Marysville School District’s SEIU Local 925 10-month agreement and a proposed PSE office-professionals agreement each pair a 3.6% wage-schedule increase with different tradeoffs: furlough days for one employee group, and a waived stipend and paused professional-development funding for another.
The October terms follow agreements approved earlier this fall for teachers, year-round classified employees and administrators. Taken together, the records show why a raise percentage alone does not tell residents what employees will earn or what an agreement will cost.
Draft minutes posted for the Oct. 19 meeting record unanimous approval of the consent agenda, which included the SEIU 10-month tentative agreement and salary schedule. The minutes remain marked draft. They record the PSE office-professionals agreement as an informational report that was to return for action at a later meeting.
SEIU’s 10-month terms: 3.6% and two furlough days
The district's Oct. 19 action report says SEIU Local 925 ratified a one-year tentative agreement for its 10-month classified employees. It describes a 3.6% increase to the wage schedule: the 2.6% implicit price deflator, or IPD, inflation adjustment plus one percentage point.
The report says two furlough days would offset the portion above the 2.6% increase already included in the district's adopted budget. It leaves the dates unresolved. Unpaid time would reduce earnings compared with working the same schedule without furloughs, so the wage-schedule percentage would not necessarily match an employee's annual earnings increase.
The agreement packet, PDF page 6, also adds a paid-working-lunch provision for health-room assistants, health-room rovers and security personnel. The reviewed records do not establish how it has been put into practice.
PSE office professionals: the same percentage, different offsets
The PSE informational report dated Oct. 19 also describes a union-ratified, one-year tentative agreement with a 3.6% wage-schedule increase.
For this group, the report identifies the offsets as a waived contract stipend and a pause in access to professional-development funds for 2026-27. It also describes an additional paid holiday and changes to stipends.
Ratification by employees and approval by the school board are separate steps. The Oct. 19 draft minutes record PSE’s agreement as an informational report. The Nov. 2 agenda lists the PSE agreement for board consideration.
Earlier agreements provide the context
The board approved the Marysville Education Association and SEIU's 12-month agreements through its Sept. 21 consent agenda. The Sept. 21 minutes, sections III.E, III.F and III.L, record those items and the unanimous vote. The page still carries a draft label; the approved Oct. 5 minutes, section III.F, record the board's approval of those minutes.
Teachers and other MEA employees: The three-year agreement raises the salary schedule by 2.6% for 2026-27, effective Sept. 1. Its formula for later years is the applicable IPD adjustment plus one percentage point in 2027-28 and plus 1.5 percentage points in 2028-29. Future inflation estimates printed in the packet are estimates, rather than fixed future raises. See the district's action report and agreement packet, page 1.
Year-round SEIU employees: The district's Sept. 21 report describes a 3.6% salary-schedule increase, two unpaid furlough days during winter break, an additional paid holiday and stipend changes. As with the 10-month terms, the larger schedule increase comes with an unpaid-time offset.
Administrators: The Oct. 5 minutes, sections V.E-G, record approval of the Marysville Administrators Association consultation agreement and a separate benefits provision for nonrepresented administrators. The district's reports identify a 2.6% salary increase for each group.
For MAA members, the 2026-27 agreement, sections B and D, increases annual vacation from 28 to 30 days and the maximum annual cash-out of unused vacation from six to eight days. It raises the annual professional-development allocation from $1,000 to $3,000 and the carryover cap from $2,000 to $5,000, compared with the 2024-26 agreement, pages 2-3. The development money reimburses eligible expenses; it is separate from salary.
The nonrepresented administrator report describes a shorter contract year, from 260 to 255 days, plus one furlough day for assistant superintendents and executive directors. Its benefits provision lists five unpaid noncontract days. Those terms are separate from MAA's agreement.
What the percentages leave unanswered
A wage schedule sets rates. Annual earnings also depend on paid time, placement on the schedule, stipends and other compensation. The district's full cost also depends on staffing and benefits.
Several reports describe the fiscal impact of additional benefits and stipend changes as minimal, but the reviewed reports do not provide complete agreement-by-agreement dollar totals. A reliable comparison therefore needs more than a ranking of the raise percentages.
The district lists its next regular board meeting for Nov. 2.
This explainer reviews the Oct. 19, 2026, bargaining materials, posted draft minutes and earlier agreements for context. The earlier agreements and bargaining materials were checked Oct. 26; the posted draft minutes were checked Oct. 30. It does not calculate individual paychecks or claim to cover every district negotiation in 2026.
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