Bargaining Report for Feb. 11, 2026

Here is a summary of the February 11, 2026, FCEA meeting, covering everything from summer school to disciplinary policies and concludes with the district's opener for 2026-27 compensation.

• Summer School Side letter: The district has asked to refine the already signed Summer School MOU to include PE teachers for the elementary program and clarify the use of APEX for current seniors in high school needing to graduate. On the athletics side, stipends will now be tied to student participation and a minimum number of activity sessions.

• New Evaluation Models: We’ve extended MOU #24 which created replacement language for article 12 of the CBA through June 2027. MOU #24 last year that established the pilot process is sunsetting and being replaced by a new MOU for next year’s pilot.  Starting next year, permanent staff will be split into three cohorts based on years of service, so we can begin to resume regular evaluations. For rostered members the new pilot MOU will establish the process for expanding the new rubric and process to all schools next year.  For non-rostered members, the MOU establishes a new TalentEd process and rubrics that the groups involved are creating.  The MOU also lays out training schedules for evaluators and evaluatees.  Also brought to the table was a job description for a Peer Advisor.  The pilot MOU does outline a peer advisor process if funding is available and a means of testing the process if there is not money available.  Some language and details are being finalized now as the Evaluation subcommittee was meeting after this bargaining meeting.

• Modernizing Job Descriptions: We are finally updating the K-12 job description that hasn't been touched since the 70’s.  We are committed to the modernization of these job descriptions to ensure their longevity and relevance as we continue to finalize them with the district.  TK and CTE are working on developing versions for the new K-12 job description to suit their special circumstances.  A committee is meeting soon to update Special Education job descriptions.

• TK Workgroup Findings: A recent survey highlighted several critical TK challenges, including missed breaks, staffing shortages during recess, and a lack of dedicated paras. The district will review these findings.  The workgroup also offered a sample master schedule to help principals with the difficult task of building schedules with multiple moving parts.  Thank you to the hard work of the group, in particular Jaime Emerson.

• Progressive Discipline: The district responded to FCEA’s presentation last month on why we need this language, and we believe it belongs in the contract.  The district has come around to understanding our concerns and is willing to work on ways to standardize administrator training, offering training to our reps, and improving communication to all members.  However, they do not want this to be a grievable item and are opposed to building it into the contract.  The goal is to have a transparent and mutually understood process to  ensure minor issues are handled consistently across sites with clear communication and union involvement. FCEA will work with the district to improve the items outlined while still pursuing adding this to our contract.

• FCUSD opened bargaining on compensation for next year.  Sean Martin brought a summary of the interim budget and anticipated updates for the 2nd interim they are working on now.  Included in that is the formula agreed to a few years ago that sets a minimum the district sets aside for bargaining with all employee groups.  This year those calculations set the floor at .25%.  There are many uncertainties in the state budget, we are still using estimates for ADA and COLA (2.41%) and health care renewals are yet to be set.  This will be an ongoing conversation.  FCEA is working on its response.

  • Summary of district first offer:  Continue 1-time payments for Nonstop next year (same as this year); Lock in an additional PD day for 2027-28 for an instructional calendar of 185 days (2026-27 already locked in); compensation increase of 0.5%, and expressed openness to considering a 2-year agreement.