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May 18, 2021 This is a reminder to complete the survey below, if you are interested in your student participating in the York Hospital Vaccination Clinic. The clinic is being held at Noble High School on Thursday, May 20th from 2:30-5pm. Students can only participate with parent permission and transportation to and from school. Thank you. Audra Beauvais Superintendent of School MSAD 60 Dosage Count Survey MSAD 60 Student COVID- 19 Vaccine Clinic Information Fact Sheet for Recipients and Caregivers MSAD 60 School Clinic Consent COVID-19 Patient Registration Information Form

May 15, 2021 Dear Parents and Guardians, York Hospital will be hosting a Pfizer Covid-19 vaccine clinic for age-eligible students on Thursday, May 20th and Thursday, June 10th from 2:30 - 5:00 pm in the big gym at Noble High School. The Pfizer vaccine is a two dose series available for children ages 12+ authorized by the Food and Drug Administration under an Emergency Use Authorization. If you are interested in signing your child up for this optional vaccine, please review the attached documents and bring the completed registration form on each day of the clinic (a new form will be needed on each vaccination day). Paper copies will be made available at the Noble Health Center if you would like your student to bring one home ahead of time. Please park in the "B" or "C" Parking lot and enter the school through the athletic wing on the day of the clinics. If your child participates in this clinic, or has already received their two doses of the covid-19 vaccine, providing a copy of their vaccine card to the school nurse will help when performing contact tracing in future covid cases in our schools. Once your child is "fully vaccinated" (14 days after their last dose), they will no longer need to be considered as a "close contact" and will not need to quarantine if exposed to Covid-19. Proof of vaccination can be faxed to the Noble Health Center (207)676-2204, emailed to amy.creighton@msad60.org, or a paper copy can be brought in or mailed to 100 Noble Way, North Berwick, ME 03906. Sincerely, Audra Beauvais Superintendent of Schools Fact Sheet for Recipients and Caregivers MSAD 60 School Clinic Consent COVID-19 Patient Registration Information Form MSAD 60 Dosage Count Form

May 13, 2021 Dear MSAD #60 Community; This is being sent to inform you that 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 their regularly scheduled in-person days next week. 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

Public Hearing Information

MINUTES OF THE BOARD OF DIRECTORS’ MEETING OF APRIL 15, 2021 A meeting of the Board of Directors was held virtually in North Berwick, Maine on April 15, 2021 at 7:00 p.m. with all members present except Ms. Hopper and Ms. Manley. The student representative was absent. There was no audience. Public Input: none at this time Ms. Neubert made the motion and it was seconded by Ms. Hagenbuch that the Vote entitled, “Vote to Call and Approve the Warrants for the Budget Meeting and the Validation Referendum and to Authorize the Notice of Amounts Adopted,” be approved in form presented to this meeting and that a copy of said Vote be included with the minutes of this meeting. VOTE TO CALL A DISTRICT BUDGET REFERENDUM, CALL A PUBLIC HEARING, APPROVE THE REFERENDUM WARRANTS, AND APPROVE THE NOTICE OF PUBLIC HEARING Whereas, pursuant to Governor’s Executive Orders #8 and #8A FY20/21, the District budget meeting is suspended and replaced by a remote public hearing and the proposed budget submitted to referendum, and whereas the School Board has approved a proposed budget and other questions for submission to the voters of the District; now therefore be it VOTED: That the Warrants and Notices of Election for the District Budget Referendum presented to this meeting be approved, and that a District Budget Referendum be called for June 8, 2021 for the purpose of submitting the fiscal year 2021-2022 school budget and other fiscal matters to the voters of the District for approval, as set forth in the Warrants and Notices of Election; That the Notice of Public Hearing presented to this meeting be approved, and that a remote public hearing be called for May 20, 2021 for consideration of and comment on the fiscal year 2021-2022 school budget and other fiscal matters to be submitted to the District voters at the June 8, 2021 District Budget Referendum; and That the Warrants and Notices of Election and the Notice of Public Hearing shall each be signed by a majority of the School Board, and that such signatures may be made electronically, by execution of counterparts, or in person at the convenience of the members of the School Board. All voted in favor and the motion passed. Other: The Superintendent shared the resignation of Mr. Joe Findlay, Noble High School principal. An incredible career of 48 years and the last 14 years at Noble High School. Ms. Schaeffer made the motion and it was seconded by Mr. Doiron to approve the resignation of Mr. Findlay with great thanks and appreciation. Mrs. Potter made the motion and it was seconded by Ms. Schaeffer to adjourn. It was unanimously agreed to adjourn at 7:20 p.m. Respectfully Submitted, Audra Beauvais

MINUTES OF THE BOARD OF DIRECTORS’ MEETING April 1, 2021 A meeting of the Board of Directors was held virtually and in person at Noble High School on April 1, 2021 at 7:30 pm, with all members present except Ms. Neubert, Ms. Corliss, Ms. Manly and Ms. Schaeffer. Ms. Mallett shared the public input statement. There was no public input at this time. Mr. Doiron made a motion and it was seconded by Ms. Hopper to approve the minutes of March 18th, 2021. All members voted in favor and the motion passed. Erin Kinsey, student representative shared with the board the feelings of the students regarding the addition of the extra in person day for the 9th graders. She felt that that was being welcomed. The upperclassmen felt a little like the extra 30 minutes per class on Thursday may be eaten up by routines, but did note that it might be beneficial. There is a lot of stress in the student body just in terms of looking at the amount of work still left to complete in the year and the compacting of the curriculum into one or two quarters. She felt that going into April break might allow for students to take a deep breath and see the end of the tunnel coming their way. Ms Denise Van Campen, Business Manager, reviewed the financial statements for January, February and March. Revenue and expenses are in line with the budget at this time. The board then held discussions regarding the budget and determining the last questions around finalizing. There was discussion of adding the 4th grade position that will allow ELKS to keep their numbers to a reasonable level. Ms Mallett noted that in a difficult year, everyone involved makes it smooth for the board to make decisions. Thank you for that. Draft calendar was shared and discussed. Ms Potter made the motion and it was seconded by Ms. Hagenbuch to accept the 21-22 calendar. All members voted in favor and the motion passed. Student attendance for the past week ran a low of 88% and a high 99%. Staff attendance seemed to be about the same between 93-97% attendance. Update on hiring a bus monitor who will be in the future working towards his CDL. We are always looking for drivers and custodians and educational technicians. April 5th is the start date for our middle school athletics. Currently we have the ability to have spectators for the spring sports with masking precautions in place. Students will also have to mask during competition at this time. Other: Ms. Mallett: What kind of communication to the 9th grade families and also out to the rest of the high school community. It is scheduled to go out tomorrow via messenger and then the teachers of the 9th grade teams will directly communicate with their students and families. The Assistant Superintendent updated the board on the Noble Middle School Virtual Academy. We are in the process of getting information out to families of students who will be in 6th, 7th and 8th for next year. We have hired our three teachers who will be overseeing the program. We have developed a flyer and a video to promote the program. Ms. Potter made the motion and it was seconded by Ms. Hagenbuch to adjourn. All members voted in favor and the motion passed. Meeting adjourned at 8:27pm. Respectfully Submitted, Audra Beauvais

MINUTES OF THE BOARD OF DIRECTORS’ MEETING, March 25, 2021 A meeting of the Board of Directors was held virtually and in person at Noble High School on March 25, 2021 at 7:00 pm, with all members present except Ms. Hopper and Ms. Manly and Ms. Schaeffer. Workshop: 2021-22 Budget Review and Questions Mr. Doiron, vice chair, shared the public input statement. The Assistant Superintendent read the public input that had been posted on the public input form. The board then discussed with the high school the three plans for increased time for the high school students. Option #1 - Add (1) one in-person day for grade 9 on Wednesdays. OutcomesTrade-Offs One more in-person day for grade 9 Shorter implementation timeline Minimal impact on lunch procedures Minimal impact on transportation Likely substitute teacher shortages and classroom coverage/supervision issues No longer able to provide extra in-person academic support to grades 8, 9 & 10 on Wednesdays Increased risk of shut down due to quarantining staff and students Challenges providing IEP services as Wednesday is a day when many students receive services remotely from their case manager Disruption to family schedules including issues with child care and transportation Disruption to EXCEL theater and art schedule for grade 9 students Option #2 - Add additional synchronous remote learning experiences for core* classes for students in grades (9)-12. OutcomesTrade-Offs Increases the amount of student/teacher synchronous remote “face-time” for students in grades (9)-12 All students in grades (9) -12 would receive synchronous learning experiences on an additional school day All students attend synchronous core* classes (30 minutes each) during Block 1, and/or Block 2, and/or Block 3, and/or Block 4. Scheduling changes may be challenging for students and families (schedule changes for all students in grades 9-12) Potential disruption to family schedules including issues with child care Potential schedule conflicts in providing extra in-person academic support to at-risk students Disruption to EXCEL theater and art schedule for grade 9 students; art EXCEL for grades 10-12 Potential need for rescheduling IEP services *core = non-elective courses in science, social studies, English, math (all courses); also includes AP Courses, Senior Project, SpEd Intervention Option # 3: Combination - Option #1 & Option #2 OutcomesTrade-Offs See above (Option #1 & Option #2) See above (Option #1 & Option #2) After conversations around the options, Mr. Doiron made the motion and it was seconded by Ms. Potter to accept Option 3 going forward. All members voted in favor and the motion passed. The board then discussed with the high school administration the plans for senior events for the end of the year. It was determined that many of the senior events were in the process of being finalized and that there would be a letter out to seniors in the near future to apprise them of what was to come. Mr. Doiron asked about cases of Covid in the district in terms of numbers for staff vs. number of students who have been positively diagnosed. UP TO DATE as of today (March 25): 33 staff and 64 students. Mr. Doiron made the motion and it was seconded to go into Executive Session: 1 MRSA§405(6)(A) Employment of Officials/Appointees/ Employees. All members voted in favor and the motion passed. In at 9:02. Out at 9:27 pm Ms. Potter made the motion and it was seconded by Ms. Neubert to Adjourn. All members voted in favor and the motion passed. Meeting adjourned at 9:28 pm. Respectfully Submitted, Audra Beauvais

MSAD #60 Annual Budget Book

May 9, 2021 Dear MSAD #60 Community; This is being sent to inform you that an individual from Hanson School (Kindergarten through fourth grade) 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 May 18, 2021. We ask for continued support screening your child everyday and keeping your child home if they are experiencing symptoms. If you have any questions, please contact your school’s nurse: Hanson School-Lebanon (Kindergarten-Fourth Grade) 457-1299 Knowlton School-Berwick (Third & Fourth Grade) 698-1188 Hussey School-Berwick (Kindergarten-Second Grade) 698-4465 North Berwick Elementary School- No. Berwick (Kindergarten-Third Grade) 676-9811 Noble Middle School Building- (North Berwick, Grade Four; District, Grade Five) 698-1320 Noble High School-No. Berwick (Sixth Grade-Twelfth Grade) 676-2843 Sincerely, Audra E. Beauvais Superintendent of Schools

May 8, 2021 Good Afternoon, This notification contains information for families with students in Kindergarten through fifth grade. Earlier this week, we sent a letter to you explaining that we were exploring the feasibility of increasing the elementary student day. This effort was in keeping with the District’s goal of bringing students back to as much in-person learning as possible We indicated that we would keep everyone up to date if a plan actually became possible and able to be implemented. Unfortunately, we learned that many of you received some partial information from students or by other means regarding what we were exploring. That was unfortunate and we are sorry it occurred as our effort all year has been to communicate all information to you in a timely and accurate manner. In that regard, we hope that this communication will clarify the situation by providing clear and accurate information to everyone. Based on many factors, including the amount of the time remaining in the school year and the impact on all schedules, we have concluded that the current elementary schedule will not change and will remain as it is for the remainder of the school year. We want you to know that our goal, as a District, is to fully open K-12 in-person learning this fall. More communication in this regard will be forthcoming. As always, thank you for your support. Audra E. Beauvais Superintendent of Schools

MSAD #60 Public Hearing Guide

May 5, 2021 Dear MSAD #60 Community; This is being sent to inform you that three individuals from Hussey School (Kindergarten-Grade 2) 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 May 14, 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

May 4, 2021 Dear Parents/Guardians of Kindergarten through Fifth Graders: This letter is being written to relay some updated information. We are in the midst of a very busy part of the school year. There are increased amounts of state driven and district assessments that typically occur during this time of the year. In response to that, and given the fact that transportation has been stable and the weather is more conducive to outdoor lessons and activities, we are looking at potentially shifting the elementary start time to allow a bit more time to assess students without compromising daily lessons in the literacy, math, and the content areas. There are several details we are still working through but we wanted to provide this update. If it does come to pass that a schedule shift will occur, families will have ample notice (at least a week) to plan accordingly. Sincerely, Audra Beauvais Superintendent of Schools

SCHOOL ADMINISTRATIVE DISTRICT NO. 60 BOARD OF DIRECTORS’ Meeting Live Stream Link May 6, 2021 Executive Session 6:45 Meeting Start Time 7:00pm AGENDA Executive Session 1MRSA §405(6)(A) Appointment of Employee 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 25, 2021, April 1, 2021 and April 15, 2021 Student Report Title 20-A Section 1485(4) Authorization to Transfer Funds Updates: Attendance Athletics 7. Employment 8. Superintendent Update 9. Other 10. Adjournment

April 29, 2021 Dear MSAD #60 Community; This is being sent to inform you that an individual from Noble Middle School (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 May 10, 2021. There are three additional positive cases to report, but due to timing, no close contacts needed to be identified: Hanson School- 1 Individual Lebanon Elementary School- 1 Individual Noble High School (grades 8-12)- 1 Individual 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 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