As we begin our bargaining negotiations for the 2026–2027 school year, I invite each of you to engage in this important process. Together, we stand thousands strong, and it is through members actively participating that we achieve meaningful change for educators. Bargaining is often misunderstood as something that happens only at the bargaining table with a few people. In reality, achievements happen when educators across the district stay informed and take collective action. Bargaining victories don’t happen because of union leadership alone, they happen when YOU are involved. Membership matters, and increasing the number of members in our union matters. If every member talked to just one colleague about joining us, we would grow our power dramatically. It’s time for those on the sidelines to step in.
We are committed to keeping you informed throughout this process and ensuring you have opportunities to be involved. A small group of educators volunteers to serve on the Bargaining Team, the group that sits at the table.
We also have an expanded Bargaining Committee, with one representative invited from each school to ensure every voice is heard. We begin with your ideas through our bargaining suggestion form, followed by a survey to prioritize member concerns, and then the Bargaining Team begins meeting with the district. After each session, we hold a virtual summary meeting with the expanded Bargaining Committee so members can get accurate updates in their buildings. Along the way, you will see opportunities to take action: completing surveys, sharing your stories with school board members, wearing red in solidarity, attending meetings, signing petitions, and more.
We have celebrated major achievements in recent years, 16% raises, recognition of all advanced degrees, three weeks of paid maternity leave, three days of bereavement leave, and more, but our fight for better wages, benefits, and working conditions continues. I invite you to stay informed and be part of this process because YOU are the Union, and your voice ensures the district and school board understand that educators need them to prioritize our profession.
Let’s make a difference together.
In Solidarity,
Clinton McCracken
President, Orange CTA
We Are Action Ready
Bargaining Schedule
| 26-27 Bargaining Schedule | Location | Date |
|---|
Bargaining Summaries
May 14, 2026
Dear Educators,
Yesterday’s bargaining session made one thing very clear: even though the parties are at impasse, negotiations can still continue and CTA continues to fight for educators at the table.
CTA presented a salary proposal that includes:
• A 2% Cost of Living Adjustment (COLA) for all eligible educators
• An additional 4% increase for Effective teachers
• An additional 6% increase for Highly Effective teachers
CTA made it clear that without meaningful salary increases, and with the District’s proposed insurance changes, educators would effectively see a 7% reduction in take-home pay. The proposed insurance increases in premiums and deductibles represent increases of up to 188%. The average cost shift to an enrolled employee would be approximately $4,365 annually when factoring in increased premiums and deductibles.
CTA proposed to put into the Contract language stipulating that 33.3% of all funds generated by the One Mil Referendum would go to teachers as a supplement. The district currently uses this money (over $230 million a year) to pad their budget. All the other large districts in Florida dedicate a percentage of their one mil to teacher supplements. There is no reason Orange can’t do the same. They share fear tactics like they would have to cut arts or athletics programs or that they would have to cut 2,000 positions. The truth is that the other large districts use a portion of their referendum for teacher supplements AND those districts all have arts and athletics programs. The district has yet to answer the question as to WHY they can’t use a portion for teacher supplements when other districts do.
CTA also proposed that there be no insurance increases until every possible cost-saving option has been fully explored. The union has repeatedly presented alternatives focused on reducing healthcare costs without shifting the burden onto employees.
In addition, CTA proposed adding school counselors and school psychologists to select supplements. These positions provide critical services to students, including Medicaid-billable services that generate revenue for the District. Our members are the professionals doing the work and completing the required billing documentation, and CTA believes those employees deserve recognition and compensation for that work. The district can use the Medicaid funds to fund the supplement.
CTA also presented the Evaluation article and restored provisions that had previously been removed, while adding improvements to strengthen educator protections. The reality is that educators can be non-reappointed based on evaluations and then be made ineligible for rehire. Do not wait until this happens to you to speak up.
You can review all proposals and documents here:
04.30.2026 – Article X – Evaluations
04.30.2026 – Article XIV – Duty Day
04.30.2026 – Article XVII. Fringe Benefits
05.05.2026 – Appendix A. Salary Schedule
Appendix A6. Select Supplements
The Clinical 340B Recovery Model
Make a difference TODAY by emailing the School Board (sample email below). The Board has delayed its vote on the one mil referendum until Tuesday, May 19. Because this extra millage must be renewed by voters every four years, this is our opportunity to update the ballot language and rethink how these funds are used.
Ask the Board to explain why Orange County continues using the more than $230 million generated annually by the referendum primarily to fund positions, while other large Florida districts structure their budgets differently. In most of those districts, a percentage of referendum funds goes directly to teachers through annual supplements ranging from $5,000 to $10,000. Your voice matters and we are stronger when we engage in action TOGETHER.
In unity,
Orange CTA
[SAMPLE EMAIL]
Dear School Board Members,
I am asking you to reconsider how Orange County thinks about and structures the one mill referendum. Educator and classified employee pay should not be treated as whatever is left over after every other budget priority is addressed. It should be one of the first priorities considered when building the budget.
Districts like Miami-Dade, Broward, Palm Beach, Hillsborough, and others explicitly dedicate a percentage of their referendum funds toward increasing teacher and classified pay. In some of these counties, educators receive an additional $5,000 to $10,000 per year because of how their referendum is structured. Teachers there receive their regular negotiated salary increases and also receive additional referendum compensation, often in tiered formats similar to how our retention supplement was structured. Orange County should be doing the same.
Instead, Orange County has chosen for years to use the referendum primarily as a way to supplement the overall district budget. It should be a supplement for teachers and classified employees instead.
We keep hearing the same tired excuse that using referendum dollars more directly for employee compensation would require eliminating programs or cutting positions. Respectfully, this is fear-based messaging that does not reflect what we see in these other districts. Those counties still have arts programs, athletics, and student supports. They have simply structured their budgets differently because they made educator compensation a higher priority within their overall financial planning.
We cannot continue doing things the same way simply because that is how they have always been done, especially when the current structure is harming employee morale, retention, and financial stability. There are multiple examples across Florida showing there is a better way to structure these funds while still supporting students, retaining our employees, and maintaining strong programs.
Orange County’s educators and classified employees deserve more than appreciation. They deserve a budget that reflects their value and prioritizes investing in the people who make our schools run every day.
Respectfully,
____________
School Board Emails
April 22, 2026
Dear Educators,
Today, the District made its position clear, they have chosen to turn their back on educators and declared impasse. Instead of continuing meaningful negotiations, they have decided to walk away from collaboration and move this process into a legal phase.
During today’s session, your union continued to do the work and advocate for transparency, fairness, and respect for educators.
What CTA Presented?
CTA’s Assignment and Transfers proposal focused on protecting educators from unfair practices and ensuring transparency in staffing decisions. Key protections included:
- No expansion of duties beyond the original job description, including limits on “other duties as assigned”
- Clear notice of assignment changes
- Protections against arbitrary, discriminatory, or punitive transfers
- Clear process for the beginning of the year, involuntary transfer, and end of the year reappointment process
- Safeguards to ensure educators are not required to take on multiple roles without consent and compensation
- Prohibition on posting or advertising positions during a hiring freeze
CTA also submitted a comprehensive records request demanding transparency from the District. This request goes directly to the questions educators have been asking:
- What positions are actually being cut, and how many were already vacant?
- Which employees are being reassigned, into what roles, and are they part of the bargaining unit?
- How many administrative and leadership positions are impacted?
- What are the salaries, benefits, and total compensation for top district leadership and principal leaders over the past five years?
These are not small questions. These are the questions that determine whether cuts are being made fairly, and whether educators are once again being asked to carry the burden while others are protected.
Why CTA Has Not Submitted a Salary Proposal
CTA has not submitted a salary proposal at this time because critical information needed to responsibly cost a proposal has not yet been provided.
The State has not released the final budget, which is a key factor in determining available funding. In past years, the District has consistently acknowledged the importance of waiting for this information before finalizing salary proposals.
In addition, CTA does not yet have the most current salary and staffing data file from the District required to accurately cost any proposal. While the District may point to a file shared in the fall, that information is outdated and does not reflect current staffing, placements, or financial conditions. Submitting a proposal based on incomplete or outdated data would not be responsible or in the best interest of educators.
CTA formally requested the updated data on April 13, which is a standard and expected step in the bargaining process. For context, last year’s data file used for costing proposals was dated in early April, reflecting the same timeline we are following now.
CTA Proposals
What did the District do?
- Rejected every proposal we made in Article VI: Working Conditions, including protections around classroom walkthroughs
- Once again, protecting instructional time took a back seat
- It appears that maintaining administrative processes is more important than respecting the learning environment
- Declared an impasse instead of continuing negotiations
OCPS Salary Proposal
- 0.93% increase for Highly Effective
- 0.70% increase for Effective
- No increase for anyone without a 25-26 evaluation score
- Eliminate the ESE supplement – including the licensure and CCC
At a time when costs are rising, this proposal does not keep pace with the reality educators face.
Health Insurance Proposal
The District continues to move forward with a plan that increases costs for educators:
- Higher premiums
- Example: employee-only hybrid plan up to $170 per month
- Example: employee + spouse hybrid plan hired after 2024, up to $1,414 per month
- Increased deductibles (up to $3,000 individual / $6,000 family in some plans)
- Higher out-of-pocket maximums (up to $6,000 individual / $12,000 family or more)
- Increased coinsurance and prescription costs
These changes shift more financial risk onto educators.
District Proposals
District Proposal #7 – Appendix A-5 Select Supplements for School Year 2025-26
The Bigger Issue
The District asked CTA to bring solutions. CTA did exactly that, with multiple data-driven cost-saving ideas.
Those solutions were ignored.
The District has chosen to remain with Cigna while refusing to provide full transparency on the contract or explore alternatives in a meaningful way. Decisions are being made without complete information being shared, raising serious concerns about accountability and oversight.
Where We Go From Here
Impasse does not mean the fight is over, it means the process changes, and in this phase, what matters most is power. Power comes from how many of us are standing together. Because of your work, we’ve reached 60% membership, but what happens next depends on whether we continue to grow and on member engagement. Every conversation matters right now, and every new member strengthens our ability to push back, demand transparency, and secure real improvements. If you are already a member, talk to one colleague this week. If you are not yet a member, now is the time to join us at joincta.com. This is exactly why our union exists.
Make a difference by staying engaged, every voice adds to our collective strength. Be ready for calls to action, and help build the power we need by sharing your input and stories HERE. Your voice matters, and when we support each other, we are stronger together.
In unity,
Orange CTA Bargaining Team
March 31, 2026
Dear Educators,
Before anything else, we need to be very clear:
Our contract is at risk.
Right now, every single membership matters. If you are not yet a member, now is the time to join. If you are already a member but have not signed your Membership Authorization Form (MAF), please do so immediately.
The legislature passed SB 1296, which will make it very difficult to keep our contract if we do not reach 60% membership. The good news is that we are growing and now have the highest membership density in our history. We are only 250 members away from reaching our goal.
There are many benefits to membership. The first is to save our contract. It also provides valuable members only benefits and savings, and many members save more than they pay in dues. Most importantly, it gives us the collective power to win real improvements at the bargaining table.
We’ve accomplished a lot together. We have secured percentage raises, recognition of advanced degrees, maternity leave, bereavement leave, a 30 minute lunch, daily uninterrupted planning time, no required lesson plan template, no required CRMs, no required common board, limits on preplanning and Wednesday meetings, no required evening meetings, duty free lunch, and more. These were not freely given by the district. They were fought for and won by union members. And they are at risk.
And we are continuing to fight together. Join us today at joincta.com.
3.31 BARGAINING UPDATE
CTA President Clinton McCracken shared an opening statement HERE.
As you know, the district proposed a 0.93% raise for Highly Effective and 0.70% for Effective at the March 28 bargaining session. They also presented outrageous changes to insurance that results in a pay cut.
Your CTA bargaining team has worked with multiple local and national experts including assistance from our national affiliate AFT to develop real, data-driven solutions to address the district’s concerns about the insurance trust, a trust that has been underfunded by the district.
What the District presented so far?
• Salary increases of 0.93% (Highly Effective) and 0.70% (Effective)
• No increase for teachers without a 2025–2026 evaluation
• No increase to entry salary, meaning no adjustment to advanced degree or 7th period supplements
• Higher health insurance premiums
• Increased deductibles, coinsurance, and out-of-pocket costs
What does this mean?
The proposed salary increase would be offset, or exceeded, by rising healthcare costs. In practical terms, some educators could see little to no improvement in take-home pay, and in most cases, a net loss.
District Proposal #2 — Article XVII Fringe Benefits
District Proposal #3 — Appendix C Health Insurance Coverage
District Proposal #5 — Article II Negotiations
Solutions Presented by CTA
CTA has brought forward multiple solutions focused on reducing costs without shifting the burden to educators, some of which are:
• Bexa: a screening tool aimed at improving early detection of breast cancer, particularly for individuals who may not otherwise have access to screenings. Early detection leads to better outcomes and reduces long-term treatment costs.
• Quantify Infusions: an option to shift certain infusion treatments to lower-cost, high-quality settings such as in-home or outpatient care. This model is designed to reduce unnecessary hospital-based costs while maintaining or improving care quality.
• Slice Plan: This proposal focuses on reducing costs by addressing the root issue, high hospital and pharmaceutical pricing, rather than shifting costs to employees. By using direct contracts with providers (Orlando Health) and pharmaceutical companies, the plan could lower hospital rates and reduce specialty drug costs.
• Lantern: a coordinated care model that provides 1:1 support, faster access to specialists, and improved outcomes. The expansion of Lantern reduces unnecessary procedures and improves care management, with projected savings of over $5 million annually while also improving patient experience and outcomes.
• Garner: This proposal focuses on lowering healthcare costs by guiding employees to the highest-quality doctors within the existing network, using advanced data and incentives to improve outcomes and reduce unnecessary or inefficient care. By rewarding employees for choosing top-performing providers, the model drives better decisions without changing the health plan. Depending on implementation, projected savings for OCPS range from approximately $4.2 million to over $41 million annually, with guaranteed savings and improved care quality.
We believe strongly that:
• No rate increases should be considered until all alternatives are thoroughly evaluated
• The district must conduct full due diligence and ensure transparency
• Educators should not be asked to shoulder the burden of decisions made without complete information
Bottom line: There are two different approaches.
District Approach: Increase what educators pay
CTA Approach: Reduce what healthcare costs
In addition to salary and insurance, CTA continued to bring forward member-driven proposals focused on improving working conditions. These include safety supports such as improved communication tools for self-contained and overcrowded classrooms, reducing unnecessary workload related to duplicate data reporting, walkthroughs, and ensuring teacher voice in discipline decisions.
03.31.2026 – Working Conditions Proposal
DISTRICT CUTS TO SAFE AND OTHER STUDENT SERVICES
The District recently sent a letter outlining the impact of budget reductions for the 2026–2027 school year due to declining enrollment. The letter indicates changes to programs and staffing, including the elimination of SAFE Coordinator positions. It also outlines a restructuring of support services, including reductions of 12 social workers, 15 licensed mental health counselors, and 6 psychologists, along with increased caseloads and reassignment of responsibilities across schools.
CTA is concerned not only about the impact these changes will have on our bargaining unit members, but also on the students they serve, particularly as workloads increase and access to support services may be affected.
To provide support, answer questions, and discuss next steps, we will be holding member-only meetings for impacted groups. These meetings are a service provided to members.
Meeting Schedule (Members Only):
• SAFE Coordinators – April 1 at 3:00 PM
• School Counselors – April 1 at 4:00 PM
• School Psychologists – April 1 at 5:00 PM
• Licensed Mental Health Counselors – April 2 at 4:00 PM
• Social Workers – April 3 at 4:00 PM
As a follow-up to the district’s letter, we are asking members to share their feedback, comments, and suggestions so we can better understand the impact on educators and students and strengthen our response. Please take a few moments to share your perspective on the proposed changes, including reductions to programs, staffing adjustments, and any concerns about how these decisions may affect your work, your students, or your school community.
This moment is a reminder of why union membership matters. Every gain, every protection, and every challenge to proposals like these happens because educators stand together. Without that collective strength, there is no seat at the table. As you review this information, ask yourself, can you afford to lose your union?
WHAT YOU CAN DO RIGHT NOW
1. Join CTA if you are not yet a member
2. Sign your Membership Authorization Form (MAF)
3. Talk to a colleague and ask them to join
4. Stay informed and engaged as we move through this process
5. Members can join the CTA Facebook Group HERE
6. Share your story HERE
Members, please reach out if you need support. We are here for you, and we are in this together. Wishing a meaningful Passover to all who celebrate beginning this evening, and a joyful Easter to those celebrating this weekend.
In Solidarity,
Clinton McCracken, Orange CTA President
And the CTA Bargaining Team
March 27, 2026
Today the district proposed catastrophic insurance increases combined with a less than 1% raise. For most educators this would be a pay cut.
Our bargaining team is both disappointed and furious on behalf of our thousands of educators who deserve better. The district proposals would have a significant negative impact on educators and the district failed to provide clear answers, transparency, or a plan that reflects the reality our educators face.
As our union president stated:
“We brought forward real ideas to find savings and protect educators, yet those suggestions continue to be ignored. What is most concerning is not just the proposal itself, but the lack of explanation. Where is the plan? What is the District doing to find savings beyond placing the burden on employees? Educators deserve answers, transparency and real effort from OCPS.”
The frustration we are certain you share is compounded by the information from the District’s notification letter last evening regarding budget reductions and eliminating critical positions for student safety including Safe Coordinators. While the District states it is reducing 3% across departments, it has not provided clarity on what that actually means. How many positions are being reduced? How many cabinet-level roles are impacted? How many principal leaders? Without this level of transparency, it is difficult to understand where reductions are truly occurring and whether all areas are being held to the same standard.
You can review the materials provided by the District here:
The District presented a salary proposal that includes:
- 0.93% increase for Highly Effective teachers
- 0.70% increase for Effective teachers
- No increase for teachers without a 2025–2026 evaluation
Additionally, there is no proposed increase to the entry salary. As a result, there would be no increase to the advanced degree supplement or the 7th period supplement.
The District presented updated insurance plans, which include significant changes to premiums, deductibles, and out-of-pocket costs compared to the current plans. Their proposal includes two insurance plans, Hybrid and Surefit. Under the district’s proposal, there would be no zero-premium plan.
To better understand the impact, consider the following example:
A teacher with an annual salary of $63,625 rated Highly Effective would receive approximately a 0.93% increase, which equals about $592 annually (approximately $30 per paycheck before deductions / approximately $21 “take home” money).
Currently, a teacher on the employee-only Plan C pays about $58.60 per paycheck. Under the proposed changes, that same employee would move to the Hybrid Plan at approximately $85 per paycheck.
This represents an increase of about $26 per paycheck in premiums alone, effectively offsetting most of the proposed raise. In practical terms, the salary increase would be absorbed by higher insurance costs, leaving nothing in take-home pay.
$30 RAISE → $21 TAKE-HOME → $85 INSURANCE = YOU LOSE MONEY
In addition, the Hybrid Plan includes higher deductibles, coinsurance, and out-of-pocket maximums, which means the overall financial impact will be significantly greater, depending on healthcare needs.
Your bargaining team is reviewing all proposals carefully, including both salary and insurance impacts, to determine next steps. We will continue to provide updates as we move forward in this process.
This moment is a reminder of why union membership matters. Every gain, every protection, and every pushback on proposals like these happens because educators stand together. Without that collective strength, there is no seat at the table. As you review this information, consider that without our Contract, we wouldn’t even get to have this conversation. They would have already implemented this.
Our next bargaining session will be Tuesday, March 31 and we have scheduled a zoom update that day at 5pm. Click HERE to register.
In Unity,
CTA Bargaining Team
February 20, 2026
During this Fringe Benefits committee meeting, district proposed outrageous increases to the cost of your healthcare. See their recommendations HERE. We are bringing cost saving solutions to look at BEFORE putting increases on the backs of employees.
The union has submitted an MOU to the District to help ensure members at Orange Center are protected. The District is currently reviewing the proposal. We will continue to keep members informed as we receive updates.
February 17, 2026
Monday was our first bargaining session. Below you will find my opening statement. The district requested for the session scheduled for this Friday to be changed to a joint Fringe Benefits Committee meeting to discuss health insurance.
Over the past three years, we’ve made meaningful progress because members stood united and took action. Together, we secured 16% raises for highly effective teachers, three weeks of paid maternity leave, recognition for all advanced degrees, three days of paid bereavement leave, restored planning time, and more. Those victories didn’t happen by accident — they happened because educators engaged.
But our work is far from finished. Florida still ranks 50th in the nation in average teacher pay, and the district is signaling increases to insurance premiums. CTA is bringing real solutions to the conversation about healthcare, but let’s be clear: contracts aren’t won by a handful of people sitting in a room. They’re won by the strength and solidarity of educators across the district.
Bargaining outcomes are determined by how firmly we stand together — and how willing we are to engage.
Opening Statement
Good morning. We’re here to begin negotiations with a clear purpose: to strengthen our schools by strengthening the educators who make them work every day. We’re ready to work with the district, but we’re equally prepared to advocate firmly by standing with the thousands of educators we represent.
We enter bargaining at a moment when educators are under real financial strain. Florida ranks 50th in the nation in average teacher pay, and wage compression continues to erode the value of experience. Too many dedicated educators are leaving our classrooms not because they want to, but because they can’t afford to stay. That isn’t sustainable for our schools, our students, or this district.
While state funding remains inadequate, that reality can’t become an excuse for inaction locally. We must prioritize compensation and retention if we expect stability in our classrooms.
We also recognize the district’s concerns regarding the insurance trust. That’s why we requested a joint workshop with the district and school board, and we appreciate that it occurred. We came prepared with thoughtful cost-saving ideas, and there are additional options still to explore. What cannot happen is defaulting to solutions that shift the burden onto the backs of educators before every alternative has been seriously examined.
Our members are currently completing a survey to share their priorities for these negotiations, and their message is consistent. Compensation matters, and so do working conditions. Excessive walkthroughs, micromanagement, and a lack of respect are pushing educators away along with pay. If we want teachers to stay, and families to choose our neighborhood public schools, those issues must be addressed alongside salary.
We are committed to productive negotiations. We are ready to collaborate, to innovate, and to move forward together. We are looking for meaningful progress for the people who serve our students every day. Our educators deserve RESPECT, INVESTMENT, and real SUPPORT.
We look forward to productive negotiations.
Clinton McCracken
25 year educator and Orange CTA President
