Negotiations Updates
Negotiations Update - SRVUSD and SRVEA - SESSION 15 - October 22, 2026
posted October 22, 2026Negotiations Update - SRVUSD and SRVEA - SESSION 15 - October 22, 2026 ![]()
posted October 22, 2026
Negotiations Update - SRVUSD and SRVEA - SESSION 15 - October 22, 2026
The District and SRVEA convened the 15th session of successor negotiations for the 2026-2029 Agreement on October 22, 2026. 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 engaged in discussion on the following topics:
- Salaries
- Paid Pregnancy Disability Leave
- Employee Rights
- Personal and Academic Freedom
- Hours of Employment
District Proposals to SRVEA
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):
Background [not proposed contract language]
The District recognizes a competitive total compensation package of both salary and health benefits is essential to attracting and retaining highly qualified educators, as well as how increases to salary helps recognize the significant contributions SRVEA unit members make to our students, schools, and community.
The District acknowledges that our employees are deserving of a much higher ongoing salary increase than our District’s fiscal condition permits. This limitation reflects the District’s current fiscal capacity, not the value the District places on its employees or its desire to improve total compensation.
With the acknowledgment of our ongoing agreement to provide fully paid medical benefits in accordance with Article XXIII, the District proposes the following compensation increases:
Fiscal Impact of the District’s Proposal
The fiscal impact of the District’s October 22, 2026 Counter Proposal is based on the most recent budget calculations (2025-26 Unaudited Actuals) and the table below reflects the current proposals impact to reserve levels on the Multi Year Projection as follows:
| 2026-2027 | 2027-2028 | 2028-2029 |
| 5.16% | 5.28% | 3.48% |
In developing this counterproposal, the District considered the total compensation package provided to SRVEA unit members, including salary and health and welfare benefits; the distinction between available ongoing and one-time resources; the District’s existing expenditure commitments including the impact of the increases to utilities, goods and services, as well as increases related to step and column, the need to maintain fiscal stability throughout the multi-year projection, and importance of providing salary schedule increases, while absorbing the increased cost of health benefits, without having to make significant budget reductions.
The impact of SRVEA’s October 13, 2026 proposal on the Multi Year Projection reserve calculations is as follows:
The District appreciates SRVEA’s continued advocacy for its members and shares the Association’s desire to provide a greater ongoing salary increase, the District is unable to agree to SRVEA’s most recent salary proposal given its current fiscal limitations.
Based on current financial projections, funding this proposal would require approximately $6.95 million in ongoing budget reductions to maintain the District’s fiscal solvency and avoid a qualified or negative budget certification, creating additional pressure on the District’s ability to maintain existing programs and services.
The fiscal impact of SRVEA’s insert date salary proposal (4% ongoing increase and 2% one time payment + additional 1% increase to Step 25) is based on the most recent budget calculations (2025-26 Unaudited Actuals) and the table below reflects the impact to reserve levels on the Multi Year Projection as follows, indicating a negative budget certification:
| 2026-2027 | 2027-2028 | 2028-2029 |
| 4.47% | 3.05% | -.21% |
The District proposes ARTICLE XXI will be included in the CBA as follows:
Effective July 1, 2026, the District will provide an ongoing increase of two (2%) which will be applied as a base increase to all SRVEA salary schedules.
a. The District will provide all unit members a one-time, off schedule payment equivalent to three percent (3%) based upon their salary schedule placement as of November 1, 2026.
i. This one time off-of-the-schedule payment shall be calculated on base salary schedule pay only, and shall not be based on stipends, additional or supplemental compensation, or any work paid on a timesheet.
b. Effective 7/1/2026, the SRVUSD Extra Service Salary Schedule will include the following revisions:
i. High School Orchestra Director Stipend (3 Productions) 8.5% of C-1.
ii. Middle School Dance Director Stipend (3 Productions) 8.0% of C-1.
Paid Pregnancy Leave
Effective January 1, 2027, and consistent with Education Code Section 44965, the District shall provide a paid leave of absence to eligible bargaining unit members. Eligible employees include permanent, probationary, and temporary employees employed pursuant to Education Code Section 44954.
Paid pregnancy disability shall be available to eligible employees who are required to be absent from duty due to pregnancy disability because the employee is experiencing or has experienced pregnancy, miscarriage, childbirth, termination of pregnancy, or recovery from any of those conditions.
- There shall be no minimum length of service requirement, minimum full-time equivalent (FTE) requirement, or minimum number of hours worked to qualify for paid pregnancy disability leave under this section.
- Eligibility for paid pregnancy disability leave shall be based on the employee's medically certified pregnancy-related disability. The commencement date, duration, and anticipated return-to-work date shall be supported by written medical certification from the employee's treating physician, which shall be submitted to the District.
- Eligible bargaining unit members shall receive full pay during the medically certified period of pregnancy disability, up to a maximum of fourteen (14) weeks, consistent with Education Code Section 44965.
- For purposes of this Section, "full pay" means the compensation the employee would otherwise have received had the employee remained in paid status and performed their regular assignment.
- Paid pregnancy disability leave shall be limited to the period during which the employee is medically certified as disabled due to pregnancy or a related condition and shall not exceed the maximum duration authorized by law.
- The District shall not require an employee to exhaust sick leave or any other accrued leave before receiving paid pregnancy disability leave under this Section.
- A bargaining unit member whose qualifying pregnancy disability leave commenced before January 1, 2027, and whose medically certified pregnancy disability continues on or after January 1, 2027, shall be eligible for paid pregnancy disability leave beginning January 1, 2027, for the medically certified period of pregnancy disability, subject to the fourteen (14) week maximum and applicable law.
- An otherwise eligible bargaining unit member whose pregnancy disability leave commenced in calendar year 2026 and continues into calendar year 2027 shall not be required to return to active service, including for a single workday, to establish eligibility for paid pregnancy disability leave beginning January 1, 2027.
- Nothing in this Section shall require the District to retroactively provide paid pregnancy disability leave benefits, additional compensation, or adjustments to compensation for periods of pregnancy disability occurring before January 1, 2027.
- During paid pregnancy disability leave, the District shall continue health and welfare benefits, retirement contributions, leave accruals, and salary schedule advancement to the extent required by law and this Agreement.
Safe and Respectful Work Environment
The District is committed to providing and maintaining a safe and respectful work environment for all employees, free from unlawful harassment, discrimination, retaliation, and workplace violence, including threats, intimidation, bullying, and abusive conduct.
The District shall comply with all applicable federal and state laws and regulations governing workplace safety and employee protections, including applicable Cal/OSHA requirements and California Labor Code Section 6400 et seq., and shall address reported concerns in accordance with applicable District policies and procedures.
- When a unit member reports concerns regarding harassment, bullying, or intimidation by a parent, community member, student, or other individual, the District shall review and address the concerns in accordance with its Workplace Violence Prevention Plan (WVPP) policies and procedures, as outlined in the Safety Article of this Agreement, as applicable.
- Upon request, the District shall provide reasonable administrative support, which may include participating in or facilitating meetings, telephone calls, or written correspondence. When warranted by the circumstances, an administrator or designee may serve as the primary point of contact.
- The nature and extent of support shall be determined by the District based on the circumstances, consistent with applicable law, District policies, and the unit member's professional responsibilities. Unit members shall not be subject to retaliation for reporting concerns in good faith or requesting assistance.
Complaints Concerning Personnel
- The District and Association recognize the importance of addressing complaints and concerns involving unit members in a timely, professional, fair, and respectful manner, consistent with applicable law, District Board Policies and Administrative Regulations, and the provisions of this Agreement.
- Complaints concerning unit members shall be addressed in accordance with applicable District Board Policies and Administrative Regulations, including established complaint procedures. The District retains the responsibility and authority to receive, review, investigate, and respond to complaints and allegations of employee misconduct and to determine the appropriate procedures and actions based on the nature and circumstances of the allegations, consistent with applicable law.
- When appropriate, the District may encourage informal resolution of concerns at the lowest appropriate level. However, informal resolution shall not be required as a prerequisite to submitting, reviewing, or investigating a complaint. The District shall determine when informal resolution is appropriate, taking into consideration the nature of the allegations, the individuals involved, and applicable legal obligations. An informal resolution or informal resolution process shall not delay or replace an investigation or other action required by law or District policy.
- Unit members shall be treated professionally and fairly throughout the complaint review and investigation process. The District shall provide unit members with notice of allegations and a reasonable opportunity to respond,when permitted and/or required by applicable law, District policy or this Agreement.
- Unit members shall have the right to Association representation during investigatory interviews or meetings when such representation is required because the interview or meeting could reasonably lead to unit member discipline under applicable law or this Agreement.
- Prior to an investigatory or disciplinary meeting, including an investigation interview, the District shall provide the unit member with a general summary of the allegations or concerns known to the District at the time the complaint is filed that are the subject of the meeting to the extent legally permissible and consistent with applicable confidentiality requirements and the integrity of the investigative process. If additional allegations become known during the investigation, the District will make reasonable efforts to notify the unit member of such allegations prior to any investigatory or disciplinary meeting addressing those matters. The District shall retain discretion regarding the timing, scope, and level of detail of information disclosed, consistent with applicable law.
- The District shall maintain the confidentiality of complaints, investigations, and related personnel information to the extent permitted by law and consistent with its responsibility to conduct investigations, take appropriate action, protect students and employees, and fulfill applicable legally mandated reporting and disclosure obligations.
- The District prohibits retaliation against individuals who report an action that they have reasonable cause to believe violates a state or federal law, submit complaints, participate in investigations, or otherwise engage in activities protected by applicable law or District policy. The District likewise prohibits retaliation against unit members for exercising their rights protected under this Agreement or applicable law.
- Nothing in this Article shall be construed to limit, delay, or otherwise interfere with the District's authority or responsibility to receive and/or investigate complaints; determine appropriate procedures; take appropriate administrative, corrective or disciplinary action; maintain records; protect student and employee safety; or comply with applicable legal requirements including mandatory reporting, disclosure, and records retention obligations. Such District actions shall remain subject to applicable law and this Agreement.
Personnel Files/Employee Evaluations
- Any unsubstantiated anonymous complaint shall not be used in an employee’s evaluation or included in an employee’s personnel file.
- Materials of a derogatory nature that have a direct effect on the employees evaluation shall not be placed in the District’s personnel file without the employee first being notified in writing that such material is to be placed in the file and provided an opportunity of five (5) working days to respond in writing and have such response attached to the materials.
- Materials of a derogatory nature placed in a unit member’s personnel file shall be handled in accordance with Education Code Section 44031 and other applicable laws, including the unit member’s right to inspect and respond to materials that may serve as a basis for affecting the status of their employment.
- In the event public complaints arise which shall have a direct effect upon the employee’s evaluation, such complaints shall be communicated to the employee within ten (10) days, if permitted by law and Board Policy, at which time a conference may be called by the administrator involved to resolve the problem. In the event materials of a derogatory nature are to be placed into the employee’s file as a result of this conference, said materials shall be placed pursuant to Item 2. above.
- Complaints which are withdrawn, shown to be false, or shown to be unsubstantiated pursuant to the procedure in the Contract or Board Policy shall neither be placed in the member’s personnel file nor utilized in any evaluation or disciplinary action against the unit member.
- It is the policy of the District that all instruction shall be fair, accurate, objective, appropriate to the age and maturity of the pupil(s), and sensitive to the community’s needs and the needs and values of our diverse cultures, heritages, and backgrounds.
- Academic freedom of unit members is essential to the fulfillment of this policy. It is mutually recognized that such academic freedom carries with it professional responsibility and shall be exercised consistent with applicable state and federal law, including the California Education Code, state-adopted academic standards, and Board-adopted curriculum and policies.
- Unit members shall present issues on which differing perspectives exist in an objective and educationally appropriate manner, including perspectives consistent with the curriculum and instructional purpose.
- Unit members shall distinguish between unverified claims or unsupported conspiracy theories and information established through credible factual evidence.
- Unit members shall not use their position of authority to advocate for or impose their personal political, social, or religious beliefs upon students.
- Unit members shall be responsible for determining and assigning student grades in accordance with standards for grading as established by the District, in accordance with §49066 and §49067.
- Prior to implementing any new grading requirements, the district shall provide professional development within existing district structured time (i.e. Staff Development Day, staff meeting time allocation).
- Any changes to grading practices shall include a timeline developed collaboratively with SRVEA.
- In the event concerns are raised regarding a unit member’s instructional materials, classroom discourse, or grading decisions, the District shall honor the unit member’s right to Association representation and ensure that any review or investigation is conducted promptly, impartially, and with confidentiality as appropriate.
- When an anonymous complaint is received, the District may review the complaint and determine whether the nature, specificity, and available information warrant further inquiry or investigation. Any resulting inquiry or investigation shall be conducted in a fair and impartial manner and consistent with applicable law, this Agreement, and the unit member’s due process rights.
- The District is committed to maintaining a professional and respectful work environment for unit members. When concerns arise involving harassment, threats, intimidation, or potential workplace violence the District will take steps to assess the situation and provide support to affected unit members as appropriate.
- The personal life of a unit member, including their religious and political views and personal activities, is not an appropriate concern of the District for purposes of evaluation and disciplinary action unless such conduct violates state/federal law or Board Policy.
SRVEA Proposals to SRVUSD
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):
- Academic freedom of unit members is essential to the fulfillment of this policy. It is mutually recognized that such academic freedom carries with it professional responsibility and shall be exercised consistent with applicable state and federal law, including the California Education Code, state-adopted academic standards, and Board-adopted curriculum and policies.
- Unit members shall present issues on which differing perspectives exist in an objective and educationally appropriate manner, including perspectives consistent with the curriculum and instructional purpose. and shall not utilize their positions to influence students with their personal, political, social, and/or religious views.
- Unit members shall distinguish between evidence-based information and claims that lack credible factual or scholarly support and shall not present misinformation, disinformation, or unsupported conspiracy claims as established fact. Unit members shall not use their position of authority to advocate for or impose their personal political, social, or religious beliefs upon students.
- Unit members shall be responsible for determining and assigning student grades in accordance with standards for grading as established by the District, in accordance with §49066 and §49067.
- Prior to implementing any new grading requirements, the district shall provide professional development within existing district structured time (i.e. Staff Development Day, staff meeting time allocation).
- Any changes to grading practices shall include a timeline developed collaboratively with SRVEA,
- In the event concerns are raised regarding a unit member’s instructional materials, classroom discourse, or grading decisions, the District shall honor the unit member’s right to Association representation and ensure that any review or investigation is conducted promptly, impartially, and with confidentiality as appropriate.
- When an anonymous complaint is received, the District may review the complaint and determine whether the nature, specificity, and available information warrant further inquiry or investigation. Any resulting inquiry or investigation shall be conducted in a fair and impartial manner and consistent with applicable law, this Agreement, and the unit member’s due process rights.
- The District is committed to maintaining a professional and respectful work environment for unit members. When concerns arise involving harassment, threats, intimidation, or potential workplace violence the District will take steps to assess the situation and provide support to affected unit members as appropriate.
- The personal life of a unit member, including their religious and political views and personal activities, is not an appropriate concern of the District for purposes of evaluation and disciplinary action unless such conduct violates state/federal law or Board Policy.
- In addition to their regular assignment, transitional kindergarten and kindergarten bargaining unit members shall be assigned up to 60 minutes daily in other assigned instructional duties with the exception of Wednesdays and other modified schedules. This will be mutually agreed upon between the TK/K teams and the principal by May 15th.
- Elementary school, middle school and alternative education employees shall be present at the school site for at least fifteen (15) minutes prior to the beginning of the instructional day and remain for fifteen (15) minutes following the end of the instructional day. Comprehensive high school bargaining unit members may adjust the fifteen (15) minute before and after school requirement to fulfill the contracted seven hour work day and accommodate the "B" period and six (6) period day for all students.
- Principals may assign supervision during this time as long as C.1 has been followed.
- This non-instructional time is intended for set-up and breakdown for each day. Unit members may flex this prep time before and after the instructional day, at their discretion unless otherwise assigned supervision as per the agreed upon duty list.
- Site principals shall provide full-time prep specialists with at least one (1) embedded 50-minute prep segment. Preparation segments will not be less than twenty (20) consecutive minutes, unless the prep specialist expressly requests shorter preparation segments in writing. Cumulatively, full-time prep specialists will receive the equivalent amount of preparation time as full-time general education teachers. This provision applies exclusively to full-time prep specialists and does not apply to part-time or itinerant prep specialists. Preparation segments for part-time prep specialists shall be determined based on their assigned work schedule.
- Site administrators will work collaboratively with site representatives to develop a site specific plan to address student supervision during inclement weather (I.e. rain, excessive heat, poor air quality) requiring modified arrival, recess, lunch and/or dismissal procedures. The plan will be shared at the first staff meeting prior to the beginning of the school year. The plan will be reviewed annually to address site needs.
Site Leadership Teams/High School
- Each comprehensive high school will have a minimum of 6 department chair positions.
- Department chairs will be compensated a $2,000 annual stipend, of which $1,000 will be paid in December and $1,000 will be paid June, in acknowledgement of the additional time and workload associated with their duties.
- Department chairs are selected by members of the department and approved by the principal. Members who are split between more than one department must select which department they will vote for. If the principal does not approve the recommendation, reasons must be provided in writing to members of the department.
- Department chair positions may be shared between two people. Stipends will be prorated.
- Department chairs and leadership team members will not perform administrative duties such as evaluations or assignments/reassignments selection.
Middle School/Elementary
- Each middle school and elementary school shall have designated site leads who operate as curriculum/grade level leads, serving on a “principal’s cabinet.” Site leadership teams will receive an annual $1500 stipend of which $750 will be paid in December and $750 will be paid June, in acknowledgement of the additional time and workload associated with their duties.
- Site leadership team participation does not fulfill adjunct duty responsibilities.
- Bargaining unit members shall have the opportunity to nominate a candidate to serve on the leadership team through a vote of department/grade level members.The principal shall retain final authority for the selection and appointment of the leadership team.
Tentative Agreement Reached
The parties are pleased to announce that two tentative agreements were reached during today’s bargaining session on:
- Article VIII: Personal and Academic Freedom
- Article XVI: Leaves
Next Steps
The next bargaining session is scheduled for November 12, 2026.
Outstanding topics include:
- Extended Day Kindergarten
- Hours of Employment
- Special Education
- Salaries
- PLIs
Representatives in Attendance for this Negotiations Session
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:
