Negotiations Updates
Negotiations Update - SRVUSD and CSEA - SUCCESSOR NEGOTIATIONS, Session 2 - FEBRUARY 2, 2026
posted FEB. 4, 2026Negotiations Update - SRVUSD and CSEA - SUCCESSOR NEGOTIATIONS, Session 2 - FEBRUARY 2, 2026 ![]()
posted FEB. 4, 2026
Negotiations Update - SRVUSD and CSEA - SUCCESSOR NEGOTIATIONS, Session 2 - FEBRUARY 2, 2026
The San Ramon Valley Unified School District (SRVUSD) negotiations team and the California School Employees Association (CSEA) negotiations team met on February 2, 2026, for the second session related to the 2025-2028 successor agreement for Unit II and Unit III.
The parties discussed the following topics:
- Salaries
- Employee Benefits
- New Article: Special Services
- Memorandum of Understanding (MOU): Reduction in Force (Unit II and Unit II)
- Memorandum of Understanding (MOU): Tie Breaking Criteria
- Memorandum of Understanding (MOU): Local Education Agency Billing Option (LEA BOP)
- Memorandum of Understanding (MOU) Service Logs/Charting Licensed Vocational Nurses and Behavioral Analysts
- Completion of Agreement
- Term of Agreement
District Proposals Provided to CSEA - February 2, 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.
- The order of layoff within the class shall be determined by length of service beginning with the unit member with the least seniority in the affected classification.
- If two or more unit members subject to layoff have equal seniority in a classification, the determination as to who shall be laid off will be made on the basis of their initial date of hire in the District (i.e., all continuous service in any permanent classification from initial date of hire to present);
- If two or more unit members have equal seniority (i.e., initial hire date) after applying Paragraph 1 and 2 above, seniority shall be determined by lottery.
- Names shall be drawn by the District in the presence of the President and Vice President of CSEA, Chapter #65, with the first name drawn, ranked as the highest and continuing until all remaining tied employees are ranked in order. Employees shall be selected for layoff starting with the lowest ranked individual.
- By entering into this MOU, the Parties have fulfilled any duty to bargain under the Educational Employment Rights Act (Gov. Code 3540 et seq.) (“EERA”) regarding the layoff of unit members at the end of the 2025-2026 school year.
- No action taken by the District pursuant to this MOU shall be subject to the grievance procedure set forth in the CBA.
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.
CSEA Proposals Provided to SRVUSD - February 2, 2026
CSEA provided the following proposals to the District. Highlights of each proposal are summarized below.
- For the 2025-26 school year, the Unit II and Unit II salary schedules shall be increased by 4% effective July 1, 2025.
- For Unit II Child Nutrition employees, if any site has 2 or more staff members out in one day they will receive extra hours automatically. Additionally, staff will receive a stipend for the day.
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- The District provided CSEA with an analysis of the CSEA Salary proposal:
- If the raise is applied to all SRVUSD employees (the District's standard practice for increases in salary), the cost would be approximately $12,900,000
- If such an increase was implemented effective July 1, 2025, the district financial condition would immediately become “negative” from a certification perspective. This means the District cannot meet our financial obligations through (date) and the County Office would have to immediately intervene and take over fiscal responsibility of the District.
- Full time Occupational Therapists shall have a maximum caseload of 50 students. The case load for part-time staff shall be calculated by multiplying their FTE time base by 50.
- Unit members serving as Occupational Therapists whose student caseload exceeds the recommended caseload for 10 consecutive days shall be eligible for the following, retroactive to day one: for Occupational Therapy caseloads greater than 50--$4.00 per each student per day over 50 students.
- Full time Physical Therapists shall have a maximum caseload of 50 students. The case load for part-time staff shall be calculated by multiplying their FTE time base by 40.
- Unit members serving as Physical Therapists whose student caseload exceeds the recommended caseload for 10 consecutive days shall be eligible for the following, retroactive to day one: for Occupational Therapy caseloads greater than 50--$4.00 per each student per day over 40 students.
- Unit members shall notify site, Special Education management and CSEA leadership in writing, if they are anticipating exceeding their caseload limit.
- The unit member, CSEA leadership and management shall meet to develop a mutually agreed upon plan of relief for unit members who are over caseload within 15 days of the unit member exceeding the caseload limits. Implementation timelines may vary based upon staffing availability.
- 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 consultation, indirect support, staff coaching and program support that are not listed on IEP service delivery line shall not be subject to service tracker documentation requirements.
- In the event that the District proposes or requires supplemental services be moved to IEP service delivery line, thereby triggering service tracker documentation requirements, such change shall be considered a substantial increase in workload.
- Any such change shall require prior negotiations with CSEA, including review of workload impact, documentation expectations and potential compensation or staffing adjustments.
- 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)
Charting for Licensed Vocational Nurses
- 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:
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- Student’s name
- Date of procedure
- Type of procedure
- Amount of time to complete the procedure
- Medical diagnosis
- Provider’s name and title
- Revenue generated through the District’s participation in medical billing programs by classified related service providers will be reserved to support classified non-management positions in the following positions: Occupational Therapist (OT) and Physical Therapist (PT).
- Assessments shared by and be entered into the Student Health Network by a designated clerical or administrative support and will include:
- Type of assessment (initial, reevaluation, or amendment)
- Enter the amount of overall time
- Clerical/administrative assistance: The District shall provide a designated clerical or administrative support for tasks such as data entry, parent contact logs or follow up communication.
- 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.
Upon ratification, all articles in this Agreement shall be closed for the 2025-26 school year. For the 2026-27 and 2027-28, each party may reopen on Salary, Benefits and up to 2 other articles of its choice.
The term of this Agreement shall be from July 1, 2025, through June 30, 2028.
Tentative Agreement
While no tentative agreements were reached on February 2, 2026, the parties are committed to continued collaboration on all topics.
Next Steps
The next negotiations session is scheduled for February 6, 2026. Topics to be discussed:
- Reduction in Force
- 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:
