Negotiations Updates
Negotiations Update - SRVUSD and SRVEA - Session 4 - January 8, 2026
posted JAN. 9, 2026Negotiations Update - SRVUSD and SRVEA - Session 4 - January 8, 2026 ![]()
posted JAN. 9, 2026
Negotiations Update - SRVUSD and SRVEA - Session 4 - January 8, 2026
The District and SRVEA convened the fourth session of successor negotiations for the 2026 - 2029 Agreement. During this session, the parties discussed various topics and exchanged proposals. Below is a factual summary of the discussion points and links to any proposals exchanged between the parties.
The parties discussed the following topics:
The parties discussed the following topics:
- Job Sharing
- Salary Credit for Professional Growth
- School Year Calendar
- Non Discrimination
- Extended Day Kindergarten
SRVEA Proposals Provided to the District - January 8, 2026
SRVEA provided proposals to the District team on the following articles (the below are brief summaries and not inclusive of all aspects of the proposals provided):
- Upon completion of any professional growth activity, it is the responsibility of each employee to provide appropriate evidence of completion to the Human Resources Office.
- Verification of advanced degrees and/or certifications, including but not limited to Master’s Degrees, Doctorates, and National Board Certification must be submitted in the form of official transcripts indicating the conferral of the degree or certification.
- Eligibility for the associated stipends shall be contingent upon submission of such verification. It is the sole responsibility of the unit member to obtain and provide the necessary documentation, which may require requesting updated or additional transcripts from the granting institution or program.
- Within 15 days of submitting confirmation of the conferral of the degree or certification, the District will send confirmation of receipt of the request.
- The District will make every effort to process applicable salary increases as soon as practicable upon approval, and no later than the December payroll period.
- The District shall additionally pay the employee daily interest on any amount owed to the employee, calculated from the December payroll period to when the employee actually received the salary increase.
- Resource Program Specialists/Special Day Class Educators/Induction TSA/Inclusion Specialist/TVI/DHH/Adaptive PE/OM-- 191 days
- Classroom Teachers -- 186 days (New to the district shall work 187 days)
- Non-Instructional Work Days -- The calendar will include a minimum of six non-instructional work days. All unit members are required to work a total of three non-instructional work days each school year. Classroom teachers shall work one non-instructional work day before the instructional year begins, onsite. Subsequent non-instructional work day location is at the discretion of the bargaining unit member. Any non-instructional work day within the school year calendar shall be unencumbered prep time for the bargaining unit member.
District Proposals Provided to SRVEA - January 8, 2026
The District provided proposals to the SRVEA team on the following articles (the below are brief summaries and not inclusive of all aspects of the proposals provided):
- Job-shares shall be approved on a year to year basis, for a maximum of five (5) years during a bargaining unit member’s employment with the district.
- While in a job share arrangement, each continuing permanent unit member will be placed on an unpaid leave of absence for the FTE of their prior assignment to participate in the job share.
- Once a job share is approved by the site Principal for the upcoming school year, job share partners will meet with the site Principal to create a job share assignment plan that will include the following:
- A work year calendar including specific responsibilities for work days and staff development. days;
- An agreement on how job share partners will ensure consistency in classroom management, communication, discipline, curriculum, planning and instruction, and manage shared classroom responsibilities (including grading, report cards, family communication, volunteers, budget, materials, and physical environment).
- Bargaining unit members returning from a job share in the prior year shall be returned to their full-time equivalent (FTE) position for which they hold employment rights. Placement shall occur at the employee’s current site based on site seniority. If no appropriate full-time position is available at the current site, the member shall be placed in an open full-time position at another site based on district seniority.
- If one partner is unable to fulfill their job share arrangement, the remaining partner shall have the option to return to full time equivalency otherwise the position will be posted.
- The District and the Association affirm their shared commitment to a workplace free from unlawful discrimination, harassment, intimidation, or retaliation, consistent with applicable federal and state law, including but not limited to District Board Policy and Administrative Regulation 4030, California Fair Employment and Housing Act (Government Code Section 12900 et. seq.), and Education Code Section 220.
- Neither the District nor the Association shall unlawfully discriminate against, harass, intimidate, or retaliate against any certificated employee or applicant on the basis of actual or perceived: race, color, ancestry, national origin, ethnicity, religious creed, age, sex, sexual orientation, gender, gender identity, gender expression, gender characteristics, genetic information, marital status, familial status, pregnancy, lactation or related medical conditions, physical or mental disability, medical condition, veteran or military status, political affiliation or beliefs, or participation or membership in a recognized employee organization.
- This prohibition applies to all lawful terms and conditions of employment, including but not limited to recruitment, hiring, assignment, promotion, evaluation, transfer, discipline, layoff, compensation and access to professional development.
- The District shall not unlawfully retaliate against an educator for engaging in activity protected under applicable federal or state law, including but not limited to: participation in a recognized employee organization; the exercise of legally protected speech or associational rights; advocacy or conduct protected by law; or filing, supporting, or participating in a complaint or investigation regarding alleged unlawful discrimination or harassment.
- Nothing in this section shall be interpreted to limit the District’s authority to evaluate, discipline, or manage employees consistent with applicable law, Board policy, and this Agreement.
- Educators may request to be identified by a designated name, pronouns, and personal title (e.g., Mr., Ms., Mx.) in the workplace. Upon written notice, the District shall make reasonable and timely efforts, consistent with applicable law and District policy, to use the educator’s designated identifiers in District-controlled records and communications, except where a legal name is required by law.
- Nothing in this Article shall preclude an educator from pursuing any rights or remedies available under applicable federal or state law through external agencies, including the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC).
Beginning in the 2027-28 school year, Extended Day Kindergarten (EDK) will be implemented at all elementary schools under the following conditions:
- The attached Kindergarten bell schedule will be implemented at all elementary school sites. Additional instructional time shall focus on play based instruction.
- Kindergarten teachers will participate in District-provided professional development focused on play-based instructional models during the August 2027 professional learning day.
- Kindergarten teachers shall receive 200 minutes of preparation time per week, consistent with teachers in grades 1–5.
- Preparation time shall occur within the site bell schedule, following Kindergarten student dismissal.
- Staffing allocations for Kindergarten shall remain consistent with Article XV, Section B.
- The implementation of EDK shall not require additional core curriculum to the Kindergarten program.
- Each kindergarten teacher will be assigned a dedicated classroom space. Classrooms will include age-appropriate and developmentally suitable furnishings and supplies to support the EDK program.
Tentative Agreement
No tentative agreements were reached in today’s session. The next session of negotiations is scheduled for January 22, 2026.
Next Steps
The next session of negotiations is scheduled for January 22, 2026.
Representatives in Attendance for Negotiations Today
San Ramon Valley Unified School District |
San Ramon Valley Education Association |
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View previous negotiation session summaries with each of our Union partners.
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California School
Employees Association (CSEA)
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Service Employees
International Union (SEIU)
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San Ramon Valley
Education Association (SRVEA)
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If you would like to review additional information regarding the process, documents, resources, and iterations of the budget reduction plans, you may view those here:
