Eureka City Schools

The Eureka City Schools Board of Trustees offered and approved a 5% compensation increase for classified employees effective July 1, 2023 with a one year extension on the current Collective Bargaining Agreement extending the Contract through June 30, 2025.  The 5% increase would have been applied to salary and benefits as determined by CSEA.    

After surveying their membership, CSEA reported that the majority of CSEA members voted to reject the offer.  The current Collective Bargaining Agreement is in effect through June 30, 2024.  

The Eureka City Schools Board of Trustees offered and approved a 5% rate increase for classified employees effective December 1, 2022.  In addition to the wage increase, employees who were employed with the District on or before October 1, 2022, also received a step increase effective December 1, 2022.  The Collective Bargaining Agreement between the Board and the CSEA is closed through June 30, 2024, so this increase is outside the normal negotiation cycle.  

The Eureka City Schools Board of Trustees certified the Public Disclosure Summary and ratified changes to the 2021-2024 Collective Bargaining Agreement between Eureka City Schools Governing Board and the California School Employees Association/CSEA Redwood Chapter #88 White Collar & Blue Collar Units at the Board Meeting August 10, 2021, following confirmation that the Agreement was ratified by CSEA Chapter #88 August 9, 2021.

Negotiations Update 7-23-21

We are happy to announce CSEA and the District reached a Tentative Agreement during negotiations on Friday, July 23.  Out of respect for the CSEA Bargaining Team, we will not share details here; however, information from the CSEA Team will be forthcoming as they work with the Unit to ratify the Agreement.  We look forward to ratification from the Eureka City Schools Board of Education in the near future as well. 

The District and CSEA met for a third day of 2021-22 contract negotiations on Tuesday, July 13.

The parties discussed CSEA’s proposed reconfigured salary schedule, including the ongoing costs to the District. The parties then brainstormed some possible revisions to the proposed reconfiguration that would reflect a healthy compensation increase for unit members while allowing the District to remain fiscally prudent.

CSEA presented counterproposals on the pending language items, reflecting some agreement with the District’s proposals but maintaining its proposals on a number of items. The District is working diligently to cost out various proposals that meet both parties’ interests, and will present a comprehensive package proposal at the parties’ next meeting.

The parties reached agreement on the term of the agreement, the performance evaluation instrument, the reclassification/reallocation form, and layoff/reemployment.

The parties meet again on July 23 for a fourth day of negotiations.  

The District and CSEA met for a second day of 2021-22 contract negotiations on Tuesday, June 15.

CSEA presented language proposals on its openers. CSEA also presented a financial counterproposal, including a redesigned salary schedule and increases to health/welfare benefits for each year of the agreement. CSEA made verbal counterproposals on some of the District’s previous language proposals, and followed up with some written proposals.

The District presented a comprehensive package proposal, including increases to health/welfare benefits for each year of the agreement; a conceptual framework for a salary increase reflecting a redesigned salary schedule; and language proposals on: agreement, performance evaluations, hours and overtime, pay and allowances, and leaves. The parties reached agreement on new catastrophic leave language. The parties also agreed to maintain status quo on Professional Growth.

The parties meet again on July 13 for a third date of negotiations. 

The District and CSEA met for a first day of 2021-22 contract negotiations on Wednesday, June 9.

CSEA presented a financial proposal, which included a redesigned salary schedule. The District presented a package proposal, which also included a proposal to redesign the salary schedule. The District’s package also included language proposals on: term, performance evaluations, hours and overtime, pay and allowances, vacation, leaves, transfers, layoff and reemployment, disciplinary action, and revamping the evaluations and reallocation/reclassification forms.

The parties meet again on June 15 for a second date of negotiations.