(3)__The overall compensation presently received by the employees, including direct salary and wage compensation, vacation, holidays, life and health insurance, retirement and all other benefits received;

(4)__Other factors not confined to the factors set out in subparagraphs (1) to (3) that are normally and traditionally taken into consideration in the resolution of disputes involving similar subjects of collective bargaining in public education;

(5)__The need of the employer for qualified employees;

(6)__Conditions of employment in similar occupations outside public education;

(7)__The need to maintain appropriate relationships between different occupations in public education;

(8)__The need to establish fair and reasonable conditions in relation to job qualifications and responsibilities; and

(9)__The comfort of the employees and their ability to perform and work with efficiency, effectiveness and satisfaction.

The results of all arbitration proceedings, recommendations and awards conducted under this section must be filed with the Executive Director of the Maine Labor Relations Board simultaneously with the submission of the recommendations and award to the parties. In the event the parties settle their dispute during the arbitration proceeding, the arbitrator or the chair of the arbitration panel shall submit a report of the arbitrator's or chair's activities to the Executive Director of the Maine Labor Relations Board not more than 5 days after the arbitration proceeding has terminated.

SUMMARY

This bill proposes to redefine as "working conditions" several specific issues that case law has identified as "educational policy." This modification to the bargaining law would allow school districts and school employees to negotiate