November, 15th 2025
- Jessica Premo
- Nov 14
- 5 min read
Updated: Nov 16
An Attitude of Gratitude
As we approach the Thanksgiving break, many of us are reflecting on the things for which we are thankful. I’m grateful for many aspects of this work; here, though, I want to express my appreciation for all of you. Later in this newsletter, you’ll find information from Education Minnesota and the NEA that highlights just how essential unions are in supporting teacher pay, educator well-being, and classroom funding. None of that progress is possible without committed members. Thank you for being part of the EPEA. Truly, thank you.
Together. Onward. Forward.
Josh Axtman
President, Eden Prairie Education Association
Minnesota Paid Leave and the “Double Dip”
Beginning January 1, 2026, Minnesota’s new paid leave law takes effect. There are still many unanswered questions about how the state law will interact with federal leave and our existing sick-time policies; we’re working through those details as quickly as possible.
You can find more information on the state’s website, but there is one unusual opportunity worth highlighting now: if you welcomed a child in 2025, through birth or adoption, you may still qualify to take the new state leave in 2026, even if you already took leave in 2025! This applies to both parents. Here’s a short article that outlines this rare chance to “double dip.”
Injuries at Work
A quick reminder: if you are injured at work, report it to your principal right away. Each site has a process in place, and your principal may ask you to call the workers’ compensation injury report line. Even if an injury seems minor, reporting it protects you should symptoms worsen later. When in doubt, document it. Stay safe out there!
Secure Act 2.0 Update
The Labor Management Committee held its first meeting on Thursday, Nov. 13, and the district provided an update on the possible implementation of Secure Act benefits.
The district’s current 403b provider, Aviben, is already developing systems to manage Secure Act requirements; a vendor is already in place. We’ll continue working toward a mid-contract MOU as we sort through the details of this beneficial change.
There also seems to be some confusion about what Secure Act 2.0 actually does. In short, it would allow a member’s qualifying student loan payments to count toward receiving the existing 403b match already provided in our contract. Put simply: you could pay down student loans and save for retirement at the same time.
More updates will come as the LMC continues its work on this promising possibility!
Covering Classes
Article IX, Section 3 — Regular Teacher-Substitute
In those cases where substitutes are not available and teachers serve as substitutes during their preparation time along with their regular duties, said teachers shall have the option to be paid according to the schedule below for the 2025-26 and 2026-27 school years or receive a personal day after subbing during their prep the number of times equivalent to a full student day (i.e., 4 periods on the 4 period day / 6 periods on the 6 period
day). Teachers may earn a max of 2 personal days per year for subbing during their prep. Subbing periods earned towards a personal day will carry over to the following school year.
2025-2027
High School: $60.00 per periodAll other schools: $50.00 per period
Such assignments will be made by the principal and will be distributed as equitably as practicable among the teachers.
Cold and flu season is officially here, which usually means more teacher absences and more requests for class coverage.
If you give up your prep period to cover a class, you must be compensated. You can choose whether that’s extra pay or credit toward a personal day. Different schools handle how you make that choice in different ways. If you’re not sure how it works at your site, your building reps can point you in the right direction.
You can earn up to two personal days per year this way, and any partial progress you make toward those days carries over into the next school year.
Most coverage happens because someone volunteers, but when no one steps forward, administrators are allowed to assign coverage. When that happens, it’s supposed to be shared around as fairly as possible.
Stay healthy, take care of yourselves, and take care of each other!
Guidance from Your Member Rights Advocate
If you are in need of support at an administration meeting, believe there is a contract violation, or have performance/conduct-related support request, please connect with Carla Thompson (Lead MRA)
cthompson@edenpr.org or 952-240-6577.
Member Benefits:
Built In Benefits With Membership
ESI PerksConnect - discounts to area activities and restaurants
NEA Discount Marketplace - discount tickets and travel programs
The Union Difference
Working in union gives educators the power to make meaningful improvements for students, our profession, public education, and our communities.
Below is just a sampling of research supporting the difference unions make in the lives of educators:
A study of three decades of research found that in places where educators were unionized and unions were strong, district spending and educator pay were higher -- for experienced teachers in particular.
A study by the Economic Policy Institute found that educator unions reduced stress, while anti-union laws increase educator stress.
When educator unions lobby, more money directed toward education actually gets into classrooms.
Teachers earn 24% more on average in states with collective bargaining.
Existing research has also found that educator unions translate into higher non-wage benefits, better working conditions and lower turnover for educators (Freeman and Medoff 1984; Hoxby 1996; Ingersoll 2001; Podgursky 2003; Hirsch, Macpherson, and Winters 2011; West 2015; Han 2019; Han 2020).
Legal changes (pre-Janus ruling) that weakened educator unions in Idaho, Indiana, Michigan, Tennessee and Wisconsin effectively reduced spending on total teacher compensation by about 6%, teacher salaries by about 5% and teacher benefits by 9.7%.
Collective bargaining rights for public employees vary widely across states, and this has an effect on pay gaps between public- and private-sector workers.
When compared with private-sector workers, public-sector workers in states with strong bargaining rights have a narrower pay gap (-14.9%) than those with weak (-20.1%) or no bargaining rights (-22.9%).
The bottom line: Unions routinely secure better wages, benefits and workplace protections for the workers they represent by negotiating terms and conditions of employment through collective bargaining. The benefits extend to ALL workers when unions are present.
For educators, coming together in union also means we can advocate for what students need in every corner of the state. That's the union difference!
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The Eden Prairie School Board met on Nov. 10 for a regularly scheduled school board workshop focused on board education training. No other business has been conducted since the last newsletter.
Nov. 24 - EPEA Rep Congress Meeting
Nov. 24 - School Board Meeting
Dec. 1 - Meet & Confer Committee Meeting
"Always remember people who have helped you along the way, and don't forget to lift someone up" Roy T. Bennett
Josh Axtman, EPEA President
Kristen Mantel, EPEA Vice President
Jessica Brent, EPEA Treasurer
Jessica Premo, EPEA Secretary