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LBUSD and CSEA Reach Tentative Agreement

Employee Relations Services

Employee Relations Services

Department Address 
1515 Hughes Way
Long Beach, CA 90810

Department Phone 
(562) 997-8220

LBUSD and CSEA Reach Tentative Agreement

Bargaining teams for the Long Beach Unified School District (LBUSD) and the California School Employees Association, Long Beach Chapter 2 (CSEA) have reached a tentative agreement for the 2023-24 negotiation year. Included in the tentative agreement are the following salary increases that parallel the tentative agreement recently reached with the Teachers Association of Long Beach:

  • 4% ongoing salary increase for 2023-24, retroactive to July 1, 2023
  • One-time “off-schedule” 4% payment based on earnings for the 2023-24 fiscal year
  • Increase of the travel expense allowance for Catalina Island employees to $1,341.89

LBUSD is grateful to CSEA Unit A and CSEA Unit B for their collaborative efforts in reaching a tentative agreement in recent days.

This tentative agreement is subject to ratification by CSEA's membership and approval by the Board of Education. In the upcoming days, the tentative agreement will go through the usual ratification process detailed under CSEA Policy 610, and CSEA will provide members information regarding that process. Once the tentative agreement is ratified by CSEA membership, the agreement will be presented to LBUSD’s Board of Education for consideration. 

Pending final approval, retroactive checks for the ongoing and off schedule increases would be disbursed in phases to qualifying employees.

  • May to June – 4% retroactive checks for 2023-24 (covering July 2023 to April/May 2024).
  • May to June – regular paychecks will include ongoing raises.
  • September – off-schedule check, which is 4% of an employee’s earnings from July 1, 2023 to June 30, 2024.

While compensation was an important component of the negotiation process, the bargaining teams also addressed other key contract language including:

  • Bereavement leave - Employees can access this leave for reproductive loss,  which applies to those who would have been parents if not for the loss. Examples include miscarriage, stillbirth and failed adoption. This language was agreed upon by both units.
  • Unit A agreed to the following additions to the contract:
    • Language to support employees and clarify the process in the event of the need for involuntary transfers.
    • Addition of two paid days to the work year for 207-day and 209-day employees to allow for professional development and to align with the new student calendars. 
  • Unit B agreed to the following addition to the contract:
    • Adjust overtime procedure language to merge heavy truck drivers from the Transportation and Nutrition Services branches for the purpose of overtime rotation rosters.


  • Bargaining
  • CSEA