CSEA Negotiations Update
We are excited to share that the SMUSD and CSEA bargaining teams have reached a tentative agreement on March 7, 2025.
This agreement fairly compensates our dedicated classified staff while maintaining fiscal responsibility amid uncertain funding years.
Key highlights of the TA include:
A retroactive 1% on-schedule increase for the 2024-25 school year and a 1% on-schedule increase for the 2025-26 school year
- A shared-cost model for health benefits
- Retiree benefits for employees who are 55 or older and provide 15 consecutive years of service to the district
- 6 weeks of paid maternity leave
- Clarification of the employee transfer language article
- Revision of the safety article to include classifications of employees who work with heavy equipment
- A three-year term, beginning on July 1, 2024, through June 30, 2027, with limited reopeners for 2025-26 and 2026-27
The agreement has been ratified by the CSEA membership and approved by the San Marcos Unified School District Governing Board at the March 13, 2025 board meeting.
The district wishes to extend its sincere appreciation to the negotiating teams for their work.
SMEA Negotiations Update
We are excited to share that, after months of working closely with our San Marcos Educators Association (SMEA) labor partners, we have reached a tentative agreement.
This two-year agreement concludes negotiations for the 2024-25 and 2025-26 school years, and fairly compensates our dedicated staff while maintaining fiscal responsibility amid uncertain funding years.
Highlights of the agreement include:
- A retroactive 1% on-schedule increase for the 2024/2025 school year and a 1% on-schedule increase for 2025-26
- A shared-cost model for health benefits
- Retiree benefits for employees who are 55 or older and provide 15 consecutive years of service to the district
- 6 weeks of paid maternity leave
- TK class sizes will be maintained in accordance with Ed Code and K-12 class size language will remain status quo
- A new Special Education article establishing staff caseload caps
- A two-year term, beginning on July 1, 2024, through June 30, 2026
The agreement has been ratified by the San Marcos Educators’ Association (SMEA) membership and approved by the San Marcos Unified School District Governing Board at the March 13, 2025 board meeting.
The district wishes to extend its sincere appreciation to the negotiating teams for their work.
CSEA Negotiations Update
February 4, 2025
The District and CSEA teams met for a sixth time on January 31, 2025, to continue negotiations for the current school year.
The full-day session started with the District presenting a counter-proposal on the following Articles: (10) Salary, (11) Fringe Benefits, (15) Safety, and (16) Miscellaneous. We are pleased to report that the teams reached tentative agreements on Article 3: CSEA Rights; Article 5: Hours of Employment, Article 8: Transfers, Article 10: Salary, Article 15: Safety, and Article 16: Miscellaneous and had productive discussions regarding the remaining articles. The parties will continue to work collaboratively on the remaining articles, which include Article 11 (Fringe Benefits), Article 12 (Leaves), Article 18 (Effects of Layoff), and Article 23 (Terms and Renegotiations).
The District looks forward to working with CSEA during our next negotiation session on February 28, 2025.
SMEA Negotiations Update
January 31, 2025
The district is providing this factual and timely update to promote open communication with the community, employees, other educational partners, and interested individuals and to keep everyone informed about the status of its negotiations with the San Marcos Educators Association (SMEA).
The district and SMEA teams met for a full day on January 29, 2025, to continue negotiations for the current school year. This was the eleventh bargaining session between the district and SMEA. The day started with the district providing the Association with a counter-proposal on all articles being discussed and an opportunity to dialogue about those articles.
We are pleased to report that the teams reached tentative agreements on Article IX (Hours) and Article XXIII (Catastrophic Leave Bank).
The teams will continue negotiations on the following: Article X (Salary), Article XI (Employee Benefits), Article XIII (Class Size), and Article (Special Education)
During our current negotiation cycle, the district has made concessions in the following areas:
- Four new, minimum days per school year for TK-5 teachers for grading and report card preparation. This is in addition to PLC release time.
- Contract language related to adjunct duties to ensure equitable assignments
- Contract language related to training for district Registered Nurses
- A Middle School Media Tech stipend
- Extended season stipends for Academic League and Flag Football
- A shift to a shared cost model for health benefits
- An increase to the 2025 health benefits cap equivalent to an ongoing 0.75% salary increase to the SMEA bargaining unit. It is important to note that the bargaining teams discussed this topic and ultimately agreed to put this increase towards benefits instead of the salary schedule.
- Increased contract language related to Teacher Safety
- Increased fully paid maternity leave from three to six weeks
- An adjustment to the leaves article resulting in a unit member having the ability to take up to 5 personal business leave days at their discretion.
Thus far, SMEA has made the following concessions:
- Limiting the Joint Workload Committee topics to one per school year.
- Agreement to provide flexible contract language related to elementary school teacher preparation time.
As many of you know, California state budgets are cyclical in nature, with funding for K-12 schools fluctuating between strong and weak years. This year, we are facing particular challenges with a lower-than-usual Cost of Living Adjustment (COLA) of 1.07%. This, combined with a significant enrollment decline of over 500 students, resulted in a revenue loss of $4.7 million to SMUSD for 2024-25.
In recent negotiation sessions with SMEA, we emphasized our commitment to fair compensation for all employees that can be sustained in the long term through the fluctuations of state budgets. We also shared data from the latest Salary and Benefits Report (SABRE) from School Services of California, which compares SMUSD compensation with that of nine other comparable K-12 districts in San Diego County. These data highlight that SMUSD certificated staff rank #1 in total compensation across various career milestones, including at Step 1 of the certificated salary schedule (with a BA plus 30 units), at Step 10 (with a BA plus 60 units), and for total earnings over a 25-year period.
Over the past three years, the district has implemented a 12.75% increase in ongoing salary and a 2.06% increase in benefits contributions, totaling a 14.81% growth in total compensation. This reflects our goals to maintain fiscal stability while prioritizing competitive compensation for all of our employees.
During negotiations, questions arose regarding the board’s recent decision to acquire real property in North City. It is important to note that this property is being purchased with funds from Redevelopment and Bond Measure JJ, which by law may not be used for any general operating expense, including salaries for administrators or other staff. This was an opportunity to acquire land in a prime location with significant new residential development. Districts rarely have this option, and in the interest of strategic long-term planning, purchasing this property allows us to be agile should enrollment shift in the future and/or to provide the district with options for mitigating the use of leased spaces.
In our recent session, the district also reiterated that budget reserves are used to manage one-time expenditures only and ensure sustained fiscal health. It is a sound school business practice not to use reserves to cover ongoing costs like staff salaries, which aligns with our commitment to prudent financial management.
The district is interested in continuing to bargain in good faith, compensate all employees fairly, and maintain its long-term fiscal stability. As we continue negotiations, our focus remains on navigating these challenging times with transparency and a shared goal of securing a sustainable future for our school community.
The teams are scheduled to meet next on February 25, 2025.
CSEA Negotiations Update
December 16, 2024
The District and CSEA teams met for a fourth time on December 11, 2024, to continue negotiations for the current school year.
The half-day session started with the District providing the Association with a counter-proposal on the following Articles: Hours of Employment, Evaluation, Salary, Fringe Benefits, Holidays, Grievances, and Effects of Layoff. We are pleased to report that the teams reached a tentative agreement on the articles related to Holidays and Grievances and had productive discussions regarding the remaining articles.
The District looks forward to working with CSEA during our next negotiation session on January 17, 2025.
SMEA Negotiations Update
December 4, 2024
To promote open communication with the community, employees, other educational partners, and interested individuals and to keep everyone informed about the status of the district's negotiations with the San Marcos Educators Association (SMEA), the district is providing this factual and timely update about negotiations with the SMEA.
The district and SMEA teams met for a half day on December 3, 2024, to continue negotiations for the current school year; this was the ninth bargaining session between the district and SMEA. The day started with the district providing the Association with a counter-proposal on all articles being discussed and an opportunity to have some dialogue related to those articles. We briefly describe our negotiation related to those articles below.
Article IX (Hours): The district has offered to continue to provide elementary school teachers with 200 minutes of preparation time per ten-day work period. However, the district is also seeking flexibility as to how that preparation time can be accomplished by removing the requirement that it must be done through physical education (PE) time.
Article X (Salary): Due to declining enrollment, a decrease in LCFF funding of $4.5 million, and our prior agreement with SMEA to increase the amount the district pays toward health benefits (as described in Article XI below), the district is proposing to maintain the status quo with our salary schedules this school year. The teams have tentatively agreed to add a Middle School Media Tech Advisor stipend and Extended Athletic Season stipends to Flag Football and Academic League. Additionally, the district has proposed to give special education teachers the option of working additional work days paid at their per diem rate (2 per school year for Mild/Moderate Support Needs Teachers and 5 per school year for Extensive Support Needs Teachers).
Article XI (Employee Benefits): The bargaining teams have agreed that effective January 1, 2025, the annual benefits cap will be determined by a shared cost model with the district contributing 88 percent of the total cost of Kaiser medical plans, and dental, vision, and life benefits, and unit members paying the remaining 12 percent. Maintaining this cap in 2025 will result in the district incurring a cost increase equivalent to the value of a 0.75% salary increase (including retirees). The district has also proposed to increase the Dual Coverage Exclusion stipend from $1,500 to $2,500 for eligible employees.
Article XIII (Class Size): The negotiating teams have tentatively agreed to separate Transitional Kindergarten (TK) class sizes and staffing from K-3 staffing ratios consistent with Education Code. The district has proposed to adjust K-3 class size site averages, by one student, from 24:1 to 25:1.
Article XXIII (Catastrophic Leave Bank): The most current district proposal ensures unit members who access the catastrophic leave bank while accepting Workers’ Compensation benefits will not receive more than 100% of their regular salary.
Article XXIV (Special Education): The negotiating teams have been discussing a new Article related to Special Education. The teams have tentatively agreed to definitions of “caseload,” and “co-teaching” and contract language related to classroom coverage and IEP Meetings. In its last proposal, the district proposed that for Mild/Moderate Teachers, caseloads would not exceed 26 students; for Extensive Support Needs Teachers, the district has proposed that the caseloads would not exceed a site average of 14 students. Additionally, the district has proposed that caseloads for Speech-Language Pathologists would not exceed a site average of 55 students, and SEAS, BASE, or LAB Teachers would not have a caseload of more than 14 students.
During our current negotiation cycle, the district has made concessions in the following areas:
- A total of four, new, minimum days per school year for TK-5 teachers for grading and report card preparation. This is in addition to PLC release time.
- Contract language related to adjunct duties to ensure equitable assignments
- Contract language related to training for district Registered Nurses
- A Middle School Media Tech stipend
- Extended season stipends for Academic League and Flag Football
- A shift to a shared cost model for health benefits
- An increase to the 2025 health benefits cap equivalent to an ongoing 0.75% salary increase to the SMEA bargaining unit
- Increased contract language related to Teacher Safety
- Increased fully paid maternity leave from three to six weeks
- An adjustment to the leaves article resulting in a unit member having the ability to take up to 5 personal business leave days at their discretion.
Thus far, SMEA has made the following concession:
- Limiting the Joint Workload Committee topics to one per school year.
The teams are scheduled to meet next on January 15, 2025.
CSEA Negotiations Update
November 18, 2024
The District and CSEA teams met for a third time on November 14, 2024, to continue negotiations for the current school year.
The half-day session started with the Association providing the District with a counter-proposal on the following Articles: Hours of Employment, Evaluation, Salary, Fringe Benefits, Holidays, Grievances, and Effects of Layoff. We are pleased to report that the teams reached a tentative agreement on the articles related to Holidays and Grievances.
The negotiation teams also signed a Memorandum of Understanding (MOU) regarding the salary range adjustment for Noontime Supervisors. The district approached CSEA with an interest in increasing the salary range for this classification in order to remain in compliance with state minimum wage requirements effective January 2025.
The District looks forward to working with CSEA during our next negotiation session on December 11, 2024.
SMEA Negotiations Update
November 13, 2024
The District and SMEA teams met for a half day on November 12, 2024, to continue negotiations for the current school year.
The day started with the Association providing the District with a counter-proposal on all articles being discussed and an opportunity to have some dialogue related to those articles.
The teams reached a tentative agreement on articles related to Teacher Safety (Article XIV) and Leaves (Article XVI).
As a reminder, with the full Collective Bargaining Agreement (CBA) being open for discussions, we are pleased to report that the District and SMEA have now reached tentative agreements on Articles I, II, III, IV, V, VI, VII, VIII, XII, XIV, XV, XVI, XVII, VIII, XVIII, XIX, XX, XXI, XXII, XXV, and XXVI of the current Collective Bargaining Agreement.
The District looks forward to working with SMEA during our next negotiation session on Tuesday, December 3, 2024.
SMEA Negotiations Update
November 4, 2024
The District and SMEA teams met for a full day on October 30, 2024, to continue negotiations for the current school year.
The day started with the Association providing the District with a counter-proposal on all articles being discussed and an opportunity to have some dialogue related to those articles. Towards the end of the day, the district provided its sixth counter-proposal to SMEA.
Today, the teams reached a tentative agreement on articles related to Work Year, Special Education- Extended School Year (ESY), and Job Shares.
As a reminder, with the full Collective Bargaining Agreement (CBA) being open for discussions, we are pleased to report that the District and SMEA have reached tentative agreements on Articles I, II, III, IV, V, VI, VII, XII, XV, XVII, VIII, XVIII, XIX, XX, XXI, XXII, XXV, and XXVI of the current Collective Bargaining Agreement.
The District looks forward to working with SMEA during our next negotiation session on Tuesday, November 12, 2024.
CSEA Negotiations Update
November 1, 2024
The District and CSEA teams met for a second time on November 1, 2024, to continue negotiations for the current school year.
The half-day session started with the District providing the Association with a proposal on the following Articles: CSEA Rights, Hours of Employment, Evaluation, Disciplinary Action, Salary, Holidays, Grievances, Miscellaneous, Terms and Renegotiation, and Annual Work Days. Thus far, CSEA responded with a counter-proposal on Article 3 (CSEA Rights).
As a reminder, the teams are engaged in negotiations for a successor collective bargaining agreement (CBA), which means that CSEA and the district had an opportunity to initially propose opening any article of the CBA for negotiation. The teams have communicated interest in negotiating the following articles:
- Article 3: CSEA Rights
- Article 5: Hours of Employment
- Article 6: Evaluation
- Article 7: Disciplinary Action
- Article 8: Transfers
- Article 10: Salary
- Article 11: Fringe Benefits
- Article 13: Holidays
- Article 15: Safety
- Article 16: Miscellaneous
- Article 18: Effects of Layoff
- Article 23: Terms and Renegotiation
- Article 24: Annual Work Days
CSEA has also expressed an interest in discussing a potentially new Article related to professional development.
The District looks forward to working with CSEA during our next negotiation session on November 14, 2024.
SMEA Negotiations Update
October 17, 2024
The District and SMEA met for the sixth time on October 16, 2024, to continue negotiations for the current school year. The day started with a collaborative discussion regarding SMEA’s proposed special education article; this discussion provided greater clarity to the district in order to provide SMEA with a counter-proposal.
The District provided the Association with a counter-proposal on all articles being discussed.
We are pleased to report that the groups have reached agreement on 2025 health benefits rates; these new rates will be communicated to all employees shortly and available on the district’s HR website.
As a reminder, with the entire Contract being open for discussions, we are also pleased to report that the District and SMEA have reached tentative agreements on Articles I, II, III, IV, V, VI, VII, XII, XV, XVII, XVIII, XIX, XX, XXI, and XXII of the current Collective Bargaining Agreement.
The District looks forward to working with SMEA during our next negotiation session on Wednesday, October 30, 2024.
CSEA Negotiations Update
October 14, 2024
The District and CSEA met for the first time on October 9, 2024, for collective bargaining for the current year. Currently, the full SMUSD/CSEA contract is open for negotiations.
The session began with introducing new team members and reviewing negotiation norms. The afternoon continued with the district providing budget information including Local Control Funding Formula revenues, Cost of Living Adjustment (COLA) figures, and the impact of the declining enrollment we are experiencing on our annual budget. The presentation also covered general fund ending balances, reserves, and funds that have been committed for future one-time expenses. CSEA representatives asked clarifying questions regarding the district’s budget.
The remainder of the afternoon was spent discussing each party’s initially proposed articles to gain more insight into the negotiation process moving forward. The teams also identified which articles might benefit from a hybrid, problem-solving collaborative approach instead of traditional negotiations.
The negotiating teams will meet in future sessions to continue discussions on the following articles:
- Article 3: CSEA Rights
- Article 5: Hours of Employment
- Article 6: Evaluation
- Article 7: Disciplinary Action
- Article 8: Transfer
- Article 10: Salary
- Article 11: Fringe Benefits
- Article 13: Holidays
- Article 15: Safety
- Article 16: Miscellaneous
- Article 18: Effects of Layoff
- Article 23: Terms and Renegotiation
- Article 24: Annual Work Days
CSEA is also interested in negotiating a new article regarding professional development.
The District looks forward to working with CSEA during our next negotiation session on November 1, 2024
SMEA Negotiations Update
October 2, 2024
The District and SMEA met for the fifth time on October 1, 2024, and exchanged proposals.
Today’s session began with the district providing budget information including Local Control Funding Formula revenues, Cost of Living Adjustment (COLA) figures, and the impact of the declining enrollment we are experiencing on our annual budget. The presentation also covered general fund ending balances, reserves, and funds which have been committed for future one-time expenses.
We are pleased to report that the District and SMEA reached tentative agreements on Article I (Agreement, Duration, and Reopeners), Article VI (Negotiation Procedures), Article XX (Miscellaneous), and Article XXIII (Early Retirement Incentive Program) yesterday.
The negotiating teams will meet in future sessions to continue discussions on the following articles:
- Article VIII: Work Year
- Article IX: Hours
- Article X: Salary
- Article XII: Employee Benefits
- Article XIV: Class Size
- Article XIV: Safety
- Article XVI: Leaves
- Article XXIII: Catastrophic Leave Bank
- Article XXV: Special Education (New Article Proposed)
- Article XXVI: Job Shares (New Article Proposed)
The District looks forward to working with SMEA during our next negotiation session on Wednesday, October 16, 2024.
SMEA Negotiations Update
September 18, 2024
The District and SMEA met for the fourth time on September 18, 2024, and exchanged proposals.
With the entire Contract being open for discussions, we are pleased to report that the District and SMEA have reached tentative agreements on Articles II, III, IV, V, VII, XIII, XVI, XVIII, XIX, XXI, and XXII of the current Collective Bargaining Agreement.
The District’s proposal from today’s session is highlighted below:
- Article VIII: Work Year
- The parties continue to discuss potential revisions to this article.
- Article IX: Hours
- The District and SMEA agreed to certain language related to adjunct duties.
- The District’s proposal seeks flexibility in how the 200 minutes of prep time is provided to elementary teachers. The District is not seeking to adjust the 200 minutes of prep time stated in the Contract.
- Article IX: Extended School Year (New Article)
- The District and SMEA have reached an agreement on this new article.
- This article clarifies procedures for ESY site selection and personnel selection and compensation.
- Article X: Salary
- The District proposed language for CTE teachers that would be new language within this article; the language is consistent with current salary placement practices.
- The parties continue to discuss salary and stipends.
- Article XIV: Safety
- The District and SMEA made good progress on teacher safety language and will continue discussions related to this article.
- Article XVI: Leaves
- The parties exchanged proposals related to employee leaves.
- The District also proposed clean-up language regarding Leave for Conference Attendance to reflect existing practices.
- Article XIX: Miscellaneous
- The District continues to advocate for the removal of certain language due to new structures in place that have facilitated collaboration.
- Article XXIII: Catastrophic Leave Bank
- The District proposed clarifying language for this article related to the initial donation period, and the withdrawal requirements.
- Article XXVI: Job Shares (New Article Proposed)
- The District and SMEA are working on a new article that will better define and explain the parameters and expectations around potential job share assignments.
The District looks forward to working with SMEA during our next negotiation session on Tuesday, October 1, 2024.
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