Negotiations

Most recent Updates from Negotiations

EP Negotiations ScheduleESP Negotiation ScheduleTSP Negotiation ScheduleCSP Negotiation Schedule
Tuesday, June 12August 15 @ BTUMarch 3 • 10 am @ BTUTBA
June 27th @ BTU (cancelled by District)January 28th @BTU March 8 • 9:30 am @ BTU 
July 20th @ BTU April 29th, 2024 @BTUMarch 30 • 1:00 pm @ BTU 
August 9th @ BTU June 4th, 2024 @BTU  
February 23 @BTU   

February 23, 2024

The Education Professionals bargaining unit has voted to ratify the 2024-25 MOU tentative agreement for early release and planning days, and the 2023-24 tentative agreement regarding salary increases:

Raise:

Highly Effective: 4.56% 

 Effective: 3.42% 

 Grandfathered: 3.65%

The final vote was 83 percent for and 17 percent against ratification.

The ratification will be presented to the School Board for their approval. No funds will be disbursed until both sides have ratified the tentative agreements.

2023-2024 Grandfathered Salary Schedule

2023-2024 PFP New Salary Amounts pdf

MOU Early Release and Planning Days

December 18, 2023 – Yesterday’s EP negotiations session between BTU and the School District was another disappointment. The School Board directed the District’s negotiations team to come to the table with a final offer that was identical to their last one.

The District again counteroffered:
• 1% recurring salary increase
• 1.7 % recurring teacher salary increase allocation from the state
• 1.26% non-recurring bonus
We rejected their offer and countered with:
• Taking the 4% pot of money and making all of it recurring raises to base salary:
• 3% recurring raise for grandfathered teachers
• 3.75% recurring raise for Highly Effective Pay for Performance teachers
• 2.81% recurring raise for Effective Pay for Performance teachers
The distribution of increases is based on state statute due to Pay for Performance requirements.
The District’s negotiations team will present our counteroffer to the School Board at another closed-door session.

December 11, 2023-

In today’s EP negotiations session between BTU and the School District, the District came to the table with a counteroffer to our last ask of a 9% raise, with the money to come from unspent referendum monies designated for mental health and security.

The District counteroffered:

  • 1% recurring salary increase
  • 1.7 % recurring teacher salary increase allocation from the state
  • 1.26% non-recurring bonus

We rejected their offer and countered with:

  • 5.1% recurring raise for Highly Effective teachers
  • 4.1% recurring raise for grandfathered teachers
  • 3.8% recurring raise for Effective teachers
  • 1.9% non-recurring Cost of Living Adjustment

The distribution of increases is based on state statute due to Pay for Performance requirements.

The District’s negotiations team will present our offer to the School Board at a closed-door session.

November 17, 2023– At today’s salary negotiations for our Education Professionals, the District returned to the bargaining table with a counter proposal of a one-time, non-recurring 2% bonus that would be in addition to the 1.7% raise they have already offered.

We immediately rejected the proposal, countering that the District should use the more than $11 million in unspent referendum monies allocated for mental health services and safety and security to offer teachers a 9% raise. I argued that teachers have already taken on the responsibility of dealing with students’ mental health issues as well as classroom safety and security.

I have asked the District’s negotiations team to discuss this with the School Board during a closed-door session at their Nov. 28 workshop so that, with luck, we can settle on our raise before the holiday break.

The next negotiations session date will be announced.

October 18, 2023

BTU and the District met for a negotiations session today with disappointing results.

The District came to the table offering a 1.7% salary increase counter to the 7% raise we asked for in June. All of the money would come from the state money that is allocated for teacher salaries. None would come from the District.

The proposed raise would amount to $831 for beginning teachers, $1,400 for the most experienced teachers and $935 for teachers at their career midpoint.

BTU immediately countered with a 9% raise, which the District will take to the School Board at its next closed door session on Nov. 8. The next bargaining session is Nov. 13 at 9 am at BTU.

I Facebook Lived the entire bargaining session. It is posted on my personal Facebook page. Please watch.

I am asking every education professional to write to the School Board members and Supt. Peter Licata telling them that their counter of 0% from the District and a 1.7% raise from state dollars is insulting, unprofessional and a slap in the face to our educators. Feel free to cite examples of how your salary is affecting your life. Click here for a list of all School Board members’ and the Superintendent’s email addresses. Please email each Board member individually rather than as a group.

August 09, 2023 – Session #3 of 2023-24 Contract Negotiations

On August 9, 2023, the Broward Teachers Union Education Professionals (BTU-EP) and Broward County Public Schools reached two tentative agreements:

  1. The MOU regarding Referendum distributions for the 2023-2024, 2024-2025, 2025-2026, and 2026-2027 School Years.
  2. The MOU regarding Speech-Language Professionals (SLP) supplements.

A ratification vote will take place on August 18, 2023. All bargaining unit members are eligible to vote, regardless of union membership.

NOTE: Salary increases for the 2023-24 School Year are still being negotiated.

__________________________

REFERENDUM MOU (Regarding Referendum distributions for the 2023-2024, 2024-2025, 2025-2026, and 2026-2027 School Years)

For the 2023-24 school year through the 2026-27 school year, referendum supplements will range from at least $500 for teachers in their first year of teaching, to $12,000 for educators with 15 or more years of experience, as follows:

  • 0 years: $500
  • 1-2 years: $2,000
  • 3-5 years: $3,000
  • 6-7 years: $5,500
  • 8-9 years: $6,000
  • 10 years: $7,500
  • 11-14 years: $10,000
  • 15+ years: $12,000
  • Levels RF, S, T, U: $10,000

If the School Board collects additional referendum funds than those required to fund the above supplements, the parties will agree on the distribution of said additional funds to employees in the BTU-EP unit.

__________________________

SLP SUPPLEMENT MOU

The parties agreed to:

  • $2,500 supplement for each SLP.
  • An additional $5,500 supplement for those with their certification credentials.

The Master’s degree supplement for SLP will remain at $3,650.



View Tentative Agreements MOUs

View SLP Supplement MOU

View Referendum Supplement MOU

Ratification voting will take place at work sites on August 18, 2023.


July 20, 2023 – Session #2 of 2023-24 Contract Negotiations

The second session of contract negotiations between the BTU Education Professionals and the Broward County School District was held at Broward Teachers Union on July 20th. The following issues were discussed.

__________________________

REFERENDUM

The District Proposed a distribution giving teachers new to Broward a $1000 supplement with everyone else receiving amounts ranging from $2000 to $11,250.

BTU rejected the District’s proposal.

BTU offered a counter-proposal that would award supplements beginning with teachers who had at least one year experience in Broward of $2000 with every one else receiving up to $12,000 depending upon their number of years of experience.

The District rejected BTU’s counter-proposal, but then the two sides collaborated to establish a distribution in which new teachers will receive a supplement of $500 and all others will receive supplements equal to or higher than last year with the amounts ranging from $2000 to $12,000 depending upon their number of years of experience.

__________________________

SALARIES

The District did not have a proposal prepared to counter BTU’s June 12th proposal of an overall increase of 7% to base salary. They promised to bring one to the next session.

Subsequent discussion at the July 25th School Board Workshop, initiated by Dr. Allen Zeman, focused on a false narrative to increase teacher base salaries. They then clarified that it was total compensation before pivoting to focus on “average salaries”. They included supplements and incentives to to determine this average. During discussion, it came to light in comments made by Deputy Superintendent Judy Marte that the total compensation included Referendum funds, the distribution of which had previously determined in negotiations. The School Board voted this proposal down.

Also included at this Workshop was a directive to the Insurance Committee pushing to initiate employee contributions to their own health care of $15 – $135 per month dependent upon their income level in addition to increasing copays and deductibles significantly. At the July 26th meeting, the Insurance Committee, led by objections by the Broward Teachers Union, voted these changes down.

__________________________

SLPs

The District recognized that there is a shortage of Speech-Language Professionals and said they want to recruit and retain accredited professionals.

BTU Previously Proposed:

  • $4000 supplement for each SLP.
  • $8000 supplement for each SLP for their certification credentials.

The District Counter Proposed:

  • $2000 supplement for each SLP.
  • $5500 supplement for each SLP for their certification credentials.

BTU Rejected this proposal, sticking with its previous proposal.

The next session is scheduled for August 9th at BTU.


June 12, 2023 – Session #1 of 2023-24 Contract Negotiations

REFERENDUM

The District did not provide the anticipated amount of referendum funds that will be available.

BTU Proposed:

  • Keep the current “bands” of 1-5 years, 6-10 years and 11+ years of experience.
  • Negotiate amounts for all years after anticipated funding is shared by District.

SALARIES

BTU Proposed:

  • An overall increase of 7% for the Education Professionals contract.

SLPs

The District recognized that there is a shortage of Speech-Language Professionals and said they want to recruit and retain accredited professionals.

The District Proposed:

  • $2000 supplement for each SLP.
  • $3500 supplement for each SLP for their certification credentials.

BTU Counter Proposed:

  • $4000 supplement for each SLP.
  • $8000 supplement for each SLP for their certification credentials.

It is important to note that the District recently signed a contract with an outside agency to provide SLPs to meet the shortage at the cost of $100,800 per SLP provided.

The next session, originally scheduled for Tuesday, June 27th was cancelled by the District. It will now be held Thursday, July 20th @ BTU.

ESP negotiations, June 4th, 2024 :

The BTU and District negotiations teams returned to the bargaining table on June 14 to discuss raises for the 2023-24 school year. Once again, the District offered a 2.26% one-time, non-recurring bonus. BTU countered with a 3.96% raise.

The District will take our offer to the School Board, and another negotiations session is scheduled for July 1.

 

ESP negotiations, 4/29/24

The BTU-ESP negotiations team met with the District’s negotiations team on April 29. We reached a tentative agreement on one open article and presented a counteroffer to the District’s salary counteroffer.

District’s counterproposal for salary:

The District proposed that each ESP receive a one-time non-recurring, non-FRS eligible bonus equal to 2.26% of base salary.
BTU rejected the offer and counter proposed:

A 5.5% increase to the current salary schedule for our Education Support Professionals retroactive to July 1, 2023. That would represent close to a $5 million expense to the district, which is very close to the $4.6 million that principals and APs from the referendum. All groups deserve fair compensation, but our lowest paid group NEEDS this money to be able to live and survive in Broward County.

The District’s negotiations team will take our offer back to the board chair and ask for a closed-door meeting to consider our counterproposal. The School Board had instructed the District’s negotiations team that the 2.6% bonus was their final offer.

Article 6, Terms and Conditions of Employment:
BTU and the District reached a tentative agreement on changing the annual work calendar to 189 days instead of 188 starting with the 2024-25 school year.


February 28th 2024, Session 2

The first bargaining session between BTU-ESP and the District took place on Wednesday, February 28, with disappointing results.

The District came to the table with an offer of no raise and a non-recurring, non-pensionable bonus equal to 2% of base salary for all ESPs. BTU immediately rejected the offer, countering with a 7% raise request, retroactive to July 1, 2023.

BTU also proposed a change to Article 17 of the ESP contract. ESPs would work a 191-day calendar, returning to work during the preplanning period before the start of the student school year—three days earlier than previously.

The District will take our proposals to the School Board at a closed-door session and will return to the bargaining table before spring break with their counteroffer.

August 15, 2023, Session 1

Session #1 of 2023-24 Contract Negotiations

The Broward Teachers Union Education Support Professionals (BTU-ESP) and Broward County Public Schools reached a tentative agreement on an MOU regarding Referendum Supplement distributions for the 2023-2024, 2024-2025, 2025-2026, and 2026-2027 School Years.

Salary increases for the 2023-24 School Year are still being negotiated and will be addressed in a future ratification.

Vote

ratification vote will take place on Monday, Aug. 28. All bargaining unit members are eligible to vote, regardless of union membership.

Referendum Supplement MOU
(Regarding Referendum distributions for the 2023-2024, 2024-2025, 2025-2026, and 2026-2027 School Years)

  • For the 2023-24 school year through the 2026-27 school year, referendum supplements will double from 5% of base salary to 10% of base salary.
  • If the School Board collects additional referendum funds than those required to fund the above supplements, the parties will agree on the distribution of said additional funds to employees in the BTU-ESP unit.

On behalf of the ESP Negotiations Team, we encourage you to read the full text of the MOUs before casting your ballot, and we encourage you to vote yes on the MOU tentative agreement.

TSP negotiations, 4/29/24

BTU and the District’s negotiations team met to discuss several contract article changes and to discuss the District’s counterproposal to our salary increase request of 7% retroactive to July 1, 2023.

District salary counterproposal:

One-time, non-recurring, non-FRS eligible bonus equal to 2.26% of base salary

BTU counterproposal: 5.5% increase to the current salary schedule, retroactive to July 1, 2023.

The District agreed to ask the School Board Chair for another closed door meeting to discuss BTU’s counterproposal, making it clear that the Board had instructed the District’s negotiations team that the 2.26% bonus is their final offer.

Article 11: Compensation

BTU presented the District with language changes in the article that would compensate promoted staff as they would new employees.

11 B. Advanced Degree Incentive

B 1. BTU added the word minimum – Employees who possess an advanced degree that is not contained as a minimum requirement in their job description shall be eligible to receive an annual supplement that ranges from $1000 to $2000, depending on the degree level.

B 3. BTU added the word minimum – Employees who possess a license(s) recognized by the state of Florida or the federal government that is not contained as a minimum requirement in their job description and are requested by a supervisor to perform duties that cannot be performed without said license shall receive $125 for each month in which the duties are performed.

Article 13, Assignment, Transfer and Promotion, A: Announcement of Vacancies:

BTU proposed that when there is a vacancy the announcement be posted at least 7 days before the application deadline and remain posted no more than 90 days. District rejected it and asked for BTU to rewrite the language to make the intent clearer.

Article 17: Performance Planning and Appraisal System:

The District cleaned up outdated language in the Article and presented the new language to BTU for consideration.


During the first TSP 2023-24 negotiations session with the District on Feb. 28, the District introduced several changes to contract articles.

Article 3, Definitions:
The District brought forth a proposal to add a probationary period of 97 days for all newly hired TSPs. The probationary period would not apply to job changes for existing staff. During the probationary period, the newly hired employee would not be eligible for any representation and could not file a grievance.

BTU rejected the proposal.

Article 11, Compensation:
The District introduced new language to sections E and F of Article 11.

E. New Appointee Salaries

The District changed language in paragraph 1 to state that new employees who possess experience beyond that required to qualify for the position, which is directly related to the position, may be granted initial step placement higher than the beginning step on the salary schedule for the applicable paygrade.
The District struck language in paragraphs 2 and 3 of 11E and instead proposed that step placement for new employees be determined by the Compensation & HRSS Department. Consideration would be given to factors such as the external labor market, the market reference salary, competitiveness, comparability and internal consistence in making a final pay determination. Under no circumstances would salary placement be less than the minimum or above the maximum of the salary range for the job.
BTU will propose a counter to the offer.

F. Promotions

Step placement for the promotion would be determined by the Compensation & HRSS Department. Consideration would be given to factors such as the external labor market, the market reference salary, competitiveness, comparability and internal consistence in making a final pay determination. Under no circumstances would salary placement be less than the minimum or above the maximum of the salary range for the position.
The District struck the rest of the language in Article 11-F relating to daily/hourly rate being the basis for step placement.

Article 17, Performance planning and appraisal system:

The District introduced changes that would simplify and streamline the language in Article 17. BTU will submit a counterproposal.

Salaries:

The District came to the table with an offer of a one-time, non-recurring bonus, non-FRS-eligible equal to 2% of base salary.
BTU rejected the offer and countered with a 7% recurring raise that would be FRS eligible.
The District will hold a closed-door session on March 12 to consider BTU’s salary counter offer and will then return to the negotiations table.

The next negotiations meeting will take place before spring break on a date to be announced.


TSP Ratification Vote being held April 10th

The ratification vote for the 2022-23 ESP Contract will be held electronically from 7 AM to 5 PM on Monday, April 10, 2022.

WHO VOTES? All members of ESP bargaining unit regardless of BTU membership will vote on the tentative agreement summarized in the March 30, 2023 entry below AND specified in the tentative agreement linked to above.

PROCESS. Watch your Broward Schools email inbox (or the primary email address you have on file in the ESS system) for your ballot on Thursday morning, April 10 beginning at 7 am. The email will be from invitations@mail.electionbuddy.com. If you do not receive your ballot by noon that day (not before) please send an email requesting a new ballot to communications@btuonline.com

The results will be announced to the entire bargaining unit shortly after the close of voting.  If approved, the School Board will vote on ratification at an upcoming School Board meeting.

We encourage you to read the entire text of the tentative agreements linked to above before casting your vote. On behalf of your negotiations team, we urge you to vote “yes” to ratify the MOU and agreements.


Tentative Agreement Reached

March 30, 2023 – Session #3 of 2022-23 Contract Negotiations

BTU’s Technical Support Professionals bargaining team reached a tentative agreement with the District for 2022-23 Compensation and one article change.

Compensation

Salary increase of at least 4% for all Technical Support Professionals, retroactive to July 1, 2022.

One-time bonus of $1000 (non-recurring, non-FRS eligible) for all Technical Support Professionals.

Article 11 (K) Advanced Degree Incentive
Agreed upon changes will remove the “in a related field” requirement and include the recognition of federal government licenses.

Article 20 Term of Agreement
Extends the agreement between the Broward Teachers Union Technical Support Professionals and the District through the 2025-26 school year.

ratification vote will be held Monday, April 10th. Watch your email for details.

Read the tentative agreeement

__________

Not included in the tentative agreement were changes proposed by BTU to to Article 11 (E) New Appointee Salaries and (F) Promotions. After lengthy discussion, BTU and the District were unable to agree on language and rather than hold up the contract, both sides agreed to meet to develop a Memorandum of Understanding on the issue.

Two new sections proposed by BTU for Article 11, (S) Longevity and (T) Salary Inequity, were rejected by the District.


March 8, 2023 – Session #2 of 2022-23 Contract Negotiations

The second session between Broward County Public Schools and the Broward Teachers Union Technical Support Professionals was held at BTU on March 8, 2023.

The School District Proposed:

  • Article 11 Compensation, (K3) Avanced Degree Incentive
    The District counter-proposed BTU TSPs changes to K-3 to include “or the federal government” but rejected TSPs other proposed language of paying supplements for licenses that were not required in the job description. Furthermore, it could disproportionately increase the number of employees qualifying for supplemental funds.


BTU TSPs Proposed:

  • Article 11 Compensation(E) New Appointee Salariesand (F) Promotions
    BTU TSPs rejected to District’s proposal for Sections E & F. BTU TSPs counterproposal to the District proposals for Section (F) Promotions was to include employees on any Salary Schedule. Their step placement would be determined using the language either currently in Section E – New Appointee Salaries or applying 10% to the first pay grade and 5% for each additional pay grade, whichever yielded the highest salary.(S) (new section)
    BTU TSPs proposed adding new Section S that revises current employment tenure (longevity) language. Employees with 15 to 20 years of employment will receive $1,500 annually. Employees with more than 20 years of employment will receive $2,000 annually.(T) (new section)
    BTU TSPs proposed adding new Section T that would address salary inequity. Current employees whose current step placement is lower than a new employee’s step placement within the same job family shall advance to the new employee’s salary step within the same job family.

    (K) Advanced Degreee Incentive
    BTU TSPs and the district have tentatively agreed on Section K – Advanced Degree Incentive to remove the “in a related field” requirement and include the recognition of federal government licenses.

  • Salary: The district has not responded to BTU TSPs counterproposal of the district’s verbal salary increase, which was to increase the one-time nonrecurring, non-FRS eligible payment from $500 to $1,000.

The district will be conducting a closed-door session to discuss our proposals. THE time and place for the next negotiation session is TBD.



March 3, 2023 – Session #1 of 2022-23 Contract Negotiations

The opening session between Broward County Public Schools and the Broward Teachers Union Technical Support Professionals was held at BTU on March 3, 2023. Both sides presented and explained proposals which will be discussed and/or countered at the next session to be held on March 8th at BTU.

The School District Proposed:

  • Ground rules
  • Article 17 Performance Planning and Appraisal System proposes a major re-write to the entire article. The changes would remove the APPAS evaluation tool and replace it with the DASA evaluation tool, which is currently used with ESMAB employees. BTU TSP rejected the proposed language. (The proposal will be discussed during focus group meetings with Anna Fusco and her team and Heather Parente and her team.)
  • Article 11 Compensation:(K1) Advanced Degree Incentive proposes to remove “in a related field” from the present contract language. This would allow anyone with a degree in any major to receive a supplement for degrees achieved beyond what is required in their job description. BTU TSP accepted this proposal.(E) New Appointee Salaries and (F) Promotions proposes major re-writes.
  • Salary: The district verbally proposed a salary rate increase of 4 % and a $500 one-time payment, which is nonrecurring, non-FRS eligible.


BTU TSP Proposed:

  • Article 11 Compensation, (K3) Avanced Degree Incentive proposes changes to K-3 which would allow employees with a state or federal license in a related field to receive a $125 per month supplement.The proposed change:
    3. Employees who possess a license(s) recognized by the state of Florida or the federal government in a related field shall receive $125 for each month in which the duties are performed.(E) New Appointee Salaries and (F) Promotion – BTU TSP will present counterproposals for these at Session #2. Both of these district proposals would be a major re-write of these sections which would allow the district to have final discretion over salaries for both new hires and current employee promotions. This would remove any employee or union safeguards that are currently provided.
  • Salary: BTU TSP verbally proposed to increase the $500 one-time payment (nonrecurring, non-FRS eligible) to $1,000 (nonrecurring, non-FRS eligible).

The next session will be held on March 8th at 9:00 AM @BTU.

CSP Ratification Vote


On August 23, 2022, Broward County voters approved a referendum renewal and increase of 1 mil. Charter Schools were included in the approved referendum to receive their pro rata share of the referendum funds beginning with the 2023-24 school year.

 

Aggreement

    BTU and the City have agreed to the payment of supplements for the 2023-24 school year which will be paid in equal installments each pay period. If the School Board collects additional referendum funds than those required to fund the agreed-upon referendum supplements, the parties will agree on the distribution of said additional funds to employees in the BTU-Charter School Professionals unit.

The referendum supplements will be paid based on full-time years of teaching experience regardless if the employee is in the grandfather or pay for performance plan, as shown below:

 

Referendum Supplement Payment Amount

Years of ExperienceReferendum Supplement Payment Amount
0 years – new hires$500
1-2 years$1,250
3-4 years$1,800
5 years$2,500
6 years$3,500
7 years$3,500
8 years$4,500
9 years$4,500
10 years$6,500
11-14 years$8,500
15-19 years$10,000
20-24 years$11,000
25 years and above$12,500

View Contract

View Tentative Agreement


All bargaining unit members are eligible to vote, regardless of union membership. Voting will take place at your work site on Wednesday, Oct. 25.

On behalf of your CSP negotiations team, I urge you to read the full text of the tentative agreement before casting your ballot, and to vote to ratify the tentative agreement.