San Ramon Valley

District Proposals Provided to CSEA - March 4, 2026

CSEA Proposals Provided to the District - March 4, 2026

• The District shall make available a minimum of two (2) medical insurance plans for eligible employees. Details of each plan including coverage levels, premiums, and enrollment procedures, shall be provided annually during the open enrollment period.
  • Kaiser shall be the primary medical plan offered by the District, and the District shall fully cover full‐time employees and their immediate family who select the Kaiser benefit package.
  • For health plans other than Kaiser, employee contributions will be based on the difference between the Kaiser tiered rate and the tiered rate of the non‐Kaiser plan.
  • Eligible employees may select from District medical, dental, vision, and life insurance plans.
  • If Kaiser rates increase for an upcoming plan year, the District may solicit bids from other medical providers. If any provider submits a proposal with rates lower than Kaiser, the District and CSEA shall convene to review the available plans. The parties shall jointly evaluate whether an alternative plan is more financially advantageous while maintaining benefit levels, coverage standards, and access to care comparable to or better than the Kaiser plan.
  • No change from Kaiser to another medical provider shall occur without mutual agreement between the District and CSEA. Any proposed change must ensure that bargaining‐unit members do not experience a reduction in benefits, coverage, or access to services.
  • In the event that no medical carrier other than Kaiser is available for a pending plan year, the District shall promptly notify the Association, and the parties shall meet to discuss and negotiate any necessary provisions to address the situation.
• Effective July 1, 2020, benefits‐eligible employees who provided satisfactory proof of medical coverage and elected to receive cash in lieu of District‐provided medical coverage shall be permitted to continue receiving the cash payment of $464 per month on a pro rata basis. This cash‐in‐lieu option is now closed to new participants. Employees grandfathered under this provision may continue to purchase dental and/or vision benefits through the District at their full cost.
• CSEA or the District may request to meet to discuss the option of an Early Retirement Incentive. Should either party make this request, a meeting will be held within 6 weeks.
• Employee Contribution Cap in Post Retirement Trust
  • 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 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 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 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 CSEA with the full actuarial valuation for the no later than March 1 of each year.

Next Steps

View previous negotiation session summaries with each of our Union partners.

• Original Budget Reduction Plan
• Superintendent Message About Original Reduction Plan
• Revised Budget Reduction Plan
• Approved Budget Reduction Plan
• Message from the Superintendent: SRVUSD Budget Reduction Plan - Updated Information 1-15-25