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April 27, 2021 Dear MSAD #60 Community; This letter is to provide updated case information from the past few weeks. Students and staff were not identified as close contacts to any of these cases due, to the fact that individuals were not present in school during the infectious period. Ten cases have been reported to the Maine CDC and will count in MSAD #60 district numbers at the state level: Six individuals tested positive for COVID-19 from Noble High School (Grades 8-12) Two individuals tested positive for COVID-19 from Noble Middle School (Grades 6 & 7) One individual tested positive for COVID-19 from Knowlton School (Berwick, Grades 3 & 4) One individual tested positive for COVID-19 from Hanson School Thank you for your continued support. Sincerely, Audra E. Beauvais Superintendent of Schools

April 13, 2021 Dear MSAD #60 Community; I will make this second communication of the day brief. An individual from Noble High School (grades 8-12) has tested positive for COVID-19. Students and staff considered “potential” close contacts, of this individual, have been notified and will be participating in remote learning until April Break. Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support. Sincerely, Audra E. Beauvais Superintendent of Schools

April 13, 2021 Dear MSAD #60 Community; This is being sent to inform you that an individual from Noble Middle School (District grades 6,7) has tested positive for COVID-19. Students and staff considered “potential” close contacts, of these individuals, have been notified and will be participating in remote learning until April Break. There are also several individuals from the following locations who also tested positive for COVID-19 but due to timing of the positive result, contact tracing did not need to occur: 2 Individuals: Noble Middle School- District Grades 6, 7 1 Individual: Hussey School- Kindergarten-Grade 2 2 Individuals: Noble Middle School Building- No. Berwick Grade 4, District Grade 5 1 Individual: Noble High School- Grade 8- Grade 12 Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support. Sincerely, Audra E. Beauvais Superintendent of Schools

SCHOOL ADMINISTRATIVE DISTRICT NO. 60 BOARD OF DIRECTORS’ Meeting Live Stream Link April 15, 2021 Meeting Start Time 7:00pm AGENDA Call to Order Public Input Statement-Vice Chair Public Input should be added here. Your statement will be read on air to the Board. Call a Public Hearing, Approve the Notice of Public Hearing and Approve the Warrants Other Adjournment

MINUTES OF THE BOARD OF DIRECTORS’ MEETING, March 18, 2021 A meeting of the Board of Directors was held virtually at Noble High School on March 18, 2021 at 7:00 pm, with all members present virtually. Mr. Doiron shared the public input statement. Public Input for March 18, 2021 Ms Potter made the motion and it was seconded by Ms Corliss to accept the minutes of March 4, 2021 as amended. All members voted in favor and the motion passed. Moved into the workshop Review of Hybrid plan specifically, increased time for 9-12 grade. Graduation updates. We are continuing to receive guidance from the state of Maine DOE and we are hopeful for more information in the very near future. The Board held a second reading of the following policies: AC (R) nondiscrimination/ Equal Opportunity and Affirmative Action, ACAA(R) Harassement and Sexual Harassment of Student, ACAA-R(R) Student Discrimination and Harassment of Students Complaint Procedure, ACAB(R) Harassment and Sexual Harassment of School Employeess, ACAB-R(R) Harassment and Sexual Harassment of School Employees Complaint Procedure. All are required policies. After some discussion the board decided to table policy AC, to get further clarification on specific language and adjust policy ACAA. Ms Potter made the motion to accept the policies and it was seconded by Mr Doiron. All members voted in favor and the motion was passed. Employment: New Hires, Retirement and Resignation. Ms Beauvais brought forward the request for a leave of absence for the 2021-22 school year from Katrina Gilbert, a Kindergarten Teacher at Hussey School. Superintendent Beauvais then brought forward, with deep respect and great appreciation the following retirements: Stephanie Harris, Kindergarten Teacher at Hussey School for 36 years. Karen Jennings, Social Worker at Hussey School for 21 years. Susan Hough, Literacy Coach at Lebanon Elementary School for 40 years and Rebecca Good, Physical Education Teacher at Noble Middle School for 37 years. This is a total of 134 years of education service. Mr Doiron made the motion, with much appreciation, and it was seconded by Ms Corliss to accept the retirements. All members voted and the motion was passed. Many thanks to these employees. Budget Review: Next week will be a budget workshop. A question form has been shared with the Board in preparation of that workshop. This form is for the Board to share, in advance, any questions they may have. The administrators will be remote in case the Board may have any questions. Educational Programming Updates: Student attendance has been very similar for the past 2 weeks, ranging between 90% -97%. Staff attendance has also been steady at 91%-96%. Staff vaccination update. About 20% of staff are unable to receive a vaccine here in Maine because they are New Hampshire residents. They are unable to receive the vaccine in New Hampshire because they are educators in Maine. York County EMS is trying to set up a clinic for local residence. Kittery Walgreens is potentially looking into setting up an educational clinic too. The Superintendent announced that the last school day for the 2020-21 school year will be June 16th, with graduation on June 12th. Other. Mr Doiron asked about facility usage. Superintendent Beauvais reported that there is a list of groups who are requesting to use the spaces. There are a few questions still regarding bathroom usage and charging of fees. Ms Schaeffer asked if emails regarding issues that are brought up during public input are considered public and kept somewhere or do they just fall by the wayside. Ms Austin said they still considered public and if requested they would be shared following FOIA guidelines. Ms Potter made the motion and it was seconded by Ms Corliss to adjourn. All members voted in favor and the motion passed. Adjourned at 10:00 pm. Respectfully Submitted, Audra Beauvais

SCHOOL ADMINISTRATIVE DISTRICT NO. 60 BOARD OF DIRECTORS’ Meeting Live Stream Link April 8, 2021 Executive Session 6:40 Meeting Start Time 7:00pm AGENDA Executive Session: 1 MRSA §405(6)(D) Labor Contract Discussions- Teacher Union Call to Order Public Input Statement-Vice Chair Public Input should be added here. Your statement will be read on air to the Board. Audit Presentation- Amy Chasse from RKO Minutes of March 25, 2021 Board Adoption of Budget FY’21-22 District Budget Board Adoption of Budget FY’21-22 Adult Education Board Adoption of Budget FY’21-22 School Nutrition Donations Stonewall Kitchen- School Nutrition $500 North Berwick PTO- NB Read-a-thon Donation: $558.40 8. Employment 9. Other 10. Adjournment

April 5, 2021 Dear MSAD #60 Community; This is being sent to inform you that we have an individual associated with the Hanson school in Lebanon (Grades K-2) who has tested positive for COVID-19 and an individual associated with the North Berwick Elementary School as well. Students and staff considered “potential” close contacts of this individual have been notified and will be participating in remote learning until April 13, 2021. In addition, there is one individual from the Hussey School (Berwick grades K-2) who tested positive for COVID-19. This individual was not in school during the infectious period, therefore, no close contact tracing needed to occur. Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support. Sincerely, Audra E. Beauvais Superintendent of Schools

April 4, 2021 Dear MSAD #60 Community; This is being sent to inform you that we have an individual associated with the Hanson school in Lebanon (Grades K-2) who has tested positive for COVID-19. Students and staff considered “potential” close contacts of this individual have been notified and will be participating in remote learning until April 12, 2021. In addition, there are two individuals from Noble High School (grades 8-12), and one more individual from the Hanson School who tested positive for COVID-19. These individuals were not in school during the infectious period, therefore, no close contact tracing needed to occur. Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support. Sincerely, Audra E. Beauvais Superintendent of Schools

April 2, 2021 Dear MSAD #60 Community; This is being sent to inform you that two individuals have tested positive for COVID-19. One individual is from the Lebanon Schools (Kindergarten through Grade 4) and the other is from Noble High School (Grades 8 through 12). Students and staff considered “potential” close contacts, of these individuals, have been notified and will be participating in remote learning until April 12, 2021. Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support. Sincerely, Audra E. Beauvais Superintendent of Schools

April 1, 2021 Dear MSAD #60 Community; This is being sent to inform you that we have an individual associated with Knowlton School (Berwick Grades 3 and 4) who has tested positive for COVID-19. Students and staff considered “potential” close contacts of this individual have been notified and will be participating in remote learning until April 12, 2021. In addition, there is an individual from Noble High School (grades 8-12), an individual from the Noble Middle School building (No. Berwick Grade 4, District, Grade 5) and an individual from Hussey School (Kindergarten through Grade 3) who tested positive for COVID-19. These individuals were not in school during the infectious period, therefore, no close contact tracing needed to occur. Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support. Sincerely, Audra E. Beauvais Superintendent of Schools

March 31, 2021 Dear MSAD #60 Community; This is being sent to inform you that we have an individual associated with North Berwick Elementary School (Kindergarten through grade 3) who has tested positive for COVID-19. Students and staff considered “potential” close contacts of this individual have been notified and will be participating in remote learning until April 9, 2021. In addition, there is one individual from Noble High School (grades 8-12) who tested positive for COVID-19. The individual was not in school during the infectious period, therefore, no close contact tracing needed to occur. Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support. Sincerely, Audra E. Beauvais Superintendent of Schools

PLEASE COMPLETE ONE SURVEY FOR EACH MSAD #60 STUDENT IN YOUR HOUSEHOLD. http://track.spe.schoolmessenger.com/f/a/G1SEbXe0CoDy_WJiYC8z6g~~/AAAAAQA~/RgRiRbnhP0QWaHR0cHM6Ly9iaXQubHkvM2Z1czVPd1cHc2Nob29sbUIKYFhhhmRgu9SANFIPSmVubkBtc2FkNjAub3JnWAQAAAAB

SCHOOL ADMINISTRATIVE DISTRICT NO. 60 BOARD OF DIRECTORS’ Meeting Live Stream Link April 1, 2021 **** Meeting Start Time 7:30pm **** AGENDA Call to Order Public Input Statement-Vice Chair Public Input should be added here. Your statement will be read on air to the Board. Minutes of March 18, 2021 Student Report Financial Summary Budget Discussion Draft Calendar 2021-2022 Educational Programming Updates: Attendance Transportation Spring Athletics 9. Employment 10. Other 11. Adjournment

March 29, 2021 Dear MSAD #60 Community; This is being sent to inform you that we have two individuals associated with Lebanon Elementary School/Hanson School (Kindergarten through grade 4) who have tested positive for COVID-19. Students and staff considered “potential” close contacts of this individual have been notified and will be participating in remote learning until April 6, 2021. In addition, there is one individual from Noble High School (grades 8-12) and one individual from Noble Middle School (grades 6,7) who tested positive for COVID-19. These individuals were not in school during the infectious period, therefore, no close contact tracing needed to occur. Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support. Sincerely, Audra E. Beauvais Superintendent of Schools

ATTENTION COVID-19 Community Vaccination Clinic in North Berwick We are pleased to announce that North Berwick Rescue along with our partners (YC EMA, Sanford Fire/Rescue, North Berwick Police, North Berwick Fire, South Berwick Fire and Berwick Fire/Rescue) are providing 2 Community COVID-19 Vaccine Clinics for the Johnson and Johnson vaccine on April 13th and May 11th from 3PM to 8PM at NOBLE HS (in the main gym adjacent to the C parking lot). Sign up using the following link https://app.blockitnow.com/consumer/maine-ems/npi/207941 ... Parking for the clinic will be in the C lot at NOBLE HS. In accordance with Maine Vaccination Roll Out Plan https://www.maine.gov/covid19/vaccines April 13th Clinic is for ages 50 and up and School Staff May 11th the ages change to 18 and up If you have any questions please call North Berwick Rescue at (207) 676-9417 or email Chief Michael Barker at nbrschief@gmail.com April 13th Clinic is for ages 50 and up and School Staff May 11th the ages change to 18 and up If you have any questions please call North Berwick Rescue at (207) 676-9417 or email Chief Michael Barker at nbrschief@gmail.com v/r Michael J.Barker Chief, North Berwick Rescue Director, North Berwick EMA office: (207) 676-9417 cell: (207) 451-3449

March 26, 2021 Dear Noble Community: This is being sent to inform you that due to the increased number and timing of positive cases, Hanson School is now in outbreak status. Students and staff at Hanson School do not need to follow further guidelines due to the fact that the individuals who tested positive were not present in school while infectious. Additionally, we have been notified of four additional cases associated with MSAD #60. Again, due to the timing of the positive COVID-19 results, close contacts did not need to be identified. Hanson School: 2 Noble Middle School: 1 Noble High School: 1 The CDC has developed Standard Operating Procedure criteria for case/outbreak investigations and we are working with the state team as they move through their process. We will continue to remain vigilant throughout this process. Sincerely, Audra E. Beauvais Superintendent of Schools

SCHOOL ADMINISTRATIVE DISTRICT NO. 60 BOARD OF DIRECTORS’ Meeting Live Stream Link March 25, 2021 Meeting Start Time 7:00pm End Time 8:00 pm AGENDA Workshop: 2021-22 Budget Review and Questions Call to Order Public Input Statement-Vice Chair Public Input should be added here. Your statement will be read on air to the Board. High School Update Other Executive Session: 1 MRSA§405(6)(A)Employment of Officials/Appointees/ Employees 5. Adjournment

Code: ACAB-R EMPLOYEE DISCRIMINATION/HARASSMENT AND TITLE IX SEXUAL HARASSMENT COMPLAINT PROCEDURES The Board has adopted these employee procedures in order to provide prompt and equitable resolution of employee complaints of discrimination and harassment, including sexual harassment, as described in policies AC – Nondiscrimination/Equal Opportunity and Affirmative Action and ACAB – Harassment and Sexual Harassment of School Employees. The complaint procedure in Section 2 may also be used, to the extent applicable, by visitors, including parents, volunteers, and others having lawful access to the schools who wish to make a complaint of discrimination or harassment. Complaints alleging harassment or discrimination against students based on a protected category should be addressed through the Board’s Student Discrimination/Harassment and Title IX Sexual Harassment Complaint Procedures (ACAA-R). Any individual who is unsure about whether discrimination or harassment has occurred and/or or which complaint procedure applies is encouraged to contact the Affirmative Action Officer/Title IX Coordinator. Sue Austin Affirmative Action Officer/Title IX Coordinator MSAD #60 100 Noble Way North Berwick, Maine 03906 (207)676-2234 ext 1 sue.austin@msad60.org I. DEFINITIONS For purposes of these complaint procedures, the following definitions will be used. The Affirmative Action Officer (AAO)/Title IX Coordinator shall assess all reports and complaints to ensure that they are addressed under the appropriate policy and complaint procedure. A. Discrimination/Harassment Complaint Procedure Definitions 1. “Discrimination or harassment”: Discrimination or harassment on the basis of an individual’s membership in a protected category, which, for employees, includes race, color, sex, sexual orientation, gender identity, age, religion, ancestry, national origin, genetic information, or disability. 2. “Discrimination”: Treating individuals differently, or interfering with or preventing them from enjoying the advantages or privileges afforded to others because of their membership in a protected category. 3. “Harassment”: Oral, written, graphic, electronic, or physical conduct relating to an individual’s actual or perceived membership in a protected category that is sufficiently severe, pervasive, or persistent so as to interfere with or limit that individual’s ability to participate in MSAD 60's programs or activities by creating a hostile, intimidating, or offensive environment. 4. Under Title VII and under Maine law/regulations, sexual harassment is defined differently than under Title IX. Maine Human Rights Commission regulations define sexual harassment as conduct on the basis of sex which satisfies one or more of the following: a. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; b. Submission to or rejection of such conduct by an employee is used as the basis for employment decisions affecting the employee; or c. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. 5. “Sexual orientation”: Under Maine law, this means a person’s “actual or perceived heterosexuality, bisexuality, homosexuality, or gender identity or expression.” 6. “Gender identity”: Under Maine law, this means “the gender-related identity, appearance, mannerisms, or other gender-related characteristics of an individual, regardless of the individual’s assigned sex at birth.” 7. “Complaint” is defined as an allegation that an employee or other third party has been discriminated against or harassed on the basis of race, color, sex, sexual orientation, gender identity, age, religion, ancestry, national origin, genetic information, or disability (and in regard to sex, conduct not otherwise addressed in the Title IX regulations and Section 3 of ACAB-R). 8. “Employee”: Whenever the term “employee” is used in Section 2, it includes visitors or others who have a lawful basis to make a complaint of discrimination or harassment. B. Title IX Sexual Harassment Complaint Procedure Definitions 1. “Title IX sexual harassment”: Under the federal Title IX regulations, sexual harassment includes the following conduct on the basis of sex which takes place within the context of MSAD 60's education programs and activities: a. “Quid pro quo” sexual harassment by a school employee: Conditioning a school aid, benefit, or service (such as a promotion or favorable evaluation) on an individual’s participation in unwelcome sexual conduct; b. “Hostile environment” sexual harassment: Unwelcome conduct based on sex that a reasonable person would determine is so severe, pervasive, and objectively offensive that it effectively denies an individual’s equal access to MSAD 60's education programs and activities; or c. Sexual assault, dating violence, domestic violence, and stalking as these terms are defined in federal laws. 2. “Report”: Under the Title IX regulations, any individual may make a report of sexual harassment involving an employee, whether the individual is the alleged victim or not. A report must be made to the AAO/Title IX Coordinator. A report triggers certain actions by the AAO/Title IX Coordinator for the alleged victim of sexual harassment, but an investigation is not conducted unless a “Formal Complaint” is filed. 3. “Formal Complaint”: Under Title IX, the alleged victim of sexual harassment can file a written complaint that triggers the complaint procedure in Section 3 of ACAB-R. Only a school employee (and in certain circumstances, the AAO/Title IX Coordinator) may file a formal complaint. 4. “Employee”: For the purpose of this procedure, “employee” means an applicant for employment or a current employee of MSAD 60. II. DISCRIMINATION/HARASSMENT COMPLAINT PROCEDURE This procedure should be used for any complaint of unlawful harassment or discrimination based on a protected category that does not involve Title IX sexual harassment. A. How to Make A Complaint 1. Any employee who believes they have been unlawfully harassed or discriminated against (as such terms are defined in Section 1.A.1-3) is encouraged to try to resolve the problem by informing the individual(s) that the behavior is unwelcome or offensive, and requesting that the behavior stop. This shall not prevent the employee from making an immediate complaint to the AAO/Title IX Coordinator. 2. Any employee who believes they have been harassed or discriminated against should report their concern promptly to the AAO/Title IX Coordinator. A written complaint must include basic information concerning the allegation of harassment or discrimination (i.e., date, time, location, individual(s) who alleged engaged in harassment or discrimination, description of allegation). 3. Employees who are unsure as to whether unlawful discrimination or harassment has occurred, or who need assistance in preparing a written complaint, are encouraged to discuss the matter with the AAO/Title IX Coordinator. 4. Employees will not be retaliated against for reporting suspected discrimination or harassment, or for participating in an investigation. Retaliation is illegal under federal and state nondiscrimination laws, and any retaliation will result in disciplinary measures, up to and including discharge. 5. Any employee who believes they have been discriminated against or harassed is encouraged to utilize MSAD 60's complaint procedure. However, employees are hereby notified that they also have the right to report incidents of discrimination or harassment to the Maine Human Rights Commission, 51 State House Station, Augusta, Maine 04333 (telephone: 207-624-6290) and/or to the federal Office for Civil Rights, U.S. Department of Education, 5 Post Office Square, 8th Floor, Boston, MA 02109-3921 (telephone: 617-289-0111). B. Complaint Handling and Investigation 1. The AAO/Title IX Coordinator will promptly inform the Superintendent and the person who is the subject of the complaint (respondent) that a complaint has been received. 2. The AAO/Title IX Coordinator may pursue an informal resolution of the complaint with the agreement of the parties involved. Any party to the complaint may decide to end the informal resolution process and pursue the formal process at any point. Any informal resolution is subject to the approval of the parties and the Superintendent, who shall consider whether the resolution is in the best interest of MSAD 60and the parties in light of the particular circumstances and applicable policies and laws. 3. The AAO/Title IX Coordinator may implement supportive measures (consistent with any applicable collective bargaining agreement provisions) to reduce the risk of further discrimination or harassment while an investigation is pending. Examples of supportive measures include, but are not limited to, ordering no contact between the individuals involved; changing a work location; or changing a work schedule. 4. The complaint will be investigated by a trained internal or external individual designated by the Superintendent and the AAO/Title IX Coordinator. Any complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor’s authority. Any complaint about the Superintendent should be submitted to the Chair of the Board, who should consult with legal counsel concerning the handling and investigation of the complaint. 5. The investigator shall consult with the AAO/Title IX Coordinator as agreed during the investigation process. 6. The respondent will be provided with an opportunity to be heard as part of the investigation. The complainant shall not be required to attend meetings with the respondent, but may choose to do so as part of an informal resolution process. 7. The complainant and the respondent may suggest witnesses and/or submit materials they believe are relevant to the complaint. 8. If the complaint is against an employee of MSAD 60 any rights conferred under an applicable collective bargaining agreement shall be applied. 9. Privacy rights of all parties to the complaint shall be maintained in accordance with applicable state and federal laws. 10. The investigation shall be completed within 40 calendar days of receiving the complaint, if practicable. Reasonable extensions of time for good reason shall be allowed. 11. The investigator shall provide a written report and findings to the AAO/Title IX Coordinator. C. Findings and Subsequent Actions 1. The AAO/Title IX Coordinator shall consult with the Superintendent concerning the investigation and findings. 2. If there is a finding that discrimination or harassment occurred, the AAO/Title IX Coordinator, in consultation with the Superintendent: a. Shall determine what remedial action, if any, is required to end the discrimination or harassment, remedy its effect, and prevent recurrence; and b. Determine what disciplinary action should be taken against the individual(s) who engaged in discrimination or harassment, if any. 3. Inform the complainant and the respondent in writing of the results of the investigation and its resolution (in accordance with applicable state and federal privacy laws). D. Appeals 1. After the conclusion of the investigation, the complainant or respondent may seek an appeal of the findings solely on the basis of either: (a) prejudicial procedural error; or (b) the discovery of previously unavailable relevant evidence that could significantly impact the outcome. 2. Appeals must be submitted in writing to the Superintendent within five calendar days after receiving notice of the resolution. 3. Upon receipt of a valid appeal, the Superintendent shall provide notice to the other party, along with an opportunity to provide a written statement within five calendar days. 4. The Superintendent shall review the available documentation and may conduct further investigation if deemed appropriate. 5. The Superintendent’s decision on the appeal shall be provided to the parties within ten calendar days, if practicable. The Superintendent’s decision shall be final. E. Records The AAO/Title IX Coordinator shall keep a written record of the complaint process. III. TITLE IX SEXUAL HARASSMENT COMPLAINT PROCEDURE This section should be used only for complaints of Title IX sexual harassment as defined in Section 1.B.1. A. How to Make A Report 1. Any individual who believes an employee has been sexually harassed (as this term is defined in Section 1.B.1) may make a report to the AAO/Title IX Coordinator. 2. If the individual making the report is the alleged victim, or if the alleged victim is identified by the individual making the report, the AAO/Title IX Coordinator will meet with the alleged victim to discuss supportive measures that may be appropriate in the particular circumstances and explain the process for filing a formal complaint. a. Supportive measures are individualized measures designed to ensure the employee can continue to access and perform their work (e.g., requiring no contact between individuals, temporarily moving work locations, or changing schedules). b. Supportive measures may be continued even if the alleged victim chooses not to file a formal complaint, if appropriate under the particular circumstances. 3. MSAD 60 cannot provide an informal resolution process for resolving a report until a formal complaint is filed. 4. Employees will not be retaliated against for reporting sexual harassment or for participating in an investigation. Retaliation is illegal under federal and state nondiscrimination laws, and any retaliation will result in disciplinary actions, up to and including discharge. 5. Any employee who believes they have been the victim of sexual harassment is encouraged to utilize MSAD 60's complaint procedures. However, employees are hereby notified that they also have the right to report sexual harassment to the Maine Human Rights Commission, 51 State House Station, Augusta, Maine 04333 (telephone: 207-624-6290) and/or to the federal Office for Civil Rights, U.S. Department of Education, 5 Post Office Square, 8th Floor, Boston, MA 02109-3921 (telephone: 617-289-0111). 6. The Superintendent shall be informed of all reports and formal complaints of sexual harassment. B. How to Make A Formal Complaint 1. An alleged victim may file a formal written complaint requesting investigation of alleged Title IX sexual harassment. The written complaint must include basic information concerning the allegation of sexual harassment (i.e., date, time, location, individual(s) who alleged engaged in sexual harassment, description of allegation). Employees who need assistance in preparing a formal written complaint, are encouraged to consult with the AAO/Title IX Coordinator. 2. In certain circumstances, the AAO/Title IX Coordinator may file a formal complaint even when the alleged victim chooses not to. Examples include if the respondent (person alleged to have engaged in sexual harassment) has been found responsible for previous sexual harassment or there is a safety threat within MSAD 60. In such cases, the alleged victim is not a party to the case, but will receive notices as required by the Title IX regulations at specific points in the complaint process. 3. In accordance with the Title IX regulations, the AAO/Title IX Coordinator must dismiss a formal complaint under this Title IX procedure if: a) the conduct alleged in the formal complaint does not constitute sexual harassment under the Title IX regulations and this policy; b) the conduct alleged did not occur within the scope of MSAD 60's education programs and activities; or c) the conduct did not occur in the United States. 4. In accordance with the Title IX regulations, the AAO/Title IX Coordinator may dismiss a formal complaint under this Title IX procedure if: a) a complainant withdraws the formal complaint, or withdraws particular allegations within the complaint; b) the respondent is no longer employed by MSAD 60; or c) there are specific circumstances that prevent MSAD 60 from gathering evidence sufficient to reach a determination regarding the formal complaint. 5. If a formal complaint is dismissed under this Title IX procedure, the AAO/Title IX Coordinator will promptly and simultaneously send written notices to the parties explaining the reasons. Parties have the opportunity to appeal dismissals in accordance with subsection I below. 6. If the conduct alleged potentially violates other laws, Board policies, and/or professional expectations, MSAD 60 may address the conduct under Section 2 or another applicable policy/procedure. C. Administrative Leave 1. The Superintendent may place an employee respondent on administrative leave during the complaint procedure in accordance with any applicable State laws, school policies, and collective bargaining agreement provisions. 2. Any decision to place an employee respondent on administrative leave shall be made in compliance with any applicable disability laws, including Section 504 of the Rehabilitation Act and the Americans with Disabilities Act. D. Notice to Parties of Formal Complaint 1. The Title IX Coordinator will provide to the parties written notice of the formal complaint and allegations of sexual harassment potentially constituting prohibited conduct under the Title IX regulations and this procedure. The notice will include: a. Notice regarding the complaint procedure and the availability of an informal resolution process; b. Sufficient details known at the time (including identities of parties, if known; the conduct alleged; and the date and location of the alleged incident, if known), with sufficient time to prepare before any initial interview (not less than five calendar days); c. As required by the Title IX regulations, a statement that the respondent is presumed not responsible for the alleged conduct and that a determination of responsibility will be made at the conclusion of the complaint; d. Notice that the parties may each have an advisor of their choice (who may be an attorney), and that the parties may inspect and review evidence; e. Notice that knowingly making false statements or submitting false information during the complaint procedure is prohibited and may result in disciplinary action; and f. Notice of the name of the investigator, with sufficient time (no less than three calendar days) to raise concerns of conflict of interest or bias. 2. If additional allegations become known at a later time, notice of the additional allegations will be provided to the parties. 3. The AAO/Title IX Coordinator will discuss supportive measures with each party and implement such measures as appropriate. E. Informal Resolution Process After a formal complaint has been filed, and if the AAO/Title IX Coordinator believes the circumstances are appropriate, the AAO/Title IX Coordinator may offer the parties the opportunity to participate in an informal resolution process to resolve the complaint without completing the investigation and determination process. Informal resolutions cannot be used to resolve a formal complaint where a student is the complainant and the respondent is an employee. Informal resolutions can take many forms, depending on the particular case. Examples include, but are not limited to, facilitated discussions between the parties; restorative justice; acknowledgment of responsibility by a respondent; apologies; disciplinary actions against a respondent or a requirement to engage in specific services; or supportive measures. Both parties must voluntarily agree in writing to participate in an informal resolution process, and either party can withdraw from the process at any time. The Superintendent must agree to the terms of any informal resolution reached between the parties. If an informal resolution agreement is reached, it must be signed by both parties and MSAD 60. Any such signed agreement is final and binding according to its terms. If an informal resolution process does not resolve the formal complaint, nothing from the informal resolution process may be considered as evidence in the subsequent investigation or determination. F. Investigation 1. The complaint will be investigated by a trained internal or external individual designated by the Superintendent and AAO/Title IX Coordinator. Any complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor’s authority. Any complaint about the Superintendent should be submitted to the Chair of the Board, who should consult with legal counsel concerning the handling and investigation of the complaint. 2. The investigator shall consult with the AAO/Title IX Coordinator as agreed during the investigation process. 3. If the complaint is against an employee of MSAD 60 rights conferred under an applicable collective bargaining agreement shall be applied, to the extent they do not conflict with the Title IX regulatory requirements. 4. Privacy rights of all parties to the complaint shall be maintained in accordance with applicable state and federal laws. 5. The investigator will: a. Meet with each party after they have received appropriate notice of any meeting and its purpose, with sufficient time to prepare. b. Allow parties to have their advisor at all meetings related to the complaint, although advisors may not speak on behalf of a party or interfere with the process. c. Allow parties a reasonable opportunity to identify witnesses and submit favorable and unfavorable evidence. d. Interview witnesses and conduct such other activities that will assist in ascertaining facts (e.g., site visits, review of documents). e. Consider evidence that is relevant and directly related to the allegations in the formal complaint. f. During the course of the investigation, provide both parties with an equal opportunity to inspect and review any evidence that is obtained in the investigation that is directly related to the allegations in the formal complaint (including evidence which MSAD 60 does not intend to rely upon in reaching a determination of responsibility), and favorable and unfavorable evidence. g. Prior to completion of the investigation report, provide each party and advisor (if any) the evidence subject to inspection and review, and provide the parties with ten calendar days to submit a written response. h. Consider the parties’ written responses to the evidence prior to completing the investigation report. i. Create an investigative report that fairly summarizes relevant evidence and send the report to the parties and advisors (if any), for their review and written responses within ten calendar days of receipt. j. After receipt of the parties’ written responses (if any), forward the investigation report and party responses to the assigned decision maker. 6. The investigation shall be concluded within 40 calendar days, if practicable. Reasonable extension of time for good reason shall be allowed. G. Determination of Responsibility 1. The decision maker shall provide the parties with the opportunity to submit written, relevant questions that the party wants asked of another party or witness within five calendar days of when the decision maker received the investigation report and party responses. a. The decision maker shall explain to a party proposing questions if the decision maker excludes a question as not relevant. 2. Each party shall be provided the opportunity to review the responses of another party and/or witness, and to ask limited written follow-up questions within five calendar days of receiving the answers. 3. Each party will receive a copy of the responses to any follow-up questions. 4. The decision maker shall review the investigation report, the parties’ responses, and other relevant materials, applying the preponderance of the evidence standard (“more likely than not”). 5. The decision maker shall issue a written determination, which shall include the following: a. Identification of all the allegations potentially constituting sexual harassment as defined in the Title IX regulations and this policy; b. A description of the procedural steps taken from receipt of the formal complaint through the determination, including notifications to the parties, interviews with parties and witnesses, site visits, methods used to gather other evidence, and meetings held; c. A determination regarding responsibility as to each allegation and findings of fact supporting the determinations; d. A statement of, and rationale for, the result as to each allegation, including a determination regarding responsibility, any disciplinary sanctions MSAD 60 imposes on the respondent, and whether remedies designed to restore or preserve equal access to MSAD 60’s programs and activities will be provided to the complainant; e. MSAD 60's appeal procedure and permissible bases for the parties to appeal the determination. 6. The written determination shall be provided to the parties simultaneously. The determination concerning responsibility becomes final either on the date that MSAD 60 provides the parties with the written determination of the results of the appeal, if an appeal is filed, or if an appeal is not filed, the date on which the appeal would no longer be considered timely. H. Remedies, Discipline and Other Actions 1. Remedies Remedies are measures used to ensure that the complainant has equal access to MSAD 60's education programs and activities following the decision maker’s determination. Such remedies may include supportive measures, and may include other appropriate measures, depending upon the determination and the needs of the complainant. The Title IX Coordinator is responsible for implementing remedies and providing any needed assistance to the Complainant. 2. Discipline and Other Actions The following are examples of the types of discipline and other actions that may be imposed on an employee when there is a determination that they are responsible for one or more violations involving sexual harassment: a. Written warning; b. Probation; c. Demotion; d. Suspension without pay; e. Discharge; f. Performance improvement plan; g. Counseling; h. Training; i. Loss of leadership/stipend position. I. Appeals The parties have the opportunity to appeal a determination regarding responsibility or dismissals of formal complaints. Under the Title IX regulations, appeals are allowed on the following grounds: 1. A procedural irregularity that affected the outcome of the matter; 2. New evidence that was not reasonably available at the time the determination regarding responsibility or dismissal of the formal complaint was made that could affect the outcome of the matter; or 3. The Title IX Coordinator, investigator, or decision maker had a conflict of interest or bias for or against complainants or respondents generally, or the individual complainant or respondent that affected the outcome of the matter. An appeal must be filed in writing within five calendar days of receiving the determination, stating the grounds for the appeal and including any relevant documentation in support of the appeal. Appeals submitted after this deadline are not timely and shall not be considered. 1. Appeals must be filed with the Superintendent, who will consider the appeal. 2. The Superintendent shall conduct an impartial review of the appeal, including consideration of the written record of the matter, and may consult with legal counsel or other MSAD 60 officials in making their decision. 3. The Superintendent shall issue a written decision describing the result of the appeal and rationale for the result, and provide the written decision simultaneously to the parties. The decision will either deny the appeal; grant the appeal and remand to the decision maker for further consideration; or grant the appeal by revising the disciplinary action(s). J. Records Records in connection with sexual harassment reports and the complaint process shall be maintained for a minimum of seven years. Legal Reference: Title IX of the Education Amendments of 1972 (20 U.S.C. § 1681 et seq.); 34 C.F.R. Part 106 Clery Act (20 U.S.C. §1092(f)(6)(A)(v) - definition of sexual assault) Violence Against Women Act (34 U.S.C. § 1092(f)(6)(A)(v) – definition of sexual assault; 34 U.S.C. § 12291(a)(10) – dating violence; 34 U.S.C. §12291(a)(3) – definition of stalking; 34 U.S.C. §12291(a)(8) – definition of domestic violence) Title VI of the Civil Rights Act of 1964 (42 U.S.C. § 2000d) Americans with Disabilities Act (42 U.S.C § 12101 et seq.), as amended Section 504 of the Rehabilitation Act of 1973 (Section 504) (29 U.S.C. § 794 et seq.), as amended Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e, et. seq.; 29 C.F.R. § 1604.11) Age Discrimination in Employment Act (29 U.S.C. § 623 et seq.) Genetic Information Nondiscrimination Act of 2008 (42 U.S.C. § 2000ff et seq.) 5 MRSA § 4551 et seq. MHRC Rule Chapter 94-348, ch. 3 26 MRSA §§ 806-807 Cross Reference: AC – Nondiscrimination/Equal Opportunity and Affirmative Action ACAB – Harassment and Sexual Harassment of School Employees Adopted: October 19, 2000 Revised: December 4, 2014 March 18, 2021

Code: ACAB HARASSMENT AND SEXUAL HARASSMENT OF SCHOOL EMPLOYEES Harassment of school employees because of race, color, sex, sexual orientation, gender identity, religion, ancestry or national origin, age, genetic information, or disability is prohibited. Such conduct is a violation of Board policy and may constitute illegal discrimination under state and federal laws. Any employee who engages in harassment or sexual harassment shall be subject to disciplinary action, up to and including discharge. A. Harassment Harassment includes, but is not limited to, verbal abuse, threats, physical assault and/or battery based on race, color, sex, sexual orientation, gender identity, religion, ancestry or national origin, age, genetic information, or disability. Under the Maine Civil Rights Act, violence or threats of violence against a person or their property based on their sexual orientation are also illegal. B. Sexual Harassment Sexual harassment is addressed under federal and state laws and regulations. The scope and definitions of sexual harassment under these laws differ, as described below. 1. Title IX Sexual Harassment Under the federal Title IX regulations, sexual harassment includes the following conduct on the basis of sex which takes place within the context of MSAD 60's education programs and activities: a. “Quid pro quo” sexual harassment by a school employee: Conditioning a school aid, benefit or service (such as a promotion or favorable evaluation) on an individual’s participation in unwelcome sexual conduct; b. “Hostile environment” sexual harassment: Unwelcome conduct based on sex that a reasonable person would determine is so severe, pervasive, and objectively offensive that it effectively denies an individual’s equal access to MSAD 60's education programs and activities; or c. Sexual assault, dating violence, domestic violence, and stalking as these terms are defined in federal laws. 2. Sexual Harassment Under Title VII and Maine Law Under another federal law, Title VII, and under Maine law/regulations, sexual harassment is defined differently. Maine Human Rights Commission regulations define sexual harassment as conduct on the basis of sex which satisfies one or more of the following: a. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; b. Submission to or rejection of such conduct by an employee is used as the basis for employment decisions affecting the employee; or c. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. C. Reports and Complaints of Harassment or Sexual Harassment Any employee who believes they have been harassed or sexually harassed is encouraged to make a report to the Affirmative Action Officer/Title IX Coordinator. The Affirmative Action Officer/Title IX Coordinator is also available to answer questions and provide assistance to any individual who is unsure whether harassment or sexual harassment has occurred. All reports and complaints regarding harassment or sexual harassment of employees shall be addressed through ACAB-R – Employee Discrimination/ Harassment and Title IX Sexual Harassment Complaint Procedures. Legal Reference: Title IX of the Education Amendments of 1972 (20 U.S.C. § 1681 et seq.); 34 C.F.R. Part 106 Clery Act (20 U.S.C. §1092(f)(6)(A)(v) - definition of sexual assault) Violence Against Women Act (34 U.S.C. § 1092(f)(6)(A)(v) – definition of sexual assault; 34 U.S.C. § 12291(a)(10) – dating violence; 34 U.S.C. §12291(a)(3) – definition of stalking; 34 U.S.C. §12291(a)(8) – definition of domestic violence) Title VI of the Civil Rights Act of 1964 (42 U.S.C. § 2000d) Americans with Disabilities Act (42 U.S.C § 12101 et seq.), as amended Section 504 of the Rehabilitation Act of 1973 (Section 504) (29 U.S.C. § 794 et seq.), as amended Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e, et. seq.; 29 C.F.R. § 1604.11) Age Discrimination in Employment Act (29 U.S.C. § 623 et seq.) Genetic Information Nondiscrimination Act of 2008 (42 U.S.C. § 2000ff et seq.) 5 MRSA § 4551 et seq. MHRC Rule Chapter 94-348, ch. 3 26 MRSA §§ 806-807 Cross Reference: ACAB-R – Employee Discrimination/Harassment and Title IX Sexual Harassment Complaint Procedures AC – Nondiscrimination/Equal Opportunity and Affirmative Action ACAD – Hazing Adopted: October 19, 2000 Revised: April 26, 2007 October 21, 2010 December 4, 2014 November 7, 2019 March 18, 2021 Page 2 of 2

Code: ACAA-R STUDENT DISCRIMINATION/HARASSMENT AND TITLE IX SEXUAL HARASSMENT COMPLAINT PROCEDURES The Board has adopted these student procedures in order to provide prompt and equitable resolution of reports and complaints of unlawful discrimination and harassment of students, including sexual harassment, as described in policies AC – Nondiscrimination/Equal Opportunity and Affirmative Action and ACAA – Harassment and Sexual Harassment of Students. Complaints alleging unlawful harassment or discrimination against employees based on a protected category should be addressed through ACAB-R – Employee Discrimination/ Harassment and Title IX Sexual Harassment Complaint Procedures. Any individual who is unsure about whether unlawful discrimination or harassment has occurred and/or or which complaint procedure applies is encouraged to contact the Affirmative Action Officer/Title IX Coordinator. Sue Austin Affirmative Action Officer/Title IX Coordinator MSAD #60 100 Noble Way North Berwick, Maine 03906 (207)676-2234 ext 1 sue.austin@msad60.org I. DEFINITIONS For purposes of these complaint procedures, the following definitions will be used. The Affirmative Action Officer (AAO)/Title IX Coordinator shall assess all reports and complaints to ensure that they are addressed under the appropriate policy and complaint procedure. A. Discrimination/Harassment Complaint Procedure Definitions 1. “Discrimination or harassment”: Discrimination or harassment on the basis of an individual’s membership in a protected category, which, for students, includes race, color, sex, sexual orientation, gender identity, religion, ancestry, national origin, or disability. 2. “Discrimination”: Treating individuals differently, or interfering with or preventing them from enjoying the advantages or privileges afforded to others because of their membership in a protected category. 3. “Harassment”: Oral, written, graphic, electronic, or physical conduct relating to an individual’s actual or perceived membership in a protected category that is sufficiently severe, pervasive, or persistent so as to interfere with or limit that individual’s ability to participate in MSAD 60's programs or activities by creating a hostile, intimidating, or offensive environment. 4. “Sexual harassment”: Under Maine law, this means unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the following situations: a. Submission to such conduct is made either explicitly or implicitly a term or condition of a student’s educational benefits; b. Submission to or rejection of such conduct by a student is used as the basis for decisions on educational benefits; or c. Such conduct has the purpose and effect of substantially interfering with a student’s academic performance or creates an intimidating, hostile, or offensive environment. 5. “Sexual orientation”: Under Maine law, this means a person’s “actual or perceived heterosexuality, bisexuality, homosexuality, or gender identity or expression.” 6. “Gender identity”: Under Maine law, this means “the gender-related identity, appearance, mannerisms, or other gender-related characteristics of an individual, regardless of the individual’s assigned sex at birth.” 7. “Complaint” is defined as an allegation that a student has been discriminated against or harassed on the basis of race, color, sex, sexual orientation, gender identity, religion, ancestry, national origin, or disability (and not otherwise addressed in the Title IX regulations and Section 3 of ACAA-R). 8. Complaints of bullying not involving the protected categories or definitions described above may be addressed under Board Policy JICK – Bullying and Cyberbullying of Students. B. Title IX Sexual Harassment Complaint Procedure Definitions 1. “Sexual Harassment”: Under the federal Title IX regulations, sexual harassment includes the following conduct on the basis of sex which takes place within the context of MSAD 60's education programs and activities: a. “Quid pro quo” sexual harassment by a school employee: Conditioning a school aid, benefit, or service (such as a better grade or a college recommendation) on an individual’s participation in unwelcome sexual conduct; b. “Hostile environment” sexual harassment: Unwelcome conduct based on sex that a reasonable person would determine is so severe, pervasive, and objectively offensive that it effectively denies an individual’s equal access to MSAD 60's education programs and activities; or c. Sexual assault, dating violence, domestic violence, and stalking as these terms are defined in federal laws. 2. “Report”: Under the Title IX regulations, any individual may make a report of sexual harassment involving a student, whether the individual is the alleged victim or not. School employees are required to report possible incidents of sexual harassment involving a student. A report must be made to the AAO/Title IX Coordinator. A report triggers certain actions by the AAO/Title IX Coordinator for the alleged victim of sexual harassment, but an investigation is not conducted unless a “Formal Complaint” is filed. 3. “Formal Complaint”: Under the Title IX regulations, the alleged victim of sexual harassment can file a written complaint that triggers the complaint procedure in Section 3 of ACAA-R. Only a student and/or their parent/ legal guardian (and in certain circumstances, the AAO/Title IX Coordinator) may file a formal complaint. 4. “Student”: For the purposes of this procedure, a student is an individual who is enrolled or participating in MSAD 60's education programs and activities, or is attempting to enroll or participate. II. DISCRIMINATION/HARASSMENT COMPLAINT PROCEDURE This procedure should be used for any complaint of unlawful harassment or discrimination complaint based on a protected category that does not involve Title IX sexual harassment (which is addressed in Section 3). A. How to Make A Complaint 1. School employees are required to promptly make a report to the AAO/Title IX Coordinator if they have reason to believe that a student has been discriminated against or harassed. 2. Students (and others) who believe that they, or another student, has been harassed or discriminated against should report their concern promptly to the AAO/Title IX Coordinator. 3. The individual making the report must provide basic information in writing concerning the allegation of harassment or discrimination (i.e., date, time, location, individual(s) who allegedly engaged in harassment or discrimination, description of allegation) to the AAO/Title IX Coordinator. 4. If an individual is unsure as to whether unlawful discrimination or harassment has occurred, or who need assistance in preparing a written complaint, they are encouraged to discuss the matter with the AAO/Title IX Coordinator. 5. Individuals will not be retaliated against for reporting suspected discrimination or harassment, or for participating in an investigation. Retaliation is illegal under federal and state nondiscrimination laws, and any retaliation will result in disciplinary action, up to and including discharge for employees, and expulsion for students. 6. Individuals are encouraged to utilize MSAD 60's complaint procedure. However, individuals are hereby notified that they also have the right to report incidents of discrimination or harassment to the Maine Human Rights Commission, 51 State House Station, Augusta, Maine 04333 (telephone: 207-624-6290) and/or to the federal Office for Civil Rights, U.S. Department of Education, 5 Post Office Square, 8th Floor, Boston, MA 02109-3921 (telephone: 617-289-0111). B. Complaint Handling and Investigation 1. The AAO/Title IX Coordinator will promptly inform the Superintendent and the person who is the subject of the complaint (respondent) that a complaint has been received. 2. The AAO/Title IX Coordinator may pursue an informal resolution of the complaint with the agreement of the parties involved. Any party to the complaint may decide to end the informal resolution process and pursue the formal process at any point. Any informal resolution is subject to the approval of the parties and the Superintendent, who shall consider whether the resolution is in the best interest of MSAD 60and the parties in light of the particular circumstances and applicable policies and laws. 3. The AAO/Title IX Coordinator may implement supportive measures to a student to reduce the risk of further discrimination or harassment to a student while an investigation is pending. Examples of supportive measures include, but are not limited to, ordering no contact between the individuals involved or changing classes. 4. The complaint will be investigated by a trained internal or external individual designated by the Superintendent and the AAO/Title IX Coordinator. Any complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor’s authority. Any complaint about the Superintendent should be submitted to the Chair of the Board, who should consult with legal counsel concerning the handling and investigation of the complaint. 5. The investigator shall consult with the AAO/Title IX Coordinator as agreed during the investigation process. 6. The respondent will be provided with an opportunity to be heard as part of the investigation. The complainant shall not be required to attend meetings with the respondent, but may choose to do so as part of an informal resolution process. 7. The complainant and the respondent may suggest witnesses to be interviewed and/or submit materials they believe are relevant to the complaint. 8. If the complaint is against an employee of MSAD 60, any rights conferred under an applicable collective bargaining agreement shall be applied. 9. Privacy rights of all parties to the complaint shall be maintained in accordance with applicable state and federal laws. 10. The investigation shall be completed within 40 calendar days of receiving the complaint, if practicable. Reasonable extensions of time for good reason shall be allowed. 11. The investigator shall provide a written report and findings to the AAO/Title IX Coordinator. C. Findings and Subsequent Actions 1. The AAO/Title IX Coordinator shall consult with the Superintendent concerning the investigation and findings. 2. If there is a finding that discrimination or harassment occurred, the AAO/Title IX Coordinator, in consultation with the Superintendent shall: a. Determine what remedial action, if any, is required to end the discrimination or harassment, remedy its effect, and prevent recurrence; and b. Determine what disciplinary action should be taken against the individual(s) who engaged in discrimination or harassment, if any. 3. Inform the complainant and the respondent in writing of the results of the investigation and its resolution (in accordance with applicable state and federal privacy laws). D. Appeals 1. After the conclusion of the investigation, the complainant or respondent may seek an appeal of the findings solely on the basis of either: a. prejudicial procedural error; or b the discovery of previously unavailable relevant evidence that could significantly impact the outcome. 2. Appeals must be submitted in writing to the Superintendent within five calendar days after receiving notice of the resolution. 3. Upon receipt of a valid appeal, the Superintendent shall provide notice to the other party, along with an opportunity to provide a written statement within five calendar days. 4. The Superintendent shall review the available documentation and may conduct further investigation if deemed appropriate. 5. The Superintendent’s decision on the appeal shall be provided to the parties within ten calendar days, if practicable. The Superintendent’s decision shall be final. E. Records The AAO/Title IX Coordinator shall keep a written record of the complaint process. III. TITLE IX SEXUAL HARASSMENT COMPLAINT PROCEDURE This section should be used only for complaints of Title IX sexual harassment as defined in Section 1.B.1. A. How to Make A Report 1. School employees who have reason to believe that a student has been subjected to sexual harassment are required to promptly make a report to the AAO/Title IX Coordinator. 2. Students, parents/legal guardians or other individuals who believe a student has been sexually harassed are encouraged to make a report to the AAO/Title IX Coordinator. 3. If the individual making the report is the alleged victim, or if the alleged victim is identified by the individual making the report, the AAO/Title IX Coordinator will meet with the alleged victim to discuss supportive measures that may be appropriate in the particular circumstances and explain the process for filing a formal complaint. a. Supportive measures are individualized measures designed to ensure the student can continue to access educational programs and activities (e.g., requiring no contact between individuals or changing classes). b. Supportive measures may be continued even if the alleged victim chooses not to file a formal complaint, if appropriate under the particular circumstances. 4. MSAD 60 cannot provide an informal resolution process for resolving a report unless a formal complaint is filed. 5. Individuals will not be retaliated against for reporting sexual harassment or for participating in an investigation. Retaliation is illegal under federal and state nondiscrimination laws, and any retaliation will result in disciplinary actions, up to and including discharge for employees, or expulsion for students. 6. Any student (or their parent/legal guardian) who believes they have been the victim of sexual harassment is encouraged to utilize MSAD 60's complaint procedure. However, students (and their parents/legal guardians) are hereby notified that they also have the right to report sexual harassment to the Maine Human Rights Commission, 51 State House Station, Augusta, Maine 04333 (telephone: 207-624-6290) and/or to the federal Office for Civil Rights, U.S. MSAD 608 Code: ACAA-R Department of Education, 5 Post Office Square, 8th Floor, Boston, MA 02109-3921 (telephone: 617-289-0111). 7. The Superintendent shall be informed of all reports and formal complaints of sexual harassment. B. How to Make A Formal Complaint 1. An alleged student victim and/or their parent/legal guardian may file a formal written complaint requesting investigation of alleged Title IX sexual harassment. The written complaint must include basic information concerning the allegation of sexual harassment (i.e., date, time, location, individual(s) who allegedly engaged in sexual harassment, description of allegation). Students who need assistance in preparing a formal written complaint are encouraged to consult with the AAO/Title IX Coordinator. 2. In certain circumstances, the AAO/Title IX Coordinator may file a formal complaint even when the alleged victim chooses not to. Examples include if the respondent (person alleged to have engaged in sexual harassment) has been found responsible for previous sexual harassment or there is a safety threat within MSAD 60. In such cases, the alleged victim is not a party to the case, but will receive notices as required by the Title IX regulations at specific points in the complaint process. 3. In accordance with the Title IX regulations, the AAO/Title IX Coordinator must dismiss a formal complaint under this Title IX procedure if: a) the conduct alleged in the formal complaint does not constitute sexual harassment under the Title IX regulations and this policy; or b) if the conduct alleged did not occur within the scope of MSAD 60's education programs and activities; or c) did not occur in the United States. 4. In accordance with the Title IX regulations, the AAO/Title IX Coordinator may dismiss a formal complaint under this Title IX procedure if: a) a complainant withdraws the formal complaint or withdraws particular allegations within the complaint; b) the respondent is no longer employed by or enrolled in MSAD 60; or c) there are specific circumstances that prevent MSAD 60 from gathering evidence sufficient to reach a determination regarding the formal complaint. However, if the conduct potentially violates other policies or laws, it may be addressed through the applicable Board policy/procedure. 5. If a formal complaint is dismissed under this Title IX procedure, the AAO/Title IX Coordinator will promptly and simultaneously send written notices to the parties explaining the reasons. Parties have the opportunity to appeal dismissals in accordance with subsection I below. 6. If the conduct alleged in a formal complaint potentially violates other laws, Board policies, and/or professional expectations, MSAD 60 may address the conduct under Section 2 or another applicable Board policy/procedure. C. Emergency Removal or Administrative Leave 1. The Superintendent may remove a student respondent from education programs and activities on an emergency basis during the complaint procedure: a. If there is a determination (following an individualized safety and risk analysis) that there is an immediate threat to the physical health or safety of an individual arising from the allegations of sexual harassment. Examples of such circumstances might include, but are not limited to, a continued threat of violence against a complainant by a respondent, or a respondent’s threat of self-harm due to the allegations. b. The respondent (and their parent/legal guardian) will be provided notice of the emergency removal, and will be provided an opportunity to challenge the decision following the removal (this is an opportunity to be heard, not a hearing). The respondent has the burden to demonstrate why the emergency removal was unreasonable. 2. The Superintendent may place an employee respondent on administrative leave during the complaint procedure in accordance with any applicable State laws, school policies, and collective bargaining agreement provisions. 3. Any decision to remove a student respondent from education programs and activities on an emergency basis or place an employee on administrative leave shall be made in compliance with any applicable disability laws, including the Individuals with Disabilities Education Act, Section 504 of the Rehabilitation Act, and the Americans with Disabilities Act. D. Notice to Parties of Formal Complaint 1. The Title IX Coordinator will provide to the parties written notice of the formal complaint and allegations of sexual harassment potentially constituting prohibited conduct under the Title IX regulations and this procedure. The notice shall include: a. Notice regarding the complaint procedure and the availability of an informal resolution process; b. Sufficient details known at the time (including identities of parties, if known; the conduct alleged; and the date and location of the alleged incident, if known), with sufficient time to prepare before any initial interview (not less than five calendar days); c. As required by the Title IX regulations, a statement that the respondent is presumed not responsible for the alleged conduct and that a determination of responsibility will be made at the conclusion of the complaint; d. Notice that the parties may each have an advisor of their choice (who may be an attorney), and that the parties may inspect and review evidence; e. Notice that knowingly making false statements or submitting false information during the complaint process is prohibited and may result in disciplinary action; f. Notice of the name of the investigator, with sufficient time (no less than three calendar days to raise concerns of conflict of interest or bias. 2. If additional allegations become known at a later time, notice of the additional allegations will be provided to the parties. 3. The AAO/Title IX Coordinator will discuss supportive measures with each party and implement such measures as appropriate. E. Informal Resolution Process After a formal complaint has been filed, and if the AAO/Title IX Coordinator believes the circumstances are appropriate, the AAO/Title IX Coordinator may offer the parties the opportunity to participate in an informal resolution process to resolve the complaint without completing the investigation and determination process. Informal resolutions cannot be used to resolve a formal complaint where a student is the complainant and the respondent is an employee. Informal resolutions can take many forms, depending on the particular case. Examples include, but are not limited to, facilitated discussions between the parties; restorative justice; acknowledgment of responsibility by a respondent; apologies; disciplinary actions against a respondent or a requirement to engage in specific services; or supportive measures. Both parties must voluntarily agree in writing to participate in an informal resolution process, and either party can withdraw from the process at any time. The Superintendent must agree to the terms of any informal resolution reached between the parties. If an informal resolution agreement is reached, it must be signed by both parties and MSAD 60. Any such signed agreement is final and binding according to its terms. If an informal resolution process does not resolve the formal complaint, nothing from the informal resolution process may be considered as evidence in the subsequent investigation or determination. F. Investigation 1. The complaint will be investigated by a trained internal or external individual designated by the Superintendent and AAO/Title IX Coordinator. Any complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor’s authority. Any complaint about the Superintendent should be submitted to the Chair of the Board, who should consult with legal counsel concerning the handling and investigation of the complaint. 2. The investigator shall consult with the AAO/Title IX Coordinator as agreed during the investigation process. 3. If the complaint is against an employee of MSAD 60, rights conferred under an applicable collective bargaining agreement shall be applied, to the extent they do not conflict with the Title IX regulatory requirements. 4. Privacy rights of all parties to the complaint shall be maintained in accordance with applicable state and federal laws. 5. The investigator will: a. Meet with each party after they have received appropriate notice of any meeting and its purpose, with sufficient time to prepare. b. Allow parties to have their advisor at all meetings related to the complaint, although advisors may not speak on behalf of a party or interfere with the process. c. Allow parties a reasonable opportunity to identify witnesses and submit favorable and unfavorable evidence. d. Interview witnesses and conduct such other activities that will assist in ascertaining facts (e.g., site visits, review of documents). e. Consider evidence that is relevant and directly related to the allegations in the formal complaint. f. During the course of the investigation, provide both parties with an equal opportunity to inspect and review any evidence that is obtained in the investigation that is directly related to the allegations in the formal complaint (including evidence that MSAD 60 does not intend to rely upon in reaching a determination of responsibility), and favorable and unfavorable evidence. g. Prior to completion of the investigation report, provide each party and advisor (if any) the evidence subject to inspection and review, and provide the parties with ten calendar days to submit a written response. h. Consider the parties’ written responses to the evidence prior to completing the investigation report. i. Create an investigative report that fairly summarizes relevant evidence and send the report to the parties and advisors (if any), for their review and written responses within ten calendar days of receipt. j. After receipt of the parties’ written responses (if any), forward the investigation report and party responses to the assigned decision maker. 6. The investigation shall be concluded within 40 calendar days, if practicable. Reasonable extension of time for good reason shall be allowed. G. Determination of Responsibility 1. The decision maker shall provide the parties with the opportunity to submit written, relevant questions that the party wants asked of another party or witness within five calendar days of when the decision maker received the investigation report and party responses. a. The decision maker shall explain to a party proposing questions if the decision maker excludes a question as not relevant. 2. Each party shall be provided the opportunity to review the responses of another party and/or witness, and to ask limited written follow-up questions within five calendar days of receiving the answers. 3. Each party will receive a copy of the responses to any follow-up questions. 4. The decision maker shall review the investigation report, the parties’ responses and other relevant materials, applying the preponderance of the evidence standard (“more likely than not”). 5. The decision maker shall issue a written determination, which shall include the following: a. Identification of all the allegations potentially constituting sexual harassment as defined in the Title IX regulations and this policy; b. A description of the procedural steps taken from receipt of the formal complaint through the determination, including notifications to the parties, interviews with parties and witnesses, site visits, methods used to gather other evidence, and meetings held; c. A determination regarding responsibility as to each allegation and findings of fact supporting the determinations; d. A statement of, and rationale for, the result as to each allegation, including a determination regarding responsibility, any disciplinary sanctions MSAD 60 imposes on the respondent, and whether remedies designed to restore or preserve equal access to MSAD 60's programs and activities will be provided to the complainant; e. MSAD 60's appeal procedure and permissible bases for the parties to appeal the determination. 6. The written determination shall be provided to the parties simultaneously. The determination concerning responsibility becomes final either on the date that MSAD 60 provides the parties with the written determination of the results of the appeal, if an appeal is filed, or, if an appeal is not filed, the date on which the appeal would no longer be considered timely. H. Remedies, Discipline, and Other Actions 1. Remedies Remedies are measures used to ensure that the complainant has equal access to MSAD 60's education programs and activities following the decision maker’s determination. Such remedies may include supportive measures, and may include other appropriate measures, depending upon the determination and the needs of the complainant. The Title IX Coordinator is responsible for implementing remedies and providing any needed assistance to the Complainant. 2. Discipline and Other Actions – Students The following are examples of the types of discipline and other actions that may be imposed on a student when there is a determination that they are responsible for one or more violations involving sexual harassment: a. In or out of school suspension; b. Expulsion; c. Restorative justice; d. Requirement to engage in education or counseling programs. 3. Discipline and Other Actions – Employees The following are examples of the types of discipline and other actions that may be imposed on an employee when there is a determination that they are responsible for one or more violations involving sexual harassment: a. Written warning; b. Probation; c. Demotion; d. Suspension without pay; e. Discharge; f. Performance improvement plan; g. Counseling; h. Training; i. Loss of leadership/stipend position. I. Appeals The parties have the opportunity to appeal a determination regarding responsibility or dismissals of formal complaints. Under the Title IX regulations, appeals are allowed on the following grounds: 1. A procedural irregularity that affected the outcome of the matter; 2. New evidence that was not reasonably available at the time the determination regarding responsibility or dismissal of the formal complaint was made that could affect the outcome of the matter; or 3. The Title IX Coordinator, investigator, or decision maker had a conflict of interest or bias for or against complainants or respondents generally, or the individual complainant or respondent that affected the outcome of the matter. An appeal must be filed in writing within five calendar days of receiving the determination, stating the grounds for the appeal and including any relevant documentation in support of the appeal. Appeals submitted after this deadline are not timely and shall not be considered. 1. Appeals must be filed with the Superintendent, who will consider the appeal. 2. The Superintendent shall notify the other party in writing of the appeal and will allow both parties to submit a written statement in support of, or challenging, the determination of the decision maker. 3. The Superintendent shall conduct an impartial review of the appeal, including consideration of the written record of the matter, and may consult with legal counsel or other MSAD 60 officials in making their decision. 4. The Superintendent shall issue a written decision describing the result of the appeal and rationale for the result, and provide the written decision simultaneously to the parties. The decision will either deny the appeal; grant the appeal and remand to the decision maker for further consideration; or grant the appeal by revising the disciplinary or other action(s). J. Records Records in connection with sexual harassment reports and the complaint process shall be maintained for a minimum of seven years. Legal Reference: Americans with Disabilities Act (42 U.S.C. §12101 et seq., as amended; 28 C.F.R. § 35.107) Section 504 of the Rehabilitation Act of 1973 (Section 504) (29 U.S.C. § 794 et seq., as amended; 34 C.F.R. § 104.7) Title IX of the Education Amendments of 1972 (20 USC § 1681, et seq.); 34 C.F.R. Part 106 Clery Act (20 U.S.C. §1092(f)(6)(A)(v) - definition of sexual assault) Violence Against Women Act (34 U.S.C. § 1092(f)(6)(A)(v) – definition of sexual assault; 34 U.S.C. § 12291(a)(10) – dating violence; 34 U.S.C. §12291(a)(3) – definition of stalking; 34 U.S.C. §12291(a)(8) – definition of domestic violence) Title VI of the Civil Rights Act of 1964 (42 USC § 2000d) Maine Human Rights Act, 5 MRSA § 4551 et seq. 20-A MRSA § 6553 MHRC/MDOE Joint Rule Chapter 94-348 and 05-071, ch. 4 Cross Reference: AC – Nondiscrimination/Equal Opportunity and Affirmative Action ACAA – Harassment and Sexual Harassment of Students ACAD – Hazing GBEB – Staff Conduct with Students JFCK – Student Use of Cellular Telephones and Other Electronic Devices JICIA – Weapons, Violence, and School Safety JICK - Bullying and Cyberbullying Prevention in Schools Adopted: October 19, 2000 Revised: December 4, 2014 March 18, 2021 Page 12 of 12

NEPN/NSBA Code: AC NONDISCRIMINATION/EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION MSAD 60 does not discriminate on the basis of sex or other protected categories in its education programs and activities, as required by federal and state laws/regulations. Discrimination against and harassment of school employees because of race, color, sex, sexual orientation, gender identity, religion, ancestry or national origin, age, disability, or genetic information are prohibited. Discrimination against and harassment of students because of race, color, sex, sexual orientation, gender identity, religion, ancestry or national origin, or disability are prohibited. The Board directs the school administration to implement a continuing program designed to prevent discrimination against all applicants, employees, students, and other individuals having access rights to school premises and activities. MSAD 60 has designated and authorized an Affirmative Action Officer/Title IX Coordinator who is responsible for ensuring compliance with all federal and state requirements relating to nondiscrimination, including sexual harassment. The Affirmative Action Officer/Title IX Coordinator is a person with direct access to the Superintendent. MSAD 60 has implemented complaint procedures for resolving complaints of discrimination/harassment and sexual harassment under this policy. MSAD 60 provides required notices of these complaint procedures and how they can be accessed, as well as MSAD 60's compliance with federal and state civil rights laws and regulations to all applicants for employment, employees, students, parents, and other interested parties. Legal Reference: Equal Employment Opportunity Act of 1972 (P.L. 92-261), amending Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000 (e) et seq.) Title IX of the Education Amendments of 1972 (20 U.S.C. § 1681 et seq.); 34 C.F.R. Part 106 (Title IX regulations) Title VI of the Civil Rights Act of 1964 (42 U.S.C. § 2000d) Age Discrimination in Employment Act of 1967 (29 U.S.C. § 621 et seq.) Equal Pay Act of 1963 (29 U.S.C. § 206) Section 504 of the Rehabilitation Act of 1973 (Section 504) (29 U.S.C. § 794 et seq.), as amended Americans with Disabilities Act (42 U.S.C. § 12101 et seq.), as amended Genetic Information Nondiscrimination Act of 2008 (42 U.S.C. § 2000ff et seq.) Maine Human Rights Act (5 MRSA § 4551 et seq.), as amended Cross Reference: MSAD 60 Affirmative Action Plan ACAA – Harassment and Sexual Harassment of Students ACAA-R – Student Discrimination/Harassment and Title IX Sexual Harassment Complaint Procedures ACAB – Harassment and Sexual Harassment of School Employees ACAB-R – Employee Discrimination/Harassment and Title IX Sexual Harassment Complaint Procedures Adopted: March 12, 1987 Revised: October 19, 2000 July 12, 2012 December 4, 2014 November 7, 2019 March 18, 2021

Code: ACAA HARASSMENT AND SEXUAL HARASSMENT OF STUDENTS Harassment of students because of race, color, sex, sexual orientation, gender identity, religion, ancestry or national origin, or disability is prohibited. Such conduct is a violation of Board policy and may constitute illegal discrimination under state and federal laws. School employees, fellow students, volunteers, visitors to the schools, and other persons with whom students may interact in order to pursue or engage in education programs and activities, are required to refrain from such conduct. Harassment and sexual harassment of students by school employees is considered grounds for disciplinary action, up to and including discharge. Harassment and sexual harassment of students by other students is considered grounds for disciplinary action, up to and including expulsion. The Superintendent will determine appropriate sanctions for harassment of students by persons other than school employees and students. A. Harassment Harassment includes, but is not limited to, verbal abuse and other offensive conduct based on race, color, sex, sexual orientation, gender identity, religion, ancestry or national origin, or disability. Harassment that rises to the level of physical assault, battery and/or abuse, and/or bullying behavior are also addressed in Board Policies JICIA – Weapons, Violence, and School Safety and JICK – Bullying and Cyberbullying Prevention in Schools. B. Sexual Harassment Sexual harassment is addressed under federal and state laws/regulations. The scope and definitions of sexual harassment under these laws differ, as described below. 1. Title IX Sexual Harassment Under the federal Title IX regulations, sexual harassment includes the following conduct on the basis of sex which takes place within the context of MSAD 60’s education programs and activities: a. “Quid pro quo” sexual harassment by a school employee: Conditioning a school aid, benefit, or service (such as a better grade or a college recommendation) on an individual’s participation in unwelcome sexual conduct; b. “Hostile environment” sexual harassment: Unwelcome conduct based on sex that a reasonable person would determine is so severe, pervasive, and objectively offensive that it effectively denies an individual’s equal access to MSAD 60's education programs and activities; or c. Sexual assault, dating violence, domestic violence, and stalking as these terms are defined in federal laws. 2. Sexual Harassment Under Maine Law Under Maine law, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the following situations: a. Submission to such conduct is made either explicitly or implicitly a term or condition of a student’s educational benefits; b. Submission to or rejection of such conduct by a student is used as the basis for decisions on educational benefits; or c. Such conduct has the purpose and effect of substantially interfering with a student’s academic performance or creates an intimidating, hostile, or offensive environment. C. Reports and Complaints of Harassment or Sexual Harassment All school employees are required to report possible incidents of harassment or sexual harassment involving students to the Affirmative Action Officer/Title IX Coordinator. Failure to report such incidents may result in disciplinary action. Students, parents/legal guardians, and other individuals are strongly encouraged to report possible incidents of harassment or sexual harassment involving students to the Affirmative Action Officer/Title IX Coordinator. The Affirmative Action Officer/Title IX Coordinator is also available to answer questions and provide assistance to any individual who is unsure whether harassment or sexual harassment has occurred. All reports and complaints of harassment or sexual harassment against students shall be addressed through ACAA-R – Student Discrimination/Harassment and Title IX Sexual Harassment Complaint Procedures. Legal Reference: Americans with Disabilities Act (42 U.S.C. §12101 et seq., as amended; 28 C.F.R. § 35.107) Section 504 of the Rehabilitation Act of 1973 (Section 504) (29 U.S.C. § 794 et seq., as amended; 34 C.F.R. § 104.7) Title IX of the Education Amendments of 1972 (20 USC § 1681, et seq.); 34 C.F.R. Part 106 Clery Act (20 U.S.C. §1092(f)(6)(A)(v) - definition of sexual assault) Violence Against Women Act (34 U.S.C. § 1092(f)(6)(A)(v) – definition of sexual assault; 34 U.S.C. § 12291(a)(10) – dating violence; 34 U.S.C. §12291(a)(3) – definition of stalking; 34 U.S.C. §12291(a)(8) – definition of domestic violence) Title VI of the Civil Rights Act of 1964 (42 USC § 2000d) Maine Human Rights Act, 5 MRSA § 4551 et seq. 20-A MRSA § 6553 MHRC/MDOE Joint Rule Chapter 94-348 and 05-071, ch. 4 Cross Reference: ACAA-R – Student Discrimination/Harassment and Title IX Sexual Harassment Complaint Procedures AC – Nondiscrimination/Equal Opportunity and Affirmative Action ACAD – Hazing GBEB – Staff Conduct with Students JFCK – Student Use of Cellular Telephones and Other Electronic Devices JICIA – Weapons, Violence, and School Safety JICK - Bullying and Cyberbullying Prevention in Schools Adopted: November 30, 1989 Revised: October 19, 2000 October 21, 2010 December 4, 2014 November 7, 2019 March 18, 2021

SCHOOL ADMINISTRATIVE DISTRICT NO. 60 BOARD OF DIRECTORS’ Meeting Live Stream Link March 11, 2021 Workshop Start Time 7:00pm End Time 8:00 pm AGENDA ***Cost Center Workshop 7pm***

MINUTES OF THE BOARD OF DIRECTORS’ MEETING, March 4, 2021 A meeting of the Board of Directors was held virtually at Noble High School on March 4, 2021 at 7:00 pm, with all members present virtually. Ms. Neubert shared the public input statement. Public Input for March 4, 2021. Ms. Hopper made the motion and it was seconded by Ms. Neubert to accept the minutes of February 18, 2021 as amended. All members voted in favor except Ms. Potter and Ms. Hagenbuch who abstained and the motion passed. Donation of $700 to the Backpack Program from the Anton Rhzahnov family. Mr. Doiron made the motion and it was seconded by Ms. Potter to gratefully accept the donation of $700 to the Backpack program. All members voted in favor and the motion passed. Attendance update. Superintendent updated that student attendance average for February 22- March 4 ranged from 87%- 96%. The staff attendance averaged about18 absences per day. Use of facilities… We will be looking at the use of inside and outside facilities. The board is open to outside use of facilities, but that does entail use of bathroom facilities etc. More information will be gathered for a future meeting and we will solidify the plans. The Superintendent and Board discussed what is the goal of the March 18th Workshop. The workshop on March 18th is designed to discuss in person learning and increasing time for our 9-12 students. Concern about social emotional health for our adolescents is very high, as well as balancing the health and safety guidelines that are still in place from the CDC. Graduation updates… We are continuing to receive guidance from the state of Maine DOE and we are hopeful for more information in the very near future. Superintendent’s Budget Overview: Thank you for allowing me to present the Superintendent’s Budget for FY 22. The FY 2022 Budget represents a $991,628 increase to taxpayers which is equivalent to a 4.79% increase from the FY 2021 District Budget. Before highlighting the major driving factors of that increase, I‘d like to talk about the process. In early fall, cost centers met and together we identified 2 goals for this budget cycle. The goals focused on Social/Emotional Learning and support, as well as our continued work on increasing literacy skills for all students Kindergarten to grade 12. From there, cost centers began to develop budgets taking into consideration the two goals previously identified. The detail pages in each of the school building costs center budgets addresses those goals through Professional Development, Guidance Supplies, Instructional Supplies and Textbooks. Over the last few months, cost centers and the central office met to review budgetary requests, honing in on the goals, while also addressing Facilities and Capital Improvement Projects, School Nutrition, Technology, Transportation, and Health. As a result of the ongoing cost center meetings, the full budget was compiled and presented to the Facilities and Finance Committee for discussion and review. The initial budget was dated 2/18/21 and represented a 6.82% increase to taxpayers. At the Facilities and Finance Committee level, discussion occurred around ways to lower the percent increase of 6.82%. Due to the fact that the budget was already lean, the committee asked that cost center budgets be reviewed again rather than the Facilities and Finance Committee creating a decision sheet at that point in time. The result of the Facilities and Finance Committee meetings and further honing in on each cost center budget, the revised District Budget, dated 3/1/21 was created. For discussion purposes, please be sure you are referring to the documents dated as 3/1/21 in the bottom left hand corner. As we delve into this budget, you have a sheet listing some changes that occurred between both drafts. Again, those changes are a result of the decision of the Facilities and Finance Committee to bring an overall % increase to taxpayers less than the initial 6.82% A great deal of our BOD meetings have focused on the impact of COVID-19 in the school setting. The budget has also been impacted as we highlighted a few weeks ago during a financial update. I will take some time right now to remind the board of those factors: Governor Mills notified us in the fall of 2020 that she would refrain from curtailment in FY 21 and would instead curtail funds in FY 22 so Districts could plan for that. As a result, MSAD #60 will not only be losing $367,211 in state subsidy but we will not receive the fund increase in subsidy which is typical. Due to the federal mandate that School Nutrition Projects operate under the Summer Food/Summer Program, the district is providing meals to all students at no cost. MSAD #60 School Nutrition is running at a loss of approximately $2,000 per day and under this mandate we anticipate a $500,000 deficit for FY 22’. $102,000 is currently represented in the district budget while the remainder will come from COVID related grant money. Last July, the voters approved 4 projects (sprinkling of Leb, No Ber, Ber, asbestos abatement NMS) for 1.8 million dollars with the state paying all but $733,000 which will be paid back to the Maine Bond Bank over 10 years. When the projects went out to bid, the bids came in $500,000 over the projected 1.8 million dollars. The Building Committee, Facilities and Finance Committee, and the BOD sees these projects as necessary and given the significant state grant funding, agrees it is responsible for MSAD 60 to pay the overage to complete the work. That $500,00 overage is represented in the FY 22’ budget. Major construction projects in the form of additions in all three towns are in the planning stages. The current estimate of $100,000 in payment of engineers and architects for the new project development is also reflected in this budget. Staffing is typically another driving factor in the district budget. We are proposing the addition of the following positions: -1 Kindergarten teacher at NBES due to projected enrollment -1 Advanced Math teacher at NMS to be shared between Grades 6 and 7 -1.5 teachers at the high school which were formerly grant funded but are coming back into the district budget- Multiple Pathways teachers. -1 Permanent Sub. for Special Education-self contained -1 Part time bookkeeper to assist with the additional documentation requirements for the federal grants, SRRF projects, and upcoming building projects. In addition to these new positions we are proposing changes to some current positions: -Increase the Literacy Coach at VEH School by 1 day to address ongoing professional development to staff and support and guidance to teachers new to the classroom. -Increase the Community Engagement Coordinator 10 hrs. per week to broaden the scope of the position to include working with students and their families who have chronic attendance issues. -Increase .4 for a School Psychological Provider. I would like to draw your attention to the slides Sue will be presenting. Both slides provide a breakdown of costs. The first slide is the overall budget breakdown. As you can see, our fixed costs; salaries, wages, and benefits total 85% of the entire budget. Again, those are fixed costs largely driven by contracts and insurance premiums. Going through the remainder of the list….. Purchased/Contracted services (ie:Specialty Services-heating) account for 7.8% of the budget while Supplies/Books and Dues/Fees account for just 6% of the total budget….. The second chart shows a further breakdown of salaries and benefits. I’ll give you a moment to review that. Moving to estimated revenue for FY22, you will see that overall revenue is up $40,000 from FY21, but the amounts in each category have shifted. We will receive $367,211 less in state subsidy due to the previously mentioned curtailment from the state. FY22 will use more fund balance than FY21 to cover the costs of one-time expenses and to reduce the impact to taxpayers. MHA student tuition will increase to reflect 7 out-of-district students in the program. You will also note that we no longer will receive reimbursement for shared employees from MSAD 35. Technology Director Chris Russo and Installation and Service Technician Steve Vitale will not be shared between MSAD #60 and MSAD#35. The need for dedicated staff in both districts is too great with technology demands. As you remember, our two goals for this budget cycle focus on Social/Emotional Learning and Supports and continued work on increasing literacy skills for all students kindergarten to grade 12. We have been fortunate to receive another Federal COVID-related grant which we will use for FY 22’ to further address Educational Recovery (aka Learning Loss for math and literacy), Multi Tiered System of Support (MTSS, formally RTI), a Remote Learning Academy, technology, and School Nutrition. All of these areas of focus address the budget cycle goals. That wraps up the budget overview. I realize this overview covered a lot of information as does the budget itself. Next Thursday, March 11th, there is a scheduled budget workshop. At that time, there will be an opportunity to meet with all cost centers to ask specific questions related to their budgets. There will also be dedicated time for board discussion. Mr. Doiron left the meeting. The Superintendent shared a request for a leave of absence for Hanson Elementary School Teacher Katelynn Fink. Ms Potter made the motion and it was seconded by Ms Hagenbuch to approve this request. Superintendent Beauvais shared with the Board the letter of retirement submitted by Margie Smith. Ms Smith is currently a speech and language therapist at North Berwick Elementary School. Ms Potter made the motion to accept and was seconded by Ms. Hagenbuch. The Board voted, all in favor to accept. The Board is very happy for Ms Smith for her but are accepting her notice of retirement with regret. Finally the Superintendent shared the resignation of teachers Kristen Bennett who is currently on LOA, Nickie Dawes who is currently also on an LOA and Andy Kyriakoutsakos. Ms Potter made the motion and it was seconded by Ms. Hagenbuch to accept the resignations. All members voted in favor to accept the resignations. Other.. none Public Input Continued Ms Potter made the motion and it was seconded by Ms Neubert to adjourn. All members voted in favor and the motion passed. Adjourned at 8:25 pm. Respectfully Submitted, Audra Beauvais

March 20, 2021 Dear MSAD #60 Community; This is being sent to inform you that we have an individual associated with Noble Middle School (Grades 6,7) who has tested positive for COVID-19. Students and staff considered “potential” close contacts of this individual have been notified and will be participating in remote learning until March 29, 2021. In addition, there are three individuals who tested positive at Hanson School/Lebanon Elementary School. These individuals were not in school during the infectious period, therefore, no close contact tracing needed to occur. Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support. Sincerely, Audra E. Beauvais Superintendent of Schools

March 19, 2021-CLARIFICATION Dear MSAD #60 Community; This is being sent to inform you that we have an individual associated with Noble High School (Grades 8-12) who has tested positive for COVID-19. Students and staff considered “potential” close contacts of this individual have been notified and per the guidance of the CDC, and out of an abundance of caution, students and staff who are considered close contacts will be participating in remote learning until the week of March 29, 2021. Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support as we navigate this very fluid situation. Sincerely, Audra E. Beauvais Superintendent of Schools

March 18, 2021 Dear Staff, Students, and Families, This letter is to share that there has been an individual associated with the Noble Middle School (grades 6,7) who has a positive Coronavirus Disease 2019 (COVID-19) test result. Due to the potential impact to staff, the entire Maroon 7 Team will need to participate in school remotely until March 29, 2021 (2 in-person days are now moved to remote). Students may return to in-person learning on March 29, 2021. School representatives have contacted those directly who have been identified as a close contact of the individual who has tested positive. The CDC will also be contacting these families as well as any others who may be identified as close contacts as contact tracing begins. Close contacts will be asked to quarantine for 10 days from last exposure to the positive individual. A negative test result does not release an individual from quarantine. There are a few other positive cases to report but due to the timing, these cases do not have impact on close contacts/contact tracing in the school setting: One individual from Noble High School (Grades 8-12) One individual from Noble Middle School (Grades 6,7) One individual from Grade 4 and Grade 5 (Noble Middle School building) One individual from Transportation For general COVID-19 questions, dial 211 (or 1-866-811-5695). You can also text your ZIP code to 898-211 or email info@211maine.org. Call a health care provider for questions about your symptoms. More information can be found at www.maine.gov/dhhs/coronavirus or www.cdc.gov/coronavirus. Any changes to the current situation will be relayed to our families as quickly as possible. Please understand that our goal is to keep all of our students and staff safe. Sincerely, Audra Beauvais Superintendent of Schools

SCHOOL ADMINISTRATIVE DISTRICT NO. 60 BOARD OF DIRECTORS’ Meeting Live Stream Link March 18, 2021 Meeting Start Time 7:00pm End Time 8:00 pm AGENDA Call to Order Public Input Statement-Vice Chair Public Input should be added here. Your statement will be read on air to the Board. Student Report Minutes of March 4, 2021 Policy Second Reading AC(R)- Nondiscrimination/Equal Opportunity And Affirmative Action ACAA(r)- Harassment and Sexual Harassment of Students ACAA-R (R) -Student Discrimination and Harassment of Students Complaint Procedure ACAB(r)- Harassment and Sexual Harassment of School Employees ACAB-R(r)- Harassment and Sexual Harassment of School Employees Complaint Procedure 6. Budget Review/ Questions Workshop: Review Hybrid Plan 7. Educational Programming Updates Attendance Staff Vaccination 8. Employment: New Hires, Retirement and Resignation 9.Other 10. Adjournment

MINUTES OF THE BOARD OF DIRECTORS’ MEETING, February 18, 2021 A meeting of the Board of Directors was held virtually at Noble High School on February 18, 2021 at 7:00 pm, with all members present virtually and in person except Ms. Potter and Ms. Hagenbuch. Ms. Neubert shared the public input statement. Public Input: None at this time however, Ms. Mallett asked about how to remind folks that public input is a great opportunity for their input. Ms. Erin Kinsey, student representative, shared that some students are struggling with the current mode of education due to the pandemic. Stressors, such as schedule changes etc, have increased. The teachers are doing a good job with providing office hours and times to check in with students one on one. They have been open to any students who want to chat. The limited opportunities for students and for families in general is difficult. The balance of safety and stress is difficult. Ms. Hopper made the motion and it was seconded by Ms. Corliss to accept the minutes February 4, 2021 as amended. All members voted in favor except Mr. Doiron who abstained and the motion passed. The superintendent shared that there was a $400 donation from Brandon and Rebecca Brow to the Backpack Program. This donation was very much appreciated. Ms. Mallett shared a letter that she has drafted to the Governor and Dr. Shaw to ask that teachers be placed on a priority list. The board discussed the importance of getting our students back in school and how having teachers vaccinated would be supportive. The board agreed to support the letter and sign off. Ms. Denise Van Campen, business manager, then reviewed the current amount of PPE materials we have on hand. We are in good shape. Update on athletics… Games began this week in basketball. Both the boys and girls teams played. Intramural at the high school will begin soon. Transportation update: We have been able to hire a new driver and will re-establish a run in Berwick that will Eliminate the shuttle runs downtown. Attendance update:Attendance for staff 94-98% Attendance for students 91-98% Ms. Amy Creighton, Director of Nursing, shared that the Knowlton school outbreak status has been closed. She also shared that we did have an exposure by an individual associated with NHS athletics. All close contacts have been notified and we do have students and coaches who will need to quarantine for ten days. We have a facilities and finance committee meeting with the Building Committee on Monday at 4:30. Then on Tuesday the facilities and finance committee will meet with the cost centers from 9-12 to hear about their budgets. The budget binders are ready to be picked up at the central office from 8-12 tomorrow. And if not, then just let us know and we can meet you next week. Other business: Tri Town Book mobile received a $1500 grant from KSB to provide a book to our seniors… The Boy, the Mole, the Fox and the Horse. It’s a story that provides hope during these really difficult times. Ms. Laura Cashell, the Tri Town Book Mobile coordinator, was featured on WMTW at noon on Feb. 17th and here’s the link to see the broadcast. The story was also featured in the Weekly Sentinel and BCTV. Ms. Mallett noted that we will be receiving an update on the state of the district at this point. We will be providing it at our March meeting. Mr. Doiron asked if we had received any information from the state regarding testing in the community and through the school. Thus far we have not received any information. Hopeful that more information will be forthcoming. Ms. Neubert made the motion and it was seconded by Ms. Corliss to adjourn. All members voted in favor and the motion passed. Adjourned at 7:38pm. Respectfully Submitted, Audra Beauvais

March 10, 2021 Dear MSAD #60 Community; This is being sent to inform the community of updated positive case information: An individual associated with Mary Hurd Academy has tested positive for COVID-19. All individuals identified as close contacts have been notified. All students and staff will participate in remote learning until March 16, 2021. An individual associated with North Berwick Elementary School tested positive for COVID-19. No close contacts were identified due to the timing of this positive case. Please continue to monitor your child for any signs or symptoms of COVID-19 and please do not send your child to school if he/she has been tested and you are awaiting results. Here is the link to the pre-screening tool which should be used daily prior to school for students and staff. If you have any questions, please contact your school’s nurse. Sincerely, Audra E. Beauvais Superintendent of Schools

March 4, 2021 Dear MSAD #60 Community; This is being sent to inform you that we have an individual associated with Noble Middle School (which houses North Berwick, Grade 4 and District, Grade 5) who has tested positive for COVID-19. Students and staff considered “potential” close contacts of this individual have been notified and per the guidance of the CDC, the students and teacher will be participating in remote learning until March 15, 2021. Due to the number of students and staff impacted, and out of an abundance of caution, all students and staff at Noble Middle School (North Berwick, Gr. 4 and District Gr. 5) will participate in remote learning tomorrow, Friday. This will give custodial staff the opportunity to provide a deep cleaning. School will resume for in-person learning, Monday, March 8, 2021 for those not identified as close contacts. In addition, an individual associated with Hanson Elementary School has tested positive for COVID-19, but because of timing, no close contacts have been identified. Please continue to monitor your child for any signs or symptoms of COVID-19. If you have any questions, please contact your school’s nurse. Thank you for your continued support as we navigate this very fluid situation. Sincerely, Audra E. Beauvais Superintendent of Schools

March 4, 2021 Dear Potential Bidders: The Board of Directors of MSAD #60 invites your firm to bid on the bus detailed below. The bid opening will be on Friday, April 9, 2021 at 10:00 a.m. at the Central Office, 100 Noble Way, North Berwick, ME 03906. Bids may be mailed to MSAD #60, 100 Noble Way, North Berwick, ME 03906. Please use this form and enter your bid amounts below and add your contact information. Clearly list the amounts you are bidding for each vehicle. Please submit this bid document in a sealed envelope clearly marked “MSAD #60 Bus Bid Document”. The vehicles are located at the MSAD #60 Bus Garage out behind Noble High School in North Berwick for viewing. If you have questions please contact Jeremiah Cyr at 676-2855. The Board of Directors reserves the right to reject any or all bids and to accept any bid that serves the best interest of the District. Regards, Audra Beauvais Superintendent of Schools Bus #15 2013 Chevy Vin #1GB3G3BG2D1180915- MidBus 12 pass plus 2 spots for wheelchairs, 6.0 gas engine, Automatic Transmission, Collins Body with chair lift, mileage 159,509 miles, bus needs a water pump and driver’s side mirror, As Is, Where Is BID AMOUNT: ____________________________ Bus #50- 2011 GMC, VIN#1GB3G3BGOB1160336-MidBus 12 pass plus 2 spots for wheelchairs, 6.0 gas engine, Automatic Transmission, Collins body with chair lift, mileage 199,602, Runs and Drives, As Is, Where Is BID AMOUNT: ____________________________ Bus #16- 2009 International IC VIN#4DRBUAAN19B112154 77 Passenger Bus,Diesel Engine, Automatic Transmission, mileage 152,723, Runs and Drives, As Is, Where Is BID AMOUNT: ____________________________ Bus #23 2010 International IC VIN#4DRBUAAN5AB244404- 77 Passenger Bus, Diesel Engine, Automatic Transmission, mileage 214,459, Runs and Drives, As Is, Where Is BID AMOUNT: ____________________________ ____________________________________ ___________________ Signature of Bidder Date Printed Name of Bidder_______________________________________ Bidder’s address and phone #__________________________________ _________________________________________________________

SCHOOL ADMINISTRATIVE DISTRICT NO. 60 BOARD OF DIRECTORS’ Meeting Live Stream Link February 4, 2021 Meeting Start Time 7:00pm End Time 8:00 pm AGENDA Call to Order 1. Public Input Statement-Vice Chair 2. Public Input should be added here. Your statement will be read on air to the Board. 3. Student Report 4. Minutes of January 21, 2021 5. Financial Update 6. Policy First Reading AC(R)- Nondiscrimination/Equal Opportunity And Affirmative Action ACAA(r)- Harassment and Sexual Harassment of Students ACAA-R (R) -Student Discrimination and Harassment of Students Complaint Procedure ACAB(r)- Harassment and Sexual Harassment of School Employees ACAB-R(r)- Harassment and Sexual Harassment of School Employees Complaint Procedure 7. Educational Programming Updates: Athletics Transportation Attendance 8. Board Transitions 9. Employment: New Hires, Retirement and Resignation 10. Other 11. Adjournment

SCHOOL ADMINISTRATIVE DISTRICT NO. 60 BOARD OF DIRECTORS’ Meeting Live Stream Link March 4, 2021 Meeting Start Time 7:00pm End Time 8:00 pm AGENDA Call to Order 1.Public Input Statement-Vice Chair 2. Public Input should be added here. Your statement will be read on air to the Board. 3. Student Report 4. Minutes of February 18, 2021 5. Donation Backpack Program: Anton Rzhanov Family $700 6. Educational Programming Updates Attendance 7. Facilities Use Discussion 8. March 18th Workshop Discussion 9. Budget Presentation 10. Employment: New Hires, Retirement and Resignation 11. Other 12. Adjournment

March 2, 2021 Dear Students, Families, and Staff, This letter is to provide updated case information as we continue to navigate this year with transparency. We have had two individuals associated with our transportation department who have tested positive for COVID-19. Because we were not in school during their infectious period, there were no close contacts identified. We were notified by another school district that there was an exposure to one of our athletic teams, close contacts have been identified. We have also been made aware that there have been cases involved with Sanford Regional Technical Center in which some Noble students were traced to be close contacts, all of which have been notified. COVID-19 is a respiratory illness that ranges from mild to severe. It can be more severe in adults 60 years and older and in those with underlying conditions. The virus mainly spreads when an infected person coughs or sneezes and an uninfected person breathes in the virus. Signs and symptoms include: • fever or chills • new loss of taste or smell • cough • sore throat • shortness of breath or difficulty breathing • congestion or runny nose • fatigue • nausea or vomiting • muscle or body aches • diarrhea • headache Please keep in mind that many things can cause respiratory illness, so students and staff should be up-to-date on influenza and routine vaccinations. Maine CDC recommends preventive measures to prevent the spread of COVID-19. These measures include proper handwashing with soap and warm water, which is especially important after using the bathroom, before eating, and after blowing your nose, coughing, or sneezing. When soap and water are not available, use an alcohol-based hand sanitizer with at least 60 percent alcohol. Avoid touching your eyes, nose, and mouth with unwashed hands and avoid close contact with people who are sick. Cover your cough or sneeze into a tissue, then throw the tissue in the trash. Clean and disinfect frequently touched objects and surfaces using a regular household cleaning spray or wipe. For general COVID-19 questions, dial 211 (or 1-866-811-5695). You can also text your ZIP code to 898-211 or email info@211maine.org. Call a health care provider for questions about your symptoms. More information can be found at www.maine.gov/dhhs/coronavirus or www.cdc.gov/coronavirus. Any changes to the current situation will be relayed to our families as quickly as possible. Please understand that our goal is to keep all of our students and staff safe. Sincerely, Audra E. Beauvais Superintendent of Schools

Due to power outages some staff and students are experiencing educational disruption. Please contact your students teacher as soon as you are able to and today will be considered an excused absence.

Lebanon and Hanson Elementary Schools (only grades K-4) are being dismissed due to power outages at both schools.

MINUTES OF THE BOARD OF DIRECTORS’ MEETING, February 4, 2021 A meeting of the Board of Directors was held virtually at Noble High School on February 4, 2021 at 7:00 pm, with all members present virtually and in person except Mr. Doiron. Ms. Neubert shared the public input statement. Public Input: Mr. Hutchinson of North Berwick: We haven’t gotten a clear answer on Power outages vs snow days: if a section of one town is w/o power for more than a day, how is it fair for those kids to be accounted for the same work as the others? It is the absence of the SCHOOL Not the child. The Superintendent assured the board that a student who is unable to tune in due to power outages, etc., will NOT be held accountable. Ms. Potter made the motion and it was seconded by Ms. Neubert to accept the minutes of January 21, 2021 as amended. All members voted in favor and the motion passed. Ms. Erin Kinsey, student representative (a junior at Noble High School) was introduced and shared an update regarding activities that are occurring (and those NOT occurring) at this time. Sports are just getting underway. An online gaming club has started up as well. She expressed her thanks for being asked to join the board as the student representative and shared that she was looking forward to being a part of the process. Denise Van Campen, Business Manager, shared a financial update for the district. She gave an overview of all of the grants regarding Covid Relief. She wanted to thank her office staff, specifically Maryellen Bourbon and Kathy Vancour for their incredible dedication and work that provided at the end of the year to help finalize the CRF funds and documentation necessary. Ms. Van Campen then reviewed the financial summary for December for the district. She then reviewed further financial information. There will be a revenue shortfall due to the lack of sports this year, no sports fees were collected. There is a shortage in the interest earned as well (due to very low interest rates these days). However there have been some areas of savings due to the circumstances surrounding the pandemic. Technology, building maintenance, transportation, athletics. School nutrition has been particularly up and down this year due to a variety of factors. Ms. Van Campen shared that the federal government approved an emergency “summer program” modality of providing meals which has caused a shortage. The Superintendent shared with the board updates regarding Covid-19 and our responses: Attendance for staff 96-98% Attendance for students 92-98% Ms. Amy Creighton, Director of Nursing, shared that Indoor band practicing has been given the green light to come indoors with fairly strict requirements. Ms. Creighton shared the process leading up to setting this up going forward. Chorus regulations have not been lifted for indoors yet. Hoping that will change in the near future. She shared updates from the CDC. Ms. Mallett asked about any changes in the masking regulations/requirements. We are working from the current CDC guidelines. Two layers, fitting snugly around nose and mouth is considered to be the gold standard. Ms. Mallett also asked about potential testing in schools. We currently have no plans for that nor is the state recommending it at this time. Ms. Schaeffer asked about providing N95s for all staff and Ms. Creighton shared that they would need to be fitted by a professional for each teacher. If staff wanted to provide their own N95s, that would be perfectly fine. We have a large supply of masks still available to staff and students. Ms. Creighton shared that if vacation travel is planned, staff and students should plan on either a 10 full days quarantine or provide a negative test within 72 hours of returning to Maine. Look at the Maine CDC site for specific information. Maine, NH and Vermont are open travel. Our families have been incredibly supportive and responsive to the travel planning necessary. Athletics… we had our first official set of practices this week (although only Wednesday and Thursday due to the snow earlier in the week). Transportation...We have recently hired a driver to fill the route that was vacated in November. To manage the students at that time we combined that route with several others. With the additions of students for the new semester we made more adjustments including shuttle buses, which caused a bit of a challenge with notifications. With The addition of this driver we plan to move forward with putting that particular route back in place, alleviating the need for the recently added shuttle buses in Berwick at the Hussey school. The bus #5 route will be back in operation after February break and we have procedures in place to address the notification issue that occurred when we added the shuttles. We continue to add students for extra days at the High School for additional help. The list of new students and students going from remote to hybrid seems to be static at this time at around 60 students. Employment: Ann Marie Roy, longtime educational technician at North Berwick Elementary School, has put in a letter of retirement effective at the end of the school year. We thank her for her years of service. Other : Ms.Mallett urged the other board members to go to the Maine School Board Association meetings. Ms. Potter made the motion and it was seconded by Ms. Neubert to adjourn. All members voted in favor and the motion passed. Adjourned at 8:30 pm. Respectfully Submitted, Audra Beauvais

February 18, 2021 Dear MSAD #60 Community; This is being sent to inform the community of updated positive case information: An individual associated with Noble High School athletics has tested positive for COVID-19. All individuals identified as close contacts have been notified. Please continue to monitor your child for any signs or symptoms of COVID-19 and please do not send your child to school if he/she has been tested and you are awaiting results. Here is the link to the pre-screening tool which should be used daily prior to school for students and staff. If you have any questions, please contact your school’s nurse. Sincerely, Audra E. Beauvais Superintendent of Schools

Noble News february 2021

Date 2/14/21 Dear Students, Families, and Staff, This letter is to inform you that there has been an individual associated with Hussey School who has a positive Coronavirus Disease 2019 (COVID-19) test result. Students and staff identified as close contacts have been notified. There is a possibility that other staff or students came in contact with this individual and therefore may be exposed to the virus. We are informing you out of an abundance of caution. Please monitor yourself/your student for signs and symptoms. Call a health care provider if symptoms start. It is important that you call a healthcare facility before you show up in person. And please, stay home if you are sick. The CDC will also be contacting these families as well as any others who may be identified as close contacts as contact tracing begins. Close contacts will be asked to quarantine for 10 days from last exposure to the positive individual. A negative test result does not release an individual from quarantine. COVID-19 is a respiratory illness that ranges from mild to severe. It can be more severe in adults 60 years and older and in those with underlying conditions. The virus mainly spreads when an infected person coughs or sneezes and an uninfected person breathes in the virus. Signs and symptoms include: • fever or chills • new loss of taste or smell • cough • sore throat • shortness of breath or difficulty breathing • congestion or runny nose • fatigue • nausea or vomiting • muscle or body aches • diarrhea • headache Please keep in mind that many things can cause respiratory illness, so students and staff should be up-to-date on influenza and routine vaccinations. Maine CDC recommends preventive measures to prevent the spread of COVID-19. These measures include proper handwashing with soap and warm water, which is especially important after using the bathroom, before eating, and after blowing your nose, coughing, or sneezing. When soap and water are not available, use an alcohol-based hand sanitizer with at least 60 percent alcohol. Avoid touching your eyes, nose, and mouth with unwashed hands and avoid close contact with people who are sick. Cover your cough or sneeze into a tissue, then throw the tissue in the trash. Clean and disinfect frequently touched objects and surfaces using a regular household cleaning spray or wipe. For general COVID-19 questions, dial 211 (or 1-866-811-5695). You can also text your ZIP code to 898-211 or email info@211maine.org. Call a health care provider for questions about your symptoms. More information can be found at www.maine.gov/dhhs/coronavirus or www.cdc.gov/coronavirus. Any changes to the current situation will be relayed to our families as quickly as possible. Please understand that our goal is to keep all of our students and staff safe. As we see cases throughout the state, we would also like to take this opportunity to stress how important it is that students and staff do not come to school as they await test results. We want to remain “open for school” for our students and staff as long as we can in the safest manner possible. Thank you for your assistance! Sincerely, Audra Beauvais Superintendent of Schools

February 9, 2021 Dear MSAD #60 Community; This is being sent to inform the community of updated positive case information: An individual associated with 4/ 5 school (Cranberry Meadow Road) has tested positive for COVID-19. Due to timing, this case does not have impact on close contacts/contact tracing in the school setting. There is one individual who has tested positive at Noble Middle School (Noble High School building). Close contacts have been notified. Please continue to monitor your child for any signs or symptoms of COVID-19 and please do not send your child to school if he/she has been tested and you are awaiting results. Here is the link to the pre-screening tool which should be used daily prior to school for students and staff. If you have any questions, please contact your school’s nurse. Sincerely, Audra E. Beauvais Superintendent of Schools

KF-E2 Hussey Auditorium Event Requirements Please complete this form and review it with the Auditorium Manager at least two weeks before your event. Attach any additional info that will explain your setup. Event: Contact Name: _______________________ Contact E-Mail: _______________________ Space Needs: Closed curtain (No use of the stage behind the main curtain) Entire stage (please attach diagrams or photos of you setup) Dressing rooms Box office Dates/times Orchestra pit (Set up fees will apply) Cafeteria (Separate booking necessary) Equipment Needs: _____ Stage Lighting _____ PA / Sound System _____ Microphone(s) Number: __________ Type: __________ _____ Microphone Stand(s) Number: __________ Type: __________ _____ CD Player _____ Cassette Player _____ Projection Screen _____ Digital Projector _____ Piano ($25.00 upright) _____ Piano ($50.00 baby grand) _____ Piano Tuning (at lessee’s expense) _____ Band Platforms 8” Tall: __________ 16” Tall: __________ 24” Tall: __________ _____ Choral Risers Number of Sections: __________ [Max. 8 sections; 3 step or 4 step] _____ Conducting Podium _____ Speaking Podium _____ Music Stands Number: __________ _____ Black Plastic Chairs Number: __________ _____ Red Fabric Chairs (max. 10) Number: __________ _____ Acoustical Shell _____ Additional Requests (Please Specify): Required Services: _____ Lighting Operator _____ Sound Operator _____ Stage Manager _____ Fly Operator _____ Light, Sound, or Other Equipment Setup _____ Light, Sound, or Other Equipment Breakdown _____ Ushers Services of the Event Manager are $30.00 per hour. Services for tech support are $15.00 per hour. These charges will be added to your total bill.

NEPN/NSBA Code: JLCE-R Automated External Defibrillator (AED) Procedure PURPOSE: * To provide guidance in the management or administration of school-based AED program. * For treatment of victims one year and older. An automated external defibrillator (AED) is used to treat victims who experience sudden cardiac arrest (SCA). It is only to be applied to victims who are unconscious, have no pulse and/or are not showing signs of circulation such as coughing, movement or normal breathing. The AED will analyze the heart rhythm and advise the operator if a shockable rhythm is detected, the AED will charge to the appropriate energy level and advise the operator to deliver a shock. AED SYSTEM COORDINATOR: * The System coordinator will be the school nurse. AED SYSTEM COORDINATOR RESPONSIBILITIES: * Operate the AED system in consultation with the medical advisor. * Selection of employees for AED training and distribution of AED trained employee lists as required. * Coordination of training for emergency responders. * Maintain and testing of AED per manufacturer's recommendations. * Communication with medical advisor on issues related to medical emergency response program including post-event reviews. * Maintain a file on specification/technical information sheet for each approved AE model assigned or donated to the school. * Notification of AED in school and any clinical use to Maine Emergency Medical Services. * Record Keeping. MEDICAL ADVISOR REVIEW AND RESPONSIBILITIES: * Medical advisor of the AED program is the school physician. The medical advisor of the AED program is responsible for: * Providing medical direction for use of AED * Approving locations for AED placement * Approving the training for AED users * Writing a prescription for AED * Reviewing and approving guidelines for emergency procedures related to use of AED and CPR * Evaluation of post event review forms and digital files downloaded from the AED AUTHORIZED AED USERS: The AED may be used by: * Persons licensed under the Maine Emergency Management Services Act and health care practitioners as defined by 24 MRSA Section 2502 (1-A); and Page 1 of 4 * Persons who have successfully completed an approved CPR and AED training program provided by the American Red Cross, the American Heart Association or the Maine Department of Public Safety within the last 2 years; have a current successful completion card; and have been authorized by the AED system coordinator and medical advisor. AUTHORIZED AED TRAINED EMPLOYEE/VOLUNTEER RESPONSIBILITIES: * Making a reasonable effort to summon appropriate emergency services personnel when communication is possible. * Activating internal emergency response system and provide prompt basic life support including AED and first aid according to training and experience. * Understanding and complying with requirements of this procedure. * Following the more detailed procedures and guidelines for AED program. SCHOOL OFFICE RESPONSIBILITIES: The school office staff is responsible for: * Receiving emergency medical calls from internal locations. * Contacting the external community 911 response team (EMS) if required. * Deploying AED trained employees to emergency location. * Assigning someone to meet responding EMS aid vehicle and direct EMS personnel to site of emergency. EQUIPMENT: * The AED and first aid kit will be brought to all medical emergencies. * Approved equipment, the Defibtech DDU-100 Semi-Automatic External Defibrillator (AED) has been approved for this program. AED USE GUIDELINES * The AED should be used on any person who is at least one year of age and displays ALL symptoms of cardiac arrest. The AED will be used only after the following symptoms are confirmed: * Victim is unresponsive * Victim is not breathing * Victim has no pulse and/or shows no signs of circulation such as normal breathing coughing or movement. * Adult size electrodes shall be used on the victim that is eight years of age or older. The pediatric (child size) electrodes shall be used on the victim less than eight years of age. LOCATION OF AED: The AED is located outside the nurses' office in buildings. It has one set of adult sized electrodes attached to the device and one set of pediatric (child) sized electrodes will be located in the back of the AED. One resuscitation kit is connected to the handle of the AED. This kit contains two pair of latex free gloves, one razor, one set of trauma shears, and one barrier devise and one eye protection shield. Page 2 of 4 INITIAL TRAINING: * Trained employees: Must complete training adequate to provide basic first aid, CPR and AED per (AHA) will be provided on site. AED training must be a course approved by the state. Trained employees will also be taught about BBP and how to avoid exposure against bloodborne pathogens. REFRESHER TRAINING: * Trained employees will renew first aide, CPR and AED training every two years, through AHA (American Heart Association). VOLUNTEER RESPONDERS: These responders will possess various amounts of training in emergency medical response and their training may be supplied by sources outside the school department. Volunteer responders can assist in emergencies, but must only participate to the extent allowed by their training and experience. Volunteer responders may have training adequate to administer first aid, CPR and use the AED in the school. Any volunteer wishing to potentially use the AED in the school should have successfully completed a state approved AED course including CPR within the last two years. The school will not maintain training records for the volunteer responders. MEDICAL RESPONSE DOCUMENTATION: Internal Post Event Documentation * It is important to document each use of the AED system. The following forms shall be sent to the AED System Coordinator within 24 hours of a medical event; * An accident report form shall be completed by a responding employee for each accident requiring first aid of any type * The authorized AED trained employee or volunteer responder shall complete a medical event form, whenever an AED is used * A copy of AED use information shall be presented to the medical advisor within 48 hours of the emergency * At a minimum, event information supplied shall include any recorded data, and all electronic files captured by the AED POST EVENT REVIEW: Following each deployment of an AED, a review shall be conducted within a reasonable time to learn from the experience. The AED System Coordinator and the medical advisor shall conduct and document the post event review. All KEY participants in the event shall participate in the review. Included in the review shall be the identification of actions that went well and identification of opportunities for improvement as well as critical incident stress debriefing. The school nurse will maintain a copy of the post event review summary. EQUIPMENT MAINTENANCE: All equipment and accessories for support of the AED system shall be maintained in a state of readiness. Specific maintenance requirements include: * The System Coordinator shall be responsible for informing response teams and office staff of changes to availability of the AED equipment. Page 3 of 4 * The System Coordinator shall be responsible for having regular equipment maintenance performed. All maintenance tasks shall be performed according to equipment maintenance procedures outlined in the manufacturer's instructions. * Following use of the AED, all equipment shall be cleaned and/or decontaminated, and used equipment (electrodes, gloves, barrier device, razor) replaced. ANNUAL SYSTEM ASSESSMENT: Once each calendar year the AED Coordinator shall conduct and document a system readiness review. This review shall include review of the following elements; * Training records * Equipment operation and maintenance records MONTHLY SYSTEM CHECK: Once each calendar month, the System Coordinator shall conduct and document a systems check. This check shall include review of the following elements: * Emergency Kit supplies * AED battery life * AED operation and status Cross Reference: JLCE Automated External Defibrillator & Cardiopulmonary Resuscitation Administrative Procedure Legal Reference: 22 M.R.S.A. §2150-C (AED law) 14 M.R.S.A. §164 (immunity from civil liability law) 20-A M.R.S.A. §4009 (school emergency medical treatment law) Adopted: December 6, 2018 Page 4 of 4

NEPN/NSBA Code: JLCDA MEDICAL MARIJUANA IN SCHOOLS The Board recognizes that there may be some students in the MSAD #60 schools who rely on the use of medical marijuana to manage a medical condition and who may be unable to effectively function at school without it. Maine law provides that a “primary caregiver” (defined as parent, guardian or legal custodian under Maine’s medical marijuana law, 22 MRSA § 2423-A (E) may possess and administer marijuana in a non-smokeable form in a school bus or on the grounds of the preschool or primary or secondary school in which a minor qualifying patient is enrolled, if: a) a medical provider has provided the minor qualifying patient with a current written certification for the medical use of marijuana and b) possession of medical marijuana is for the purpose of administering it to the minor qualifying patient. In order to facilitate administration of medical marijuana with a minimum interruption of instructional time for the student and with a minimum of disruption of routine school operations, the Board approves the following guidelines for the administration of medical marijuana: A. The person administering the medical marijuana must provide proof that 1. He/she is the primary caregiver for the student; 2. The student has a current written certification from a medical provider for the use of medical marijuana; 3. The student needs to have the drug administered during the school day, as opposed to before or after school. B. The marijuana must be in a non-smokeable form; C. The marijuana must be possessed only by the primary caregiver and only for the purpose of administering it to the student at school; D. Medical marijuana may only be possessed by the primary caregiver; it cannot be given to or held by any school employee, student or other person in school, with the exception of the “qualifying patient;” E. Only the primary caregiver may administer medical marijuana – it cannot be done by, or delegated to, a school employee or any other person than the primary caregiver; F. Medical marijuana may be administered only at the principal’s office; the primary caregiver must go there directly and, if visitors are required to sign in, to do so; G. The student may not possess medical marijuana at any time or place except during the time of its consumption, at the designated location, and under the supervision of the caregiver. Page 1 of 2 NEPN/NSBA Code: JLCDA A student who holds written certification for the medical use of marijuana may not be excluded (suspended or expelled) from school because he/she requires medical marijuana to attend school. Legal Reference: Maine 2015 P.L. Ch. 369 (2015) 20-A MRS§ 4009(4) 28 CFR Part 35 (Americans with Disabilities Act of 1990) 34 CFR Part 104 (Section 504 of the Rehabilitation Act of 1973) 34 CFR Part 300 (Individuals with Disabilities Education Act) Cross Reference: JLCD Administration of Medication to Students JLCD-E Permission To Administer Medications In School JLCD-R Medication Administration On School Field Trips Adopted: October 17, 2019

NSBA Code: JLCB-E IMMUNIZATION EXEMPTION FORM As the parent/guardian of _______________________ in grade _______, and with the date of birth of ______________, I am requesting a waiver for the following immunizations: ___ All required immunizations ___ DTaP (Diphtheria, Tetanus, and Pertussis) ___ I/OPV (Polio) ___ MMR (Measles, Mumps, & Rubella) ___ Varicella (chicken pox) I understand that in case of an outbreak of the specific disease for which my child is not protected, my child will be kept out of school and school activities. The length of time that my child will be kept out of school may vary from a week to over a month depending on the disease and length of the outbreak. I also understand that if my child is out of school, the school is not required to provide off-site classes or tutoring. The school may make reasonable accommodations to assist my child in keeping up with classwork. I am requesting the waiver for: ___ Sincere religious belief ___ Philosophical reasons My explanation is as follows: ________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Signed by:____________________________ Relationship to student:__________________ Date:________________

NEPN/NSBA Code: JJE-E STUDENT FUNDRAISING ACTIVITIES APPROVAL FORM This form must be submitted to the Office of the Principal for approval one month in advance of the proposed fundraising activity. Please see attached the electronic Student Fundraising Policy JJE and Sales Of Foods In Competition With the School Food Service Program Policy EFE. Name of group, team or organization: Date submitted: Advisor: Signature: Contact person: Phone number: How these funds will be used: Are contracted services required? Yes No Company: Person authorizing expenditures: Location of fundraiser: Has a building use form been completed and approved? Yes No NA Note: All funds raised must be deposited in the School Activity Account as soon as possible. Name of the account and the account #: Person responsible for making the deposit(s): Describe the proposed fundraising activity: Describe the educational purpose of the proposed activity (How does it support the MSAD #60 curriculum?) Date(s) (beginning and ending): People involved in the fundraiser: students parents other (explain): Projected amount to be raised: Page 1 of 2 NEPN/NSBA Code: JJE-E ADMINISTRATIVE REVIEW Approved by Principal: Date: Approved by A.D. (if related to athletics): Date: Rejected - reason(s): Conflicts with other fundraising events Does not meet one month application deadline Interferes with the educational program Requires mandatory student participation Inadequate supervision Requires door to door solicitation Financial commitment was made before approval Does not comply with federal, state or local laws Violates district nutritional guidelines Places an undue burden on the community or local businesses Requires alteration or addition to district facilities (requires Superintendent's approval) Other cc: Business Manager Cross Reference: JJE Student Fundraising Activities KF- Community Use of School Facilities KFA- Facilities Use Fee Schedule and Contract KFB - High School Facilities Use KF-E1 Facilities Form Adopted: January 16, 2020 Page 2 of 2

Facilities Use Fee Schedule and Contract Insurance: The administration has the sole right to determine the amount of insurance coverage required for each event. Lessees will provide a copy of their certificate of insurance covering the period under contract, naming MSAD #60 as an additional insured, if required by the administration. Generally a certificate of insurance will be required if a fee is charged for public entertainment provided by a producer not affiliated with a local school district or municipal government. Damages: The lessee will be responsible for any damages to the facility and/or equipment. **Security: The administration has the sole right to determine the level of security required for each event. Security expenses are the responsibility of the lessee. Fire and Safety: The facility manager must approve the use of any pyrotechnical stage device or any open flame in advance. Any electrical equipment that does not belong to the school must be inspected and approved for use in the facility. Facilities: MSAD #60 will do its best to provide clean, comfortable facilities for rental. However, should a mechanical, HVAC, plumbing, electrical, or other system failure occur during a rental period, the lessee agrees to hold MSAD #60 harmless and the lessee will not be entitled to any compensation. This contract remains in full force regardless of any system failures out of the control of event staff. Cancellation of an Event: The MSAD #60 has the sole authority to determine whether the building should be closed for reasons of public safety and will be held harmless in this situation. Notification to the lessee will be made as soon as possible. Contracts in force for periods during which the school is closed for reasons of public safety are canceled automatically without penalty to either party. Every effort will be made to reschedule any canceled event to a mutually acceptable date. This contract must be submitted with a copy of the certificate of insurance, and a deposit of at least 25% of the rental fee. The balance of rental fees and any additional fees must be paid at least one week before the scheduled event unless special arrangements have been made. Circle Category:MSAD #60Community Non-ProfitOther Non-ProfitFor ProfitRental Rates: Large GymNo charge$25.00$200.00$800.00 or 10%*Small GymNo charge$25.00$100.00$300.00Weight RoomNo charge$25.00/Hour$50.00$200.00Cardiovascular RoomNo charge$25.00/Hour$50.00$200.00Field(s)No charge$25.00/Event$50.00$100.00Auditorium*** (Per Day)No charge$25.00$200.00$800.00 or 10%* For Event $400.00 Rehearsals/SetupLecture HallNo charge$25.00$100.00$100.00LibraryNo chargeNo charge$50.00$100.00CafeteriaNo chargeNo charge$50.00$100.00KitchenNo chargeNo charge$50.00$100.00Classroom(s)No chargeNo charge$50.00$100.00Computer Lab(s)No chargeNo charge$50.00$100.00Project RoomNo chargeNo charge$50.00$100.00Event Manager$30.00 per hr.$30.00 per hr.$30.00 per hr.$30.00 per hr.Custodian(s) (Per Person)$32.00 per hr.$32.00 per hr.$32.00 per hr.$32.00 per hr.Food Service (Per Person)$30.00 per hr.$30.00 per hr.$30.00 per hr.$30.00 per hr. *Whichever is the greater. **The lessee will hire police with proof provided to the school. The lessee will also be required to pay the police department directly. ***Forms must be returned 2 weeks prior to event. Additional equipment fees may apply. Check Auditorium requirement sheet (see KF-E2). Page 1 of 3 KF-A Rules of Use: School authorities have access to the facilities at all times and may cancel or terminate an event at any time if, in their opinion, the event represents a danger to the facility or public safety, or if it is considered unacceptable on school grounds. School authorities have the right to remove unruly persons. School authorities have the right to enforce all building rules. No sales of any kind are permitted without permission of the administration. The lessee will have access only to those areas of the building which are under contract. The school accepts no responsibility for articles left on school property by the lessee. Photographing, videotaping, filming, and recording are permitted only by special permission of the administration. The use of controlled substances, alcohol possession or consumption, and use of tobacco products are prohibited on school property. The possession of firearms on school property is prohibited except by authorized security personnel. The use of any weapons as stage props must be approved in advance by the administration. The school will not take responsibility for any equipment shipped to the lessee unless prior arrangements are made. Hussey Auditorium: Additional Charges: Use of the auditorium includes the lobby, audience restrooms, ticket booth, seating (approx. 974), stage, and house lights. The use of stage lighting, the sound system, additional equipment, setup, or personnel services need to be negotiated in advance with the auditorium manager and fees may apply. Ushers: The lessee must provide adult ushers in a ratio of 1 per 100 audience members. Ushers must remain in the auditorium during the performance and intermissions. They will insure that members of the audience behave appropriately and do no abuse the facility or detract from the performance. Ushers can be provided upon request. Rules of Use: The school lighting and sound equipment will be operated only by authorized technicians. The lessee may supply operators but the control booth will not be available without the services of an authorized theater technician. Set construction or painting is permitted only with advance permission and only in approved areas. All sets, props, and costumes must be removed from the premises within one day after the last performance under contract. Some storage may be allowed by special permission of the administration. FOOD, BEVERAGES, & CHEWING GUM ARE NEVER PERMITTED IN THE AUDITORIUM. On behalf of the above organization, I certify that I have read and agree to the terms of the contract. I agree to provide adequate adult supervision at all times during the use of the facilities, and as lessee, I will assume responsibility for all fee charges and to indemnify and hold harmless the MSAD #60 (the “District”), its School Board of Directors, officers, agents, employees and students (“Releasees”) from any and all claims, actions, losses, damages, liabilities, and expenses (including without limitation attorney’s fees) of any kind (“Claims”), including Claims caused by or arising from the negligence of the Releases, arising out of this Contract, and/or the use of the facility or the equipment, other school property, or school premises. _________________________________________ _______________________________ Lessee Signature Date Page 2 of 3 Legal Reference: 20-A MRS§ 4009(4) 28 CFR Part 35 (Americans with Disabilities Act of 1990) 34 CFR Part 104 (Section 504 of the Rehabilitation Act of 1973) 34 CFR Part 300 (Individuals with Disabilities Education Act) Cross Reference: JLCDA- Medical Marijuiana in Schools KF-E1 Facilities Use Form KF-E2 Hussey Auditorium Event Requirements Adopted: October 17, 2019 Page 3 of 3

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