Negotiations Updates
Negotiations Update - SRVUSD and CSEA - SUCCESSOR NEGOTIATIONS, Session 3 - FEBRUARY 6, 2026
posted FEB. 10, 2026Negotiations Update - SRVUSD and CSEA - SUCCESSOR NEGOTIATIONS, Session 3 - FEBRUARY 6, 2026 ![]()
posted FEB. 10, 2026
Negotiations Update - SRVUSD and CSEA - SUCCESSOR NEGOTIATIONS, Session 3 - FEBRUARY 6, 2026
The San Ramon Valley Unified School District (SRVUSD) negotiations team and the California School Employees Association (CSEA) negotiations team met on February 6, 2026, for the third session related to the 2025-2028 successor agreement for Unit II and Unit III.
The parties discussed the following topics:
- Memorandum of Understanding (MOU): Reduction in Force (Unit II and Unit II) /Impacts and Effects
- Memorandum of Understanding (MOU) Service Logs/Charting
District Proposals Provided to CSEA - February 6, 2026
The District provided the following proposals to CSEA. Highlights of each proposal are summarized below:
The tie-breaker criteria applies to the layoff process at the end of the 2025-26 school year.
- SEIS Service Tracker: Behavior analysts who provide services pursuant to a student’s Individualized Education Program (IEP) shall utilize the Service Tracker module within the Special Education Information System (SEIS) as the exclusive platform for logging all service delivery.
- Documentation Requirements: Staff shall document services provided to students on a monthly basis. Staff shall document services in the District’s designated service tracker system only for services listed on a student’s IEP as part of the service delivery line.
- Supplemental services including but not limited to indirect support, staff coaching and program or classroom needs that are not listed on IEP service delivery line shall not be subject to service tracker documentation requirements.
- In the event a supplemental service is moved to the IEP service line for an individual student, the bargaining unit member may request a meeting with the Director of Special Education and the CSEA President to address any potential workload issues that arise as a result of the change.
- Staff will only complete this process for students with behavioral services included in the service line of the IEP.
- Each service log entry must include, at minimum, the following information:
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- The student’s full legal name
- The date of service
- The type of service provided (e.g., behavior intervention, functional behavior assessment, consultation)
- The total number of minutes provided per session
- The delivery format (e.g., individual, small group, or consultation)
- The delivery code indicating service status (e.g., delivered, student absence, staff absence, no show)
- Licensed Vocational Nurses who provide services pursuant to a student’s Individualized Education Program (IEP) shall utilize paper charting that is created by the school nurses.
- Each chart entry must include, at a minimum, the following information:
- Student’s name
- Date of procedure
- Type of procedure
- Amount of time to complete the procedure
- Medical diagnosis
- Provider’s name and title
- Per LEA BOP requirements, an LEA BOP committee will meet twice per year and will include one occupational therapist and one physical therapist. The committee will determine how revenue generated through LEA BOP will be utilized.
- During the 2026-27 school year, participation is required for all OTs and PTs. Full participation is necessary in order to determine the effectiveness and the long-term viability of the program.
- Staff will obtain a National Provider Identifier (NPI).
- Brief treatment notes to include information how the student’s disability impacts their ability to access general education curriculum.
- Each OT/PT will enter assessment information into the Student Health Network and will include:
- Type of assessment (initial, reevaluation, or amendment)
- Enter the amount of overall time the assessment took
- Recognizing the additional requirements placed on Occupational Therapists and Physical Therapists, the District agrees that LEA BOP-related responsibilities (i.e., Intervention Template and treatment notes) constitute additional administrative duties beyond existing negotiated duties.
- The District will provide mandatory training during the employees’ scheduled work day on LEA BOP procedures, expectations, timelines, and compliance documentation before staff are asked to participate. Employees will be compensated at the appropriate hourly rate for any required training that occurs outside of the scheduled workday.
- Written guidance outlining district expectations, required documentation, and deadlines shall be distributed prior to the start of the program year
- Staff will receive scripts and communication documents to support thor explanation of LEA BOP to families during IEP meetings.
- Training shall be focused on the following:
- Program compliance and requirements
- Documentation
- Student Health Network
- Technical assistance
- For any required training outside of the scheduled workday, employees will be compensated at the appropriate hourly rate.
- To support the successful transition of this new documentation process, participating unit members will be compensated a stipend in the amount of $1,650 per year, prorated based upon the participation start date, and will be paid in June. If responsibilities exceed the allotted workload adjustments and the employee is required to work extra hours and/or overtime, they shall be compensated hourly at the appropriate rate.
- To support the successful transition to this new documentation process, participating unit members will be compensated a stipend in the amount of $1,650 per year, prorated based on participation start date, and will be paid in June.
- If responsibilities exceed the allotted workload adjustments, upon approval by their supervisor, the extra hours worked shall be compensated at the appropriate hourly rate.
- No individual LEA BOP data shall be used for performance evaluation or disciplinary action.
- All communication, instructions, and directives regarding LEA BOP participation must originate from District management and not from a third-party vendor.
- The parties will reconvene in Spring 2027 to evaluate the pilot and determine next steps of the program.
- The parties will meet and review the following:
- Average time per billing entry
- Impact on student services
- Effectiveness of training and technology
- Recommendations for future implementation or discontinuation
- The parties will use these findings to negotiate future language, extend the pilot, or end the program.
CSEA Proposals Provided to SRVUSD - February 6, 2026
CSEA provided the following proposals to the District. Highlights of each proposal are summarized below.
Memorandum of Understanding (MOU): Reduction in Force (Unit II and Unit II)
Due to the confidential nature of the information, copies of the proposal will be added at a later date.
Tentative Agreement
While no tentative agreements were reached on February 6, 2026, the parties are committed to continued collaboration on all topics.
Next Steps
The next negotiations session is scheduled for February 13, 2026.
Topics to be discussed:
- Reduction in Force/Impacts and Effects
- MOU: Tie Breaking Criteria
- Article XIV: Salaries
- New Article: Special Services
- New Article: Technology
- MOU: LEA BOP
- MOU: Service Logs/Charting
Representatives in Attendance for Negotiations Today
San Ramon Valley Unified School District |
California School Employees 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:
