This guide breaks down how union negotiated raises work, how they impact your lifetime earnings, and why they play a critical role in financial stability for public school employees.

What Are Union Negotiated Raises?

Union negotiated raises are salary increases secured through collective bargaining between employee unions and school districts. These raises are outlined in your district’s contract and typically fall into three categories:

• Cost of Living Adjustments (COLA)
• Step increases
• Column (education) increases

Organizations like the National Education Association and the American Federation of Teachers advocate at state and national levels, while local bargaining units negotiate specific district contracts.

Unlike merit-based systems, these increases are transparent and predictable — which makes financial planning much easier.

Types of Raises School Union Employees Receive

Understanding the types of raises in your contract helps you see the full financial picture.

1. Step Increases: Predictable Career Growth

Most school districts use a step-and-column salary schedule. Each year of service typically moves you “one step” forward, increasing your pay automatically.

Why Step Increases Matter

• They reward experience.
• They provide guaranteed annual growth (if funded in the contract).
• They compound over time.

For example, a $2,000 annual step increase doesn’t just affect one year — it increases every future paycheck moving forward. Over a 20–30 year career, that compounding effect can add tens of thousands (or more) to your total earnings.

This predictability is one of the strongest financial advantages of unionized public employment.

2. Cost of Living Adjustments (COLA)

COLA raises are negotiated to help employees keep up with inflation. When inflation rises, unions negotiate increases to maintain purchasing power.

Without COLA, inflation quietly reduces your real income. A 3% raise during a 3% inflation year maintains your financial position rather than growing it — but it protects you from falling behind.

In states like California, COLA adjustments often align with state education funding formulas, which unions advocate to protect during negotiations.

3. Column Movement: Investing in Education Pays Off

Column increases occur when employees complete additional education — such as graduate credits, certifications, or advanced degrees.

For certificated employees, moving from a Bachelor’s degree column to a Master’s degree column can significantly increase base salary. Over decades, that difference multiplies dramatically.

This structure encourages:

• Professional growth
• Continuing education
• Long-term career investment

And importantly, these increases are permanent additions to your salary base.

The Long-Term Financial Impact

Compound Growth Over Time

Even a 3–5% raise may not seem dramatic in a single year. But compounded over a full career, negotiated raises can add hundreds of thousands of dollars in total earnings.

For example:

• A 3% annual increase on a $60,000 salary adds $1,800 the first year.
• But over 20 years, that consistent increase builds significantly larger cumulative income.

This affects:

• Your retirement contributions
• Your pension calculations
• Your Social Security earnings record
• Your overall lifetime wealth

Raises and Retirement Benefits

For many school employees, retirement systems like California State Teachers’ Retirement System and California Public Employees’ Retirement System calculate pensions based on final compensation or highest earning years.

Higher negotiated raises mean:

• A larger “final compensation” number
• Higher monthly pension payments
• Greater financial stability after retirement

Even small increases toward the end of your career can significantly impact your lifetime retirement income.

The Power of Collective Bargaining

Raises secured through collective bargaining represent more than just salary increases — they reflect collective advocacy.

Through negotiation:

• Salary schedules are adjusted.
• Salary compression issues are addressed.
• Equity between job classifications can be corrected.
• Long-term financial fairness is pursued.

Without organized representation, wage increases may depend entirely on district budget discretion, which can lead to inconsistent compensation growth.

Inflation and Why Negotiated Raises Matter More Than Ever

In recent years, inflation has affected housing, groceries, and healthcare costs nationwide. Without negotiated increases, employees effectively take a pay cut in real terms.

Union advocacy ensures districts consider:

• State funding increases
• Budget surpluses
• Enrollment changes
• Cost-of-living data

This protection helps employees maintain financial stability even during economic uncertainty.

What You Can Do as a Union Member

To maximize the financial benefits of negotiated raises:

1. Understand your salary schedule. Know your step and column placement.
2. Track your eligibility for movement. Don’t miss professional growth deadlines.
3. Attend union meetings. Stay informed about negotiations.
4. Review contract updates. Raises may include retroactive adjustments.
5. Plan long-term. Factor guaranteed increases into retirement planning.

Being informed allows you to fully benefit from what your union negotiates.

Final Thoughts: Raises That Build a Future

Union negotiated raises are not just yearly adjustments — they are building blocks for your financial future.

Over time, structured increases:

• Grow your total lifetime earnings
• Strengthen your pension
• Protect your purchasing power
• Provide income predictability
• Support long-term financial planning

For school district employees, collective bargaining creates more than better working conditions — it creates financial security. Understanding how your negotiated raises work empowers you to make smarter decisions today that benefit you for decades to come.

This remarkable agreement marks the second consecutive year that CSEA 399 members and CUSD have successfully negotiated for salary increases, demonstrating the commitment of both parties to valuing and rewarding the dedicated workforce that keeps the Calexico Unified School District running smoothly. On August 1, 2023 members of CSEA voted in favor of the contract agreement with Calexico Unified School District.

Voting results

• Yes – 328
• No – 18
• Abstain from voting – 1

The last step of the deal came on August 24, 2023, when the Calexico School Board of Education voted unanimously with a resounding 5-0 in favor of the negotiated agreement. This decision effectively ratified the CSEA Tentative Agreement, Salary Schedule, and AB 1200 Disclosure of Proposed Collective Bargaining Agreement with the California School Employees Association (CSEA) Chapter 399 for Fiscal Years 2022/2023-2023/2024.

This achievement not only reflects the unity and resilience of CSEA members but also highlights the proactive approach taken by the Calexico School Board of Education in recognizing the indispensable contributions of their workforce. It’s a win-win situation that not only enhances the livelihoods of these diligent workers but also strengthens the Calexico Unified School District as a whole.

The commitment to fair compensation and collaborative negotiations displayed by both parties sets a shining example for other school districts and labor unions across California. This positive news underscores the importance of valuing the professionals who play an essential role in shaping the future of our children.

The agreement will include:

• 2022-2023: 5% ongoing salary schedule increase, retroactive to July 1, 2022.
• 2023-2024: 7% ongoing salary schedule increase, retroactive to July 1, 2023.
• The district will continue to fully fund health and welfare benefits for eligible employees for the 2022-2023 and 2023-2024 school year.
• Increase incentive from 20% to 25% with two additional one-time bonuses.

Visit the contract Negotiation page for all negotiation details and timelines.

As CSEA members celebrate this well-deserved victory, the entire community can look forward to a brighter future for the Calexico Unified School District, where the dedication and hard work of its employees are recognized and rewarded.

Each May, California salutes the important contributions of classified school employees during Classified School Employee Week (CSEW). This year, we are celebrating the theme Classified Professionals: Indispensable, Inspiring & Invincible.

“Classified School Employee Week is when our colleagues and community honor our hard work and dedication to our students,” said Association President Adam Weinberger. “We are used to working behind the scenes, but this is our time to be celebrated! I hope you and your chapter do something special for CSEW, whether a job-shadow event with administrators or a get-together with your fellow CSEA members.

Please take the time to express your appreciation for each other and show your school community that classified employees are Indispensable, Inspiring, and Invincible!”

Classified employees at Calexico Unified School District have earned respect as educators and partners in the education community. More importantly, they have become recognized as the essential frontline workers who keep our schools up and running while making a difference in the lives of the students they serve. Let’s celebrate our Classified staff at Calexico Unified School District.

CUSD Classified School Employees

This also commemorates the first attempts for labor unions in the United States to try to provide labor right for employees. In the early 19th century, during a time when workers had little to no protection from exploitative employers. These early unions were often met with fierce opposition from business owners and government officials, who viewed them as a threat to the established order.

The Haymarket affair and subsequent events that led to May Day were not intended to become part of labor history. In 1886, about 200,000 US workmen launched a nationwide strike for an eight-hour day, and it became known as the Haymarket affair when workers in Chicago led major union demonstrations on May 1 in support of the cause. 

The Chicago protests were part of several days of action, and a strike at the McCormick Reaper plant turned violent on May 3. The next day, a peaceful meeting at Haymarket Square became even more chaotic, leading to one of the most significant events in American labor history.

On the night of May 4, After the last speaker was finishing his talk. A delegation of 180 policemen marched from the station a block away to break up what remained of the meeting. The police captain ordered the meeting to disperse, the speaker cried out that it was a peaceable gathering, a bomb exploded in the police ranks. It wounded 67 policemen, of whom seven died. The police opened fire, killing several men and wounding 200, and the Haymarket Tragedy became a part of U. S. history.

In 1889, the International Socialist Conference declared that May 1 would be an international holiday for labor in commemoration of the Haymarket affair, and it is now known as International Workers’ Day. 

However, in the United States, May Day faced severe opposition during the anti-communist fervor of the early Cold War. In July of 1958, President Eisenhower signed a resolution naming May 1 “Loyalty Day” to avoid any hint of solidarity with the “workers of the world” on May Day. The resolution declared it would be “a special day for the reaffirmation of loyalty to the United States of America and for the recognition of the heritage of American freedom.” Despite the government’s attempts to suppress May Day, the labor movement in the United States continued to fight for better working conditions and worker rights. The Haymarket affair became a critical moment in the struggle for an eight-hour workday, and the legacy of the event remains relevant today.

Despite this opposition, unions persisted and began to gain traction in the latter half of the 19th century. The National Labor Union, founded in 1866, was one of the first national unions in the United States. The Knights of Labor, founded in 1869, was another influential union that played a key role in the labor movement of the late 1800s.

In 1886, a group of craft unions formed the American Federation of Labor (AFL), which would become the largest and most influential labor organization in the United States for much of the 20th century. The AFL focused on improving working conditions and securing higher wages for skilled workers, and it was instrumental in the passage of laws that protected workers’ rights.

May Day remains a crucial event for labor movements worldwide. It is an opportunity to reflect on workers’ rights and the progress made in securing better working conditions and fair compensation. Despite advancements in labor laws and worker protections, the fight for better working conditions and pay is ongoing, particularly in the United States.

In recent years, the COVID-19 pandemic has exposed the gaps in the US labor system, with essential workers facing hazardous working conditions, low pay, and limited protections.

Resources:

1. The history of labor unions in the United States: “The Birth of Labor Unions in the United States” by John-Henry Doucette, published on History.com on May 1, 2021.
2. The significance of May Day in the United States labor history: “May Day: A Short History of the International Workers’ Day” by Peter Linebaugh, published in Jacobin Magazine on May 1, 2015.
3. The Haymarket Affair and the Origins of May Day: “The Haymarket Tragedy: A Watershed in the American Labor Movement” by William J. Adelman, published in the Illinois Labor History Society’s “The Journal of the Illinois State Historical Society” in 2001.
4. The opposition to May Day in the United States during the Cold War era: “The Origins of ‘Loyalty Day’: Cold War Politics and National Identity in the United States, 1940-1955” by Richard Pells, published in “Diplomatic History” in 1983.
5. The rise of the American Federation of Labor: “The American Federation of Labor: History, Politics, and Prospects” by James H. Stone, published by Holmes & Meier Publishers, Inc. in 1990.

The $200 Senior Scholarship is a one-time scholarship for children of CSEA Local Chapter #399 Members in Good Standing who will be graduating from high school this 2023 year and would like to further their education by attending a Community College, 4-Year College, or Trade School.  He/She must have a minimum GPA of 2.0 to qualify and must submit proof of enrollment into the school they will be attending along with the application.

The $500 Frances Felix Scholarship is a one-time scholarship for the children of CSEA Local Chapter #399 Members or Members themselves who would like to further their education by attending a Community College or 4-Year College.  He/She must have a minimum GPA of 2.0 and a “C” average.  An unofficial transcript must show enrollment of a minimum of 9 units/credits in order to qualify.  In addition, a 250-400 word essay entitled “What an Education Means to Me” must be submitted with the application.

The $500 Perpetual Scholarship is a one-time scholarship for CSEA Local Chapter #399 Members who would like to further their education by attending a Community College or 4-Year College.  He/She must have a minimum GPA of 2.0 and a “B” average.  An unofficial transcript must show enrollment of a minimum of 9 units/credits in order to qualify.  In addition, a 250-400 word essay entitled “What an Education Means to Me” must be submitted with the application

• Applications are attached and are also available through your Scholarship Committee members:  Krystle Casares kcasares@cusdk12.org, Esperanza Amial eamial@cusdk12.org, Lorena Gastelum  lgastelum@cusdk12.org
• They will also be made available through the Calexico High School website.  
• If you have any questions, please feel free to contact any Committee Member.
• Be aware that CSEA has other Scholarship opportunities, please log onto csea.com for more Scholarship opportunities.
• Recipients of Scholarships will be notified via CSEA Chapter members by e-mail. 
• 2023 High School Seniors may apply to both the Senior & Frances Felix Scholarship.
• High School Seniors do not need to be attending CHS, they can be attending any high school in the Valley, however, the parent must be a CSEA Calexico Chapter Classified Employee member.

APPLICATION/S MUST BE COMPLETED AND RETURNED NO LATER THAN MAY 19, 2023 to any Scholarship Committee Member via e-mail or in person, or you may drop off with the CUSD District Receptionist at 901 Andrade Avenue; Calexico, California.         

Good luck to everyone!

If you’re thinking about joining a union, or if you’re already a member. You may already hear the term “union dues”. But what are union dues, exactly, and why do they matter? In this article, we’ll explore what union dues are, how they’re calculated, and why they’re important for both unions and their members.

Union dues are fees paid by union members to support the activities and goals of their union. These fees can vary depending on the union and the industry, but they generally cover the costs of union administration, collective bargaining, and other union-related activities. Union dues can also fund political campaigns or other advocacy work related to workers’ rights and social justice issues.

The funds collected from union dues at Calexico Unified School District are used to support the union’s various activities, including:

• Negotiating with employers for better wages, benefits, and working conditions
• Representing members in labor disputes or grievances
• Providing education and training programs for members
• Advocating for labor-friendly policies at the local, state, and federal levels

The way union dues are calculated can vary depending on the union’s rules and bylaws. Some unions charge a flat rate per member, while others calculate dues as a percentage of a member’s wages or salary. In some cases, unions may also charge initiation fees or assessments for special projects or campaigns.

Union dues are critical to the continued success of labor unions. Here are some of the reasons why they matter:

1. Funding for Collective Bargaining

One of the most important roles of unions is collective bargaining. This process involves negotiating with employers on behalf of union members to secure better wages, benefits, and working conditions. Union dues provide the funding necessary to support this bargaining process. Without this money, unions would not have the resources needed to effectively negotiate with employers, and the bargaining process would suffer.

2. Protection of Employee Rights

Unions play a vital role in protecting the rights of employees in the workplace. They represent members in grievances and disciplinary proceedings and advocate for fair treatment and due process. Union dues fund the resources necessary to provide these services to members. Without funds, unions would not be able to provide the necessary legal and financial support to their members.

3. Professional Development and Training

Many unions provide education and training programs to their members. These programs help members improve their skills and knowledge in their respective fields, making them more valuable employees. Union dues fund these programs, which can help members advance in their careers and earn higher wages.

4. Political Advocacy

Unions advocate for policies that benefit working people, such as better wages, workplace safety regulations, and healthcare access. Union dues fund the resources necessary to support these advocacy efforts, including lobbying, political campaigning, and grassroots organizing.

Some people argue that mandatory union dues are unfair because they force workers to support an organization they may not agree with or want to be a part of. These individuals may feel that they should be able to negotiate their own wages and benefits without the involvement of a union.

The right-to-work movement

The right-to-work movement is a political and ideological movement that seeks to limit the power of unions by making it illegal for unions to require workers to pay dues as a condition of employment. Right-to-work laws have been passed in several states in the US, and they are often supported by conservative politicians and business interests.

In 2018, the US Supreme Court ruled in Janus v. AFSCME that mandatory union dues for public sector employees were unconstitutional. This decision has been controversial, with some arguing that it weakens the power of unions and undermines workers’ rights to collective bargaining.

• Critics against the right-to-work movement argue that right-to-work laws weaken union power and benefit corporations by limiting the labor union budget.
• Research at the Economic Policy Institute shows that states with RTW laws see higher employment but lower wages for workers.
  • The biggest difference between workers in RTW and non-RTW states is the fact that workers in non-RTW states are more than twice as likely (2.4 times) to be in a union or protected by a union contract.
  • Average hourly wages, the primary variable of interest, are 15.8 percent higher in non-RTW states ($23.93 in non-RTW states versus $20.66 in RTW states). Median wages are 16.6 percent higher in non-RTW states ($18.40 vs. $15.79).

https://www.epi.org/publication/right-to-work-states-have-lower-wages/

In summary, union dues are the fees paid by members of a union to support the organization’s activities and initiatives. These fees are used to fund collective bargaining efforts, improve working conditions, provide training and development opportunities, and support strike funds, among other things. While there is some controversy surrounding mandatory union dues, many workers benefit from the collective bargaining power of unions and the improved wages, benefits, and working conditions that they can secure.

If you’re considering joining a union, it’s important to understand the role that union dues play and the benefits that they provide to both the union and its members.

*Thank you for reading! If you have any questions or comments about union dues or anything else related to unions, please feel free to leave them in the comments section below.

This is one of the most important benefits of coming together with your colleagues to form a union is gaining the clarity and security of a union contract. In this article, we will explore many of the most important segments of labor union contracts, including their components, the collective bargaining process, and the importance of good-faith negotiations.

The term “collective bargaining” refers to the negotiation of employment terms between an employer and a group of workers. Labor union contracts are the outcome of this negotiation process, which involves two committees representing the union members and management.

Union members are normally represented by their labor union during collective bargaining. The union’s bargaining team is usually selected through a process outlined in the union’s constitution and by-laws, while the employer designates the management team.  

In union employee contract negotiations, the parties involved typically include representatives from the labor union, such as the union’s local president, employees within different departments, and/or union steward. On the other side, the employer’s negotiating team may consist of leaders from the human resources department, the company’s president, and a lawyer knowledgeable in labor and employment law.

Labor union contracts include various components that outline agreements on wages, benefits, working schedules, seniority-based bidding for shifts, holiday schedules, and grievance procedures. Early in negotiations, the parties focus on two critical clauses: management’s rights and the deduction of union dues from employees’ paychecks.

Labor union contracts include several key components that outline the rights, obligations, and terms of employment for union members. These components include:

1. Wages: The contract specifies the wages or salary structure for different job classifications and may include provisions for regular pay increases or cost-of-living adjustments.
2. Benefits: It outlines the comprehensive benefits package offered to union members, which may include health insurance, retirement plans, vacation and sick leave, and other fringe benefits.
3. Working Schedules: The contract defines work hours, shift rotations, and any provisions for overtime pay, as well as guidelines for breaks and meal periods.
4. Seniority-Based Bidding: It establishes a system for assigning shifts, promotions, or job assignments based on seniority within the union.
5. Holiday Schedules: The contract outlines the recognized holidays and any premium pay rates or time-off provisions for working on holidays.
6. Grievance Procedures: It establishes a formal process for resolving disputes or grievances between union members and the employer, including steps for filing complaints and the arbitration process if necessary.
7. Management Rights: The contract defines the scope of the employer’s authority and outlines the limitations on management’s decision-making power within the unionized workforce.
8. Union Dues: It includes provisions on how union dues are collected from employees’ paychecks and remitted to the labor union.

These components serve as the foundation for the working relationship between the labor union and the employer, ensuring clarity and fairness in the terms and conditions of employment.

When the union and the employer reach a tentative agreement, they create a memorandum of understanding (MOU). This document contains all the elements of the final contract but requires ratification by the union members. After reviewing the MOU, the parties reconvene to address outstanding matters and negotiate final details. Upon reaching a final agreement, the labor union seeks ratification through voting among its members.

• A tentative agreement in the context of labor union contracts refers to a preliminary or initial agreement reached between the labor union and the employer. This agreement outlines the terms and conditions of employment, including provisions related to wages, benefits, working conditions, and other relevant factors. However, it is important to note that a tentative agreement is not yet final or binding.
• After reaching a tentative agreement, the labor union and employer typically draft a document called a Memorandum of Understanding (MOU) or a similar term. The MOU contains all the agreed-upon elements of the contract but requires further steps for it to become a fully ratified and enforceable labor union contract.
• The ratification process is the next stage, wherein the labor union seeks approval from its members regarding the tentative agreement. The union’s bargaining committee presents the details of the agreement to union members and allows them to vote on whether to accept or reject it. The voting process may vary but is typically conducted through a formal ballot or secret ballot.
• If the majority of union members vote in favor of the agreement, the contract is considered ratified. Once ratified, the labor union contract becomes legally binding, and the terms outlined in the agreement are enforceable by both the union and the employer.

The tentative agreement and ratification process ensures that the labor union members have the opportunity to review and approve the negotiated terms before they become legally binding, ensuring democratic decision-making within the union.

The National Labor Relations Act mandates good-faith efforts from both the union and the employer during the bargaining process. Good faith bargaining entails scheduling convenient sessions, preparedness for negotiations, and refraining from intimidating behaviors. Actions such as stonewalling and unreasonable demands are considered bad faith and violate the act. The National Labor Relations Board intervenes when either party fails to bargain in good faith.

The importance of the good faith bargaining during the collective bargaining process is an essential part of the negotiation between labor unions and employers. Here are the key reasons why:

1. Promotes Fairness and Balance: Good faith bargaining fosters a fair and balanced negotiation process, where both parties actively engage in meaningful discussions and make sincere efforts to reach mutually acceptable agreements. It ensures that neither the union nor the employer holds an unfair advantage or exploits the bargaining process.
2. Enhances Trust and Collaboration: Acting in good faith builds trust and facilitates a collaborative atmosphere during negotiations. When both the union and the employer approach bargaining with openness, honesty, and a willingness to find common ground, it paves the way for constructive dialogue and the exploration of creative solutions.
3. Encourages Efficient Negotiations: Bargaining in good faith helps streamline the negotiation process, as both parties come prepared with relevant information and are committed to reaching timely resolutions. This reduces unnecessary delays, promotes efficiency, and minimizes disruptions to work and productivity.
4. Preserves Labor-Management Relationships: By engaging in good faith bargaining, labor unions and employers can maintain positive relationships even during challenging negotiations. It demonstrates respect for each other’s interests and concerns, which can help preserve long-term working relationships and prevent unnecessary conflicts or animosity.
5. Complies with Legal Requirements: Good faith bargaining is often a legal obligation enforced by labor laws and regulations. In many jurisdictions, labor relations statutes mandate that both parties negotiate in good faith, prohibiting bad-faith actions such as making unreasonable demands, stonewalling, or engaging in coercive tactics. Compliance with these legal requirements is crucial to avoid potential legal consequences or sanctions.
6. Facilitates Sustainable Agreements: Bargaining in good faith increases the likelihood of reaching durable and sustainable labor union contracts. When both parties genuinely consider each other’s perspectives and interests, the resulting agreements tend to be more comprehensive, mutually beneficial, and capable of fostering long-term stability and cooperation.

Good faith bargaining is essential for promoting fairness, trust, collaboration, efficiency, and legal compliance in labor union contract negotiations. It sets the foundation for constructive and successful labor-management relationships, benefiting both union members and employers alike.

Labor union contracts play a vital role in establishing the rights and responsibilities of both union members and employers. Through collective bargaining and good faith negotiations, these contracts ensure fair working conditions and address grievances.

Understanding the components and processes involved in labor union contracts is crucial for both parties involved in the employment relationship.

Charter schools are publicly funded schools that operate independently of traditional public school systems. They are granted charters by a state or local authority, which allows them to operate under different rules and regulations than traditional public schools. Charter schools are often run by private companies, non-profit organizations, or individuals, and have more autonomy in hiring, curriculum development, and budgeting than traditional public schools.

Charter schools were first established in the US in the early 1990s as a way to provide more educational options for families and promote innovation and competition in education. Since then, the number of charter schools has grown rapidly, and they now serve over 3 million students in 44 states and the District of Columbia.

Labor unions are organizations that represent workers in collective bargaining with their employers. In schools, labor unions typically represent teachers, support staff, and other school employees. Labor unions negotiate contracts that establish salaries, benefits, and working conditions for their members, and provide legal representation and advocacy for their members in disputes with management.

Labor unions have a long history in the US, dating back to the 19th century. In schools, labor unions became more prevalent in the mid-20th century, and today, the majority of public school teachers and other school staff are members of a union.

Charter schools can have a negative impact on traditional public schools by diverting public funding away from them and creating a two-tiered system of education. In addition, charter schools often have lower unionization rates, which can reduce the job security and benefits of teachers in traditional public schools.

Charter schools are generally less unionized than traditional public schools. According to a 2020 report by the National Education Association, only 11% of charter schools are unionized, compared to 68% of traditional public schools. This means that charter school teachers and staff are less likely to be members of a union, and therefore have less collective bargaining power.

Impact of charter schools on Salaries and Benefits

Charter schools often offer lower salaries and benefits than traditional public schools. According to a 2019 report by the Economic Policy Institute, charter school teachers earn, on average, 11% less in salaries than traditional public school teachers. In addition, charter school teachers are less likely to have health insurance and retirement benefits.

Charter school operators have been known to engage in union-busting tactics to prevent their employees from unionizing. These tactics include intimidating employees, making anti-union statements, and even firing employees who support unionization. In some cases, charter schools have closed down or been taken over by other operators to prevent unionization efforts.

There have been several high-profile cases of charter schools and labor unions clashing over labor issues. For example, in 2019, teachers at the Chicago International Charter School went on strike for 11 days over issues such as pay, class sizes, and support staff. The strike was the first-ever strike at a charter school in the US.

Lack of Accountability and Transparency in charter schools

Labor unions also argue that charter schools lack accountability and transparency, which makes it difficult for teachers and other school staff to advocate for their rights and for parents to make informed decisions about their children’s education. They argue that charter schools are often run by private companies or non-profit organizations that are not subject to the same level of oversight as traditional public schools.

Charter schools have been criticized for cherry-picking students, which means selecting students based on academic ability, behavior, or other factors that make them more likely to succeed academically. This can lead to segregation and inequity in education, as well as a lower level of academic rigor and challenge for students who are not selected.

Charter schools and privatization of education

Labor unions argue that charter schools contribute to the privatization of education, which undermines public education and reduces the collective bargaining power of teachers and other school staff. They argue that charter schools divert public funding away from traditional public schools, which serve the vast majority of students, and create a two-tiered system of education.

Labor unions also argue that charter schools often have lower standards and qualifications for teachers than traditional public schools. They argue that this can lead to a lower quality of education for students and reduced job security and benefits for teachers.

Charter schools have become a contentious issue in education policy and labor relations. While supporters of charter schools argue that they provide more educational options for families and promote innovation and competition in education, opponents argue that they undermine public education, reduce teacher job security and benefits, and contribute to the privatization of education. From a labor union perspective, charter schools are bad because they reduce unionization rates, offer lower salaries and benefits, engage in union-busting tactics, and contribute to the privatization of education.

As a CSEA member, you are part of the largest classified union in the nation. Despite our size, CSEA remains an organization of people. As a member-run union, we rely on members to step forward and contribute new ideas and new energy.

There are many ways you can volunteer and get involved with CSEA. Local chapter meetings are open to all members, and everyone is encouraged to attend. Talk with the leaders of your chapter to find out what kind of help is needed.

Whatever you choose to do, just remember that getting involved is the lifeblood of our union. The only way for us to grow and improve is if new volunteers like you get involved. Talk to someone today about how you can play a bigger role on the CSEA team.

Site Rep

A good “entry-level” job is site representative. Site reps provide a vital communication link between members and chapter leaders. Site reps help sign up new members through CSEA’s New Employee Orientation program. They also keep bulletin boards updated and answer questions at their site or refer co-workers to the appropriate chapter officers or union staff for answers.

Union Steward

If you really want to roll up your sleeves and help out members of your chapter, you can become a CSEA union steward. These volunteers protect employees’ rights on the job, enforce the contract and keep management in check. It’s a tough job requiring both knowledge and instinct, but as most stewards will tell you, the work is very rewarding. CSEA ensures that its job stewards get as much training as they need through the CSEA Steward Program. Participants get comprehensive training on everything from legal rights to listening skills.

Chapter Officer

Each year, members elect their co-workers to serve on the chapter executive board (president, vice-president(s), secretary, treasurer, etc.). These elections are open to any member in good standing. Maybe it’s time for you to run for office and help lead your chapter. Again, CSEA provides chapter officers with plenty of training opportunities.

Chapter Committees

Many chapters elect and appoint members to various standing and ad hoc committees. These committees handle everything from negotiations to welcoming new members. Joining a committee is another great way to get involved with your chapter.

Chapter Webmaster

Chapter Webmasters help keep members up-to-date on local news and events. CSEA provides its Webmasters with all the training and tools they need. If you’re interested in becoming a chapter Webmaster, get more information online, then talk to your chapter president.