West Sacramento Teachers Association (WSTA)
The Washington Unified School District (WUSD) values its strong partnership with the Washington Teachers’ Association (WSTA), which represents our certificated teaching staff. Together, we work to promote collaborative labor relations and support an excellent learning environment for all students.
Below is the current active collective bargaining agreement between WUSD and WSTA, outlining the terms and conditions of employment, compensation, and working conditions for represented employees:
WSTA Negotiations Updates
WSTA Negotiations Updates![]()
WSTA Negotiations Updates
3/6/26: WUSD & WSTA Negotiations Update as of March 6, 2026
WUSD & WSTA Negotiations Update as of March 6, 2026
We are writing to provide our regular update on negotiations between the Washington Unified School District (WUSD) and the West Sacramento Teachers Association (WSTA). At this time, there are no significant new developments to report beyond what we shared in our most recent message.
WUSD and WSTA are preparing for our first fact‑finding session scheduled for March 17, 2026. The three-member panel (composed of one representative from WUSD, one from WSTA, and a neutral third member) will review information from both sides and issue non‑binding recommendations to help move the parties toward a resolution. We continue to participate fully in this process and to focus on reaching an agreement that is both competitive for our educators and fiscally responsible for our schools and community.
At this time:
- Schools are operating on their normal schedules.
- No scheduled strike date has been shared with the District at this time.
- We will provide as much advance notice as possible if any action is taken that could impact school operations or student participation.
As always, if there are any developments that could affect students, staff, or families, we will communicate clearly and as early as possible.
2/26/26: WUSD Update on WSTA Negotiations and School Operations
WUSD Negotiations Update as of January 23, 2026
Washington Unified School District (WUSD) met with the West Sacramento Teachers Association (WSTA) today for our third mediation session, during which proposals were exchanged. While no agreement was reached, the parties will await guidance from the mediator regarding next steps.
1/23/26: WUSD Negotiations Update as of January 23, 2026
WUSD Negotiations Update as of January 23, 2026
Washington Unified School District (WUSD) met with the West Sacramento Teachers Association (WSTA) today for our third mediation session, during which proposals were exchanged. While no agreement was reached, the parties will await guidance from the mediator regarding next steps.
1/12/26: WUSD Negotiations Update as of January 12, 2026
WUSD Negotiations Update as of January 12, 2026
The Washington Unified School District (WUSD) is providing an update on the ongoing mediated negotiations with the West Sacramento Teachers Association (WSTA).
On Monday, January 12, 2026, the WUSD and WSTA bargaining teams met with the California Public Employee Relations Board (PERB)-appointed mediator for the second mediation session. These sessions are confidential under state mediation rules, so the District cannot share specific details of the discussions. However, both WUSD and WSTA agreed to come back for a third mediation session on Friday, January 23, 2026, with the shared goal of reaching a fair, sustainable agreement. We will continue to keep our staff and community informed as to the progress of negotiations.
12/11/25: WUSD Negotiations Update as of December 11, 2025
WUSD Negotiations Update as of December 11, 2025
On December 11, 2025, the Washington Unified School District (WUSD) and the West Sacramento Teachers Association (WSTA) participated in the first mediation session as part of the formal impasse process. This meeting focused on level-setting with the California Public Employee Relations Board (PERB)-appointed mediator and on establishing common ground, with the shared goal of working toward a mutually agreeable contract.
Under state law, the content of mediated discussions is confidential, which means the District is not permitted to share specific details from these sessions. However, WUSD remains committed to providing our staff and community with timely updates about the overall status of negotiations as often as possible.
The next mediated bargaining session is scheduled for January 12, 2026. As this process continues, we will keep you informed about key milestones and next steps.
11/18/25: WUSD Negotiations Update as of November 18
WUSD Negotiations Update as of November 18
Hello WUSD Families and Staff,
As part of our ongoing commitment to keeping our community informed, the Washington Unified School District (WUSD) is providing an update on our collective bargaining process with the West Sacramento Teachers Association (WSTA).
On November 17, 2025, the WUSD and WSTA bargaining teams convened for the 16th scheduled session of contract negotiations. WSTA presented its compensation proposal, which has remained unchanged for five (5) consecutive meetings. WUSD’s proposal remained unchanged from the last bargaining session on October 30.
We will continue to keep you informed as the next steps are finalized.
11/13/25: WUSD Negotiations Update as of November 13
WUSD Negotiations Update as of November 13
As part of our ongoing commitment to keeping our community informed, the Washington Unified School District (WUSD) is providing an update on our collective bargaining process with the West Sacramento Teachers Association (WSTA). Upon the conclusion of our last negotiations session on October 30, 2025, WSTA indicated they would reach out to share their next steps. They have since contacted the District to schedule one additional day of negotiations, which is now set for November 17, 2025. Therefore, we would like to share important information on how employee compensation works, recent improvements, and the fiscal impact of current proposals.
How Certificated Employee Compensation Works
Certificated staff in WUSD are compensated through several ways, reflecting professional growth, career longevity, and ongoing negotiations. These forms of compensation include:
- Step Increases: Employees receive automatic annual raises based on years of service within the district. This repeats until each employee reaches their longevity step.
- Column Increases: Additional pay for earning advanced degrees or credentials.
- Negotiated Salary Increases: Percentage changes to salary schedules applied to all eligible employees after collective bargaining agreements. Negotiated increases are in addition to automatic annual step increases.
- Benefits: District-paid health, dental, vision, and related benefits.
- Stipends and One-Time Payments: Extra compensation for specific roles, additional duties, or special agreements. (e.g., after-school tutoring, Department Chairs, professional development learning)
A History of Certificated Employee Compensation
Certificated employee compensation has increased 16.9% since 2019. The District's contributions to employee benefits have increased by over $2,500 in the same period.
10/1/25: WUSD Collective Bargaining Update with WSTA
WUSD Collective Bargaining Update with WSTA – September 30 & October 1, 2025
On Tuesday, September 30, and Wednesday, October 1, the bargaining teams from the West Sacramento Teachers Association (WSTA) and the Washington Unified School District (WUSD) met for the latest sessions of negotiations.
We are pleased to announce that the WUSD and WSTA reached a Tentative Agreement on Article 16: Class Size. The key provisions include:
- Teachers in grades 4–5 will receive additional compensation when their class size reaches or exceeds 30 students.
- When all class sizes reach or exceed the thresholds specified in the Collective Bargaining Agreement (CBA), compensation will increase by 50% of the current class size overage stipend.
- Moreover, instead of being paid for every two additional students, as outlined in the current CBA, teachers will now receive compensation for each additional student.
- Compensation was also added for High School Independent Studies when caseloads exceed 34 students.
Today, WSTA presented Article 17: Compensation and Article 18: Unit Member Benefits, which included an 11% salary increase over two years. Additionally, WSTA revised its previous health benefits proposal for the District's contribution to health benefits. WSTA proposes that the District fully cover the “Employee Only” at Kaiser HMO rates, regardless of the health plan provider option chosen by the employee. For “Employee Plus One (1)” and “Family”, the District should contribute to health benefits of up to a maximum of $22,124.30.
In response, WUSD was able to propose an adjusted offer while working to maintain its fiscal responsibilities:
- WUSD increased its salary offer to 4.5%.
- WUSD held its previous offer of $4,000 in additional District contributions to employee health benefits for a total District contribution of up to $17,816 per member per year.
- Of the 375 WSTA employees currently enrolled in WUSD health benefits, this contribution would fully cover health benefits for approximately 250 staff members, an increase compared to the roughly 85 employees whose District contribution fully covers their health benefits.
While we are still working on Article 17, it is exciting to note that we have reached a mutual understanding on the following topics in Appendix A of the CBA:
- 15% increase to more than 20 different stipends.
- For example, the stipend for a high school yearbook advisor would increase from $3,000 to $3,450 annually.
- Eliminated career increments for the Speech and Language Pathologist, allowing for faster movement on the salary schedule by adding steps 14 and 15 to the salary schedule, thereby enabling the employee to reach the top of the salary scale earlier.
- Added three new Department Chair stipends, including:
- Transitional Kindergarten
- School Psychologist
- Speech and Language Pathologist
Negotiations are ongoing, and both teams continue to work toward an agreement. WUSD will keep staff and the community updated as new information becomes available.
9/17/25: WUSD Collective Bargaining Update
WUSD Collective Bargaining Update as of September 17
Washington Unified School District (WUSD) deeply values our teachers and recognizes the importance of competitive pay, strong benefits, and a collaborative workplace for every educator and staff member serving West Sacramento students. As we continue active negotiations with the West Sacramento Teachers Association (WSTA), we want to share accurate information about where we stand and how funds are used in our district.
As of today, September 17, 2025, the WUSD and WSTA teams have concluded the latest collective bargaining session. Though agreement was not reached, WUSD presented a comprehensive proposal that includes a 4% ongoing salary increase and increases to the District’s health care contributions toward employee health benefits. This offer builds on previous increases in recent years and is designed to support both current salaries and long-term stability for our teachers and staff.
View the full details of the offer below:
- 4% ongoing salary increase per member.
- $4,000 in additional District contributions to employee health benefits for a total District contribution of up to $17,816 per member per year.
- 15% increase to more than 20 different stipends outlined in Appendix A.
- Eliminate career increments for the Speech and Language Pathologist, allowing faster movement on the salary schedule.
- Three new Department Chair stipends.
Transparency and responsible oversight remain guiding principles for our District. All budgetary decisions, updates, and activities are shared openly in public board meetings and are accessible on our Budget and Financials webpage. We encourage our community to explore these resources to understand how every dollar is managed to support students, staff, and classroom priorities.
WUSD is proud to support our teachers as we work toward improved wages and benefits in a fiscally responsible manner. We join our teachers in calling on state leaders to support public education with sustainable investments so that West Sacramento schools remain a great place to teach, work, and learn.
9/11/25: Community Update: Supporting Our Teachers Through Negotiations
WUSD Community Update: Supporting Our Teachers Through Negotiations
Washington Unified School District (WUSD) proudly stands in solidarity with our teachers and honors their ongoing advocacy for fair compensation and high-quality education for all students.
Though an agreement has already been achieved with our Classified School Employees Association (CSEA), collective bargaining negotiations continue with the West Sacramento Teachers Association (WSTA). The District remains committed to working collaboratively with our WSTA partners and seeking solutions that best serve the entire school community. WUSD recognizes that educators deserve continued investment and shares the concern that ongoing, sustainable funding from the State of California is essential to support competitive compensation, robust staffing, and high-quality educational programs.
The passion and dedication, both on our campuses and throughout the community, demonstrate a profound commitment to every child and family in West Sacramento. WUSD recognizes and wholeheartedly agrees: educators deserve more.
Like many school districts across California, WUSD faces financial pressures that make it challenging to meet every need. Rising costs for utilities, transportation, and other essential services continue to outpace available funding. At the same time, student and family needs have grown, requiring more support in a variety of areas. However, our commitment remains the same, to support the staff that supports the success of all students within our schools.
WUSD remains fully transparent in its budget process and allocation of resources. Regular presentations are made to the Board of Education, and all financial information is publicly available on the Budget and Financials webpage.
Families and residents are encouraged to stay engaged in this important dialogue and to join WUSD in advocating for meaningful action from our elected state leaders and representatives to fulfill their promise to California’s schools with sustainable, ongoing investment and support for public education, not just one-time allocations or short-term fixes.
WUSD is united with its teachers in wanting the very best for every student. By working together, we can harness the collective power of our entire community to advocate for a future where our schools are fully supported, our educators are competitively compensated, and our students have the resources they need to thrive.
5/15/25: WSTA & WUSD Collective Bargaining Update
WSTA & WUSD Collective Bargaining Update as of May 15, 2025
We are pleased to share that on Wednesday, May 7, 2025, the bargaining teams from the West Sacramento Teachers’ Association (WSTA) and the Washington Unified School District (WUSD) reached a Tentative Agreement on Article 14: Duty Hours, following several productive and collaborative sessions.
If ratified, the following updates to Article 14 will go into effect beginning July 1, 2025, as part of the Collective Bargaining Agreement:
Key Highlights – Article 14: Duty Hours
- Certificated Staff Meetings: One of the two required monthly meetings will now be held on the first contracted Wednesday of each month.
- Professional Learning Time (PLT): New language has been added to clarify start times and durations for PLT sessions.
- Short-Term Independent Study (IS): Clear guidelines have been established for timelines in which teachers must submit assignments for students on IS.
- Visual and Performing Arts (VAPA): Updates include improved support for TK-5 VAPA teachers, including considerations for transition time, preparation periods, and grade submissions.
- High School Teachers with Multiple Classrooms: Teachers assigned to more than one classroom during the day will now be exempt from 12 hours of adjunct duty per year.
With the completion of Article 14, tentative agreements have now been reached on three (3) of the eight (8) articles under negotiation between WSTA and WUSD. The teams met again on Wednesday, May 14, 2025, to continue discussions on the remaining open articles listed below:
- Article 16 – Class Sizes
- Article 17 – Compensation
- Article 18 – Benefits
- Article 19 – Early Childhood Education
- Article 22 – Public Complaints
Articles 19 and 22 are close to resolution, with only a few minor details remaining. For Articles 16, 17, and 18, while a full agreement has not yet been reached, meaningful progress was made, including:
- Adjustments to salary schedules for Speech and Language Pathologists
- Allocations for stipends
- Language added to support class sizes and caseloads
All five (5) remaining open articles are currently with WSTA for their thoughtful review and response, which may include acceptance or a counterproposal. While May 14 was the last of our pre-scheduled bargaining sessions, WUSD has expressed a willingness to meet again as early as next week to continue making progress toward a full agreement this year. At this time, WSTA has let us know that the proposed dates are not workable for them and has indicated a preference to resume negotiations during the 2025–2026 school year.
We appreciate the ongoing dedication and thoughtful collaboration of both bargaining teams.
3/27/25: WSTA and WUSD Reach Tentative Agreement on Key Contract Articles
Update on Collective Bargaining: WSTA and WUSD Reach Tentative Agreement on Key Contract Articles
On Monday, March 17, 2025, the bargaining teams from the West Sacramento Teachers’ Association (WSTA) and the Washington Unified School District (WUSD) met and are pleased to announce that, after several productive negotiation sessions, they have reached a tentative agreement on two contract articles. Below are some highlights:
Leaves (Article 11)
Upon ratification (effective July 1, 2025), the Collective Bargaining Agreement will include the following:
- Two (2) additional bereavement leave days (deducted from sick leave).
- Up to five (5) fully paid bereavement leave days (for travel exceeding 200 miles one way).
- Language regarding reproductive loss leave.
- Clarification of the definition of immediate family.
- One (1) release day for the death of a current or former student within the district.
- Language regarding professional duties during Parental/Maternity/Paternity/Bonding Leave.
- Allocation of two (2) No Tell Days (per school year), deducted from the member’s available sick leave balance.
Shared Contracts (Article 14A)
Upon ratification, the Collective Bargaining Agreement (effective July 1, 2025) will detail clarified terms for staff shared contracts, establishing clear criteria and expectations.
This language reflects our commitment to supporting staff in balancing personal needs with professional duties. Thank you to all bargaining team members for their hard work, collaboration, and dedication in reaching this agreement. The two teams continue negotiations on the remaining articles sunshined in November 2024.
fact-finding faq
fact-finding faq![]()
fact-finding faq
What is fact-finding?
Fact-finding is a formal step in California's public employee labor dispute resolution process. When mediation does not result in a settlement, the parties proceed to fact-finding, in which a neutral panel reviews the evidence and issues recommendations to resolve the dispute.
Who is on the fact-finding panel?
The fact-finding panel consists of three members: one representative selected by WUSD, one representative selected by WSTA, and a neutral chairperson agreed upon by both parties or appointed by the Public Employment Relations Board.
What does the fact-finding panel review?
The panel reviews financial information, compensation proposals, and other relevant evidence from both parties, including:
- The District's financial ability to increase wages
- Wages, hours, and working conditions compared to similar districts
- Cost of living and consumer price index data
- State and federal laws applicable to school districts
- The interests and welfare of the public
How long does fact-finding take?
The fact-finding process typically takes several weeks. The timeline depends on scheduling panel sessions, reviewing evidence, and preparing the final report.
Are fact-finding sessions public?
No. Fact-finding sessions are not public l, similar to mediation. However, the fact-finding panel's final report and recommendations will be made publicly available once issued.
Are the fact-finding panel's recommendations binding?
No. The recommendations issued by the fact-finding panel are non-binding. Both WUSD and WSTA can choose whether to accept the recommendations.
What happens if the parties don't agree with the fact-finding recommendations?
If either party does not accept the recommendations, negotiations may continue. The fact-finding report concludes the formal impasse process under California law. At that point, additional options may be considered, including the possibility of a strike.
Can negotiations continue during fact-finding?
Yes. The parties can continue to meet and negotiate while the fact-finding process is underway.
Will schools remain open during fact-finding?
Yes. Fact-finding does not impact school operations. Schools will remain open, and instruction will continue as normal during the fact-finding process.
Resources
Resources![]()
Resources
2026-27 Governor’s Budget and the Implications for Education
2026-27 Governor’s Budget and the Implications for Education![]()
2026-27 Governor’s Budget and the Implications for Education
This presentation was shared with the Washington Unified School District (WUSD) Board of Trustees during a Budget Study Session on February 10, 2026, and features an overview of the 2026–27 Governor’s Budget and its implications for education, prepared by School Services of California, Inc. You may review the full slide deck below for additional fiscal context related to current WSTA negotiations.
Cost of Salary Increases to the General Fund
Cost of Salary Increases to the General Fund![]()
Cost of Salary Increases to the General Fund
| Description | Salary | Statutory Benefits |
Cost of a
1% Increase
|
Cost of a
4.5% Increase
|
| WSTA | $410,692.66 | $94,417.42 | $505,110.08 | $2,272,995.37 |
| CSEA | $181,299.45 | $66,155.81 | $247,455.25 | $1,113,548.65 |
| Certificated Mgmt | $58,356.30 | $13,416.00 | $71,772.29 | $322,975.33 |
| Confidential EE & Classified Mgmt | $21,039.20 | $7,677.16 | $28,716.36 | $129,223.62 |
| Total Cost for All Groups | $853,053.99 | $3,838,742.97 | ||
General FAQ
General FAQ![]()
General FAQ
Why are negotiations taking place with the West Sacramento Teachers Association?
Negotiations occur as part of the collective bargaining process, through which salary, benefits, and working conditions are reviewed and negotiated between WUSD and WSTA.
If the COLA doesn’t automatically increase WUSD certificated staff salaries, then how do the salaries increase?
Certificated staff in WUSD are compensated through several ways, reflecting professional growth, career longevity, and ongoing negotiations. These forms of compensation include:
- Step Increases: Employees receive automatic annual raises based on years of service within the district. This repeats until each employee reaches their longevity step.
- Column Increases: Additional pay for earning advanced degrees or credentials.
- Negotiated Salary Increases: Percentage changes to salary schedules applied to all eligible employees after collective bargaining agreements. Negotiated increases are in addition to automatic annual step increases.
- Benefits: District-paid health, dental, vision, and related benefits.
- Stipends and One-Time Payments: Extra compensation for specific roles, additional duties, or special agreements. (e.g., after-school tutoring, Department Chairs, professional development learning).
How does WUSD ensure transparency in negotiations and budgeting?
Budget decisions are openly discussed in public Board meetings and made available on the WUSD Budget and Financials webpage. Community members are encouraged to review these materials and submit questions as part of our commitment to transparency.
Are teachers leaving WUSD due to low pay?
While some teachers have moved to other districts, WUSD’s movement rate is consistent with District norms and is often related to natural attrition, such as retirements, relocations, or personal career changes, not solely as a result of compensation concerns.
Is funding for the new district office facility being taken from teacher salaries or classroom budgets?
No. The money allocated for the proposed district office project is restricted by state law for capital improvements and cannot be used for salaries, staffing, or classroom needs. There is no competition for funds between this proposal and compensation for teachers and staff.
Why was $16 million placed in “Fund 17” last September, and why can’t it be used for teacher salaries or benefits?
Fund 17, also known as the Special Reserve Fund for Other Than Capital Outlay, is a legally designated fund used by California school districts for specific, restricted purposes such as long-term financial stability and addressing future liabilities or emergencies. The $16 million referenced was placed in this restricted fund as part of responsible fiscal management, ensuring the District can address unforeseen obligations and protect the District’s financial health during uncertain times.
Where can I access past updates and future information?
All archived statements, meeting summaries, contract documents, and future updates will be posted on this Collective Bargaining webpage for easy access by all staff, families, and community partners.
