Negotiations Updates
Negotiations Update - SRVUSD and srvea - ANNUAL REOPENERS, Session 3 - december 2, 2025
posted dec. 3, 2025Negotiations Update - SRVUSD and srvea - ANNUAL REOPENERS, Session 3 - december 2, 2025 ![]()
posted dec. 3, 2025
Negotiations Update - SRVUSD and srvea - ANNUAL REOPENERS, Session 3 - december 2, 2025
The District and SRVEA convened the third 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.
SRVEA PROPOSALS
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 on a year to year basis, for a maximum of 5 years.
- To extend job share beyond the 5 year limit, the employee must provide a proposal for approval to the site administrator.
- Elementary bargaining unit members covered by the terms and provisions of this Agreement who choose to render paid service to the District in other than full time equivalent positions, shall be entitled to request Board approval to serve in a job share arrangement.
- While in a job share arrangement, each continuing permanent unit member will be considered on an unpaid leave of absence for the portion of their prior assignment that has been given up in order to enter the arrangement. Such leave(s) shall be approved by the Board. A bargaining unit member who will be probationary in the year of a job share should consult the District prior to proposing participation in that job share to determine the effect such an assignment might have on their probationary status. A newly hired employee shall be classified as temporary.
- An elementary job share assignment is initiated by submission of a job share assignment plan to the site administrator where the job share would occur.
- At the conclusion of the job share, the bargaining unit members will return to the assignments they had prior to participating unless otherwise reassigned or transferred in accordance with the terms and provisions of this Collective Bargaining Agreement.
- Elementary Job Share Return Rights
- If two bargaining unit members are returning from a job share at the same time, the bargaining unit member with greater seniority shall be placed at the current work site first. The remaining job share partner shall be considered for other vacancies.
- If one partner is unable to fulfill their job share arrangement, the remaining partner shall have the option(s) to:
- If possible, return to full time equivalency
- If possible, find another bargaining unit member to job share, with consent of the Principal;
- Request help from Human Resources in finding another partner within the District;
- If mutually agreed between the Principal and bargaining unit member, find a long-term substitute able to finish out the school year.
- CYBHI -Medical billing reimbursement program provides opportunity to generate resources to support student mental health services.
- Revenue generated will be used to support certificated non-management mental health positions: Social Workers, Counselors, Student Support Counselors and School Psychologists.
- Need for adequate planning, training, and realistic workload expectations for staff.
- 2025-26 Pilot program, strictly voluntary for all certificated mental health providers. The District and SRVEA will review pilot data no later than March 15, 2026 and negotiate adjustments to phase 2.
- Non-Participation shall not be used as a basis for evaluation, discipline or adverse employment action.
- Certificated mental health providers will utilize the designated Student Health Network (SHN) as a platform to document eligible counseling services, risk assessments, and crisis counseling. This system will be used for mental health services/assessments that are eligible for reimbursement through CYBHI.
- Before any billing occurs, the District will provide training and support on program compliance and requirements, legal obligations (FERPA, HIPAA, audit procedures), documentation, Student Health Network and technical assistance.
- The district will assume all liability for audit findings, denials and repayment demands arising from procedural errors.
- Participating unit members will be compensated a stipend in the amount of $1,600 per year, prorated based upon start date and will be paid in June. In lieu of the full stipend, participating members shall have the option to interchange one full month of stipend for one release day per month for the duration of the pilot.
- Vendors such as Paradigm, shall have no managerial authority over unit members and may not issue directives, deadlines, or performance feedback to employees.
- All directives, expectations, or changes to processes originating from third-party vendors must first be vetted and approved by District management.
- If any vendor-proposed directive constitutes a change in working conditions, the District shall notify SRVEA and if necessary enter the negotiations process before implementation.
District Proposals:
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):
- CYBHI -Medical billing reimbursement program provides opportunity to generate resources to support student mental health services.
- Revenue generated will be used to support certificated non-management mental health positions: Social Workers, Counselors, Student Support Counselors and School Psychologists.
- During the 2025-26 school year, participation will be voluntary for all mental health providers: Social Workers, Counselors, Student Support Counselors and School Psychologists.
- During the 2026-27 school year, participation is required for all Social Workers, Counselors, Student Support Counselors and School Psychologists. Full participation is required in order to determine the effectiveness and viability of the program.
- Certificated mental health providers will utilize the designated Student Health Network (SHN) as a platform to document eligible counseling services, risk assessments, and crisis counseling. This system will be used for mental health services/assessments that are eligible for reimbursement through CYBHI.
- The District will provide training and support on:
- Program compliance and requirements
- Legal obligations (FERPA, HIPAA, audit procedures)
- Documentation
- Student Health Network
- Technical assistance
- 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.
- Vendors such as Paradigm, shall have no managerial authority over unit members and may not issue directives, deadlines, or performance feedback to employees.
- All directives, expectations, or changes to processes originating from third-party vendors must first be vetted and approved by District management.
- If any vendor-proposed directive constitutes a change in working conditions, the District shall notify SRVEA leadership to discuss potential, mutually agreeable solution(s).
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- Upon completion of any professional growth activity, it is the responsibility of each employee to provide the Human Resources Office with appropriate evidence of completion.
- Verification of advanced degrees and/or certifications, including but not limited to Master’s Degrees, Doctorates, and National Board Certification, must be submitted in the form of official transcripts indicating the conferral of the degree or certification.
- Eligibility for the associated stipends shall be contingent upon submission of such verification. The unit member is solely responsible for obtaining and furnishing the required documentation, which may require requesting updated or additional transcripts from the granting institution or program.
- Within 15 days of submitting confirmation of conferral of the degree or certification, the District will send confirmation of receipt of the request.
- The District will make every effort to process applicable salary increases as soon as practicable upon approval, and no later than the December payroll period.
- CYBHI -Medical billing reimbursement program provides opportunity to generate resources to support student mental health services.
- Revenue generated will be used to support certificated non-management mental health positions: Social Workers, Counselors, Student Support Counselors and School Psychologists.
- During the 2025-26 school year, participation will be voluntary for all mental health providers: Social Workers, Counselors, Student Support Counselors and School Psychologists.
- During the 2026-27 school year, participation is required for all Social Workers, Counselors, Student Support Counselors and School Psychologists. Full participation is required in order to determine the effectiveness and viability of the program.
- Certificated mental health providers will utilize the designated Student Health Network (SHN) as a platform to document eligible counseling services, risk assessments, and crisis counseling. This system will be used for mental health services/assessments that are eligible for reimbursement through CYBHI.
- The District will provide training and support on:
- Program compliance and requirements
- Legal obligations (FERPA, HIPAA, audit procedures)
- Documentation
- Student Health Network
- Technical assistance
- 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.
- Non-Participation shall not be used as a basis for evaluation, discipline or adverse employment action.
- Vendors such as Paradigm, shall have no managerial authority over unit members and may not issue directives, deadlines, or performance feedback to employees.
- All directives, expectations, or changes to processes originating from third-party vendors must first be vetted and approved by District management.
- If any vendor-proposed directive constitutes a change in working conditions, the District shall notify SRVEA leadership to discuss potential, mutually agreeable solution(s).
- The district will assume all liability for audit findings, denials and repayment demands arising from procedural errors.
- The parties will reconvene in April 2027 to evaluate the pilot and determine next steps of the program.
Additional Information:
No tentative agreements were reached in today’s session.
The next session of negotiations is scheduled for January 8, 2026.
Representatives in Attendance for Negotiations Today
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:
