CCEA's annual registration renewal was granted by the Public Employees Relations Commission on February 12th.

In accordance with statute, CCEA submitted a petition for recertification election (along with the required interest cards) and has successfully triggered the recertification process. The parties have requested a vote by mail election to ensure every eligible employee in the bargaining units is able to participate in the election. Ballots will be mailed to the home/mailing address on file with the District, or -- in the case of employees exempt from public records requests -- will be delivered through the District's Employee Relations Department to assigned worksites.

The Instructional unit's recertification election will be held April 7th-May 5th.  It is a critical time for all employees to participate in the protection of their contract. 

Remember that without CCEA, the contract which provides guaranteed protections for our working conditions (including: protected planning time, duty-free lunches, terminal leave pay, and supplemental pay) is unenforceable. YOUR 'X' for CCEA in this election protects our contract and our right to bargain improved working conditions.

If you have any questions, please don't hesitate to reach out. Or if you are ready to become an active member of CCEA, click JOIN NOW and complete the digital membership form.

CCEA leaders will be reaching out to ensure all ballots are returned in time to be counted. Please be on the lookout for communications in the week(s) ahead.

MOU - Limited Health Insurance Premium Discount (10/20/25)

TA #32 - 2025-2026 Economic Settlement Agreement

INSTRUCTIONAL

TA #9 - Instructional_Appendix A_Salary Placement Schedule

TA #10 - Instructional_Appendix B_Supplemental Pay

TA #11 - Instructional_Appendix C_Differentiated Pay

TA #12 - Instructional_Appendix D_Citrus eSchool

TA #13 - Instructional_ Article XIV_Ratification of Agreement

TA #15 - Instructional_Article XIII_Duration of Agreement

TA #17 - Instructional_Article XII_Effect of Agreement

TA #19 - Instructional_Article X_Leave

TA #21 - Instructional_Article VI_Association Rights

TA #27 - Instructional_Article VII_Teacher Rights

TA #29 - Instructional_Article VIII_Teaching Conditions

TA #31 - Instructional_Article XI_Compensation and Insurance

SUPPORT

TA # 14 - Support_Article XVII_Ratification of Agreement

TA #16 - Support_Article XVI_Duration of Agreement

TA #18 - Support_Article XV_Effect of Agreement

TA #20 - Support_Article XI_Leave

TA #22 - Support_Article VI_Association Rights

TA #23 - Support_Article IX_Work Year_Work Week_Workday

TA #24 - Support_Article XII_Sick Leave Bank

TA #25 - Support_Article XIII_Retraining

TA #26 - Support_Article VII_Support Personnel Rights

TA #28 - Support_Article VIII_Working Conditions

TA #30 - Support_Article XIV_Compensation and Insurance

*Tentative Agreements (TAs) must be ratified by both the bargaining unit and the school board to be implemented.

CCEA members from across the District gathered at the District Office to raise their Teacher Voices (and Support Staff Voices, too). 

INVERNESS, FL - October 14, 2025  In response to the District's unexpected declaration of impasse amid full-book contract negotiations, teachers and classified support staff rallied at the District Office ahead of the October School Board meeting. Bringing a unified message that "Impasse is NOT Collaboration," teachers and support together called for the Board to send the District team back to the bargaining table for good faith negotiations. Signs and a swath of red lined the sidewalk outside of the main office building, signaling to the broader community that these negotiations impact everyone.

'It should matter to parents and the average Citrus County resident that fifty years of collaborative contract negotiations have broken down so abruptly. The District's ability to attract and retain qualified educators largely hinges on providing staff fair, livable wages and working conditions.'

After sign-waving, the crowd found their way inside for public comment. Speakers shared stories of personal impact and asked the Board directly to demonstrate a clear example of dignity and respect for the support staff who provide such vital contributions to our schools by signing off on an additional paid holiday for those who work contracts less than 251 days. Surrounding Districts provide at least five (5) paid holidays for non-year-round employees, while Citrus currently only offers a single holiday. Teachers also spoke to the need for wage increases that reflect the cost of living -- noting that the year-over-year change in the consumer pricing index is above three percent (3%).

The Board carefully responded to the showing with words of encouragement and support--comments received by the crowd with applause.

The parties return to contract negotiations on October 16th, having scheduled a full-day session to address open contract articles as well as economics.

October 7, 2025-- INVERNESS, FL

This afternoon CCSD declared impasse in our ongoing contract negotiations. Your CCEA bargaining team is somewhat dismayed, but not necessarily surprised, by what seems a premature declaration.

The parties have been engaged in good faith bargaining and progress is being made. Both Instructional and Support contracts are in full-book review and, over the course of multiple sessions, the parties have reached tentative agreement on several articles for each. Despite collaborative progress-- perhaps owing to pressure from the FLDOE-- the Superintendent's representative issued the declaration related specifically to the Teacher Salary Increase Allocation--a portion of funds earmarked by the state for instructional compensation.

A declaration of impasse for only a portion of items on the table may not be allowable under Florida statute, however in any impasse situation, the parties may continue negotiations while exploring other possible paths to resolution. CCEA remains committed to bargaining in good faith and will continue to meet with the District in negotiations to ensure that the items which have been identified as priorities for the employees CCEA represents at the table will be addressed.

Learn more about the progress of 2025 full-book negotiations on our Collaborative Bargaining page.

For the past few bargaining cycles, CCEA has been advocating for a fair contract for our non-year-round Support staff (often referred to as non-251 staff). A key sticking point for our members has been the inequity that exists in the number of paid holidays offered in contract for employees who work between 181 and 217 days each year -- approximately 444 individuals in the CCEA Support unit.

Currently the contract allows for only one (1) paid holiday for these folks, compared with year-round staff who work 251 days and receive six (6) paid holidays. Looking at paid holidays as a proportion of contracted workdays: 2.39% of a year-round employee's contract is paid holidays, while .46% of a 217-day employee's contract is paid holiday. This inequity means that year-round staff benefit disproportionately in annual compensation as well as in contributions toward retirement (FRS). Not only are these non-251 employees are already among the lowest paid employees in the District, they benefit less in retirement.

If adjusted for true fairness and equity, these employees would be receiving four (4) paid holidays. CCEA is advocating that one added paid holiday for these employees is not only affordable and beneficial, it is fair and just.

One final bit of rationale for increasing the paid holidays for non-year-round Support: CITRUS COUNTY is the only district in the West -Central region that doesn't offer AT LEAST five (5) paid holidays to all Support staff. Want to show respect for the folks who keep the District going? Offer a competitive contract!