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Teachers, counselors and union leaders urge Apple Valley board to negotiate fair pay and caseload caps
Summary
At a packed Dec. 11 board meeting, counselors and union leaders demanded caps on counseling caseloads, higher and more competitive pay and meaningful bargaining after weeks of picketing; union leaders warned of legal complaints if alleged retaliation continues.
Teachers, counselors and union representatives told the Apple Valley Unified School District board on Dec. 11 that morale is at a breaking point and that significant action is needed to keep experienced educators in the district.
"We are demanding counseling caseload caps and action from you to help ensure that students and the educators who care for them are appreciated and safe," said Philip Wallace, a school counselor at Apple Valley High School, during the public comment period. Many speakers wore red shirts and echoed that call, detailing long hours, second jobs and the emotional toll of rising classroom demands.
The demands came alongside detailed budget comparisons and staffing data presented by union leaders. "Since the 2020–21 school year through the projected 2025–26 budget, total district revenues have increased by 58 percent…certificated salaries increased by only 26 percent," said Karen Savers, president of the Apple Valley Unified Teachers Association. She also cited an 84 percent increase in administrative salaries and a large rise in outside services.
JC Scott, president of the California School Employees Association (CSEA) chapter 828, accused the board and administration of practices that, he said, amount to bad‑faith bargaining and retaliation. "Comments in that nature constitute bad faith bargaining under EERA and that exposes this district to a PERB charge," Scott told trustees.
Board members acknowledged the concerns but emphasized the limits of local authority and the need to reconcile competing budget priorities. The board president noted public disruptions earlier in the night and urged professionalism from all sides while the district continues negotiations in closed session.
Why it matters: Staff retention and counselor capacity affect students’ daily supports and classroom stability. With comparable districts offering higher compensation, union leaders warned that remaining competitive would require concrete pay and policy changes rather than promises alone.
What’s next: Union leaders said they want to see the board participate directly in negotiations and called for an immediate, transparent plan to make district pay scales competitive and to define counselor caseload limits. The board signaled it will continue closed‑session negotiations and review budget options in upcoming meetings.
Quote highlights: "If you want to buy a home and be in a district that prioritizes students, teachers, and counselors, you should work elsewhere," Wallace said. "We will take every legal avenue available to protect our members," JC Scott added.
