Campbell Union High School District

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Departments » Labor Management and Negotiations » Labor Management and Negotiations

Labor Management and Negotiations

Welcome to the Labor Management and Negotiations page, where up-to-date information is made available to the CUHSD community about the current negotiations process between the District and our bargaining units. The District has completed contract negotiations for the 2019-20120 school year with the Campbell High School Teachers Association (CHSTA).

CUHSD signed contract agreements with both the California School Employees Association (CSEA) and Service Employees International Union (SEIU). During the January 17 meeting, the Board of Trustees approved a tentative agreement between CSEA and CUHSD on a salary increase for the 2018-2019 school year and an agreement on organizational security. Highlights of the tentative agreement include a 3% ongoing increase to the current salary schedule retroactive to July 1, 2018, and a stipend for bilingual employees.


SEIU and CUHSD reached an agreement for the 2018-2019 contract. The last bargaining session was held April 18, where all tentative agreements were signed; SEIU ratified the agreements on April 25. The Board of Trustees will receive the agreements on May 2.


The new agreements address important topics, including progressive discipline procedures and compensation. The agreement provides SEIU employees with a 3% ongoing salary increase, retroactive to August 1, 2018, and maintains current health and welfare benefits.


The Superintendent recommended a 3% increase to certificated and classified management and confidential (CCMC) employee salary schedules. This group of employees are not part of a bargaining unit and had the opportunity to meet and confer with District administration.  


Below you will find:
CUHSD Bargaining Update on CHSTA Negotiations
Spring 2019
Updated June 14, 2019

The Campbell Union High School District Board of Trustees approved tentative agreements between the Campbell High School Teacher’s Association (CHSTA) and CUHSD for a three-year contract during the June 13 Board meeting.


The new agreements address important topics including increased activities stipends, improved teacher salary while maintaining current health and welfare benefits and also clarifying class sizes for special education classes.





Budget Challenges: Preparing for the Future


To prepare for the high likelihood of an economic downturn in the near future, the District should be fiscally conservative. With economists predicting a strong likelihood of an upcoming recession and lawmakers consistently not providing adequate funding supports to education, maintaining the fiscal integrity of the District is a top priority to avoid salary reductions, layoffs and significant cuts to important student programs. The District must ensure any salary increases can be supported with ongoing revenues to protect vital programs for our students.


graph indicating upcoming economic downturn



We are already facing budgetary obstacles, including increasing student enrollment. As a community-supported district, the majority of our funding comes from local property taxes and not from average daily attendance. As enrollment increases, the District does not receive additional funding to compensate for the additional staff and supplies new students require.


graph showing an increase in student enrollment
Another strain school districts are facing is the state-mandated increased pension obligations. Newly released state data published by EdSource showed California school districts’ expenses for employee pensions on average doubled to over a thousand dollars per student over the past four years. Those increases are expected to rise at least several hundred dollars more per student in the coming years.
graph showing the increase in District retirement contributions

Furthermore, the District’s savings (“ending fund balance”) are the lowest since before the great recession and has decreased by more than one third since 2012-2013.


graph showing the declining district's savings
On top of the increased enrollment, there are increasing costs for special education students and services.
graph showing the increase in special education costs
Compared to surrounding districts with the same funding structure, we receive the lowest amount of revenue.
For comparison, we receive $13,500 per student per year while Saratoga-Unified receives $19,300 per student per year.  
graph comparing revenue between Santa Clara County School districts

Our Goal

The District wants to provide a salary increase that maintains competitive compensation for all employees in our current high-cost region while maintaining fiscal responsibility.



Frequently Asked Questions about Teacher Negotiations


Question:  I understand the District has provided salary increases over the past five years, but what about before that?

Response: There were a number of years following the recession where CUHSD and many other districts provided no salary increases. In addition, CUHSD employees went without raises for multiple years and teachers reduced workdays to avoid a salary reduction. Since the recession, CUHSD raises have been aligned with most other high school and unified districts, with the exception of Santa Clara Unified, where tax revenue has increased dramatically with the addition of Levi’s Stadium and new construction.


comparison salary charts

Source: Forecast 5 2017-18 J90



Question: How do teacher salary increases compare to administrative salary increases?

Response: On the whole, management has received a smaller percentage increase to salary when compared to teacher salary increases since the current administration has been in place.  For instance, in 2016-2017, the District provided a 6% salary increase to teachers and classified staff; however, management received differentiated salary increases--some groups received a 3% salary increase while others received a 6% increase--depending on the median total compensation for the employee group.


In 2017-2018, teachers received both an “on-schedule” salary increase of 2% and an “off-schedule” payment of 1%.  Management received only the equivalent on schedule increase of 2% and did not receive any off schedule payments.


Question:  Why don't CUHSD salaries keep pace with other high school districts in the area?  

Response: Salaries are determined by the amount of money we have coming in the door and the expenses we are obligated to pay. Due to California school funding, we can no longer compare ourselves with our neighboring districts. District revenues are dramatically different. Although we are a “community supported” district (we receive funding through property tax revenue), CUHSD revenue is the lowest of all community supported districts.  We receive $13,500 per student per year while Palo Alto Unified receives $19,300 per student per year. These two districts are in radically different revenue situations and therefore have radically different salary schedules.


Question:  Fremont Union High School District (FUHSD) and CUSHD receive relatively similar revenue, but FUHSD outpaces CUHSD in salary. Why?


Response: There are a number of reasons for this:

  • First, FUHSD has a lower “unduplicated count”--which means they have fewer students with higher need. Because CUHSD has a larger unduplicated pupil count, we must set aside more of our general fund to improve outcomes for specific students.
  • In addition, CUHSD has experienced faster student growth in recent years, but without receiving more income per student.  We have had to hire more teachers, hire more classified staff, purchase more materials and books, but the budget hasn’t increased to accommodate the additional costs associated with student growth.
  • FUHSD also uses a Revenue Sharing Protocol which dictates salary increases based on revenue and expenses. FUHSD does not negotiate raises with any employee groups.
  • Finally, CUHSD provides a more robust benefits package to teachers than FUHSD and is the only district in the county to offer a “floating cap”.  Health and welfare are incredibly important to our employees and we offer multiple plans for the employee and the family at no cost to the employee.


Question:  Why can’t the District’s $20 million dollar fund balance be used for teacher salaries?


Response:  Any increase in teacher salaries must come from ongoing revenue since it is an ongoing cost. The purpose of the reserve is to pay for emergency or one-time costs. Using reserves to increase teacher salaries would be the same as paying a mortgage with an emergency savings account. Eventually, the emergency savings account would run dry and you would be unable to pay for your home.




Question:  How is the District helping teachers who are struggling to keep up with the cost of living in the area?

Response: The District values teachers who are the heart of what we do, educating and supporting our students. Despite the fiscal challenges, the District is looking at all options to make sure they continue to see salary increases, as we live in a region that has topped the charts for housing costs. CUHSD is also doing everything possible to secure jobs by identifying additional revenue sources, such as the land use initiative For the Kids. The District has also connected with the Landed to provide support to employees looking to buy a home.

Question:  Have staff received raises in the past? (Updated graph)
Response: Yes. Salary increases for teachers have been consistent with many surrounding districts over the past five yearsDespite rising costs for health benefits and pension contributions, the District has provided a total of 20.5% in annual salary increases to teachers over the past five years, not including one-time payments.
These increases came after a number of years of no salary increase and a decrease in work days.
salary chart
Question: I have heard CUHSD teacher salaries are dead last. Is that true?

Response: No.
When comparing salaries alone, CUHSD ranks eighth out of eleven unified and high school districts in the county, based on the October comprehensive budget review conducted by School Services of California.   
Salary, however, is only one component of the picture. Total compensation includes compensation and benefits. In the same report by School Services of California, CUHSD ranks second out of eleven high school and unified districts when comparing average benefit contribution and moves to sixth out of eleven high school and unified districts when comparing total compensation. 
Question: I always hear that school finances are in trouble, but then everything turns out fine. What is different now?
Response: Currently expenses, including state-mandated district contributions to retirement pensions, are outpacing revenue and are causing significant financial hardships for districts. See the figure below which demonstrates that the pension contributions will have doubled over seven years.
chart showing the rising costs of retirement contributions