The meeting was steered by Terry Harmon, who acted as the chief negotiator for the school district. Harmon presented a revised payment structure intended to address concerns raised by the Martin County Education Association (MCA) regarding the millage’s fiscal implications. The previous session’s discussions, led by Gary Simmons, the chief negotiator for MCA, highlighted a need for better understanding of how millage funds are collected and paid out. Harmon acknowledged this by introducing a new memorandum of understanding, designed to align more closely with the MCA’s concerns.

The revised payment plan proposes that the district will begin making payments at the end of each fiscal year, starting in June 2026. This adjustment means that for the current fiscal year, funds will be collected from November 2025 to April 2026, with the first payment scheduled for June 2026. Harmon explained that new hires would receive prorated payments based on their time with the district, a move designed to incentivize retention through the end of the school year. Harmon also expressed appreciation for the MCA team’s cooperation and patience, which facilitated a constructive review of the proposed changes.

Simmons responded positively to Harmon’s presentation, agreeing with the recap of the previous session and expressing eagerness to evaluate the new proposal. The two-payment scenario for the current year was clarified, with the first payment in September for the 2024-2025 collections and a subsequent payment in June for the 2025-2026 collections.

A topic during the meeting was the financial implications for retirees and those transferring out of the bargaining unit. There was a concern about whether retirees who leave before the academic year ends would forfeit their millage stipend. It was clarified that only those who transfer out or resign, not retirees, would forfeit this payment. The conversation also addressed the proration of funds for retirees, who typically have their stipends adjusted based on their time served within the bargaining unit.

The dialogue further revealed concerns regarding teachers who might transfer to non-bargaining positions, such as administrative roles. Once a teacher leaves the bargaining unit, they lose entitlements under the current agreement, potentially discouraging them from seeking higher positions within the district. This concern extends to teachers moving to coaching roles, who under the existing agreement, would not receive a prorated stipend if they transitioned mid-year. However, the new model offers a more favorable outcome, as teachers completing their year by May 29 would receive their stipend even if they started a new job in August.

The meeting also reviewed the tentative agreements reached during bargaining sessions, acknowledging the collective effort that led to a consensus on financial matters, particularly regarding millage payments. Participants expressed appreciation for the opportunity to reflect on previous discussions and satisfaction with the explanations provided during the session. The sentiment was positive, with acknowledgments of the hard work from both sides to reach an agreement. There was particular emphasis on the financial pressures faced by bargaining unit members due to rising costs, including health insurance and utilities, and how the timely millage payments would help alleviate some of these burdens.

The meeting concluded with a commitment to future collaborations and a suggestion to begin the next contract discussions sooner than usual. There was a shared goal to conclude negotiations before the start of the next school year. The final moments involved administrative tasks related to signing agreements, with light-hearted exchanges about the process.