FOR IMMEDIATE RELEASE – INSTRUCTIONAL
On June 9, 2026, your union met with the District to continue contract negotiations for the 2026–2027 school year. We want to share a clear and simple update with all members.

Tentative Agreements Reached

We are pleased to report that tentative agreements have been reached on several important issues:

  • Sick Leave Bank Access Improvement
  • Compassionate Sick Leave Donation Expansion
  • Dues Deduction Clarification
  • Step Increase Clarification
  • School Psychologists Bargaining Rights Clarification

These agreements represent real progress in:

  • Protecting employee rights
  • Supporting members during personal hardships

Wages Proposal from the District

The District has presented a wages proposal with separate treatment for 10+ years of experience due to a change in state law. This proposal is presented as part of a total wages and benefits package.

New teachers (first year):

  • Base salary remains $49,500

Current teachers:

  • 0–9 years of experience:
    Receive a 2% one-time (non-recurring) supplement
  • 10+ years of experience:
    Receive a $1,800 permanent (recurring) salary raise
  • The District also proposes that prior years’ percentage supplements be made permanent in individuals’ base pay going forward

What this means:

  • New teachers would receive no increase to base pay
  • Many early-career teachers would receive a one-time payment, not a lasting raise
  • Some veteran teachers would receive a permanent salary increase
  • Percent increases earned in previous years (COLA, etc.) would no longer be lost if employees leave the district and then return

Insurance Changes Raise Concerns

The District’s proposal includes significant insurance plan changes:

  • Removal of Wellness Points benefits
  • Premium increases, especially for families
  • Higher-level tier plan increases
  • Out-of-pocket costs (deductibles and co-insurance) increases

What this means:

  • Increased insurance costs may reduce the value of monetary gains
  • Some members could see less take-home pay overall
  • Accumulated wellness points could become worthless

OCEA and SDOC have extensively discussed budget shortfalls and funding need. Counterproposals will be written, and OCEA and SDOC will return to the bargaining table on Thursday, June 18, 2026.

In solidarity,
Janet Moody
OCEA President