Contract negotiations between the Pajaro Valley Unified School District and the Pajaro Valley Federation of Teachers have reached another impasse, with both sides now entering the formal fact-finding process after mediation failed to produce an agreement.
Fact-finding is a dispute resolution process used after a union and employer reach an impasse in contract negotiations. A neutral panel reviews evidence and arguments from both sides before issuing non-binding recommendations aimed at resolving the dispute.
The process is the final formal step in California’s impasse procedures before additional legal options become available to both parties.
In a message to union members following mediation, PVFT President Brandon Diniz said the district remained unwilling to move away from its proposal to cap district contributions toward employee health benefits.
“A few hours into the second day of mediation, we were informed that Kit Bragg had spoken with our superintendent,” Diniz said. “The superintendent, via the district’s negotiation team, made it clear that despite the concessions we were willing to make on salary in order to preserve our benefits, the district is unwilling to show any movement without an agreement to place a cap on benefits.”
The union has consistently opposed the proposed cap, saying it would shift rising health care costs onto employees.
“Our membership has made it clear from the beginning of this process that health and welfare benefits must be protected,” negotiations team member Emily Halbig said. “We presented proposals that would have protected our benefits while mitigating the rising cost of health care, keeping the district fiscally solvent. We worked as hard as we could, but in negotiations, it takes both parties.”
Member Minc Brooker said the district’s latest proposal reduced its health benefit contribution even further.
“The district came to mediation with proposals that contribute even less to our benefits than what they proposed months ago when they first put the cap on the table,” Brooker said.
In an email sent to media, district officials said the fact-finding panel will include a neutral chairperson, one representative appointed by the district and one appointed by the union. The panel will review information from both sides and issue recommendations intended to move negotiations toward a resolution, the district said.
“Although we are entering this next phase, our commitment to reaching a fair and sustainable agreement remains unchanged,” the district said. “We value our certificated employees and deeply appreciate the dedication they bring to our students and families every day. The district remains committed to providing competitive compensation and benefits while maintaining the fiscal responsibility necessary to serve more than 14,000 students now and into the future.”
While the fact-finder’s recommendations are not binding, they mark the final step before the district could impose its last, best and final offer. Under California labor law, the union could then choose whether to strike, although negotiations may continue throughout the process.
The district and union have been at odds for months over wages and health benefits. The district has proposed a three-year salary increase totaling 7.77% while seeking to cap its contribution toward employee health insurance. The union has argued the cap would leave teachers responsible for increasingly expensive premiums and has made preserving current health benefits a central issue in negotiations.
PVFT leaders said they will hold a bargaining information session for members next week to discuss the fact-finding process and possible next steps.
