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Negotiators tidy instructional and support contract language on postings, transfers and seniority
Summary
Bargaining teams worked through multiple contract articles to harmonize language between instructional and support master contracts, clarifying postings and internal candidate considerations, transfers and the order used for selection, and moving seniority/RIF definitions to a consistent location.
Representatives from Citrus County Schools and bargaining-unit negotiators systematically reviewed instructional and support master contract articles to align language and remove redundancies.
Key edits under negotiation included: - Postings and vacancies: the parties agreed positions should be posted on the district website for a minimum number of district working days (the draft specified a five‑working‑day posting window for many positions) and that postings should include practical details such as the number of hours to aid applicants. The contract language was revised to reflect online posting practices (not fax or paper) and to ensure internal qualified candidates who apply during the posting window are considered before permanent filling. - Transfers and selection criteria: negotiators addressed inconsistencies between the instructional and support versions. Discussion focused on whether the list of selection criteria is in "no specific order" or "in the order listed." One side argued the order implies priority and preferred the support contract's specified order; the teams agreed to make the order consistent across contracts to reduce confusion. - Seniority and reduction‑in‑force (RIF): parties agreed the definition of seniority should be moved out of RIF language and made a standalone definition accessible across both contracts; the change was characterized as a relocation rather than a substantive change to the underlying rule.
Other cleanups included consistent conventions for spelled‑out numerals, reconciliation of "working days" versus "business days" for timelines in complaint and representation procedures, and clarifying that personnel files and their handling must comply with Florida statute.
Parties marked these language changes as largely technical cleanups but flagged a handful of areas for follow-up (for example, where support and instructional contract text had diverged on the phrasing and where school‑level posting content would benefit applicants). Negotiators asked HR staff to produce printing copies of the agreed edits and agreed to insert the cleaned language into article drafts for final review.
