As many of you are aware, Governor DeSantis signed into law HB641 (minimum teacher pay law) this past week.  The information below seeks to educate MCEA members about the conditions of the law and how it may impact your salary.

Explanation of the Law:

• The state legislature created a pot of funds that are earmarked exclusively to raise teacher salaries in the state of Florida.  These funds must be used explicitly as they are described in the statutory language of HB641.
• Each school district in Florida received a specific amount of funds from this state-wide pot.
• Each school district must first use 80% of the funds allocated to them to raise minimum classroom teacher salaries as high as possible, up to $47,500.  If enough money has not been allocated to reach $47,500, a district must use the 80% of their allocation to raise minimum classroom teacher salaries as close as they can to that level.
• Each school district must use the other 20% of funds allocated to them to locally negotiate base salary raises for 3 groups of educators:
  • 1 – Those who received a minimum salary increase to get them to $47,500, but it was less than 2%. Therefore, a classroom teacher making $47,300 who gets a $200 raise to get to the new legal minimum salary, would also be eligible to be included in raises that come from the 20% pot.  Due to the low level of salary increase they received from the 80% pot.
  • 2 – Those who currently make more than $47,500 and received no raise from the 80% minimum salary level pot.
  • 3 – Those members of the The-Bargaining Unit who are not defined by state statute as a “classroom teacher.”  To be defined as a classroom teacher you must have student rosters attached to your name in classes that earn state approved credit for graduation purposes.  That is the simplest explanation of what the state defines as a “classroom teacher” vs those not defined as such.  Individuals in this group include but are not limited to media specialists, school counselors, certified pre-K teachers, occupational/physical therapists, etc.
• The funds allocated this year for these raise purposes (minimum salary raises and veteran raises) automatically roll over into next year’s budget.  So, unless the legislature changes the law next year to cut teacher pay and eliminate these funds, these raises will be recurring and continue to be funded by the state.

Commentary from President Karen Resciniti on SB 641

• Is SB 641 a good bill? Yes, and no. The MCEA/FEA and all locals across the state called for a 10% raise across the board for all educators. Our “ask” was not realized. However, the Governor’s original proposal did not include any funds for raises for non-classroom teachers or veteran teachers. The Governor has allocated 500 million dollars for teacher raises. Districts cannot divert the funds to other priorities and a good number of our members will get significant pay increases This is the largest increase in state funding that we’ve seen in decades.
• The Governor’s raise is a big win for newer teachers! It is a slap in the face to our veteran force.  I cannot state strongly enough, it is more important than ever for us to stick together. Under the law, it awarded 80% of the 500 million dollars for new teachers, with a goal of $47,500. However, only classroom teachers with rosters tied to them will be eligible for these raises. The remaining 20% will go toward veteran teachers and teachers who do not qualify for the 80%. (non-classroom teachers). The increase will create salary compression, meaning teachers in their first 5, 10, 15 or even 20 years could end up earning the same salary. This is no one’s fault but the legislature.

 We cannot allow this STATE legislation to pit one group of teachers against the other. We must stay unified and continue to fight for what is right for ALL teachers.

• Due to the fact that school grades and evaluations were suspended last year because of COVID-19 shutdowns, the Florida Department of Education suspended all evaluation based/merit pay laws for this coming year.  In doing so, for the first time in a decade, the ability to negotiate local raises is less restricted and more flexible for MCEA/MCSD.  This will offer an opportunity to try to balance out the raises we all receive when you combine the impact of the state funds and local funds for raises.  We must keep in mind that we are in the midst of a global recession. The MCEA team will work hard to get the MCSD to use local dollars to add to teachers raises to ensure equity in raises for all.

• How will Martin be affected by SB 641? First, very few counties will be able to reach the benchmark goal of the Governor. He did not allocate enough money. The goal is to get “beginning teachers” as close as possible to $47,500. I believe that Martin will fall short, like most districts, and get half-way there. Martin County has received an allocation of $3,372,735. 80%, or $2,698,189 will go to raising starting salary. The remaining 20%, or $674, 547 will be slated for the group that is already under $47,500 and non-classroom teachers (guidance, coaches, media, etc.). According to last year's report, only 337/1290 teachers were making more than $47,500. Our team has requested the current  Bargaining Unit roster, with salaries, and will begin meeting as a team very soon.

For more information and FAQs : https://feaweb.org/news/2020-legislative-session/faqs-about-the-legislatures-salary-plan/