A central topic of discussion was the proposed salary increases for employees in the FI 4, FI clerical, and FI Food Services bargaining units. Representatives highlighted the critical roles these employees play in maintaining school operations. The union proposed an 8% salary increase retroactive to July 2023, contrasting sharply with the district’s offer of a one-time 2.26% bonus. The disparity between the proposals underscored the union’s argument that bonuses do not provide financial stability or retirement benefits, particularly amid rising living costs.

During the public comments, several speakers emphasized the financial hardships faced by employees earning between $15 and $18 per hour. Examples were given of workers struggling to afford basic necessities such as housing, food, and transportation. One speaker noted that many employees are forced to forego essential medical care or live with family to manage their finances. The union’s representative argued that other districts in Florida had managed to provide substantial base salary increases, citing examples from Miami-Dade, Orange, and Palm Beach counties.

The board discussed the potential financial impact of the proposed salary increases. The superintendent confirmed that the district’s financial situation was strained due to declining student enrollment and other economic challenges. The general fund balance had reportedly decreased by approximately 50% since 2022, complicating the board’s ability to approve significant pay raises. The proposal to convert the one-time 2.26% bonus into a recurring base salary increase was met with concerns about the district’s ability to sustain such measures.

Another point of contention was the night shift differential. The union sought to increase this differential to 75 cents an hour for certain employee classifications. However, this proposal was ultimately rejected by the board, who instead discussed the possibility of a lower differential of 50 cents per hour. The estimated cost for implementing the 50-cent increase was around $350,000, which would be a recurring expense.

The board also addressed the complex issue of employee calendar adjustments. The union proposed consolidating various clerical calendars into a 248-day calendar to eliminate potential retaliatory actions by principals regarding employee schedules. This proposal aimed to provide more stability and predictability for employees, reducing the risk of unexpected pay cuts.

Board members sought clarity on how these proposed increases would impact the overall budget and emphasized the importance of understanding the costs associated with each proposal. The superintendent provided estimates and reiterated the need to preserve the district’s financial health.

In addition to salary discussions, the board also deliberated on the funding for the district’s meal programs. A proposal was made to potentially revert to a previous model for meal funding, where families capable of paying would contribute, thereby allowing the district to recoup approximately $7 million in revenue. This suggestion aimed to explore alternative funding sources to alleviate the budget constraints faced by the district.

As the meeting progressed, the board members expressed a shared commitment to ensuring that all employees, particularly those at the lowest salary levels, receive adequate remuneration that reflects the cost of living and the value of their contributions to the district.