Negotiation Updates

2022-2023 UPDATES

Session #9 11/30/22 School board room at 4:30 PM
 
Session #8 11/29/22 Stuart Learning Center at 4:30pm

The MCEA Team headed back to the table with the MCSD for session #8. The Chief Negotiator for the district started with a summary of the last session. At that session, there was disagreement between the parties regarding the statute by which we are bound. The chief negotiators, CFO, and I met earlier in week to discuss statute.

Carter Morrison, Assistant Superintendent of Finance then presented the districts proposals A & B with the MCEA proposal sided by side. He indicated where the district felt that we were not compliant with statute. The TSIA was the biggest issue with the numbers we applied. He then showed both district and MCEA performance proposals.  Once that was explained and additional questions were asked and answered, our Team caucused. We agreed that option B TSIA proposal from the district was the most beneficial to all our members. We then worked in caucus to come up with a better P4P plan.

The District’s P4P previously presented was:

Annual $1200 HE                       PSC   $ 900  HE                              

              $900   Effective                       $450  effective

The MCEA Team countered with the following P4P:

Annual: $1500  HE                         PSC $1200  HE             * Because they did not meet the 75% rule, the

               $1200  effective                    900   effective       the $1200 became $1125, and $900>  $843                                                                               

These exact numbers meet the letter of the law.

In addition to the pay for performance, using TSIA funds, starting salary would be increase to $48,700

In addition to P4P, teachers on steps 1A-5C would get a base increase of $1200

In addition to P4P, teachers on steps 6A down the schedule would get an increase of $700.

The increase in P4P brought our proposal to almost $1.7 million in district funds. All previous district proposals came in at a little over $1.3 million. The MCEA proposals started at about $2.1.

Right now, we are right in the middle with the union’s proposal.    

These raises, coupled with the tentatively agreed upon Millage amounts, give us a solid package for all teachers.

 
Session #7 11/17/22 Stuart Learning Center at 4:30 PM

MCEA headed back to the bargaining table with the MCSD for session # 7 for 2022/23 collective bargaining . Here are the highlights:

1- Millage MOU- We came to a tentative agreement and signed off on the Millage MOU! All the amounts presented to you all in previous summaries are the same. We just cleaned up some language. The payouts will be in one lump sum. Payout to be first pay date in September of 2023. The true-up will be the first pay date in December of 2023.

2. Bonus for recruiting bus drivers- We held off on agreeing to the MOU to give $500 referral fee to teachers for recruiting bus drivers. We would like to discuss this with our brothers and sister of the AFSCME Unit.

3. Salary proposal- We presented two salary proposals. One mirrored our previous proposal. However, last session we never presented a new schedule showing an increase to the base to $48,520. We did so tonight. We proposed TSIA dollars of $1020 levels 1A-5B and 5C and down on schedule(more experience) $1360. We presented two versions of P4P:

Option C                                                                     Option D

Annual- $1800 HE, $1350 Effective                       same

PSC-       $1350 for HE and Effective                    $1350 HE, $1260 effective

After over an hour of caucus, Gary Simmons, our Chief negotiator, and I were called in by the attorney/chief negotiator for the district. She wanted to explain that the district's interpretation of Florida statute and that of the MCEA are different when it comes to the P4P of PSC teachers as it relates to starting salary. There is just no point in bargaining this further without having our FEA bargaining experts involved in the discussion with the district's chief negotiator/attorney. We agreed to “huddle” to dissect the statute. We will get this done prior to the next session

Our next session is scheduled for November 29th @ 4:32 at the main board room at the old district office on East Ocean Blvd. We have another session scheduled for the 30th at 4:32, also at 500 E Ocean Blvd. It’s possible the venue could change for the 30th.

Session #6 11/2/22 Stuart Learning Center at 4:30 PM

Millage: The district changed a piece of language that was not brought up, nor discussed, at the last session. In session # 5, the district said they were amenable to the MOU presented by the MCEA. There were minor clean-ups and clarification items that needed to be fixed, for example, agreed upon dates for lump sum payout. What the district did tonight was add language, more specifically, indicating that an employee needed to be in good-standing at the time of the award. The district’s definition of good standing and our definition of “in good standing” are not in alignment. Our team will discuss this.

Salary: The district indicated that according to the FLDOE, our proposal was not compliant, specifically as it relates to starting salary. According to the FLDOE, starting salary on the new hirer placement schedule must be increased. We were in the belief that based on our salary proposal, both with TSIA and P4P, we did just that. However, we did not present a new hire schedule. In years past, when the raises were applied to each cell, that did increase the starting salary. Then, teachers with P4P moved up the scale accordingly. The application of TSIA complicates the schedule. There are three requirements to meet. As a team, we will explore our application and determine if we simply left off a piece of language that would apply to the new hirer placement schedule, which again, was historically one document. We will be accessing our bargaining specialist as we review our proposal from session # 5 and district’s proposal from session #6.

District proposed the following P4P raises:

The law dictates the 50/50 split from TSIA

Option A: Use all first 50% of TSIA ($548,039) money to raise base minimum to $48,700. Then use remaining 50% + $1,300,000(district funds) for performance pay. Minimum base now is $47,500

There are 631 HE annual contract teachers. There are 84 effective annual contract teachers

Annual HE $1800       cost= $1,135,800.00

              Eff   $ $1350              $113,400.00

There are 280 HE PSC teachers.  There are 24 effective PSC teachers.

  PSC:     HE: $900         cost= $252,000.00

              EFF. $ $450                 $ 10,800.00

Option B: Use first 50% of TSIA to raise base minimum to $48,700.

Then use remaining 50% to give a $700 raise to base from 6A up the schedule. (>more experience) Cost of this part of raise is $560,039

Annual HE  $1200          cost= $757,200.00           

            EFF  $900                          $75,600

PSC      HE    $900            cost= $252,000.00

             EFF  $450                         $ 10,800.00

Total costs are not including fringe, which is about 30%

It is difficult to determine the total raise proposed by the district because the TSIA application, in either of these scenarios, was not presented in a hard copy. At first glance, it appears that TSIA would be given to everyone up to 5B. We will need to examine that.

This is all so complicated! Bear with us as our team dissects the district’s proposal to understand the bottom line for all of our teachers. We shall seek the expertise of our bargaining specialists who work in many counties so that we may gain a broader understanding of the proposals and our options moving forward.

Session #5 10/25/22 Stuart Learning Center at 4:30 PM

Millage MOU- The MCEA last session omitted dates for payouts. We resubmitted our proposal. The millage awards did not change. See previous update. We modified the payout dates to first pay date in September, and for the true-up the first pay date in December. We could have signed off but there was a bit more clean -up to be fixed regarding payout for retirees. It will mirror the old retiree language but with the payout dates fixed to reflect a one lump sum, rather than spread out throughout the year. It will be ready to go for signatures next session.

Salary Raises- The MCEA proposal had to be submitted in a different format. In addition to the TSIA dollars, $1360 PSC and $ 1020 annual, we changed the raises a bit to imitate language in other districts which have been accepted and approved by the state. We also put in a provision to prevent leap-frogging by new hires to district.

Annual Contract    HE        $1800 

                            Effective   $1350

PSC - $ 1350 (for all, not based on performance)

Gary Simmons, our Chief negotiator, presented approximately ten state approved contracts submitted by other locals. So, those teachers on PSC would receive the same award based on our revised proposal.

The total cost of this salary package is about $3.3 million dollars, including the TSIA allocation ($1,210,739).

We felt it was a very productive session. The MCEA Team and the MCSD team worked collaboratively to clean up language and really think through the salary proposals in order to be state compliant.  

Thank you to all the teachers who attended the session. The Team really appreciates the support and feedback during caucus.

Session #4 10/18/22 Stuart Learning Center at 4:30 PM

Article VIII- Evaluations- We tentatively agreed to the language proposed by the district. This was explained in session

# 2 update. It’s all good!

TSIA allocation- The MCEA countered with similar language to Indian River School District. All teachers will receive TSIA (state funds) to increase salary. The MCEA proposed language to give additional dollars to teachers on PSC contract, $1360, because they were left out of the first two allocations. Teachers on annual contract will receive $1020. W could be a few dollars off on these numbers. We did not have printed copies as we created the schedule during a caucus. The district needs to verify with the state that we are compliant with law.

Salary raises- The MCEA proposed P4P raises as follows:

* Annual- HE- $1800   Effective - $1200 effective

   PSC         HE- $1350   Effective - $1150

Millage- The district would not be able to start the millage in January 2023 with millage in regular checks. The MCEA Team proposed another counter MOU to have the payout in one lump sum as we have been doing for the past four years. The date of payout is in discussion. See update # 2 or #3 for amounts. We also proposed language that if a teacher was non-renewed and rehired that they would get the millage if they started employment or are in processing by September 1st. Again, the date may change. If a teacher teaches the academic year, is renewed and is employed by district (even outside the bargaining unit) they would be eligible for the millage for the previous year.

Session #3 10/18/22 Stuart Learning Center at 4:30 PM

Millage- This part of the discussion was difficult to follow by phone as I could not easily view the MOU from district. They were amenable to the amounts, however the discussion regarding payout of the millage was complicated. The goal of the bargaining team is to get millage payouts into the hands of the teachers as soon as possible. The payout dates proposed by the district need to be looked at. I will give you an update once we discuss it as a team.

Salary raises- There was a Rep meeting last night. At this point, the Reps should have a copy of the proposal. They received an explanation from Gary Simmons at the meeting. I was not provided a link with the proposal. As a refresher from session # 2, MCEA proposed raises of between $1500, step 1- $1760. Starting at step 5C, MCEA proposed $2000. (This was inclusive of TSIA money).

The districts proposal is not clear to me. I was unable to get on Zoom due to no internet.

The MCSD countered with raises for annual contract at $1200 HE, to $600 effective. Teachers on Professional Services contract would get $600 for HE and $300 for effective. It indicates on the salary schedule that it is after TSIA dollars are applied. See notes from session # 2 with TSIA allocations.

The picture of the salary schedule proposed by district does not make sense to me. It was difficult following on the phone. 

Once I get paper copies of these proposals and verify with my team the intent of the district, I will be able to answer questions. For now, I do not think I can answer specific questions. However, I did not want to leave you hanging without any update so I did the best I could. 

Our team will be meeting on Saturday or Sunday to go over the proposals.

Session #2 10/11/22 Stuart Learning Center at 4:30 PM

1. Salary- District presented their updated document using the TSIA money from the state. This time around, all teachers were eligible to receive TSIA dollars because we did reach $47,500 during the 21/22 negotiations. The TSIA dollars took starting salary to $48,700. Raises were between $300- $1200. The MCEA proposal added dollars from the district’s general fund to bring starting salary up to $49,000. The total raises that we proposed (including TSIA $$) ranged from $1500 (step 1A) to - $2000 going down the scale. Starting at level 5c (those who are making $47,800), exclusive of new TSIA, the raises were $2000 all the way to the bottom of the schedule. This product, if accepted by both sides, would give a permanent raise to the base for all teachers.

Additionally, MCEA put two figures on the table of $1million-$1.5 million for the district to use as additional pay for performance. 

2. Millage MOU- The District was not amenable to the MCEA’s proposal. We modified it during a 1.5-hour caucus.

MCEA’s new proposal for Millage:

1-5 years= $1800

6-9 years = $ 5000

10-13 years= $8500

14+ years= $10,050

The rest of the language remained the same.

3. Article VIII- Evaluations

The district proposed two changes:

*Added all elements from the Marzano protocol to be used for Deliberate practice (instead of just ten), starting next year as DPs already finalize.

* For category 1B teachers (2-3 years’ experience)- Currently, there is an informal in the fall, followed by a formal evaluation. In the spring, there is one informal evaluation, which is non-evaluative. The district proposed to put both informals in the fall, prior to the formal evaluation. Unless the teacher requests a second formal evaluation, the teacher will have completed their observations in the fall.

The MCEA was accepting of the language. For those that are fairly new to the process, please reach out to your administrator or your Rep for clarification on the evaluation process.

I have received many emails about the retro-pay and the salary increases for the pay negotiated in 21/22. I believe the district sent out an email stating, in part, “beginning in October”, the retro raises and new salaries will be paid out. Teachers assumed it was the first check, however it did not say “in the beginning of October”. I believe that in one of my previous emails I indicated that the retro pay should be in the last check of October. The departments of HR, Finance/Payroll, and ET are working together (“sequestered”) Wed-Friday of this week to input the numbers in Skyward.

Session #1 10/4/22 Stuart Learning Center at 4:30 PM

The MCEA bargaining team headed back to the table with the Martin County School District to commence negotiations for the 2022/23 contract. Our goal is to streamline negotiations, not to drag it out. We have had many conversations with the District's leadership team and the are committed to the same.

The District opened with proposing and MOU to increase tutoring stipend from $25 per hour to $50 per hour. The increase would be funded with ESSER dollars and would need state approval(technicality) . The MCEA signed off on the agreement.

The priority of the MCEA for the first session was to negotiate the recently approved Millage referendum allocation. When negotiated in 2018, it took two sessions. We hope to accomplish it in the same. 

The MCEA presented the following proposal for Millage allocation:

1-5 years- $1800

6-9              5,000

10+             8,500

PSC           $12,000

No level has a proposed decrease. Level three would receive an increase of  $700. We added a new level for teachers on Professional Services Contract as they have been receiving smaller raises, per statute, since 2015/16.

For those hired in district after 2018, I want to give you a little bit of history. When the millage referendum was first approved, the calculated allocations were as follows:

1-5= $1,000

6-9= 5k

10+ = $8,000

As a leadership team, we felt that starting teachers should get more. As an E-Board/Negotiations team, we felt we should take $200 from 10+ years and add it to level 1-5 to give those teachers an additional $800. As a collective, we voted to ratify this allocation as we are a unified body and senior teachers wanted to give starting teachers more in referendum money. 

The tides have turned. TSIA allocations have designated millions of dollars to starting teachers, to the tune that a first year teacher makes the same salary as a teacher of twenty years. We must follow the law with TSIA dollars. There is no way around it. But, with millage referendum, we can get those twenty year veteran teachers, with a professional services contract(hired in 2008), a well deserved supplement to their income. 

The MCEA Team is dedicated to a quick agreement for 22/23 negotiations. The district did  indicate that at the next session, they would be opening article VIII, Evaluations, with a proposal. Article VIII was opened last year by MCEA. Just know this, our RAISES are based on our evaluations, which makes evaluations a mandatory subject of bargaining, per PERC, Public Employees Relations Commission.