San Juan opened its third teacher wage negotiation of the year with two consecutive 1.5% increases in the salary index for November and December. The scheme adds up to roughly 3% for the end of 2026 and was presented to UDAP, UDA and AMET. The unions took the proposal to their members instead of responding immediately.
The mechanics matter because December's increase is calculated on the already adjusted November index. The cumulative result is slightly above a simple 3%, though the difference is small. The real effect depends on salary composition, seniority, hours and which supplements are tied to the index.
The break until November 4 shifts the decision to union members. Patricia Quiroga, Karina Navarro and Adrián Ruiz must report whether their bases accept, reject or demand improvements. That process measures actual support in schools and prevents leaders from closing an agreement without sufficient backing.
The dispute is not limited to two months. December salaries usually become the base for the following year, so the percentage incorporated now affects 2027 negotiations. Unions risk consolidating lost purchasing power, while the government faces a permanent increase in payroll costs.
Inflation will be central. A nominal 3% only restores real income if November and December inflation remains below that figure. If prices rise faster, the agreement would still represent a loss. Unions will therefore compare the offer with both monthly and annual wage trends.
The province must also consider fiscal capacity. Education is a major spending item and wage increases multiply across thousands of positions. Yet under-adjustment can also produce absenteeism, resignations, unfilled hours and conflict. Bargaining is a balance between budget sustainability and workforce sustainability.
Transparency is another issue. Members should see simulations by position, seniority and workload, not only an index percentage. The same 1.5% may produce very different amounts depending on salary structure. Concrete examples would improve the quality of the vote.
The next step is the union response on November 4. Acceptance would allow the province to close the year without a new teacher conflict. Rejection would force a better percentage, a review clause or the risk of industrial action. The percentage is small, but it sets the wage floor for 2027.
