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https://www.wusd.k12.ca.us/Departments/Human-Resources/Union-Negotiations/

Union Negotiations

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 February 3, 2026

WUSD Negotiations Update as of February 3, 2026

Hello WUSD Families, Staff, and Community

I am writing to provide you with an important update on negotiations between the Washington Unified School District (WUSD) and the West Sacramento Teachers Association (WSTA).

After multiple mediation sessions facilitated by a neutral mediator appointed by the California Public Employment Relations Board (PERB), the parties have moved to the next step in the formal bargaining process referred to as fact-finding.

What is Fact-Finding?

Fact-finding is a structured process required by California law when mediation does not result in a settlement. A three-member panel will be formed, consisting of 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.

The fact-finding panel will review financial information, proposals, and supporting evidence from both sides, including:
​
  • The District's ability to increase wages
  • Comparison of wages, hours, and working conditions with similar districts
  • Cost of living and economic factors
  • State and federal laws that apply to the District

After reviewing all information, the panel will issue a public report with non-binding recommendations for resolving the dispute.

What Happens Next?

The fact-finding process typically takes several weeks. Both WUSD and WSTA will present their cases to the panel, and once the report is issued, it will be made publicly available. The recommendations are not binding, meaning both parties can choose whether to accept them. If an agreement is not reached following fact-finding, additional steps may be considered under California law.

WUSD remains deeply committed to reaching a fair, sustainable agreement that is competitive for our educators and fiscally responsible for our schools and community. We value our teachers and recognize their dedication to West Sacramento students and families. Our goal throughout this process has been, and continues to be, to avoid any disruption to student learning and to maintain the safe, supportive, high-quality learning environments our students deserve.

We will continue to keep you informed as this process unfolds. For updates, frequently asked questions, and additional information, please visit our Union Negotiations webpage

Sincerely,

Cheryl P. Hildreth
Superintendent
Washington Unified School District
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

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 $412,943 $94,935 $507,878 $2,285,451
CSEA $179,503 $66,236 $245,739 $1,105,826
Certificated Mgmt $58,496 $13,448 $71,944 $323,748
Confidential EE & Classified Mgmt $20,918 $7,719 $28,637 $128,867
Total Cost for All Groups $854,198 $3,843,891
 
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.
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