Davis Joint Unified School District

The District and DTA teams met Thursday, September 10 for the twelfth time since negotiations began in February 2026, with the goal of reaching agreement for the 2025-26 and 2026-27 school years. Unfortunately, late this afternoon, DTA informed the District that future meetings would be futile and that we were at an impasse.  The next step will be requesting a mediator from the State Mediation and Conciliation Service. This despite the fact that the District’s compensation and benefits proposal  improved from September 3 by .35% from 10.25% to 10.6%. DTA did not change their proposal from September 3. 

The following represents the proposals each team provided to one another:
At 9:20 am, DJUSD  gave Proposal 15, which included a total of 10.6% increase in ongoing pay, benefits and other improvements over two years. Details of the proposal include:

3.75% ongoing salary increase for 2025-26 retroactive to July 1, 2025 
5.00% ongoing salary increase for 2026-27 retroactive to July 1, 2026
100% coverage of lowest cost Single Only Plan (based on the rate that will take effect January 1, 2027) through December 2028 and an additional $3,000 added to the Single Only cap for Plus One and $4,000 added to the Single Only cap for Family.  
The new benefit caps would be: 
Single Only $12,370
+1 (Plus One)   $15,370
Family   $16,370 
Effective January 1, 2028, the District’s annual contribution for each coverage tier (single party, two-party, and family) would increase by $741 above the 2027 District contribution.  This increase provides 100% single only coverage through December 2029.  
The benefit caps beginning January 1, 2028 would be:
Single Only $13,111
+1 (Plus One) $16,111
Family $17,111
5 additional days added to the work year for Special Education teachers to have time to complete case management duties which includes preparing IEPs for general education teachers, creating para support schedules, etc.

The District’s proposal continues to represent the District’s commitment to contribute more than 100% of new revenues for 2025-26 and 2026-27 by offering 10.6% in on-going compensation and benefits with the equivalent of approximately 9.6% [6.6% COLA (2.3% in 25-26 and 4.3% in 26-27) + $3M in other on-going revenue] in ongoing revenue and brings our District’s reserve close to the state minimum reserve level is 3% for District’s our size. This proposal will make substantive improvements in compensation and benefits and does not commit one-time funds for on-going purposes, while maintaining fiscal solvency. The proposal also acknowledges that employee compensation is a priority that will require reductions. In order to remain fiscally solvent in the coming year, the District will need to reduce approximately $4 million. About half of that amount (approximately $2M) is due to declining enrollment. The remaining (approximately $2M) reductions are needed to counter inflationary costs (Net step and column and benefits costs as well as inflationary costs on goods and services) and the dollars committed to this proposal above new revenue.  Any additional improvements in a collective bargaining proposal moving forward will require dollar for dollar reductions, as all new revenue for 2025-2027 has been dedicated to employee compensation. 

At 11:22 am the DTA countered with Proposal 16, which was the same proposal that they gave on September 3 (Proposal 14). DTA’s current proposal represents a 13.26% on-going salary and benefits increase. 

At 1:45 pm the District provided Proposal 17 to DTA, which was the same as Proposal 15.

At 3:13 pm the teams convened and DTA informed the District that we are at an impasse. 

No future negotiations dates were set. 

The District and DTA teams met Thursday, September 3 for the eleventh time since negotiations began in February 2026, with the goal of reaching agreement for the 2025-26 and 2026-27 school years.  

At 9:59 am, DTA gave Proposal #12 Article XIV Salary and Benefits, which included a 10.75% increase in ongoing pay over two years.  The proposal continued to include 100% coverage of the Single Only lowest cost health plan in perpetuity.  

The District countered at 11:10 am with Proposal #13 Article XIV Salary and Benefits. Key components included: 

3.75% ongoing salary increase for 2025-26 retroactive to July 1, 2025 
5.00% ongoing salary increase for 2026-27 retroactive to July 1, 2026

100% coverage of lowest cost Single Only plan (based on the rate that will take effect January 1, 2027) and an additional $3,000 added to the Single Only cap for Plus One and $4,000 added to the Single Only cap for Family.  

The new benefit caps would be: Single Only $12,370; +1 (Plus One)   $15,370; Family   $16,370 

5 additional days added to the work year for Special Education teachers to have time to complete case management duties which includes preparing IEPs for general education teachers, creating para support schedules, etc.

The District continues to be committed to bargaining the health benefit cap annually since medical benefit rates can change dramatically from year to year.  This District proposal guarantees 100% coverage of the Single Only lowest cost plan through December 2027. 

In addition, the teams reached agreement on a McKinney-Vento/Foster Youth Coordinator job description.

At 3:16 pm DTA provided Proposal #14 Article XIV Salary and Benefits; this was substantively the same as Proposal #12 with the modification to reduce the Plus One (+1) and Family benefits contributions by $250 each.

The District will provide a counter to Proposal #14 next Thursday, September 10.  

The District’s current proposal increases teacher pay at all levels by 8.75%, strengthening DJUSD’s competitive position relative to similarly sized districts in the region, many of which receive significantly higher levels of funding.  

The charts below show DJUSD salary cells with the 8.75% increase applied.

Reserve levels 

Questions have arisen about whether DJUSD reserve levels are rising. The reserve level is currently above previous levels because negotiations still remain open for DTA (for the 2025-26 or 2026-27 school year) and for CSEA (for 2026-27 school year). The District’s reserve level would be at 4.13% for 2026-27, if the current proposal were accepted. (Note, the state minimum reserve level is 3% for a school district of our size).

DJUSD believes one-time funds should generally be used for one-time expenses. While the District received one-time State funding for 2026–27, it does not intend to use these funds for ongoing expenses that cannot be reliably sustained in future years. 

As mentioned in previous communications, the District will need to reduce approximately $4 million in 2027-28 to maintain fiscal solvency.  About half of these reductions ($2 million) are due to declining enrollment, with the remaining $2 million needed to offset rising costs including net step and column and benefits, as well as inflationary costs on goods and services.  These reductions are necessary as the District balances future increases in employee compensation,  excellent educational programs and long-term fiscal solvency. 

The District remains committed to working collaboratively with DTA to reach an agreement that supports our educators, serves our students, and maintains the District’s long-term fiscal stability. 

The District and DTA teams met again today for another session with the goal of reaching agreement for the 2025-26 and 2026-27 school years.  

DTA began the day with Proposal #10 Article XIV Salary and Benefits which showed no change from their August 12 proposal with the exception that the salary increase for 2025-26 would include all active members as well as certificated staff who retired or separated from the district sometime before June 30, 2026. 

The District countered with Proposal #11 Article XIV Salary and Benefits which represents an agreement to provide all retirees and separated members from the 2025-26 school year with the ongoing retro pay increase.  The District’s proposal is a 10.00% increase in total compensation for DTA members for the 2025-26 and 2026-27 school years.  Key components of the District’s proposal include:

• 3.75% ongoing salary increase for 2025-26 retroactive to July 1, 2025 
• 4.80% ongoing salary increase for 2026-27 retroactive to July 1, 2026
• 100% coverage of lowest cost single only plan (based on the rate that will take effect January 1, 2027) and an additional $2,800 added to the single only cap for plus one and $2800 added to the single only cap for family.  
• 5 additional days added to the work year for Special Education teachers to have time to complete case management duties which includes preparing IEPs for general education teachers, creating para support schedules, etc.

In addition, the teams reached agreement on Article VI Hours of Employment.

The reason the District bargains health benefit cap increases annually is because medical benefit rates can change dramatically from year to year.  For the district to meet DTA’s proposal the District would have to either make additional program cuts and/or use future COLA dollars to cover health benefit cost inflation. 

The District’s proposal continues to represent the District’s commitment to contribute more than 100% of new revenues for 2025-26 and 2026-27 for employee compensation and brings our District’s reserve for economic uncertainty to approximately 4.47% (the state minimum reserve level is 3% for District’s out size.

As mentioned last week, in order to remain fiscally solvent in the coming year, the District will need to reduce approximately $4 million. About half of that amount (approximately $2M) is due to declining enrollment. The remainder (approximately $2M) in reductions are needed to counter inflationary costs (Net step and column and benefits costs as well as inflationary costs on goods and services).  These reductions will be important as we continue to find balance between the priorities of increasing employee compensation, maintaining excellent educational programs and fiscal solvency. 

Teams are next scheduled to meet on September 3 and September 10, 2026.

The District and DTA teams met with the goal of coming to agreement for the 2025-26 and 2026-27 school years.
The District’s Article XIV proposal represents a 10.00% increase in total compensation for DTA members for the 2025-26 and 2026-27 school years. Key components of the District’s proposal include:

• 3.75% ongoing salary increase for 2025-26 retroactive to July 1, 2025
  
• 4.8% ongoing salary increase for 2026-27
  
• 100% coverage of lowest cost single only plan (based on the rate that will take effect January 1, 2027) and an additional $2,800 added to the single only cap for plus one and family. The new benefit caps would be:
  
  • Single Only: $12,370
    
  • +1: $15,170
    
  • Family: $15,170
    
• 5 additional days added to the work year for Special Education teachers to have time to complete case management duties which includes preparing IEPs for general education teachers, creating para support schedules, etc. 

In addition, the teams have reached agreements on several other proposals, which can be viewed here:

• Article VII Work Year
• Article XXXIII Davis School for Independent Study

The teams are still negotiating the following items:

• Proposal #9, Article VI Hours of Employment
• Proposal #9, Article XIV Salary and Benefits
• Proposal #1 MOU McKinney-Vento/Foster Youth Coordinator Job Description

This proposal also represents the district’s commitment to contribute more than 100% of new revenues for 2025-26 and 2026-27 for employee compensation and brings our District’s reserve for economic uncertainty to approximately 4.47% (the state minimum reserve level is 3% for District’s out size.
In order to remain fiscally solvent in the coming year, the District will need to reduce approximately $4 million. About half of that amount (approximately $2M) is due to declining enrollment. The remainder (approximately $2M) in reductions are needed to counter inflationary costs (Net step and column and benefits costs as well as inflationary costs on goods and services).
It is important to note that there is a paradox here, at the same time we are significantly raising compensation levels, we must also make reductions due to declining enrollment and inflationary costs. This paradox is one our District and community will need to continue to grapple with in the coming years, as we are projected to continue to decline in enrollment over the course of the next decade. We must continue to find balance between the priorities of increasing employee compensation, maintaining excellent educational programs and fiscal solvency.
Teams are next scheduled to meet on Monday, August 17.

This message is to inform you of relevant information regarding DTA negotiations, which took place on Thursday May 21, 2026. 

DTA and the District discussed the Governor’s improved June budget  which includes a projected 4.31% COLA for 2026–27. In addition, the Governor proposed increases to special education funding and a one-time discretionary block grant.

Given the significant change in revenues in the Governor’s May Revise and in order to provide the  strongest possible offer to DTA , the District will make an improved compensation proposal after the Legislature finalizes the state budget in late June. 

Both teams have agreed to reconvene in August to continue negotiations.

In addition to salary and benefit increases, the District provided proposals to improve member working conditions.  These include: 

Article XI Class Size Proposal #6 (5.21.26)

DTA accepted the District’s proposal.

Article XXV Development of Programs for Special Education Pupils Proposal #5 (5.15.26)

The District accepted DTA’s proposal.

MOU - Additional Elementary Preparation Time Proposal #1 (5.21.26)

This MOU provides a mechanism for elementary teachers to utilize time when students are with a certificated art or music teacher, or librarian as additional preparation and planning time.

MOU Revised Mental Health Therapist Job Description (5.15.26)

DTA accepted the District’s proposal.

This message is to inform you of relevant information regarding DTA negotiations, which took place on Friday May 15, 2026. 

On May 15, 2026, the District provided DTA with an improved Article XIV Proposal #5 for the 2025-26 and 26-27 school years, as a result of our anticipated Governor’s May Revise of a 2.87% COLA.  We were pleasantly surprised yesterday to learn that the Governor has proposed a “Super COLA of 4.31% for 2026-27.  This is excellent news for TK-12 education, and you can review the full Governor’s proposal here. Our current proposal already includes enhanced Medical Benefit caps that provide 100% district coverage of the single only lowest cost plan.  The improvements to the benefit caps are significant in that it provides an increase of $2,363 to single only, $400 to +1 and $700 to Family. 

In addition to salary and benefit increases, the District provided proposals to improve member working conditions.  These include: 

Article VI Hours of Employment Proposal #5 (5.15.26)

The District and DTA reached agreement on Elementary Fall Conference Week language and encouragement of elementary teachers to use standardized or generic units of study for students in the same grade level taking short term independent study.  The District did not accept DTA language proposing additional prep time for elementary teachers because it would lead to unequal amounts of prep time for teachers across the site and district since not all sites are able to fully staff credentialed art and music teachers, and librarians.  Our District is committed to providing equitable elementary prep time across the sites and across the district.

Article XI Class Size Proposal #4 (5.15.26)

The District proposed new language to provide caseload limits for Special Education teachers of inclusion programs and for Speech Language Pathologists. 

Article XXV Development of Programs for Special Education Pupils Proposal #4 (5.15.26)

The District proposed new language to address distribution of students receiving special education services across general education classes.

MOU - Extended Time DSHS and DVHS (5.15.26)

The District accepted DTA’s 5.1.15 proposal.  

Proposal #3 - MOU STIS Work Packet Creation (5.15.26)

DTA accepted the District’s 5.15.26 proposal.

Proposal #4 - MOU Revised Mental Health Therapist Job Description (5.15.26)

The District proposed language to broaden the job description to include therapists who serve general education students and students receiving IEP services.

DTA Presented the following proposals:

Proposal #2 - MOU Harper Junior High School Homeroom Schedule (5.15.26)

The District accepted DTA’s 5.15.26 proposal.

Article VI Hours of Employment Proposal #6 (5.15.26)

Article VII Work Year - Proposal #4 (5.15.26)

Article XI Class Size Proposal #5 (5.15.26)

Article XIV Salary and Benefits Proposal #6 (5.15.26)

Article XXV Development of Programs for Special Education Pupils (5.15.26)

Article XXXIII Davis School for Independent Study (5.15.26)

The teams will be meeting again May 21, 2026 to continue negotiations and our hope is that we can reach an agreement so that staff can receive their retro payments as soon as possible and pay increases can be set for the start of the new school year. 

This message is to inform you of relevant information regarding the cost of DTA proposals that were presented Friday, May 1, 2026. 

As mentioned last week, the Board of Education has committed more than 120% of new revenues for 2025-26 and 2026-27 to employee compensation totalling 6.1% in total compensation despite a cost of living adjustment (COLA) from the state of 4.71% (2.3% in 25-26 and 2.41% in 26-27). 

The DTA proposal has a total cost equivalent of 14.5% in total compensation over the 2025-26 and 2026-27 school years. As part of our fiduciary responsibility, the District must cost out any proposal from the association to determine if the District can afford the proposal. This process is guided by a law, commonly referred to as, AB 1200 - County Office of Education Fiscal Oversight, which defined a system of fiscal accountability for school districts and county offices of education to prevent bankruptcy. The law requires districts to do multiyear financial projections, identify sources of funding for substantial cost increases, such as employee raises, and make public the cost implications of such increases before approving employee contracts. 

The AB 1200 analysis of the DTA proposal is below:

* Reductions that were already made for 25-26

** Planned reductions for 26-27 school year

*** Additional reductions needed in the 26-27 school year, any reductions not made would put the district into a qualified or negative budget status (depending on the amount) and would need to be reduced in the 27-28 school year.

**** Currently projected COLA provided from the State of California (Governor’s January Budget)

***** Any compensation increases for 27-28 or 28-29 school years would need to be agreed upon in collective bargaining.

Under this DTA Proposal, If $5.7M in reductions are not made during the 2026-27 school year, the reserve level could be as low as -0.8%. If the District’s reserve level goes below 3% in any year, the County will assign a fiscal oversight agent. If the District’s reserve level goes below 0%, the District may need a state loan and there is the potential the District will go into state receivership. We understand the pressures all employees are under with the rising costs of housing, health care and other expenses, and we must continue to work within the financial restraints of the District. 

As you can see, this proposal requires an additional $5.7M in reductions that would need to occur during the 2026-27 school year; as the proposal came to the District after the March 15 reduction deadline when the District could have reduced expenses to increase compensation. In addition, $4.7M in reductions would be needed in 2027-28 and an additional $2.9M in 2028-29. This is a total of $13.3M in reductions between 2026-2028, leaving the District with only the state required minimum reserve or below to deal with any unexpected fluctuations in enrollment or other unforeseen issues. 

In comparison, the District’s proposal, as outlined in the May 1, 2026 communication, requires $8.2M in reductions between 2026-28, leaving a very modest 4.1% reserve level in future years.  An additional reduction of approximately $5M that would be required with this DTA Proposal is roughly equivalent to 6% of the entire unrestricted general fund, and equates to approximately 50 certificated FTE. 

If the  DTA Proposal were to be accepted, it would not leave any additional dollars to improve compensation for any other employee groups. 

Finding Balance in times of Uncertainty

As was stated in my last message, as the District continues to decline in enrollment significant reductions in expenditures are coming and coming soon. We will need to continue to find a balance among our district’s priorities of improving employee compensation, maintaining our educational programs and remaining fiscally solvent.  There is no easy path forward; there are only tradeoffs between the priorities of employee compensation, educational programs and fiscal solvency. 

The negotiations team will be meeting again May 15, 2026 to continue negotiations and our hope is that we can reach agreement before May 21st, so that staff can receive their retro payments as soon as possible and pay increases can be set for the start of the year. 

This message is to inform you of relevant information regarding DTA negotiations, which took place on Friday May 1, 2026.

The Board of Education has committed more than 120% of new revenues for 2025-26 and 2026-27 to employee compensation totaling 6.1% in total compensation despite a cost of living adjustment (COLA) from the state of 4.71% (2.3% in 25-26 and 2.41% in 26-27).

On May 1, 2026, the District provided DTA with a Tentative Agreement Proposal #1 for the 2025-26 and 26-27 school years, which includes a 5.75% salary increase and an increase to Benefits caps that provides $828 to single only, $400 to +1 and $400 to Family. The 5.75% salary increase is on-going for all certificated employees, allowing consistent compensation growth across the board. Since available funding is fully allocated to support this commitment, the additional requests from DTA will need to be explored in future year negotiations.

Finding Balance in times of Uncertainty
As the District continues to decline in enrollment, we will need to continue to find a balance among our district’s priorities of improving employee compensation, maintaining our excellent educational programs and remaining fiscally solvent. This challenge is only going to intensify in coming years as the District continues to decline in enrollment.

The Difficult Road Ahead
Our most recent demographics report presented to the Board earlier this month, projected DJUSD enrollment at 8166 for the 2026-27 school year. The chart from that report is shown below:



Unfortunately, as of May 1, 2026, there are only 8046 students enrolled in DJUSD for 2026-27 school year (8239 enrolled in 25-26). Between May 1st and the start of school, the District typically sees only a small number of new enrollments, averaging around 30 students. That means a year-over year decline of nearly 170 students (primarily at the Elementary level), a much faster escalation in student enrollment decline than projected, and this is on top of the fact that DJUSD has already declined by nearly 350 students since 2019-20.

In order to prepare, the table below outlines what the District will need to do to make necessary reductions if the current bargaining proposal is accepted and enrollment declines at this new pace:

	25-26	26-27	27-28	28-29
Enrollment	8,239	8,046	7,946	7,846
LCFF COLA	2.3%	2.41%***	3.06***	3.34%***
Actual/Projected Funds for compensation/inflation mitigation	2.75%	3.35%	3.06%****	3.34%****
Annual Reduction Target	$2.0M*	$700K**	$4.0M	$4.2M
Unrestricted Reserve %	6.61%	4.99%	4.14%	4.11%

* Reductions that were already made for 25-26

** Planned reductions for 26-27 school year

*** Currently projected COLA provided from the State of California (Governor’s January Budget)

**** Any compensation increases for 27-28 or 28-29 school years would need to be agreed upon in collective bargaining.

There is no easy path forward; there are only tradeoffs between the priorities of employee compensation, educational programs and fiscal solvency. In the best case scenario, if enrollment ends up being better than expected in any given year, the District will not need to make as many reductions. However, whether this proposal is accepted or not, the District is preparing to make significant year-over-year reductions starting next year, as it is clear that enrollment numbers will continue to decline without a substantial change to the conditions creating these enrollment challenges.

In addition to the District’s Tentative Agreement Proposal, the District presented the following:

Proposal #1 - MOU Optional District-Directed Professional Development Day (5.1.26)
The District’s proposal provides one day of District-directed professional development for teachers prior to the first day of school. The MOU is for 2026-27 and 2027-28.
DTA accepted this proposal.

Proposal #2 - MOU Extended Time (5.1.26)
The District provided a counter proposal to DTA’s MOU which covers 2025-26, 2026-27, and 2027-28

Proposal #2 - MOU Special Education Teacher Job Description (5.1.26)
The District included Preschool Special Education Teachers in this job description. DTA accepted this proposal.

Proposal #1 - MOU Health Benefits Committee (5.1.26)
The District proposes creating a Health Benefits Committee to provide the District and associated bargaining groups with advisory information on cost effective health benefit options if the District left the CalPERS medical benefit pool.

DTA Presented the following proposals:

Proposal #2 - MOU STIS Elementary Work Packet Creation (5.1.26)

Proposal #1- Appendix C (new): Discipline Short of Dismissal (5.1.26)

Proposal #3 - MOU Revised Mental Health Therapist Job Description (5.1.26)

Proposal #3 - MOU Extended Time (5.1.26)
This was a counter to the District’s proposal presented 5.1.26.

Proposal #4 Article VI: Hours of Employment (5.1.26)

Proposal #3 Article IX: Reassignment and Transfer (5.1.26)
The District accepted DTA’s proposal.

Proposal #3 Article XI: Class Size (5.1.26)

Proposal #4 Article XIV: Salary and Benefits (5.1.26)
The District will be providing information in the coming days on how this proposal would impact the District’s finances.

Proposal #3 Article XXV: Development of Programs for Special Education Pupils (5.1.26)

This message is meant to provide you with factual and relevant information regarding DTA/DJUSD negotiations, which took place on Thursday, April 23, 2026. 

The District accepted the DTA proposal to continue the MOU - Elementary Combo Class Stipend.  

The District also presented the following proposals: Article IX: Reassignment and Transfer (Proposal #3)
MOU: Harper Junior High School Homeroom Pilot 2026-27 (Proposal #1)

DTA did not present any proposals.

The District remains committed to continuing the employee compensation conversation and as such will be Sunshining Article XIV Salary and Benefits for 2026-27 at the next scheduled board meeting.  

The DTA and District negotiations teams meet again on May 1, 2026.

The District and DTA met to continue negotiations on Friday, April 3, 2026.

The District presented the following proposals:

Proposal #3 Article VI: Hours of Employment (4.3.26)

The District provided clarifying language related to elementary prep minutes and fall conferences.  

The District did not accept DTA’s language to add additional prep time to elementary teachers when students are with a supervising certificated staff member such as an art teacher, music teacher, or librarian.  This language would create different amounts of prep time across sites since not all sites have been able to employ a fully certificated art and music teacher.  It is important that elementary teacher prep be standardized throughout the district.  

The District also did not accept DTA’s proposal to pay elementary and secondary teachers for every STIS packet that they created regardless of student completion.  Since the STIS process does not create new revenue, it only offsets lost revenue due to lower ADA, payment of $10 per day needs to come from the recouped ADA which requires the student to complete the work.  However, due to the additional teacher time to create individualized STIS packets, the District added language to encourage elementary teachers to use standardized units of study that are applicable to all students within the same grade level.  In addition, the District presented an MOU -STIS Work Packet Creation (4.3.26) to create a process for teachers to receive extra-duty pay for developing standardized units that can be used by all teachers throughout the district.  

Proposal #2 MOU - Revised Mental Health Therapist Job Description (4.3.26)

The District updated the Education and Experience section in the proposal presented 2.27.26 to reflect licensing requirements for mental health therapists.   

DTA presented the following proposals:

Proposal #1 MOU - Elementary Combo Class Support (4.3.26)

Proposal #1 MOU - Special Education Teacher Job Description (4.3.26)

Proposal #1 MOU - Extended Time DSHS and DVHS (4.3.26)

Proposal #2 Article IX: Reassignment and Transfer (4.3.26)

Proposal #2 Article XIII: Extra-Duty Compensation (4.3.26)

The District accepted DTA’s proposal.

Proposal #2 Article XIV: Salary and Benefits (4.3.26)

Proposal #3 Article XXII: Association Rights (4.3.26)

The District accepted DTA’s proposal.

In addition, DTA accepted the District's proposal to remove Appendix C from the  collective bargaining agreement.  This provides DSIS teachers the same layoff rights as other district teachers. 

 The DTA and District negotiations teams meet again on Thursday, April 23, 2026.

The District and DTA met to continue negotiations on Thursday, March 12, 2026.

The District presented the following proposals:

Proposal #1 Article IX: Reassignment and Transfer (3.12.26)

The District’s proposal provides updated language about employee seniority and adds a definition for break in service.  It also adds tie-breaker language for employee transfers.  

Proposal #2 Article XXII: Association Rights (3.12.26)

The District accepted most of DTA’sP Proposal #1 with a few deletions of information that is not required by AB119 and would create additional work for Personnel and Fiscal staff.

DTA presented the following proposals:

Proposal #2 Article VI: Hours of Employment (3.12.26)

DTA proposed new language to increase elementary prep time, to provide Short Term Independent Study compensation for secondary teachers, and added language for elementary fall conference week that had previously been in an MOU between DTA and the District.

Proposal #2 Article VII: Work Year (3.12.26)

DTA rejected the District's proposal to add one day to the teacher/elementary counselor salary schedule for professional development and added language that gave special education teachers five optional work days in addition to five mandatory days.

Proposal #1 Article XI: Class Size (3.12.26)

DTA proposed adding class size caps of 45 for secondary physical education teachers and caseload limits for special education inclusion teachers.  Both include compensation for overages.

Proposal #1 Article XXV: Development of Programs for Special Education Pupils (3.12.26)

DTA proposed language to specify the number of students who receive resource and extension needs services in general education classes.

 The DTA and District negotiations teams meet again on April 3, 2026.

While the District settled negotiations with CSEA and other employees in September 2025, the District and DTA began negotiations for the 2025-26 school year on Friday, February 27, 2026 after DTA sunshined their interests to the DIstrict on February 19, 2026.

The District has presented the following proposals:

Proposal #1 Article VI: Hours of Employment (2.27.26)
The District proposal adds TK language and provides accurate instructional minutes for the shortened elementary day.

Proposal #1 Article VII: Work Year (2.27.26)
The District’s proposal adds one day to the teacher/elementary salary schedule for District-directed Professional Development (PD).  The PD day has been offered over the past four years via MOU (on a voluntary basis)  and the proposal would make the day a permanent part of the salary schedule.  It also adds five days to the Special Education Teacher salary schedule in order to prepare IEPs at a glance for general education teachers and to complete other case management duties.

Proposal #1 Article XIII: Extra-Duty Compensation (2.27.26)
The District’s proposal moves Lacrosse from Class 2 and 3 to Class 1 and 2 stipend.  It also adds the High School Musical Director to Class 1 stipend since this had inadvertently been left out of the article during 2024-25 negotiations.
Proposal #1 Article XIV: Salary and Benefits (2.27.26)

The District’s proposal includes a total compensation and benefits increase of 2.75%, despite a COLA from the state of California of 2.3%, which includes  a 2.20% salary increase and an increase to benefits caps of $810 to single only, $220 to +1 and $220 to family in addition to adding one day to the teacher/elementary counselor salary schedule and adding five days to the special education teacher salary schedule. In order to provide  this salary increase the district made $700,000 in program reductions for the 2026-27 school year.

Proposal #1 MOU: Revised Mental Health Therapist Job Description (2.27.26)
The District proposes updating the Mental Health Therapist Job Description in order to broaden this position to include therapists who work with general education students in addition to those who work with students who receive special education services.   

DTA has presented the following proposals:
Proposal #1 Article XXII: Association Rights (2.27.26)
This proposal adds in language from AB119 which had previously been in an MOU between DTA and the District.

Proposal #1 Article XXXIII: Davis School for Independent Study (2.27.26)
This proposal reduces student caseload from 30 students to 28 students for secondary teachers.

In addition the teams discussed interest in removing Appendix C from the contract which provides Davis School for Independent Study Layoff Provisions.  The teams also discussed interest in presenting an MOU for a Pilot program to add a Homeroom to the bell schedule for Harper Junior High School.  Interest was mutual in both of these items and they will be presented at a later date.  (2.26.27)
The DTA and District negotiations teams meet again on March 12, 2026.