Campbell Union High School District

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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. We recently updated the FAQ section with a salary chart comparing long-term salary increases for teachers to other school districts in the region.
 
The District is currently in contract negotiations with the Campbell High School Teachers Association (CHSTA) and will begin negotiations with both classified employee groups in the fall of 2018. Below you will find:
 

 

Frequently Asked Questions

 

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 2016-17 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: I have heard teachers are working without a contract; what does that mean? 
 
ResponseThe most recent teacher contract was in effect from August 2016 to August 2018.  Although the contract has passed its end-date, teachers still maintain the vast majority of rights and protections within the contract.  The District honors the articles within the collective-bargaining agreement, including compensation and benefits.  
 
The District and CHSTA have been bargaining since spring 2018 and have been discussing compensation since May.  Through the interest-based bargaining (IBB) process, both groups develop interests and brainstorm options.  The IBB process can often take longer than traditional bargaining.
 
 
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.
 
Pension Contributions - STRS and PERS
 
Question: If the district has $20 million in reserves, why can't the district provide higher raises?
 
Response: While CUHSD has an ending fund balance of close to $20 million at the close of the 2017-2018 budget, $4 million is restricted. Of the remaining balance, approximately $6 million is required to be held in reserve by board policy, $5 million prevents the layoff of staff in the event the parcel tax is not renewed, and the remaining balance will be depleted in coming years as expenses increase. 
Fund Balance
 
 
 
Furthermore, the fund balance as a percent of expenditures has decreased by more than one third since
2012-2013.
 
Fund balance decrease

 

Bargaining Updates

 
 
 

Resources

 

Dr. Bravo's Audio Presentation on the Budget

 
 

SSC