Butler SD 53 Collective Bargaining Report

Butler School District 53, serving approximately 455 students in Oak Brook, Illinois (DuPage County), operates under a three-year collective bargaining agreement with the Oak Brook Education Association (OBEA), an IEA-NEA affiliate. The current contract runs through June 30, 2026—having expired 38 days prior to the source document's publication—and establishes salary schedules, benefits structures, and operational procedures for 62 certificated teaching staff (60.62 FTE).

This report synthesizes publicly available contract language, state-reported salary data, and benefits information to provide school boards, labor relations professionals, and district administrators with a comprehensive snapshot of Butler SD 53's labor environment and comparable positioning within DuPage County.

Current Compensation Structure

Base Salary and Increases

The current three-year agreement (July 2023–June 2026) establishes the following base salary progression for teachers:

• FY 2024: $52,000 (4.0% increase)
• FY 2025: $54,600 (5.0% increase)
• FY 2026: $57,330 (5.0% increase)

According to state-reported ISBE EIS data for 2024–25, the district's actual average teacher salary stands at $88,721, with a median of $86,778. The 25th–75th percentile range is $74,458–$96,574. These figures reflect the full salary schedule, which includes experience-based step increments and educational credentials beyond the base salary outlined in the current contract.

The most recent documented multi-year settlement prior to the current agreement (2017–18) provided a Year 1 base increase of 6.52%, with Year 2 at 5.77%. The current agreement thus represents a modest increase trajectory compared to that earlier period.

Position-Specific Compensation

The district employs teachers across multiple position categories (EIS 2024–25):

Administrative positions and specialist roles show considerable salary variation, though the small sample sizes for individual categories limit broader statistical inference.

Lane Advancement and Educational Credentials

Teachers may advance through salary lanes based on educational attainment and years of service:

• MA+15: eligible at Year 5 (not before)
• MA+30: eligible at Year 5 (not before)
• MA+45: eligible at Year 10 (not before)
• MA+60: eligible at Year 10 (not before)

Additionally, teachers who earn National Board Certification receive full course reimbursement plus a $5,000 recognition payment. The contract also provides for an educational bonus available for graduate coursework beyond the BA at the graduate level, with contract amounts changing the first day of each semester.

Benefits and Insurance Coverage

Health, Dental, and Vision Insurance

The district's 2025–26 insurance structure (per ISBE TSS reporting) demonstrates substantial employer contributions:

Health Insurance Annual Premiums:

• Individual coverage: $12,532 (employer share: 81%)
• Family coverage: $25,100 (employer share: 68%)

Dental Insurance:

• Individual: $521 (employer pays 100%)
• Family: $892 (employer covers 0%)

Vision and Life Insurance:

• Vision (individual): $88 (no employer contribution)
• Life (individual): $44 (employer pays 100%)

Disability Insurance:

• Long-term disability coverage is provided at district expense for all actively employed, certified employees working 75% time or more, subject to the insurance provider's eligibility criteria.

Plan Structure and Employee Cost-Sharing

Effective January 1, 2024, the contract specifies the following premium-contribution splits for the 2024 health insurance plan year:

PPO Plans:

• Individual: Board 85%, Employee 15%
• Family: Board 70%, Employee 30%

HMO Plans:

• Individual: Board 90%, Employee 10%
• Family: Board 90%, Employee 10%

HSA Plans:

• Individual: Board 90%, Employee 10%
• Employee + Child: Board 85%, Employee 15%
• Employee + Spouse: Board 80%, Employee 20%
• Family: Board 75%, Employee 25%

Full-time employees receive individual dental insurance at a cost of $0.01 annually to the employee. A notable provision states that the Board will pay 100% of one family coverage per family employed by District 53; however, teachers who marry another district employee or were first employed after the 2010–2011 school year are ineligible for this benefit.

Flexible Spending and Insurance Administration

The district provides a flexible spending account under IRS Section 125 for health care and dependent care expenses, allowing teachers to use pre-tax dollars for eligible reimbursements. An annual joint committee of equal numbers of Board members and OBEA members convenes to review insurance plan options, providers, premiums, and consultant performance. A statement listing each teacher's insurance benefits and district cost is provided on or before October 31 of each new contract year.

Paid Leave and Work Schedule

Sick Leave and Bereavement

The contract provides three personal days annually and a sick-leave bank. Teachers receive up to three days without loss of pay or sick days for the death of a family member.

Professional Development and Instructional Time

Teachers are required to attend one session per month (dates determined before the end of the school year) reserved for professional development, team/department planning, and meetings. Additionally, faculty must schedule four hours per month (September through May) outside the instructional day for team meetings, professional development, and curriculum implementation.

Each teacher is guaranteed notification of their basic classroom assignment at least 75 calendar days prior to the school year opening. If an assignment change becomes necessary, the affected teacher must be notified promptly.

Key Contract Provisions and Operational Clauses

Grievance and Arbitration Procedures

The contract establishes a multi-step grievance process:

1. Informal Level
2. Grievance Council Level
3. Step One – Principal
4. Step Two – Superintendent
5. Step Three – Board
6. Step Four – Arbitrator (final and binding)

If the Board's decision at Step Three is unacceptable to the teachers' Grievance Council, the OBEA may, within ten working days, submit a written request for final and binding arbitration.

Assignment and Workday Protections

Teachers are expected to remain before and/or after the close of the school day to attend to matters requiring attention, including scheduled parent consultation. However, no teacher shall be compelled to accept additional, paid extra-duty assignments beyond students' regular attendance time.

All assignments of Extra Duty and Interscholastic Sport positions are made and posted by May 1st of the preceding school year. An Extra Duty Committee composed of Administration and OBEA representatives evaluates athletics, performing arts, clubs, and duties annually. Extra duty is paid three times per year: winter break, spring break, and end of June.

Complaint and Performance Notification

The Administration must notify a teacher within five school days of receipt of any substantive complaint or communication from students, parents, colleagues, administrators, or residents regarding the teacher's performance or conduct. When a Board member, administrator, or teacher is contacted about a teacher's performance, they must refer the complainant directly to the teacher (except in specified circumstances), and the teacher must be informed of the substance of the complaint.

Financial Transparency

The contract requires that "the Administration, upon request from the OBEA, shall furnish all regularly and routinely prepared information concerning the financial condition of the district and material pertinent to negotiations."

Extra Duty and Athletic Programs

The Athletic Director reports to Administration, Board of Education, and OBEA on athletic program performance at least twice per year or at the end of each season. Butler's athletic conference has elected to follow the Illinois Elementary School Association (IESA) athletic calendar beginning in 2019, which may affect athletic season lengths and stipend recalculations.

Curriculum Review Process

Curriculum is reviewed through an in-depth process approved by the Board and on a cycle determined by the Superintendent. The process involves teacher representatives from grades K–8 and special education, administrators, parents, and Board representatives working together to develop recommendations for Board presentation.

Curriculum committees composed of teachers and administrators select appropriate texts, audiovisual materials, library materials, laboratory equipment, art and athletic supplies, and other instructional materials necessary for teaching the approved District 53 curriculum.

Contract Duration and Negotiation Framework

The current agreement became effective July 1, 2023, and continues through June 30, 2026, providing cost certainty for a significant portion of expenditures for two fiscal years. According to the contract summary, this three-year agreement prioritizes the retention of long-time, committed, and talented district teachers and addresses recognized shortcomings of the previous agreement.

The OBEA is recognized as the exclusive and sole negotiating agent for all regularly employed certificated teaching personnel, excluding non-certificated employees, administrators, and any short-term, temporary, confidential, supervisory, or managerial personnel.

If agreement is not reached 90 days before the scheduled start of the forthcoming school year and the parties have reached an impasse after reasonable negotiation, either party may request appointment of a mediator from the Federal Mediation and Conciliation Service.

Comparable District Context

Within DuPage County, Butler SD 53's base salary increases compare as follows (latest available data):

Butler's current scheduled increases (4.0% in Year 1, 5.0% in Years 2–3) place it at the higher end of documented DuPage County settlements, though the range reflects variation in district size, fiscal condition, and negotiation timing.

Source and Scope

This report draws exclusively from CollBar's Butler SD 53 district page, which aggregates contract language, state-reported salary data (ISBE EIS 2024–25 and TSS 2025–26), and settlement history. The figures reflect the source as accessed and represent state-reported and contract-document information, not independent audit findings. State salary data may reflect prior-year reporting cycles; readers should verify current-year figures with district payroll or ISBE directly. Contract provisions summarized here are drawn from the effective agreement (July 2023–June 2026) and historical settlement records; full contract language should be consulted for definitive interpretation.

Key Takeaways

1. Scheduled salary growth is relatively robust. Butler SD 53's current contract provides 4.0% in Year 1 and 5.0% in Years 2–3, positioning it above the median increase seen in comparable DuPage County districts.

2. Employer health insurance contributions are substantial. The district funds 81% of individual health premiums and 68–90% of family coverage depending on plan type, reflecting a significant ongoing cost commitment.

3. The contract prioritizes teacher retention. The three-year agreement explicitly emphasizes retention of experienced, committed staff and incorporates lane advancement, educational bonuses, and National Board Certification rewards.

4. Financial transparency is contractually mandated. The Board must furnish regularly prepared financial information to the OBEA upon request, supporting informed negotiations on economic matters.

5. Operational procedures are detailed and collaborative. Extensive provisions govern curriculum selection, athletic reporting, extra-duty assignment posting, and assignment-change notice, reflecting a structured labor relationship.

6. Leave and professional development obligations are defined. Teachers receive three personal days and a sick-leave bank, with mandatory monthly professional development sessions and four additional hours per month during the school year.

Frequently Asked Questions

What is the current base salary range for new teachers in Butler SD 53?

The 2024–25 school year base salary is $52,000, increasing to $54,600 in 2025–26 and $57,330 in 2026–27 per the current contract. However, actual teacher compensation (average $88,721 in 2024–25) is substantially higher due to step increments, educational lane advancement, and other contractual provisions.

When does the current contract expire?

The current agreement expires June 30, 2026. At the time the source document was published, the contract had expired 38 days prior, indicating negotiations for a successor agreement may already be underway or imminent.

What are teachers' health insurance costs under the current plan?

Under the 2024 plan year, teacher premium contributions vary by plan and coverage tier. For PPO individual coverage, the employee pays 15% of premiums; for HMO individual coverage, 10%. Family coverage shares range from 10% (HMO) to 30% (PPO). Dental coverage costs only $0.01 annually for individual plans.

Are teachers eligible for lane advancement and additional compensation?

Yes. Teachers may advance to MA+15 or MA+30 at Year 5, and to MA+45 or MA+60 at Year 10 of service (not before these years). National Board Certification yields full course reimbursement plus a $5,000 recognition payment. Graduate coursework beyond the BA also qualifies for educational bonuses.

How are grievances resolved?

Grievances follow a four-step process (Informal Level, Grievance Council Level, Principal, Superintendent, Board) and may proceed to final and binding arbitration if the Board's decision is unacceptable to the OBEA within ten working days.

What happens if the Board and OBEA cannot reach agreement on a new contract?

If no agreement is reached 90 days before the school year start and an impasse is declared, either party may request a mediator from the Federal Mediation and Conciliation Service. Ground rules and negotiating procedures are jointly developed at the start of bargaining.

How CollBar Can Help

CollBar specializes in public-sector HR and labor-relations consulting, helping districts navigate contract negotiations, compensation benchmarking, benefits administration, and labor compliance. Whether you are a district administrator preparing for successor agreement negotiations, a board member evaluating competitive positioning, or a union representative seeking market data, CollBar's platform and expertise support evidence-based decision-making.

For detailed comparative analysis, contract clause evaluation, settlement trend data, or customized labor-relations consulting for Butler SD 53 or other Illinois districts, contact CollBar at (419) 350-8420 or visit CollBar's district page to create a free account for ongoing monitoring of contract changes and statewide comparable data.