On June 18, 2026, OCEA responded to SDOC’s previous salary proposals with the following counteroffers:

Education Staff Professionals
SDOC’s Proposal 6.9.26 OCEA’s Counter Proposal 6.18.26
  • A non-recurring retention supplement equal to 2% of the education staff professional’s minimum base salary;
  • A non-recurring retention supplement equal to 3% of the employee’s minimum base salary for education staff professionals with O-14 years of experience;
  • A recurring retention supplement equal to 3% of the employee’s minimum base salary for education staff professionals with 15 or more years of experience;
Instructional Employees
SDOC’s Proposal 6.9.26 OCEA’s Counter Proposal 6.18.26
  • 0 to 9 years of teaching experience: a non-recurring retention supplement equal to 2% of the employee’s minimum base salary; or
  • 10 or more years of teaching experience: a recurring salary increase equal to $1,800.
  • 0 to 9 years of teaching experience: a non-recurring retention supplement equal to 2% of the employee’s minimum base salary; or
  • 10 to 14 years of teaching experience: a recurring salary increase equal to $1,800.
  • 15 or more years of teaching experience: a recurring salary increase equal to $2.300.

While we know these numbers do not reflect the true increases our employees deserve, we recognize that dramatic cuts to state funding, loss of funds to vouchers and charter schools, and declining enrollment have severely reduced our district’s available salary dollars.

For this year only, the state legislature temporarily suspended teacher performance pay (effective/highly effective) and allowed teachers with 10+ years of experience to be paid more than other groups. Since 2011, the state has restricted teacher pay, resulting in significant compression. Teachers with the most experience currently make only slightly more than teachers with the least experience. As a state, Florida is still ranked 50th in the nation in average teacher pay.

This year’s small window of opportunity is crucial to address the wage compression issue. As such, OCEA is proposing that the majority of salary dollars be invested in the employees who have, for the past 15 years, been short-changed by the state. We believe this should include all employees, and it is particularly important for our Education Staff Professionals, who are often paid the least of all in our district.

With that in mind, we must also consider the ever-increasing costs of health care. While we recognize no raises in insurance would be preferred, we recognize that medical costs in healthcare are rising. However with inflation up and the district proposal of non-recurring wages for the majority of employees, the union could not accept the premium increases and plan changes. Instead, OCEA counter proposed :

  1. No increases for Employee Only in Plans 1 and 2
  2. Increases by half the amount proposed for plans with spouses, children, and families
  3. No design changes in Plan 1 (Health Center)

SDOC has proposed the removal of the Wellness Points program. OCEA proposed that employees who earned their wellness points by July 31, 2026 receive two half days of board leave per semester to visit healthcare providers of their choice. These points have been earned with the intent to save money on healthcare. If the district will not offer compensation monetarily, they need to offer compensation in time.

Finally, OCEA has proposed that SDOC guarantee employees who have paid the full year of insurance premiums will have coverage through August 1, 2027, even if employees leave the district in May 2027. This seems only fair since employees will have already paid for a full year of coverage.

OCEA and SDOC will return to the bargaining table on June 24, 2026 at 1:00 at Transportation. All members are encouraged to attend!