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The teachers’ union representing educators with the Livermore Valley Joint Unified School District verbally declared an impasse at the bargaining table with the district last week over wages and benefits.
Three sessions into negotiations, the declaration by Livermore Education Association Oct. 2 was one-sided, according to union President Aimee Thompson.
Thompson said LEA intends to file a request for an impasse determination with the Public Employment Relations Board this week.
As a quasi-judicial body and independent state agency, PERB administers and enforces collective bargaining laws, promotes fair labor practices, and resolves disputes across the public sector, according to the agency website.
In light of paperwork not yet being filed, district officials declined to comment on the status of the negotiations.
“Our district has not received formal word of an impasse from LEA,” LVJUSD spokesperson Michelle Dawson said Tuesday. “At this time, we do not have further comment.”
Thompson told Livermore Vine that LEA teachers are committed to providing the best education possible to their students, but added that the district’s financial practices are creating an obstacle to achieving that goal.
“It is frustrating to hear the narrative of ‘no money’ and necessary cuts while watching the district fund non-essential projects,” Thompson said.
In August, negotiations began between district representatives and LEA, the union representing counselors, nurses, psychologists, teachers on special assignment, social workers and speech pathologists in addition to teachers.
On average, LVJUSD teachers currently rank 9th out of 11 when comparing total compensation — composed of salary and the district’s contribution to health benefits — within unified school districts in Alameda County and Contra Costa County, according to Thompson.
Meanwhile, Thompson said LVJUSD receives more total revenue per average daily attendance, than school districts in Dublin, Pleasanton, San Ramon and Fremont.
In an effort to approach the top quartile, LEA has proposed a 4.75% increase to salary and an additional $3,500 in district contribution to benefits.
“The district has stated they share the goal of top quartile but has not presented a meaningful offer or plan to achieve this goal,” Thompson said.
The district’s current counter-proposal includes $1.8 million for 2025-26 and an additional $1.2 million for 2026-27 for application to salary and benefits as LEA designates, according to Thompson. But the offer is contingent upon the district not purchasing new social studies curriculum for 6-12 grades and spending less to replace aging technology.
The counter-proposal equates to a raise of approximately 1.8% for 2025-26 and approximately 1.2% for 2026-27, according to Thompson.
The district’s counter-proposal would elevate teacher compensation one rank within the range of 11 districts. Notably, the offer still lands below average and below median, Thompson said.
“Achieving the current ask would ease the pressures on our teachers, many of whom have second jobs, and are struggling to pay their bills,” Thompson explained.
“The cost of health insurance premiums increased significantly this year, and the full cost of this increase is being paid by teachers,” Thompson said. “To our members this essentially translates to a pay cut.”
According to the 2025-26 health benefit plan information for LEA, the monthly premium for health coverage increased by 11.8%-14.4% from 2024-25 to 2025-26. The bump equates to a monthly premium increase of $127 to $357, depending on the plan.
The breakdown of plan costs do not take into account the district yearly contribution of $10,900, according to the health benefit packet.
Achieving LEA’s current ask would also help the district attract and retain qualified teachers, Thompson added.
Though wages and benefits are the sticking points in negotiations, other items are still open for discussion including leaves, workday and work year.
