BTU-EP Negotiations Update
December 14, 2022 -Session #4

The BTU-EP and District negotiation teams met for our fourth (4th) negotiation session on December 14, 2022. 

The District presented a counter proposal regarding salary increases as follows:

• Grandfathered salary schedule: 3.94% increase to base salary
• Pay for Performance (PFP): Highly Effective: 4.93% increase to base salary
• Pay for Performance (PFP): Effective: 3.69% increase to base salary
• One-time bonus/stipend: $1000

BTU rejected this offer, offering the counter proposal below:

• Grandfathered teachers: 5.25% increase to base salary
• PFP Highly Effective: 6.56% increase to base salary
• PFP Effective: 4.92% increase to base salary
• Cost of Living Adjustment (COLA): 2.35%
• One-time bonus/stipend: $2500

We are in the process of determining the next bargaining session.    

BTU-EP Negotiations 2022-2023
November 27, 2022 - Session #3

The BTU-EP and District negotiation teams met for our third (3rd) negotiation session on November 27, 2022. 

Article 6 Section D: Covering Classes: The District accepted BTU’s proposal to increase the rate for classroom teachers who assist with covering classes for absent employees when no substitute is available to $55. The parties signed a tentative agreement.

The District presented a counter proposal regarding salary increases as follows:

• Grandfathered salary schedule: 3.94% increase to base salary
• Pay for Performance (PFP): Highly Effective: 4.93% increase to base salary
• Pay for Performance (PFP): Effective: 3.69% increase to base salary
• One-time bonus/stipend: $1000

BTU rejected this offer, offering the counterproposal below:

• Grandfathered teachers: 5.5% increase to base salary
• PFP Highly Effective: 6.88% increase to base salary
• PFP Effective: 5.16% increase to base salary
• Cost of Living Adjustment (COLA): 2.07%
• One-time bonus/stipend: $2500

The next bargaining session will be held at BTU Union Hall on Wednesday, December 14, 2022, at 12:30 p.m.

BTU-EP Negotiations 2022-2023
October 21, 2022 - Session #2

The parties met for our second negotiation session on October 21, 2022.

The District presented a salary counter-proposal:

• 3.34% salary increase for teachers on the grandfathered salary schedule

• Salary increases for Pay for Performance (PFP):
• Highly Effective: 4.18% increase
• Effective: 3.13%

The District is continuing to research BTU’s proposal regarding increasing the additional

compensation for instructional employees who cover classes/cases for absent employees.

The BTU rejected the District’s counter proposal and presented the following salary proposal:

• 5.8% salary increase for teachers on the grandfathered salary schedule
• Salary increases for Pay for Performance (PFP):

• Highly Effective: 7.25% increase
• Effective: 4.35%
• Cost of Living Adjustment (COLA): 2.175% for all instructional staff

The next session will be held at a time, date, and location to be announced.

BTU-EP (Teachers) Negotiations 2022-2023
May 9, 2022 - Session #1

At the opening session of 2022-23, ground rules were shared and agreed upon and BTU presented and explained proposals which will be further discussed at the next session on a date to be announced.

BTU Proposed:

ARTICLE SIX (6)- GENERAL EMPLOYMENT PRACTICES proposed changes to the following Sections:

• Section C- Substitutes would increase the daily rate by $55 for studio teachers, school counselors, psychometrists, guidance directors, psychologists, school social workers, speech-language pathologists, ESE specialists, and media specialists who are asked to provide coverage for colleagues on those days when asked to perform an assignment of the absent employee.
• Section D – Covering Classes would increase the hourly rate by $55 for employees who volunteer to provide coverage during their non-scheduled time when no substitutes are available. Employees who accept a portion of the students assigned to an absent employee would have an increase by $55 to their daily rate. (Both of these would be an increase from $25).

BTU Salary Proposal 2022-23 proposes a seven and a half percent (7.5%) aggregate increase to the cost of the current salary schedule, effective July 1, 2022. This increase is in addition to any amounts required to maintain prior increases from the Teacher Salary Increase Allocation Funds in Section 1011.62(18). Florida Statutes. Distribution and allocation are subject to further negotiations.

BTU Requested

• Cost out of Referendum Funding (2022-23) to determine a proposal for Distribution.

The next session will be held at a time and place to be announced.

 

 

Broward Teachers Union Negotiations Update
March 30, 2022

The parties met on March 30, 2022, at the BTU union hall for BTU-TSP Negotiation Session #3 for the 2021-2022 school year.

Article 6 – Working Conditions (Section A)

SBBC Rejected this proposal brought forward by BTU at session #2 on February 3, 2022. 

SBBC expressed concerns that they would not be able to keep track of non-exempt TSP members who are eligible, per FLSA, for overtime or compensatory time as provided for in the contract for exempt TSP employees.

Article 11 - Compensation (Section F - Promotions)

SBBC Rejected this proposal brought forward by BTU at session #2 on February 3, 2022. 

SBBC Counter Proposed with their original proposal brought forward at session #1 on September 27, 2021, for Sections E - New Appointee Salaries and Section F – Promotions which proposed the following:

Step placement for the promotion will be determined by the Compensation & HRSS Department.  “Consideration shall be given to factors such as the external labor market, the market reference salary, competitiveness, comparability and internal consistency in making a final pay determination.  Under no circumstances shall salary placement be less than the minimum or above the maximum of the salary for range for the job.”  

BTU Rejected this counter-proposal.

Salary Proposal

In the salary proposal brought forward by BTU at session #2 on February 3, 2022:

SBBC Accepted that all employees in the BTU-TSP unit shall receive a one-time $1500 stipend.

SBBC Rejected the proposal for a one percent (1%) aggregate increase for the 2021-2022 school year.

Our next session for BTU TSPs is Wednesday, April 13, 2022, at 1:00 PM at BTU.

A complete copy of the proposals brought forward at this session are available by clicking on SBBC Proposals.

Broward Teachers Union Negotiations Update
February 3, 2022

The parties met on February 3, 2022, at the BTU union hall for BTU-TSP Negotiation Session #2 for the 2021-2022 school year.

SBBC withdrew their proposal in Article 3 made on September 27, 2021.

SBBC Proposed:

Appendix D – Salary Schedule

Stipend

Removal of the 2020-2021 language and input: “For the 2021-2022 school year, bargaining unit employees who are in an active status as of the date of Board approval, will receive a one-time stipend (non-recurring, non-FRS eligible) equal to $1,500.”

Removal of the following 2016-2017 language, with the intent that the recurring payments will continue:

“As of the 2016-2017 school year, BTU-TSP employees with fifteen (15) to twenty (20) years of employment tenure with the District as of June 30, 2016 shall receive a recurring payment of $1,000 annually.”

AND

“As of the 2016-2017 school year, BTU-TSP employees with greater than twenty (20) years of employment tenure with the District as of June 30, 2016 shall receive a recurring payment of $1,400 annually.”

After discussion, the Union and SBBC agreed to keep the above language. 

The Union respectfully rejected SBBC’s Article 11 proposal made on September 27, 2021.

The Union Proposed:

Salary Proposal

For the 2021-2022 school year, a 1% aggregate increase to the cost of the current salary schedule, retroactive to July 1, 2021.  Distribution and allocation are subject to further negotiations.

Additionally, a one-time $1,500 bonus for the 2021-2022 school year to be paid in the first paycheck following ratification.

Article 11 – Compensation (Counter Proposal)

Section F – Promotions

Proposes that any employee promoted into any BTU bargaining unit receives the closest pay step that would provide at least a 5% pay raise based on the affected employee’s previous grade and step/salary.

Additionally, employees being promoted within any BTU bargaining unit (TSP, EP, ESP, CSP), “the step placement within the new pay grade shall be determined using whichever of the following two methods yield to placement in the higher step” either (1) applying the step placement detailed in Article 11-E for recognized experience or (2) applying 5% on the salary of the previous grade/schedule and step/salary for promotions on one pay grade and an additional 3% for each additional pay grade.”

Article 6 – Working Conditions

Section A

Propose to add the following sentence to the end of the section:  “In recognition of their professionalism, employees shall not be subjected to the use of timekeeping devices.”

Our next session for BTU TSPs is Wednesday, March 30, 2022.

A complete copy of the parties’ proposals are available by clicking on the links below:

SBBC Proposal

BTU-TSP Proposals

 

December 16, 2021

BCPS and Broward Teachers Union Reach Tentative Contract Agreements for Teachers and Education Support Professionals

Broward County Public Schools (BCPS) and the Broward Teachers Union (BTU) are pleased to announce a tentative contract agreement for the District’s Education Professionals (EP) and Educational Support Professionals (ESP) bargaining units for the 2021/22 school year.

During the negotiations held on Thursday, December 16, the following terms were reached on behalf of BTU Educational Professionals:

• $2,000 one-time stipend for all EP unit members
• Salary increases of 1.33% for Highly Effective teachers on the Pay for Performance salary schedule, 1.07% salary increase for teachers on the grandfathered salary schedule, and 1% for Effective teachers on the Pay for Performance salary schedule
• $1,000 bonus for instructional personnel who did not qualify for the $1,000 Disaster Relief Bonus provided by the state
• $500 supplement for multilingual itinerant support staff whose workload has substantially increased above their normal caseload due to providing services to students and families who would normally be serviced by a monolingual staff member

On Friday, December 17, the following terms were reached on behalf of BTU Educational Support Professionals:

• $1,500 one-time stipend for all ESP members
• Increase of minimum hourly wage for Classroom Assistants from $11.51 to $13
• Increase of minimum hourly rate for Teacher Assistants from $13.27 to $15

Upon successful ratifications by the bargaining units and School Board approval, the District will work to provide the agreed upon salary increases and stipends as soon as possible.

 

December 2, 2021

The parties met on December 2, 2021, at the BTU union hall for BTU-EP Negotiation Session #4 and BTU-ESP Negotiation Session #2 for the 2021-2022 school year.

BTU-EP:

SBBC Economic/Salary Counter Proposal 

$1500 Stipend

For the 2021-2022 school year, bargaining unit employees in active status on first day of their work calendar and in active status as of the date of full ratification, will receive a $1500 one-time stipend (nonrecurring, non-FRS eligible).

 

Memorandum of Understanding

SBBC presented a Memorandum of Understanding (MOU) proposing a $1,000 payment to all identified BTU-EP employees who did not receive the payment resulting from Senate Bill 2500, Section 46 (Disaster Relief Payment).

 

Teacher Salary Increase Allocation

This categorical funding provided by the state to raise starting teacher salaries to $47,500 (which was accomplished last year); had an additional $2.8M in funding this year that is being utilized to provide the salary increases identified below.

Grandfathered Salary Schedule

Due to Teacher Salary Increase Allocation categorical funding, hourly rates for all levels on the BTU Grandfathered Salary Schedule shall increase by 0.31% effective July 1, 2021.  Employees who are employed as of the date of ratification of this Agreement will receive the increase retroactive to July 1, 2021.

Pay for Performance Salary Schedule

Due to Teacher Salary Increase Allocation categorical funding, teachers rated as “Highly Effective” during the 2021-2022 School Year, shall receive a base salary increase of 0.39% effective July 1, 2021.  Teachers rated as “Effective” will receive a base salary increase of 0.29% effective July 1, 2021.  

 

SBBC Counter Proposal #1 

Article 19: Professional Compensation

Section I & J – Travel Reimbursement/Mileage Reimbursement

SBBC counter proposed that payments be processed within thirty (30) calendar days once all Business Practice Bulletin requirements are met and documents are received by Accounts Payable.

Section R(1) & R (2) – Voluntary In-Service/Stipend Rate

SBBC counter proposed that payments be processed within thirty (30) calendar days of the closing date of the workshop.

Section V – New Section

SBBC rejected BTU proposal for a yearly $500 supplement be granted to all multilingual itinerant support professionals providing direct services to ESOL/ELL students and families in their native language that would otherwise be handled by a monolingual counterpart.

BTU verbally counter proposed to increase to a $750 supplement.

Section W – New Section

SBBC rejected BTU proposal for a one-time $1,500 supplement to any bargaining unit employee who is required to launch the Class Microsoft Teams Meeting or any other program to allow students at home to view and/or hear sessions of instruction or any other portions of class meetings.

SBBC Counter Proposal #2

Article 25: Reassignment & Transfers

SBBC presented language which updates the transfer process to reflect the current processes followed by TAO-Instructional 

 

Additional Information

The District continues to absorb increases related to our health insurance costs. However, the District has maintained employee health insurance benefits at no cost to our employees.     

In addition, our economic proposal is similar to other large District proposals and ratified agreements in the State of Florida.

 

BTU-ESP:      

SBBC Economic/Salary Counter Proposal 

Stipend

For the 2021-2022 school year, bargaining unit employees in active status on first day of their work calendar and in active status as of the date of full ratification, will receive a $1500 one-time stipend (nonrecurring, non-FRS eligible).

Classroom Assistant Salary Schedule

Proposed increasing the starting pay to $13 per hour with increases applied to all steps of the salary schedule. Also proposed elimination of the step salary schedule to a minimum/maximum range schedule.

Teacher Assistant Salary Schedule

Proposed increasing the starting pay to $15 per hour with increases applied to all steps of the salary schedule. Also proposed elimination of the step salary schedule to a minimum/maximum range schedule.

Program Assistant Salary Schedule

Proposed elimination of the step salary schedule to a minimum/maximum range schedule.

Article 13: Vacancies, Reappointments, Assignments, Reassignments, Summer School Vacancies, Promotions, and Transfers

&

Article 16: Professional Development

Received clarifying information from the union regarding their proposals referencing guaranteed interviews for District vacancies and professional development on early release days.

 

Our next session for BTU EPs & ESPs is Thursday, December 16, 2021, at the BTU Union Hall.

A complete copy of the parties’ proposals are available by clicking on the links below:

BTU-EP Proposals 12.02.2021

BTU-ESP Proposals 12.02.2021

 

September 27, 2021

The parties met on September 27, 2021, at the BTU union hall for BTU-EP Negotiation Session #3 and BTU-ESP/BTU-TSP Negotiation Session #1 for the 2021-2022 school year.

BTU-EP

The Union Proposed:

Article 19 – Professional Compensation

Section I – Mileage/Parking/Tolls Reimbursement &

Section J - Travel Reimbursement

BTU proposing that payments be processed with fifteen (15) calendar days once all Business Practice Bulletin requirements are met, and documents are received by Accounts Payable.

Section R(1) & R (2) – Voluntary In-Service/Stipend Rate

BTU proposing that payments be processed within fifteen (15) calendar days of the closing date of the workshop.

Section V – New Section

BTU proposing yearly $500 supplement be granted to all multilingual itinerant support professionals providing direct services to ESOL/ELL students and families in their native language that would otherwise be handled by a monolingual counterpart.

Section W – New Section

BTU proposing a one-time $1,500 supplement to any bargaining unit employee who is required to launch the Class Microsoft Teams Meeting or any other program to allow students at home to view and/or hear sessions of instruction or any other portions of class meetings.

The Union presented an MOU proposing a $1,000 payment to those BTU-EP, ESP, and TSP employees who did not receive the payment from Senate Bill 2550.

The BTU-EP also presented a Salary Proposal of a 3.5 % salary increase and a one-time $3,000 bonus.

SBBC response regarding Article 5 – Conditions of Employment (Proposed by the BTU-EP on September 9, 2021)

Section A – Teacher’s Primary Responsibility

                SBBC Rejected the removal of the language ‘that every effort shall be made.

Section I – Conference Areas

SBBC Accepted the new language only countering with the addition of “meeting” to the proposed language:

“Teachers may contact parents in person, or by phone, or by other digital meeting platform for such purpose.

Section K – Faculty Meetings

SBBC Rejected the proposed added language to provide the purpose of a faculty meeting at least two (2) workdays in advance.

Section L(3) – Teacher Planning Days

SBBC Rejected the new proposed language.

Section Y – New Section

SBBC Rejected the addition of this new section stating “No SBBC policy that may affect the bargaining unit will be implemented without the approval of BTU.”

BTU-ESP

Ground rules signed off on by the parties.

The Union proposed:

Article 13 – Academic Freedom

Section A – Vacancies

A new sub-section (a) to guarantee qualified BTU-ESP applicants an interview for district vacancies.

Article 16 – Student Teaching Assignments

Section F – Early Release Time

The removal of the current language and the addition of new language allowing paraprofessionals to attend professional development training subject to the school’s operational capacity, and that request not be unreasonably denied and are grievable pursuant to article 4 of the agreement.

The union proposed a 3.5 % salary increase and a one-time $3,000 bonus.

SBBC Proposed:

Article 1 - Recognition

Section B – Definitions

SBBC proposed the addition of new subsection (14) including the right to enter into a Memorandum of Understanding (MOU) when situations arise to amend or modify contract language concerning terms and conditions of employment.  Specifically authorizing bargaining unit employees to enter into an MOU without having to ratify with bargaining unit members. 

BTU-TSP

Ground rules signed off on by the parties.

SBBC Proposed:

Article 3 – Definitions

SBBC proposed the addition of new subsection (14) including the right to enter into a Memorandum of Understanding (MOU) when situations arise to amend or modify contract language concerning terms and conditions of employment.  Specifically authorizing bargaining unit employees to enter into an MOU without having to ratify with bargaining unit members. 

Article 11 – Compensation

Section E – New Appointee Salaries

SBBC proposed the removal step range language and adding in the following language:

“Step placement will be determined by the Compensation & HRSS Department.  Consideration shall be given to factors such as the external labor market, the market reference salary, competitiveness, comparability and internal consistency in making a final pay determination.  Under no circumstances shall salary placement be less than the minimum or above the maximum of the salary for range for the job.” 

Section F – Promotions

SBBC proposed the removal of promotion pay language and adding in similar proposed language from Section E as follows:

“Step placement for the promotion will determined by the Compensation & HRIS Department.  Consideration shall be given to factors such as the external labor market, the market reference salary, competitiveness, comparability and internal consistency in making a final pay determination.  Under no circumstances shall salary placement be less than the minimum or above the maximum of the salary for range for the job.”

Our next session for BTU EPs & ESPs is Thursday, October 7, 2021, at the BTU Union Hall.

POSTPONED: Next session for BTU-EP & ESPs is Thursday, December 2, 2021, at the BTU Union Hall.

A complete copy of the parties’ proposals are available by clicking on the links below:

BTU-EP Proposals 09.27.2021

BTU-ESP Proposals 09.27.2021

BTU-TSP Proposals 09.27.2021

 

 

September 9, 2021

Summary of Negotiation session with the BTU-EP:

The District and the BTU met in the KCW Board room to commence negotiations for the 2021-2022 school year. The parties signed off on ground rules for these sessions. The following articles have been opened by the parties and were presented and discussed:

The District presented:

• Article 3, Definitions: The District proposed language regarding entering into Memorandums of Understanding which would not require immediate ratification and would be incorporated and ratified with the collective bargaining agreement.
• Article 25, Reassignment and Transfer: The District proposed to clarify the transfer process to align with the current practice.

The BTU-EP Presented:

• Article 5, Conditions of Employment: The Union proposed modifications regarding supervision, conference areas, faculty meetings, and professional development hours, and BTU approval of new District policies which affect bargaining unit members.
• Economic Proposals:
  • 5% salary increase
  • $3000 one-time bonus
  • $1500 one-time supplement for any bargaining unit employee who is at any time required to launch the Class Microsoft Teams Meetings or any other program to allow students at home to view and/or hear sessions of instruction or any other portions of class meetings.
  • $1000 bonus for teachers who not included in the FDOE bonus distribution (MOU was presented for consideration)

Our next session is Monday, September 27, 2021, at the BTU Union Hall.

A complete copy of the parties’ proposals is available by clicking on the links below:

SBBC Proposals 09/09/2021

BTU-EP Proposals 09/09/2021

 

April 14, 2021

Summary of Negotiation session with the District and BTU (EP, ESP and TSP):

The District and the BTU met in the KCW Board Room to continue negotiations for the 2020-2021 school year. We are pleased to announce that we have reached tentative agreements with all three (3) BTU bargaining units.

The provisions tentatively agreed to include:

BTU-EP:

• All unit members who are active on the first day of their work calendar and active after ratification of the parties will receive a one-time, non-recurring bonus of $1500.
• Unit members who received a 1.3% increase as a result of the Teacher Allocation Funding will receive an additional .96% due to the identification of additional funds available due to attrition. These employees will receive a total of a 2.26% salary increase.
• Proposed language changes will be addressed through the Labor Management process.

BTU-ESP:

• Employees will be required to report for an additional planning day immediately prior to the start of their work calendar.
• All unit members who are active on the first day of their work calendar and active after ratification of the parties will receive a one-time, non-recurring bonus of $1500.
• Proposed language changes will be addressed through the Labor Management process.

BTU-TSP:

• All unit members who are active on the first day of their work calendar and active after ratification of the parties will receive a one-time, non-recurring bonus of $1500.
•  Proposed language changes will be addressed through the Labor Management process.

 

March 2, 2021

Summary of Negotiation session with the District and BTU (EP, ESP and TSP):

The District and the BTU met in the BECON Studio to continue negotiations for the 20-21 School Year.

The Union placed one proposal on the table for the TSP unit:

• Article 11 F, Promotions
  • The Union is proposing that a current employee who is being promoted on the TSP Salary Schedule be compensated by using the new appointee salary formula detailed in Article 11-E or the existing 5% on the current salary plus 3% for each additional pay grade.

The District responded to the BTU’s proposals of February 22, 2021:

• Given the wages increases already provided to employees in the past year and the current financial situation of the District, including the loss of approximately $85 million in funding due to the drop in student enrollment, the District was not able to make any financial offers, as it is focused on preserving jobs for the next school year. The Union’s 5% salary increase proposal for EP, ESP and TSP, costing approximately $52 million, was rejected.
• The District rejected the Union’s proposal to incorporate the COVID-19 MOU into the three BTU contracts for “all pandemics” and “infectious diseases”, based on the changes in circumstances since the signing of the MOU, the COVID-19 MOU protocol not being necessarily appropriate for “all pandemics” and “infectious diseases”, and availability of current and upcoming remedies to combat COVID-19.
• The District offered a counterproposal to Article 19, Professional Compensation for EPs to have all mileage, parking, tolls, and travel reimbursements payments processed within thirty (30) calendar days once all applicable Business Practice Bulletin requirements are met and documents are received by Accounts Payable. For Voluntary In-Service stipends, Article 19R, the District proposed that payments for workshops be processed for employees who have completed all requirements within thirty (30) calendar days of the closing date of the workshop.
• Regarding BTU-ESP’s Article 5 proposal to have Required Attendance at IEP and 504 Meetings, the District rejected the proposal and instead offered to change operational processes, including changing forms so ESPs may voice their concerns and provide feedback on the students they attend prior to the IEP and 504 meetings, and that the school administrators have a physical meeting with the ESPs to discuss the decisions made during the IEP and 504 meetings.
• The District rejected the BTU-ESP’s proposal in Article 6 asking for two additional planning days. The proposal would incur a program spend of $619,783 and would create an additional financial strain on the district.
• Regarding Article 13, Transfers for ESP requesting that they be released to another school during school year within 10 days, the District explained that the current contract language under 13G Hardship Transfers already addresses all the circumstances mentioned by the Union and 100% of the transfers requested under this provision have been granted.  Accordingly, the proposal was rejected. 

The District also offered the following proposals to the BTU-EP:

• Article 6, General Employment Practices
  • 6F-Summer School Employment – The District proposed to remove outdated language and clarify the steward super seniority to be up to thirty percent.
  • 6I-Job Descriptions – The District proposed to separate the reassignment language from the job description language, as the contract already addresses reassignment processes in Article 25.
  • 6O-Electronic Grade Books – The District proposed to add that the grades will be entered by the teacher of record in a timely manner.
• Article 29, Union Rights
  • 29D-Conduct Business – The District proposed to revise this language to comply with a Public Employee Relations Commission (PERC) order establishing that Union Release Time shall be limited to time spent directly representing the bargaining unit employees during collective bargaining, grievances and discipline activities.
  • 29P-Paid Leave Days – The District added language complying with the PERC decision that any paid leave for Union business shall be strictly limited to time spent directly representing bargaining unit members (collective bargaining, grievance and discipline activities).

For the BTU-TSP unit, the District proposed the following:

• Article 5, Union Rights
  • 5K-Time for Official Duties – The District revised the language to adhere to the PERC order limiting official Union duties to time spent directly representing the bargaining unit employees during collective bargaining, grievances and discipline activities.
  • 5M-Paid Leave Days – New language was added to include that any paid leave for Union business shall be strictly limited to time spent directly representing bargaining unit members (collective bargaining, grievance and discipline activities), in accordance with the PERC decision.

A complete copy of the parties’ proposals is available by clicking on the links below:

SBBC Proposals 030221

BTU-TSP Proposal 030221          

                

FEBRUARY 22, 2021

Summary of Negotiation session with BTU (EP, ESP and TSP):

The District and the BTU met in the KCW Board Room to begin negotiations for the 20-21 School Year.

The proceedings unfolded as follows:

• Ground Rules – Management Proposal: Rejected by BTU

The Union placed proposals for all three units on the table as follows:

• Salary Proposal for EP, ESP, and TSP: 5%
• Article 7, Health and Safety Proposal for EP, ESP, and TSP:
  • Incorporates 9/29/20 MOU regarding reopening schools (set to expire on 6/30/21) into CBA except broadly covers “all pandemics” and any “infectious disease” (not limited to COVID-19)
  • Adds “CDC guidelines shall prevail in the event of a direct conflict unless otherwise agreed in writing”
  • COVID-19 protocols (distancing, suspending visitors and walkthroughs, identification and tracing, quarantining, PPE, facial coverings, cleaning, etc.) and employment terms (80 additional hours of leave, remote assignments, waiver of benefits waiting period, etc.) will exist for the “duration of the pandemic” and “all pandemics”
  • Adds “Interactive Health and Safety Dashboard” to be created, maintained and “jointly” administered to “monitor, track and address health and safety concerns or violations across the District”
  • Adds a “Transparency in School Safety Operations Joint Citizens’ Committee” to make recommendations to the School Board regarding promoting transparency in school safety and allocation of funds, including developing budget proposals each year. ½ membership appointed by Union, ½ membership appointed by the District. Meetings held during work hours with no loss of pay.  District required to provide voluminous information to Committee.  District will offer, through Committee, courses on “health and safety and teaching and learning centered budgeting.” 
• Article 19, Professional Compensation for EP: Pay within two weeks
• Article 5, Employee and BTU-ESP Rights for ESP: Required Attendance at IEP and 504 Meetings
• Article 6, Terms and Conditions of Employment for ESP: Two additional planning days
• Article 13, Transfers for ESP: ESP must be released to another school during school year within 10 days

The parties agreed to meet again on March 2, 2021 at 4:30PM to continue negotiations.

A complete copy of the proposals is available by clicking on the links below:

 

BTU-EP Proposals 02.22.21

BTU-ESP Proposals 02.22.21

BTU-TSP Proposals 02.22.21

 

SEPTEMBER 29, 2020:

On Tuesday, September 29, 2020, the Broward Teachers Union (BTU), and the District met for our 3rd session to continue impact bargaining in order to reach agreement on a Memorandum of Understanding (MOU) regarding the reopening of brick-and-mortar school operations for the 2020-2021 school year. The session lasted from 3:30 p.m. to 10:45 p.m. and we are pleased to announce that the parties reached a tentative agreement.  

Both the District and the BTU negotiation teams worked tirelessly and arduously to craft language and resolve difficult topics in order to finally reach a tentative agreement. Our gratitude and thanks go to all the professionals who came together to accomplish this goal of both the District and BTU.

The full draft of the tentatively agreed upon Memorandum of Understanding can be accessed by clicking on the link below:

BTU-EP & ESP Reopening MOU 2 9-29-2020

SEPTEMBER 24, 2020:

On Thursday, September 24, 2020, the Broward Teachers Union (BTU), and the District met again to work out an agreement through a Memorandum of Understanding (MOU) regarding the reopening of brick-and-mortar schools’ operations for the 2020-2021 school year. The session lasted from 3:30 pm to 10 pm and the parties addressed the following sections:

#13. Americans with Disabilities Act (ADA) Accommodations: The District will make every effort to accommodate remote assignment requests, if operationally possible.

#20.  Lunch Period:  All bargaining unit members are expected to have their duty-free, 30-minute lunch period each day. In the event of an emergency that necessitates a bargaining unit member to supervise students during their duty-free lunch time, the member will be granted 30 minutes of release time. Release time will also be granted for campus emergencies that necessitate bargaining unit members to supervise students during breakfast times for bargaining unit members who do not receive a supplement for these duties. At the bargaining unit member’s discretion, release time may be used the same day or accrued for use at a later time. Requests to use release time during the District-established blackout dates of April 5-9, 2021 and May 3, 2021 through June 11, 2021, will be granted unless they conflict with designated standardized assessment dates associated with the bargaining unit member’s assigned responsibilities. Release time will not expire until it is exhausted. All requests for use of release time must be submitted 48 hours in advance to administration. The request and approval/denial must be in writing.

Additionally,  some discussion centered around the multiple challenges and needs of ESE students at Centers and Cluster locations.

The parties were unable to come to an agreement during this session. However, the parties are committed to continuing to negotiate until a tentative agreement is reached. The parties will meet again on Tuesday, September 29, 2020 when the BTU will present counterproposals to the District’s latest version of the MOU.

The full draft of the District’s counterproposal of the Memorandum of Understanding can be accessed by clicking on the link below:

SBBC Counterproposal 3 - 9-24-2020

SEPTEMBER 21, 2020:

On Monday, September 21, 2020, the Broward Teachers Union (BTU), and the District met for an impact bargaining session regarding the reopening of brick-and-mortar school operations for the 2020-2021 school year. During that session the parties met from 3:30 pm to almost midnight, to discuss issues for the Education Professionals (EP) and Education Support Professionals (ESP) units that prioritizes the best pedagogical practices and the safety and well-being of Broward children, families, employees and the community. In addition to the incorporation of the MOU signed on August 24, the parties agreed to most of the District’s counterproposal, but are still in discussion for the following clauses:

 #7. Walkthroughs: All walkthroughs required by law will be conducted virtually as permitted by DOE. All others will be suspended for the duration of the MOU.

#13. Americans with Disabilities Act (ADA) Accommodations: The District will make every effort to accommodate remote assignment requests, if operationally possible.

#20. Usage of Release time: For covering students lunch period in the classroom, teachers will be given 30 minutes release time to be used preferably on the same day it is earned, however, this time will be recorded and can be used at a later date through the 21-22 school year. Usage of accumulated release time is subject to District Blackout dates of April 5 to 9, 2021, and between May 3 to June 11, 2021, on specific dates when teachers are administering District/State assessments.  Release time must be used prior to all other accrued leave time.

The parties will reconvene on Thursday, September 24, 2020 to continue with impact bargaining on the above items as well as some additional open language.  The District is committed to continue negotiating with the BTU to reach a tentative agreement.

The full draft of the District’s counterproposal of the Memorandum of Understanding can be accessed by clicking on the link below:

 SBBC Counterproposal 2 -9-21-20

Broward Teachers Union Negotiations Update

SEPTEMBER 4, 2020

On Friday, September 4, 2020, the Broward Teachers Union (BTU), and the District met for a negotiations meeting regarding House Bill 641, Teacher Salary Increase Allocation, and the distribution of referendum funds for the 2020-2021 school year. We are pleased to announce that Memorandums of Understanding were signed by the parties for Education Professionals (EP) and Education Support Professionals (ESP) units. The BTU is moving forward to ratify these agreements and, once ratified, the School Board has scheduled a special board meeting to approve the agreements on Thursday, September 10^th. This will allow for the agreed upon referendum and HB 641 allocations to be in EP and ESP paychecks on Friday, September 18, including retroactive payments.

The tentative agreement consists of three (3) Memorandums of Understanding. Two reference the EP unit: One detailing the distribution of referendum funds, the second, the funds provided by the State of Florida through the passage of House Bill 641, which raised all teachers’ pay to at least $47,500. The final memorandum details the ESP referendum distribution.

Educational Professionals (EP)

Referendum Supplements:

The supplements will be equal to or higher than last year, except for instructional personnel who are receiving the highest increases from HB 641.

Grandfathered Salary Schedule: Referendum supplements between $5000 and $8500 will be distributed to instructional personnel on the Grandfathered Salary Schedule. The amount of the supplement will be determined by the employee’s current salary placement on the schedule. 

Pay for Performance:  Instructional personnel whose start date was before July 1, 2020, will receive referendum supplements between $500 and $6000 based on their 2019/20 base salary.

 Salary Increases:

The base salary of full-time classroom instructional personnel, including certified Pre-Kindergarten instructional personnel, who are making less than the new mandated minimum salary of $47,500 will be brought up to at least the new minimum in accordance with the statute. In addition, non-classroom instructional personnel will be brought up to a minimum salary of $47.500.  Funds remaining from HB 641 will enable a 1.3% base salary increase to all other instructional personnel.

Education Support Professionals (ESPs)

ESPs with a start date prior to July 1, 2020 will receive a referendum supplement equal to 3.6% of their base salary effective July 1, 2020.

The Memorandums of Understanding can be accessed by clicking on the link below:

BTU-EP House Bill 641 MOU

BTU Referendum MOU 

BTU-ESP MOU