July 22, 2026

The BTU-Education Professionals (EP) negotiations team has reached a tentative Memorandum of Understanding with the District for distribution of the monies the State has allocated to the School Board from Florida’s Teacher Salary Increase Allocation (TSIA) funds. A ratification vote will take place in September.

Read the MOU here

Highlights of the tentative agreement are:

• Eligible employees with over 10 years and no more than 16 years of Florida public school experience will receive a salary increase of approximately $1,000.
• Eligible employees with at least 17 years of Florida public school experience and no more than 32 years will receive a salary increase of approximately $2,000, regardless of whether they are on the grandfathered or pay for performance pay scale. Only eligible employees on C through R of the grandfathered teacher pay scale are eligible under this section.
• Eligible employees with at least 33 years of Florida public school experience will receive a salary increase of approximately $300, regardless of whether they are on the grandfathered or pay for performance pay scale. Only eligible employees on the grandfather pay scales of S, T and U are eligible under this section.
• There are approximately 6,038 eligible classroom teachers who have more than 10 years of Florida public school teaching experience and who meet the definition set forth by the Florida State Section 1012.01(2)(a).

For more information, please click on the links below.

TSIA FAQ

TSIA timeline

How the appropriated money can be used

BTU and the District will negotiate raises from the District separately. This money is from the State, not the District, and its distribution is strictly prescribed and controlled.

May 6, 2026

At the May 6, 2026 negotiations session with the School District, both parties reached a tentative agreement (TA) on your 2025-26 contract.

Highlights of the tentative agreement are (click on Article number to read the corresponding TA):

Principals will no longer be allowed to schedule any professional development meetings on 2 of the 5 preplanning days. On teacher planning days when principals may schedule professional development meetings, meetings cannot exceed 3 hours.

Article 5 TA

The District will explore contracting with a supplemental primary care insurance provider no later than June 20, 2026, with the goal of reducing health care costs for the District.

Article 12 TA

Employees covered under the Premier Plus and Premier health insurance plans will begin paying a nominal amount for coverage after open enrollment in October 2026 if you choose one of those options. Payments will start in December 2026. The Premier Choice plan will still be your totally free plan option. Employees who opt out of District health insurance but have provided proof of other health insurance coverage will receive $1,000 in opt-out dollars per year from the District.

Article 22 Insurance

February 23, 2026

At Friday’s negotiations session for the EP, ESP and TSP units, BTU and the District reached a tentative agreement on an insurance supplement option that BTU had previously brought to the table. The District has agreed to explore contracting with a supplemental enhanced primary care provider by June, 30.2026. The goal is to reduce health care costs for the District and employees who elect to enroll.

Read the tentative agreement

For employees who join the enhanced primary care provider, there will be no additional costs to the employee in connection with signing up for any services included in the primary care program with that provider.

To date, the District has not accepted our other cost-saving measure ideas, such as eliminating non-school-based employees, moving employees to new positions and not purchasing unnecessary technology.

Salary negotiations are still at impasse, awaiting a ruling by a magistrate

September 12, 2025

At our first EP negotiations session with the District on September 12, we reached a tentative agreement on the distribution of TSIA monies to grandfathered and pay-for-performance teachers.

Teachers will receive a .55% salary increase from TSIA monies. This is only one facet of raise negotiations and one source of monies allocated for raises. Negotiations will continue. The exact salary increase rates for all teachers will be determined as 2024-25 evaluation scores are finalized.

The District also presented a proposal to begin charging employees on the Premier Plus health insurance plan for their premium. We rejected the proposal and countered with a continuation of no premium payments for those on that plan who make under $100,000 a year.

The next negotiations session has not been scheduled.

Salary proposal tentative agreement 

Insurance proposal

August 15, 2025

Early Release Days MOU 8-15-25

January 29, 2025

At today’s negotiations session, the BTU-EP negotiations team reached a tentative agreement with the District’s negotiations team on 2024-25 raises and one contract article (term of agreement). We won BIG by keeping employee health insurance contributions at ZERO. The district wants at least $3,700 annually for the Premium option, but we’ve stopped that for now.

 Voting to ratify the tentative agreement will take place electronically on Thursday, Feb. 13 from 7 am to 5 pm. Watch your email inbox for your invitation to vote. Your invitation with your personalized link to vote will be sent at 7 am on Thursday, Feb. 13. Do not forward your personalized link to vote to anyone else. Every EP will receive his or her own link to vote.

Appendix  E Teacher Salary Schedule

Appendix Thirty-six term of Agreement

Teachers Supplementary pay Schedule

January 16, 2025–

The BTU-EP negotiations team met with the District’s negotiations team on Thursday, Jan. 16 at BTU. The following items were discussed.

Salaries:

The District proposed a 2% raise. BTU rejected that and countered with a 5.5% salary increase.

The District will take our proposal back to the School Board for further direction.

Insurance:

The District proposed having all employees other than those enrolled in the Premier Choice Plan pay their health insurance premium. See attached dollar amount increases. BTU rejected the idea and made it clear that our stance is non-negotiable.

Supplements:

BTU and District reached a tentative agreement on Appendix F to remove athletic coaches who do not work for BCPS from the list of those eligible for supplements. See the tentative agreement.

Sick bank/sick leave:

BTU and the District reached a tentative agreement on Article 23 X, replacing some language in the Article with language from Board policy 4400, Sick Leave, #7: Donation of Sick Leave. See the tentative agreement.

The next negotiations session is scheduled for Wednesday, Jan. 29 at 9 am.

BTU Counter Proposals

Teachers Supplementary pay schedule

Article Six Changes 1.16.25

Article Twenty-Two Insurance counter 1.16.25

Article Twenty-Three leaves

Article Twenty-Three leaves 1.16.25

Article Twenty-Three leaves 4400 1.16.25

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.

May 6, 2026

At the May 6, 2026 negotiations session with the School District, both parties reached a tentative agreement (TA) on your 2025-26 contract.

Highlights of the tentative agreement are (click on Article number to read the corresponding TA):

Employees covered under the Premier Plus and Premier health insurance plans will begin paying a nominal amount for coverage after open enrollment in October 2026 if you choose one of those options. Payments will start in December 2026. The Premier Choice plan will still be your totally free plan option. The District will explore contracting with a supplemental primary care insurance provider no later than June 20, 2026, with the goal of reducing health care costs for the District.

Article 15 ESP Insurance

Article 22: Employees who opt out of District health insurance but have provided proof of other health insurance coverage will receive $1,000 in opt-out dollars per year from the District.

Article 22 Insurance

February 23, 2026

At Friday’s negotiations session for the EP, ESP and TSP units, BTU and the District reached a tentative agreement on an insurance supplement option that BTU had previously brought to the table. The District has agreed to explore contracting with a supplemental enhanced primary care provider by June, 30.2026. The goal is to reduce health care costs for the District and employees who elect to enroll.

Read the tentative agreement

For employees who join the enhanced primary care provider, there will be no additional costs to the employee in connection with signing up for any services included in the primary care program with that provider.

To date, the District has not accepted our other cost-saving measure ideas, such as eliminating non-school-based employees, moving employees to new positions and not purchasing unnecessary technology.

Salary negotiations are still at impasse, awaiting a ruling by a magistrate

ESP negotiations, February 12, 2025 

The BTU-ESP negotiations team began 2025-26 salary and contract article negotiations on September 12. The District came to the table stating that it has no money for employee raises, which BTU rejected. The District also presented a proposal to begin charging those on the Premier Plus insurance plan for their premiums, which BTU also rejected. See their proposal and our counter-offer.

The next negotiations session has not been set.

ESP negotiations, February 25, 2025 

Yesterday, BTU and the District’s negotiating team agreed to
a 3% raise on base salary. This is a great win for our ESPs!

Read the tentative agreement here

All ESP bargaining unit members, regardless of BTU
membership, will vote electronically to ratify the tentative agreement on
Tuesday, March 4, 2025.

ESP negotiations, January 29, 2025 

At its January 29 negotiations session with the District’s negotiations team, your BTU-ESP negotiations team reached a tentative agreement with the District on 2024-25 salaries and one contract article.

The District initially proposed a 2.0% salary increase.

• The Union countered with a 3.0% salary increase, which was verbally rejected.
• Both parties agreed on a 2.5% salary increase, retroactive to July 1, 2024.
• A tentative agreement (TA) was reached on Article 12.Q (Donation of Sick Leave) to align with federal language and removing the restriction that employee can only  donate to family members.
• ESP negotiators proposed a Career/Longevity incentive for Program Assistants. This article will be revisited in next year’s negotiations.
• There was a discussion on changing the ESP calendar from 188 to 189 days, and it was agreed that the new 189-day calendar will take effect next school year.

2025 TA

All ESP bargaining unit members, regardless of BTU membership, will vote electronically to ratify the tentative agreement on February 13, 2025 between 7 am and 5 pm. Watch your BCPS email inbox for your invitation to vote with a personalized link to cast your ballot. Do not forward your email to anyone else. Every ESP will receive his or her own personalized voting link.

ESP negotiations, October 8th, 2024 :

Broward County School Board Approves Collective Bargaining Agreements 

On Tuesday, October 8, 2024, Broward County School Board members approved contract agreements reached with the Broward Teachers Union (BTU) Education Support Professionals (ESP), Technical Support Professionals (TSP) and the Federation of Public Employees (FOPE) for the 2023/24 school year. 

Highlights of the agreements include:

Education Support Professionals

ESP negotiations, September 27th, 2024 :

At today’s bargaining session between the ESP unit and the District, the two parties reached a tentative agreement on 2023-24 salaries and on contract Article 6, Terms and Conditions of Employment.

Salaries

All ESPs will receive a 2.5 percent raise to your base salary for the 2023-24 school year, retroactive to July 1, 2023.

9.27.24 SBBC Counter Proposal -Salary Schedule TA

Article 6

Beginning with the 2025-26 school year, ESPs will return to work one day earlier, for a total of 189 calendar days on the basic annual work calendar.

9.27.24 SBBC Counter Proposal – ART 6 TA

Ratification voting will take place next Friday, Oct. 4 at your work site. Watch the BTU bulletin board for information on hours and location.

The tentative agreements will be posted to the ESP Negotiations page on the BTU website, www.btuonline.com, in the coming days. Please carefully read the full text of the tentative agreements before casting your ballot.

ESP negotiations, September 10th, 2024 :

The BTU and District negotiations teams have met for negotiations for ESP’s

The districts offer:

A one time bonus of 2.26% and increasing the work calendar by one (1) day to an annual calendar of 189 days.

BTU’s counterproposal is:

A one time bonus of 5% and increasing the work calendar by three (3) work days to an annual calendar of 191 days. Starting when teachers start for pre planning week.

We will reconvene on September 12th.

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

A 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.

View BTU-TSP Salary Schedule TA 9.27.24 

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.

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.

A 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.

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

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.