Grievance
Arbitration Binding — Arbitrator decision is final and binding
The arbitrator shall be designated to hear the grievance, and his decision shall be final and binding. The arbitrator, however, shall not have the right to change or add to or subtract from the terms and conditions set forth in this agreement
Compensation
Ba Max Salary — BA maximum salary Year 25+
Year 25+ BA salary reaches $66,700
Compensation
Ba Min Salary — BA minimum salary Year 1
Year 1 BA salary schedule begins at $42,700
Compensation
Base Salary Increase Yr1 — Base salary for 2023-24 school year
The District will offer a base salary of forty-two thousand seven hundred ($42,700) for the 2023-24 school year
Compensation
Base Salary Increase Yr2 — Base salary for 2024-25 school year
forty-four thousand four hundred ($44,400) for the 2024-25 school year
Compensation
Base Salary Increase Yr3 — Base salary for 2025-26 school year
forty-six thousand, one hundred ($46,100) for the 2025-2026 school year
Leave
Bereavement Days — up to 4 days of paid bereavement leave for death in immediate family
Employees shall be allowed up to four (4) days of paid bereavement leave in the event of a death in the immediate family or household.
Other
Class Size 35 — 3-5 classroom cap at 29 students
3-5 Classrooms: 29 students
Other
Class Size 68 — 6-8 classroom cap at 30 students
6-8 Classrooms: 30 students
Other
Class Size K2 — K-2 classroom cap at 28 students
Classroom sizes will cap at the following numbers: K-2 Classrooms: 28 students
Workday
Contract Days Teacher — Workday 7:45am–3:25pm; morning supervision duty at 7:50am required for all District #66 teachers
The certified teacher workday begins at 7:45am and ends at 3:25pm. All certified teachers are required to be stationed in, or just outside classroom doors at 7:50am.
Other
Contract Duration — Agreement effective for 3 years until September 1, 2026
This Agreement shall be in effect on the first day following ratification by the members of the Board of Education and members of the Association and shall continue in effect for (3) three years until September 1, 2026 for all language items
Grievance
Discipline Representation — Employee entitled to have Association representative present at investigatory meeting that may lead to disciplinary action
An employee shall be entitled to have present a representative of the Association during any investigatory meeting which may reasonably be expected to lead to disciplinary action.
Other
Early Retirement Incentive Eligible — Teachers with 15+ years consecutive service eligible for Early Retirement Incentive (ERI)
Teachers with fifteen or more years of consecutive service in the district are eligible to receive additional benefits under the terms of this Early Retirement Incentive (ERI)
Other
Early Retirement Incentive Salary Increase — 3% annual salary increase for ERI participants, maximum 4 years
The teacher's TRS Creditable Salary for the year preceding the onset of the elected ERI Plan shall be increased by three percent (3%) and each year thereafter, if applicable, for a maximum of four years
Evaluation
Evaluation Cycle Years — Tenured staff evaluated at least once every two years; non-tenured staff evaluated annually
Each tenured staff member shall be evaluated at least once every two years and all non-tenured teachers shall be evaluated annually.
Grievance
Grievance Steps — Two-step informal/formal process: Step 1 discuss with Superintendent; Step 2 written statement to Superintendent within 20 working days
Step 1: Any teacher having a grievance shall first discuss such grievance with the Superintendent. Step 2: When alleged grievance cannot be resolved informally, deliver written statement within 20 working days.
Insurance
Health Family Premium — Board provides $380/month towards dependent coverage (employee/spouse, employee/child, or family); employee pays balance on shared basis
The Board will provide only $380.00 per month towards any of the other three choices of coverage (i.e. employee/spouse, employee/child, or family). The Board will make dependent medical coverage available on a shared basis.
Insurance
Health Single Premium — Board provides $350/month towards individual health insurance; employee pays balance on 50/50 split
The Board of Education will provide $350.00 per month towards an employee's individual health insurance. Cost beyond the $350.00 per month will be on a 50/50 split basis for the employee individual plan only.
Insurance
Hsa Employer Contribution — Board will pay $30.00 monthly toward each dependent covered under dependent medical coverage
The Board will pay $30.00 monthly toward each dependent covered.
Compensation
Internal Substitution Pay — Teachers paid $30/hour for administrative-initiated internal substitution that causes them to miss prep period
Teachers will be paid thirty-dollars ($30.00) per hour taught for administrative-initiated internal substitution which causes teachers to miss their regularly scheduled preparation period.
Other
Jury Duty Pay — Employee paid regular salary for jury duty; must remit per diem fee to school
Any employee called for jury duty during working hours shall be excused from work. The employee will be paid his or her regular salary for the period of jury duty provided that he or she shall remit the per diem fee to Bartonville Grade School.
Other
Leave Absence Tenure Protection — Leaves of absence will not adversely affect employee tenure with the District
Such leaves of absence will not adversely affect the employee's tenure with the District.
Compensation
Ma Max Salary — MS maximum salary Year 25+
Year 25+ MS salary reaches $69,700
Compensation
Ma Min Salary — MS minimum salary Year 1
Year 1 MS salary schedule begins at $45,700
Other
Mutually Agreed Leave Over 20 Days — Leave of absence for more than 20 days allowed by Board motion without pay; Superintendent may grant up to 20 days without Board approval
Teachers may be granted leave of absence for more than twenty (20) days, but not to exceed one (1) school year, by motion of the Board; however, the Superintendent shall have the authority to grant a leave of absence without pay to an employee for good and sufficient reason, for a period not to exceed twenty (20) days in any school year.
Compensation
Off Schedule Bonus Yr1 — Boys Baseball – Head: $1800; Track – Head Boys/Girls: $1500 each; 7/8 Boys Basketball – Head: $3500; Girls Basketball – Head: $3500
Extra-Curricular Schedule 2020-2023: Boys Baseball Head $1800, Track Head Boys/Girls $1500 each, 7/8 Boys Basketball Head $3500, Girls Basketball Head $3500
Other
Personal Day Restrictions — Personal days cannot be used before/after holidays, first/last 5 days of school year, in-service days, or by >10% staff simultaneously
No personal leave days may be used immediately before or after a holiday unless prior approval is granted. Personal leave days may not be used during the first and/or last 5 days of the school year unless granted permission.
Leave
Personal Days Annual — 2 personal leave days per year
Certified staff members are granted two personal leave days per year to be used at the employee's discretion.
Retirement
Retirement Pickup Pct — District contribution year 1, increasing to 5% by year 3
The District will pay a 3% portion of each teacher's contribution toward the Teacher Retirement System (TRS) in year one of this contract (2023-2024). The District will increase its contribution by 1% annually in years two and three (2024-2025 and 2025-2026) on behalf of each teacher toward TRS, totaling a 5% contribution by the final year
Retirement
Retirement System — Teacher Retirement System (TRS)
The District will pay a 3% portion of each teacher's contribution toward the Teacher Retirement System (TRS) in year one of this contract (2023-2024)
Rif
Rif Recall Years — If vacancy occurs within one calendar year from beginning of school term following layoff, employer shall first offer employment to dismissed employees in recall order
If a vacancy occurs within one (1) calendar year from the beginning of the school term following the term in which the layoff occurs, the Employer shall first offer employment to the dismissed Employees in the order outlined in section 24-12(b).
Compensation
Salary Lanes Count — Six salary lanes: BA, BA+8, BA+24, MS, MS+8, MS+16
Salary schedule includes columns for BA, BA+8, BA+24, MS, MS+8, MS+16 with TRS variations
Compensation
Salary Steps Count — 25 salary steps plus 25+ category
Salary schedule contains Years 1-24 plus Year 25+ category
Leave
Sick Days Annual — Sick leave days referenced for creditable service in TRS
In determining these dates, teachers must consider and utilize all or part of their available sick leave for creditable service purposes in TRS
Leave
Sick Leave Max Days — 340 total accumulated days
Employees shall be granted fifteen (15) sick days per school year accumulative to three hundred and forty (340) total days.
Other
Special Class Size — Special classes (music, PE, tech) cap at 40 students per class period
*Special classes (music, PE, tech, etc.) will have a cap of 40 students per class period. Every effort will be made to stay within those numbers.
Compensation
Step Increase — Longevity increase per year
Longevity will be determined by adding an additional one-thousand seven-hundred ($1,700) to each column for each year of the contract
Compensation
Tuition Reimbursement Max Annual — Maximum tuition reimbursement $1350 per contract year
Each employee will be guaranteed a minimum of $450 and a maximum of $1350 per contract year for college tuition reimbursement.
Compensation
Tuition Reimbursement Max Semester — Employee reimbursed for Board pre-approved course completion up to $150/semester hour, with minimum $450 and maximum $1350 per contract year
Upon evidence of successful completion of any Board pre-approved course, the employee shall be reimbursed for the cost of the course up to a maximum of $150 per semester hour.
Compensation
Tuition Reimbursement Min Annual — Minimum tuition reimbursement $450 per contract year
Each employee will be guaranteed a minimum of $450 and a maximum of $1350 per contract year for college tuition reimbursement.
Other
Work Related Injury Sick Day Reduction — No reduction in sick days for work-related injury/illness collecting Workers Compensation; may use sick days and remit Workers Comp amount
An employee who suffers an illness or injury in the course of employment and who collects Workers Compensation shall not have a reduction in his or her sick days.