Union Negotiations
About
About![]()
About
Washington Unified School District (WUSD) is committed to open and transparent negotiations with our labor partners. Through collective bargaining, we work collaboratively to ensure competitive compensation, robust benefits, and fair working conditions for our employees, while upholding our responsibility to fiscal stewardship and the education of every student.
This page serves as an archive and resource for all updates, documents, and FAQs related to negotiations between WUSD and our employee associations, including the West Sacramento Teachers Association (WSTA) and the Classified School Employees Association (CSEA). We encourage our school community to access these materials to stay informed and engaged.
WUSD Negotiations Update as of November 13
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. At this time, 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.
wusd offer to WSTA AS OF OCT. 30
wusd offer to WSTA AS OF OCT. 30![]()
wusd offer to WSTA AS OF OCT. 30
General Fund Expenditures
General Fund Expenditures![]()
General Fund Expenditures
Cost of Salary Increases to the General Fund
Cost of Salary Increases to the General Fund![]()
Cost of Salary Increases to the General Fund
| WSTA | CSEA | Certificated Management | Confidential Employees & Classified Management | |
| Salary | $412,943 | $179,503 | $58,496 | $20,918 |
| Statutory Benefits | $94,935 | $66,2361 | $13,448 | $7,719 |
| Total | $507,878 | $245,739 | $71,944 | $28,637 |
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COST OF A 1% INCREASE FOR ALL EMPLOYEE GROUPS: $854,198
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COST OF A 4.5% INCREASE FOR ALL EMPLOYEE GROUPS: $3,416,792
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Resources
Resources![]()
Resources
Negotiations Meeting Dates
| CSEA | WSTA |
| February 4, 2025 March 4, 2025 March 25, 2025 April 29, 2025 |
February 18, 2025
February 24, 2025 March 12, 2025 March 17, 2025 April 8, 2025 April 9, 2025 May 1, 2025 May 7, 2025 May 14, 2025 August 19, 2025 September 9, 2025 September 17, 2025 September 30, 2025 October 1, 2025 October 30, 2025 November 17, 2025
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Collective Bargaining Agreements
Community Updates
Frequently asked questions
Frequently asked questions![]()
Frequently asked questions
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?
There are three (3) main ways WUSD certificated staff salaries can increase:
Step Increase – Employees move to the next step on the salary schedule with each year of service. For example, after completing the first year of teaching (Step One), the employee automatically advances to Step Two in the second year.
Column Increase – On salary schedules with educational columns, employees may earn a higher placement by completing additional education, such as an AA, BA, or Master’s degree.
Negotiated Salary Increases – WUSD engages with the WSTA bargaining units to negotiate overall pay raises. Once agreed upon, these increases are applied across the salary schedule for all employees in the bargaining unit.
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.
