Classrooms Cut, Trustees Cash In

California school trustees just grabbed 300% pay hikes while classrooms face cuts — and taxpayers are told to accept it.

Story Snapshot

AB 1390 raised legal caps, letting boards boost monthly stipends up to fivefold ^[7]^[8].
Some districts approved 300–400% raises as layoffs and closures loom, fueling backlash ^[9].
Supporters cite 40 years of inflation and higher duties; critics call it a bad priority ^[3]^[4]^[5].
Key local records on “financial capacity” and vote details remain missing ^[1]^[5].

What AB 1390 Changed — And Why Boards Are Moving Now

California’s Assembly Bill 1390 took effect January 1, 2026. The law increased the maximum monthly pay for school board members across district size bands. A law firm advisory summarized it plainly: the new caps are up to five times higher than before, removing the old ceiling that held stipends flat for decades ^[7]. The official bill text confirms higher limits by district attendance, giving boards legal room to raise pay at public meetings starting this year ^[8].

Supporters argue the old limits ignored 40 years of inflation and growing board duties. The author’s committee analysis cites rising public engagement, training, and responsibility, and says outdated caps blocked people who must support a family from serving ^[3]. The California School Boards Association backed the change as a long-overdue update, while the governor’s materials framed the goal as access and fairness in service, not windfalls for insiders ^[1]^[5].

Backlash Builds as Raises Land Next to Cuts and Strikes

Parents and taxpayers are angry because the timing looks tone-deaf. In San Diego County, several boards approved 300 to 400 percent hikes while workers warned of layoffs and closures. Local coverage and national reporting highlighted the gap between trustee raises and classroom realities, turning meetings into flashpoints ^[9]. A public radio roundup also noted multiple boards moving stipends to $1,200 per month the moment the law allowed it, adding to the sense of a rush ^[12].

Teacher pay trends add fuel. A national teachers group reported that, after inflation, average teacher salaries remain lower than a decade ago even with nominal raises. That makes big trustee bumps look out of step with the people in classrooms every day ^[15]. Education watchdogs also describe a “funding squeeze” from special education costs, pensions, health benefits, and insurance, which eats into general funds that districts use for everything else ^[14].

Legal Does Not Mean Wise: The Fiscal and Trust Tests

Assembly materials stress that boards should act only where there is “financial capacity” to raise pay responsibly. Yet many districts have not produced local audits or budget notes showing they can afford it without harming programs. That gap is a problem. Without posted audits, workload logs, or vote transcripts, boards are asking the public to trust them while raising their own pay. That erodes confidence and invites scrutiny from taxpayer groups ^[1]^[5].

Even the bill’s author warned that local raises would be a tough sell under tight budgets. He said the decision happens at the district level, where money is already tight, and leaders must justify any bump to their communities. That is a common-sense standard. If a district is freezing hiring, closing schools, or cutting electives, board raises will look like self-dealing no matter what the statute allows ^[10].

What Accountability Looks Like Right Now

Districts that choose raises should post three items before voting: a current budget audit proving capacity, a workload study since 2020 that shows real duty growth, and clear meeting minutes explaining the decision. That is the minimum to pass the smell test for taxpayers who fund the system. It also respects transparency rules that require public action and honest, plain-language debate before any pay change ^[5].

For parents and taxpayers, the path forward is simple and firm. Demand the audit. Ask for the vote count and the tape. Compare the raise with what teachers and staff received this year. If the numbers do not add up, tell the board to rescind the hike until they can prove financial capacity and student benefit. Legal authority is not a blank check. Public service means putting kids, classrooms, and core learning first — every time.