Tag: 2024-2026

March 20, 2026

2025-2028 School Years

We are excited to announce that the CSEA Chapter #399  and Calexico Unified School District have reached a tentative agreement for the 2025-2028 school years.  We want to thank the CSEA  & District’s Negotiation Teams for their hard work, dedication and long hours.  Below is a brief summary of the contract articles we completed during these negotiations.  We wish everyone a happy 2025-2026 school year.  

Sincerely your CSEA Negotiation Team.  

Article X Highlights:

• Each employee shall be granted a 15-minute break per four hours worked.

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Article XI Highlights:

• 2025-2026: 2.35% ongoing salary schedule increase, retroactive to January 1, 2026
  • The District agrees to fully fund the health and welfare benefit plans currently selected by eligible active employees (0.5 FTE and above) for the months of May and June 2026.  Eligible employees will have zero payroll deduction for their selected medical plan for the months of May and June 2026.
• 2026-2027:  2.41% ongoing salary schedule increase or Statutory COLA, whichever is higher, effective July 1, 2026.
  • If an employee works on a holiday as listed in Article XII, the employee shall receive 2 times their regular pay rate.
  • $425/year (9/22/25) for each classification (maintenance & operations, cafeteria, campus security and health technicians) required to wear a uniform and whose uniforms are not furnished by the District.
  • If an employee works a minimum of four (4) hours from 6 p.m. to 6 a.m., he/she will receive $0.75 per hour above the regular rate of pay.
• 2027-2028:

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Article XII Highlights:

• The District will fully fund one combined plan for spouses/domestic partners who are both active benefit eligible employees.

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Article XIII Highlights:

• New Year’s Eve (full day holiday).

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Article XV Highlights:

• Whenever an employee is absent, it is the employee’s responsibility to report the absence using the designated absence reporting system (currently Frontline) within the hour before the start of the work day. If the employee is unable to enter the absence on the designated absence system, it is the employee’s responsibility to contact their immediate supervisor.
• When the supervisor determines that the workload demands exceed normal expectations due to seasonal or operational needs, office staff shall be offered the opportunity to work additional paid hours. All requests for overtime must be submitted by a site administrator or department head to the Superintendent or designee.
• Overtime for Classified Employees. For non-exempt classified employees working four or more hours per day, any work performed on the sixth or seventh day following the start of their workweek must be compensated at 1.5 times.
• The work day schedule for Attendance Clerks will be six and a half (6.5) hours per day.
• The work day for two (2) hour Food Service will be increased to four (4) hours per day on a split shift. 
• The work day for three (3) hour Food Service Employees will be increased to four (4) hours per day. 
• The work year for two (2) Food Service Delivery Driver Employee will increase from 10 months to 12 months.
• The work year for two (2) Food Service Assistant II Employees will increase from 10 months to 12 months.
• The work year for two (2) Food Service Assistant/Cashier Employees will increase from 10 months to 12 months.
• New Employee Orientation (NEO). CSEA shall be provided one (1) day per month for up to two (2) hours to conduct the New Employee Orientation (NEO) for all newly hired classified employees covered by the collective bargaining agreement.

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Article XVIII Highlights:

• An employee shall be provided written notice at least five (5) working days prior to any involuntary site transfer. 

March 9, 2026

Your CSEA Negotiating Team met with the District today. The discussion centered on balancing salary increases with the rising costs of health and welfare benefits. 

1. The District’s Opening Proposal (Today)

• Salary: 2.0% ongoing (Retroactive to Jan 1, 2026).
• Health Caps: Increased to $17,410 (Single +1) and $22,150 (Family).
• Total Comp: 2.35% (including a 0.35% increase to health contributions).

2. CSEA’s Counter-Proposal

• Salary: 2.37% ongoing (Retroactive to Jan 1, 2026).
• Health Caps: Significantly higher protection for members with dependents:
  • Single: $10,000
  • Single + 1: $19,060
  • Family: $24,770

3. The District’s Current Offer (Latest Counter)

• Salary: 2.35% ongoing (but delayed retroactive to Feb 1, 2026).
• The District offered to fully fund 100% of medical premiums for the month of June 2026 (meaning $0 payroll deduction for you that month).
• Health Caps: They proposed keeping the caps at current levels: 

• Single: $10,000
• Single + 1: $17,000
• Family: $21,500

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The Bottom Line

The District has moved closer to our salary percentage (2.35% vs. 2.37%), but they are trying to offset that by keeping the long-term Health & Welfare caps lower and pushing the retroactive pay date back by one month. While the June Insurance payment is a nice one-time bonus, CSEA is focused on ongoing protections for your take-home pay.

Next Meeting: March 19, 2026

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Su equipo de negociación de CSEA se reunió hoy con el Distrito. La discusión se centró en equilibrar los aumentos salariales con los costos crecientes de los beneficios de salud y bienestar.

1. Propuesta Inicial del Distrito (Hoy)

• Salario: 2.0% continuo (Retroactivo al 1 de enero de 2026).
• Topes de Salud (CAPS): Aumentados a $17,410 (Persona + 1) y $22,150 (Familia).
• Compensación Total: 2.35% (incluyendo un aumento del 0.35% a las contribuciones de salud).

2. Contrapropuesta de CSEA

• Salario: 2.37% continuo (Retroactivo al 1 de enero de 2026).
• Topes de Salud (CAPS): Protección significativamente mayor para miembros con dependientes:
  • Individual: $10,000
  • Persona + 1: $19,060
  • Familia: $24,770

3. Oferta Actual del Distrito (Contrapropuesta)

• Salario: 2.35% continuo (pero con retroactividad retrasada al 1 de febrero de 2026).
• Seguro: El Distrito ofreció financiar el 100% de las primas médicas para el mes de junio de 2026(lo que significa $0 deducciones de su cheque ese mes).
• Topes de Salud (CAPS): Propusieron mantener los topes en los niveles actuales:
  • Individual: $10,000
  • Persona + 1: $17,000
  • Familia: $21,500

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En Resumen

El Distrito se ha acercado a nuestro porcentaje salarial (2.35% frente al 2.37%), pero están tratando de compensar eso manteniendo los topes (CAPS) de salud a largo plazo más bajos y retrasando la fecha de pago retroactivo por un mes. Aunque el pago del seguro de junio es un buen bono de una sola vez, CSEA se concentra en las protecciones continuas para su salario neto.

Próxima reunión: 19 de marzo de 2026

february 23, 2026

Dear Chapter Members,

Your Negotiations Team met with the District to present the following proposal:

• 2.6% ongoing salary increase, retroactive to January 1, 2026
• Me-Too Clause
• Double pay for holidays worked
• Health & Welfare CAPS increase:
  • $10,000 – Single
  • $19,580 – Single + One
  • $25,430 – Family
• Health & Welfare Benefits (PLAN 1):
  • Fully funded for eligible employees hired prior to July 1, 2025
  • Eligible full-time employees hired after July 1, 2025 would adhere to the maximum district contributions listed above
  • Current part-time employees would receive the appropriate prorated amount of the fully funded PLAN 1
  • Newly hired part-time employees would receive the appropriate prorated maximum district contribution

The District responded with the following counterproposal:

• 1.35% ongoing salary schedule increase, retroactive to January 1, 2026
• 1% increase to the maximum district contribution for Health & Welfare benefits
• A total compensation package of 2.35%, inclusive of salary and health benefits

The District also proposed the following new CAPS amounts:

• $10,140 per plan year for single coverage
• $18,650 per plan year for single plus one coverage
• $24,000 per plan year for family coverage

Additionally, the District crossed out double holiday pay and refused the Me-Too Clause.

In response, CSEA countered with:

• 2.5% ongoing salary schedule increase, retroactive to January 1, 2026
• 2.41% ongoing salary schedule increase or Statutory COLA (whichever is higher), effective July 1, 2026
• Renewed requests for the Me-Too Clause, double time holiday pay, and CAPS of:
  • $10,000 – Single
  • $19,580 – Single + One
  • $25,430 – Family

Our next negotiations meeting is scheduled for February 27, at which time we will hear the District’s next counterproposal. We will continue to keep you informed as negotiations progress.

In unity,
Your CSEA Negotiations Team

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Estimados miembros del capítulo:

Su Equipo de Negociaciones se reunió con el Distrito para presentar la siguiente propuesta:

• Aumento salarial continuo del 2.6%, retroactivo al 1 de enero de 2026
• Cláusula Me-Too
• Pago doble por días festivos trabajados
• Aumento de los CAPS de Salud y Bienestar:
  • $10,000 – Individual
  • $19,580 – Individual + Uno
  • $25,430 – Familiar
• Beneficios de Salud y Bienestar (PLAN 1):
  • Totalmente financiado para empleados elegibles contratados antes del 1 de julio de 2025
  • Los empleados elegibles de tiempo completo contratados después del 1 de julio de 2025 se regirán por las contribuciones máximas del Distrito indicadas arriba
  • Los empleados actuales de medio tiempo recibirán el monto prorrateado correspondiente del PLAN 1 totalmente financiado
  • Los empleados de medio tiempo de nueva contratación recibirán el monto prorrateado correspondiente de la contribución máxima del Distrito

El Distrito respondió con la siguiente contrapropuesta:

• Aumento continuo del 1.35% en la escala salarial, retroactivo al 1 de enero de 2026
• Aumento del 1% en la contribución máxima del Distrito para los beneficios de Salud y Bienestar
• Un paquete total de compensación del 2.35%, que incluye salario y beneficios de salud

El Distrito también propuso los siguientes nuevos montos de CAPS:

• $10,140 por año del plan para cobertura individual
• $18,650 por año del plan para cobertura individual más uno
• $24,000 por año del plan para cobertura familiar

Además, el Distrito eliminó el pago doble por días festivos y rechazó la Cláusula Me-Too.

En respuesta, CSEA presentó la siguiente contrapropuesta:

• Aumento continuo del 2.5% en la escala salarial, retroactivo al 1 de enero de 2026
• Aumento continuo del 2.41% en la escala salarial o el COLA Estatutario (el que sea mayor), efectivo el 1 de julio de 2026
• Se reiteraron las solicitudes de la Cláusula Me-Too, pago doble por días festivos, y CAPS de:
  • $10,000 – Individual
  • $19,580 – Individual + Uno
  • $25,430 – Familiar

Nuestra próxima reunión de negociaciones está programada para el 27 de febrero, en la cual conoceremos la siguiente contrapropuesta del Distrito. Continuaremos manteniéndolos informados conforme avancen las negociaciones.

En unidad,
Su Equipo de Negociaciones de CSEA

february 13, 2026

Today, your Negotiations Team met with the District for our bargaining session. This meeting was the District’s turn to counter-propose.

• The District responded with a 2.1% ongoing salary increase, retroactive to January 1, 2026 and declined our proposal to increase the Health & Welfare CAPS. 

No date has been set yet for the next negotiation meeting.  We will continue to advocate for improvements to salary and benefits and will keep you informed as soon as more information becomes available.

Thank you for your continued support and solidarity.

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Hoy, su Equipo de Negociaciones se reunió con el Distrito para nuestra sesión de negociación. En esta reunión, fue el turno del Distrito de presentar una contrapropuesta.

• El Distrito respondió con un aumento salarial continuo del 2.1%, retroactivo al 1 de enero de 2026, y rechazó nuestra propuesta de aumentar los topes de Salud y Bienestar (Health & Welfare CAPS).  

Aún no se ha establecido una fecha para la próxima reunión de negociaciones. Continuaremos abogando por mejoras en los salarios y beneficios, y los mantendremos informados tan pronto como haya más información disponible.

Gracias por su continuo apoyo y solidaridad.

february 04, 2026

Dear Chapter Members,

Our Team has submitted its proposal, which includes a 2.9% ongoing salary schedule increase retroactive to January 1, 2026, a Me Too Clause, holiday double-time pay, and an adjustment to the Health & Welfare Benefits CAPS as follows: $10,000 for a single plan, $19,580 for single plus, and $25,430 for a family plan.

At this time, the District has not responded with a counterproposal. The date for the next negotiation meeting has yet to be determined. We will continue to keep the membership informed as more information becomes available.

Thank you for your continued support.

Sincerely,
Your Negotiations Team

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Estimados miembros del capítulo:

Nuestro equipo ha presentado su propuesta, la cual incluye un aumento continuo del 2.9% en la escala salarial retroactivo al 1 de enero de 2026, una Cláusula Me Too, pago doble en días festivos, y un ajuste a los topes de los beneficios de Salud y Bienestar de la siguiente manera: $10,000 para plan individual, $19,580 para plan individual más uno, y $25,430 para plan familiar.

En este momento, el Distrito no ha respondido con una contrapropuesta. La fecha de la próxima reunión de negociaciones aún está por determinarse. Continuaremos manteniendo informada a la membresía conforme se disponga de más información.

Gracias por su continuo apoyo.

January 30, 2026

Dear Chapter Members,

The District has presented a proposed Memorandum of Understanding (MOU) that would change how seniority is calculated for chapter members—from total hours worked to date of hire.  Currently Seniority is determined by the amount of hours worked.

At this time, no decision has been made. We are conducting this SURVEY ONLY to determine how many members would agree with changing seniority from hours to date of hire.

If a sufficient number of members express interest in this change, the MOU would then be brought forward for a vote at a future chapter or special meeting. If there is not enough interest, we will notify the District that the chapter will not be introducing the MOU for a membership vote.

This is a membership-run chapter, and decisions such as this are made by you—the chapter members.

We strongly encourage you to complete the survey and share your input.

Please submit the survey no later than February 5, 2026.  https://forms.gle/TuWgNFTxDxLtQ8mf8

Thank you for your participation and for helping guide the direction of our chapter.

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Estimados Miembros del Capítulo:

El Distrito ha presentado una propuesta de Memorándum de Entendimiento (MOU) para cambiar la manera en que se calcula la antigüedad de los miembros del capítulo, pasando de horas trabajadas a fecha de contratación.  Actualmente, la antigüedad se determina por la cantidad de horas trabajadas.

En este momento, no se ha tomado ninguna decisión. Esta ENCUESTA se realiza UNICAMENTE para determinar cuántos miembros estarían de acuerdo con cambiar la antigüedad de horas trabajadas a fecha de contratación.

Si un número suficiente de miembros expresa interés en este cambio, el MOU se presentará posteriormente para votación en una próxima reunión del capítulo. Si no hay suficiente interés, se le notificará al Distrito que el capítulo nopresentará el MOU para votación de los miembros.

Este es un capítulo dirigido por sus miembros, y decisiones como esta son tomadas por ustedes, los miembros del capítulo.  Les recomendamos encarecidamente que completen la encuesta y compartan su opinión.

Favor de completar la encuesta a más tardar el 5 de febrero de 2026.  https://forms.gle/TuWgNFTxDxLtQ8mf8

Gracias por su participación y por ayudar a guiar el rumbo de nuestro capítulo.

January 23, 2026

Dear Members,

Our apologies for the delay in providing an update.

Your Negotiations Team met with the District and received a proposal that includes the following:

• A 1.45% salary increase retroactive to July 1
• No proposal for Health Insurance coverage
• No proposal for double-time holiday pay

At this time, the District has not moved on these issues. Our next negotiations meeting is scheduled for February 4th.

We will continue to keep you informed as discussions progress. Thank you for your continued support and patience.

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Estimados miembros:

Ofrecemos una disculpa por la demora en proporcionar esta actualización.

Su Equipo de Negociaciones se reunió con el Distrito y recibió una propuesta que incluye lo siguiente:

• Un aumento salarial del 1.45% retroactivo al 1 de julio
• No incluye cobertura de Seguro Médico
• No incluye pago de doble tiempo por días festivos

En este momento, el Distrito no ha avanzado en estos temas. Nuestra próxima reunión de negociaciones está programada para el 4 de febrero.

Continuaremos manteniéndolos informados conforme avancen las discusiones. Gracias por su continuo apoyo y paciencia.fecha de la próxima reunión está por determinarse. 12 de diciembre.

december 12, 2025

Today, your CSEA Negotiations Team met with the District. Unfortunately, the District is not offering any improvements to Health & Welfare Benefits.

Regarding salary, the District proposed:

• A 0.5% ongoing salary schedule increase, retroactive to July 1, 2025
• A 1.5% on-schedule salary increase, effective January 1, 2026

Your Negotiations Team did not accept this offer and will be returning to the bargaining table. A date for the next negotiations meeting is to be determined.

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Hoy, su Equipo de Negociaciones de CSEA se reunió con el Distrito. Desafortunadamente, el Distrito no está ofreciendo ninguna mejora en los beneficios de Salud y Bienestar.

En cuanto al salario, el Distrito propuso:

• Un aumento continuo del 0.5% en la escala salarial, retroactivo al 1 de julio de 2025
• Un aumento del 1.5% en la escala salarial, efectivo el 1 de enero de 2026

Su Equipo de Negociaciones no aceptó esta propuesta y regresará a la mesa de negociaciones. La fecha de la próxima reunión está por determinarse. 12 de diciembre.

November 21, 2025

Today, your CSEA Negotiations Team met with the District. Unfortunately, the District rejected our previous proposal, which included:

• 3% salary increase retroactive to July 1, 2025
• An increase to the Health & Welfare CAPS
• Double-time pay on holidays

Instead, the District countered with:

• 2% on-schedule salary increase effective January 1, 2026

• No increase to Health & Welfare Benefits
• Refused Double-time pay on holidays

Your Negotiation Team refused this offer and remain committed to advocating for 100% Health Benefit coverage and meaningful improvements to your compensation. Thank you for your continued support as we work toward an agreement that reflects the value of our classified employees.

Our next negotiation meeting with the District is scheduled for December 12th.

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Hoy, su Equipo de Negociaciones de CSEA se reunió con el Distrito. Desafortunadamente, el Distrito rechazó nuestra propuesta anterior, la cual incluía:

• Un aumento salarial del 3% retroactivo al 1 de julio de 2025
• Un aumento a los CAPS de Salud y Bienestar
• Pago doble en días festivos

En su lugar, el Distrito ofreció:
• Un aumento salarial del 2% en el salario base, efectivo el 1 de enero de 2026
• Ningún aumento a los Beneficios de Salud y Bienestar
• Rechazaron el pago doble en días festivos

Su Equipo de Negociaciones rechazo su propuesta.  Seguimos comprometidos a abogar por cobertura del 100% en los Beneficios de Salud y mejoras significativas en su compensación. Gracias por su continuo apoyo mientras trabajamos hacia un acuerdo que refleje el valor de nuestros empleados clasificados.

Nuestra próxima reunión de negociación con el Distrito está programada para el 12 de diciembre.

August 27, 2025

Your Negotiations Team met with the District to continue discussions on Your Negotiations Committee met with the District today. We are pleased to report that the District has agreed to increase 2-hour Food Services employees to 4 hours, which is a positive step forward.

We also held lengthy discussions regarding the Uniform Allowance and Bilingual Stipend. While progress was made, your Committee is not satisfied with the District’s current proposal on Salary and Health & Welfare Benefits. These remain our top priorities, and we will continue to fight to ensure fair and meaningful improvements for all members.

Our next Negotiations Meeting with the District is scheduled for September 3rd. We will keep you updated on the progress.  Thank you for your continued support and solidarity. Together, we will remain strong as we work toward securing the contract you deserve.

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Estimados Miembros del Capítulo,

Hoy su Comité de Negociaciones se reunió con el Distrito. Nos complace informar que el Distrito ha aceptado aumentar de 2 a 4 horas a los empleados de Servicios de Alimentos que actualmente trabajan 2 horas, lo cual es un paso positivo hacia adelante.

También sostuvimos largas discusiones sobre el presupuesto para Uniformes y el Incentivo Bilingue. Aunque se lograron algunos avances, su Comité no está satisfecho con la propuesta actual del Distrito en cuanto a Salario y Aseguranza. Estos siguen siendo nuestras prioridades principales, y continuaremos luchando para lograr mejoras justas y significativas para todos los miembros.

Nuestra próxima reunión de negociaciones con el Distrito está programada para el 3 de septiembre. Les mantendremos informados sobre los avances.  Gracias por su continuo apoyo y solidaridad. Juntos, seguiremos firmes mientras trabajamos para asegurar el contrato que ustedes merecen.

August 08, 2025

Your Negotiations Team met with the District to continue discussions on improving member benefits and working conditions. Our team submitted a counterproposal that included, but was not limited to:

• Call-back time compensation
• Additional hours assignment
• Health and welfare benefits
• Salary increases over the next 3 years
• Uniform allowance increase
• Bilingual stipend increase

Our next meeting will be on August 15^th.  We will keep you informed as negotiations progress and continue advocating for the best possible agreement for all members. 

July 01, 2025

Your Negotiations Team met with the District today, July 1, 2025. The District presented proposed changes to Articles X and XV. No decisions were reached at this time, as our Team will be conducting further research before moving forward.

We are pleased to share that both parties agreed on a language update to Article VII that will benefit our members.

Additionally, the District has committed to focusing on Health & Welfare Benefits during our next negotiations meeting, scheduled for August 4, 2025.

May 27, 2025

Your CSEA negotiations team met with the District on May 27, 2025. The District proposed reviewing all contract language, article by article. We spent the day clarifying language and discussing definitions across several sections. No decisions were made during this session, and the District did not present any formal proposals.

One of the discussions that the District proposed was limiting rest breaks to 10 minutes to align with the Ed Code. In response, we proposed maintaining all rest breaks at 15 minutes, highlighting the importance of sufficient break time—especially for members working in high-demand roles. We are currently awaiting their response.

The District also shared that they are not ready to discuss salary and fringe benefits at this time and plan to address those topics at a later date.

Our next negotiation session is scheduled for June 12, 2025. We’ll continue to keep you informed as we move forward.

April 16, 2025

Initial Proposal

Pursuant to the Educational Employment Relations Act (EERA) requirements, the California School Employees Association (CSEA) Calexico Chapter 399 submits the following initial proposal for a successor contract with the Calexico Unified School District. This proposal will address the following Articles.

• Article VI – Grievance Procedures

CSEA proposes revisions to existing language.

• Article VII – Evaluation Procedure

CSEA proposes revisions to existing language.

• Article X – Hours & Overtime

CSEA proposes a revision to existing language that will better suit the needs of both parties

• Article XI – Salary & Fringe Benefits

CSEA proposes a fair and equitable increases to the classified salary schedule and fringe benefits

• Article XII – Health & Welfare Benefits

CSEA proposes a fair and equitable increases to the classified health and welfare benefits

• Article XVIII – Changes in Position and Class

CSEA proposes revisions to existing language.

• Article XX – Term of this Agreement

CSEA Proposes a three-year contract term from July 1, 2025 through June 30, 2028