Negotiations Updates
Negotiations Update - SRVUSD and SRVEA - Session 6 - FEBRUARY 19, 2026
posted FEB. 20, 2026Negotiations Update - SRVUSD and SRVEA - Session 6 - FEBRUARY 19, 2026 ![]()
posted FEB. 20, 2026
Negotiations Update - SRVUSD and SRVEA - Session 6 - FEBRUARY 19, 2026
The District and SRVEA convened the sixth 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:
- Governor’s Proposed Discretionary Block Grant
- Job Sharing
- Salary Credit for Professional Growth
- Non Discrimination
- California Youth Behavioral Health Initiative (CYBHI)
- Hours of Employment
- Employee Rights
Governor’s Proposed Discretionary Block Grant
The District initiated conversation with SRVEA regarding the Governor’s proposed discretionary block grant for 2026–29, which would provide approximately $13.6 million in one-time funding for SRVUSD. The purpose of this discussion was to obtain SRVEA’s feedback regarding priorities for the potential restoration of budget cuts that were negotiated during the 2024-25 school year. SRVEA declined to engage in discussion on this topic during today’s session while acknowledging they may elect to discuss this item in a future session.
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):
- SRVEA rejected the District’s proposal for extended day kindergarten for the 2027-28 school year, and did not offer any counter proposal language specific to Extended Day Kindergarten to accompany their rejection of this proposal.
- SRVEA did propose that, 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.
- Any non-instructional time within the duty day shall be unencumbered time for the bargaining unit member to set-up and breakdown for the day. Bargaining unit members shall be present at the school site at least fifteen (15) minutes prior to the beginning of their instructional day and remain for fifteen (15) minutes following the end of their instructional 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.
- 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. Prep period segments will be a minimum of 30 consecutive minutes for prep specialists.
- Inclement Weather Provision: SRVEA proposed that bargaining unit members shall be entitled to compensation whenever the normal student contact time is extended due to inclement weather.
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- The site administrator shall have the discretion to determine whether or not inclement weather exists.
- Compensation will be at the non-instructional hourly rate.
- Bargaining unit members will not be required to involuntarily relinquish their duty free lunch without compensation.
- Prep time will not be encumbered.
- Prior to the first day of student attendance, the principal shall work jointly work SRVEA site leadership to establish a written inclement weather procedure for the upcoming year setting forth the following:
- The site’s procedure for declaring inclement weather schedule.
- A procedure for classroom coverage in order to ensure that each bargaining unit member with student instruction or supervision responsibilities has a health and welfare break when normal breaks have been canceled.
- Coverage of students assigned to a prep teacher
- Any voluntary lunch supervision for inclement weather.
Public Complaints - SRVEA Proposed the following:
- The District and Association recognize the importance of resolving public concerns at the lowest possible level, in a timely and respectful manner, while protecting the rights, reputation, and due process of bargaining unit members.
- The District shall ensure that all complaints are handled in a manner that is professional, fair, and free from intimidation, harassment, or retaliation. The District shall not permit harassment of bargaining unit members by parents, guardians, community members, or any other individuals in relation to a complaint. Any form of harassment, including repeated, threatening, or disparaging communication, shall be promptly addressed by site and/or district administration.
- Public complaints are defined as verbal or written complaints received from parents/guardians or community members alleging:
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- violation, misrepresentation, or inequitable application of the Education Code, school or district rules, policies, and/or procedures; or
- unsatisfactory performance of the professional assignment of an employee.
- No anonymous complaints shall be entertained or acted upon at either the informal or formal level. Anonymous complaints shall not form the basis of any evaluation, investigation, or disciplinary action.
- Any involved unit member shall be afforded the full right to representation at all stages of this process. The District recognizes the integrity and professionalism of unit members and desires to support their actions in such a manner that they are freed from unnecessary, spiteful, or negative criticism and complaints by a member of the public. The District acknowledges that the procedures outlined herein include complaints from parents and community members.
Safe and Respectful Work Environment
- The District and Association recognize the importance of resolving public concerns at the lowest possible level, in a timely and respectful manner, while protecting the rights, reputation, and due process of bargaining unit members.
- The District shall ensure that all complaints are handled in a manner that is professional, fair, and free from intimidation, harassment, or retaliation. The District shall not permit harassment of bargaining unit members by parents, guardians, community members, or any other individuals in relation to a complaint. Any form of harassment, including repeated, threatening, or disparaging communication, shall be promptly addressed by site and/or district administration.
Personnel Files, Investigations, and Employment Verification
- No allegation of misconduct shall be reported to any external agency, including the California Commission on Teacher Credentialing, unless the District has conducted a fair and thorough investigation. A fair and thorough investigation shall include, at minimum, notice of the allegations and an opportunity for the employee to respond prior to any reporting.
- The District shall not file an AB 2534 report absent documented findings that the separation resulted from alleged misconduct. Uninvestigated complaints, hearsay, or unsubstantiated allegations shall not constitute a basis for reporting.
- No adverse material relating to alleged misconduct shall be placed in an employee’s personnel file unless the employee has received prior notice and an opportunity to respond pursuant to Education Code section 44031. Any rebuttal provided by the employee shall be attached to the material.
- The District shall limit employment verification and reference responses to neutral facts only, including dates of employment, position(s) held, and credential status. The District shall not disclose complaints, allegations, or internal concerns, whether substantiated or unsubstantiated. AB 2534 reports will only be disclosed when claims are fairly and thoroughly investigated and substantiated.
- For the remainder of the 2025-2026 school year, participation will be voluntary for any mental health provider who wishes to pilot the program. All compensatory statutes included in this MOU will be in place for all who voluntarily participate. Any compensation will be retroactive and may include any billing that covers services provided during the 25-26 school year.
- Before May 15, 2026, the District will solicit volunteers to engage in a comprehensive pilot for the 2026-2027 school year.
- No later than January 15, 2027, the District and SRVEA will review pilot data to determine adjustments and meet to negotiate parameters for the 2027-2028 full implementation year.
- During the 2027-2028 school year, participation will be required for all Social Workers, Counselors, Student Support Counselors and School Psychologists.
- The mandated program shall be strictly comprised of the frameworks and protocols developed as a direct result of the preceding pilot program. The development of this program shall be conducted with meaningful input and collaboration from the San Ramon Valley Education Association (SRVEA).
- Any program developed as a result of the pilot, including its implementation, duties, and scheduling, shall be subject to the formal meet and confer process. Final approval and adoption of the program are contingent upon the successful negotiation of working conditions between the District and SRVEA.
- Staff will obtain a National Provider Identifier (NPI).
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- Individual providers own and retain exclusive control of their Type 1 NPIs.
- The District and any third-party billing administrator may use an employee’s NPI only for services actually rendered by that employee, within their licensed scope, and only for CYBHI billing purposes.
- NPIs are not District property and may not be retained, reused, or repurposed after an employee leaves District employment.
- No employee shall be required to provide, document, or bill for services outside their credentialed role, licensure, training, or professional ethical standards.
- Any new or expanded documentation, coding, productivity, or billing expectations related to CYBHI must be bargained prior to implementation.
- Employees shall not be disciplined for refusing to bill services they reasonably believe are inappropriate, inaccurate, or outside scope.
- The District retains responsibility for:
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- Program compliance
- Billing accuracy
- Supervision structures, and
- Defense and indemnification of employees acting within scope and District direction
- To support the successful transition to this new documentation process, participating unit members will be compensated a stipend in the amount of $2500 per year, prorated based on participation start date and will be paid in June.
- In lieu of the full stipend, participating members shall have the option to interchange one (1) full month of the stipulated monthly stipend payment for one (1) Release Day per month for the duration of the pilot.
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):
- 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 required documentation as noted in A.4. above.
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- Pursuant to Education Code 45048, employees who do not receive the amount owed by the third payroll period after filing the required 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.
- 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; 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.
- 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.
- 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).
- 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.
- 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.
- Job shares shall be approved for a maximum of five years during a bargaining unit member’s employment with the District.
- 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.
- 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.
Tentative Agreement
No tentative agreements were reached in today’s session.
Next Steps
The next session of negotiations is scheduled for March 2, 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:
