Edina Schools briefed on major state education law changes
The Edina City Council's Legislative Action Committee heard presentations on sweeping changes from the Minnesota legislature that will reshape how the school district negotiates with employees, manages budgets, and implements new benefit programs. No formal votes were taken, but the briefing outlined significant financial and operational impacts ahead.
The most immediate change affects class sizes and staffing decisions. Minnesota law now requires school districts to negotiate staffing ratios—including adult-to-student and student-to-personnel ratios—with employee unions, rather than deciding these independently as management has done in the past. Director Shaw explained that staffing levels were previously considered an "inherent managerial right" but are now mandatory bargaining subjects. The school board will retain final approval authority over any collective bargaining agreements reached.
Student testing also became negotiable under the new law, though with limits. State-mandated assessments like literacy screening and comprehensive assessments remain non-negotiable, but discretionary tests such as social-emotional well-being surveys and cognitive abilities testing can now be negotiated with unions.
On the financial side, the district faces new costs and opportunities. Non-instructional employees—bus drivers, paraprofessionals, food service workers, and clerical staff—became eligible for unemployment benefits during school breaks effective May 28, 2023. Edina's estimated annual exposure is $1.2 to $1.4 million, though the state appropriated $135 million statewide for reimbursement through 2027. Beginning January 1, 2026, a new paid family and medical leave program will require the district to contribute approximately $830,000 annually to a state trust fund.
The district also received positive news. The state increased special education funding reimbursement to 47.8%—a major win attributed partly to student advocacy efforts at the state capitol. Additionally, legislation now ties general fund increases to inflation with a guaranteed minimum of 2% and maximum of 3% annually, providing budget predictability that contrasts sharply with prior years of flat or negative funding.
The district is on track to meet state literacy requirements by 2027, having trained primary and early childhood teachers since 2021 and planning to expand training to intermediate grades. Student representatives who participated in legislative advocacy shared their experience and the district committed to developing a mentorship program to grow student voice in education policy discussions.
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Policy Changes from Recent Minnesota Legislative Session - Staffing Ratios and Bargaining
Director Shaw explained that staffing ratios were reclassified from inherent managerial rights to mandatory subjects of bargaining under PERA. For school employees, this includes adult-to-student ratios and student-to-personnel ratios. Edina School District previously approved class size minimums and maximums independently; these decisions will now require collective bargaining. A board member asked who decides class sizes going forward; the response clarified that the school board approves the final collective bargaining agreement after negotiations between district administration and employee unions, with the board providing financial parameters throughout the process.
Student Testing as Mandatory Bargaining Subject
A board member asked what it means for student testing to become a bargaining subject, specifically whether unions could eliminate mandated assessments like MAPS or FastBridge. The response clarified that state-mandated assessments (READ Act literacy screening and Minnesota Comprehensive Assessments) remain non-negotiable. However, discretionary assessments such as Panorama (social-emotional well-being) and cognitive abilities testing (CoGAT) are now negotiable. The district will continue working with union leadership on these discretionary assessments while maintaining compliance with state literacy requirements.
Unemployment Insurance Eligibility for Non-Instructional School Employees
Effective May 28, 2023, non-instructional school employees became eligible for unemployment insurance during school breaks. Non-instructional employees include paraprofessionals, bus drivers, nine- and ten-month clerical staff, health services associates, and food service workers. Unemployment benefits are based on average weekly wages from the previous calendar year, with most employees receiving approximately 50% of weekly wages (maximum $857/week) for up to 12 weeks, applicable to summer, winter, and spring breaks. The state appropriated $135 million to reimburse districts through fiscal year 2027. The Edina School District's estimated maximum exposure is $1.2–$1.4 million annually. The district must pay benefits first and then submit for reimbursement, creating a cash flow consideration.
Paid Family and Medical Leave Act (Minnesota) - Implementation and Financial Impact
Minnesota's Paid Family and Medical Leave Act takes effect January 1, 2026. The program mirrors unemployment insurance structure, providing wage replacement for employees absent due to childbirth, family care, or serious medical conditions. Employees become eligible after 90 days of employment. Maximum annual paid benefits are 20 weeks per qualifying event (minimum seven days absence). The state will establish a trust funded by employer and employee payroll deductions. Employer contribution is capped at 0.7% of taxable wages; for Edina School District, this represents approximately $830,000 annually. The program supplements the federal Family and Medical Leave Act (FMLA), which provides job protection and insurance continuation but no wage replacement.
Special Education Cross-Subsidy Funding Increase
The superintendent highlighted a significant legislative achievement: the state increased special education cross-subsidy reimbursement to 47.8%. This was characterized as a major win resulting from student advocacy efforts at the state capitol. The increased funding will help offset the costs of special education services.
General Fund Stabilization and Inflation-Tied Funding
Legislation tied general fund increases to inflation with a guaranteed minimum of 2% and maximum of 3% annually. The superintendent emphasized this as a major achievement, noting that prior years saw zero percent increases or required districts to return funds to the state. This stabilization allows districts to plan budgets with greater predictability, similar to private businesses.
Literacy Training, READ Act Compliance, and Reimbursement Fund Allocation
The district has been training primary and early childhood teachers in literacy methods since 2021 and is positioned to meet READ Act requirements by the 2027 deadline. The district plans to expand training to intermediate teachers by 2027 to cover grades K–8. FastBridge screening was implemented in ninth grade, and a comprehensive 9th–12th grade literacy plan is under board review. A board member asked whether reimbursement funds could be reinvested in literacy efforts or redirected to other needs. The response clarified that reimbursement funds return to the general fund (since they originated there) but the district remains committed to continuing literacy operations and expanding training.
Student Advocacy and Mentorship Program Development
Student representatives shared their experience advocating at the state capitol, noting the steep learning curve regarding education finance and policy complexity. They emphasized the importance of understanding these issues and communicating them in accessible terms to the broader community. The district plans to develop a mentorship program for the coming school year to grow student voice and leadership in advocacy, with the goal of educating the school community on education policy. Students also conducted outreach to other education advocacy groups and representatives beyond the district.
Staffing ratios were added as a term and condition of employment prior to this the number of personnel that an employer a public employer employees it was actually considered an inherent managerial rights and that has been changed under this new policy to whereas stacking ring shows it's no longer an inherent manager though right meaning that it's now the subject of a mandatory subject of Harmony.
Ultimately the school board approves the collective bargaining agreement that's brought before them so the way it works is with all different employees within the school district is directly ordered and I sit down and and go through negotiations with the employee group with their with their designated team um following once we reach what's called a tentative agreement between the two teams then the employee group takes a vote and if they that vote passes it's called the ramification and then at that point the that proposed agreement goes to our school board for final approval.
With the READ act we legislation says that we are required to use in our particular place we use fast for a child um so when it comes to our comprehensive literacy screening that that will need to continue we know that the Minnesota comprehensive assessments are required by state law so that will still have to continue we use other assessments right so um we capture data via Panorama for um social emotional well-being we capture an information we capture or we'll begin capturing um information starting with some schools and some grade levels for the cognitive abilities test the co-get um really looking at talent development and natural abilities um and so those pieces are negotiable.
Prior to May 28th um 2023 when this new law went into effect School term employees in the state of Minnesota so meet the people that work nine or ten months per year have not been eligible for unemployment insurance during the summer months and that that was changed during this last legislative session specifically for non-instructional employees.
The way unemployment Works in terms of the compensation to the individual seeking that assistance it's based on their average weekly wages um for the previous calendar year um for a maximum of 12 weeks most employees will receive about 50 of their weekly wage to a maximum of 857 per week again for the 12 weeks and that would also apply to winter break and spring break I believe and not just the summer terms the district's maximum exposure per the eligible employee groups would probably be around 1.2 to 1.4 million dollars.
This one is set to go Bismillah um is set to go into effect on January 1 2026 so we still have a little time to figure out all the details but it really the idea is that they've been talking about this in the state for a number of years now is to set up a system that's similar to unemployment insurance for people to apply for wage benefits When um it's necessary for them to miss you know uh be absent from work for having having a baby taking care of a family member for their own serious medical condition those are the the largest largest ones follows along very closely with the FMLA Family and Medical Leave Act which is a federal act however this of course provides wages as well family and they have MLA the federal Family Medical Leave Act provides for job protection and it provides for um your employer must continue your insurance just like you were working but is actually unpaid leave it doesn't provide any wage replacement during that time and so the Paid Family Medical Leave Act the Minnesota law actually will also provides wage replacement in a very similar manner to unemployment insurance.
In terms of the financial impact the way this works is the state's going to set up a trust and the trust will be funded by employer and employee payroll deductions and so the maximum contribution from the employer will be point seven percent of all taxable wages that the employer pays out so for this school district that's going to be about eight hundred and thirty thousand dollars per year potentially that we would have to contribute to this trust.
First of all I just a superintendent I've never even say that I'm not excited that we now have 47.8 of the special education cross subsidy coming in that's a huge event I mean that is a tremendous win and that is something that our students were down there advocating for and it made such a difference.
We are really excited for the um the tied to general fund to inflation because what that guarantees us is that we know we will get nothing less than two percent there were years I've been in education for a really long time there were years when we got zero percent they were years where we actually in education gave back to the state to help them fund other things um and and we will receive no more than three percent the great thing is we can start to plan out and budget in a way that other businesses are able to do that because we just never knew where we were going to be at that stabilization is the key to all of it.
Those funds would go come back they'd go into the general fund we actually have a plan like I said we are so fortunate to just be in a really good position like this so we what redex says is that by next year we need to have our primary teachers as well as interventionists um trained we have been in the position where we've been doing that training now and actually our early childhood teachers as well we've been working on that training now since 2021 so we're really in a good position we don't know how much we're going to get reimbursed but we do know that we are actually moving to begin letters is is primary Aspire is for intermediate moving into secondary up to 8th grade and so we're actually going to be moving into that training with some of our intermediate teachers um by 2027.
I think that that's our hope a lot for this coming school year that's not a big effort we that is one of our big hopes for this coming school year as we're seeing the importance of student voice on this committee and the importance of making sure that we are continuing to grow this group and use our students as the ones to influence the school body right and to help shape what this looks like looks like I'm sure there's such a learning curve too for for those students so learn all the aspects of what I had no idea about like the status of Education policy within Minnesota and like being on the community it's definitely opened my eyes to show that like education education finance and especially policy is extremely complicated and I think it's like it should be a necessity that everybody knows and having like the new members and we Mentor them but that's even more educate more educated public and we can like talk about these issues more like explaining it in like more lead terms and it would just make more sense.
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[0:00] and what the impacts might be I know you might not know 100 but what we're what
[0:06] you're looking at for again Public Schools okay well I'll get started maybe with a
[0:11] policy partner all right the change and so in Minnesota
[0:16] um employees public employees have the right to organize into marketing units under the public employees Labor
[0:23] Relations Act commonly referred to as hellra and Powerade also defines what is
[0:30] what's considered a term and condition of employment in terms and conditions of employment are considered mandatory such
[0:37] as a bargaining one of the policy changes that came out of this most recent session is that uh stamping
[0:46] ratios were added as a term and condition of employment prior to this
[0:52] the number of personnel that an employer a public employer um
[0:59] employees it was actually considered an inherent managerial rights and that has
[1:05] been changed under this new um policy to whereas stacking ring shows
[1:11] it's no longer an inherent manager though right meaning that it's now the subject of amandatory subject of Harmony
[1:18] so standing ratios applying to all public employees um and of course all School District
[1:25] employees the policy change also went up one step further in the case of School
[1:32] Employees and added adult to student ratios in classrooms and student
[1:38] Personnel ratios to terms and conditions of employment
[1:43] and in Edina for many years the school board has approved the class size you
[1:52] know a double two student ratios class items minimum and maximums within our
[1:57] school district but those things will now also be the subject of bargaining
[2:02] the last thing that was added under terms and conditions of employment is
[2:08] actually student testing which is something that hasn't been part of a mandatory subject of marketing in the
[2:15] past maybe I'll ask Dr Woodard to actually talk about what Financial impact
[2:24] and the financial impact at this point is as director Shaw mentions relatively unknown we're still Gathering data and
[2:30] making our best projections um Sonia covered the rest of the material very development and
[2:35] comprehensively I'll just add that I believe that e-learning days and how we operate those other districts are also a
[2:41] tournament condition and also those terms and conditions apply to all of our own units I think the teachers unions
[2:48] are getting the headlines for this one but it applies to all groups [Music] great thank you
[2:54] the next piece I believe will go to both of you as well has to do with unemployment initiatives
[3:03] on the policy side of that so prior to May 28th um 2023 when this new law went
[3:11] into effect School term employees in the state of Minnesota so meet the people that work
[3:16] nine or ten months per year have not been eligible for unemployment insurance
[3:22] during the summer months and that that was changed during this last legislative
[3:29] session specifically for non-instructional employees and what
[3:35] we're hearing in the news a lot is hourly employees that's the language that they're using but deed which is the
[3:40] agency that oversees unemployment has been very clear that what they're they're really they are looking at it as
[3:47] instructional employees and non-instructional employees within a school district and so non-instructional
[3:54] employees will be eligible to apply for
[3:59] unemployment during the summer term of course um unemployment Minnesota decides
[4:04] whether or not they are eligible that is not something our school district has
[4:10] any uh authority to make that determination so
[4:16] in the school district that not instructional employees typically means our paraprofessionals whether
[4:24] um uh classroom paraprofessionals or or special education paraprofessionals our
[4:29] bus drivers um we have nine and ten month clerical positions within the school district we
[4:37] also have health services Associates within the school district that work on
[4:42] school term schedule and then although in a Dyno we subcontract for
[4:49] nutritionalist services in place in many school districts that would also include
[4:54] nutritional food service employees as well and so
[5:00] um what that means is that after the school year ends the people that fall in
[5:08] this category can apply for unemployment life unemployment workspring for all other employees throughout the state and
[5:15] then of course assuming that they don't have another job in the summer which may prevent them
[5:21] um from receiving unemployment they they'll likely be eligible for that as
[5:27] well and that includes Community Education exactly Community Education
[5:34] absolutely Dr Stanley so our nine-month Community Education
[5:41] yeah so the way unemployment Works in terms of the compensation to the individual seeking that assistance it's
[5:46] based on their average weekly wages um for the previous calendar year um for a maximum of 12 weeks most
[5:53] employees will receive about 50 of their weekly wage to a maximum of 857 per week
[5:59] again for the 12 weeks and that would also apply to winter break and spring break I believe and not just the summer
[6:04] terms the district's maximum exposure per the eligible employee groups would
[6:09] probably be around 1.2 to 1.4 million dollars the state did appropriate a 135
[6:15] million dollar fund to compensate school districts for this that fund is supposedly meant to last to fiscal year
[6:21] 2027. whether that's true or not or whether that would be enough funds is to
[6:26] be determined thank you both um my last item was the paid Paid Family
[6:34] Leave Act and I'm not sure who is the best
[6:41] um yes I I can I can speak to the policy portion of this so this one is set to go
[6:49] Bismillah um is set to go into effect on January 1 2026 so we still have a little time to
[6:56] figure out all the details but it really the idea is that they've been talking about this in the state for a number of
[7:03] years now is to set up a system that's similar to unemployment
[7:10] insurance for people to apply for wage
[7:15] benefits When um it's necessary for them to miss you know uh be absent from work for having
[7:23] having a baby taking care of a family member for their own serious medical
[7:29] condition those are the the largest largest ones follows along very closely
[7:35] with the FMLA Family and Medical Leave Act which is a federal act however this
[7:41] of course provides wages as well family and they have MLA the federal Family
[7:46] Medical Leave Act provides for job protection and it provides for
[7:52] um your employer must continue your insurance just like you were working but
[7:57] is actually unpaid leave it doesn't provide any wage replacement during that time and so the Paid Family Medical
[8:04] Leave Act the Minnesota law actually will also provides wage replacement in a
[8:10] very similar manner to unemployment insurance and it's the maximum length of
[8:17] paid benefits annually for an employee would be 20 weeks with a qualifying event
[8:25] um and the qualifying event would have to be at least seven days um absent and then all employees would
[8:33] be eligible for this benefit after not after they work for the employer for 90 days
[8:41] in terms of the financial impact the way this works is the state's going to set up a trust and the trust will be funded
[8:46] by employer and employee payroll deductions and so the maximum contribution from the employer will be
[8:52] point seven percent of all taxable wages that the employer pays out so for this
[8:58] school district that's going to be about eight hundred and thirty thousand dollars per year potentially that we would have to contribute to this trust
[9:05] thank you so we know that there are there are specific education related
[9:12] pieces of legislation that happen but this is good examples of how other parts of what is happening over at the Capitol
[9:18] will also affect our schools and I didn't know I don't we're not going to have a budget conversation now but
[9:25] um I wonder if it would be helpful to just kind of explain the time frame of when things are going to be shown to the
[9:31] board as we're in budget planning mode right now absolutely if you refresh the
[9:37] board book tomorrow at about noon or before end of day you'll see a budget document that details our bird process
[9:44] what happened at the legislator legislative session excuse me and also each of our funds depicted in a
[9:51] governmentally accepted Italian principles in that format so although details should be available tomorrow and
[9:56] there were some information presented at last week's special meeting so check that out as well okay thank you
[10:03] so at this time I'll open it up for questions if anybody has a question you
[10:08] can raise your hand we'll be very informal about this
[10:16] go ahead I have a question about this radio ratio Staffing regarding the class
[10:23] sizes so who's gonna are you understand that now is the the board and now we'll
[10:31] be depending on if they unionized or how is how it how we will what what how who
[10:37] will decide and not the size of the classes now so ultimately the school board approves
[10:44] the collective bargaining agreement that's brought before them so so the way it works is with all different employees
[10:52] within the school district is directly ordered and I sit down and and go through negotiations with the employee
[10:59] group with their with their designated team um following once we reach what's called
[11:06] a tentative agreement between the two teams then the employee group takes a
[11:13] vote and if they that vote passes it's called the ramification and then at that
[11:19] point the that proposed agreement goes to our school board for final approval
[11:26] the school board is of course included however all through the entire process
[11:31] they're updated they provide the financial parameters for the negotiation
[11:36] for our negotiations team and they will be a obviously included in any type of
[11:42] Staffing would show a discussion as well
[11:49] my question was kind of similar around the part that went with that
[11:55] um with the bargaining unit deciding testing what does that mean does that
[12:01] mean if they decide you don't want to spend so many days doing testing will no longer do maps or we'll no longer do
[12:09] um fast Bridge or I mean what does that mean so with the read act we legislation says
[12:18] that we are required to use in our particular place we use fast for a child
[12:25] um so when it comes to our comprehensive literacy screening that that will need
[12:31] to continue we know that the Minnesota comprehensive assessments are required by state law so that will still have to
[12:37] continue we use other assessments right so um we capture data via Panorama for um
[12:45] social emotional well-being we capture an information we capture or we'll begin
[12:51] capturing um information starting with some schools and some grade levels for the
[12:57] cognitive abilities test the co-get [Music] um really looking at talent development and natural abilities
[13:06] um and so those pieces are negotiable and we as as
[13:13] um Dr Saylor said um she
[13:18] mostly her in this particular case but Mark will be there as well um we'll continue to work with Union
[13:24] leadership to negotiate those pieces but when it comes to our literacy efforts
[13:30] is now a state statute with the breed act and so we will continue using
[13:37] Church thank you are there any other questions sure I
[13:44] have a question about um so if you're able to recoup some of the funds that you've invested in
[13:49] letters what um is your plan to reinvest that in the
[13:55] school or do you have to go back to the education fund or do you work with them
[14:00] to create a new plan or do you expand your training and
[14:06] yeah so there's it's a great question and it will allow us to just continue to
[14:12] fund but really those funds would go come back they'd go into the general fund we actually have a plan like I said
[14:18] we are so fortunate to just be in a really good position like this so we what redex says is that
[14:25] by next year we need to have our primary teachers as well as interventionists
[14:31] um trained we have been in the position where we've been doing that training now and actually our early childhood
[14:38] teachers as well we've been working on that training now since 2021 so we're really in a good position we don't know
[14:44] how much we're going to get reimbursed but we do know that we are actually
[14:49] moving to begin letters is is primary Aspire is for intermediate moving into
[14:58] secondary up to 8th grade and so we're actually going to be moving into that training with some of our intermediate
[15:05] teachers um by 2027 teachers Early Childhood through eighth
[15:11] grade need to be trained and again we're just in a really good and unique
[15:16] position that we have so many of our teachers trained already so those monies come back we could certainly use those
[15:23] that refund to go to work some other expenses they will come back to the job
[15:29] you know okay so they could go for it [Music]
[15:36] well we know that we're committed to continuing our efforts so but when they
[15:42] come back in they do go into the general fund okay
[15:47] Sarah another question um for 9th through 12th graders is anything
[15:54] being done for those kids that have slid through um can that funding go to
[16:01] to bump their system up reimbursement funding is that your
[16:07] return to yeah so um first of all we actually just really you can tell I'm
[16:13] really proud of the teaching and learning team right because uh they moved fast Bridge
[16:18] into ninth grade already and so we've already been using fast bridge in ninth grade we've already been able to support
[16:25] students with their reading and just really excited about what we're seeing with that
[16:31] teaching learning is also brought to the board um for just initial review our
[16:38] comprehensive 9th and 12th grade literacy plan and once that is approved then we're able to to see you know what
[16:45] we will need to do we've actually added a for for this coming school year we've actually added a reading course at the
[16:52] high school level so this is a commitment that we already have when it says that those funds go
[16:59] into the general fund that's just because the funds came out of the general fund without specific funding
[17:05] being set aside for it but we do plan to continue our operations and fun
[17:12] as well it sounds like we have some really good things money coming in and other things
[17:19] that are going to require money going out I know that we'll see a fuller budget picture tomorrow or later
[17:26] um overall is it a net positive or people pleased with the outcome of the session or do you feel like there are
[17:33] maybe some misses of things we didn't get that we wanted that's a great question
[17:41] first of all I just a superintendent I've never even say that I'm not excited that we now have 47.8 of the special
[17:49] education cross subsidy coming in that's a huge event I mean that is a tremendous win and that is something that our
[17:56] students were down there advocating for and it made such a difference you know
[18:01] we have additional unfunded mandates and we won't know
[18:07] the true impact of those until 2026 for exposure or every District won't know
[18:14] the impact of um unemployment so what happens with the new unemployment it's
[18:21] also reimbursed right so we we have to have money set aside to pay that out
[18:28] first and then and then we'll submit for a reimbursement later and so it's about cash flow right yeah they have those
[18:34] money so that you can set those aside um we won't know the impact with class
[18:40] sizes until we go through the negotiations um
[18:46] we have a class range and if we went with the lowest numbers in our class
[18:51] range it requires significant number more teachers which requires significant more
[18:58] funding and so we are incredibly excited for the for the cross subsidy we're
[19:04] excited for four percent two percent we are really excited for the um
[19:12] the tied to general fund to inflation because what that guarantees us is that
[19:18] we know we will get nothing less than two percent there were years I've been in education for a really long time
[19:23] there were years when we got zero percent they were years where we actually in education gave back to the
[19:28] state to help them fund other things um and and we will receive no more than
[19:35] three percent the great thing is we can start to plan out and budget in a way that other
[19:42] businesses are able to do that because we just never knew where we were going
[19:47] to be at that stabilization is the key to all of it which was
[19:53] okay when is the next negotiating period starting with the teachers
[19:58] um it starts with Summer oh
[20:06] yeah does anybody else I have a good question do you have a mentorship program for your student
[20:13] um students on your board as they as they go through they can mentor the
[20:18] younger students to be leaders in that advocacy I think so I think that that's
[20:24] our hope a lot for this coming school year that's not a big effort we that is one of our big hopes for this coming
[20:30] school year as we're seeing the importance of student voice on this committee and the importance of making
[20:36] sure that we are continuing to grow this group and use our students as the
[20:46] as the ones to influence the school body right and to help shape what this looks like
[20:53] looks like I'm sure there's such a learning curve too for for those students so learn all the aspects of what
[21:07] I had no idea about like the status of Education policy within Minnesota and
[21:13] like being on the community it's definitely opened my eyes to show that like education education finance and
[21:19] especially policy is extremely complicated and I think it's like it should be a necessity that everybody knows and having like the new members
[21:26] and we Mentor them but that's even more educate more educated public and we can
[21:31] like talk about these issues more like explaining it in like more lead terms and it would just make more sense
[21:38] thank you so much yeah sorry it definitely was a learning curve regarding um
[21:45] well just following bills and speaking to Representatives as well just um
[21:51] putting everything in terms that you can understand as well as when we had like younger students with us especially
[21:56] making sure that they were um they understood what was going on as well as speaking to the representatives and
[22:02] having that opportunity to voice their concern as well as support yeah it wasn't just the representatives
[22:10] of this District as well they did they did a lot of Outreach efforts for other people in the education plans committee
[22:16] and those types of things that um so you're you know obviously we converse a lot with our Representatives directly
[22:22] but the overall community structure they did a lot of work with those folks as well so that's a great exposure for them
[22:30] and next year we hope to have Dr Woodard give us another class on education
[22:36] funding because [Music] let me thinks the more members of our
[22:42] community the more students and everybody understands that we're all better
[22:49] well if nobody has any other questions we will adjourn this evening thank you so much for coming once again we'd love
[22:56] it if you'd like to um keep in touch with us at the Lac we will be posting our breakfast again next
[23:02] year we'd love to have your name so we can reach out thank you
[23:11] thank you so much
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Other Topics from This Document
Student Testing as Mandatory Bargaining Subject
Unemployment Insurance Eligibility for Non-Instructional School Employees
Paid Family and Medical Leave Act (Minnesota)
Special Education Cross-Subsidy Funding
General Fund Stabilization and Inflation-Tied Funding
Literacy Training and READ Act Implementation
Student Advocacy and Mentorship in Education Policy
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