Other
Appraisal Request — Upon teacher request, administrative officer shall furnish appraisal to prospective employer; request does not constitute notice of resignation intent
Upon request by a teacher, an administrative officer of the Board shall furnish to the chief officer of another school district or other prospective employer an appraisal of the teacher's service. The request for such appraisals and recommendations shall not be construed as notice of intention to resign and shall in no way affect the teacher's status and evaluation within this school district.
Grievance
Arbitration Authority — Arbitrator has no power to alter or enlarge the terms of the Agreement
The arbitrator shall have no power to alter or enlarge the terms of this Agreement.
Grievance
Arbitration Binding — Binding arbitration required
If the Union is not satisfied with the disposition of the grievance at Step Two, or the time limits expire without the issuance of the Superintendent's written reply, the Union may submit the grievance to binding arbitration.
Grievance
Arbitration Costs — Each party bears full costs of its representation; arbitrator and FMCS costs divided equally between parties
Each party shall bear the full costs for its representation in the arbitration. The cost of the arbitrator and the FMCS shall be divided equally between the parties. If either party requests a transcript of the proceedings, that party shall bear the full costs of that transcript.
Compensation
Ba Max Salary — $74,524
2024-2025 Salary Schedule Step 18 BA column shows $74,524 as top step for Bachelor's degree with no additional credits.
Compensation
Ba Min Salary — $45,089
2024-2025 Salary Schedule Step 1 BA column shows $45,089 as starting salary for Bachelor's degree with no additional credits.
Compensation
Base Salary Increase Yr1 — 5% increase in creditable earnings
Each teacher who was at the end of his/her respective compensation column during the previous school year, and who receives no vertical increment during the current school year, shall receive an increase in salary equal to the amount shown below for each year covered by this Agreement: 2023-2024: 5%
Compensation
Base Salary Increase Yr2 — 5% increase in creditable earnings
2024-2025: 5%
Compensation
Base Salary Increase Yr3 — 4% increase in creditable earnings
2025-2026: 4%
Compensation
Base Salary Increase Yr4 — 4% increase in creditable earnings
2026-2027: 4%
Leave
Bereavement Days — Up to three (3) days per year
In the event of the death of a member of the teacher's immediate family, the teacher shall be entitled to up to three (3) days per year bereavement leave for each such death without deduction from accumulated sick leave.
Workday
Contract Days Teacher — School calendar shall not include more than 185 teacher employment days
The school calendar shall not include more than one hundred eighty-five (185) teacher employment days.
Other
Cope Deduction — Upon written authorization by teacher, Board shall deduct for LCFT Committee on Political Education (COPE) forwarded to Union Treasurer no later than 14 days after deductions made
Upon receipt of a voluntary authorization in writing by a teacher, the Board shall deduct from the teacher's salary the amount authorized by the teacher for the Lake County Federation of Teachers Committee on Political Education (COPE). Such deduction shall be made the last paycheck in October and forwarded to the Treasurer of the Union not more than fourteen (14) days after such deductions were made.
Other
Dissemination Of Information Union — Board shall furnish Union President or designee approved minutes of Board and agenda of any upcoming Board meeting, monthly statement of financial position, scattergram, and once annually current audit and approved and tentative final budgets upon availability and prior approval and acceptance by Board. Website postings meet obligation. Superintendent or designee shall appraise Union President or designee of any action taken affecting any teacher as soon as feasible.
The Board shall upon written request furnish the Union President or designee the approved minutes of the Board, the agenda (if any) of any upcoming Board meeting, the monthly statement of financial position, a scattergram, and once annually the current audit and approved and tentative final budgets upon their availability and prior approval and acceptance by the Board.
Other
Dues Deduction Proration — Dues amount shall be prorated and deducted in equal amounts from paychecks starting first paycheck in November through ten paycheck cycles
The amount specified shall be prorated and deducted in equal amounts from paychecks starting with the first paycheck in November and continuing through the next ten (10) paychecks.
Insurance
Employee Premium Share Pct — Board pays 90% of single/employee-only coverage premiums on Core PPO 1000 plan
For those electing single/employee-only coverage, 90% of the cost of single/employee-only premiums on the Core PPO 1000 plan being offered in District (if teachers enroll in a plan where the total premium is less than this amount, they do not receive the cash difference).
Evaluation
Evaluation Cycle Years — Evaluation committee shall meet not less than once per year
The evaluation committee shall meet as necessary, but not less than once per year. Representatives of the Union shall be involved in the development of the District evaluation plan.
Other
Flexible Spending Account — FSA, cafeteria-style fringe benefits program Section 125 Internal Revenue Code
The Board agrees to provide to all employees within the unit a Flexible Spending Account (FSA), a flexible, cafeteria-style fringe benefits program as provided in Section 125 of the Internal Revenue Code.
Leave
Fmla Eligible — Full-time employees eligible for FMLA; leave runs concurrently with accumulated paid leave; total cannot exceed 12 weeks in 12-month period
Full-time employees are eligible for medical and/or family leave in accordance with provisions in the Family and Medical Leave Act (FMLA) of 1993 as amended or any successor provision. Such leave is unpaid unless accumulated sick leave or personal leave is available to the teacher for the reason for which FMLA leave is requested.
Grievance
Grievance Arbitration — If unsatisfied at Step Two, Union may submit grievance to binding arbitration within 30 days of Superintendent's written reply; arbitrator selected from FMCS panel
If the Union is not satisfied with the disposition of the grievance at Step Two, or the time limits expire without the issuance of the Superintendent's written reply, the Union may submit the grievance to binding arbitration. The arbitrator shall be selected from a panel or panels to be secured from the FMCS.
Grievance
Grievance Definition — Grievance is claim by Union and/or teacher that there has been violation, misinterpretation, or misapplication of terms of Agreement
A grievance is a claim by the Union and/or a teacher or group of teachers that there has been a violation, misinterpretation, or misapplication of the terms of this Agreement.
Grievance
Grievance Step One — Teacher or Union presents grievance in writing to supervisor within 15 days of occurrence; supervisor meets within 5 days and provides written answer within 10 days
The teacher or the Union may present the grievance in writing to the supervisor immediately involved within fifteen (15) days from the date of the occurrence giving rise to the grievance. The supervisor shall arrange for a meeting with the aggrieved teacher and/or a representative of the Union to take place within five (5) days of his/her receipt of the grievance.
Grievance
Grievance Step Two — If unresolved at Step One, Union may refer to Superintendent within 5 days; Superintendent meets within 5 days and provides written decision within 7 days
If the grievance is not resolved at Step One, then the teacher or the Union may in writing refer the grievance to the Superintendent or designee (if the Superintendent is not the immediate supervisor) within five (5) days after receipt of the Step One answer, or if there is no response within twenty (20) days of the Step One meeting.
Grievance
Grievance Steps — Three-step grievance procedure: supervisor, Superintendent, binding arbitration
Step One: grievance in writing to supervisor within 15 days. Step Two: refer to Superintendent within 5 days if unresolved. Step Three: submit to binding arbitration if not resolved at Step Two.
Grievance
Grievance Withdrawal — Failure to proceed to next step within stipulated time limits means grievance has been withdrawn; withdrawn grievance treated as though never filed
The failure of the grievant or the Union to proceed to the next step within the stipulated time limits shall mean that the grievance has been withdrawn. The withdrawal of a grievance shall be without precedent and if withdrawn, the grievance shall be treated as though never having been filed.
Insurance
Health Family Premium — 40% of the cost of family premiums on the Core PPO 1000 plan
For those electing family coverage, 40% of the cost of such premiums on the Core PPO 1000 plan being offered in District.
Insurance
Health Single Premium — 90% of the cost of single/employee-only premiums on the Core PPO 1000 plan
For those electing single/employee-only coverage, 90% of the cost of single/employee-only premiums on the Core PPO 1000 plan being offered in District.
Workday
Instructional Minutes Day — Formal teacher workweek shall not exceed 37.5 hours
The formal teacher workweek shall not exceed 37.5 hours. This amount of time shall be reduced on a prorated basis for any week that has less than five (5) school days.
Compensation
Internal Substitute Pay — Teachers reimbursed $35 per clock hour for internal substitution
If a teacher chooses to give up his/her preparation period to assume responsibility for another teacher's class, he/she shall be reimbursed at the rate of $35 per clock hour during this contract period.
Compensation
Internal Substitutes Pay — $35 per clock hour
If a teacher chooses to give up his/her preparation period to assume responsibility for another teacher's class, he/she shall be reimbursed at the rate of $35 per clock hour during this contract period.
Other
Involuntary Transfer — Teacher affected by involuntary transfer may be released from contract within 30 days if replacement available
Any teacher affected by an involuntary transfer shall be released by the Board from his/her contract if he/she desires. Upon request, he/she shall be released from his/her contract within thirty (30) days or sooner provided a replacement is available.
Other
Involuntary Transfer Release — Any teacher affected by involuntary transfer shall be released from contract if desired. Upon request, teacher released from contract within thirty (30) days or sooner if replacement available. Transferred teacher receives consideration in any requested transfer to future vacancy.
Any teacher affected by an involuntary transfer shall be released by the Board from his/her contract if he/she desires. Upon request, he/she shall be released from his/her contract within thirty (30) days or sooner if a replacement is available.
Leave
Jury Duty No Charge — Board pays regular salary to teachers called to serve as jurors; absence not charged against other leave
The Board shall pay the regular salary to teachers called to serve as jurors. Such absence shall not be charged against any other leave of absence. Teachers so summoned shall make every effort to meet their classes when their services are not required by the court.
Leave
Jury Duty Pay — Regular salary paid during jury duty
The Board shall pay the regular salary to teachers called to serve as jurors. Such absence shall not be charged against any other leave of absence.
Compensation
Lane Advancement Allowed — One lane horizontally per fiscal year
Teachers will be limited to moving one lane horizontally per fiscal year. Horizontal movement on the salary schedule shall take place on the first payday in September or on the first payday in February.
Leave
Leave Without Pay — Board may grant leave without pay up to two school years for meritorious purpose at Board's sole discretion
The Board may grant a leave of absence without pay to a teacher on contractual continued service for a period up to two (2) school years for any meritorious purpose. Such leave shall be in the sole discretion of the Board.
Other
Legal Protection — Board acknowledges obligation under School Code to defend and indemnify teachers as required by law.
The Board acknowledges its obligation under the School Code to defend and indemnify teachers as required by law.
Compensation
Ma Max Salary — $83,806
2025-2026 Salary Schedule Step 18 MA column shows $83,806 as maximum salary at top step.
Compensation
Ma Min Salary — $49,710
2024-2025 Salary Schedule Step 1 MA column shows $49,710 as starting salary for Master's degree with no additional credits.
Compensation
National Board Certification Award — Annual monetary award for National Board Certification
Certified employees who have earned the National Board Certification will receive a $500 monetary award for five (5) years beginning with the school year after they have earned the certification
Leave
Notification Of Return — Leave of more than 8 calendar months requires written notice of intent to return; failure to notify by Feb 1 constitutes resignation
As a condition of any leave of more than eight (8) calendar months in duration, the teacher shall give written notification of intention to return to employment at the conclusion of such leave. Failure to give such notification by February 1 prior to the school year when the teacher is scheduled to return shall be deemed a resignation.
Compensation
Off Schedule Bonus Yr1 — $5,000 (Athletic Facilitator Level 1)
Athletic Facilitator (limit 1)* Level 1: 0-5 Years: $5,000; Level 2: 6-9 Years: $6,250; Level 3: 10-14 Years: $7,812; Level 4: 15+ Years: $9,765
Other
Parent Teacher Conference Hours — Up to two 8-hour Parent-Teacher conference sessions per year and Curriculum Night
Teachers are required to attend up to two (2) eight (8) hour Parent-Teacher conference sessions per year and Curriculum Night.
Leave
Parental Leave 8 Month Notice — Teachers on parental leave of 8 months or more must advise Superintendent in writing of intent to return per ARTICLE VI, LEAVES, Section N
In all instances where a teacher is granted a parental leave of eight (8) months or more, as a condition thereof, he/she shall advise the Superintendent in writing in accordance with ARTICLE VI, LEAVES, Section N, Notification of Intent to Return.
Leave
Parental Leave Fmla 12 Weeks — First twelve weeks of parental leave complies with FMLA provisions; Board pays insurance premiums as if teacher actively working
Provided the teacher is eligible for FMLA, the first twelve (12) weeks of a teacher's parental leave shall comply with the provisions of the FMLA, and all group insurance premiums on behalf of the teacher shall continue to be paid for by the Board in the amount as if a teacher were actively working.
Leave
Parental Leave Fmla Insurance — Teachers extending parental leave beyond 12 weeks maintain insurance benefits on pro-rata basis at teacher's expense
Teachers extending their parental leave beyond twelve (12) weeks shall be entitled to maintain their insurance benefits calculated on a pro-rata basis at the teacher's expense.
Leave
Parental Leave Max Duration — Leave of absence shall not exceed balance of school term in which it commences and one additional school term
In cases of pregnancy, adoption, and childrearing, the leave of absence shall not exceed the balance of the school term in which it commences and one (1) additional school term. Any leave of absence that commences during the summer recess is limited to that one ensuing school term.
Leave
Parental Leave Non Tenured Credit — Non-tenured teacher's leave results in working less than 120 days in school year; that year does not count toward tenure acquisition
If a non-tenured teacher's leave results in working less than one hundred twenty (120) days in a school year, that year shall not be counted for the purposes of the full-time consecutive years of employment needed for the acquisition of tenure, nor for advancement on the salary schedule.
Leave
Parental Leave Notice — Teacher must give written notice 90 calendar days prior to birth/adoption, or less notice for adoption
The teacher shall make written request to the Superintendent or designee for a parental leave of absence at least ninety (90) calendar days prior to the birth or adoption of the child, except that in the case of adoption, the notice may be less.
Leave
Parental Leave Notice Days — Ninety (90) calendar days prior notice required
The teacher shall make written request to the Superintendent or designee for a parental leave of absence at least ninety (90) calendar days prior to the birth or adoption of the child.
Leave
Parental Leave Paid Weeks — Twelve (12) weeks paid parental leave complying with FMLA
Provided the teacher is eligible for FMLA, the first twelve (12) weeks of a teacher's parental leave shall comply with the provisions of the FMLA, and all group insurance premiums on behalf of the teacher shall continue to be paid by the Board.
Leave
Parental Leave Tenure Credit — Tenured teacher employed 90 or more days in school year entitled to salary advancement upon return from parental leave
Any tenured teacher who has been employed ninety (90) or more days of a school year shall be entitled to advancement on the salary schedule. Any accrued seniority held by the teacher prior to the commencement of the leave shall be restored to the teacher upon termination of the leave.
Other
Payroll Deductions Available — Tax-Deferred Annuity Plans (three companies), Credit Union Savings Plan (North Lakes Credit Union), U.S. Savings Bonds
The Board shall provide the teachers with the opportunity to participate in the following payroll deductions: 1. Tax-Deferred Annuity Plans - three companies only; 2. Credit Union Savings Plan - North Lakes Credit Union; 3. U.S. Savings Bonds
Compensation
Payroll Procedure — Teachers receive pro rata portion of annual salary on 10th and 25th of each calendar month commencing second Friday in September
Each teacher shall receive a pro rata portion of his/her annual salary on the 10th and 25th of each calendar month commencing with the second Friday in September. If such date shall be a school holiday, the salary shall be paid on the preceding teacher employment day.
Compensation
Perfect Attendance Bonus — Perfect attendance bonus
A teacher who does not use a sick or personal leave day during the school year shall receive six hundred and fifty dollars ($650).
Leave
Personal Days Annual — Three days of leave for personal reasons annually
The Board shall grant three (3) days of leave to full-time teachers, which can be used for personal reasons. Except in the case of emergencies, written advance notice of intention to utilize personal leave shall be submitted at least two (2) school days prior.
Leave
Political Leave — Board grants leave without pay up to two years to teacher elected to state or national office; leave terminates at start of school term
The Board shall grant a leave of absence without pay of up to two (2) years to any teacher elected to state or national office, provided such leave shall terminate at the beginning of a school term.
Other
Posting Of Vacancies — New and vacant positions shall be posted to teachers via email and District website; internal applicants meeting qualifications shall be interviewed
All established and available vacancies of certified staff shall be sent out to teachers via the school's email system as well as posted on the District's website. All teachers applying for internal positions will be afforded an interview if they meet the qualifications for the position applied for.
Other
Preparation Time Minutes — Minimum 420 minutes per week preparation time at Primary/Elementary (25 min/day); 465 minutes at Middle School (1 class period/day)
Total preparation time for all teachers shall be a minimum of four hundred twenty (420) minutes per week at Primary/Elementary (with a minimum of twenty-five (25) minutes per day), and four hundred sixty-five (465) minutes per week at the Middle School.
Compensation
Professional Development Annual — At least one (1) professional development workshop per year directly related to area of work
Employees may request to attend at least one (1) professional development workshop per year, which is directly related to their area of work in the school district.