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LMUTA Negotiations

Lucia Mar Leading the Way in Compensation

Frequently Asked Questions

  • Lucia Mar and LMUTA engaged in four (4) negotiations sessions before LMUTA unilaterally declared impasse.

    • Prior to declaring impasse, LMUTA raised concerns about the District’s presentation of the budget.  Given this, the District offered to provide a full-day budget session on January 29, 2026 which was already scheduled for negotiations. LMUTA rejected the District’s offer.
    • Lucia Mar also offered to bring in a neutral third party to thoroughly review the District’s finances and to ensure that the budget is clear to both parties.  LMUTA also rejected this offer.
    • In an additional effort to reach mutual understanding, the District offered to allow LMUTA to use time to provide its own budget presentation to the negotiations teams.  LMUTA also rejected this idea and filed a unilateral declaration of impasse on January 30, 2026

  • Lucia Mar leads the County in overall raises and, with the proposed 2% total cost proposal (1.36% salary increase for all staff, plus an additional 5% for special educators), will maintain the highest or second highest salaries, depending on years of service despite receiving the second lowest funding, per pupil, of larger neighboring school districts (4000 students or greater).

    • With the proposed 2% total cost proposal (1.36% salary increase for all staff, plus an additional 5% for special educators), Lucia Mar will be:
      • Ranked #1 in the County in annual ($61,367) and daily rate ($334) compensation for teachers in their first year with a Bachelor’s degree plus 30 additional units
      • Ranked #1 in the County in daily rate ($465) compensation for teachers in their tenth year with a Bachelor’s degree plus 45 additional units
      • Ranked #2 in the County behind San Luis Coastal (basic aid district) in annual ($102,517) and daily rate ($557) compensation for teachers in their twentieth year with a Bachelor’s degree plus 60 additional units

     

    • Our District has prioritized raises for its employees over the past fifteen (15) years.  Lucia Mar leads the County in percentage increases in raises over this time period with 35.6% total increases.  It currently spends 89% of its general fund balance on employee salaries which is tied for the highest of any district in the County.

  • LMUTA is currently referencing Unaudited Actuals; Lucia Mar uses First Interim + MYP budgets reports to determine potential salary increases

     

    Unaudited Actuals (Looks backward at the previous budget year e.g. 24-25)

    • Purpose: Confirms how our district finished last year.
    • Best for: Explaining reserve changes; documenting one-time/out-of-cycle costs.
    • Limits: Doesn’t test future solvency; won’t show enrollment-driven gaps or 3-year cumulative obligations.

     

    First Interim + MYP (Looks forward at the current and next 2 budget years e.g. 25-26, 26-27, 27-28)

    • Purpose: Tests how we’re tracking this year and projecting the next two.
    • Best for: Statutory solvency; updated staffing/funding assumptions; affordability of ongoing commitments including ongoing salary schedule increases.
    • Limits: Dependent on assumptions, needs regular updating as enrollment, COLA, and staffing change.

     

  • No.  School district budgeting requires that the District budget the impact of a raise over a three-year period.  Any ongoing raise has a cumulative impact on the budget, meaning that ongoing raises must continue to be paid out year after year.  In a very simple example, if one has $10 in savings, but then agrees to spend $2 ongoing for each subsequent year, with nothing else changing, the new savings balance would be $8, $6, and $4 in each of the respective three future years. Any raise does not “cost” the District double each year but instead has a cumulative impact on the District’s reserve, each year, over a three year period. So, using this example, here is the impact on the $10 reserve over a three year period.

    MYP

    2025-26

    2026-27

    2027-28

    Current Savings

    $10*

    $8**

    $6**

    2% Ongoing Raise

    -$2

    -$2

    -$2

    Projected Savings**

    $8

    $6

    $4

    *Savings w/o Any Changes (No Spending)

    **Adjusted Savings After Committing to $2 Ongoing Spending

  • We agree that Unaudited Actuals matter. It tells how our district’s budget closed last year. However, ongoing salary increases must be sustainable for at least three years. Reserves in Lucia Mar, like districts across the state, have been higher in recent years due to a historic injection of long-term, one-time dollars from COVID funding, the Arts & Music block grant, Learning Recovery block grant, Student Support and Professional Development Block Grant, and several large Career and Technical Education grants.  None of the aforementioned long-term, one-time dollars can be spent on ongoing raises, and they all raise the District's Ending Fund Balance which is seen in the Unaudited Actuals.

     

    The First Interim, which includes a Multi-Year Projection, is the legally required solvency tool that tests our district’s ability to fund all commitments across the current and two subsequent years, using updated enrollment, staffing, and funding assumptions. So, the First Interim for this year looked at years 25-26, 26-27 and 27-28 whereas the Unaudited Actuals looks at how the District closed 24-25.

     

  • The District’s budget, which is approved by the Board, does not include a planned increase to contributions to employee health benefits. 

    The vast majority of Lucia Mar Certificated employees receive health and welfare contributions from the District. At budget development, the District anticipates providing the maximum possible contribution for all vacant positions. As vacancies are filled, the District updates the health benefits selected by the new employee. As subsequent budget refinements occur, health and welfare benefit projections (Object Codes 3401-3402) are updated to represent spending during the current fiscal year.

     

  • Like many districts across California, Lucia Mar faces significant external challenges that impact our financial position:

    • Declining Enrollment Impact: Our enrollment has declined by 10.4% (over 1000 students) over the past ten years.
    • Expiring One-Time Funds: The COVID relief funds that temporarily expanded our budget are expiring, creating a transitional period that requires careful financial management.

    Mandatory Cost Increases: Rising pension contributions, costs associated with special education requirements, and operational costs continue to increase regardless of our district’s funding levels.

  • While these reserves are significant, they only provide approximately 2-3 months of operating expenses, including payroll, utilities, special education, transportation, and basic school operations. They protect against California's volatile education funding system and help us avoid layoffs during economic downturns.

    Thanks to these reserves and careful planning, Lucia Mar has successfully avoided layoffs for more than a decade, while many other districts have had to implement serious reductions in multiple years.

    It's important to understand that reserves are one-time funds meant for short-term stability and emergencies. Using reserves for ongoing salary increases would create a fiscal cliff, similar to that associated with the COVID dollars described above, and when those funds are depleted, cuts to programs and staff would be necessary.

    District reserves from across the state have been higher in recent years due to a historic injection of long-term one-time dollars such as the Arts & Music Block Grant, Learning Recovery Block Grant, Student Support and Professional Development Block Grant, and several large Career and Technical Education grants.  None of these can be spent on ongoing raises and they all raise the District's Ending Fund Balance or reserves. 

    Bottom Line: Our reserves are a financial safety net that protects jobs and programs during challenging times, not a sustainable source for ongoing compensation increases.

     

  • During the pandemic and the years following, Lucia Mar received one-time COVID relief funds that temporarily increased our overall budget by $49.3 million over five years. These funds came with specific spending requirements and time limits.

    As these one-time funds expire, our budget is returning to normal levels. The District has carefully and intentionally used every available dollar in the one-time funds to avoid sending funds back to the state and federal government. This creates a "fiscal cliff" where temporary funding that supported various programs and services and offset lost revenue due to declining enrollment is no longer available.  These COVID funds are reflected in the District’s increased reserve levels.

    An example of this is that the district was able to double the number of intervention teachers, who were funded initially out of COVID relief funds.  While an extremely valuable resource, we have carefully decreased the number of intervention teaching positions as we incorporate those positions back into our Local Control Accountability Plan (LCAP) and transition back to ongoing funding sources.  

    Bottom Line: The expiration of one-time COVID funds means we must carefully transition back to normal spending levels while protecting core programs and staff positions.  The COVID funds have temporarily increased District reserve levels, but as this one-time funding is spent, reserve levels will decrease to pre-pandemic levels.

     

  • This means that the State has appointed a mediator to come in to assist the Parties in reaching an agreement.  

    A short initial mediation session has been scheduled for February 23 with an all-day session scheduled for April 2. 

    The District takes great pride in the strong, collaborative partnerships we share with our teachers, staff, and families that make educational excellence possible. 

    Lucia Mar’s goal for this process continues to be an agreement that:

    • Fairly compensates our valued educators
    • Maintains the long-term fiscal health of our district
    • Ensures we can continue providing quality education to our students

Understanding Lucia Mar's Budget

You can find the entire Lucia Mar Budget and additional informational videos on the District’s Budget Page. 

 

Negotiations Updates

January 22, 2026- LMUTA

 

The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met again today to continue negotiations for the 2025-2026 school year.

 

LMUTA’s counterproposal, which started the session included:

  • An increase from 10 to 15 self-directed planning days on late-arrival;

  • An increase from 100 to 150 minutes of preparation or conference periods for all elementary teachers;

  • Increase in health and benefit contribution for current bargaining unit members;

  • Provide contribution credit for those that waive active benefit enrollment (WABE);

  • Align retiree benefit contributions to the amount received by current bargaining unit members;

  • 6% salary increase retroactive to July 1, 2025;

  • 5% salary augmentation - “responsibility factor” -  for special education teachers possessing and utilizing an education specialist credential.

  • LMUTA’s total compensation proposal is over 7.5%

 

LMUSD’s counterproposal included:

  • 1.36% salary increase, retroactive to July 1, 2025 and a 5% salary augmentation - “responsibility factor” -  for special education teachers possessing and utilizing an education specialist credential;

  • An increase from 10 to 15 self-directed planning days on late-arrival for teachers, along with language allowing for up to one additional staff meeting per month, no longer than 60 minutes past the duty day;

  • An increase from 100 to 150 minutes of preparation or conference periods for all elementary teachers, recognizing that this may not be possible for rainy days and emergencies;

  • A term agreement through 2027 with the opportunity for parties to negotiate health and welfare benefits, salaries, and an additional article of choice.

  • LMUSD’s total compensation proposal is 2%

 

LMUSD also provided an update on the district’s budget in response to LMUTA perspectives shared at the table, and to further foster understanding of the District’s finances (attached).  LMUSD explained that the impact of a 6% raise would result in a qualified budget and is not a raise that LMUSD can fiscally maintain.
 

In response to concerns raised by LMUTA at Tuesday’s board meeting, LMUSD also offered to bring in a neutral third party to thoroughly review the district’s finances, to ensure that the budget is clear to both parties.  In response to LMUSD’s proposal, LMUTA requested a caucus and upon return of both parties to the room, LMUTA unilaterally declared its intent to file for impasse at the close of this fourth session.  The District believed that there was still room to gain understanding and to reach an agreement and takes great pride in the strong, collaborative partnerships we share with our teachers, staff, and families that make educational excellence possible.  LMUSD looks forward to continuing the negotiations process and hopes to reach a fair and fiscally responsible agreement with LMUTA.
 

2026-01-22 LMUSD Budget Presentation
 

December 18, 2025- LMUTA
The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met again today to continue negotiations for the 2025-2026 school year.

 

LMUTA’s counterproposal, which started the session included:

  • An increase from 10 to 20 self-directed planning days on late-arrival;

  • An increase from 100 to 150 minutes of preparation or conference periods for all elementary teachers;

  • Financial compensation for elementary teachers who attend IEP meetings during their preparation  time;

  • Handling of case management while a case manager is on a leave of absence;

  • Increase in health and benefit contribution for current bargaining unit members;

  • Provide contribution credit for those that waive active benefit enrollment (WABE);

  • Align retiree benefit contributions to the amount received by current bargaining unit members;

  • 6% salary increase retroactive to July 1, 2025;

  • 5% salary augmentation - “responsibility factor” -  for special education teachers possessing and utilizing an education specialist credential.

 

LMUSD’s counterproposal began with an update on the district’s budget to further foster understanding of the District’s finances (attached), and provided LMUTA with a breakdown of costs associated with their proposal before making a proposal with a total cost of 2%, comprised of:

  • 1.36% salary increase, retroactive to July 1, 2025 and a 5% salary augmentation - “responsibility factor” -  for special education teachers possessing and utilizing an education specialist credential;

  • An increase from 10 to 20 self-directed planning days on late-arrival for teachers, along with language allowing for up to two additional staff meetings per month no longer than 60 minutes  past the duty day;

  • An increase from 100 to 150 minutes of preparation or conference periods for all elementary teachers recognizing that this may not be possible for rainy days and emergencies;

  • A term agreement through 2027 with the opportunity for parties to negotiate health and welfare benefits, salaries, and an additional article of choice.

 

The District closed its proposal with Relevant Comparable County Data that highlights the District having the:

  •  Highest compensation percent increase in the County at 32.96% over ten years, (inclusive of the proposed raise);

  • First and second highest salaries in the County depending on years of service, despite receiving second lowest funding per pupil;

  • Second highest portion of budget utilized for salary and benefits (87% of District budget spent on salary and benefits).

     

2025-12-18 LMUTA's Proposal Total Cost

2025-12-18 Salary_Daily Comp Table

25-26 SLO County Comparisons
25-26_LMUTA Negotiations Budget Presentation_12-18-25

 

November 5, 2025- LMUTA

The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met again today to continue negotiations for the 2025-2026 school year.
 

LMUSD’s counterproposal included a response to LMUTA’s announcement after the last negotiations session that asserted that the District’s level of preparation was “disappointing” and that the District “failed to make a monetary proposal.” 
 

Prior to negotiations, the District told LMUTA it was willing to meet earlier to begin discussing non-monetary issues.  So, the District and LMUTA agreed to meet in October and November on those non-monetary issues.  This is not a delay or lack of preparation but an intentional effort to provide a competitive salary offer while ensuring fiscal responsibility.   
 

The District informed LMUTA today that given the volatility of the budget, its commitment to making initial competitive compensation offers and its commitment to responsible fiscal management, it would be prepared to make a compensation offer in December.  Similar to a family unit that will not commit to a mortgage payment that it can not afford; the District also must determine what its “household” can afford before committing to ongoing compensation increases. Statutorily, this occurs annually in December, when the district presents its First Interim Budget to the board and completes its Multi-Year Projection (MYP).
 

The District has not offered zero percent but will make its salary proposal on December 18 when the Parties are scheduled to meet again.
 

Outside of the above, both parties made counter proposals that were substantially similar to their initial proposals while engaging in meaningful dialogue, and found agreement in updating definition language in Article VIII Transfers and Reassignments.

 


October 28, 2025- LMUTA

The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met today to commence negotiations for the 2025-2026 school year. 

 

Prior to starting negotiations, LMUSD let LMUTA know that it would not be able to make any proposals related to salary, benefits, or other cost items until its Multi-Year Projection (MYP) is completed in December, 2025.  Given that a majority of the budget is spent on salary and benefits, any raises have a significant impact on the budget so the District wants to ensure that it is negotiating in good faith with the most accurate data possible. The MYP is a legally required part of the budgeting process that requires the District to demonstrate solvency for a three-year period and incorporates the latest enrollment, staffing and funding changes.  

 

In the spirit of collaboration toward a swift resolution to negotiations, the District agreed to begin negotiations before December.  The day began with LMUSD providing LMUTA with a summary of the 2024-2025 Unaudited Actuals presented at the meeting of the Governing Board on September 16, 2025, to discuss the factors to be considered when negotiating (summary attached), and made a proposal on non-monetary items, which included: 

 

  • Article V - General Policies Governing Leaves Of Absence

    • Unpaid Leaves are generally understood to mean circumstances where an employee must step away from work for reasons not otherwise protected by law (such as FMLA/CFRA), or for long periods of time but that do not conflict with the ongoing employment relationship." Approval of unpaid leave is at the discretion of the Superintendent, and LMUSD seeks to make the employment relationship more clear for all parties involved.  Permanent positions should not be held for individuals who may be seeking an alternative professional path.

 

  • Article VIII - Transfers and Reassignments

    • LMUSD and LMUTA entered into an Memorandum of Understanding (“MOU”) on March 24, 2025 to clarify shared understanding in language that first year probationary teachers - and probationary employees who are not reelected for the following school year - do not have transfer rights.  LMUSD proposed incorporating the MOU language into the CBA.

 

  • Article XVI - Association Rights

    •  LMUSD proposed language to reflect the current practice of the LMUTA President release time of .4 FTE.

 

After a caucus, LMUTA made its proposal which included:

  • An increase from 10 to 20 self-directed planning on late-arrival or early-release days;

  • An increase from 100 to 150 minutes of preparation or conference periods elementary teachers;

  • Financial compensation for elementary teachers who attend IEP meetings during their release time;

  • Expansion of job sharing  to non-permanent employees; 

  • Handling of case management while a case manager is on a leave of absence;

  • Language related to the application of industrial accident leave;

  • Increase in health and benefit contribution for current bargaining unit members;

  • Provide contribution credit for those that waive active benefit enrollment (WABE).

  • Align retiree benefit contributions to the amount received by current bargaining unit members.

  • 6% salary increase retroactive to July 1, 2025;

  • 5% salary augmentation - “responsibility factor” -  for members currently assigned for possession of a special education (education specialist instruction) credential. 

 

LMUSD closed out the day providing Responsive Data to LMUTA’s Proposal (Links Below).  This included providing comparative data regarding professional development, staff meetings and duty days.  This also included information related to the status of negotiations in other comparable districts in our County.  The District also provided a counter-proposal on the same items as earlier in the day, clarifying language in response to questions and feedback from LMUTA.

 

The Parties are scheduled to return to negotiations on November 5th.  At the next meeting LMUTA will provide its counter proposal.

2025-10-28 Budget Handout for Negotiations
2025-10-28 LMUTA Proposal Response
2025-08-19 LMUSD Sunshine to LMUTA.pdf

 

Previous Negotiations Updates

  • We are happy to announce that when the Lucia Mar Unified School District (LMUSD) and the California School Employee Association, Chapter #275 (CSEA) returned to the table today for the second time this year, and were able to reach a Tentative Agreement (attached).  Highlights of the agreement include: 

    • A  2% salary increase retroactive to July 1, 2024;

    • The continuance of the Career Ladder Committee to present recommendations for 2025-2026 negotiations;

    • New language regarding new hire step placement and updated language regarding promotional increments.

    Article V Wages, Article VI Career Ladders, Article XI Health and Welfare Benefits will be reopened in the 2025-26 school year; both Parties will have the option of reopening one additional article as well.

    The Tentative Agreement will go through the CSEA 610 process and then move forward to be ratified by CSEA membership. Upon ratification, the Tentative Agreement will be reviewed by the County Office of Education to complete the AB 1200 process.  After these steps are completed, the agreement will be presented to the LMUSD Board of Education for final approval.

     

    Carrie Wood

    CSEA Chapter #275 President

     

    Jennifer Handy

    LMUSD Assistant Superintendent, HR

  • The Lucia Mar Unified School District (LMUSD) and Classified School Employees Association Chapter #275 (CSEA) met today to begin reopener negotiations for the 2024-2025 school year. This year’s reopener negotiations are limited to Article V Wages, Article XI Health and Welfare Benefits, and Article VI Career Ladders.

    The Day began with a budget presentation (attached) and the District made its initial proposal at 8:45. CSEA countered at 11:30 am; and the District concluded it’s counter proposal at 2:10 pm to close the day.  A summary of the proposals is included below.

    Key components of LMUSD’s proposals include:

    • 2% salary increase, retroactive to July 1, 2024;

    • Last year, the parties agreed to form a committee to study and make recommendations related to career ladders.  Both CSEA and LMUSD have now identified their committee members and are ready to get to work.  The District has proposed having the committee return to make recommendations for the 25-26 school year so that negotiations and raises will not be delayed for this year.

    Key components of CSEA’s proposal include:

    • 2% salary increase, retroactive to July 1, 2024.  In addition CSEA proposed additional cost items and proposed that the “total compensation of these asks shall be adjusted not to exceed 5% total compensation.”  These additional compensation proposals included the following:

      • Changes to longevity (moving from a dollar amount to a percentage). 

      • Providing Career Ladder opportunities afforded to Information Technology Services to Student Information Technician and Student Information Specialist positions in Curriculum.

      • Increase of second language stipend from 2% to 5%

      • Sharing of any health benefit increases between the District and CSEA.  

    • A maximum placement of Step 4 for newly hired classified personnel

  • The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met today to continue negotiations for the 2024-2025 school year.  The Parties engaged in a productive day and exchanged multiple proposals.  A summary of the proposals is included below.
     

    Key components of LMUSD’s proposals still being negotiated include:

    • 2% salary increase, retroactive to July 1, 2024.  

    • Shifting one non-student contractual day before school starts from District directed to teacher directed, in exchange for allowing District direction on all late start Mondays;

    • A counterproposal regarding compensation for teachers attending required school IEP, 504, or SST meetings that last more than 60 minutes beyond the contractual day;

    • Providing all elementary teachers with a minimum of four conference days (instead of three) for a majority of  “Report to Parents” conferences to be held during fall conference week.


    Key components of LMUTA proposals still being negotiated include:

    • Expansion of circumstances requiring compensating teachers for lost preparation time;

    • Student Services completing assessments and reports for initial and triennial IEPs;

    • Compensation for unit members attending required IEP meetings that last more than 30 minutes beyond the contractual day;

    • Accounting for teachers’ “proctoring block” at PVA by reducing caseload by 1 for each block;

    • Increasing District contribution for retiree health benefits that align with current bargaining unit members effective in the 25-26 school year; and 

    • Increasing the BCLAD certification stipend from $500 to $2,000 per year in the 25-26 school year.


    To date, the parties have found agreement on the following:

    • In the unlikely event that a substitute is unavailable for an elementary school class, teachers who take on the impacted students share a daily substitute rate;

    • Establishing a committee to examine equitable schedules for students and teachers across the district, including for itinerant teacher travel and a committee to identify challenges related to special education case management and assessments;

    • Articulating the right of the district to hold emergency meetings outside of late-arrival or early release day;

    • Reorganizing articles to improve clarity of understanding and formatting;

    • Updating the evaluation form to reflect updates in the California Standards for the Teaching profession;

    • Increasing service credit for new hires from fifteen to sixteen years of experience; and

    • Allowing teachers who take up to 12 weeks of leave to advance on the salary schedule.

  • The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met today to continue negotiations for the 2024-2025 school year.  The Parties engaged in a productive day and exchanged multiple proposals.  A summary of the proposals is included below.

    Key components of LMUSD’s proposals include:

    • 2% salary increase, retroactive to July 1, 2024.  The Parties also continued to discuss the costs of other LMUTA priorities and the District provided salary comparison data from other districts in the County; (see attached)

    • Eliminating monthly meetings, except for emergencies, in exchange for allowing District direction on all late start Mondays;

    • A committee to examine equitable schedules for students and teachers across the district including for itinerant teacher travel and a committee to identify challenges related to special education case management and assessments;

    • Providing all elementary teachers with a minimum of four conference days (instead of three) for report card conferences to be held during fall conference week; and

    • In the unlikely event a substitute is unavailable for an elementary school class, teachers who take on the impacted students share a daily substitute rate.

    Key components of LMUTA proposals include:

    • Expansion of circumstances requiring compensating teachers for lost preparation time;

    • Shifting one of the district in-service/work days to a teacher directed non student work day;

    • Hourly compensation for teachers who take on additional students when substitute teachers are unavailable;

    • Paraprofessional absences filled by certificated substitutes where paraprofessional substitutes are unavailable;

    • Student Services completing assessments and reports for initial and triennial IEPs;

    • Compensation for teacher’s attending required school IEP, 504, or SST meetings that last more than 15 minutes beyond the contractual day;

    • PVA student teacher ratios for Supervising Teachers to change from 34:1 to 32:1, and accounting for teachers’ “proctoring block” by reducing caseload by 1 for each block;

    • Increasing District contribution for retiree health benefits that align with current bargaining unit members; and 

    • Increasing the BCLAD certification stipend from $500 to $2,000 per year.

    The parties found agreement related to:

    • Language providing the right of the district to hold emergency meetings outside of late-arrival or early release day;

    • Reorganization of articles to improve clarity of understanding and formatting;

    • Updating the evaluation form to reflect updates in the California Standards for the Teaching profession;

    • Increasing service credit for new hires from fifteen to sixteen years of experience; and

    • Allowing teachers who take up to 12 weeks of leave to advance on the salary schedule.

  • The Tentative Agreement (“TA”) between the Lucia Mar Unified School District (LMUSD) and the California School Employees Association, Chapter #275 (“CSEA”) reached on November 7, 2024, and ratified by CSEA on November 21, 2024 was adopted by the Governing Board of the Lucia Mar Unified School District at their meeting on December 17, 2024.  As a result, classified employees in positions represented by CSEA should be aware of specific impacts, with timelines, outlined in this memo below.

  • The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met yesterday to continue negotiations for the 2024-2025 school year.   LMUSD concluded its proposal, which began during the half-day negotiation session on November 15, 2024.  The proposal included:

    • Removing outdated language regarding the 22-23 instructional minutes committee

    • Eliminating monthly staff meetings, with the exception of emergencies; all late start Mondays would be under the direction of site administrators for all certificated employees. 

    • 150 minutes per week for preparation or conference periods at the elementary level (in contrast to current language requiring 100 minutes K-3/150 minutes all others) and memorializing TK/K teachers providing site-based support for up to 3 hours per week.  (This proposal ensures that all TK/K teachers will receive 150 minutes of preparation time.)

    • Revisions to the Certificated Teacher evaluation form to align with updated California Standards for the Teaching Profession

    • The addition of a Certificated Evaluation Waiver form as an Appendix.

    • 2% salary increase, retroactive to July 1, 2024.  The Parties also engaged in a discussion about the cost of other LMUTA priorities and the District provided potential alternative compensation scenarios (Slide 9, Negotiation Budget Presentation).

    • Other general language reorganization for ease of understanding the CBA

    LMUTA presented its counterproposal in most areas, with two items outstanding. Both parties continued to engage in conversation related to challenges related to special education and found agreement in the District’s ability to call a meeting for emergency situations and other general language reorganization for ease of understanding the CBA. The District looks forward to continuing productive dialogue at the next negotiation session on February 12, 2025. 

    Additional Information:

  • The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met today, November 15, 2024, for a half day to continue negotiations for the 2024-2025 school year.   In advance of the session, LMUSD let LMUTA know that it would not be able to make any proposals related to salary, benefits, or other cost items until its Multi-Year Projection (MYP) is completed.  So, given that, the day began with LMUSD sharing its counter proposals related to language as well as data that it collected in response to LMUTA’s proposal.  The Parties are scheduled to return to negotiations on December 10th and LMUSD will complete its proposal.  The details of the proposal will be shared after LMUSD completes its proposal in December.

    After the session was completed, LMUSD also discussed the new high school graduation requirements of Ethnic Studies and Financial Literacy which will be going into effect.  In January 2025, we intend to bring together a committee of educators to start discussing and planning to incorporate these new changes.

  • We are happy to announce that when the Lucia Mar Unified School District (LMUSD) and the California School Employee Association, Chapter #275 (CSEA) returned to the table today, they were able to reach a new Tentative Agreement.  The day began with updating the new team members about the negotiations journey and the Parties exchanged proposals.  They extended the day when it looked like agreement was close, and reached an agreement which includes: 

    • A  5% salary increase retroactive to July 1, 2023.

    • Participation in the Summer Assistance Program beginning in the 2025-26 school year

    • A committee of CSEA and District representatives will be created for 2024-25 negotiations to study and make recommendations regarding Career Ladders for paraprofessionals.

    The Parties also included the language they had previously agreed to which included changes to the following Articles: II, Miscellaneous; IV, Hours of Employment; Article VII, Holidays; VIII, Vacations; IX, Leaves; X, Transfers; XI, Health & Welfare Benefits; XV, Professional Growth Program; XVI, Safety; XVII, Layoff and Reemployment; and XVIII, Discipline. (See Tentative Agreement attached).

    This agreement will be in effect from July 1, 2023-June 30, 2026. Article V Wages, Article XI Health and Welfare Benefits, and Article VI Career Ladders will be reopened for the 2024-2025 school years. Article V Wages, Article XI Health and Welfare Benefits will be reopened in the 2025-26 school year; both Parties will have the option of reopening one additional article as well.

    The Tentative Agreement will go through the CSEA 610 process and then move forward to be ratified by CSEA membership. Upon ratification, the Tentative Agreement will be reviewed by the County Office of Education to complete the AB 1200 process.  After these steps are completed, the agreement will be presented to the LMUSD Board of Education for final approval.

  • The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met on October 11, 2024, to commence negotiations for the 2024-2025 school year.  The session started with LMUTA proposing the following:

    • 3% salary increase retroactive to July 1, 2024;

    • LMUTA requested a conversation and made proposals related to special education staffing including discussion about recruitment and retention;

    • Compensation for supervising additional students in the absence of a substitute;

    • Limits on the percentage of temporary contracts issued within the District;

    • 150 minutes of preparation time for TK-3 and recovery of lost preparation time;

    • Limitations on when staff meetings can be conducted; 

    • Additional conference days at elementary sites;

    • Optional 15 hours of work prior to the first day of school;

    • An increase to the BCLAD stipend;

    • Modified language regarding criteria to earn a year of service credit, 

    • The standardization of student: staff ratios at Pacific View Academy in accordance with District staffing averages.  

    • Memorializing elementary assessment days in the bargaining agreement

    • Travel time for teachers who work at multiple sites

    • Increase in health and benefit contribution for retirees to align with current employees;

    • A reduced workload option for unit members close to retirement;

    • Align retiree benefit contributions to amount received by current bargaining unit members.

    The District then provided a budget presentation prior to ending the half-day session. The teams will return to negotiations on November 15, 2024.  At the next meeting, the District will provide information and feedback regarding the total cost of LMUTA’s above proposal and will provide its own counter proposal.

  • On September 12, 2024 California School Employee Association, Chapter #275 (“CSEA”) concluded its voting process on the Tentative Agreement (“TA”) reached with the Lucia Mar Unified School District (“LMUSD”) on August 7, 2024.  CSEA membership did not ratify the TA.

    Throughout the process, the District consistently proposed a 5% increase to salaries; CSEA #275 made numerous proposals with varying “costs” exceeding 5%. Ultimately, CSEA prioritized items to be deducted from the 5% which resulted in the August TA. Because the Agreement was not ratified by CSEA membership, the parties will return to the table to continue negotiations; the District has proposed a date of September 17, 2024. 

    For more detailed information on the journey to date, please see image and read below.

    A timeline graphic shows wage increases over time, with dates and percentages.

    The District and the CSEA, collectively “the Parties” reached a tentative agreement after almost five months of negotiations on August 7, 2024.  Since then, CSEA engaged in a review of the agreement through its 610 process and then brought the TA to a vote of its membership on Wednesday and Thursday of this week. Yesterday, LMUSD was informed that CSEA membership did not ratify the TA.  This means that the TA will not be presented to the LMUSD Board and, instead, the Parties will return to the table with a goal of reaching a new tentative agreement. 

    After reaching the August TA, many questions have been raised about the salary proposals during the negotiations process. Over the course of negotiations, LMUSD made five proposals to increase salary 5% retroactive to July 1, 2023.  The first 5% salary proposal was on the first day of successor negotiations on March 21, 2024 and the last was on August 7, 2024, the day the Parties reached the TA.

    During the negotiations process, CSEA made numerous proposals with a “cost” that would exceed 5%.  The District did its homework and provided CSEA with a summary of the costs of all of their proposals in June 2024.  When the Parties met on August 7, CSEA identified the items it wished to deduct from the 5% offered by LMUSD which included: Summer Assistance Program, Career Ladder Changes, an increase to the second language stipend and updates to the Longevity program.  Deducting these items from the 5% available for compensation meant that all employees would receive an across-the-board increase of 2.8% to wages.

    Because the TA was not ratified by CSEA membership, when the Parties return to the table, both LMUSD and CSEA will have the opportunity to present new proposals on compensation with the goal of reaching a new TA.  The District has proposed meeting on September 17, 2024 in order to expedite this process.  Once a new TA is reached, CSEA will then go through its process and bring any new TA back to the membership for ratification.  If it is ratified, it will go to the LMUSD Board for approval.

  • After meeting today to continue negotiations, the Lucia Mar Unified School District (LMUSD) and the California School Employee Association, Chapter #275 (CSEA) are happy to announce that they have reached a Tentative Agreement for 2023-2026.  The Parties met numerous times and collaborated on many areas to reach agreement.   The Parties worked together with an understanding that the total increase to compensation available was 5%.  CSEA had an interest in apportioning that 5% in various areas of the contract to serve the membership and ultimately the Parties worked together to develop agreements and language to address those priorities.  Based on this, the terms of the Tentative Agreement include the following:

    • A 2.8 % salary increase retroactive to July 1, 2023
    • Career ladder range changes for instructional assistants, paraprofessionals and school secretaries*
    • Career ladder range changes to Journeyman Mechanic and Lead Mechanic Positions retroactive to July 1, 2023
    • Increase of second language stipend to 5% effective November 1
    • Changes to longevity (moving from a dollar amount to a percentage) 
    • Participation in the Summer Assistance Program beginning in the 2025-26 school year

    * all monetary terms are effective November 1, 2024 if the Board ratifies the agreement by September 17, 2024 unless otherwise indicated.

    The Parties also worked together to update language throughout the negotiations process, including changes to the following Articles: II, Miscellaneous; IV, Hours of Employment; Article VII, Holidays; VIII, Vacations; IX, Leaves; X, Transfers; XI, Health & Welfare Benefits; XV, Professional Growth Program; XVI, Safety; XVII, Layoff and Reemployment; and XVIII, Discipline. (See Tentative Agreement attached).

    The Tentative Agreement will now be reviewed by the County Office of Education to complete the AB 1200 process, go through the CSEA 610 process and then move forward to be ratified by CSEA membership.  After these steps are completed, the agreement will be presented to the LMUSD Board of Education for final approval.

  • The Lucia Mar Unified School District (LMUSD) and the California School Employees Association Chapter #275 (CSEA) met again today, to continue successor negotiations for the 2023-2026 school years.  The session began with the District’s counter at 8:25 am, which included a summary of agreements the Parties have already reached.  LMUSD also provided information about the costs of all of CSEA’s counter proposals from May 15, 2024 tied to compensation including identifying the number of impacted employees (see attached).

    CSEA made their counter-proposal at 12:20 pm.  As a result, additional agreement by both Parties was found on all language in the following Articles: II, Miscellaneous; IV, Hours of Employment; Article VII, Holidays; VIII, Vacations; IX, Leaves; X, Transfers; XI, Health & Welfare Benefits; XV, Professional Growth Program; XVI, Safety; SVII, Layoff and Reemployment; and XVIII, Discipline.

    Still outstanding is language in Article V, Wages, however, the Parties have agreed to a total compensation package of 5%.  CSEA’s counter-proposal related to total compensation includes the following:

    • Changes to longevity (moving from a dollar amount to a percentage)
    • A reimbursement for shoes or work boots up to $225 where such shoes are required by the District for Food Service, Grounds, Maintenance, Warehouse, and Mechanics.
    • Career ladder range changes for mechanics, library techs, instructional assistants, and paraprofessionals.
    • Increasing the second language stipend to 5%.
    • Participation in the Summer Assistance Program.
    • Any amount remaining from the 5% would be placed on the salary schedule.  For example, if the total cost of the items above equals 2.5%, the remaining 2.5% would be placed on the salary schedule for across-the-board raises.

    The District now needs to calculate the cost of the Association’s counter-proposal from today and will provide CSEA with this information before the Parties meet again on August 7, 2024.

  • The Lucia Mar Unified School District (LMUSD) and the California School Employees Association Chapter #275 (CSEA) met again Wednesday, May 15 to continue successor negotiations for the 2023-2026 school years.  The day’s session began with the District’s counter at 9:30 am, which included county comparisons showing Lucia Mar ranking number one in overall percentage of compensation increases over the last 10 years; and a quick reference sheet further explaining the salary increases, proposed raise for this year, and health benefits contribution. (attached below)

    The teams then separated for caucus at 10:15 am, and CSEA presented its counterproposal at 3:15 pm, which continued to propose changes in the following articles: 

    • Article II, Miscellaneous -  New Employee Orientation; CSEA President Release Time; and a new section Employee/Employer Relations Committee
    • Article V, Wages  - Uniforms and Emblems; Reclassification, Classified Employees Summer Assistance Program
    • Article VI, Career Ladders - Second Language Stipends
    • Article X, Transfers

    CSEA proposed a 5% total increase in wages which may be apportioned to salary, changes to the salary schedule, career ladders, and longevity.

    Agreement by both Parties was found in the following:

    • Article V, Wages - “Tools and Equipment” language remaining unchanged;
    • Article VII, Holidays - Modifying language for those working a Tuesday through Saturday schedule, to have Monday holidays observed on the Saturday preceding;
    • Article IX, Leaves - Catastrophic Leave Bank Program updates;
    • Article XVIII, Discipline - language reflecting updates in Board Policy.

    The District will calculate the costs of CSEA’s new proposals and present its counter proposal when the parties meet at their next negotiations session, scheduled for June 20.

  • The Lucia Mar Unified School District (LMUSD) and the California School Employees Association Chapter #275 (CSEA) met again today to continue negotiations for the 2023-2026 school years.   The Day began with CSEA providing its counter-proposal.  The District also provided a brief budget presentation which included information on prior year raises and a comparison of similarly sized districts in our County.  Lucia Mar classified team members currently ranked second in hourly compensation in 95% of classifications reviewed prior to any new raises being implemented for this year. After the budget presentation, the parties caucused and CSEA completed its proposal at the end of the day.

    The Parties have continued to engage in productive sessions and found additional agreement in the following:

    • Article XV. Safety
    • Article XVII. Layoff and Reemployment 

    The District will present its counter proposal when the parties meet at their next negotiation session, scheduled for May 15th.

  • The Lucia Mar Unified School District (LMUSD) and the California School Employees Association Chapter #275 (CSEA) met for a quick one-hour session on April 15, 2024  to continue successor negotiations for the 2023-2026 school years.   LMUSD presented and completed its proposal, which included the following:

    • Article II, Miscellaneous - Counter proposal  language regarding new employee orientation practices;
    • Article V, Wages - 5% salary increase retroactive to July 1, 2023
    • Article VI, Career Ladders - Counter proposal  language regarding  subcommittee of CSEA and District members to review Career Ladder language;
    • Article XVI, Safety - Counter proposal language regarding designated CSEA representation on the District Safety Committee;
    • Article XVII, Layoff and Reemployment - Counter proposal language regarding layoff language that aligns with changes to the Education Code;

    The Parties found agreement in the addition of Juneteenth to Article VII, Holidays.

    Upon request of CSEA, the negotiation session scheduled for April 18, 2024 was postponed.  When the Parties return on May 3, 2024, for a full-day session, CSEA will present its proposal.

  • The Lucia Mar Unified School District (LMUSD) and the California School Employees Association Chapter #275 (CSEA) met again today to continue successor negotiations for the 2023-2026 school years. CSEA continued its counter proposal and completed it towards the end of the day.  

    CSEA’s counter proposal included:

    • Capturing new employee orientation practices;

    • President release time;

    • Modification of food service assignment language to be applicable to more unit members;

    • Posting requirements for vacant positions; 

    • Extra assignment language;

    • An increase in salary of 10.3%, retroactive to July 1, 2023;

    • Proposed language related to Tools and Equipment, and Uniform and Emblems;

    • A 5% minimum increase to compensation for Extended Work Out of Classification

    • The District’s agreement to participate in the Classified Employees Summer Assistance Program;

    • A subcommittee of CSEA and District members to review Career Ladder language;

    • An increase in the bilingual stipend from 2% to 5% for those passing an examination, and 1% to 2.5% for continued basic use of translation services;

    • The addition of Juneteenth to Holidays and language specific to the development of classified calendars;

    • Language clarifying enrollment and administration of  the Catastrophic leave bank;

    • Designated CSEA representation on the District Safety Committee;

    • Layoff language that aligns with changes to the Education Code;

    The Parties have engaged in productive sessions and found agreement in the following:

    • Reformatting of the CBA for member clarity;

    • General updates to language made for consistency of pronoun use and bargaining unit member designation;

    • Reorganizing of Article IX, Leaves for clarity;

    • Language regarding extended sick leave after fully paid leave is exhausted. 

    Since there was not time for the District to provide its counter proposal, the Parties agreed to add an additional afternoon session on April 15th so that the District can provide its counter proposal and the parties can make effective use of their all day negotiations session scheduled for April 18th.

    The Parties also discussed the anticipated timelines for approval of any agreement and payment of any retroactive payments.  Once a Tentative Agreement is reached between the Parties, the following steps need to occur which will take approximately 80-120 days:

    • State CSEA (610) approval (this has historically taken anywhere from 30-60 days)

    • Ratification by CSEA membership (this has taken anywhere from 10-20 days)

    • AB 1200 Process (This is the legally required process of submitting the agreement for review to the San Luis Obispo County Education Office) (10 working days)

    • Board Approval (depends on timing, approximately 10 days)

    • Preparation of retroactive payments by payroll (depends on timing but at least 20 days)

    This means that in order to process retroactive payments to be received in the summer, the Parties would likely need to reach agreement this month. If they do not, any retroactive payments would likely be processed in the fall of 2024.

  • We are excited to announce that after meeting again today, the Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) have reached a Tentative Agreement for the 2023-2024 School Year.  The Parties engaged in collaborative discussions throughout the process and reviewed data from comparative districts throughout the County (attached below).

    The Tentative Agreement will move forward to be ratified by LMUTA membership and will be submitted for review by the County Office of Education to complete the AB 1200 process.  After these steps are completed, the agreement will be presented to the LMUSD Board of Education for final approval.

    The terms of the Tentative Agreement include the following:

    • 5% salary increase retroactive to July 1, 2023;

    • Expanding the definition of family for purposes of catastrophic leave;

    • Clarifying the work year for high school athletic directors and memorializing speech and language pathologist stipend;

    • Recognizing 15 years of prior service for certificated employees coming to Lucia Mar;

    • Updating staffing ratios for Pacific View Academy;

    • Updating language throughout the agreement for consistency.

     

    Cody King, President 

    LMUTA

    Jennifer Handy, Assistant Superintendent

    LMUSD

  • The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met again today, February 23, 2024, to continue negotiations for the 2023-2024 school year.  The Parties engaged in a productive session with the District providing its counterproposal in the morning.   During that session, the Parties also continued to engage in valuable discussions regarding professional development and collaboration time. When the Parties returned to the table after caucus in the afternoon, LMUTA began providing its counterproposal.  When the Parties return on March 6, 2024, for a half-day session, LMUTA will complete its proposal.

  • First Reading, Initial Proposal for Collective Bargaining from the Lucia Mar Unified Teachers Association to the Lucia Mar Unified School District for 2023-2024 Negotiations

  • Second Reading, Initial Proposal for Collective Bargaining from the Lucia Mar Unified Teachers Association to the Lucia Mar Unified School District for 2023-2024 Negotiations

  • The Lucia Mar Unified School District (LMUSD) and the Lucia Mar Unified Teachers' Association (LMUTA) met today to commence negotiations for the 2023-2024 school year.  The session started with a presentation on the District budget and a discussion about the State budget and impacts on the District. The District then provided its proposal on Article VI: Hours of Work, Article IX: Class Size, and Article XIV: Salaries.  In brief, the District proposed the following:

    • 5% salary increase retroactive to July 1, 2023;

    • Language clarifying TK/K teacher duties; 

    • An increase in the high school Athletic Director work year from 184 to 214;

    • The memorialization of a 2009 MOU reflecting a $7,500 stipend for speech-language pathologists;

    • The standardization of student:staff ratios at Pacific View Academy to the following: 35:1 for Supervising Teachers; 28:1 for those serving as Supervising Teacher and Teacher of Record; and 100:1 for those serving as Teachers of Record only;

    • An increase in service credit for new employees from 14 to 15 years of service; and

    • A multi-year agreement with reopeners;

    Additionally, general updates to language were made for consistency of pronoun use and bargaining unit member designation in other sunshined articles. The Parties also engaged in collaborative discussions regarding professional collaboration and will bring back related proposals.

    After the caucus, the teams returned to the table and LMUTA proposed the following:

    • 7.5% salary increase retroactive to July 1, 2023;

    • Increase in health and benefit contribution to $11,100 for single plans, $12,600 for single plus one plans, and $14,100 for family plans; and apply the same for retirees

    • 100 additional special education release days;

    • A joint committee to evaluate minimum days;

    • Compensation for supervising additional students in the absence of a substitute;

    • A new stipend for special education case managers, a middle school AVID Coordinator; an increase to the BCLAD stipend; and an increase to the $8000 stipend for speech language pathologists

    • Maximum Class size language with compensation for teachers assigned beyond the cap;

    • A reduced workload option for unit members close to retirement;

    • Modified language regarding reassignment, criteria to earn a year of service credit, and mileage reimbursement for travel assignments.

    LMUTA and LMUSD found agreement on updating language for consistency of pronoun use and bargaining unit member designation throughout sunshined articles.  

    The teams will return to negotiations on February 23, 2024.  At the next meeting, the District will provide information and feedback regarding the total cost of LMUTA’s above proposal as well as providing a counter proposal.

  • We are excited to announce that after the Lucia Mar Unified School District (LMUSD) and the California School Employee Association, Chapter #275 (CSEA) met today to continue negotiations, the Parties have reached a Tentative Agreement for the 2022-2023 school year.   Over the course of negotiations, the parties reviewed comprehensive data and collaborated on many areas to reach an agreement.

    The Tentative Agreement will now be reviewed by the County Office of Education to complete the AB 1200 process and move forward to be ratified by CSEA membership.  After these steps are completed, the agreement will be presented to the LMUSD Board of Education for final approval.

    The terms of the Tentative Agreement include the following:

    • A 9.25% salary increase retroactive to July 1, 2022;

    • An $10,800 increase to the health benefits cap effective for the 23-24 school year;

    • A restructured salary schedule that includes

      • Elimination of current ranges 10-15 for all classifications. Workers currently in these ranges will be placed at Range 16 (effective July 1, 2023).

      • Elimination of current ranges 10-16 for all food service workers.  Workers currently in these ranges will be placed at Range 17.  (effective July 1, 2023).

      • Updates to the salary ranges for Food Service Unit Leads I-III (effective July 1, 2023).

    Anthony Chavez, President 

    CSEA

    Jennifer Handy, Assistant Superintendent

    LMUSD

  • The Lucia Mar Unified School District (LMUSD) and the California School Employee Association, Chapter #275 (CSEA) met again today to continue reopener negotiations for the 2022-23 school year.  The Parties engaged in productive discussions, discussed focus areas and shared data. The Parties are scheduled to meet again on February 28 and will begin with CSEA providing its counter-proposal.

  • We are excited to announce that after LMUTA and the District met again today to continue negotiations, the Parties have reached a Tentative Agreement for the 2022-2023 school year.   Over the course of negotiations, the parties reviewed comprehensive data, including county salary comparisons, and collaborated on many focus areas to reach agreement.

    The Tentative Agreement will now be reviewed by the County Office of Education to complete the AB 1200 process and move forward to be ratified by LMUTA membership.  After these steps are completed, the agreement will be presented to the LMUSD Board of Education for final approval.

    The terms of the Tentative Agreement include the following:

    • 10% salary increase retroactive to July 1, 2022;

    • An increase to the tiered health benefits cap, providing caps of $10,600 for single plans, $11,600 for single plus one plans, and $12,600 for family plans, effective for the 23-24 school year;

    • Alignment of the evaluation process to the Education Code;

    • Creation of instructional minutes committee;

    • Clarification of the advancement on salary schedule; 

    • Clarification of extra hours worked before the start of the school year for nurses.

     

    Cody King, President 

    LMUTA

     

    Jennifer Handy, Assistant Superintendent

    LMUSD