WHAT AN AMAZING YEAR: Up and down California our members organized, rallied, stood firm at the bargaining table and took to the streets in massive numbers to win better teaching and learning conditions, more resources for our students and schools, and salaries and benefits that come closer to reflecting our value as professionals.

Most significantly, we mobilized each other and our communities in demanding what we need and what our students deserve. Allies including families and community partners stood shoulder to shoulder with us as we marched, voiced our concerns at school board meetings and town halls, created compelling art and messaging, and supported often long and tense negotiations.

“This storm is driven by decades of disinvestment in us as workers and in our students,” said CTA President David Goldberg. “Our members are saying ‘we’re not taking it anymore.’ We’re going to keep the pressure up so that all of us get what we deserve and what our students deserve.”

The gains we made in the last year have been momentous. While much work remains, we take time to celebrate our victories in all regions of the state and acknowledge our union power. Onward!

Statewide power: In this post we note our locals’ fights and victories by region:

“Our actions have been electric. When we all fight back, there is no limit to what we can win.” —CTA President David Goldberg

Region 1

ACE educators taking action in March.

ASSOCIATION OF COUNTY EDUCATORS

After working without a contract and declaring impasse, ACE educators in March voted 95% in support of authorizing a work stoppage. Following mediation and fact-finding, ACE settled their contract, agreeing to a 2% salary increase. ACE is challenging the Santa Clara County Office of Education over the sudden leave of the ACE President in early March after a whistleblower complaint. It filed a Public Employment Relations Board complaint, citing retaliatory actions against leadership and bad-faith bargaining over special education cuts and layoffs. It launched a no-confidence petition against the SCCOE superintendent, citing union-busting and retaliation. ACE members and allies have packed school board meetings to demand transparency in the whistleblower investigation.

Dublin educators took their belongings from their classrooms in advance of their successful strike.

DUBLIN TEACHERS ASSOCIATION

With the support of CSEA partners, families and community, DTA went on strike for four days in March and won guaranteed elementary counselors, smaller class sizes and caseloads, improved health care and a cost-of-living adjustment increase. These gains will make a significant impact on class sizes and the individual attention Dublin students deserve. “By forcing Dublin Unified to invest in our students by decreasing class sizes and increasing compensation and health care to retain and recruit the best educators for our students, we’ve made important steps toward the schools our students deserve,” said DTA President Brad Dobrzenski.

SRTA educators outside of the April school board meeting.

SANTA ROSA TEACHERS ASSOCIATION

In April 2026, more than 97% of the 800-member SRTA passed a vote of no confidence in the district and county education leadership after the school board approved a $35 million fiscal recovery plan that will result in 120 layoffs and deep cuts to mental health support staffing and changes to special education services. SRTA members continue to demand that the board reverse the massive cuts that will harm students and schools.

SOQUEL EDUCATION ASSOCIATION

SEA organized members, parents and community members to support district investment in its educators, as the cost of living in Soquel, located in the most expensive place to live in the country, has resulted in a huge retention problem. Educators in the Santa Cruz County local engaged the community with petitions and rallies, eventually forcing the district in February to commit to salary increases and improvements to skyrocketing health care costs.

After a year of negotiations and a resounding strike vote, OEA reached a tentative agreement with Oakland Unified in late February.

OAKLAND EDUCATION ASSOCIATION

In early 2026, OEA organized members and community and mounted a strike threat through fact-finding, resulting in a historic settlement. Wins reflected district reprioritization of students and classrooms in their budget and included commitments to fully funded Black thriving and community schools.

United PCS held a May Day rally to bring awareness to members’ fight for a fair contract.

United PCS

United PCS and the Pacific Collegiate School administration are currently at impasse following mediation sessions. Educators, who have been working without a contract, are fighting for a 3.5% retroactive salary increase for the current and upcoming school years. Due to lower pay and high burnout, the school faced a 34% faculty turnover rate. During a May Day demonstration, United PCS members presented the school board with an official strike petition.

As far as the eye can see: UTR members and supporters on strike.

UNITED TEACHERS OF RICHMOND

In December 2025, 1,500-member strong UTR went on strike,
the first in West Contra Costa Unified’s history. At the end of the four-day walkout, members won an 8% raise over two years, 100% employer-paid family health benefits, increased pay for special education staff and strengthened protections for educators and student class sizes. “It’s all about building relationships and having those 1-on-1 conversations,” said UTR President Francisco Ortiz. “We wouldn’t have been able to achieve our major collective victory if we hadn’t done that hard work at the beginning, centered around member voice and ensuring that our messaging was clear, consistent and student centered.”

UESF members convey their message to their students, families, community — and the world.

UNITED EDUCATORS OF SAN FRANCISCO

UESF’s 6,500 members took to the streets in February, the first strike in almost 50 years. After their 11-month campaign and four-day strike, educators won a historic two-year agreement, including raises for certificated and classified staff as well as paraeducators, fully funded family health benefits, additional support for special education educators — and sanctuary and housing protections for San Francisco Unified families. “The fight doesn’t stop because we won – the fight continues because we won and it moves into the next phase,” said Cassondra Curiel, president of UESF. “We all know what we need and it’s our collective pressure that’s been able to move the dial, and it’s still not enough. We’re not going to stop until the funding for public education is proportional to the level of respect for young people and our collective future.”

Region 2

Unforgettable moment: NTA and TRUE members march in strike solidarity across Sacramento’s Tower Bridge. Credit: @movementphotographer

NATOMAS TEACHERS ASSOCIATION

After more than a year of bargaining, NTA’s 650+ members went on strike in March for seven days, winning more than $26 million in investments toward stabilizing the district’s staffing crisis — which had left more than 800 students without a permanent educator. Included in these wins were a 5.25% salary increase over two years, a pathway to fully funded health care, more prep time, support to improve classroom safety, and increased pay for teachers with high special education caseloads and class size overages. “The key to winning was building a strong local union. It was not just a few of us who stood up — it was 97% of us who voted to go on strike,” said NTA President Nico Vaccaro. “All our gains came from building the strength of our union.”

Striking TRUE members held firm for 12 days before agreeing to huge contractual gains with the district. Credit: @movementphotographer

TWIN RIVERS UNITED EDUCATORS

TRUE went on strike in March for 12 days, the longest teachers’ strike in California since Oakland educators left their classrooms for 26 days in 1996. The 1,500-member local won ongoing fully paid health care; competitive salary increases of 7% over two years; a significant improvement to overage pay and sixth period pay, which will have lasting impacts on class size; improvements to speech language pathology pay scales; and improvements for early childhood education and adult ed teachers. “I’m hearing what an inspiration it was to see us hold the line and win,” said TRUE President Brittoni Ward. “Winning this together and being an example for other locals across the state — If we can accomplish this, anyone can. Organize, mobilize and hold that line! This needs to be the standard we’re working toward and it’s really exciting.”

PCTA members and supporters advocate for students, schools at a February school board meeting.

PLUMAS COUNTY TEACHERS ASSOCIATION

PCTA led a strong, community-driven “No Layoffs” campaign to protect educators and defend student learning after Plumas USD approved 32 layoffs in May. While the district is currently in state receivership, educators launched a petition and digital ad campaign calling on the state-appointed administrator to advocate for students by keeping teachers and instructional staff in schools instead of making these drastic personnel cuts. The community rallied together and the union grew in strength, united in their fight for schools.

The educators of WSTA were ready to strike.

WEST SACRAMENTO TEACHERS ASSOCIATION

After negotiating for over a year, 96% of WSTA members voted to support a strike in February. But members’ solidarity and willingness to strike had an impact at the bargaining table, and WSTA reached a tentative agreement in March that included a 9% wage increase over two years, fully paid Kaiser health care through June 2027, increased stipends and higher investment in special education staff.

Region 3

AVUTA members, joined by CTA President David Goldberg, at a school board rally in January.

APPLE VALLEY UNIFIED TEACHERS ASSOCIATION

Low wages, increased cost of living, and larger class sizes were forcing many AVUTA educators to neighboring districts, yet Apple Valley Unified refused to address their issues. In February, 91% of AVUTA members voted to authorize a strike, with 78% voicing no confidence in the district superintendent. AVUTA achieved a tentative agreement later that month, with a boost in wages to improve educator retention, more affordable health care benefits and smaller class sizes.

DUEA members were strike-ready in January.

DUARTE UNIFIED EDUCATION ASSOCIATION

After years without salary increases and with the lowest district health benefits contributions in LA County, and after more than a year of negotiating and mediation, DUEA educators were fed up. All 170 members participated in a strike authorization vote, which passed with 97% support. In January, DUEA reached a tentative agreement that included salary increases, improved district health benefits contributions and elementary prep time. DUEA also collected signatures from 86% of members in support of the Prop. 55 extension campaign. Chapter leaders have begun to train other locals in the San Gabriel Valley on organizing to win better agreements.

LLEA President Maria Pilios (fist raised) led the local and its many supporters in a successful strike in April.

LITTLE LAKE EDUCATION ASSOCIATION

Parents and community came out in droves to support LLEA educators during their strike April 16–29, the first in 150 years. The 200-member local fought for and won 90% of health benefits, additional support for special education teachers and a growing population of students with special education needs, and no increase to class sizes, with each teacher receiving a $1,000 bonus. To other chapters considering a similar action, LLEA President Maria Pilios advised, “Make sure you reach out to your communities because the school board knows we work for them, but sometimes they forget they work for the community. The parents were the driving factor in our fight.”

The rally at LA’s Grand Park in March drew 30,000+. Credit: United Teachers Los Angeles

UNITED TEACHERS LOS ANGELES

The 150-member UTLA bargaining team met with the LA Unified district for more than a year to negotiate demands built from discussions at over 600 chapters across LAUSD. As negotiations escalated, UTLA members held school site pickets in September 2025. In November, UTLA, joined by SEIU Local 99, Teamsters, CSEA and Building Trades, held massive regional rallies in five locations; these and earlier actions forced the district to drop its proposal to pass health care costs onto employees. In January, UTLA members voted overwhelmingly to authorize a strike, and in March 30,000+ UTLA, SEIU Local 99, and AALA Teamsters took over Grand Park alongside students, families and community to demand LAUSD invest in students, educators and staff or face a strike April 14. Faculty boycotts followed before an agreement was reached on April 12; it contains landmark wins on salary, staffing, special education, first-ever paid parental leave and more.

WETA members tell the district what they want in November 2025, before reaching a settlement.

WHITTIER ELEMENTARY TEACHERS’ ASSOCIATION

After months of bargaining for fully staffed classrooms and a fair wage, in November 2025 WETA reached a tentative agreement with Whittier City School District. Highlights include special education class size caps and staffing ratios; one-on-one aides for students who need intensive support; a 2.5% ongoing salary increase; caseload caps for speech language pathologists, resource specialists, inclusion specialists and alternative and augmentative communication specialists; and language to ensure that teachers and students have support for their students’ full day.

Region 4

CNTA members outside of a school board meeting in May.

CORONA NORCO TEACHERS ASSOCIATION

After years of interest-based bargaining, CNTA launched a member-led bargaining campaign this year to secure critical investments in the classroom. Through rigorous site-by-site organizing and highly successful structure tests, members are systematically building toward strike readiness. The school year culminated in a massive year-end rally of over 700 members and community, exceeding initial participation goals by 100% and turning out more than 20% of CNTA membership to fight for the contract they deserve. CNTA is currently in mediation with the
school district, with the next session planned for July.

FONTANA TEACHERS ASSOCIATION

FTA launched a successful site visit campaign, visiting 100% of sites and holding 1:1 conversations with nearly 900 educators. As a result, more than 30 new-member leaders were identified and recruited to chapter committees, and FTA will now have a rep at every site. Building on the success of the campaign, FTA is launching multiple site-based issues campaigns and integrating them into the work to pass a permanent extension of Prop. 55.

CUEA educators in action in March.

CAPISTRANO UNIFIED EDUCATION ASSOCIATION

During the 2025–26 school year, CUEA proved that union power is built one conversation at a time. The chapter launched a site-by-site structured outreach campaign, conducting 1:1 organizing conversations across 22 secondary and alternative education sites and programs. With a new trackable outreach system, CUEA activated leaders who gathered critical member feedback to drive upcoming bargaining and organizing campaigns. This site-based organizing and infrastructure was key to CUEA’s efforts to gather signatures for the Prop. 55 extension and resulted in an 82%-member participation rate with 1,571 signatures gathered. CUEA heads into the new school year ready to fight back and fight forward.

SWTA held strike captain training in January.

SOUTHWEST TEACHERS ASSOCIATION

When their district refused to invest in students, despite hoarding budget reserves 15 times the state requirement, SWTA members, parents and students organized and mobilized. Facing stalled negotiations since May 2024, a staggering 98% of members voted to authorize a strike. That solidarity paid off. After 20 months of bargaining and a 20-hour fact-finding hearing, SWTA won a landmark contract in January that lowers class sizes, improves compensation, and delivers vital investments for special education.

SVEA members wrote postcards urging people to vote pro-public education.

SVEA entered mediation with the school district in February but were unable to come to agreement and are now in fact-finding.

SADDLEBACK VALLEY EDUCATION ASSOCIATION

SVEA is building member and community power in their fight for class size improvements. Member and parent engagement has been a key focus in this bargaining campaign; negotiations stalled after 14 months, leading to impasse, mediation and now fact-finding. SVEA has engaged hundreds of parents in the campaign, mobilized two big rallies in support of class size demands and used the campaign structures to sign up 77% of members on the Prop. 55 extension petition.

SAN DIEGO EDUCATION ASSOCIATION

SDEA ended the 2025–26 school year with an overwhelming 93% of members voting to ratify a new contract, with 4,957 participating in the vote. This was the culmination of a bargaining campaign that launched in the fall of 2024, including rolling city-wide pickets in spring 2025, and held the line through a credible strike threat to address the district’s special education staffing crisis. Members achieved big wins, including concrete fixes for SPED, a 5% pay raise, protecting fully employer-paid family benefits, a no-layoffs agreement, and protections for immigrant and LGBTQ+ students and educators.

TVEA members canvass and door-knock in support of pro-union, pro-education candidates.

TEMECULA VALLEY EDUCATION ASSOCIATION

Utilizing their site-based structures, 86% of TVEA members signed the Prop. 55 extension petition. Building on this momentum, TVEA formed a special education organizing team that launched a campaign to address long-standing safety and program issues. The campaign brought members and parents together to apply direct pressure on school board members and SPED program directors. TVEA’s growing union power was visible at school board meetings, where attendance dramatically increased. TVEA then turned this engagement toward the ballot box and door-knocked 3,000 homes to elect pro-union, pro-public education candidates.

EINSTEIN CHARTER EDUCATORS COLLECTIVE

For EEC members at Albert Einstein Academies, 2025–26 was a year of solidarity and progress, anchored by two big victories. Members defeated a decertification campaign with an overwhelming 85% vote of support. Building on that momentum, EEC secured its first contract following 18 months of relentless organizing, mobilizing and advocacy. This first contract delivers meaningful progress for both educators and students, featuring an average 8% salary increase, Just Cause protection with binding arbitration, a two-year probationary period, and shared decision-making.

Top photo caption: Educators, parents and community packed the streets during the Twin Rivers United Educators strike. Photo: @movementphotographer

Statewide Victory

Parity for Part-time Community College Instructors

Karen Roberts, center, and Community College Assn. and Long Beach City Faculty Assn. officers and other supporters attend a hearing in 2024. The outcome: The CTA-backed lawsuit filed by Long Beach City College instructors Roberts and Seija Rohkea was able to expand to include multiple LBCC faculty; the 2025 landmark ruling has since impacted community college districts statewide.

Roberts and Rohkea.

IN 2022, our union filed a lawsuit against Long Beach Community College District on behalf of two adjunct professors, members of the Community College Association, for violation of state minimum wage laws. The district only paid them for their hours spent lecturing in front of a class and not for hours spent grading, lesson planning and meeting with students. In February 2025, an LA County Superior Court judge issued a landmark decision ruling that because adjuncts are paid hourly and earn far less than exempt employees, they are not exempt and must be paid for every hour worked. The LBCCD board agreed to an $18 million settlement to compensate 1,450+ current and former adjunct professors for back-owed wages spanning a six-year period.

Following the legal victory, the Certificated Hourly Instructors (CHI-CTA) union at Long Beach successfully negotiated their salary schedule pay rates from a 42% parity factor to 51% (an average 9% pay increase). Because almost all California community college districts utilize the same hourly pay structures for adjuncts, districts statewide have been forced to proactively renegotiate contracts to avoid similar lawsuits.