Negotiations Updates
Negotiations Update - SRVUSD and SRVEA - SESSION 13 - September 30, 2026
posted October 1, 2026Negotiations Update - SRVUSD and SRVEA - SESSION 13 - September 30, 2026 ![]()
posted October 1, 2026
Negotiations Update - SRVUSD and SRVEA - SESSION 13 - September 30, 2026
The District and SRVEA convened the 13th session of successor negotiations for the 2026–2029 Agreement on September 30, 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:
- Hours of Employment
- Leaves
- Employee Rights
- Personal and Academic Freedom
- Salaries
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):
- 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 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.
- The District acknowledges and agrees that any changes in Board Policy or Administrative Regulations related to grading which impact a mandatory subject of bargaining under the EERA, will trigger effects-bargaining between SRVEA and the District.
- 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 adversely affects the unit member’s ability to perform assigned duties.
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):
- The length of the workday for employees teaching at a school with a block schedule including lunch, brunch, preparation time, recess, passing time, travel time between assignments, instructional time, and time required before and after school is an average of seven (7) hours for ten days over a two week period for every coupling of block.
- A bargaining Unit member may not exceed 1.2 FTE.
- 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.
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- 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.
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- School nurses are not required to perform supervision as they must be available for student needs.
- Preparation Time: Elementary site administrators will consult with Science and PE specialist teachers prior to finalizing the site prep schedule. Site principals shall provide prep specialists with at least two prep segments longer than 30 consecutive minutes. Prep segments will not be less than 20 consecutive minutes. Cumulatively, prep specialists will receive the equivalent amount of preparation time as general education teachers.
- Inclement Weather Supervision and Coverage:
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- The principal and bargaining unit members shall collaboratively develop and maintain an annual inclement weather supervision plan to address student supervision needs during periods of rain, extreme weather, air quality events, or other conditions requiring modified arrival, recess, lunch, and dismissal procedures.
- Development of the inclement weather supervision plan shall begin at the first staff meeting of each school year. The principal shall work collaboratively with teachers and/or the site leadership team to develop a proposed supervision plan that reflects site needs, student safety considerations, staffing capacity, and contractual obligations.
- The proposed inclement weather supervision plan shall be presented to bargaining unit members at the site for review and discussion. No inclement weather supervision plan shall be implemented without approval by a majority vote of the bargaining unit members at the site.
- The finalized inclement weather supervision plan shall be agreed upon, approved, and distributed to all staff members no later than September 15 of each school year.
- The plan shall be reviewed annually and may be revised as necessary based on site conditions, operational needs, or by mutual agreement between administration and bargaining unit members. Any substantive changes to the plan during the school year shall follow the same collaborative development, review, and approval process and shall not be implemented without majority approval of bargaining unit members.
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- Secondary Department Chairpersons and Elementary Leadership Team: If department chairs and leadership team are funded by the district, their allocation will be as follows:
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- High School: Each comprehensive high school will be allocated a total of six (6) department chair positions. Department chairs may receive either a release period or a $1500 stipend per semester.
- Middle School: Each middle school will be allocated a total of six (6) department chair positions. Middle school department chairs will receive a stipend of $1000 per semester
- Elementary School: Each elementary school will be allocated a total of four (4) leadership team positions. Elementary leadership team members will receive a stipend of $1000 per semester
- ECE (TK/K)
- Primary (Grade 1-3)
- Intermediate (Grade 4-5)
- Prep Specialist
- Elementary leadership team members will receive a stipend of $1000 per semester
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- Association Leave: The District shall grant up to full-time release for the Association President from regular duties upon notification to the District by the Association.
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- The Association President shall receive compensation, benefits and leave accruals as a regular full-time bargaining unit employee. When on a full-time release for Association Leave, the Association President shall advance on the applicable salary schedule in the same manner and to the same extent as if actively employed in a full-time assignment.
- The Association President shall have the right to return to the same position, assignment and school they left prior to receiving Association Leave, provided the position still exists (ie; same subject area/grade level position, not necessarily vacancy). If the position no longer exists, the HR director will work to find a comparable position within the Association President’s preference. Or request placement at another site with a comparable position.
- The Association shall reimburse the District for all salary and benefit costs in an amount equal to the rate of the lowest paid temporary employee in the District as of the first day of school annually
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- Paid Pregnancy Disability Leave: Effective January 1, 2027, the District shall provide a paid leave of absence to any bargaining unit member who is required to be absent from duty because the employee is experiencing or has experienced pregnancy, miscarriage, childbirth, termination of pregnancy, or recovery from any of those conditions.
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- There shall be no minimum service requirement, minimum FTE requirement, minimum number of hours worked, or other employment eligibility requirement for this leave.
- The length of the leave, including the date on which the leave commences and the date on which the employee resumes duties, shall be determined by the employee and the employee's health care provider, subject to the maximum paid leave entitlement provided by this Article.
- For purposes of this Article, "full pay" means the compensation the employee would have received had the employee remained in paid status and performed their regular assignment.
- The District shall not require an employee to exhaust sick leave or any other accrued leave before receiving paid pregnancy disability leave under this Article.
- A bargaining unit member who commenced a qualifying pregnancy disability leave before January 1, 2027 and remains medically eligible for pregnancy disability leave on or after January 1, 2027 shall become eligible for the paid leave benefit provided by this Article effective January 1, 2027.
- The employee shall not be required to return to active service, even for one day, in order to establish eligibility.
- Beginning January 1, 2027, such an employee shall be placed on paid pregnancy disability leave at full pay for the remainder of the employee's
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- Complaints Concerning Unit Members: The District and Association recognize the importance of resolving concerns at the lowest possible level in a timely and respectful manner while protecting the rights, reputation, safety, and due process of bargaining unit members.
- Complaints shall be handled professionally, fairly, promptly, and without intimidation, harassment, or retaliation. The District shall take reasonable steps to prevent repeated, threatening, abusive, or disparaging conduct directed at a unit member in connection with a complaint.
- For purposes of this Article, a public complaint is a verbal or written complaint from a parent, guardian, student, community member, or other member of the public concerning:
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- An alleged violation or inequitable application of law, District policy, administrative regulation, rule, or procedure; or the performance, conduct, or professional assignment of a unit member.
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- Informal Resolution: Complainants shall ordinarily be encouraged to present concerns first to the unit member who is the subject of the complaint. Email correspondence may satisfy this informal step.
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- The unit member shall make a good-faith effort to respond within three (3) working days.
- A complainant shall not be required to communicate directly with the unit member when the complainant reasonably alleges a safety concern, harassment, discrimination, retaliation, or other circumstances that make direct communication inappropriate.
- If the complainant contacts an administrator directly, the administrator shall notify the affected unit member of the complaint within three (3) working days and shall:
- With the unit member’s consent, attempt to resolve the concern informally; or
- Encourage direct communication between the complainant and the unit member when appropriate.
- If direct communication does not resolve the concern, the administrator may schedule a meeting involving the complainant, unit member, and administrator.
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- Investigatory and Disciplinary Meetings: Before an investigatory or disciplinary meeting, the District shall provide the unit member with reasonable written notice specifying:
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- The nature of the concern or allegation;
- The approximate date and location of the alleged incident;
- Whether the meeting may lead to discipline; and
- The expected participants.
- A unit member shall have the right to Association representation at any meeting the unit member reasonably believes could lead to discipline. No such meeting shall proceed until the unit member has had a reasonable opportunity to obtain representation.
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- Records and Use of Complaints: Complaints that are withdrawn, shown to be false, or not substantiated by reliable evidence shall not:
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- Be placed in the unit member’s personnel file;
- Be used in an evaluation, disciplinary action, personnel decision, employment reference, or external report; or
- Be retained in a site-level working file for future use against the unit member.
- If a complaint is substantiated, the unit member shall receive the findings in writing and may submit a written response. Any response shall be attached to and maintained with the complaint or related material.
- The District shall not disclose or disseminate unverified complaint information except as required for a lawful investigation, legitimate District business, or compliance with law.
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- Personnel Files, Investigations, and Employment Information:
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- No adverse material concerning alleged misconduct shall be placed in a unit member’s personnel file unless the unit member receives prior notice and an opportunity to review and respond to the material consistent with Education Code section 44031. The unit member’s response shall be attached to the material. Except when immediate reporting is legally required, the District shall provide the unit member notice of the allegations and a meaningful opportunity to respond before reporting alleged misconduct to an external agency.
- Nothing in this Article requires or permits the District to disregard a mandatory reporting obligation. When the District makes a legally required report before completing an investigation, the District shall identify the information as an allegation unless and until the District makes substantiated findings.
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- 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 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, participation in civic, political, community, or digital and social media activities, is not an appropriate concern of the District for purposes of evaluation and disciplinary action unless a clear nexus is established demonstrating that the conduct directly impairs the unit member's effectiveness in performing their assigned duties, or violates applicable state/federal law or explicit Board Policy.
Next Steps
The next bargaining session is scheduled for October 13, 2026.
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:
