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2020-21 Bargaining Review


Working Conditions MOU 9/17/2020

Establishes the expectations for safe and sanitary working conditions as schools reopen  


Additional Financial Considerations MOU 9/17/2020

Waives pay for performance for 2020; offers $1.50/hr supplement for Support providing instructional coverage; establishes criteria for athletic supplements in case of shortened season


2021 Health Insurance Board Match 10/14/2020

Board to contribute an additional $10/month to cover all premium increases


2020-21 Economic Settlement  10/29/2020

Through a combination of categorical funds from the state (Teacher Salary Increase Allocation) and additional Board funds, instructional salaries will be improved to ensure a $46,000 minimum salary with all instructional staff guaranteed to receive at least a $1500 increase; CCEA Support will receive 46cents/hr on their regular hourly rate in addition to the step already received; all raises will be retroactive to July 1, 2020.


Citrus Virtual Program MOU

Establishing placement in CVP positions; creating pay for additional period of instruction; outlining expectations for communication and grading turn around; limiting the number of course preps/teacher; establishing who evaluates CVP teachers


This year’s economic discussion has centered heavily on the TSA. The funds provided by the state are limited and must be expended in accordance with statute to improve minimum pay for full-time classroom teachers. Additional dollars kicked in by the Board can be bargained much more flexibly. In early September, CCEA and District team leaders met to discuss financials informally and to review statutory requirements, as well as to identify concerns associated with the mandates: salary compression, achieving competitive starting salary level, and ensuring raises are distributed as equitably as possible.

Get the Background on the Teacher Salary Allocation (TSA)

Proposal History


  • CCEA opens TSA discussion suggesting a ‘banded’ approach to distribution of the funds to minimize compression created in raising minimum salaries; the District’s position is that ‘banding’ is not allowable by statute
  • District’s opening proposal brought ONLY TSA funds to the table; would create a $43,455 minimum salary and a 1.1% increase for all others
  • CCEA requested additional district dollars ($1.5million) to ensure a minimum $1650 adjustment for all instructional


  • District’s first counter placed additional district dollars ($2.4million) to further increase the minimum salary to $46,000 and providing a $1375 guarantee for all instructional


  • CCEA countered with a redistribution of the district’s dollars ($2.4million) to achieve a minimum salary of $44,850 while providing a guaranteed improvement ranging from $1395 to $1895, based on years of service
  • District’s second counter further increased additional district dollars ($2.47million) to provide a $46,000 minimum salary with a guarantee of $1500 for all instructional
  • CCEA’s follow up request met the Board’s request for a $46,000 minimum while pushing for an $1800 guarantee


  • District did not return to the table with a response


  • District responded to CCEA’s proposal with $46,000 minimum and $1500 guarantee, plus $10 increase in Board insurance match to cover premium increases
  • CCEA opened Support economics with a proposal to increase all Support Staff (Classified & Professional Technical) base hourly rates by $1 –a total cost of $921,131


  • District responded with no further improvements; revised proposal establishes $46,000 minimum for instructional, provides $875 for all other instructional, and places $850,000 into a single pot to divided between the instructional and support units


  • CCEA countered with a request for an added $82,000 to ensure Support would reach 50cents/hr; seeks to add language that would clarify improvments to be retroactive and further commitment to collaboratively revise the instructional placement schedule to ensure new hires with experience would not surpass current employees with equal years of  experience
  • District agreed to take the propsal to the Board for review


  • Board counter held firm at $850,000 to be divided between units, but added language on retroactive increases and placement schedule adjustment
  • CCEA and CCSD reach final economic settlement