Carmel Blue Hill RSU 70, Hodgdon Machiasport Winslow RSU 33, St. Agatha Hancock Lamoine Greenville RSU 24, Sullivan Millinocket Machias RSU 34, Old Town Veazie Charlotte RSU 25, Bucksport SAD 46, Dexter Pembroke RSU 29, Houlton RSU 78, Rangeley Limestone Community School RSU 09, Farmington RSU 58, Phillips RSU 80, Guilford Cutler Athen East Machias Glenburn Medway East Millinocket

$18.96 $18.92 $18.81 $18.77 $18.76 $18.70 $18.68 $18.51 $18.51 $18.50 $18.44 $18.33 $18.32 $18.31 $18.12 $17.95 $17.94 $17.94 $17.92 $17.85 $17.80 $17.77 $17.59 $17.57 $17.50 $17.50 $17.49 $17.47 $17.17 $17.17 $17.00 $16.84 $16.75 $16.71 $16.53 $16.32 $16.07 $15.94 $14.38 $14.08

Ed Tech III Mean Minimum $16.92 Maximum $21.59 Rank School District Max 1 RSU 01, Bath $28.48 2 West Bath $28.46 3 RSU 17, Paris $28.03 4 Wells-Ogunquit CSD $27.99 5 Acton $27.40 6 York $26.29 7 Waldo Region 7 $25.77 8 Cape Elizabeth $25.31 9 Saco $25.25 10 Augusta $25.12 11 Brunswick $25.11 12 RSU 71, Belfast $25.01 13 Waterville $25.00 14 RSU 20, Searsport $24.64 15 Biddeford $24.53 16 Eastport $24.24 17 Falmouth $24.16 18 South Portland $24.15 19 Appleton $24.10 20 RSU 21, Kennebunk $23.90 21 RSU 51, Cumberland $23.84 22 Yarmouth $23.72 23 RSU 73, Jay-Livermore $23.62 24 RSU 23, Old Orchard Beach $23.56 25 RSU 54, Skowhegan $23.56 26 RSU 12, Windsor $23.49 27 Madawaska $23.47 28 RSU 19, Newport $23.40 29 RSU 44, Bethel $23.37 30 RSU 75, Topsham $23.27 26 Maine Educator | Spring 2022

31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64

RSU 89, Patten Westbrook Scarborough Gorham RSU 50, Southern Aroostook Auburn RSU 15, Gray RSU 05, Freeport RSU 22, Hampden RSU 40, Waldoboro RSU 74, Anson Dayton RSU 60, Berwick Wiscasset RSU 28, Camden St. George Kittery Lisbon Winthrop Woodland RSU 67, Lincoln Ellsworth RSU 49, Fairfield RSU 38, Maranacook RSU 13, Seacoast RSU 56, Dixfield RSU 10, Rumford RSU 06, Buxton Lewiston Fayettee Sanford RSU 18, Oakland RSU 18, Oakland RSU 29, Houlton

$23.26 $23.22 $23.18 $23.16 $23.10 $22.95 $22.95 $22.86 $22.83 $22.70 $22.60 $22.54 $22.48 $22.45 $22.25 $22.24 $22.12 $22.12 $22.00 $21.91 $21.90 $21.80 $21.80 $21.75 $21.70 $21.70 $21.68 $21.40 $21.31 $21.18 $21.06 $21.03 $21.03 $20.97

65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 88 89 90 91 92 93 94 95 96 97 98

Bar Harbor RSU 11, Gardiner Edgecomb RSU 61, Bridgton RSU 41, Milo South Bristol Five Town CSD RSU 53, Pittsfield RSU 59, Madison RSU 57, Alfred RSU 85, Lubec RSU 09, Farmington RSU 16, Poland Brooklin Great Salt Bay CSD RSU 73, Jay-Livermore RSU 35, Eliot RSU 83, Bingham Harmony SAD 27, Fort Kent Alexander Blue Hill RSU 39, Caribou RSU 87, Carmel Hancock Hermon Lamoine Winslow Greenville Vassalboro Machiasport RSU 24, Sullivan Deer Isle-Stonington CSD RSU 78, Rangeley

$20.93 $20.85 $20.84 $20.84 $20.81 $20.62 $20.62 $20.60 $20.53 $20.52 $20.50 $20.50 $20.48 $20.38 $20.35 $20.35 $20.29 $20.25 $20.16 $20.01 $19.98 $19.96 $19.86 $19.78 $19.60 $19.60 $19.60 $19.59 $19.59 $19.55 $19.50 $19.50 $19.41 $19.39

78 79 80 81 82 83 84 85 86 87 88

Ed Tech II Minimum Maximum Rank School District 1 RSU 17, Paris 2 York 3 Augusta 4 South Portland 5 RSU 01, Bath 6 West Bath 7 Brunswick 8 Acton 9 Saco 10 RSU 49, Fairfield 11 Cape Elizabeth 12 Waldo Region 7 13 RSU 75, Topsham 14 RSU 02, Hallowell 15 Yarmouth 16 Gorham 17 Waterville 18 Westbrook 19 Madawaska 20 RSU 71, Belfast 21 Eastport 22 RSU 20, Searsport 23 Wells-Ogunquit CSD 24 RSU 15, Gray 25 RSU 73, Jay-Livermore 26 Falmouth 27 Scarborough 28 RSU 05, Freeport 29 RSU 23, Old Orchard Beach 30 RSU 12, Windsor 31 Auburn 32 RSU 19, Newport 33 RSU 22, Hampden 34 RSU 60, Berwick 35 Wiscasset 36 Fayettee 37 RSU 51, Cumberland

99 100 101 102 103 104 105

Ed Tech III Continued Sedgwick RSU 70, Hodgdon Pembroke Millinocket RSU 33, St. Agatha SAD 46, Dexter Charlotte

Secretary Minimum Maximum Rank School District 1 York 2 Saco 3 RSU 01, Bath 4 West Bath 5 Appleton 6 Yarmouth 7 Waldo Region 7 8 Falmouth 9 Sanford 10 Acton 11 RSU 51, Cumberland 12 Wells-Ogunquit CSD 13 Brunswick 14 RSU 39, Caribou 15 RSU 60, Berwick 16 RSU 34, Old Town 17 Gorham 18 RSU 05, Freeport 19 RSU 23, Old Orchard Beach 20 RSU 22, Hampden 21 RSU 02, Hallowell 22 RSU 13, Seacoast 23 Waterville 24 RSU 15, Gray 25 Augusta

$19.25 $19.07 $18.93 $18.80 $18.77 $18.76 $18.75

106 107 108 109 110 111 112 113

Veazie East Millinocket Machias Limestone Community School RSU 80, Guilford RSU 25, Bucksport RSU 58, Phillips Athen

$18.74 $18.68 $18.55 $18.50 $18.16 $18.10 $18.02 $17.73

114 115 116 117 118 119

Cutler Calais RSU 34, Old Town Glenburn Medway East Machias

$17.68 $17.61 $17.59 $17.24 $17.24 $16.81

Mean $15.79 $20.24 Max $28.96 $26.50 $25.80 $25.70 $24.48 $23.93 $23.84 $23.66 $23.54 $23.53 $23.41 $23.31 $23.18 $22.93 $22.80 $22.73 $22.71 $22.49 $21.91 $21.87 $21.73 $21.70 $21.65 $21.25 $21.14

26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54

Kittery Greenville RSU 19, Newport RSU 17, Paris RSU 61, Bridgton RSU 17, Paris Millinocket Five Town CSD RSU 28, Camden RSU 71, Belfast Bar Harbor RSU 20, Searsport RSU 38, Maranacook RSU 12, Windsor Auburn Winslow RSU 73, Jay-Livermore RSU 18, Oakland Wiscasset RSU 10, Rumford Winthrop RSU 73, Jay-Livermore Lisbon Pembroke RSU 85, Lubec RSU 24, Sullivan Eastport RSU 83, Bingham RSU 44, Bethel

$21.04 $21.03 $21.03 $20.94 $20.94 $20.85 $20.80 $20.62 $20.62 $20.60 $20.43 $20.29 $20.23 $20.22 $19.91 $19.89 $19.71 $19.63 $19.58 $19.50 $19.42 $19.37 $19.25 $19.10 $19.05 $19.00 $18.98 $18.93 $18.81

55 56 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81

RSU 29, Houlton RSU 67, Lincoln Blue Hill RSU 78, Rangeley Ellsworth RSU 06, Buxton Great Salt Bay CSD SAD 46, Dexter South Bristol RSU 25, Bucksport Calais RSU 09, Farmington RSU 04, Sabattus Alexander Veazie Machias Charlotte RSU 33, St. Agatha RSU 80, Guilford Machiasport RSU 16, Poland Limestone Community School Harmony Cutler Athen RSU 73, Jay-Livermore Glenburn

$18.77 $18.70 $18.33 $18.32 $18.29 $18.29 $18.27 $18.12 $18.05 $18.00 $17.87 $17.79 $17.66 $17.62 $17.57 $17.55 $17.50 $17.47 $17.42 $17.25 $17.10 $17.00 $16.79 $16.75 $16.59 $16.46 $15.07

Life is full of unexpected moments If you’re faced with an accident or sudden illness, would you be prepared?

Supplemental insurance products can help pay for out-of-pocket expenses from covered accidents or illnesses, such as transportation, childcare and deductibles.

Plus, they’re more affordable than you may think.

• Cancer insurance • Disability income insurance • Accident insurance • Hospital insurance

Contact your Horace Mann representative to learn more or visit horacemann.com/locator..

National Teachers Associates Life Insurance Company, a Horace Mann Company, underwrites Horace Mann supplemental insurance products. Horace Mann and its affiliates enter into agreements with educational associations pursuant to which Horace Mann or its affiliate pays the educational association to provide various services that are aimed at familiarizing the association’s members with the Horace Mann brand, products or services. For more information or to ask questions about your educational association’s services agreement, please email your inquiry to association.relations@horacemann.com. horacemann.com SI-000041MEA (9-21)

MAINEEA.ORG

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Free Stuff

It's one of the best four letter words out there-FREEespecially when you're on a tight budget. Maine Educator found a few freebies!

Discovery Education-Daily Learning Activities Daily learning activities are available for free for every K-8 teacher in the U.S. for the 2021-2022 school year.

The Activity Center on Discovery Education is complete with monthly, ready-to-use content. Each month is curated based on what teachers are searching for the most, and each daily activity will engage your students and save you time.

Activities are separated into K-2, 3-5, and 6-8 making it easy to find content.

Scan QR Code

Free Money for Travel Through NEA Travel Plan your perfect family trip or spring/summer break using the NEA Travel Program. Whether you’re renting a car, flying to your favorite city, heading on a guided tour, going on a cruise or staying at a hotel/resort, make NEA Travel your first destination for all of your travel needs.

As a bonus for your first visit to NEA Vacations, you'll receive $500 NEA Travel Dollars that you can use like cash towards partial payment on your next trip. Note: Travel Dollars are not valid on airfare. So start planning your vacation adventure!

Scan QR Code

Earn up to $250 in Gift Cards through Virgin Pulse Wellness Program

Sign up for Virgin Pulse, MEABT’s wellness app, and immediately start earning points towards $250 in gift cards per year. This fun and easy to use program is structured in a quarterly levels game designed to keep you active and healthy throughout the year.

Everyone enrolled (active & retired) in a MEABT health plan, including enrolled spouses, domestic partners, and dependents aged 18-26, are invited to sign up. The Pulse Cash is yours to accumulate and redeem when you’re ready, and it doesn’t expire.

Scan QR Code to register 28

Maine Educator | Spring 2022

NEA’s READ READ ACROSS ACROSS AMERICA: AMERICA: NEA’s CELEBRATING A A NATION NATION OF OF DIVERSE DIVERSE READERS READERS CELEBRATING

Cover images used with permission.

E S F O R T E E NSense R E A D E R S Belonging Spring 2022TT II -TT LLNurture E S F O R T Ea E N R E A D E Rof S

Cover images used with permission.

Use books and poetry to help students explore how people and places shapes their identity, their feelings about where they live, and how they connect with the world around them.

Two African-American teens find themselves working together solve Two African-American teenstofind the murderworking of a mutual friend, themselves together to Paris solve Secord, DJ ParSec. the murder of aaka mutual friend, Paris Secord, aka DJ ParSec.

The students of Marjory Stoneman Douglas High share their The students of School Marjory Stoneman emotional journeys that began on Douglas High School share their February 14, journeys 2018, andthat continue emotional begantoday. on February 14, 2018, and continue today.

Elementary Kiyoshi's Walk

In this raw graphic memoir, Jarrett J. Krosoczka shares his day-to-day life with In this raw graphic memoir, Jarrett J. his grandparents and difficult interactions Krosoczka shares hishis day-to-day life with his with his heroin-addicted grandparents and his difficult mother. interactions with his heroin-addicted mother.

By Mark Karlins Illustrated by Nicole Wong

Through 100 chapters, each 100 words, sixteen-year-old Will walks streets of Through 100 chapters, eachthe 100 words, L.A. to deal with and loss. of sixteen-year-old Will tragedy walks the streets L.A. to deal with tragedy and loss.

Middle Grade Finding Junie Kim

Darius’ life of dealing with depression and high school unexpected Darius’ life ofbullies dealingtakes withan depression and turn when travels to Iran to meet his high schoolhe bullies takes an unexpected forto the first turn grandparents when he travels Iran totime. meet his grandparents for the first time.

By Ellen Oh

Seventeen stories that offer unique perspectives to explore what it Seventeen stories that offer unique means to be young and what black it in perspectives to explore today. means toAmerica be young and black in America today.

Young Adult Last Night at the Telegraph Club

After Rukhsana’s conservative Muslim parents catch her conservative kissing her girlfriend After Rukhsana’s Muslim Ariana, they her away to parents catch herwhisk kissing her girlfriend Bangladesh andwhisk a world tradition Ariana, they herof away to and arranged marriages.

Bangladesh and a world of tradition and arranged marriages.

By Malinda Lo

The lives of two cursed sisters become entwined with enchanted boys in The lives of twotwo cursed sisters become this contemporary of “Snowentwined with tworetelling enchanted boys in White and Rose-Red’ and “Swan Lake.” this contemporary retelling of “SnowWhite and Rose-Red’ and “Swan Lake.”

When Kiyoshi, a young boy of Japanese heritage, asks his grandfather poet where poems come from, Grandfather Eto takes him for a walk where Kiyoshi finds both answers and inspiration to write a haiku of his own.

Twelve-year-old Korean American Junie Kim, who’s kept quiet about the bullying and racism she encounters at school, is diagnosed with depression but is later inspired to speak out after learning about her grandfather’s experiences during the Korean War.

In 1954, seventeen-year-old ChineseAmerican Lily Hu shares her secret excitement over an ad for a show at the Telegraph Club featuring a male impersonator with her White friend Kathleen. Kathleen takes Lily to the San Francisco lesbian bar where they begin to explore their sexuality and their relationship.

THEMES:

THEMES:

THEMES:

Family

Courage, Family, Racial & Social Justice, Trauma

Culture, Family, Friendship, LGBTQ

Epic heart-pounding fantasy set in an Epic alternate ancient India whereset a rebel heart-pounding fantasy in and a reluctant soldierafind an assassin alternate ancient India where rebel forbidden love as they battle assassin and a reluctant soldier find to save their lands.battle forbidden love as they to save their lands.

Heartbreaking and hopeful stories about

Best friends Chelsea and Jasmine

A Muscogee (Creek) girl attending an

not U.S. citizens.

wrongs in their community.

difficulties of “dating while Native.”

nine courageous young adults stories who have lived find and use their voices confront overwhelmingly white school, Heartbreaking and hopeful about Best friends Chelsea andtoJasmine Muscogee (Creek) girl high attending an For resources on how to teach books to your class visit:Aoverwhelmingly withcourageous a secret for young much of their lives: theylived are these stereotypes, biases, and Louise “Lou” Wolfe deals with the nine adults who have find and use their voices tosocietal confront white high school,

with a secret for much of their lives: they are stereotypes, biases, and societal Louise “Lou” Wolfe deals with the https://www.nea.org/professional-excellence/student-engagement/read-across-america not U.S. citizens. wrongs in their community. difficulties of “dating while Native.”

Celebrating A Nation of Diverse Readers Celebrating A Nation of Diverse Readers readacrossamerica.org readacrossamerica.org 26713.0120.JR 26713.0120.JR

Graduate Certificates in Online Learning Design Graduate Certificate in Designing Learning Experiences This certificate is designed to provide students with the instructional design methodologies and skills, informed by learning science, needed to design effective online learning experiences. This certificate is ideal for individuals aspiring to work in the field of learning experience design or who feel this skill set would help achieve their professional goals in online learning.

Graduate Certificate in Teaching Online This certificate is designed to provide educators with a rigorous and practical introduction to the skills and knowledge needed to design, develop, deliver, and evaluate courses in engaging online formats, and understand the necessary components of the entire online learning ecosystem. This certificate is ideal for individuals working in a K-12 or higher education setting who are passionate about online learning and want to improve their ability to teach and design online courses.

Program Highlights •

No GRE required

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12-credit hour certificates

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Complete in just under one year

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Multiple start times: spring, summer, and fall

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100% online – no campus visits required

LEARN MORE TODAY 30

Maine Educator | Spring 2022

WHAT OUR STUDENTS ARE SAYING “I would absolutely recommend that all educators take these courses because not only do they provide a fantastic foundation for online teaching, but they dive into concepts that even teachers who have been in the profession for 20 years can benefit from learning.”

800.994.2804 | education@une.edu | online.une.edu

Editorial Staff Managing Editor Rachelle Johnson Editor Giovanna Bechard Layout Design Shawn Berry

Leadership President Grace Leavitt Vice President Jesse Hargrove Treasurer Beth French NEA Director Rebecca Cole

Board of Directors

District A: Natasha Brewer District B: Suzen Polk-Hoffses District C: Ellen Payne District D: Cedena McAvoy District E: Thresa Mitchell District F: Janice Murphy District G: Nancy Mitchell District H: Dennis Boyd District I: Evelyn Atwood District J: Rebecca Pruente District K: Tom Walsh District L: Rebecca Manchester District M: Chris Jones District O: Lisa Leduc District P: Dina Goodwin District R: Gary McGrane District ESP: Jamie McAlpine Student Observer: Kira Yardley Maine Educator (ISSN #1069-1235) is published by: Maine Education Association 35 Community Drive, Augusta, ME 04330-8005 207-622-4418; fax 207-623-2129 POSTMASTER: send address changes to: Maine Educator 35 Community Drive, Augusta, Maine 04330-8005 Non-Profit US Postage paid at Augusta, Maine and additional mailing offices.

For advertising rates and information please contact: Shawn Berry 35 Community Dr., Augusta, ME 04330 207-622-4418 ext. 2206

EDI TOR 'S N OT E - SPR I N G 202 2

I l e t my s on g e t a m u l l e t.

1985 called- on its rotary phone on the wall- and asked for its hairstyle back.

I have lost all control.

That’s the point in the pandemic I’m at, AND..... I’m OK with it.

I’m OK with letting go and accepting what I can and can't change. I’m OK with just going with the flow. I’m tired of swimming up the proverbial stream without a paddle. I’ve been out of the boat for a while now, so I might as well just float along and try and not sink. Hence, the hideous (but apparently now on trend) mullet on my 9-year-old.

While I would never say it’s OK to sit back and do nothing if you witness injustice or are part of one, I am saying that finding your path forward, up the stream, can be easier if you let go a bit and take advantage of the people here to help... more specifically your Union and what it provides.

Your Union has been a constant throughout the pandemic.

It fought at both the state and local levels for the things you needed and deserved most: increased pay and COVID bonuses, better ventilation at your local schools, safety protocols to keep everyone as healthy as possible and buildings open, vaccination priorities for educators, advocacy work to increase federal funding allowing districts to hire more social workers and staff to support students’ mental health, and so much more You can read more about these successes on page 21.

In the midst of seemingly never-ending COVID variants, changes in safety protocols and procedures, there is some calm and consistency in your Union.

We are always here. When you have a question about COVID sick leave-your Union has the answer. When you want to know how to best work to convince your school board to listen to the voices of the experts in our schools-that's you-your Union has a plan to help.

When you needed help to navigate the new student loan forgiveness programs, your Union held a webinar to explain it all, saving members thousands of dollars.

When you wanted to know about our pre-retirement seminars, many of you used our new Live Chat feature and reached an MEA Assistant and got immediate answers. These are just some of the ways your Union can help you.

Giovanna Bechard Editor editor@maineea.org

Take advantage of your Union. It’s what we’re here for.... if for no other reason than keeping your sanity to avoid letting your kid get his head shaved with his hockey number on the side. As if the mullet wasn’t bad enough...... I fully admit to needing an intervention at my house before I do something really drastic and say yes to a fluorescent track suit or a rat tail!

🙄

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NON PROFIT US POSTAGE PAID AUGUSTA, ME PERMIT NO. 275

Maine Education Association 35 Community Drive Augusta, ME 04330

Graduate Programs That Change Lives M.S.Ed in Educational Leadership — Enrolling a New Cohort This Summer!

Those Who Can, Teach.

Those Who Teach, Advance Their Careers at Farmington.

Whether you’re seeking to earn the credentials, knowledge and skill sets to climb the ladder at your current school, to become a more valuable educator wherever you choose, or to be the kind of educator other teachers want to emulate, the University of Maine at Farmington M.S.Ed. in Educational Leadership will help you get there.

M.S.Ed. in Educational Leadership is designed for professional educators who want to become leaders in their classrooms, schools, school districts or other educational settings.

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• Delivered in blended format: 70% online / 30% face-to-face • Emphasizes school improvement knowledge and skills grounded in research • Organized in a collaborative cohort format Other Graduate Programs Offered at Farmington • M.S.Ed. in Early Childhood • M.S.Ed. in Special Education • M.A. in Counseling Psychology - Emphasis in Creative Arts • Online M.Ed. in Instructional Technology • Certificate in Administration • Certificate in Assistive Technology • Certificate in Gifted and Talented Education • Certificate in Math Leadership • And more!

Accredited by the New England Commission of Higher Education (NECHE) and the Council for the Accreditation of Educator Preparation (CAEP)

Learn More: www.farmington.edu/edleader-1