Teachers from the Apple Valley Unified School District (AVUSD) have initiated public demonstrations, including picketing, to bring attention to their demands for higher salaries and improved working conditions. The Apple Valley Unified Teachers Association (AVUTA), the union representing the educators, states that current compensation is not competitive with neighboring districts, leading to difficulties in attracting and retaining qualified teachers.
In response, the school district has confirmed that negotiations have reached an impasse. AVUSD officials stated they offered the union a future salary increase and enhanced health benefits, but an agreement was not reached. The dispute will now proceed to a formal mediation process involving a state-appointed third party.
Key Takeaways
- Apple Valley teachers are picketing for competitive salaries, citing lower pay compared to nearby school districts.
- The teachers' union, AVUTA, is concerned that low pay is causing a loss of experienced teachers to other districts.
- AVUSD offered a 3% salary increase for the 2025-2026 school year and an increase in health benefit contributions.
- Negotiations have reached an impasse, and both parties will now enter mediation facilitated by the Public Employment Relations Board (PERB).
Teachers Union Raises Concerns Over Staff Retention
Educators in Apple Valley took their concerns to the streets and the district's board room on October 2. Holding picket signs, members of the Apple Valley Unified Teachers Association (AVUTA) rallied outside the Educational Support Center on Navajo Road before attending the scheduled board meeting. The public demonstrations were organized to highlight ongoing contract negotiations, with a central focus on employee compensation.
Karen Saber, president of AVUTA, explained that the union's primary goal is to ensure the district can attract and keep high-quality teachers for its students. She argued that the district's current salary scale is hindering this effort.
"We are the lowest paid district around, with Lucerne Valley, Snowline, and even Helendale making more than us," Saber stated. "The only school districts below us are Trona, Baker, Needles and Silver Valley. We shouldn’t be in this situation."
The union's position is that without competitive pay, Apple Valley will continue to lose talented educators to surrounding districts that offer more attractive compensation packages. This issue, Saber noted, has a direct impact on the quality of education students receive.
Staffing Changes
According to the union, the district offered a buyout last year that resulted in the departure of 47 veteran teachers. AVUTA claims these positions were not replaced, and support staff like instructional coaches were moved back into regular classroom roles.
Impact on Student Support
The loss of veteran teachers has created additional strain on the remaining staff, according to the union. Saber expressed concern that new teachers, who often require mentorship and support, are not receiving the guidance they need. "We have so many new teachers who are doing their best and need extra support sometimes," she said.
This situation has stretched experienced educators thin, potentially affecting students who require additional academic help. "Our students deserve the best, and if we do not have comparable salaries to the districts around us, it is very hard to attract and retain great teachers and counselors," Saber emphasized. The union insists it is not asking to be the highest-paid district but seeks compensation that is comparable to its regional peers.
District's Position and Negotiation Status
The Apple Valley Unified School District acknowledged the teachers' right to conduct informational picketing. In a statement, district officials confirmed the rally on October 2 and the teachers' subsequent attendance at the board meeting. "We understand these events may occur throughout the district and support their right to engage our community," the district stated.
To provide clarity on its position, the district shared details from a September 19 communication sent to all staff. The communication outlined the district's offer made during a negotiation session on September 12. According to AVUSD, the proposal included several key components aimed at addressing compensation.
The District's Offer
AVUSD's proposal to the teachers' union included:
- A 3% salary increase effective for the 2025-2026 school year.
- An increase in health and welfare benefit contributions to match the caps provided to the California School Employees Association (CSEA).
- The proposed health benefit cap would cover 90% of the Kaiser premium or provide a fully covered Blue Shield Trio plan when rates increase on January 1, 2026.
Despite this offer, the two sides were unable to reach a mutual agreement on the remaining articles of the contract. This failure to find common ground has officially moved the negotiations into a new phase.
Impasse Declared and Mediation Begins
With negotiations at a standstill, the district and the union have entered a formal impasse. This is a standard step in public sector labor negotiations when both parties are unable to reach an agreement on their own. The process now involves a neutral third party to help facilitate a resolution.
What is an Impasse?
In California public school labor negotiations, an impasse is declared when one or both parties determine that further direct negotiations would not be productive. This triggers a formal, multi-step process managed by the Public Employment Relations Board (PERB), a state agency that oversees public sector labor relations.
The next step is mediation. "This will allow us to utilize a mediator from the Public Employment Relations Board (PERB) to facilitate future meetings," district officials explained in their statement. The mediator's role is not to impose a settlement but to help the union and the district find a mutually acceptable compromise.
If mediation is unsuccessful, the process could advance to a more formal stage. "This process is designed to bring about resolution but could also lead to other processes such as a formal Fact-Finding report," the district added. A fact-finding panel would review arguments and evidence from both sides and issue a non-binding report with recommendations for a settlement.
Morale and the Path Forward
As the formal impasse process gets underway, the union reports that teacher morale is suffering. Saber described the sentiment among many educators as feeling overworked and undervalued. "We’re losing quality teachers, and it’s affecting our students," she said, reiterating the urgency of reaching a fair contract.
Both AVUSD and AVUTA are now preparing for mediation sessions with the state-appointed official. The outcome of these meetings will determine the future of teacher contracts in the district and could have a lasting impact on staff recruitment and retention for years to come. The community, parents, and students will be watching closely as both sides work toward a resolution.