Bargaining

Collective Bargaining Timeline for 2025-26 school year

December 2025 - SITE BASED JOB ACTIONS

December 10

You may recall that at the end of the last bargaining session (Dec. 5), the district made a two-year package proposal that was smoke and mirrors, and told ESTA the options were either to accept or reject in whole cloth. ESTA rejected it, putting the ball back in the district’s court to make a regular, non-package proposal. The district attempted to force ESTA bargain with itself, demanding a counter proposal. ESTA refused. The district finally agreed to pass a regular proposal, as was their responsibility under the rules of good faith bargaining. Bargaining was able to proceed accordingly. ESTA sees the district’s behavior as an attempt to delay the bargaining process and divide ESTA‘s membership. We will not let them do either, and will instead stay laser focused on securing the strongest possible contract for Escondido‘s educators and students.

EUHSD’s first offer of the day demonstrated marginal movement. They offered 1.75% for salary, an increase of 0.25%, but their offer of 1.0% for benefits did not increase. Additionally, they increased their one-time money by 0.25%. They continued to reject ESTA’s asks for Special Education language and protection for recruitment time for our VAPA/CTE teachers, amongst other items.

ESTA responded with their sixth proposal, again lowering its asks in an effort to settle. Our current salary ask is 2.5% to salary. We lowered our insurance ask last time to 80% of the cost of the increase. We also lowered our ask in one time dollars to 1.5%. This is substantial movement, again, to signal to the district that we are doing our part to settle.

The district came back with their counter, just before the end of the bargaining session. Their only move in the offer was to increase by .25% in one-time money. There was no other movement and they continued to deny ESTA’s asks to better support members. They demonstrated no interest in investing in the educators that support students in this community.

ESTA will continue with their next proposal when the teams meet again January 9, but we can’t stop putting pressure on the district.

December 5

EUHSD presented their fourth proposal. Their offer for salary remained the same at 1.5%. They increased their offer to insurance from 0% to 1%. They also included one time dollars for the first time. This is an important movement, but we still have some work to do.

ESTA responded with its 5th proposal and matched the district's movement to demonstrate our seriousness to settle. ESTA mirrored the movement of the district in hopes of more movement from the district.

ESTA's team had high hopes when the district responded that they would return with a counter. Unfortunately, they came back with another waste of time with a "all or nothing, take it or leave it" two year proposal that is worse than the one year offer.

November 2025 - JOB ACTION HAS BEGUN

NO SUB NOVEMBER

November 13

EUHSD presented their third proposal. Their offer for salary increased 0.25% to a total of 1.5%. They continue to offer nothing to insurance.

ESTA responded with its 4th proposal.

Member Update was sent out 11/13. The district’s meager offer of 1.5% for both salary and insurance would result in a 3.4% cut taking into consideration the increase to benefits and the cost of living adjustment, all while sitting on the second largest reserve in San Diego County. That speaks for itself. Teachers and counselors deserve better - we are 136 days without a contract.

October 2025

October 6

ESTA presented its second proposal to EUHSD. ESTA took considerable time going over each part with rationale as to why it is included. About four hours later, EUHSD responded with their 2nd proposal. They moved from a 1% offer for both salary and benefits to 1.25% offer, a move of 0.25%. Other moves include an additional day for Parental Leave. Both teams meet again on October 23rd.

A member update was emailed out the evening of October 6th.

October 23
ESTA passed their third proposal, which you can view here. ESTA has held firm on getting the best possible deal for educators. The team remained steadfast in the quest for a one-year agreement. To better support teachers, the team continues to ask for a full day during preservice to allow for classroom prep (instead of the current half day allowance), which would result in a .25% in pay. To ensure teacher perspectives are considered, the team wants the SPED Taskforce to be made permanent–despite EUHSD’s insistence that it is not necessary. To better facilitate VAPA and CTE recruitment, the team is continuing to ask for release days for these teachers to support their programs. The team is calling for 14 days of parental leave for mothers/fathers and natural or adoptive families–this request is further supported by similar accommodations by our sister district, EUSD. To further support members, the team also asked for additional hours allotted for our counseling staffs to complete their necessary duties. In terms of compensation, ESTA is asking for 3.5% on going, 2.75% one time and salary schedule compression. ESTA also feels that EUHSD should cover the increased costs of medical benefits to members. Finally, the team is still advocating for the establishment of an equitable practice in the assignment of 6/5 schedules.

After lengthy discussions regarding compression, the teams broke for caucus and after several hours, EUHSD returned with their third proposal. They presented their offer as a “package proposal,”--which means that ESTA would have to accept every element of the proposal in order for the deal to proceed. This was a non-starter for ESTA, as the packaged offer captured two years of service and did not allow for reopeners. In addition to many other concerns, the proposed package would create a shortfall in benefits for members.