Admin

Bargaining Update and FAQs

The Orange County Classroom Teacher Association (OCCTA) declared an impasse, Friday, Sept. 13, rejecting a district offer to increase teacher salaries by 2%. The OCCTA also opposed recent changes to the Instructional Evaluation System, approved by the State of Florida in July. This is the third in four years OOCTA has been at impasse with the district.

OCCTA has made several false claims that need to be clarified. (Statements in quotes below are directly from OCCTA materials.)


CLAIM: “The Union proposed an average increase of 4.4% while the district has dug in its heels on an average 1.9% increase.”

FACT: The district’s salary offer included an average 2.0% increase, in addition to the fronted 3% negotiated last year. The increase would be 2.25% for those rated Highly Effective, which represents 93% of teachers evaluated. Those rated Effective, 6.5% of teachers evaluated, would receive a 1.7% increase.

This salary offer for Highly Effective teachers is more than double the 1.07% allocated to the district by the state for teacher raises. If accepted and ratified, teachers will have received an average 17% salary increase over the last three years.


CLAIM: The district “rejected protections for families, refusing parental leave and pumping rights.”

FACT: We are committed to using every available dollar to fund raises. Paid parental leave would further reduce the funding available for salary increases.

The district is in full compliance with Fair Labor Standards Act protections for mothers’ entitlement to a private place and necessary break time to pump at work.


CLAIM: The district “insisted on removing teachers’ voices from the evaluation process.”

FACT: Revisions to the Instructional Evaluation System were made through discussions with members of OCCTA, teachers and administrators. The changes are intended to reduce the burden on teachers and have been specifically advocated for by teachers and the OCCTA for years.

State legislation maintains the Superintendent’s management right to make such changes as part of her role in determining how employees are evaluated. This legislation has no impact on how OCCTA otherwise represents its members’ interests.


FACT: OCPS has always negotiated in good faith with the OCCTA and already agreed with the union on several key changes:
  • All Advanced Degrees are recognized and qualify for the supplement.
  • Communication will be sent to principals so unnecessary meetings are not scheduled the Wednesdays before report cards or progress reports are due. (started in the 2024-25 school year)
  • The October Professional Day has been moved to April (starting in the 2025-2026 school year).
  • Clarification on remote work for non-classroom teachers.
  • Clarification for remote work for the four days to write IEPs.
  • The creation of the Labor Management Committee.

FAQs

What is a labor impasse?

A labor impasse occurs when the employer and the bargaining agent have been bargaining for a reasonable period without reaching agreement. If an impasse is declared, the parties will either submit their dispute to a special magistrate who will make recommendations to resolve the disputed issues, or the parties can choose to bypass the special magistrate to a hearing before the School Board as the sitting legislative body.

How does the impasse affect teachers and students?

Our valued teachers are at the heart of what makes OCPS one of the nation’s leading school districts. Together, we foster high expectations for student learning and deliver a strong return-on-investment to our local communities. While the District has always negotiated – and collaborated – in good faith with the Classroom Teachers Association (CTA), and agreed on numerous issues to date, the CTA has declared a labor impasse with regard to the Instructional Evaluation System and teacher raises. Until these issues can be resolved through the impasse process, changes to the District budget are possible and could impact compensation and benefits, as well as the allocation of resources such as teaching materials, classroom supplies and support staff. It is important for teachers and community members to stay informed about how these financial decisions may affect their schools.

How long does the impasse process take before these issues are resolved?

While there is no defined time frame for the entire impasse process, the last two impasse disputes between the CTA and the District regarding compensation and benefits lasted nearly seven months. For our part, the District is committed to doing all it can to ensure an efficient resolution for the benefit of our valued teachers and the communities we serve.

Will waiving the special magistrate and going directly to the school board shorten the process?

Yes. Sitting as the quasi-judicial, the School Board “shall take such action as it deems to be in the public interest, including the interest of the public employees involved, to resolve all disputed impasse issues.” (See s. 447.403(4)(d), Fla. Stat.)

Is it possible to resolve the impasse through the bargaining process?

Yes. the teachers’ union and the district have a continuing responsibility to meet for bargaining during impasse. For our part, the District is committed to doing all it can to ensure an efficient resolution for the benefit of our valued teachers and the communities we serve.

What authority does the special magistrate have in resolving the differences between the district and the union?

Under s. 447.403(3), Fla. Stat., “The special magistrate shall hold hearings in order to define the area or areas of dispute, to determine facts relating to the dispute, and to render a decision on any and all unresolved contract issues.” The Special Magistrate will then give the parties a recommended decision within 15 days after the close of the hearing. Either party can reject the recommendations of the Special Magistrate within 20 days after receipt of the recommended decision.

What is the school board’s role if the union or the district rejects any or all of the special magistrate’s recommendations?

If either party rejects all or part of the special magistrate’s recommended decision, the disputed issues are decided by the School Board sitting as the quasi-judicial body. The School Board sitting as the legislative body “shall take such action as it deems to be in the public interest, including the interest of the public employees involved, to resolve all disputed impasse issues.” (See s. 447.403(4)(d), Fla. Stat.).

What are the potential impacts on student learning and school operations?

The direct effects on student learning may not be immediately apparent. For our part, the District is committed to doing all it can to ensure an efficient resolution for the benefit of our valued teachers and the communities we serve.

Will there be any retroactive pay or adjustments if raises or benefits are delayed?

Retroactive pay and adjustments can be part of the final settlement if there are delays in implementing raises or changes to benefits. Typically, once an agreement is reached, any increases in pay or benefits that were agreed upon but not yet implemented may be applied retroactively to the date they were initially proposed or due.

How can teachers provide feedback or influence the outcome during the impasse?

Teachers can provide feedback and influence the outcome through their union representatives. The CTA often gathers input from members via surveys, meetings, and direct communication. Additionally, attending union meetings and participating in organized events can help ensure that teachers’ voices are heard and considered in negotiations.

What is the process for appealing or challenging the School Board’s final decision?

The School Board’s decision is final and binding.

How will the union keep teachers informed about progress and decisions?

The District is unable to speculate as to the CTA’s plans for communication with its members or the public.