• The District’s regular attendance policy remains in effect. Please note that a teacher strike is not considered an excused absence (See Board Policy BP 5113 Student Absences and Excuses; 2025-2026 Student and Family Handbook, pp. 39-41).
• Students are expected to stay on campus for the full school day unless formally checked out by a parent/guardian.
• If your child needs to leave school, please follow standard checkout procedures.

 

 

 

 

 

 

• Review your contact information through the Aeries Parent Portal to ensure we have the best contact available for you and your child.

 

March 22, 2026

To Staff and Our Twin Rivers Families,

Twin Rivers Unified School District is pleased to share that we have reached a tentative agreement with Twin Rivers United Educators (TRUE). This marks an important step forward and reflects the dedication and good-faith efforts of all parties involved throughout the negotiation process. 
 
Teachers will return to classrooms Monday, March 23.
 
While this agreement is not yet final and remains subject to ratification, it represents meaningful progress toward supporting our educators and maintaining a strong, stable learning environment for our students.
 
We appreciate the patience, collaboration, and commitment shown by our staff, families, and community during this time. We will provide additional details of the agreement in the next few days.

Twin Rivers Unified School District

 

March 20, 2026

To Our Twin Rivers Families,

We want to clarify where things stand in negotiations with TRUE.

At our last session on March 18, the District presented a formal proposal that is fair, responsible, and supportive of both our educators and our students. TRUE’s lead negotiators expressed dissatisfaction at the table, and they have not provided a formal response. There is currently no counterproposal, and we are waiting to hear back. We remain ready to return to the table at any time.

This pause matters. The longer there is no response, the longer the uncertainty continues for our employees, families, and the students we serve.

As you know, Natomas Unified School District has reached a tentative agreement. The Natomas agreement includes a hard cap on health benefits, just like the structure in our proposal. This means the District contribution is set at a defined amount, and any costs above that cap are the responsibility of the employee. This is a common and fiscally responsible approach that supports long-term sustainability.

It is also important to keep the full comparison in mind. Natomas serves approximately 7,000 fewer students, their agreement spans three years, and ours is structured over two. When you look at the total investment and timeline, our offer remains strong and competitive.

At the end of the day, our focus is simple: move forward and reach an agreement. The District is bargaining in good faith, has put forward a fair proposal, and is ready to continue as soon as TRUE leadership engages.

Twin Rivers Unified School District

 

March 19, 2026

To Staff and Our Twin Rivers Families,

 

Twin Rivers Unified School District

 

 

We know the ongoing labor situation has created uncertainty and disruption for many students and families. Many of you are arranging last-minute childcare, adjusting work schedules, and answering difficult questions from your children about why their teachers aren’t at school. That disruption is real, and we don’t take it lightly.

 

 

March 12, 2026

 

To Our Twin Rivers Families,

 

Today's negotiations concluded without a resolution, and we know that weighs heavily on our entire community, on parents, students, and employees alike. We don't take that lightly.

 

The District has put forward a meaningful offer: full family coverage at the Kaiser family premium level, for 2025-2026 and 2026-2027 with the District contribution remaining at that level with the contract open for negotiations at that time. Contributions on all other family plans will be raised by the same amount. TRUE has held firm in its demand for fully paid benefits across all plans, indefinitely. That gap remains, but we remain hopeful it is one we can bridge.

 

We are grateful for the support of Assemblywoman Maggy Krell, whose willingness to engage in this process reflects the importance of reaching a resolution for our community.

 

To our families, we hear you. Students belong in classrooms, and the services they depend on matter. To our employees, your dedication to this community is recognized and valued, and you deserve an agreement that reflects that.

 

We are hopeful. We remain ready to negotiate in good faith, and we sincerely urge TRUE leadership to join us there. A fair, sustainable resolution that preserves services to our students is within reach,  and our students, families, and staff deserve nothing less.

 

March 10, 2026

 

To Our Twin Rivers Families,

 

 

March 9, 2026
 
To Our Twin Rivers Families,   
                               
Twin Rivers Unified is proud to have put forward a contract offer that reflects our deep and genuine commitment to the people who show up every day for our students. This is not a minimal offer — it is a serious, substantive package designed to make a real difference in your financial security and your family's wellbeing.
 
Here is what the District's current offer includes:
 
Salary Increases — Retroactive to July 1, 2025
 

• 2.5% salary increase in Year 1
• 2.21% salary increase in Year 2

 
Year 1 increase is retroactive to July 1, 2025 — meaning the moment this contract is ratified, you will receive back pay covering every dollar owed from the start of this fiscal year. You will not lose a single day of what you've earned.
 
Healthcare — Full Family Coverage, Zero Employee Cost
 

• 100% district-paid premium, based on Kaiser HMO family medical coverage for two full years, currently valued at $36,864 annually
• Coverage includes: 
  • Full medical care for employees and their families
  • Prescription drugs
  • Mental health and behavioral health services
  • Preventive care and wellness visits
  • Emergency and hospital coverage
• Employee out-of-pocket premium contribution: $0

 
We use Kaiser as our primary base plan because the majority of our employees are enrolled in that plan — but it is important to be clear: the increase in the healthcare District Contribution level applies to ALL health insurance plans offered by the District, not just Kaiser, the amount of the contribution fully covers the Kaiser HMO Plan. Every employee, regardless of which plan you are enrolled in, benefits from this improvement.
 
Additionally, healthcare benefits are retroactive to July 1, 2025 — ensuring you and your family have been protected from day one of this fiscal year.
 
This offer was built around one clear belief: that the people of Twin Rivers deserve to feel valued, supported, and secure. We remain committed to reaching an agreement that honors that belief — and gets these benefits into your hands as quickly as possible.

CLICK HERE FOR FLYER

Twin Rivers Unified School District

 

March 6, 2026

To Our Twin Rivers Families,

There has been a great deal said about what Twin Rivers has and hasn't offered its teachers. We want to make sure our community and our employees have a clear picture of what is on the table because this offer reflects our deep commitment to the people who serve our students every day.

The District's current offer to the Twin Rivers United Educators includes 100% district-paid Kaiser HMO family medical coverage for two full years a benefit currently valued at $36,864 annually. This covers full medical care for employees and their families, including prescription drugs, mental health and behavioral health services, preventive care, wellness visits, and emergency and hospital coverage. The employee contribution for this coverage: zero dollars.

The offer also includes salary increases in both years — 2.5% in Year 1 and 2.21% in Year 2, retroactive to July 1, 2025, meaning employees would receive back pay from the start of the current fiscal year upon ratification.

Understanding the Cap Reset
The most significant and least understood component of this offer is what happens to the District's health benefit cap.

A "cap" is the maximum amount a district contributes toward an employee's health insurance premium. Over time, as premiums rise, the gap between the cap and the actual cost of the plan grows. Employees then pay the difference.

Under the District's offer, the cap is raised to match the full cost of the Kaiser family premium at the end of Year 2, eliminating any gap between what the District pays and what the plan costs. That new, higher cap becomes the permanent baseline going forward.

What does that mean for Year 3? The District is not renegotiating whether employees receive coverage –  the benefit is locked in permanently. The only thing that could change in future years is the annual premium increase set by the health insurance provider. Any increase above the cap would be negotiated between the union and the District through normal collective bargaining. 

To put that in perspective: based on the estimated 2026-27 monthly premium of $3,348, a 7–9%   increase in 2027 – 28 (set by the health insurance provider) would amount to roughly $234–$301 per month before any negotiation takes place. The average California family, by comparison, contributes $7,312 per year toward their health premiums — every year.

The Complete Offer

• 2.5% salary increase in 2025–26, retroactive to July 1, 2025
• 2.21% salary increase in 2026–27
• 100% Kaiser HMO family medical coverage — $36,864/2026/27 year in value — paid entirely by the district for two years
• Cap reset to zero, locking in full coverage as the new baseline
• Year 3 exposure limited to the health insurer's annual premium increase, subject to negotiation

 

This offer reflects a district that values its employees, respects the bargaining process, and is committed to both fair compensation today and benefit protection into the future. It was developed in alignment with the independent fact-finding panel's recommendations.

The District is ready to sign this agreement. Today.

 

For additional details and a full visual breakdown of the offer, visit trusd.net.

 

Twin Rivers Unified School District

 

March 5, 2026

Good evening, Twin Rivers Families,
 
We’re emailing you to share a quick update on how our first day went following the start of the employee work stoppage.
 
We are pleased to report that today was a very successful day across our campuses. Our students arrived ready to learn, and I want to personally thank you for the trust you placed in us by sending your children to school today. That trust means everything to us.
 
Was the day perfect? No — but when challenges came up, our teams moved quickly, shifted resources, and made sure our students were taken care of. The big goals for the day were met. Our schools operated smoothly. We had adequate supervision in every building, and our essential operations — from bus routes to meal services — ran with only minor adjustments. Most importantly, your children were safe, engaged, and supported throughout the day, whether in the classroom or out on the yard.
 
We also want to take a moment to express my deep gratitude to the staff members who showed up today for our students. Their dedication and commitment made today’s success possible, and we could not be more appreciative of their service.
 
Looking ahead — we want your children in school. We are fully prepared to continue providing instruction, enrichment activities, and a supportive environment tomorrow and every day this continues. Our goal remains the same: to maintain a sense of normalcy and high-quality care for every student who walks through our doors.
 
All schools will be open again tomorrow, Friday, March 6th, on their regular schedules. Please continue to monitor ParentSquare and trusd.net for any further updates.
 
Thank you, Twin Rivers families, for your continued partnership. We are here for you, and we are here for your children. We look forward to seeing them back in class tomorrow morning.

Twin Rivers Unified School District

 

March 5, 2026

To Our Twin Rivers Families,

Twin Rivers Unified School District opened every school across all 49 campuses today during a work stoppage called by the Twin Rivers United Educators (TRUE). Students were safe, supervised, and fed. The District is prepared to sign an agreement today and is calling on TRUE leadership to return to the bargaining table immediately.
 
Today’s Operations
Over 2,230 personnel — administrators, certificated employees, classified employees, substitute teachers, and contracted partners — reported to work across every campus in the District, maintaining an 88.4% staffing rate. Of the District’s enrollment, 71.97% of students attended school today. Nutrition Services provided over 16,000 meals, including 4,600 breakfasts and 11,453 lunches, ensuring that no student who came to school went without a meal.
 
Today was not a normal school day. We are not going to pretend otherwise. But this District made a commitment to its families that their children would have a safe place to go, that they would be fed, and that every campus would be open and operational. We kept that commitment today because of the resolve of the employees who showed up and the families who trusted us with their children.
 
Schools Will Remain Open
The District is providing this assurance to all Twin Rivers families: 

• Every school will remain open for the full duration of this work stoppage.
• Families should continue sending their children to school on their regular schedules. 
• Transportation, nutrition services, supervision, and student support will continue without interruption.

 
The District Is Ready to Sign
An independent, neutral Fact-Finding Panel — appointed through the process established under California’s Educational Employment Relations Act — reviewed the facts presented by District and TRUE. The panel weighed the evidence, and issued recommendations that directly address compensation and working conditions.
 
The District accepted those recommendations and is prepared to implement them in full.
 
The District is ready to sign this agreement right now. Today. This does not need to continue.
 
The fact-finding process exists in California law for exactly this purpose — to produce a fair, independent resolution when two parties cannot reach agreement on their own. The District has honored every step of that process. We are calling on TRUE’s leadership to do the same: return to the table, accept the panel’s recommendations, and finalize this agreement.
 
To Our Community
Today, over 2,230 employees and partners showed up for the students of Twin Rivers, and thousands of families showed up with them. We do not take that for granted, and we are deeply thankful. This community has always put its children first, and today was no different.
 
We are ready to resolve this. The agreement is on the table.
 
To Our Teachers
We want you back in your classrooms. We believe the Fact-Finding Report provides a fair path forward — which is why we accepted it without conditions.
 
When you return, you return with full support.
 
We are asking you — and your leadership — to help us bring this to a close. Let’s get back to the work that matters.
 
Twin Rivers Unified School District

 

March 5, 2026

To Our Twin Rivers Families, 

Today, as Twin Rivers United Educators (TRUE) begins a work stoppage, Twin Rivers Unified School District (TRUSD) makes this unequivocal statement: this strike did not have to happen, and it does not have to continue. Instead of being in classrooms with their students, teachers are on the picket line after choosing to strike rather than continue negotiations. A fair, independently validated contract offer is on the table right now. The District is calling on TRUE leadership to return to negotiations, reach an agreement, and bring our teachers back into the classroom where they belong. 
 
The District's offer — accepted and structured in alignment with the recommendations of an independent, neutral fact-finding panel—remains on the table in full:
 

• 2.5% salary increase for the 2025–26 school year and 2.21% salary increase for 2026–27, a cumulative 4.71% increase over the life of the agreement
• Full Kaiser HMO family health coverage, 100% district-paid for both years, medical for employees and their families at zero cost to the employee, a benefit valued at approximately $27,000 per year per family – this contribution will remain at the increased level
• Agreement to union-proposed contract language on Articles 1.3 and 12
• A two-year agreement providing stability and certainty for educators, students, and families
• Status quo on all remaining articles

 
This offer was not arrived at by the District alone. An impartial, neutral third party reviewed the facts presented and issued these recommendations. The District aligned its offer with those recommendations and stands ready to sign a tentative agreement today. We are not asking TRUE to accept our terms. We are asking them to honor the conclusions of a process both parties agreed to enter.
 
Every other TRUSD bargaining unit has reached an agreement. We have been committed throughout this entire process: negotiations, mediation, and fact-finding. The path to a signed contract has never been blocked by this District. We are still waiting on a counterproposal from TRUE leadership.
 
To our teachers walking the picket line today: we see you, we respect you, and we want you back. This dispute is not between the District and the dedicated educators who give everything to our students. It is between the District and TRUE's leadership. Leadership that has not been willing negotiate a compromise. 
 
To our families, students, and parents whose mornings look different today: we are deeply sorry you are living through this. Every school in Twin Rivers Unified is open and operating. Our students will be cared for, supervised, and supported. 
 
This District will not abandon its community, and it will not abandon the children counting on us today, or any day of this strike.
 
Our focus remains on supporting students and families and keeping our schools open. We are grateful for our administrators, support staff, and the substitute educators who are helping ensure our schools remain safe and supportive learning environments for our students. 
 
We did not want this. We do not accept that this is necessary. And we will not stop working to end it. But we will also not make promises today that cannot be kept. Protecting this community means protecting its future, and that responsibility does not pause for a picket line.
 
It is the union’s job to advocate for their teachers, and it is the District’s job to ensure fiscal solvency for students today and tomorrow. The purpose of negotiations is to find a middle ground, and that is precisely what the fact-finding report gave us. We are asking TRUE to meet us there. 
 
The District's offer stands. Our negotiators are available. We are calling on TRUE leadership to return to the table today and end this strike now.

 

March 4, 2026

To Our Twin Rivers Families,
 
We want to let you know that the teachers’ union is moving forward with a strike on Thursday, March 5, and we know you are wondering how this will affect your child’s school day. 
 
All Twin Rivers Unified schools will be open and operating on their regular schedules. Our staff are prepared to support students throughout the day. Our top priority is making sure every student has a safe, supportive, and structured school day.
 
While teachers may be participating in strike activities near certain campuses, students will continue to have full access to their schools, and daily routines will move forward as planned. We remain committed to keeping students’ education and well-being on track during this time. 
 
Please know that we are actively engaged in negotiations with TRUE, the teacher’s association, and remain committed to reaching an agreement. For the latest negotiation updates, please visit our Negotiation News webpage. 
 
School Operations for Thursday, March 5

• Schools are open on regular schedules
• Qualified educators, substitute teachers, administrators, and support staff are supervising classrooms and school activities.

 
Attendance

• District attendance policies remain in effect during the strike. Students are expected to attend school unless they have an excused absence in accordance with Board Policy.
• Students are expected to stay on campus for the full school day unless formally checked out by a parent/guardian. 
• Leaving campus without permission is considered an unexcused absence. These procedures are in place to ensure student safety and accountability at all times.
• If your child needs to leave school, please follow standard checkout procedures so we can ensure their safety.

 
Student Services

• Breakfast and lunch are being served as usual.
• Bus routes are running on their regular schedules.

 
While Thursday may not feel like a normal day for students, we will be here for all of our students. 
  
Sincerely,
Twin Rivers Unified School District

 

 

March 4, 2026

To Staff and Our Twin Rivers Families,

We owe you the truth. Not talking points. Not politics. The truth about what is happening with our contract negotiations, and what is really at stake for our children.

What the union is asking you to believe

In their official dissent to the independent fact-finding report, the union's representative pointed to five California school districts and said Twin Rivers should follow their example. They named Sacramento City, West Contra Costa (Richmond), San Francisco, San Diego, and Oakland as the standard we should measure ourselves against.

We agree. Let's measure.

What actually happened in those five districts

Sacramento City Unified gave big raises and 100% employer-paid healthcare. Today they face a $113 million deficit. They just cut 423 jobs, teachers, custodians, aides, and counselors. Their superintendent resigned. The state says they could run out of cash by June. An accounting error hid $32 million in costs for two years. The people who pay the price? The kids.
 
West Contra Costa (Richmond) gave 8% raises after a strike. Within weeks, they eliminated 324 positions, 10% of their entire workforce. They closed a middle school. They cut art teachers, music teachers, and PE teachers. Their JROTC program is gone. This is a district that went bankrupt once before. They are heading there again.
 
San Francisco Unified signed a $183 million contract after a four-day strike. The state now controls their spending. They immediately sent out layoff notices. School closures are on the table. They have 14,000 empty seats across the city.
 
San Diego Unified agreed to 5% raises with a promise of no layoffs. But they sit on a $47 million deficit with reserves at the absolute legal minimum. Nearly half their schools are less than 70% full. They got rid of the person whose job was to track how many students they are losing. The district now relies on a part-time, outsourced demographer.
 
Oakland Unified agreed to 11–13% raises, then laid off 421 employees the same week. They face a $102 million deficit. Oakland just got out of 22 years of state control last July. Less than one year later, the county is warning they may take over again. Their general fund dropped from $62 million to $3.4 million.
 
Across these five districts: more than 1,295 jobs gone. Over $445 million in combined deficits. Schools closing. Programs disappearing. Three districts facing state takeover.
 
That is what the union is pointing to and saying: "Do what they did."

Now, let's talk about what your children have right here at Twin Rivers

Because this is not about numbers on a spreadsheet. This is about what our kids walk into every single day.

Your child has arts and music programs at the elementary level, programs that did not exist before. Your child can pick up an instrument, perform on a stage, and discover talents they never knew they had. In those other districts, those are the programs getting cut first.
 
Your child has anchor field trips at every grade level, including sixth-grade science camp, where many of our students see the mountains for the first time. They leave their neighborhood. They see something bigger.

Your child has career pathways in healthcare, engineering, culinary arts, and digital media that connect directly to dual enrollment college courses. Last year, 892 Twin Rivers students earned college credits while still in high school. Nine of them walked across the graduation stage with both a diploma and an associate degree. In the districts the union wants us to copy, they are cutting the counselors and coordinators who make those programs possible.
 
Your child has after-school programs, elementary athletics, wraparound support services, and counselors with manageable caseloads — now averaging under 350 students per counselor, down from a previous high of 800. Your child has a multi-tiered support system that catches them when they start to struggle, not after they have already fallen through the cracks.
 
Your child goes to school in buildings being upgraded through $270 million in voter-approved bonds, bonds that carried an A+ rating from Standard & Poor's because outside experts looked at our finances and said: this district manages its money. In Sacramento City, they borrowed $20 million from a trust meant for retirees and still cannot make the math work.
 
The percentage of our students meeting A-G requirement rose from 22% to 47%. College readiness has climbed from 34% to 68%. This district eliminated $169 million in debt without laying off a single person. It recently saved taxpayers $13.6 million through smart bond refinancing.
 
Every one of these programs — every field trip, every art class, every counselor, every after-school program, is paid for by the same budget the union is demanding we overcommit.

What the independent fact-finder found

A neutral, state-appointed fact-finder recommended a 2.3% raise effective July 1, 2025, and a 2.41% raise effective July 1, 2026.  The district agreed with this recommendation. The union is demanding 7.5% plus fully employer-paid family healthcare and rejected the fact-finder's report.
 
The independent expert said the evidence does not support those demands. The math does not support those demands. And the experience of five districts that said yes to similar demands proves exactly what happens next.
 
So here is what we are asking you

The union says a strike is about fighting for your kids. We respect that language. But we need to ask the hard question.

In Sacramento City, did the 423 people who just lost their jobs help kids? The counselors? The classroom aides? The special education therapists?

In Richmond, did the music teacher who just got a pink slip help kids? Did the art teacher? Did the PE teacher?

In Oakland, did the literacy coaches who were just eliminated help kids? The after-school program staff who were cut? The attendance specialists who tracked down students who stopped showing up?

Those people helped kids. And they are gone now,  because their districts made promises the budget could not keep.

A raise that leads to layoffs is not a raise. It is a trade, your neighbor's job for your pay increase. And when the layoffs come, it is the students who lose.

Twin Rivers is a 91% unduplicated district. That means nine out of ten of our students qualify as low-income, English learners, or foster youth. Our families do not have a private school as a backup plan. Our families do not have tutors waiting at home. When this district fails, there is no safety net. There is no Plan B.
 
That is why we refuse to do what Sacramento, Richmond, San Francisco, San Diego, and Oakland did. Not because we do not value our educators, we do, deeply. But because we value them enough to offer a raise we can actually sustain, in a district that will still be standing next year and the year after that.
 
A promise we can keep is worth more than a promise that collapses.

We will continue to negotiate in good faith. We will continue to treat every dollar as belonging to the 25,000 students and families who depend on us. We ask our community to stand with the children, not against our teachers, but for a future that does not end in layoffs, program cuts, and state takeover.
 
Look at those five districts. Then look at ours. And ask yourself: which path protects our kids?
 

Sincerely,

 

Twin Rivers Unified School District

--------------------

San Francisco Unified

• San Francisco Unified teachers ratify contract after weeklong strike; layoff threat remains
• San Francisco teachers striking today: Here’s where both sides stand
• SFUSD’s $183M Price Tag for the Teachers Deal has Numbers Missing
• SFUSD’s New Boss Got a 6-Month ‘Honeymoon.’ Now Deep Budget Cuts Are Coming
• Pricing the strike
•  

 Oakland Unified

• Oakland teachers' strike averted but hundreds of district layoffs imminent
• Oakland School District Lays Off Hundreds of Workers to Balance
• Oakland schools emerge from state oversight into $30M deficit and leadership transition 
• A Difficult Conversation About Our Budget—and Our Future 
• OUSD takes a step toward massive cuts amid $100 million shortfall 
• Oakland Unified facing projected $95 million deficit in 2025 
• Oakland Unified School District once again facing budget issues
•  

 San Diego Unified

• San Diego County schools to cut jobs as plummeting student enrollment batters budgets
• 2026-27 Budget Information
• Underfunding of Special Education by Feds & State Puts Strain on SD Unified Budget
•  

Sac City Unified

• Sacramento City Unified School District on the verge of insolvency
• Sacramento City Unified board votes to cut mental health positions amid budget deficit 
• SCUSD superintendent steps down amidst budget crisis 
• Sacramento City Unified School District to lay off hundreds of workers 
• Sacramento City Unified risks insolvency due to unfunded raises, other issues, report says 
• Error in Budget Projections Deepens Sacramento City Unified’s Financial Crisis
• Fiscal Solvency Plan
•  

 West Contra Costa Unified

• WCCUSD board approves $42 million in cuts to close budget gap 
• WCCUSD layoffs: Art and music teachers, support staff are hardest hit – plus JROTC 
• WCCUSD considers layoffs and $60M in cuts to pay for employee raises 
• WCCUSD proposes staff cuts to pay for newly negotiated union raises 
• BUTT v. State 
• Grand Jury Blames Richmond Bankruptcy on Board
• Profile in courage: West Contra Costa exits state control: ‘Never give up’
• WCCUSD pays off debt

 

March 3, ​2026

To Our Twin Rivers Families,

We want to provide an important update regarding negotiations between Twin Rivers Unified School District and Twin Rivers United Educators (TRUE). 
 
We have been officially notified by the teachers’ union that they do plan to begin a strike on Thursday, March 5. This news is difficult for all of us, but we want to be very clear: our schools will stay open during the strike, and we are prepared to support our students.
 
The notification came after the release of an independent Fact-Finding Report related to the collective bargaining process. The report—click here to view the full report— was developed by a neutral, state-appointed panel that carefully reviewed proposals, testimony, and financial information from both the District and the union. The panel issued compromise recommendations intended to help both parties reach agreement.
 
After carefully reviewing the report, the District made the decision to accept the recommendations in full and has provided a proposal to TRUE reflecting this.
 
This was not an easy decision. The neutral panel’s proposal exceeds the District’s previous offer and will require adjustments in other areas of our budget. However, we believe accepting this compromise is the responsible path forward to bring stability to our schools and avoid disruption to student learning.
 
The recommendations include:
 

• Salary increases over two years aligned with the annual cost-of-living adjustment (COLA)
• Fully funded health benefits for employees, employee plus one, and family coverage through June 30, 2027. The amount paid on that date will be the new district contribution amount. Any changes in contribution level would be determined through future negotiations.     

 
We believe this represents a fair balance that honors our educators while protecting students and maintaining the long-term financial health of the District. 
 
The District has presented our acceptance and proposal of the recommendations to the teachers’ union and has offered to meet to finalize the agreement. However, TRUE leadership announced its intent to move forward with the strike, if an agreement is not reached.
 
We understand this news may raise questions. Please know:
 

• The District has accepted the neutral compromise.
• We remain ready to finalize the agreement immediately.
• Our schools will remain open and ready to serve students.

 
If the strike does occur, district schools will remain open to maintain stability for students and families and to provide access to the meals, programs, and services students rely on each day, including after-school activities. Breakfast and lunch programs will run on their normal schedule, and buses will operate on their usual routes.
 
Our focus remains on keeping students safe, supported, and learning every day. We continue to bargain in good faith with the goal of reaching an agreement that honors our educators, protects opportunities for our students, and ensures long-term stability for our schools.
 
We will continue to provide updates as this develops. Thank you for your continued trust and partnership as we work to protect stability for our students.
 
Sincerely,

Twin Rivers Unified School District

 

March 2, 2026

To Our Twin Rivers Families,
 
We know that talk of a potential teachers’ strike may bring up questions about what this means for your student and their school day. To help keep you informed, we’ve created a dedicated Negotiation News webpage where you can find the latest updates and answers to common questions.
 
You can visit it here:  https://www.trusd.net/Negotiation-News
 
We’ll also continue sharing updates through ParentSquare, our district and school websites, and our official social media channels.
 
Our focus remains on your children, and we are committed to ensuring that students feel safe, supported, and are able to continue learning while negotiations continue.
 
Thank you,

TRUSD Communications

 

Feb. 26, 2026

 

To Our Twin Rivers Families, 
 
Negotiations for a new contract between Twin Rivers Unified and its teachers’ association—TRUE—continued on February 25 with a fact-finding session aimed at resolving outstanding issues. A final agreement has not yet been reached. An independent reviewer has examined proposals and detailed financial information from both sides to prepare recommendations to help guide the process forward. The report is expected March 2.  
 
Even though the independent fact-finding report has not yet been issued or reviewed, TRUE has publicly announced plans to begin a strike on March 5 if an agreement is not reached in negotiations.
 
If a strike occurs, District schools will remain open so students can continue learning in a safe, supportive environment with access to meals, programs, and services they rely on each day. Families and staff will receive timely updates as new information becomes available.  
 
The District remains committed to working through the fact-finding process and negotiating in good faith, with a focus on providing a contract that increases teachers’ compensation and expands health benefits while maintaining sustainable fiscal solvency for years to come. We are hopeful that the independent fact-finding report will help bridge the remaining gaps and move us closer to a resolution that supports our entire school community—especially our students’ long-term success. 
 
At the same time, District leaders are concerned that broader statewide strategies advanced by the California Teachers Association may be influencing a collective bargaining process that has traditionally been locally focused in Twin Rivers, particularly as the District continues advocating for increased statewide funding for K–12 schools. 
 
Despite these challenges, we remain committed to working collaboratively and locally to reach an agreement.

TRUSD Communications Department

 

 

Feb. 23, 2026

 

 

Grade Level	TRUSD Average	State Standard
Transitional Kindergarten	19.1	20 maximum
Kindergarten	20.1	24 average
Grade 1	22.9	24 average
Grade 2	22.7	24 average
Grade 3	24.0	24 average
Grades 4–5	27.1–27.8	29.9 average
Grade 6	27.4	29.9 average
Grades 7–12	19.5	No state cap

Category	Average Amount
Total Salary & Benefits	$134,084 – $152,288
Average Salary (TRUE Members)	$93,249 – $105,315
Average Salary (Teachers Only)	$92,025 – $102,577

Category	2023–24	2024–25	Change	% Increase
*BA+30, Step 1	$65,495	$67,275	+$1,780	+2.7%
*BA+60, Step 10	$94,203	$96,496	+$2,294	+2.4%
Maximum	$124,991	$128,582	+$3,591	+2.9%
Benefits	$16,810	$17,836	+$1,026	+6.1%

Coverage Type	Potential Savings
Employee Only	Up to $6,175.92
Employee + One	Up to $12,423.84
Employee + Family	Up to $16,143.72

• Maintaining class sizes that meet or exceed state standards
• Offering competitive salaries and benefits—the second highest in the region
• Preserving instructional stability
• Investing in student supports
• Protecting long-term financial health

 

• Since 2023, nine TR students have graduated with both their high school diploma and associate degree  
• 870 students are currently enrolled in the Dual Enrollment Program (2025-26)
• 1,005 students participated in Dual Enrollment during the 2024-25 school year
  
  

• 886 students in grades 7-12 are currently enrolled in AVID (2025-26) 
• 70.3 percent of AVID seniors met four-year college eligibility requirements (2024-25)
  
  

• 2,915 students enrolled in CTE programs (2025-26)
• Pathways include Engineering, Healthcare, Construction, Computer Science, Culinary Arts, and Early Childhood Education
  
  

• 1,153 students enrolled in Advanced Placement (AP) courses (2025-26)
• This spring, 1,668 graduating seniors will have the opportunity to earn the California State Seal of Biliteracy, celebrating their proficiency in two or more languages 
• 1,074 seniors have received the State Seal of Biliteracy since 2016
  
  

• California Distinguished Schools
• Gold Ribbon Schools
• Golden Bell Award for Multi-Tiered System of Supports
• California Exemplary Dual Enrollment School
• California Pivotal Practice Award
  
  

 

Feb. 13, 2026

 

 

Feb. 12, 2026

 

Feb. 10, 2026

To Our TR Families,

  
For years, students, families, and educators across our community lived through change that was fast, unfamiliar, and often unsettling.
 
In 2008, classrooms came from different districts. Traditions came from different schools. Expectations came from different systems. Those differences were brought together under one new name: Twin Rivers Unified School District.
 
The idea was ambitious—to create a unified system that could better serve every child. But unity does not happen simply because systems merge. It has to be built, over time, through trust, shared purpose, and commitment.
 
Each of the four districts that formed Twin Rivers—Del Paso Heights, Grant Joint Union High School, North Sacramento, and Rio Linda Union—brought its own culture and history. Educators who had spent their careers in one system suddenly found themselves working alongside colleagues they had never met, following procedures that didn’t always align. Departments operated in silos. Relationships were new, and trust was limited.
 
A district had been created. A community had not—yet.
 
By 2013, the challenges were significant. Twin Rivers cycled through three superintendents in five years. The district carried $169 million in long-term debt. Our graduation rate stood at 75.3 percent, with nearly one in four students leaving school without a diploma. Only 17 percent of graduates were considered college-ready. Many of our school facilities, averaging 57 years old, showed the strain of decades of use.
 
Families understandably asked hard questions about whether this new district could deliver its promise. Yet even in that uncertainty, one belief held firm: Every child in our community deserves a school system built on strong instruction, meaningful support, and opportunities that inspire learning and belonging.
 
We believed education was more than test scores and textbooks. It included the experiences that connect students to school and to one another—athletics, marching band, cheerleading, drama, visual and performing arts, student leadership, career pathways, Advancement Via Individual Determination (AVID), dual enrollment, enrichment programs, and field trips. These are not “extras.” They are often the moments that motivate students to show up, stay engaged, and believe in what is possible for themselves.
 
Our work was never simply to manage a struggling system. Our work was to rebuild one—together. 
 
That rebuilding required patience, partnership, and long-term commitment. It meant strengthening instruction, aligning systems, supporting educators, and restoring trust with families and the community.
 
That work began in 2013, and it continues today.
 
As we look to the future, it is just as important to remember where we came from. Over the coming weeks, we will share more of this story—how the district moved from fragmentation to focus, from instability to strength, and from uncertainty to opportunity.
 
This is our shared history. And the next chapter is one we continue to write together.
 
TRUSD Communications Department

 

Feb. 4, 2026

To Our TR Families,

As conversations about staffing and class sizes continue in our community, we want to ensure families and neighbors have accurate, factual information about class sizes in Twin Rivers Unified School District.
   

Grade Level	TRUSD Average (As of 02-04-2026)	State Requirement
Transitional Kindergarten	19.1	20 maximum
Kindergarten	20.1	24 average
Grade 1	22.9	24 average
Grade 2	22.7	24 average
Grade 3	24.0	24 average
Grades 4–5	27.1–27.8	29.9 average
Grade 6	27.4	29.9 average
Grades 7–12	19.5	No state cap

Understanding the Context
California State Law Requirements:
California’s Local Control Funding Formula (LCFF) provides financial incentives for districts to maintain average class sizes of 20 or fewer students in grades TK and 24 or fewer in grades K–3 at each school site. State law sets maximum penalties if K–3 averages exceed 30–31 students. Twin Rivers meets all state requirements and qualifies for full LCFF funding.

For grades 4–8, state law caps average class sizes at 29.9 students. Twin Rivers is well below this threshold.
 
What the California Teachers Association Advocates:
According to CTA’s official “Class Size Matters” policy, the union’s “optimum maximum” goals are 20 students per class in elementary grades and 20 students in secondary classes with no more than 100 student contacts per day.

It’s important to note that these are aspirational goals the CTA advocates for statewide, not legal requirements. No California school district is required to meet these targets, and most districts across the state do not.

What TRUE Is Claiming:
Twin Rivers United Educators (TRUE), as part of the statewide CTA “We Can’t Wait” campaign involving 32 unions across California, is calling for “lower class sizes” as part of contract negotiations. This coordinated campaign launched in February 2025 and is occurring simultaneously across multiple Sacramento-area districts including Sacramento City Unified and Natomas Unified.
 
The Facts:

• Twin Rivers’ TK class sizes (19.1 to 20), K–3 class sizes (22.4 to 24.0) meet or exceed state targets
• Our secondary average of 19.5 students is already at or below CTA’s aspirational goal of 20
• These are district-wide averages; individual classrooms may vary slightly based on enrollment patterns (i.e., band, Physical Education, and CTE classes at the high school level)
• Reducing class sizes further would require hiring additional teachers and building additional classrooms, representing significant ongoing costs

 
Summary
Twin Rivers Unified School District is fully compliant with all California class size requirements and receives full LCFF funding for meeting TK–3 targets. Our class sizes are competitive with neighboring districts and, in secondary grades, already meet the aspirational benchmarks that unions advocate for statewide.
 
The district remains committed to maintaining reasonable class sizes while balancing investments across all areas that support student success, including counselors, intervention specialists, support staff, and enrichment programs.

TRUSD Communications Department

 

Feb. 3, 2026

 

To Our TR Families,

Negotiations with our teacher’s union have entered a phase called factfinding. This is a normal step in California’s collective bargaining process that occurs when both sides reach an impasse and seek the support of a neutral panel to help move discussions forward. The panel, with a neutral chairperson, reviews information from both the district and the union and offers findings and recommendations to guide the next steps.
 
Factfinding has no immediate impact on school operations. Schools remain open, fully staffed, and learning continues as usual.
 
We are also preparing for all possibilities with the goal of minimizing any disruption for students. Given the phase of negotiations, we will regularly and consistently communicate with updates and pertinent information.
 
Our focus remains on your children. While the district respects employees’ rights to engage in lawful labor actions, we believe continued dialogue and bargaining are the most effective ways to resolve differences and maintain stability for students and families.
 
Sincerely,
 
TRUSD Communications Department

 

It might. A striking employee’s retirement service credit can be negatively impacted during a strike. 

 

Any day an employee chooses to strike is not a day of “creditable service.” Therefore, an employee will jeopardize completing a full year of service credit toward their retirement if they strike. This can be deemed an unpaid leave and a break in service, which can negatively impact an employee’s planned retirement date. Recent state legislation can further affect this calculation. Further information may be available through STRS and PERS regarding the impact of a decision to strike on service credit and retirement plans.

 

No. Employees are not eligible for unemployment benefits while on strike. 

 

 

 

 

 

 

We are committed to clear, honest communication regarding District finances. There have been claims that $19 million in "hidden" funds could be redirected toward teacher salary increases. It is important to understand that these funds are not discretionary "extra" dollars—they are targeted funds designed to meet the needs of high-need students and improve student outcomes.

 

The District allocated these funds through the Local Control and Accountability Plan (LCAP) for student support services—a legally defined funding purpose under California law.

 

 

Some of these supports, over $27 million, provide direct services to students outside the classroom that support learning and safety. 

 

• English Language Arts (ELA) and Math Coaches
• English Learner Support Teams
• Elementary and secondary counselors
• Foster youth support
• Social workers
• Behavior support teams
• Psychologists
• Nurses
• Campus safety specialists
• Custodians
• Vice principals

 

These supports reduce teacher workload, improve classroom conditions, and help teachers to focus on instruction. Cutting these positions would place added demands on teachers and affect classroom conditions.

 

• Student Health & Safety: Nurses, Psychologists, Social Workers, and Campus Safety Specialists. 
  
  
• Academic Leadership: English Language Arts (ELA) and Math Coaches, Vice Principals. 

• Specialized Support: English Learner (EL) Support Teams, Foster Youth Support, and Behavior Support Teams Multi-Tiered System of Supports and Positive Behavioral Interventions and Supports. 

• Campus Operations: Para-educators and Custodians.

 

 

 

Redirecting these restricted funds toward general salaries would not only impact student learning and increase teacher workload, but it would also violate the legal intent of the funding. We are committed to a sustainable agreement that supports our staff without dismantling the programs our students rely on.

 

• Legally allocated through the LCAP
• Transparently budgeted
• Invested in people and programs that directly support students
• Used to strengthen safety, mental health, learning conditions, and equity