Negotiations 25-26

The facts:
Costs for healthcare are not increasing on July 1, 2026.  Rates for healthcare will not change until January 1, 2027. 

The facts:
The district is not proposing to eliminate health benefits. Under the district’s proposal, VUSD would continue contributing toward eligible employees’ health and welfare benefits. Employees would continue to have plan options, and the district has proposed an open enrollment period before any new cost-sharing structure would take effect.

Employee costs would depend on employee group, hire date, work schedule, and the health plan selected.

Source information:
Review the district’s posted health and welfare benefits proposal in the Health and Welfare Benefits Proposal section below.

The facts:
The district has posted proposals from the parties on the Negotiations 2025-2026 webpage after each negotiation session since September 2025, so staff, families, and community members can review the documents directly.

The district will continue to provide factual information and source documents so the community can understand what has been proposed.

Source information:
Review the Negotiations Updates below.

The facts:
Impasse does not mean a strike is immediate or inevitable. Impasse means the parties have not yet reached an agreement and need assistance from a neutral third party to continue moving forward.

The next step is mediation. Mediation is confidential, and neither party can share details of what happens in mediation. The district’s focus remains on reaching an agreement that prioritizes stability for students, fair compensation for employees, strong health and welfare benefits, and a resolution that supports the long-term needs of our schools and district.

Source information:
Review the Collective Bargaining Process FAQs below.

The facts:
The district’s proposal includes a cost-sharing model for health and welfare benefits. Under the proposal, the district would contribute a set amount toward eligible employees’ health and welfare premiums. If the selected plan costs more than the district contribution, the employee would pay the difference. If the selected plan costs less than or equal to the district contribution, the employee would not pay an employee premium cost-share for that plan.

The proposal is not final unless an agreement is reached through the bargaining process and approved as required.

Source information:
Review the district’s posted health and welfare benefits proposal in the Health and Welfare Benefits Proposal section below.

The facts:
The Governor’s May Revision is not the final state budget. Final state funding amounts may change before the state budget is adopted.

While we are encouraged by the latest May revision to the Governor's budget, we remain cautious until the state adopts it. The district must also distinguish between ongoing and one-time funding. Ongoing commitments, such as salary and benefits, require ongoing funding. One-time funds generally should not be used to make permanent compensation commitments.

VUSD continues to advocate for stronger public school funding while also planning responsibly with the funding currently projected.

Source information:
Review the State Budget and District Finances FAQs below.

Ventura Unified School District and its employee associations, VUEA and VESPA, have reached impasse in contract negotiations. Impasse means the parties have not yet reached an agreement and need assistance from a neutral third party to continue moving forward.

This step is called mediation. Mediation is not the end of negotiations. It is a structured process designed to help both sides continue working toward an agreement.

The district remains committed to reaching an agreement that supports students, employees, and the long-term stability of our schools, bargaining in good faith, and keeping the community informed.

The district has a responsibility to keep staff, families, and the community informed about issues that may affect schools, employees, and students.

As we are able, the district will continue to share factual information, post proposals publicly, and provide updates so community members can review the information directly rather than relying on summaries or social media posts alone.

Yes. The district has posted proposals made by all parties after each negotiation session on the 2025-2026 negotiations webpage since September 2025. This allows staff, families, and community members to view the documents directly and understand the proposals in context.

The district encourages anyone with questions to review the posted proposals and FAQs and to contact the district with questions at labor.relations@venturausd.org. 

When public claims do not accurately reflect the district’s proposals or the bargaining process, the district will provide factual information and direct the community to the posted documents. The goal is to ensure staff, families, and the public have accurate information through official district communications.

Collective bargaining is the process in which the district and employee associations negotiate employment-related matters such as compensation, health and welfare benefits, and contract language.

The process is designed to allow both sides to exchange proposals, discuss priorities, and work toward a negotiated agreement.

Impasse means the parties have not yet reached an agreement and need assistance from a neutral third party to continue moving forward.

Impasse does not mean negotiations have ended. It means the process moves into the next required step so the parties can continue working toward resolution.

Mediation is a confidential process in which a neutral mediator assists the parties in continuing to work toward an agreement.

The mediator does not impose an agreement. The mediator helps the parties discuss issues, explore possible movement, and continue working through the collective bargaining process.

Mediation is confidential. This means the parties involved may not share details of what is discussed during mediation, as mediation continues.

The district will continue to provide updates when we are able, including updates through Labor Relations messages and this Negotiations 2025-2026 webpage.

No. Impasse does not mean a strike is immediate or inevitable. Mediation is the next step in the process

No. The health and welfare benefit changes described in the district’s proposal are not final. They are part of the ongoing bargaining process and are subject to mediation.

The district’s current negotiated agreements include language requiring the parties to bargain in good faith to explore possible medical plan changes once health and welfare benefit costs reach a specific threshold.

Health and welfare costs have continued to rise, and the district is addressing this issue through the negotiation process.

The district’s goal is to maintain strong benefits while also protecting the long-term financial stability of the district and preserving resources for student programs, services, and staffing.

Health benefit cost-sharing is not a new concept in employer-sponsored coverage. Many public agencies, school districts, nonprofit organizations, and private employers use a cost-sharing structure in which the employer contributes toward coverage, and employees may pay a portion depending on the plan selected. The district recognizes, however, that this would be a meaningful change for some employees, which is why it is being addressed through the collective bargaining process.

No. The district is not proposing to eliminate health benefits.

Under the proposal, the district would continue making a significant contribution toward eligible employees’ health and welfare premiums. Employees would continue to have plan options, and the district has proposed an open enrollment period before any new cost-sharing structure would take effect.

The district has proposed a cost-sharing model for health and welfare benefits beginning in the 2026-2027 school year.

Under the proposal, the district would contribute a set amount toward eligible employees’ health and welfare premiums. Employees would choose from available health plan options. If the selected plan costs more than the district contribution, the employee would pay the difference. If the selected plan costs less than or equal to the district contribution, the employee would not pay an employee premium cost-share for that plan.

The amount an employee would pay depends on several factors, including employee group, hire date, hours worked or work schedule, and the health plan selected.

VUSD proposed its latest proposal to VUEA on total compensation- Total Compensation Last, Best and Final Offer from VUSD to VUEA

USD proposed its latest proposal to VESPA  VUSD to VESPA Article 20 (Total Compensation) Counter #4 (last, best, and final)

Health and welfare benefit contracts are tied to annual plan and school-year cycles.

The district previously committed to covering full health and welfare premiums for eligible employees hired on or before February 14, 2024, through June 30, 2026. The district is honoring that commitment.

July 1, 2026, is the start of the 2026-2027 contract year and the earliest point at which newly negotiated terms could take effect. The district has also proposed an open enrollment period before any changes take effect, so that employees can review their options and select the plan that works best for them and their families.

The district has proposed an open enrollment period before any new cost-sharing structure would take effect.

Open enrollment would allow employees to review available plan options and make decisions based on their needs and family circumstances before the proposed changes begin.

Yes. Under the district’s proposal, some plan options are expected to have no employee premium cost-share, depending on final plan rates and employee eligibility.

Because final 2026-2027 rates have not yet been set, employees should not rely on current-year rates to determine exactly what they would pay in the future.

Yes. If a cost-sharing model for health and welfare benefits is agreed to through negotiations, administrators would also be expected to participate in that cost-sharing model.

No. What an employee currently pays depends on several factors, including hire date, employee group, hours worked or work schedule,  and the health plan selected.

Most employees currently pay nothing toward monthly health premiums. Other employees already contribute toward the cost of their coverage, depending on their eligibility category and plan selection.

Employees with questions about their current benefits should contact Risk Management or review their current benefit/payroll information.

No. Employee premium cost-sharing is a common structure in employer-sponsored health coverage, including public agencies, school districts, nonprofit organizations, and private employers.

At the same time, Ventura Unified recognizes that any proposed change to employee health benefit contributions is a meaningful change. That is why the district is sharing factual information about the proposal, publicly posting bargaining documents, and addressing this issue through the collective bargaining process.

Under the district’s proposal, VUSD would continue to make a significant contribution to eligible employees’ health and welfare benefits. Employee costs would depend on employee group, hire date, work schedule, and the health plan selected.

Employee costs would depend on the selected health plan.

Under the proposal, the district contribution would be applied toward the cost of the selected plan. If the plan costs more than the district contribution, the employee would pay the difference. If the plan costs less than or equal to the district contribution, the employee would not pay an employee premium cost-share for that plan.
 

The district has not yet received the final 2026-2027 plan year rates. Because rates may change, current plan rates should not be used to calculate final employee costs under the proposed structure.

What factors would affect an employee’s cost?

The employee cost under the proposal would depend on several factors:

• Employee group
• Hire date
• Hours worked or work schedule
• Plan selected

This is why there is not one single answer that applies to every employee.

Yes. The district’s most recent proposal includes a 2% salary increase effective July 1, 2026.

The proposed salary increase is part of the total compensation proposal and would take effect only if the parties reach an agreement.
 

The district recognizes the importance of fair compensation and remains committed to reaching a negotiated agreement.

Cash-in-lieu is a payment available to eligible employees who already have qualifying group health coverage through another source and choose not to enroll in district health coverage.

For example, an employee who has coverage through a spouse’s employer may be eligible to waive district health coverage and receive a cash-in-lieu payment instead, if the employee meets the eligibility requirements.
 

The amount varies based on employee group, hire date, and hours worked or work schedule.

An HSA, or Health Savings Account, is a special account that can be used to pay for eligible medical expenses. HSAs are connected to certain types of health plans.

The district’s proposal includes an HSA contribution provision for eligible employees who select qualifying lower-cost plans. The amount and eligibility requirements are subject to the terms of the proposal and applicable law.

Under the district’s proposal, if an eligible employee selects a qualifying plan that costs less than the district contribution, the difference may be contributed to the employee’s HSA, up to the applicable IRS limit.

This provision is proposed for the 2026-2027 year only and has not yet been agreed to by the employee associations.

The Governor’s May Revision provides updated information about the state budget, but it is not the final state budget. The final state budget must still be approved through the state process, and the amount school districts ultimately receive can change.

The district must also distinguish between ongoing and one-time funding. Ongoing dollars may be used to support ongoing costs, while one-time dollars are generally not recommended for permanent, ongoing commitments. The district also continues to advocate for stronger public school funding. VUSD has encouraged families, staff, and community members to contact state legislators, and district leaders have advocated directly with elected officials in Sacramento and Washington, D.C. However, until additional ongoing funding is approved and allocated, the district must make budget and bargaining decisions based on current revenue projections and known obligations. If you would like to assist in advocating for fully funded public schools please see the Advocate section below.

The district will continue to monitor the state budget process and provide updates through regular public budget reporting.

School districts are required to plan and budget based on the best information available at the time. The district must prepare three-year financial projections even though the final state budget is not typically completed until late June or early July and is year-to-year.

Yes. The Ventura Unified School District has continued to advocate for adequate and stable funding for public schools. The district has encouraged families, staff, and community members to contact state legislators about the need to fully fund public education. District leaders have also advocated directly with elected officials, including recent advocacy efforts in Sacramento and Washington, D.C.

At the same time, the district must continue to plan responsibly based on the funding it currently receives and the best budget information available. Advocacy for additional funding and responsible collective bargaining are both part of the district’s work to support students, employees, and the long-term stability of schools.

The district’s proposal includes a process to reopen discussions about health and welfare benefits if plan costs increase above a specified level.

Under the proposal, if health plan premium costs increase by more than 7% for the 2027 calendar year, VUEA and/or VESPA could request that parties return to negotiate on health and welfare benefits.

Health plan rates are determined through the organization that manages the district’s health plans. The district does not unilaterally set health plan premium rates.

The contract language does not allow the district to make unilateral changes to health and welfare benefits. The language requires the parties to bargain in good faith once health and welfare benefit costs reach a specific threshold. The current negotiated threshold has been reached and surpassed.

Any negotiated changes must go through the required bargaining and approval process.

The negotiated contract language requires the parties to bargain in good faith to explore possible medical plan changes when total health and welfare benefit costs exceed a specified threshold.

Any agreement on changes must then be referred to formal bargaining and approved through the required process.

Questions may be sent to labor.relations@venturausd.org. A member of the team will respond within three business days.