Teachers Urged to Secure Personal Liability Insurance Amid Rising Legal Risks

Educators are increasingly advised to obtain personal liability insurance to safeguard against potential legal and financial challenges arising from their professional duties. While school district policies often prioritize institutional protection, individual teachers may find themselves vulnerable in the face of lawsuits or claims related to their classroom activities.

Consider scenarios where a teacher is accused of unfair treatment following a student’s poor grade, or instances where intervening in a student altercation leads to allegations of physical or emotional harm. Without adequate liability coverage, educators could face significant legal expenses and personal stress in defending themselves.​

Personal liability insurance for teachers typically encompasses:​

  • Legal defense costs: Covering attorney fees and court expenses if sued.
  • Student injuries: Addressing accidents occurring in the classroom or during school events.
  • Claims of misconduct: Providing defense support against false accusations.
  • Property damage: Covering accidental damage to student or school property.​

These protections often extend beyond the coverage provided by standard school district policies, offering educators an additional layer of security.

For educators who have opted out of union membership, there are still accessible and affordable professional liability insurance options available. Independent providers and professional organizations offer plans specifically tailored for educators, allowing for customized coverage without the necessity of union affiliation. These independent policies often feature competitive rates and flexibility, ensuring that teachers can find plans aligning with their specific needs and circumstances.

When selecting a liability insurance plan, educators should assess their individual requirements, desired coverage levels, and any specific risks associated with their teaching environment. It’s crucial to thoroughly review policy terms, understand coverage exclusions, and choose a reputable provider with experience in serving educators.​

By proactively securing appropriate liability insurance, teachers can focus on their educational responsibilities with greater confidence, knowing they are protected against unforeseen legal challenges.​

For more information: Teacher Liability Insurance: What You Need to Know

About My Pay My Say

My Pay My Say (MPMS) is dedicated to empowering educators by providing critical resources, advocacy, and support to navigate challenges in today’s classrooms. MPMS promotes policies that prioritize teacher autonomy, student success, and access to the tools necessary for a high-quality education. Through research, outreach, and actionable solutions, MPMS helps educators make informed decisions and create positive learning environments. Learn more at mypaymysay.com.​

Teachers Urged to Check Their Union Opt-Out Windows Before Missing Their Opportunity

Many educators are unaware that their ability to resign from a union is restricted to a limited timeframe known as an opt-out window. These windows, which are typically outlined in union contracts, may last only a few weeks or even just days each year. Missing the designated period could mean being locked into membership and dues payments for another year.

The 2018 Supreme Court ruling in Janus v. AFSCME affirmed that public school teachers and other public-sector employees cannot be required to pay union dues or fees as a condition of employment. However, teachers seeking to exercise their right to opt out must do so according to their union’s specific procedural requirements, which often include strict timing and paperwork submission rules.

Understanding the opt-out process is critical, as educators may face barriers such as vague contract language or lack of clear guidance from their union. Teachers who wish to opt out should carefully review their state laws, district policies, and union contracts to determine their eligibility and required steps.

Many teachers simply don’t know that these opt-out windows exist until it’s too late. My Pay My Say provides educators with clear information on their rights, the specific steps they need to take, and how to navigate the process successfully.

To effectively resign from a union, teachers should obtain an official opt-out form or draft a resignation letter, ensure all documentation is submitted within the required timeframe, and verify that their request has been processed. Given the complexity of some union rules, educators are encouraged to seek guidance from trusted sources to avoid errors that could invalidate their request.

It’s also important to recognize that leaving the union may affect some benefits, including legal representation and access to certain professional development opportunities. Teachers who opt out may also face social pressures in the workplace. However, opting out is ultimately a personal choice, and many educators find that the financial savings and the freedom to align with organizations that reflect their values outweigh any downsides. Support networks exist to help educators navigate these considerations and make the best decision for their careers.

My Pay My Say offers resources to help teachers navigate the opt-out process, including information on state-specific requirements, sample resignation letters, and guidance on what to expect after opting out. Educators who want to confirm their opt-out window or understand their options can access these tools at My Pay My Say.

About My Pay My Say

My Pay My Say (MPMS) is dedicated to empowering educators by providing critical resources, advocacy, and support to navigate challenges in today’s classrooms. MPMS promotes policies that prioritize teacher autonomy, student success, and access to the tools necessary for a high-quality education. Through research, outreach, and actionable solutions, MPMS helps educators make informed decisions and create positive learning environments. Learn more at mypaymysay.com.

Teachers Encouraged to Reevaluate Health Insurance Plans Amid Rising Costs

As healthcare expenses continue to escalate, educators are advised to assess their current health insurance coverage to ensure it aligns with their individual needs and financial situations. Union-negotiated health plans, while offering comprehensive coverage, may not always be the most cost-effective option for every teacher.

Union health insurance plans are typically designed to accommodate large groups, providing broad coverage that may not cater to individual requirements. This approach can result in educators paying for services they seldom use, thereby increasing overall costs without delivering meaningful value. Additionally, administrative fees bundled into union dues can obscure the true cost of coverage, further inflating expenses. Moreover, these plans often come with limited provider networks, restricting access to certain doctors or hospitals, which can lead to unexpected out-of-network charges if care is sought outside the designated network.

Educators should be vigilant for signs that they might be overpaying for health insurance, including high premiums despite limited healthcare needs, out-of-pocket costs like co-pays and deductibles that frequently strain their budgets, restrictions on the choice of doctors and hospitals leading to expensive out-of-network visits, and not having compared other plans or updated coverage in several years. These indicators suggest that a teacher’s current plan may not align with their needs or budget. Conducting an annual review of health insurance coverage is a proactive step to prevent overpaying for healthcare.

Educators are not confined to union-provided health plans and have several alternatives to consider. Private insurance brokers can assist in finding tailored coverage that meets individual needs and budgets. State or federal exchanges, such as Healthcare.gov, offer competitive rates and a variety of plans. Additionally, High-Deductible Health Plans (HDHPs) combined with Health Savings Accounts (HSAs) provide a smart way to save money if one is generally healthy and does not need frequent care.

Given the financial challenges posed by rising healthcare costs, it is imperative for educators to proactively evaluate their health insurance options. By assessing current plans and considering alternatives, teachers can secure coverage that is both comprehensive and cost-effective, ensuring their health and financial well-being.​

For more information visit: Are You Overpaying for Health Insurance? – My Pay. My Say.

About My Pay My Say

My Pay My Say (MPMS) is dedicated to empowering educators by providing critical resources, advocacy, and support to navigate challenges in today’s classrooms. MPMS promotes policies that prioritize teacher autonomy, student success, and access to the tools necessary for a high-quality education. Through research, outreach, and actionable solutions, MPMS helps educators make informed decisions and create positive learning environments. Learn more at mypaymysay.com.​

Teachers Question Union Dues Allocation Amid Growing Political Spending

Educators across the country are taking a closer look at how their union dues are spent, particularly regarding political activities. While unions play a critical role in collective bargaining and workplace representation, many teachers are unaware that a portion of their dues may be allocated toward lobbying, advocacy, and other political efforts—raising concerns about transparency and member consent.

According to data from OpenSecrets, teachers’ unions have significantly increased their political spending over the years, with contributions rising from $4.3 million in 2004 to over $32 million in 2016. These donations have predominantly supported Democratic candidates, with at least 94% of funds directed to their campaigns since 1990.

Federal law prohibits unions from directly using dues for political campaign contributions. Instead, unions create Political Action Committees (PACs), which are funded by voluntary member contributions. However, unions are allowed to use dues for political activities such as lobbying and issue advocacy. For example, in the 2022-2023 fiscal year, the National Education Association (NEA) allocated over $50 million toward political activities and lobbying—more than it spent on member representation.

The 2018 Supreme Court ruling in Janus v. AFSCME affirmed that public employees have the right to opt out of paying union fees that fund political activities they do not support. This decision has given educators more control over whether their earnings contribute to union-backed political initiatives. However, many teachers remain unaware of their ability to decline these fees, highlighting the need for greater transparency and education on the issue.

As union political spending continues to grow, educators are encouraged to review their union’s financial disclosures and understand their rights regarding membership and dues allocation.

For more information on how union dues are used and what options teachers have, visit My Pay My Say.

About My Pay My Say

My Pay My Say (MPMS) is dedicated to empowering educators by providing critical resources, advocacy, and support to navigate challenges in today’s classrooms. MPMS promotes policies that prioritize teacher autonomy, student success, and access to the tools necessary for a high-quality education. Through research, outreach, and actionable solutions, MPMS helps educators make informed decisions and create positive learning environments. Learn more at mypaymysay.com.

Health Savings Accounts: A Viable Option for Educators Amid Rising Healthcare Costs

As healthcare costs continue to rise, many teachers are considering Health Savings Accounts (HSAs) as a way to manage medical expenses while maximizing tax benefits. HSAs, which are available to individuals enrolled in high-deductible health plans (HDHPs), offer tax-free savings that can be used for qualified medical expenses. However, educators are weighing the potential advantages against the challenges of high upfront costs and funding limitations.

For educators like Angela, a public school teacher in Pennsylvania, HSAs provide a flexible and long-term solution for managing healthcare expenses.

“I like it because, after a couple years, you build up a nice cushion to use towards things like copays and prescriptions,” she said. “But if you don’t need to use it, you’re not wasting that money. You’re saving toward retirement.”

Unlike Flexible Spending Accounts (FSAs), which require funds to be used within a set timeframe, HSAs allow for contributions to roll over year after year, offering a potential retirement savings benefit. According to the IRS, for 2025, an HDHP must have a minimum deductible of $1,650 for self-only coverage and $3,300 for family coverage. The ability to save and invest HSA funds tax-free makes it an appealing option for long-term financial planning.

Despite these benefits, some teachers find HSAs difficult to manage due to the high deductibles required for eligibility. While an HSA can provide a financial cushion for medical expenses, contributing to one requires careful budgeting, especially for educators who may already be managing student loan debt or other financial obligations.
HSAs also come with strict guidelines. Withdrawals are tax-free only if used for qualified medical expenses; non-medical withdrawals before age 65 incur taxes and penalties. Additionally, understanding contribution limits, eligible expenses, and investment options can add complexity to an already busy workload for teachers.

As school districts and policymakers explore ways to improve healthcare options for educators, HSAs remain a potential tool for those seeking to take greater control over their medical expenses. However, teachers are encouraged to evaluate their personal financial situations and consult with benefits coordinators before making a decision.

For more information on how Health Savings Accounts impact educators, visit My Pay My Say.

About My Pay My Say

My Pay My Say (MPMS) is dedicated to empowering educators by providing critical resources, advocacy, and support to navigate challenges in today’s classrooms. MPMS promotes policies that prioritize teacher autonomy, student success, and access to the tools necessary for a high-quality education. Through research, outreach, and actionable solutions, MPMS helps educators make informed decisions and create positive learning environments. Learn more at mypaymysay.com.

Teachers Struggle to Support Student Mental Health as Crisis Grows

Educators across the country are grappling with an unprecedented rise in student mental health challenges, with anxiety, depression, and behavioral issues becoming more prevalent. According to the Centers for Disease Control and Prevention (CDC), more than 40% of high school students reported experiencing persistent feelings of sadness and hopelessness in 2021, the highest rate on record.

Despite increasing awareness, many schools lack the necessary resources to adequately support students. Teachers and school counselors often find themselves on the front lines, addressing students’ emotional and psychological needs without sufficient tools or time.

“There is a big emphasis on identifying students struggling with their mental health, but few resources are incorporated into curriculums to teach coping skills for anxiety, anger, and depression,” said Stephanie, a high school teacher from Pennsylvania. “We’re expected to recognize when a student is struggling, but there’s little guidance on how to actually help them.”

For many educators, the problem is exacerbated by a shortage of mental health professionals in schools, leaving teachers and counselors stretched thin. Allison, a school counselor in a rural district, described the overwhelming demand for services.

“As a school counselor in a small, rural school district, the mental health needs of our students are in high demand and under-resourced,” she said. “With my student caseload of around 400 students and local counseling agencies understaffed with already lengthy waitlists, my greatest fear is that some students aren’t able to get the attention or counseling services they need.”

The mental health crisis among students is not limited to high schools. Elementary and middle school teachers are also seeing a rise in behavioral and emotional struggles, making it difficult to maintain productive classroom environments. Teachers report that students often lack coping mechanisms, leading to increased anxiety, disruptive behavior, and disengagement from learning.

Despite these challenges, educators are finding ways to foster supportive environments. Small but meaningful gestures—such as greeting students by name, providing a space for open conversation, and incorporating mindfulness exercises—can make a difference in students’ emotional well-being. However, teachers say systemic changes are needed to address the root of the crisis.

“We need more than just recognition of the problem,” Stephanie added. “Schools must invest in actual resources, whether that’s more counselors, mental health programs, or even just time in the school day to teach kids how to handle stress and emotions.”
Without additional support, many educators fear that student mental health challenges will continue to impact academic performance, classroom behavior, and overall well-being. Teachers and counselors are urging school leaders and policymakers to take action, ensuring that students have access to mental health services before they reach a crisis point.
For more information on supporting student mental health in the classroom, visit My Pay My Say.

About My Pay My Say

My Pay My Say (MPMS) is dedicated to empowering educators by providing critical resources, advocacy, and support to navigate challenges in today’s classrooms. MPMS promotes policies that prioritize teacher autonomy, student success, and access to the tools necessary for a high-quality education. Through research, outreach, and actionable solutions, MPMS helps educators make informed decisions and create positive learning environments. Learn more at mypaymysay.com.

Educators Grapple with AI’s Impact on Student Learning and Academic Integrity

The rapid integration of artificial intelligence (AI) into education is reshaping how students learn and complete assignments, sparking debate among educators about its impact on academic integrity and critical thinking. While AI-powered tools offer new opportunities for personalized learning, they also present significant challenges, particularly in detecting AI-generated work and ensuring students genuinely engage with the learning process.

Educators across the country are seeing a rise in students using AI to complete assignments, often without fully understanding the material. Jessica, a high school teacher from Pennsylvania, has seen students rely on AI to produce assignments rather than develop their own skills.

“I have not yet seen students use AI to enhance their education,” she said. “I know a lot who’ve used the technology only to acquire answers.”

Unlike traditional plagiarism, AI-generated content is not copied from another source but is still not the student’s own work. This creates difficulties for teachers trying to assess genuine learning. Michelle, an English teacher in the Northeast, has developed creative strategies to catch AI-generated assignments.

“A ‘Trojan Horse’ I use to identify AI-written work is to sneak a bizarre tidbit into their instructions,” she said. “When they mention JIF peanut butter or the Millennium Falcon in their essay on Romeo & Juliet, they’re busted!”

Beyond the issue of cheating, AI is raising broader concerns about the development of critical thinking and writing skills. Some educators worry that students relying too heavily on AI will struggle to develop their own analytical abilities. Others are concerned that AI will widen existing educational disparities, benefiting students who use it effectively while leaving others behind.

Despite these challenges, some teachers see AI as a tool that, when used responsibly, could help students improve their learning. With the right guidance, AI could be integrated into classrooms to enhance research, provide personalized tutoring, and support students with different learning styles. However, educators say that clear guidelines are needed to ensure AI is used as a supplement to learning rather than a replacement for it.”We need to redefine what learning looks like in an AI-driven world,” Michelle said. “Instead of banning it outright, we should be teaching students how to use AI ethically and critically—just as we did when the internet first became widely accessible.”

As schools continue to navigate the role of AI in education, educators are calling for updated policies, professional development, and classroom strategies that address both the risks and opportunities of this rapidly evolving technology.

For more insights on how AI is shaping student learning, visit My Pay My Say.

About My Pay My Say

My Pay My Say (MPMS) is dedicated to empowering educators by providing critical resources, advocacy, and support to navigate challenges in today’s classrooms. MPMS promotes policies that prioritize teacher autonomy, student success, and access to the tools necessary for a high-quality education. Through research, outreach, and actionable solutions, MPMS helps educators make informed decisions and create positive learning environments. Learn more at mypaymysay.com.