Negotiations Updates
Negotiations Update - SRVUSD and SRVEA - Session 5 - January 22, 2026
posted JAN. 23, 2026Negotiations Update - SRVUSD and SRVEA - Session 5 - January 22, 2026 ![]()
posted JAN. 23, 2026
Negotiations Update - SRVUSD and SRVEA - Session 5 - January 22, 2026
The District and SRVEA convened the fifth 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:
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- Job Sharing
- Salary Credit for Professional Growth
- School Year Calendar
- Non Discrimination
- Health & Welfare Benefits
- Personal and Academic Freedom
- California Youth Behavioral Health Initiative (CYBHI)
SRVEA Proposals Provided 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):
- Job shares shall be approved for a maximum of five consecutive years during a bargaining unit member’s employment with the District. Extensions of job shares beyond the five year limit will be considered on a case by case basis.
- 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 that has been given up in order 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 their principal to share their job share plan that will include a proposed work year calendar including specific responsibilities for work days and staff development days.
- 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 equality, dignity, and inclusion in all aspects of employment to secure 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, gender nonconformity, 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.
- 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 including the advocacy for equitable treatment of students or employees; or filing, supporting, or participating in a complaint or investigation regarding alleged unlawful discrimination or harassment.
- 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.
- The District recognizes its obligation to protect bargaining unit members from harassment, intimidation, discrimination, or threats by non-employees, including but not limited to parents, guardians, students’ family members, volunteers, community members, and external organizations.
- The District shall take prompt and appropriate action to investigate and address any reported incident of harassment or intimidation directed at an educator by a non-employee, and shall implement measures necessary to ensure the educator’s safety, dignity, and continued ability to perform their professional duties free from hostility or fear.
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- Such action may include, but is not limited to:
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- Issuing directives to limit or prohibit contact with the offending party;
- Coordinating with law enforcement when warranted;
- Providing administrative support or security measures;
- Communicating with the community to reaffirm the District’s commitment to respectful and safe engagement with staff.
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- 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).
- A member of the bargaining unit may file a grievance under the agreement's grievance procedure alleging a violation of applicable federal and state statutes covering illegal discrimination in employment.
- The District will make every effort to process applicable salary increases as soon as possible but no later than three (3) payroll periods after the unit member files proper documentation as stated in Education Code 45048.
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- Pursuant to Education Code 45048, employees who do not receive the amount owed by the third payroll period after they file proper documentation the District shall pay the employee daily interest on the amount owed to the employee within twenty (20) business days of the date the employee actually received the increase.
- The amount of interest to be paid shall be determined by the method established in Section 19521 of the Revenue and Taxation Code.
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- The District shall pay for current benefits in the same proportion as each employee is to full-time equivalent status. The benefit package shall include at least two medical plan options, Kaiser and at least one non-Kaiser option, as well as dental coverage, vision care, mental health coverage, and term life insurance. The specific plans shall be those agreed to between the Association and the District. Each employee shall be notified annually of the plans which are available.
- In the event that fewer than two medical plan options are available and/or no medical carrier other than Kaiser is available for a pending plan year, such circumstances will be promptly communicated by the District to the Association, and the parties shall schedule a meeting to discuss and negotiate applicable provisions to address and resolve the situation within fifteen (15) calendar days of the notification.
- The District shall fully cover full-time employees who select the Kaiser benefit package.
- The parties agree to convene in negotiations regarding provider changes for the base plan.
- For medical plans other than Kaiser employee contributions shall be based on the difference between the tiered rate of the base plan and the tiered rate of the selected plan, or if available, a cost sharing model reflecting tiered rates based on the difference between the $9,000 benefit cap and the composite rate of the negotiated base plan.
- In any fiscal year in which the negotiated salary schedule increase for bargaining unit members is 0%, or less than the required contribution, the District shall fully absorb the required REBP&T contribution for that year, as identified in the annual actuarial valuation report. In these years, no employee shall experience a reduction in take-home pay due to REBP&T contribution requirements. Employee contributions for that year shall be reduced to zero and the District shall fund the actuarially-determined contribution amount.
- When triggered, the District’s obligation shall equal the contribution amount recommended by the certified actuary for the REBP&T for that fiscal year. This cost shall not be charged to, offset against, or deducted from any other negotiated compensation or benefit improvement.
- The District shall provide SRVEA with the full actuarial valuation for the REBP&T no later than March 1 of each year. The Parties shall meet annually through the Retired Employees Benefits Plan and Trust Board of Directors (as indicated in Appendix E) to review the actuarial report and affirm whether the trigger will apply.
- In performing teaching functions, unit members shall have reasonable freedom to express their opinions on all matters relevant to the course content in an objective manner. Unit members shall not use their positions to influence or coerce students with their personal, political, social, and/or religious views. Professional classroom discussion of political, social, or religious topics relevant to the curriculum shall not be construed as coercion or indoctrination.
- Unit members shall be entitled to the full rights of citizenship, personal freedom, and constitutional protection, both on and off campus. No religious, political, or personal activities, or lack thereof, of any unit member shall be used for purposes of evaluation, transfer, disciplinary or dismissal action.
- Teachers shall retain full authority, consistent with Education Code §49066 and §49067, to determine student grades based on their professional judgment.
- Nothing in district policy or administrative regulation shall require a specific number of reassessments, assessment formats, templates, or grading scales unless negotiated with the Association.
- Districtwide grading parameters shall not limit teachers’ discretion in evaluating student work, determining assessment methods, or recognizing non-academic factors that support student learning.
- No student grade shall be changed without prior written notice to the teacher, a clear statement of the legal or policy basis for the change, and an opportunity for the teacher to provide input. All grade changes shall be documented.
- Prior to implementing any new grading requirements, the district shall provide adequate professional development, planning time, and resources. Teachers shall not be required to redesign assessments or grading systems without compensated time.
- Any district-implemented changes to grading practices, assessment design, or reassessment expectations shall not increase unit members’ workload beyond what is currently required unless additional release time, compensation, or staffing is provided. The district shall negotiate any workload impacts with SRVEA prior to implementation.
- Any changes to grading practices shall include a phased implementation timeline developed collaboratively with SRVEA, ensuring ample time for teacher training, assessment redesign, and communication with families and students.
- When concerns, complaints, or allegations arise regarding a unit member’s instructional content, grading practices, or classroom speech, the District shall:
a. Provide written notice of the nature of the concern, including dates of alleged incidents, prior to any investigatory meeting;
b. Ensure the unit member’s right to Association representation; and
c. Conduct any review in a timely, fair, and confidential manner.
- Anonymous complaints shall not be used as the sole basis for discipline. Such complaints may be reviewed but shall require independent substantiation and due process prior to any adverse action.
- Audio, video, or digital recordings of a unit member created without their knowledge or consent shall not be used for evaluation or discipline unless required by law and only if the teacher is provided full, unedited access prior to any meeting referencing the recording.
- The District shall provide a working environment free from harassment, bullying, intimidation, or online attacks. When a unit member is targeted by parents, students, or community members—including online harassment—the District shall intervene promptly, provide necessary support, and refrain from public statements implying wrongdoing prior to due process.
- 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.
- Lawful off-duty conduct, including social media activity, participation in political or community events, and private expression of personal beliefs, shall not be used as the basis for adverse action unless a clear, direct, and demonstrable impact on job performance can be shown.
District Proposals Provided 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):
- Health Educators, Teachers of the Visually Impaired, Induction TSA, Resource Specialists, Special Day Class Teachers, Inclusion Specialists, Adaptive Physical Education Teachers, Teachers of Deaf and Hard of Hearing and Orientation and Mobility Teachers (Special Services Bargaining Unit Members) - 191 Days
- Bargaining unit members assigned to the Special Services Salary Schedule may complete up to five (5) work days before the work year begins, during the work year or at the end of the work year.
- Floating work days are non-student days designated for professional responsibilities including but not limited to planning, preparation and curriculum work and shall not include required meetings, training or other assigned duties.
- For classroom teachers, one (1) floating work day shall be worked onsite prior to the beginning of the instructional year. The remaining floating work day(s) may be worked at a location at the discretion of the bargaining unit member.
- The District will make every effort to process applicable salary increases as soon as practicable, upon HR approval, and no later than three (3) payroll periods after the approval.
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- Pursuant to Education Code 45048, employees who do not receive the amount owed by the third payroll period after HR approval, the District shall pay the employee daily interest on the amount owed to the employee within twenty (20) business days of the date the employee actually received the increase.
- The amount of interest to be paid shall be determined by the method established in Section 19521 of the Revenue and Taxation Code.
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Tentative Agreement
No tentative agreements were reached in today’s session.
Next Steps
The next session of negotiations is scheduled for February 19, 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:
