Contracts ratified in Executive Branch bargaining

June 22: Members converge outside Gov. Mills’ office demanding a fair contract. State workers had been working under expired contracts since July 1, 2025. Members ratified successor contracts Sept. 14, 2026.

After protracted contract negotiations with the Mills administration in which state workers worked over a year under expired contracts, MSEA-SEIU members on Sept. 14 ratified new, two-year contracts good through June 30, 2027.

We are taking the gains we won together — and getting organized for the fights ahead. Our advocacy continues as we:

• Hold the State accountable on the Classification Study, with our members on the Steering Committee pushing for a fair new system.
• Prepare for the next round of bargaining, which will begin in just a few months with a new governor.
• Build a legislative agenda to strengthen workers’ rights and fix the broken labor laws that limit our power.

Below is a summary of the gains we secured in our new contracts:

COMPENSATION (WAGES):
Across the board increases: All state workers will receive 4.5% across the board effective the pay week closest to September 1, 2026.

$2,000 lump sum effective the pay week closest to October 4, 2026.

COMPENSATION (NON-WAGES):
Mileage: increase from 80% to 85% of the federal rate effective November 1, 2026.

Longevity: increase of $.05 for each grouping.

Differentials & Stipends:
DHHS License Renewal Reimbursement

ECS Training Stipend increase to $2

Standby for MEMA and certain DOT workers

Correctional Career Incentive Stipend for Compliance Program Spec & Chief Corr Industries Manager

Weekend Differential for Fish Culture Supervisor & BGS employees

MOA for OADS Caseworkers that volunteer for OCFS hoteling and ER shifts – additional $2/hour on top of existing $3/hour stipend

OT Compensation for Motor Carrier Inspector Supervisor

Performance Evaluations (interest): for PMFs due after January 1, 2027, if an evaluation is more than 30-days late and it results in a delayed merit increase, employees will receive interest on retroactive payments (1/6% per month).

Reimbursement for Advanced Courses, Licenses, Certifications: Expands use of funds to include reimbursement for maintaining professional licenses or certifications workers are required to have upon request.

Workers Compensation: Employees incapacitated/unable to work as a result of a physical assault in the line of their employment will not suffer any loss in pay or benefits during the waiting period for workers compensation.

BENEFITS

ADA Accommodations: HR is required to issue a written
acknowledgment of an ADA request from employees within 30 days and shall inform the employee by written notice of approved and/or denied accommodations.

Vacation: allows former state employees that are rehired into an MSEA BU position to accrue vacation based on total years of service after their probationary period.

If employees are denied vacation and it results in an overage of leave after December 31st, employees can submit a request to restore that denied leave and use it within the first quarter of the year.

Seasonal employees can elect to be paid out for unused vacation at the end of their seasons or carry over their accruals to their next season.

Bereavement: Leave must be used within 366 days of the death of a qualifying relative, unless there are extenuating circumstances. Qualifying relatives has been expanded to include foster child and sibling-in-law of both the employee and their significant other, and grandparent of significant other. Additionally, employees that experience a miscarriage or stillbirth after thirteen weeks will be eligible for bereavement leave.

Alternate Work Schedules: A six-month pilot program will be created to study where flexibility is being denied, why agencies may be denying alternate work schedules, and if/where flexible work schedules can be expanded.

Creation of a contractual alternative work schedule appeal process.

Recruitment & Retention: Pilot Program that will provide admin leave for employees to attend recruitment and retention committee meetings, including up to 3 hours of admin leave for prep meetings.

Work Clothing: Expands classifications that are eligible for a work clothing allowance to include Machinist, Welder/Fabricator, & TCLs involved in heavy vehicle & equipment fabrication.

Military Leave: increases leave from seventeen work days to twenty work days per calendar year.

Grievance Procedure: added language to help the parties move grievances through the grievance process faster.

Rest and Lunch Periods: removes language that will help ensure workers that came in late or leave early due to closures can still take their lunch if they choose to.

Labor Management Committees: l/m committees will be created to address the MRS Tax Examiner Progression Program, implementation of recommendations from the Maine AI Task Force, any issues that may arise for EUT Cooks, the catastrophic leave bank and improvements that could be made, and vehicle passes that ferry service workers receive.

Non-Discrimination: incorporates the bullying policy into the contract and expands protected classes.

Health & Safety: add language that requires the State to correct or mitigate unsafe vehicles or equipment in a timely manner. Additionally, adds language that if unsafe conditions or unsanitary conditions are raised in worksites or State housing, the State must investigate and remedy or mitigate those conditions and should provide alternate workplaces or housing if conditions are found to be present.

Immigration: adds protections for immigrant workers within the State, including what happens in the event that an immigrant worker is detained, and requires notice to MSEA of possible enforcement actions. Immigrant State workers will also be given four hours of admin leave to attend their citizenship ceremony.

Other Memoranda of Understanding:

MOU for EUT – changes made to enable labor/management meetings to take place, including that only two representatives from the unorganized territory schools will be necessary, that the committee will meet every month, and will now include cooks as well. Additionally, adds language about creating new or additional stipends for extracurricular activities.

Addition of Cooks in EUT – outlines placement of Cooks and additional benefits, such as an annual allowance for food safe/slip safe footwear and reimbursement for any needed testing fees or certifications.

Please note: MSEA will have to withdraw our two outstanding prohibited practice complaints regarding bad faith bargaining with this agreement.