Collective bargaining gives educators a voice. Through collective bargaining, MEA members negotiate for more than their own economic security. They are also securing vital resources to help their students and the communities in which they live. Every organization, including schools and higher education institutions, can benefit from the ideas and expertise of its employees. Negotiations ensure that education employees have a respected voice in the workplace and are involved in both identifying and solving school and classroom issues, which in turn promotes student learning. Below are some of the most recent collective bargaining success in contracts across the state of Maine.
Lewiston EA teachers saw the following gains in addition to pay:
- Nurses were added onto the teacher pay-scale (previously nurses were on a separate pay scale that topped out very low)
- Created incentives to increase/equalize prep time for elementary school teachers with high/middle school teachers
- The teachers also have “earned leave time” as opposed to sick/personal and the ability to use that time for family illness
- Teachers can now use up to 12 weeks of earned leave time toward paid maternity/paternity leave
- A voluntary sick leave bank for prolonged/catastrophic illness
- Increased the total leave time accrual cap so retiring teachers can take advantage of both a 60-day cash-in retirement benefit currently offered by Lewiston School Department as well as the 90 days MainePERS converts to credible service and still have some sick time left over to use in their final year before retirement.
- Increased contractual protections for teachers administering medications to students
- A half-time release President
After eight years of turbulent bargaining, Seacoast EA ESP made significant headway settling a three-year contract just before expiration and then immediately returning to the table and settling another three-year agreement. Between the two contracts:
- Significant gains in wages (30% increase over the six years and elimination of “dead zones”)
- Maintaining benefits (100% Single and 65% of the difference for dependent coverage on the date of hire – previously there was a 6-year waiting period for dependent coverage)
- And improving working conditions, including a clothing allowances for “RSU 13 branded” clothing.
Van Buren EA, SAD 33 EA, Ashland TA and Central Aroostook TA teachers in Aroostook county all recently settled contracts with large salary improvements. Aroostook county starting pay and career earnings have lagged behind most of the rest of the state. Van Buren, Ashland and Central Aroostook all achieved $37,000 starting pay for teachers, an increase of $7,000 for two and nearly $4,500 for the other. Central Aroostook increased career earnings by 12.2%, SAD 33 by 13.8%, Van Buren by 17.9% and Ashland by 20.8%.
Central Maine teachers have engaged in MEA’s negotiations training and utilized the skills learned to advocate for improved salary scales. Teachers focused on changing and correcting salary scales, including removing “dead zones,” to improve career earnings. In the last round of negotiations, Winslow EA increased career earnings by 13.8%, Waterville EA by 18.2%, Augusta EA by 18.9% and Vassalboro EA by 21.3%.
Collective bargaining gives educators a voice. Through collective bargaining, MEA members negotiate for more than their own economic security. They are also securing vital resources to help their students and the communities in which they live. Every organization, including schools and higher education institutions, can benefit from the ideas and expertise of its employees. Negotiations ensure that education employees have a respected voice in the workplace and are involved in both identifying and solving school and classroom issues, which in turn promotes student learning. Below are some of the most recent collective bargaining success in contracts across the state of Maine.
Lewiston EA teachers saw the following gains in addition to pay:
- Nurses were added onto the teacher pay-scale (previously nurses were on a separate pay scale that topped out very low)
- Created incentives to increase/equalize prep time for elementary school teachers with high/middle school teachers
- The teachers also have “earned leave time” as opposed to sick/personal and the ability to use that time for family illness
- Teachers can now use up to 12 weeks of earned leave time toward paid maternity/paternity leave
- A voluntary sick leave bank for prolonged/catastrophic illness
- Increased the total leave time accrual cap so retiring teachers can take advantage of both a 60-day cash-in retirement benefit currently offered by Lewiston School Department as well as the 90 days MainePERS converts to credible service and still have some sick time left over to use in their final year before retirement.
- Increased contractual protections for teachers administering medications to students
- A half-time release President
