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.
Collective Bargaining Update with WSTA as of 0ct. 1, 2025
Collective Bargaining Update with WSTA as of 0ct. 1, 2025![]()
Collective Bargaining Update with WSTA as of 0ct. 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.
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- 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.
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- 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:
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- 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.
Cost of a 1% Salary Increase to the General Fund
Cost of a 1% Salary Increase to the General Fund![]()
Cost of a 1% Salary Increase 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 |
TOTAL COST OF A 1% SALARY INCREASE FOR ALL EMPLOYEE GROUPS: $854,198
Meeting Dates
Meeting Dates![]()
Meeting Dates
| CSEA | WSTA |
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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
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Collective Bargaining Agreements
Collective Bargaining Agreements![]()
Collective Bargaining Agreements
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.
