2025/2026 Tentative Agreement

The 2025/2026 Tentative Agreement has been ratified!

• Total Votes = 156
• Yes Votes = 155
• No Votes = 1

The next step is for the Board of Trustees to approve the Tentative Agreement at the May 12, 2026 Board meeting.

2025/2026 Tentative Agreement Summary

Below is a summary of the contract changes, click the links below for the full article language. Added language is underlined, removed language is struck through.

• Article 4 – Evaluations & Personnel Files
  • April 30 deadline for evaluation completion
  • Performance Improvement Plan (PIP)
    • PIP meetings will be held separately from the evaluation meeting
    • SEIU Unit Member’s Right to Representation and Acknowledgement of Rights Form
  • NeoEd Classified Evaluation Pilot Side Letter
    • Agreed to pilot NeoEd for Classified evaluations from 1/1/26-6/30/28 beginning with probationary evaluations
• Article 5 – Union Rights
  • Added an additional hour of release time for unit members to attend SEIU meetings during active negotiations
  • Updated District committee references and clarified release time for attending committee meetings
• Article 7 – Pay & Allowances
  • 2.90% increase for 2025/2026
  • Clarified compensation for temporary promotion (higher grade level) vs temporary transfer (same grade or lower)
    • Clarified that step increases are based on the permanent position
• Article 8 – Employee Expenses & Materials
  • Added Shone Farm positions for uniform reimbursement
• Article 9 – Health & Welfare Benefits
  • Maintained the fully-covered Kaiser option for 2025/2026
  • Full coverage for Classified working 90%+ but less than 100%
  • Added Waiver of Anchor Bronze (WABE) language
    • Allows unit members working 90% or more to decline healthcare enrollment if they can provide evidence of coverage under another health plan
• Article 11 – Vacation
  • Extended the pandemic PTO vacation usage period until June 30, 2027
  • Automatic vacation approval if no supervisor denial within 10 working days
  • Extended vacation denial appeal period from 2 to 4 working days 
• Article 12 – Leaves of Absence
  • Added language around reproductive loss leave as required by law
  • Clarified leaves that don’t require the use of accrued leave
    • Bereavement Leave
    • Jury Duty
  • Clarified when an NOA needs to be completed for release time
• Article 14 – Filling Vacant Positions
  • Clarified the goals for filling vacant positions
  • Added definition for internal promotions and when they are allowable under Ed Code
  • Added language around equivalency of minimum qualifications including determination criteria and a review process
• Article 15 – Safety
  • Updated language to incorporate the District Facilities Advisory Committee
  • Clarified personal protective equipment (PPE) request process
• Article 21 – Disciplinary Action
  • Clarified that a verbal warning should generally not be the first communication of a conduct or performance issue
  • Clarified the verbal notice process
    • Employee has 10 business days to respond in writing
    • Verbal warning documentation does not become part of the employee’s personnel file
  • Added SEIU Unit Member’s Right to Representation and Acknowledgement of Rights Form

We will schedule future meetings to discuss negotiations for the 2026/2027 cycle. The Union is all of us and the more united we are, the stronger we are. 

If you are not a union member, or are not sure, please contact Jana Blunt (jana.blunt@seiu1021.org).

To join the Union and vote, please complete the Member Application (Join1021.org).

In solidarity,

Your SEIU Negotiations Team

Jessica Melvin, Vice President/Lead Negotiator
Sandy Sigala, President, Negotiator
Patty Collis, Negotiator
Greg Drukala, Negotiator
Bob Peterson, Negotiator
Jana Blunt, SEIU Field Representative