Dear Educators,
Your bargaining team has reached an agreement with the District on salaries and other working conditions. The state sent $6.7M for salaries, and CTA was able to negotiate the use of local funds to the amount of $37.7M for salary increases, and the engagement of our membership made a difference. Below are some highlights of this agreement.
Salary Agreement Highlights
- Performance Pay Salary Increases (Permanent, retroactive to the first duty day):
- Highly Effective: 4.01%
- Effective: 3.01%
- Compression Adjustment: $2 million has been set aside to increase the minimum teacher salary to $50,000 and to make compression adjustments based on years of experience, with increases at key intervals (up to $70,000 for 32+ years of service).
- Advanced Degree Supplements: Increase by the same percentage as the entry teacher’s salary increase
- Deferred Pay Option: Teachers will have the option to defer pay over 12 months
This agreement means teachers will see a base salary performance increase this year. In addition, some veteran educators will receive further adjustments under the new compression chart, which raises minimum salaries by experience bands. These adjustments are designed to better recognize years of service outside of the district and address long-standing concerns about pay fairness. The hope is that we can continue to invest in this chart in the future, as both the chart and the percentage increases will continue to address compression issues with salary over time.
Working Conditions Agreements
- Unfounded Claims
- If a student or parent complaint results in an unfounded Professional Standards investigation, the teacher may request the student’s reassignment, which the administrator must arrange if an alternative placement is available or, if not, develop an alternative plan in compliance with state and federal law.
- Artificial Intelligence (AI)
- At the start of each school year, teachers will receive a list of District-approved AI platforms (with updates and training provided as new tools are added), and educators will not be held responsible for student misuse of AI or for any responses generated by the program. If a teacher becomes aware of a student’s misuse, he/she must take action.
- 30 Minute Lunch
- Teachers will now have a guaranteed 30-minute lunch period, with elementary teachers on Wednesdays receiving a minimum of 25 minutes to accommodate the early-release schedule.
- Last Wednesday
- On the last Wednesday before the end of the school year, when students are in attendance, no meetings or professional development will be scheduled, so teachers can use the early release time for year-end activities.
- Sick Leave Donation
- The sick leave donation requirement has been reduced, so recipients now only need a minimum balance of 4 sick days instead of 10 to be eligible.
The bargaining team did not agree to sign the Memorandum of Understanding (MOU) that OESPA signed yesterday, October 2nd, regarding health insurance. Click HERE to read the MOU.
Thank you to everyone who has shown up at bargaining, emailed school board members, worn red, and shared on social media. Every action matters. In a year when state funding once again fell short of what Florida educators deserve, your solidarity has helped us move negotiations forward and secure meaningful gains in a challenging environment. A special thank you as well to our bargaining committee and team, who have met after each session. We invited every school to have a representative on this expanded committee to ensure all your voices were heard.
Information about the ratification process will be sent to all members of the bargaining unit with full details on the timeline and procedures.CTA RECOMMENDS A YES VOTE!
Click HERE to read all bargaining updates.
Click HERE to read the letter OCPS sent to the Florida Commissioner of Education.
In Solidarity,
OCCTA Bargaining Team
