Other
Add Students 24 Hour Notice — Principal to notify teachers twenty-four hours in advance of the addition of new students to their classes
The principal to notify teachers twenty-four hours in advance of the addition of new students to their classes.
Evaluation
Appeal Decision Timeline — A decision of the Summative Rating Appeals Committee panel will be issued within thirty (30) calendar days of being convened
A decision of the panel will be issued within thirty (30) calendar days of being convened, unless mutually agreed upon between the Association and Administration.
Evaluation
Appeals Committee Composition — The Summative Rating Appeals Committee will be comprised of four (4) members: Two (2) Administrative Members and Two (2) Association Members
The Summative Rating Appeals Committee will be comprised of four (4) members. a) Two (2) Administrative Members: A District-Level administrator, A Building Principal. b) Two (2) Association Members: District Association president, A building Association president.
Evaluation
Appeals Committee Convening — Panel of qualified evaluators to be convened within thirty (30) calendar days of receipt of the appeal
Upon receipt of the appeal, the Superintendent or their designee will inform the evaluator who issued the Unsatisfactory summative rating and convene the panel of qualified evaluators within thirty (30) calendar days.
Grievance
Arbitration Binding — Binding arbitration under Voluntary Labor Arbitration Rules of the American Arbitration Association
The Association may within thirty (30) days of the Board's response submit the grievance to final and binding arbitration under the Voluntary labor Arbitration Rules of the American Arbitration Association.
Other
Assignment Notice Deadline — Written notice of tentative assignments no later than ninety (90) days preceding first day of new school term
All employees shall be given written notice of their tentative assignments for the forthcoming year no later than ninety (90) days preceding the first day of the new school term.
Leave
Association Leave — Association representatives excused without loss of salary for up to 6 days in any school year for conferences
In the event that the Association desires to send representatives to conferences or other business pertinent to Association affairs, these representatives shall be excused without loss of salary providing the Association reimburses the District.
Compensation
Ba Max Salary — $70,344.01
Step 20 BS lane salary: $70,344.01
Compensation
Ba Min Salary — $40,325
Step 1 BS lane salary: $40,325.28
Compensation
Base Salary Increase Yr1 — 1.04% increase for 2025-2026
Education column shows 1.04% for 2025-2026 school year
Leave
Bereavement Days — Teachers eligible for up to five (5) days of leave for death of immediate family member
Teachers are eligible for up to five (5) days of leave for the death of an 'Immediate Family Member' as defined by the School Code provision applicable to sick leave.
Other
Changes Duties Agreement — The hours or salaries of any employee shall not be altered unless agreed to by the Association
The hours or salaries of any employee shall not be altered unless agreed to by the Association. This section is not meant to infringe on the Board's authority to implement reductions in force, as regulated by school code.
Other
Class Size Consideration — Board aware that class size and teaching load affect instruction quality; will attempt to provide favorable pupil-teacher ratio; superintendent to work with principals on reasonable teacher-pupil ratio
The Board of Education is aware that class size and/or teaching load can affect the quality of instruction. The Board will attempt to provide a favorable pupil-teacher ratio in as many situations as possible.
Compensation
Classroom Budget — Each teacher receives $350 for classroom materials
Each teacher will receive $350 for classroom materials excluding basic office supplies. Additional requests may be granted at the administration's approval.
Other
Complaint Resolution Steps — If feasible, the complainant shall be encouraged to first bring a complaint to the individual concerned. If not resolved by immediate supervisor, can refer to Superintendent. If not resolved, can request executive session of the Board
If feasible, the complainant shall be encouraged to first bring a complaint to the individual concerned. If issue not resolved by immediate supervisor, complainant can refer to Superintendent. If above steps do not resolve concern, complainant may request executive session of the Board.
Workday
Contract Days Teacher — 185-day school calendar
The Board and the Association shall base the schedule on a 185-day school calendar as negotiated.
Other
Contract Effective Date — August XX, 2022 through August XX, 2025
This agreement shall be effective August XX, 2022, and shall continue in effect until August XX, 2025.
Other
Dues Deduction — The Board shall deduct from each employee's pay the current dues of the Association, provided that the Board has an employee-executed authorization for continuing dues deduction
The Board shall deduct from each employee's pay the current dues of the Association, provided that the Board has an employee-executed authorization for continuing dues deduction. The authorization shall remain in effect from year to year, except that the employee may revoke it between September 1 and September 15 of any year.
Leave
Duty Free Lunch — Each teacher entitled to 30 minute duty-free lunch
Each teacher is entitled to a 30 minute duty-free lunch.
Compensation
Early Dismissal Schedule — Afternoon early dismissal schedule 1:30pm followed before Thanksgiving, Winter, and Spring Breaks
The afternoon early dismissal schedule (1:30pm) will be followed before Thanksgiving, Winter, and Spring Breaks.
Compensation
Emergency Substitute Reimbursement — Any teacher who volunteers to waive their preparation/planning period to accept an assignment as an emergency substitute will be reimbursed $50 for each class period
Any teacher who volunteers to waive their preparation/planning period to accept an assignment as an emergency substitute will be reimbursed $50 for each class period (40-50 minutes in length) or all day if pulled from regular employment responsibilities.
Other
Emergency Workdays — Five emergency workdays available; if not used for emergency purposes, do not become employee workdays; if used as holidays and days lost, teachers still responsible for 180 workdays
The district may schedule five emergency workdays. If the five emergency workdays are not used for emergency purposes, they shall not become employee workdays.
Evaluation
Employee File Attachment — The employee shall have the right to attach an explanation to any adverse evaluations or other negative materials that are placed in his personnel file
The employee shall have the right to attach an explanation to any adverse evaluations or other negative materials that are placed in his personnel file.
Insurance
Employee Premium Share Pct — Employee responsibility for family coverage premium difference
The cost of family coverage is the responsibility of the employee. Employees wishing to purchase family coverage will pay the difference between the cost of family insurance and the cost of the employee's individual premium.
Evaluation
Evaluation Cycle Years — Tenured employees evaluated at least once every three school years
Tenured employees with a rating of proficient or excellent in the previous evaluation shall be evaluated at least once every three school years, or more often if deemed necessary, by their immediate principal.
Evaluation
Evaluation Meeting — The evaluator shall have a meeting with the employee following his evaluation to discuss the evaluation
The evaluator shall have a meeting with the employee following his evaluation to discuss the evaluation.
Evaluation
Evaluation Orientation — Within one month after the beginning of each school term, the building principal shall acquaint each employee with evaluation procedures, standards, and instruments
Within one month after the beginning of each school term, the building principal or immediate supervisor shall acquaint each employee under his/her supervision with the evaluation procedures, standards, and instruments, and he/she shall advise each employee as to who will observe and evaluate his performance.
Evaluation
Evaluation Per School Code — Evaluations of the teaching staff will be performed pursuant to the requirements of the School Code. The present evaluation process will not be changed during the term of this Contract except by mutual agreement
Evaluations of the teaching staff will be performed pursuant to the requirements of the School Code. The present evaluation process will not be changed during the term of this Contract except by mutual agreement.
Evaluation
Evaluation Written — The administrator shall evaluate each employee in writing, using an evaluation instrument. Each formal evaluation shall be preceded by an in-class observation
The administrator shall evaluate each employee in writing, using an evaluation instrument. Each formal evaluation shall be preceded by an in-class observation of the employee's performance. Each informal observation will be followed by a written summary of the observation.
Other
Exclusive Bargaining Agent — Ashton-Franklin Center Education Association recognized as sole and exclusive negotiating agent for regularly employed licensed personnel
The Board of Education of School District #275, Lee County, Ashton, Illinois recognizes the Ashton-Franklin Center Education Association as the sole and exclusive negotiating agent for all regularly employed licensed personnel.
Compensation
Extracurricular Event Duty Rate — Staff compensated at $50.00 per athletic event per school year
All staff may choose to cover one or more athletic events, to take tickets, per school year. Staff will be compensated at the rate of $50.00 for each event.
Leave
Family Medical Leave Days — Family Medical Leaves may be granted for up to twelve (12) weeks (60 school days) per year
Family Medical Leaves may be granted for up to twelve (12) weeks (60 school days) per year to deal with issues associated with childbirth, adoption, or the serious health condition of an employee.
Grievance
Grievance Steps — Four-step grievance procedure: informal resolution, supervisor level, superintendent level, arbitration
Step 1: informal resolution with immediate supervisor. Step 2: written presentation to supervisor. Step 3: superintendent review. Step 4: binding arbitration under American Arbitration Association rules.
Insurance
Health Family Premium — Board contributes $8,600 for FY28; cost of family coverage is employee responsibility above individual premium
For FY26 the Board will contribute $8,400... $8,600 for FY28 for each employee's insurance coverage. The cost of family coverage is the responsibility of the employee.
Insurance
Health Single Premium — Board contributes $8,400 for FY26 toward annual cost of premiums
For FY26 the Board will contribute $8,400 toward the annual cost of premiums, $8,600 for FY28 for each employee's insurance coverage.
Other
Highly Qualified Notification — Teachers shall be notified immediately by the Administration if they are not found to be highly qualified according to NCLB Act guidelines
Teachers shall be notified immediately by the Administration if they are not found to be highly qualified according to the guidelines in the NCLB Act as determined by the ROE and as communicated to the ROE to the Administration.
Workday
Instructional Minutes Day — 7.5 hours beginning 30 minutes before start of school day
The employee work day shall be 7 ½ hours in length beginning 30 minutes before the start of the school day or 30 minutes after the school day.
Insurance
Insurance Rate Increase Threshold — If rate increase exceeds 5%, item can be reopened for discussion
If the rate increase for health insurance exceeds 5%, this item can be reopened for discussion.
Compensation
Lane Advancement Allowed — Teachers can advance through educational lanes (BA, MA, etc.) and receive full experience credit
The employee shall be awarded full credit for up to seventeen (17) years teaching experience outside of the district in a public or accredited school.
Compensation
Ma Max Salary — $82,415.21
Step 20 MA lane salary: $82,415.21
Compensation
Ma Min Salary — $51,329
Step 1 MA lane salary: $51,329.12
Compensation
Mentee Stipend — The mentee will receive a stipend of $200
The mentee will receive a stipend of $200.
Compensation
Mileage Reimbursement Federal Rate — All mileage reimbursement will be paid at the current federal rate
All mileage reimbursement will be paid at the current federal rate. All traveling teachers shall be reimbursed for travel between buildings up to 1 trip per school day.
Other
Non Discrimination — The Board shall not discriminate against an employee for reason of race, creed, color, marital status, age, sex, or national origin
The Board shall not discriminate against an employee for reason of race, creed, color, marital status, age, sex, or national origin.
Evaluation
Non Tenured Evaluation — Non-tenured employees shall be formally evaluated in each school term based upon at least two formal observations and two informal observations
Non-tenured employees shall be formally evaluated in each school term. The evaluation is based upon at least two formal observations and two informal observations.
Evaluation
Non Tenured Evaluation Frequency — Non-tenured employees formally evaluated each school term with at least two formal and two informal observations
Non-tenured employees shall be formally evaluated in each school term. The evaluation is based upon at least two formal observations and two informal observations.
Other
Notification Assignments — All employees shall be given written notice of their tentative assignments for the forthcoming year no later than ninety (90) days preceding the first day of the new school term
All employees shall be given written notice of their tentative assignments for the forthcoming year no later than ninety (90) days preceding the first day of the new school term.
Compensation
Off Schedule Bonus Yr1 — AFCEA members receive $700 to mentor teachers in their first-year and second-year of teaching
The Board agrees to pay AFCEA members $700 to mentor teachers in their first-year and second-year of teaching provided the mentors have been trained in an approved program.
Compensation
Part Time Teacher Extra Pay — Part-time teachers paid extra time on full-day schedule days (institute, parent-teacher conference days) using formula: Base Salary ÷ 185 days × portion of day
Part-time teachers who are required to work full-day schedules on certain days shall be paid for this extra time according to the following formula: Individual Teacher's Base Salary ÷ Unpaid 185 days X portion of the day.
Compensation
Payroll Installments — Twenty-four equal payments
Each employee shall be paid on the basis of twenty-four (24) equal payments.
Leave
Personal Days Annual — Full-time certified staff members will receive three (3) personal leave days per year
Full-time certified staff members will receive three (3) personal leave days per year. Half-time employees shall receive one (1) full personal day (equivalent to two half days).
Other
Personnel File Review — Each employee accompanied by an Association Representative shall have the right to review the contents of his/her personnel file and place therein written rebuttal to any contents
Each employee accompanied by an Association Representative shall have the right, upon request, to meet with a person designated by the Superintendent, at a mutually agreeable time, to review the contents of his/her personnel file and to place therein written rebuttal to any of its contents.
Workday
Planning Period 7 12 — All full-time teachers grades 7-12 receive one class period each day for preparation and planning time
All full-time teachers of grades 7-12 shall receive one class period each day for preparation and planning time.
Workday
Planning Period K6 — All full-time teachers grades K-6 given average of not less than 60 minutes per day per week planning time
All full-time teachers of grades K-6 shall be given an average of not less than 60 minutes per day per week for preparation and planning time.
Workday
Planning Periods 7 12 — All full-time teachers of grades 7-12 shall receive one class period each day for preparation and planning time
All full-time teachers of grades 7-12 shall receive one class period each day for preparation and planning time.
Workday
Planning Periods K6 — All full-time teachers of grades K-6 shall be given an average of not less than 60 minutes per day per week for preparation and planning time
All full-time teachers of grades K-6 shall be given an average of not less than 60 minutes per day per week for preparation and planning time.
Other
Pupil Complaints Procedure — Resolution of pupil complaints about school personnel will first be referred to the school administration for study and solution before Board consideration
Although no citizen shall be denied the right to present a complaint about school personnel to the Board, resolution of such complaints will first be referred to the school administration for study and solution.
Other
Pupil Discipline Responsibility — The employee has the primary responsibility for the maintenance of discipline within the classroom. The Board recognizes its responsibility to support and assist the employee in the maintenance of control and discipline
The parties agree that the employee has the primary responsibility for the maintenance of discipline within the classroom. The Board, however, recognizes its responsibility to support and assist the employee in the maintenance of control and discipline in the classroom.
Compensation
Recruitment Bonus — District may offer recruitment bonuses to newly hired certified staff not to exceed $4,000
The District may offer recruitment bonuses to newly hired certified staff. Bonuses may not exceed $4,000 and the District will divide payment of the bonuses into four (4) payments.
Retirement
Retirement Benefits 6pct Increase — 6% increase over prior year's creditable earnings for maximum of four (4) years
Provided the employee meets all the eligibility requirements herein, the employee shall receive a 6% increase over the prior year's creditable earnings for a maximum of four (4) years.