Other
Agreement Duration — 2024-2025, 2025-2026, 2026-2027, 2027-2028, 2028-2029
2024–2025, 2025–2026, 2026–2027, 2027–2028, 2028–2029
Other
Agreement Implementation Meeting Frequency — The Director or designee(s) shall meet periodically (though not more often than bimonthly except by mutual agreement) to discuss questions relating to the implementation of this Agreement and/or other issues of mutual concerns.
The Director or designee(s) shall meet periodically (though not more often than bimonthly except by mutual agreement) to discuss questions relating to the implementation of this Agreement and/or other issues of mutual concerns.
Grievance
Arbitration Binding — Final and binding arbitration under Voluntary Labor Arbitration Rules of the American Arbitration Association
The Association may submit the grievance to final and binding arbitration under the Voluntary Labor Arbitration Rules of the American Arbitration Association, which shall act as the Administrator of the proceedings.
Other
Association Bulletin Boards Email — Association provided space for bulletin boards and email access including all-AERO email
The Association shall be provided with space for bulletin boards in the A.E.R.O. Educational Center and Pride School. The Association shall have the right to use, where not currently otherwise restricted by member school district collective bargaining agreements or local school district policy, employee mailboxes for Association communications and 'all-AERO' email access identified as such.
Compensation
Ba Max Salary — Maximum tuition reimbursement of $250.00 per semester hour or actual cost if less
A maximum of $250.00 per semester hour, activity or actual cost if less than the maximum reimbursement.
Compensation
Ba Min Salary — Tuition reimbursement pool of $29,000 annual
The tuition pool for each year of this Agreement shall be in the amount of $29,000.
Other
Bargaining Commencement Days — Within 60 days of demand to bargain
Parties shall commence bargaining within sixty (60) days of presentation of demand to bargain, but no case shall bargaining commence after February 1.
Other
Bargaining Unit Excluded — All full-time and part-time custodial/maintenance, secretarial/clerical/receptionists, occupational therapists and OT assistants, physical therapist and PT assistants, speech coordinators, research assistants, Assistant to the Program Supervisor/Direct Supervisor, Consultant/Autism and all confidential, supervisory and managerial employees
Excluded: All full-time and part-time custodial/maintenance, secretarial/clerical/receptionists, occupational therapists and OT assistants, physical therapist and PT assistants, speech coordinators, research assistants, Assistant to the Program Supervisor/Direct Supervisor, Consultant/Autism and all confidential, supervisory and managerial employees
Other
Bargaining Unit Included — All full-time and part-time certified/licensed employees including teachers, school psychologists, social workers, nurses, speech and language pathologists, pre-vocational coordinators, paraprofessionals, non-certified nurses, job coaches, job developers, LBS-II transition specialists, non-instructional aides, career facilitators, behavioral consultants, behavior intervention specialists, PRIDE alternative program intervention room specialists, permanent full-time substitute teachers
Included: All full-time and part-time certified/licensed employees, including teachers, school psychologists, social workers, nurses, speech and language pathologists, pre-vocational coordinators and screeners and all full-time and part-time paraprofessionals, non-certified nurses, job coaches, job developers, LBS-II transition specialists and non-instructional aides
Other
Bargaining Unit Recognition — Association recognized as exclusive representative for collective bargaining purposes
The Board recognizes the Association as the exclusive representative of all of the employees in the unit described below for the purposes of collective bargaining in respect to rates of pay, wages, hours of employment or other conditions of employment.
Compensation
Base Salary Increase Yr1 — $0.60 per year increase for bus class attendance beginning 2025-2026
A rate of $18.10 shall be paid as the stipend rate to an employee attending the initial bus class/refresher class unless such attendance occurs on a paid workday for the employee. Beginning with the 2025-2026 school year, said rate will be increased by $.60 per year for each year of this Agreement.
Compensation
Base Salary Increase Yr2 — $3300 flat rate increase all TRS positions
2025-2026: $3300 flat rate increase all TRS positions
Compensation
Base Salary Increase Yr3 — 3.5% increase
2026-2027: 3.5% increase
Leave
Bereavement Days — Leave may be granted for child-rearing and extended illness subject to Family and Medical Leave Act requirements
Leaves may be granted for reasons including, but not limited to, the following: Advanced study leading to a degree in an accredited and approved university; Military service; Child-rearing (subject to the requirements of the Family and Medical Leave Act provisions of this Agreement during the initial 12-week period); and/or Extended illness.
Other
Board Disciplinary Hearing Notice — When an employee is required to appear before the Board, any Board committee or Board-authorized hearing officer concerning any matter which could adversely affect the continuation of that employee in his/her position or employment, the employee shall be given written notice not less than twenty-four (24) hours prior to any such meeting.
When an employee is required to appear before the Board...the employee shall be given written notice not less than twenty-four (24) hours prior to any such meeting and reasons therefor.
Compensation
Bus Permit Reimbursement — A.E.R.O. covers costs of bus permit including physical exam, drug screening, State license fee, fingerprinting; initial 8-hour class paid at stipend rate
The costs required to obtain this permit shall be paid by A.E.R.O. or fully reimbursed to the employee by A.E.R.O. An employee will be paid at the stipend rate per hour for attending the initial eight-hour bus class/refresher class.
Workday
Bus Permit Requirement — 4 months from beginning of school year to obtain Illinois School Bus Drivers' Permit
A.E.R.O employees not currently possessing a bus permit shall have four (4) months from the beginning of the 2019-2020 school year to obtain a bus permit as a condition of employment.
Workday
Contract Days Teacher — Thirty-five (35) hours per week for A.E.R.O. Therapeutic Center bargaining unit members
The length of the workweek for bargaining unit members assigned to the A.E.R.O. Therapeutic Center programs will be thirty-five (35) hours per week, inclusive of a duty-free lunch period of a minimum of thirty (30) minutes and ten (10) minutes of non-instructional time at the beginning of the school day.
Other
Contract Duration — Effective midnight of the scheduled first workday of 2024-2025 school term through 11:59 p.m. of the day preceding the scheduled first workday of the 2029-2030 school term
This Agreement shall be effective at midnight of the scheduled first workday of the 2024-2025 school term and shall remain in full effect until 11:59 p.m. of the day preceding the scheduled first workday of the 2029-2030 school term.
Other
De Escalation Physical Management Training — Board provides inservice training in A.E.R.O.-endorsed de-escalation and physical management; all employees trained; quarterly CPI opportunities
The Board shall provide inservice training to employees where the assigned program may require management of students for behavioral intervention purposes. All employees will be trained in an A.E.R.O.-endorsed de-escalation and physical management method. A.E.R.O. will provide quarterly opportunities for CPI training.
Insurance
Dental Coverage — Medical/dental insurance included
the Board's base contribution for medical/dental insurance plans for eligible full-time employees
Other
Disciplinary Hearing Notice — Employee given written notice not less than 24 hours prior to disciplinary hearing before Board or hearing officer
When an employee is required to appear before the Board, any Board committee or Board-authorized hearing officer concerning any matter which could adversely affect continuation of employment, the employee shall be given written notice not less than twenty-four (24) hours prior to any such meeting.
Compensation
Dues Deduction — Board will deduct Association dues from pay for authorized employees; deductions begin third payroll and end twentieth payroll
The Board will deduct from the pay of each employee, for whom it has received a signed authorization from the Association by September 15 of each year, the required amount for the payment of Association dues.
Other
Dues Deduction Deadline — The Board will deduct from the pay of each employee, for whom it has received a signed authorization from the Association by September 15 of each year, the required amount for the payment of Association dues.
The Board will deduct from the pay of each employee, for whom it has received a signed authorization from the Association by September 15 of each year, the required amount for the payment of Association dues.
Other
Duration Agreement — 2014-2015, 2015-2016, 2016-2017, 2017-2018, 2018-2019
Agreement covers school years 2014-2015 through 2018-2019
Insurance
Employee Premium Share Pct — Any premium contributions above Board's base contribution split 50/50 between Board and employee
Any premium contributions above the Board's base contribution shall be split 50/50 between the Board and the full-time employee.
Evaluation
Esp Evaluation Cycle — Educational support personnel formally observed 2x/year in years 1-2, 1x/year in years 3-4, then every other year
All new ESP staff will be formally observed two (2) times per year during their first and second year of employment and receive one summative evaluation during such years, then observed once a year during their third and fourth year of employment and receive a summative evaluation during the fourth year.
Other
Esy Program Preferences — Employees have 10 working days to submit interest in ESY positions; priority given to employees who worked with students during school year
The Board's notice of the ESY program and request for employees to indicate interest and preferences shall be forwarded to employees by May 1 in either inter-office mail or distributed with paychecks. Employees shall submit their indications of interest, and preferences, not later than ten (10) working days from the date of the Board's notice.
Evaluation
Evaluation Cycle Years — New ESP staff observed two times per year during first and second year, then observed once per year during third and fourth year
All new ESP staff will be formally observed two (2) times per year during their first and second year of employment and receive one summative evaluation during such years, then observed once a year during their third and fourth year of employment
Leave
Extended Workday Compensatory Time Forfeiture — Compensatory time must be used by end of semester or it will be forfeited
Compensatory time must be used by the end of the semester during which the time is earned or it will be forfeited.
Other
Fair Share Fee Cap — Fair share fee shall not exceed amount of dues normally charged to Association members
The fair share fee shall not exceed the amount of dues normally charged to Association members.
Other
Fair Share Fee Requirement — All employees hired after July 1, 2001 must join Association or pay fair share fee within 30 days
Each employee hired by the Board and beginning his/her duties after July 1, 2001, as a condition for his/her employment on or before thirty (30) days from the date of commencement of duties or the effective date of this Agreement, whichever is later, shall join the Association or pay a fair share fee.
Workday
First Year Licensed Staff Days — Licensed staff in first year at A.E.R.O. or new to program work up to 186 days including mandatory workshop days
Licensed staff who are in their first year at A.E.R.O. or new to a program will work up to 186 days, including mandatory workshop days which are not part of the regular school year, with compensation at the per diem rate.
Workday
First Year Paraprofessional Days — Paraprofessionals in first year at A.E.R.O. or new to program work up to two (2) additional days including mandatory workshop days
Paraprofessionals who are in their first year at A.E.R.O. or new to a program will work up to two (2) additional days, including mandatory workshop days which are not part of the regular school year, with compensation at the per diem rate.
Grievance
Grievance Step One Response — 10 days for supervisor to provide written response after grievance meeting
Within ten (10) days of the meeting, the grievant and the Association shall be provided with the supervisor's written response, including the reason(s) for the decision.
Grievance
Grievance Step One Timeline — 20 days to present grievance in writing to supervisor after occurrence
The grievant or Association shall present the grievance, in writing, within twenty (20) days after the occurrence that gave rise to the grievance or within twenty (20) days from the time the grievant could have reasonably expected to have knowledge thereof.
Grievance
Grievance Steps — Federal Mediation and Conciliation Services (FMCS) for impasse resolution
In the event that the parties reach impasse, it is agreed that the parties will jointly request the service of the Federal Mediation and Conciliation Services (FMCS). Should FMCS not be available, the parties shall attempt to agree on a replacement.
Grievance
Grievance Timeline Exception — Exception: when grievance submitted fewer than 10 days before close of school term, time limits are days admin office is open
All time limits consist of school days under the calendar followed by A.E.R.O. Center and P.R.I.D.E., unless otherwise provided herein, except that when a grievance is submitted fewer than ten (10) days before the close of the current school term based on the A.E.R.O. school calendar, time limits shall consist of all days that the A.E.R.O. Administrative Office is open for business.
Insurance
Health Coverage — Insurance scattergram indicating bargaining unit members electing various plan options
Insurance scattergram indicating the number of bargaining unit members electing various plan options
Leave
Health Insurance Continuation Leave — Board maintains health care coverage during initial 12-week Family and Medical Leave period if leave purpose qualifies under FMLA
When the purpose of a leave is also a qualifying purpose under the Board's Family and Medical Leave policy, the Board shall maintain the employee's health care coverage for the duration of the initial 12-week Family and Medical Leave period at the same level and under the same conditions that existed at the time of commencement of the leave.
Insurance
Health Single Premium — Board base contribution for medical/dental insurance for eligible full-time employees
For employees hired prior to the 2024-2025 school year, the Board's base contribution for medical/dental insurance plans for eligible full-time employees ($8,250.00) shall be increased by $100.00 per school year.
Other
Instructional Materials Employer Property — A.E.R.O. property purchased or developed on A.E.R.O. time belongs to A.E.R.O.; employees may request to maintain copy; departure with property results in invoice for cost plus 2 days pay
A.E.R.O. property is that purchased by A.E.R.O. and or developed on A.E.R.O. time or resources or in the scope of employment. The Director or Program Administrator will grant employees permission upon request to maintain a copy of A.E.R.O. materials in digital or physical format. If an employee departs with A.E.R.O. property, A.E.R.O. will invoice employees for the cost of the property and two days' pay at their current per diem rate.
Workday
Instructional Minutes Day — 200 minutes of planning time per week for teachers and related service providers
The Board will provide teachers and related service providers with two hundred (200) minutes of planning time per week to be worked out by the teacher/provider and his/her A.E.R.O. Program Supervisor/Direct Supervisor at the beginning of the school year.
Other
Itinerant Multi Building Requirements — Itinerant employees assigned to multiple buildings required to attend at least one parent-teacher conference and one open house per school year
Itinerant bargaining unit employees who are assigned to more than one building are required to attend at least one parent-teacher conference and at least one open house per school year.
Other
Itinerant Staff Workday — Itinerant employees assigned to single school district follow member district licensed employees' work day; multi-district assignment begins at first district start time and ends at last district end time
Single School District Assignment - The length of the workday for itinerant bargaining unit employees assigned to a single member school district each day will be the work day followed by the licensed employees of the member school district.
Compensation
Lane Advancement Allowed — Lane changes with specific dollar amounts: BA to BA+15 $2000; BA+15 to MA $3500; MA to MA+15 $3000; MA+15 to MA+30 $3000; MA+30 to MA+45 $3000
Licensed staff moving from lane BA through lane MA+45 will have their salary increased according to the amounts listed below: BA to BA+15 $2000; BA+15 to MA $3500; MA to MA+15 $3000; MA+15 to MA+30 $3000; MA+30 to MA+45 $3000
Leave
Leave Duration Shortest Required — Leave of absence shall be of shortest possible duration required to meet purpose; generally not exceed balance of current school term
Such leave shall be of the shortest possible duration required to meet the purpose of the leave. Generally, a leave of absence under this Section shall not exceed the balance of the current school term.
Leave
Leave Eligible Reasons — Advanced study, military service, child-rearing, extended illness (subject to FMLA provisions for initial 12-week period)
Leaves may be granted for reasons including, but not limited to, the following: Advanced study leading to a degree in an accredited and approved university; Military service; Child-rearing (subject to the requirements of the Family and Medical Leave Act provisions); Extended illness (subject to FMLA provisions).
Other
Leave Notice Requirement Esp — Written requests for leaves of absence without pay must be made 90 days before desired leave date
Written requests for leaves of absence without pay must be made to the A.E.R.O. Director of Special Education or his/her designee at least ninety (90) days before the leave is desired. The Board, in its sole discretion, may grant or deny such requests for leave.
Evaluation
Licensed Evaluation Cycle — New licensed staff evaluated 1x per probationary year; tenured staff every other year after 4th year
All new licensed staff will be evaluated one (1) time during each probationary year. Once tenured, staff will then be evaluated once a year on an every other year basis after the fourth year.
Other
Longevity Payment Licensed — Licensed staff hired prior to 2013-2014 receive $500 per year longevity payment
Licensed staff hired prior to the 2013-2014 school year will continue to receive longevity payments at $500.00 per year as follows: MA 27 years; MA+15 30 years; MA+30 33 years; MA+45 33 years
Workday
Lunch Period — Duty-free lunch period of minimum thirty (30) minutes
inclusive of a duty-free lunch period of a minimum of thirty (30) minutes and ten (10) minutes of non-instructional time at the beginning of the school day.
Workday
Lunch Surrender Compensation — Employee who surrenders duty-free lunch at supervisor direction may be compensated at stipend rate or shorten workday by lunch length
An employee who surrenders his/her duty-free lunch at the direction of his/her Supervisor shall elect one of the options below: At the stipend rate under Section 11.N. of this Agreement; or Permitted to shorten his/her workday by the length of the surrendered lunch.
Compensation
Ma Max Salary — MA+45 higher starting salary maximum at Executive Director discretion 2021-2022
HIGHER Starting Salary at Executive Director's Discretion RANGE MA+45 57,492-72,771
Compensation
Ma Min Salary — MA Step 1 starting salary 2021-2022
STARTING SALARY SCHEDULE FOR LICENSED STAFF 2021-2022 SCHOOL YEAR: Step 1 MA 48,280
Other
Medication Administration — Non-nursing employees not required to administer medication; properly trained employees may volunteer
Employees (excluding nurses) shall not be required to administer medication; however, any properly trained employee may volunteer to do so.
Compensation
Mileage Reimbursement Irs Rate — Mileage reimbursed at maximum allowable rate allowed by IRS, not commuting mileage
When required to travel using a personal vehicle between A.E.R.O. locations and during the course of the employee's job responsibilities, an employee shall be reimbursed for mileage at the maximum allowable rate allowed by the Internal Revenue Service (IRS) at the time the mileage is incurred.
Other
Moving And Disrupted Classrooms Compensation — Up to 2 full days of pay after pre-approval for unpacking/arranging classroom after move
If an A.E.R.O.-operated classroom or office must be unpacked after moving the classroom or office to another building or an A.E.R.O.-operated classroom or office is determined to be in substantial disarray by no fault of the staff member and the employee must work beyond his/her normal work year to unpack/arrange the classroom, the employee(s) requested by his/her supervisor to unpack will be entitled to up to two (2) full days of pay after pre-approval.
Other
Negotiation Team Size Limit — Each party's negotiations team shall not exceed seven members
Each party's negotiations team shall not exceed seven (7) in number, excluding professional negotiator(s), if any.
Other
New Employee Orientation — New employees have option to attend unpaid new employee orientation day before start of school term
New employees shall have the option to attend an unpaid "new employee orientation" day before the start of the school term.