This week, I met with Labor Relations for what was a tough, direct, and honest conversation about where we stand — and where the District stands.
After careful consideration, we have agreed to return to the bargaining table one more time in good faith. The certificated bargaining team will meet with the District again on Friday, February 27, 2026. Unit J will continue negotiations on Thursday, February 26, 2026.
Let me be clear: We have not withdrawn an impasse declaration — because we have not yet filed for impasse. We are strategically withholding filing at this moment because there is potential for movement at the table. We are giving this process every opportunity to produce a fair agreement.
However, if meaningful movement does not occur on February 27th, filing for impasse will be our next step forward. We will not allow delay tactics to define this process.
We will not allow silence to weaken our position. And we will not accept an agreement that fails to respect the work you do every day. We stand united.
Because of this additional bargaining session, the Town Hall originally scheduled for Wednesday, February 25 will be postponed and rescheduled after the February 27th meeting. We want to provide you with the most accurate and updated information possible.
In Solidarity and Unwavering Resolve,
Maria Nichols, President
AALA / Teamsters Local 2010
Frequently Asked Questions from Town Hall Meetings
1. What does it mean that we declared impasse?
Impasse means further bargaining is not productive at the moment. Negotiations move into a formal dispute resolution process, beginning with mediation. Impasse is not the end of negotiations — it is a structured escalation.
2. Why declare impasse now?
- The District has not responded to key proposals.
- Workload continues to increase.
- Inflation outpaces the District’s offer.
- Members deserve movement.
- Waiting without progress weakens leverage. Strategic escalation strengthens it.
3. What happens during impasse?
- Mediation: A neutral mediator assists both sides.
- Fact-Finding: A panel reviews the issues and issues a non-binding report.
- Unilateral Action: The District may implement its Last, Best, and Final Offer.
- Strike Authorization Vote: Members vote on whether to authorize potential strike action.
- Arbitration or Legal Action (if applicable)
4. Are we going on strike now?
No. Impasse triggers mediation. A strike authorization vote does not automatically mean a strike. A strike would occur only if:
- Mediation fails
- Members vote YES in a strike authorization vote
- Union leadership calls for action
5. What is a strike authorization vote?
It is a vote by the membership authorizing union leadership to call a strike, if necessary.
6. Can LAUSD implement its last offer?
In some circumstances, after impasse procedures are exhausted, the District may implement its Last, Best, and Final Offer. However, this typically happens only after mediation and fact-finding. Strong union solidarity often prevents implementation, and legal options may still exist. Unity is our protection.
7. Will we lose retroactive pay if this drags out?
Retroactivity depends on the final negotiated agreement. The longer negotiations continue without resolution, the more financial pressure members may feel. Our goal is fair compensation without delay tactics.
8. What can members do right now?
- Stay informed
- Wear green on Wellness Wednesdays
- Talk with colleagues
- Attend meetings
- Prepare to vote YES to a strike authorization vote to show our solidarity and determination. Participation builds power.
9. What if I’m concerned about striking?
Concern is understandable. A strike results in a loss of pay (in real time) and may impact your year of service for retirement purposes. A strike is always a last resort. No decision will be made without member input. Often, a strong YES vote prevents a strike because it demonstrates unity and strength. Prepared members are powerful members.
10. What compensation (percentage) increase are we asking for?
Our salary proposal is currently embargoed. Our proposal exceeds what the District is offering. It is a double-digit proposal.
11. How does a strike affect probationary principals?
Probationary principals are not negatively affected for striking. Typically, agreements include a nonretaliation clause as a condition of ending a strike.
12. Will there be cuts to executive leadership?
There is no specific information indicating planned cuts to the District’s executive leadership.
13. How does a strike affect retirement?
Strike day(s) count against the 1.0 full-time equivalent (FTE) for retirement purposes. For example: If your work year is 100 days and you are unpaid for two strike days, your FTE would be 98/100. Members are strongly encouraged to contact STRS directly regarding personal retirement implications: 800-228-5453.
14. What is AALA/Teamsters doing for Early Education Directors to move from 42G to 43G?
Like other classifications, this can be proposed during negotiations. Another option is to request a job study. Members may contact leon.reyblatt@lausd.net for information on initiating a job study.
15. Is there a plan for a Golden Handshake?
The District is not operationalizing a Golden Handshake for June 2026. 16. Will RIFs be based on seniority? Permanency is used for reductions in force for schoolbased administrators. Please see Article IV of the contract. Read contract HERE
17. Is the outlook for 2027–28 as dire as presented? How many RIFs are projected beyond the 640 for 2026–27?
Declining enrollment remains a concern. State revenue projections for 2027–28 are too preliminary to determine impact at this time. We continue pressing the District for greater transparency and will share updates as information becomes available.
18. How many school support administrators are projected to lose positions in 2026–27?
We proposed solutions regarding permanency; the District has declined to entertain them. Approximately 30-40 positions are projected to close. The District maintains that these assignments are temporary as stated in the job postings. At this time, the District asserts there is no earned permanency for Beaudry and Region administrators.
19. Did other Teamsters contracts hurt our cause?
Teamsters Local 572 reached an agreement retroactive to the 2024 school year, including a 6% raise for 2024. Our members received: 3% in Fall 2024, 4% in Spring 2025. The raises Local 572 receives in 2025 and 2026 are identical to what we have been offered.
20. Will Teamsters cross a picket line? Teamsters stand together. We expect Local 572 to honor our picket line if a strike occurs.
21. If APSCS are not RIF’d, will generic APs working as APSCS be RIF’d?
They are different classifications. An AP performing APSCS duties may be subject to RIF.
22. Will there be a hiring freeze?
The District typically implements a hiring freeze to place displaced individuals where possible.
23. What can the 40 hours of professional development be used for?
More specificity to follow. Refer to the attached sideletter.
24. If a school has three APs and one position is eliminated, how is it determined who leaves?
The District follows the contract for displacement. Generally:
- The AP with the most recent seniority date is displaced.
- That individual is placed on a Reemployment List. However, the District may deviate from strict seniority if the school has a documented special need (e.g., bilingual skills or master schedule expertise).
Contact Maria Voigt, Administrator, Certificated Administrative Services at (213) 241 – 6365 with individual questions.
