Negotiations Update, May 11, 2026
The District and the Porterville Educators Association (PEA) met today, May 11, for a full-day negotiation session covering PUSD’s response to PEA’s initial proposal. Consistent with the joint norms adopted by both teams, this update is being shared to keep staff informed about what was discussed at the table.
The session focused on the District’s response to the items raised by PEA at the April 15 session. Both teams worked through proposals collaboratively, identified items where agreement could be reached, and engaged in continued discussion on items still in development.
Understanding the Full Picture
To help staff understand the full scope of items currently on the table, the District has now costed out the majority of items included in PEA’s proposal. A summary of those costs, along with how each item compares to the equivalent percentage of a salary increase, is available through the cost calculator below. When totaled, PEA’s proposals reflect an estimated cost of approximately $20 million, equivalent to roughly a 23% salary increase.
Cost estimates reflect the general fund (unrestricted) and exclude charter funds. Figures are subject to the May Revision. Estimates for the proposed health insurance changes reflect contribution amounts only and do not reflect the potential impact on the self-insurance plan.
Among the District’s Proposals
Employee Benefits. The District proposed increasing the benefits cap from $20,000 to $21,000 for the next three years using one-time dollars, with the maximum contribution reverting to $19,000 (rather than $18,000) after that period.
Retirement Notice Incentive. A new incentive for employees who provide advance notice of retirement:
- 1.5% bonus at the time of retirement for employees providing one year of advance notice
- 3% bonus at the time of retirement for employees providing two years of advance notice
Combination Class Stipend. The District proposed a stipend for teachers assigned to combination classes, and agreed to stipends for Impact support providers.
Optional Days Beyond the School Year. Up to five (5) optional days beyond the regular school year, compensated at the employee’s daily rate, for purposes such as training, professional development, collaboration, and instructional planning.
Leaves. Proposed expanding the instances in which Personal Necessity leave may be used, and increasing the number of days of Personal Business leave that may be taken without advance approval from Human Resources.
Counselor Overage. Proposed an increase to the overage compensation for counselors.
Personal Appearance Language. Proposed removing blanket prohibitions on visible tattoos and piercings, replaced with language that addresses safety and operational concerns.
Class Size and Overage
The District proposed adjustments to class size and overage amounts informed by data from neighboring districts.
Other Items in the Package
Beyond the items highlighted above, the District’s proposals also include changes related to scheduling, meeting structures, supplementary leaves, and other operational provisions. These items are part of the broader package now under discussion and will be shaped by continued conversation with PEA in the coming session.
Continuing Current Contract Language
On a number of articles, the District proposed continuing the current contract language, including Management Rights, Association Rights, Academic Freedom, Grievance Procedure, Transfers and Reassignments, Learning Environment, Evaluations, and Layoffs. The District’s focus this cycle is on changes where there is clear and meaningful benefit, and on continuing language that is already providing the intended protections.
Items in Continued Discussion
Salary. Compensation discussions are ongoing. The District is committed to a competitive salary package within the fiscal parameters described above.
CTE/BDVE Frameworks for Salary Schedule Placement. The District has indicated it is open to discussing these frameworks; outstanding questions remain and language will need to be refined.
Negotiation Procedures. The District proposed an alternate expansion to the bargaining team.
Contract Clean-Up. Both parties agreed to various corrections of typos and other artifacts in the contract.
What Comes Next
Both teams will continue working through the package in the coming session, including items still in development and other remaining areas where feedback is needed from stakeholders and additional conversation is needed.
The next bargaining session is scheduled for May 15, 2026.
The District appreciates PEA’s continued engagement at the table and looks forward to the next session.