Grievance
Arbitration Binding — true
If the grievance is not resolved satisfactorily at Step 3, there shall be available an additional step of impartial, binding arbitration. The arbitrator's decision shall be final and binding upon the parties.
Workday
Arrival Departure Buffer — at least 15 minutes prior to tardy bell and at least 15 minutes after dismissal
Teachers shall be present for duty at the place of their first assignment at least 15 minutes prior to the tardy bell in the morning and at least 15 minutes after the dismissal of school on all days when school is in session.
Other
Assistant Coach Transfer Credit — An assistant coach moving to a head coaching position in the same sport will be allowed to transfer teaching experience to the head position.
An assistant coach moving to a head coaching position in the same sport will be allowed to transfer his/her years of teaching experience to the head position.
Other
Association Communications — Association shall have right to post notices on teacher bulletin board at each site, use teacher mailboxes for mail, and permitted use of computer and copy machine with reimbursement for paper and supplies.
The Association shall have the right to post notices of its activities on a teacher bulletin board at a specific location at each site. The use of teacher mailboxes to deposit Association mail shall be made available to the Association. Association permitted use of computer and copy machine provided reimbursement of paper and supplies.
Other
Association Release Time — Association president granted 3 days release time at full pay for Association business; additional 4 days may be granted with Board reimbursement of substitute costs.
The Board shall allow the Association president three (3) days release time at full pay for attending to those matters of Association business, provided that written advance notice is given the superintendent. An additional four (4) days release time total may be granted to the Association president or designee(s), provided the Association shall reimburse the Board the cost of substitutes.
Compensation
Base Salary Increase Yr1 — Static base salary increase of 3.75% for 2023-2024
In 2023-2024 and 2024-2025 the base salary increase will be a static increase (not derived from the formula) of 3.75%
Compensation
Base Salary Increase Yr2 — Static base salary increase of 3.75% for 2024-2025
In 2023-2024 and 2024-2025 the base salary increase will be a static increase (not derived from the formula) of 3.75%
Compensation
Base Salary Increase Yr3 — In 2025-2026, 2026-2027 and 2027-2028 the yearly amount will be determined by the weighted average of the Consumer Price Index For All Urban Consumers Chicago (CPI)
In 2025-2026, 2026-2027 and 2027-2028 the yearly amount will be determined by the weighted average of the Consumer Price Index For All Urban Consumers Chicago (CPI) used for PTELL
Leave
Bereavement Days — Up to three additional days of paid leave may be used for bereavement upon exhaustion of sick leave
✓
In the event a teacher has exhausted all but five (5) sick days, up to three (3) additional days of paid leave may be used for bereavement purposes for the death of an immediate family member
Other
Coach Assignment Step Placement — A person changing coaching assignments will be placed on the step commensurate with their coaching experience in that sport in District 25.
A person changing coaching assignments will be placed on the step commensurate with their coaching experience in that sport in District 25.
Workday
Committee Assignment Max Count — No teacher required to serve on more than one committee per school year
Each teacher should consider serving on one (1) committee each year. However, no teacher shall be required to serve on more than one committee per school year.
Workday
Committee Meetings Time Limit — After-school meetings may not run beyond 4:15 P.M. at Benjamin or 4:30 P.M. at Evergreen
After-school meetings, both required and voluntary, will begin as close to dismissal as possible and may not run beyond 4:15 P.M. at Benjamin or 4:30 P.M. at Evergreen, or as a voluntary committee may choose to determine.
Workday
Committee Voluntary Service Multiple — A teacher may voluntarily choose to serve on more than one committee with recognition in personnel file
A teacher may voluntarily choose to serve on more than one committee. Recognition of this voluntary participation will be noted in the teacher's personnel file.
Workday
Contract Days Teacher — Teachers shall work 180 days in consideration of annual salaries
Teachers shall work 180 days in consideration of the annual salaries set forth herein.
Other
Contract Duration — Contract effective August 31, 2023 through August 30, 2028
This Agreement shall be effective with the commencement of the normal business day on the 31st day of August 2023 and shall remain in full effect until the close of business on the 30th day of August 2028.
Insurance
Dental Coverage — true
Individual employee premiums for dental insurance will be 90% Board paid and 10% employee paid.
Workday
Duty Free Lunch — duty-free lunch period as required by law
All teachers shall receive a duty-free lunch period as required by law.
Workday
Early Dismissal Day Departure — Teachers may not leave prior to 4:00 P.M. at Benjamin or 4:30 P.M. at Evergreen on early dismissal days
On early dismissal days, teachers may not leave prior to 4:00 P.M. at Benjamin or 4:30 P.M. at Evergreen. If all agenda items have been addressed, teachers will be dismissed to work within the building until 4:00 P.M. at Benjamin and 4:30 P.M. at Evergreen.
Other
Early Retirement Maximum Percentage — Board allows minimum 30 percent of eligible early retirees by seniority
The Board shall allow a minimum number of early retirees equal to 30 percent of those who are eligible and who apply, rounded to the nearest whole number, by seniority.
Other
Employee Discipline — Discipline includes verbal and written reprimands, paid and unpaid suspensions, docking of pay, and dismissals. Dismissal governed by Illinois School Code. Written reprimands placed in personnel file with right to file written response.
The term 'discipline' includes verbal and written reprimands, paid and unpaid suspensions, docking of pay, and dismissals for cause. Teacher dismissal governed by Illinois School Code. Written reprimands may be issued by Board, superintendent or designee with copy in personnel file.
Insurance
Employee Premium Share Pct — Employee pays 20% of PPO and HMO individual premiums; 15% for HDHP individual premiums
Individual employee premiums for the PPO and HMO plans will be 80% Board paid and 20% employee paid. Individual premiums for the HDHP plan will be 85% Board paid and 15% employee paid.
Evaluation
Evaluation Cycle Years — Evaluation procedure as approved by the Board, contained in the Professional Evaluation System Handbook
The evaluation procedure as approved by the Board, (contained in the Professional Evaluation System Handbook) shall be in effect.
Leave
Extended Sick Leave Conditions — If a teacher exhausts all accumulated sick leave due to extended illness and cannot return to work, the teacher may request a leave of absence for the duration of the illness
The Board recognizes that there may be occasions when the employee's accumulated sick leave does not extend to cover the duration of an illness. If a teacher exhausts all of his/her accumulated sick leave due to an extended illness and cannot return to work, the teacher may request a leave of absence for the duration of the illness.
Leave
Extended Sick Leave Doctor Certificate — The teacher's application for leave shall be supported by a physician's written certification of the teacher's inability to perform normal teaching duties
The teacher's application for leave shall be supported by a physician's written certification of the teacher's inability to perform normal teaching duties. The Board may request consultation by a physician of its choice as a matter of unprejudicial clarification of the disability.
Leave
Extended Sick Leave Return To Duty — Teacher shall be expected to resume duties upon physician certification of capability; if leave extended beyond 90 days or employee had communicable disease, evidence of freedom from communicable disease required
The teacher shall be expected to resume normal teaching duties upon certification by a physician that he/she is capable of performing same. In addition, if the leave has extended for a period of more than ninety (90) days or if the employee was afflicted with a communicable disease during the leave, the employee shall furnish evidence of freedom from communicable disease at the employee's expense.
Leave
Extended Sick Leave Time Limits — Extended sick leave may extend to one full school year and shall ordinarily be contained within a single school year
Leave may extend to one full school year and shall ordinarily be contained within a single school year. Extensions shall be at Board discretion.
Other
Extra Duty Openings Posting — Extra-duty openings will be posted in each school. Supervisory openings have a seven (7) calendar day cutoff date after which the opening can be filled by non-certified staff.
Extra-duty openings will be posted in each school. If an opening occurs in the summer, the posting will be placed on the district's website. Supervisory openings will have a seven (7) calendar day cutoff date at which time the opening can be filled by non-certified staff.
Compensation
Extra Duty Pay — Extra-duty pay will be determined in the schedule contained in Exhibit Extra-Duty Memorandum
Extra-duty pay will be determined in the schedule contained in Exhibit Extra-Duty Memorandum. The administration will review extra-duty assignments annually and recommend to the Board any changes in the level of placement of any existing activity or the initial placement of any new activities.
Other
Extra Duty Payment Quarterly — Payments will be made quarterly and included in the individual's regular check (no second check). Documentation will affirm completion of each activity.
Payments will be made quarterly; Payments will be included in the individual's regular check (no second check); Documentation will be made to affirm the completion of each activity
Other
Fmla Concurrent With Other Leaves — FMLA leave runs concurrent with other paid and unpaid leaves of absence
FMLA leave shall run concurrent with other paid and unpaid leaves of absence.
Compensation
Frequency Of Pay — Teachers will be paid in twenty-four (24) equal installments
Teachers will be paid in twenty-four (24) equal installments, with the four (4) summer checks being paid on the date of the second June payroll disbursement unless otherwise selected by the teacher. Teachers shall be paid on the 1st and 15th of each month.
Other
Fte Guidelines Not Binding — FTE (Fixed Time Equivalent) are only guidelines. They are neither binding nor part of the Collective Bargaining Agreement.
The FTE are only guidelines. They are neither binding nor part of the Collective Bargaining Agreement.
Grievance
Grievance Informal Resolution — Before formal grievance processing, parties must attempt to resolve through free and informal discussion with immediately involved supervisor; may agree to informal discussion with principal and/or superintendent.
Before a grievance can be processed formally, the aggrieved party or parties shall have made an attempt to resolve the problems through free and informal discussion with the immediately involved supervisor. The two parties may agree to an informal discussion with the building principal and/or superintendent.
Grievance
Grievance Steps — Four-step grievance procedure: Step 1 (Immediate Supervisor), Step 2 (Superintendent), Step 3 (Board), Step 4 (Arbitration)
Step 1 – Immediate Supervisor Level; Step 2 – Superintendent Level; Step 3 – Board Level; Step 4 - Arbitration
Insurance
Health Family Premium — Single plus children, single plus spouse and family premiums for PPO 65% Board paid, 35% employee paid. HMO 80% Board paid, 20% employee paid.
Single plus children, single plus spouse and family premiums for a PPO option will be 65% Board paid and 35% employee paid. Single plus children, single plus spouse and family premiums for an HMO option will be 80% Board paid and 20% employee paid.
Insurance
Health Insurance Reimbursement — Post-retirement health insurance premium reimbursement up to $500 per year until age 65 or Medicare eligibility
The Board will reimburse the retired teacher for post-retirement health insurance premiums paid by the retiree to a maximum of $500 per year until the retiree reaches age 65 or becomes eligible for Medicare, whichever shall first occur.
Insurance
Health Single Premium — Individual employee premiums will be 80% Board paid and 20% employee paid under medical insurance.
Individual employee premiums will be 80% Board paid and 20% employee paid.
Other
Instructional Load Committee — Joint committee of four teachers (two from each building appointed by Association president) and one principal (appointed by superintendent) to monitor and make recommendations on instructional load.
There shall be formed a permanent joint committee for purposes of monitoring and making recommendations regarding the instructional load in the district. The committee shall be composed of four teachers, two from each building, appointed by the president of the Association and one principal appointed by the superintendent.
Other
Involuntary Transfer Rights — Involuntary transfers receive consideration for future vacancies
Any teacher transferred involuntarily shall receive consideration for an interview in any requested transfer for future vacancies. Involuntary transfers shall not be made unless they are in the best interest of the students and shall be submitted in writing to the teacher involved.
Leave
Jury Duty Assignment Of Benefits — To receive full salary following jury duty, the teacher shall assign stipends received for jury duty performance to Benjamin School District 25
To receive full salary following jury duty, the teacher shall assign stipends received for jury duty performance to Benjamin School District 25. The teacher is responsible for his/her expenses incurred while on leave for jury duty.
Leave
Jury Duty Leave — After due notice, the superintendent shall grant leave at full salary for a teacher to be absent from assigned responsibilities for the purpose of fulfilling jury duty
After due notice, the superintendent shall grant leave at full salary for a teacher to be absent from assigned responsibilities for the purpose of fulfilling jury duty.
Compensation
Lane Advancement Allowed — true
Educational Advancement Increase recognized for: BA+15, MA, MA+15, MA+30, MA+45. Changes in salary resulting from this provision may occur twice each year, on September 1 and March 1
Leave
Long Term Leave Application — Request for leave shall be made in writing to superintendent six (6) months in advance of beginning date, setting forth expected benefit and statement of intent to return
Request for leave shall be made in writing to the superintendent six (6) months in advance of the beginning date of the requested leave by setting forth the expected benefit to the teacher and the District. In cases of extreme urgency, the time requirement may be waived. Application shall include a statement of intent to return for a period of at least one (1) year.
Leave
Long Term Leave Duration — Leave may extend to one (1) full school year and shall be contained within a single school year
Leave may extend to one (1) full school year and shall be contained within a single school year.
Leave
Long Term Leave Individual Merit — The Board shall consider requests for leaves of absence on individual merit. Leaves may be granted when the request is judged to be of mutual benefit to the teacher and the District
The Board shall consider requests for leaves of absence on individual merit. Leaves may be granted when the request is judged to be of mutual benefit to the teacher and the District.
Leave
Long Term Leave No Compensation — Leaves approved by the Board shall be without compensation. Upon return from leave, the teacher will receive a contract reflecting no credit on the compensation schedule for time spent on leave
Leaves approved by the Board shall be without compensation. Upon return from a leave, the teacher will receive a contract upon re-employment reflecting no credit on the compensation schedule for time spent on leave.
Leave
Long Term Leave Re Employment — Leaves shall be granted with a guarantee of re-employment, unless provisions of reductions in force apply, and re-employment shall be in a position for which the teacher is qualified to teach
Leaves shall be granted with a guarantee of re-employment, unless provisions of reductions in force apply, and re-employment shall be in a position for which the teacher is qualified to teach.
Leave
Long Term Leave Sick Leave Retained — A teacher returning from leave shall retain previously accumulated sick leave
A teacher returning from leave shall retain previously accumulated sick leave.
Leave
Long Term Leave Teaching Requirement — Full-time and part-time teachers who have successfully completed three (3) full years teaching in Benjamin School District 25 immediately preceding the request for leave may apply
Full-time and part-time teachers, who have successfully completed three (3) full years teaching in Benjamin School District 25 immediately preceding the request for leave, may apply.
Grievance
No Reprisals — Board agrees not to take reprisal against any person for participation or refusal to participate in grievance process. Association agrees to take no reprisals.
The Board agrees not to take any reprisal against any person for his/her participation or refusal to participate in the grievance process. The Association agrees to take no reprisals against any person because of participation or refusal to participate in the grievance process.
Compensation
Off Schedule Bonus Yr1 — Teachers on substitution duty surrendering planning period or lunch time shall be compensated at hourly rate stated in extra-duty schedule.
Should a teacher be asked to surrender his/her planning period or lunch time to substitute, that teacher shall be compensated at the hourly rate stated in the extra-duty schedule.
Compensation
Off Schedule Bonus Yr2 — Performance Increase equal to fixed 1.5% per year if individual is eligible
Performance Increase: Equal to a fixed 1.5% per year (if individual is eligible) for the duration of this contract
Compensation
Off Schedule Bonus Yr3 — Performance Increase equal to fixed 1.5% per year if individual is eligible
Performance Increase: Equal to a fixed 1.5% per year (if individual is eligible) for the duration of this contract
Other
Parent Complaint Procedure — Parent complaints against teacher channeled through: teacher, principal, superintendent, Board of Education. If unresolved, supervisor schedules joint meeting. Supervisor must inform teacher of complaint. Association representative may be present at conference.
Any complaint by a parent of a student directed towards a teacher shall be channeled as follows: a. Teacher; b. Principal; c. Superintendent; d. Board of Education. If the complaint is not resolved between the teacher and parent or if the parent does not bring the complaint to the teacher, the immediate supervisor will inform the teacher about the complaint.
Leave
Parental Leave Adoption — Prior to using parental leave for adoption, a teacher may use up to 30 days of sick leave for adoption or placement for adoption
Prior to using parental leave for purposes of adoption, a teacher may use up to 30 days of sick leave for adoption or for placement for adoption provided that the teacher submits written proof that the formal adoption process is underway.
Leave
Parental Leave Application — Application for parental leave shall be made in writing at least 90 calendar days prior to anticipated birth
Application for such leave shall be made in writing to the superintendent at least ninety (90) calendar days prior to the anticipated birth of the child.
Leave
Parental Leave Duration — The leave shall not exceed the balance of the school year in which it commences and one additional school year
The leave shall not exceed the balance of the school year in which it commences and one additional school year. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term.
Leave
Parental Leave Intent To Return — Written notice of intent to return must be given no later than 30 work days before leave expires
A teacher on a leave of absence must give written notice to the superintendent or designee no later than 30 work days before the leave expires of the teacher's intention to return or resign. Failure to furnish such written notice shall constitute a notice of resignation.
Leave
Parental Leave Non Tenure — A parental leave of absence may be granted to a non-tenure teacher under unusual circumstances by action of the Board
A parental leave of absence may be granted to a non-tenure teacher under unusual circumstances by action of the Board, subject to all the conditions applicable to a tenure teacher, and provided the term of such leave shall not be considered in computing full-time employment for purposes of the continuous employment necessary to attain contractual continued service status.
Leave
Parental Leave Non Tenure 120 Days — A teacher must work at least 120 days in the school year to count toward acquisition of tenure
A teacher must work at least 120 days in the school year to count toward the acquisition of tenure. The granting of parental leave to any non-tenure teacher shall not constitute a precedent for the granting or withholding of leave to any other teacher.