Other
Academic Probation — Scholar must maintain satisfactory GPA to meet program requirements; failure places Scholar on probation for next semester
Scholar shall maintain a satisfactory grade point average that is sufficient enough to meet the program requirements and remain an active student at the college or university. If Scholar fails to meet the program requirements (grade point average or otherwise), the District will place him or her on probation for the next semester
Grievance
Arbitration Binding — Final and binding arbitration conducted by Federal Mediation Conciliation Service (FMCS)
If the grievant or BEO/IEA-NEA is not satisfied with the disposition of the grievance at Step B, they may submit the grievance to final and binding arbitration conducted by the FMCS.
Compensation
Ba Min Salary — $45,000 in 2024-2025 school year
The base salary for a first year teacher with a bachelor's degree shall be (i) $45,000 in the 2024-2025 school year, (ii) $46,000 in the 2025-2026 school year, and (iii) $47,000 in the 2026-2027 school year
Compensation
Ba Plus 15 Increment — One-time $1,300 permanent increase for BA+15 credits
A teacher shall be entitled to a one-time $1,300 permanent increase to his or her salary for earning sufficient educational credits for advancement to BS+15.
Compensation
Ba Plus 25 Increment — One-time $1,600 permanent increase for BA+25 credits
A teacher shall be entitled to a one-time $1,600 permanent increase to his or her salary for earning sufficient educational credits for advancement to BS+25.
Compensation
Base Salary Increase Yr1 — Seven Thousand Dollars increase for 2024-2025
For the 2024-2025 school year, each teacher who was present and participating in the District's educational program as a certificated employee for one hundred twenty (120) days or more during the prior school year shall have his or her prior year's base salary increased by Seven Thousand Dollars ($7,000)
Compensation
Base Salary Increase Yr2 — Five percent (5.0%) increase for 2025-2026
For the 2025-2026 school year, each teacher who was present and participating in the District's educational program as a certificated employee for one hundred twenty (120) days or more during the prior school year shall have his or her prior year's base salary increased by five percent (5.0%)
Compensation
Base Salary Increase Yr3 — Five percent (5.0%) increase for 2026-2027
For the 2026-2027 school year, each teacher who was present and participating in the District's educational program as a certificated employee for one hundred twenty (120) days or more during the prior school year shall have his or her prior year's base salary increased by five percent (5.0%)
Leave
Bereavement Days — Three (3) days per year for bereavement
At the beginning of each school year, each employee shall be granted up to three (3) days per year. Said bereavement leave may be used in connection with the death of an immediate family member.
Workday
Contract Days Teacher — Usual day shall not exceed eight (8) hours
The usual day shall not exceed eight (8) hours except that teachers shall be required to remain for, but not limited to:
Insurance
Dental Coverage — Dental and vision coverage made available at expense of employee if high enough percentage of employees want coverage
Dental and vision coverage will be made available at the expense of the employee provided that a high enough percentage of the employees want the coverage.
Insurance
Employee Premium Share Pct — Employee pays 10% of individual coverage beyond Board contribution
costs beyond the Board-paid individual coverage amount shall be paid by the employee.
Other
Employment Commitment Years — Scholar commits to minimum four school years of employment with District upon graduation
✓
By accepting the tuition/fees payments contained in Paragraph 2(a) above, Scholar intends to accept employment with the District for a minimum of four (4) school years from his or her graduation from the program.
Other
Employment Position Placement — District offers full-time employment position within District at sole discretion; Scholar has no right to choose specific position or member district
Upon successful completion of the special education teachers' (LBS1) program, the District shall offer to the Scholar a full-time employment position within the District. The Scholar does not have any right to choose or demand to have any certain position or to work within any certain member district.
Evaluation
Evaluation Cycle Years — Teachers evaluated per District Teacher Evaluation Plan; standing committee oversees implementation
Teachers shall be evaluated in accordance with the District's Teacher Evaluation Plan. The District's Teacher Evaluation Plan will be the process by which teachers are evaluated and all procedures
Grievance
Grievance Steps — Step A (supervisor), Step B (superintendent), Step C (arbitration)
Step A - written grievance to supervisor; Step B - to superintendent within 10 days; Step C - final and binding arbitration by FMCS if not satisfied at Step B within 20 days.
Insurance
Health Single Premium — Board responsible for 95% of individual coverage cost in 2024-2025 and 2025-2026; 90% in 2026-2027
For the 2024-2025 and 2025-2026 school years, the Board shall be responsible for 95% of the cost of individual coverage... For the 2026-2027 school year, the Board shall be responsible for 90% of the cost of individual coverage.
Workday
Instructional Minutes Day — Minimum 200 minutes per week preparation time for grades pre-K through 8
Grades pre-K through 8: a minimum of 200 minutes per week will be given to all classroom teachers for preparation time.
Other
Internal Substitution Pay — Teacher receives $20 per planning period for internal substitution
Further, a teacher, after substituting for any teacher during a planning period will receive $20.00 per planning period.
Compensation
Lane Advancement Allowed — Educational credits for salary advancement: BA, BA+15, BA+25, MS
Teachers are eligible for salary advancement to the following educational levels: BS, BS+15, BS+25 and MS.
Compensation
Ma Increment — One-time $2,000 permanent increase for Master's degree
A teacher shall be entitled to a one-time $2,000 permanent increase to his or her salary for earning sufficient educational credits for advancement to MS.
Other
Mentor Teacher Stipend Yr1 — Mentor teachers paid $400 for first year of assignment
To qualify as a mentor teacher, the staff member must have at least five (5) years' experience and should be qualified to teach in a related field to the probationary teacher. will pay four hundred dollars ($400) for the first year
Other
Mentor Teacher Stipend Yr2 — Mentor teachers paid $200 for second year of assignment
and two hundred dollars ($200) for the second year.
Compensation
Off Schedule Bonus Yr1 — Longevity bonus: $500 lump sum for teachers with 20+ years service, paid with paycheck closest to December 15th
Each teacher who has worked for the District at least twenty (20) years shall receive a lump sum payment of five hundred dollars ($500) with his/her paycheck closest to December 15th
Leave
Personal Days Annual — Two (2) days per school year for personal business
At the beginning of each school year, each Bargaining Unit Member shall be credited with two (2) days to be used for personal business. Unused days will be added to the accumulated sick leave at the end of each year.
Other
Position Guarantee Timeline — District endeavors to provide position but cannot guarantee; if no position available within 1 school year of graduation, Scholar released from all obligations
The District will endeavor to have a position for each participant of this program; however, it cannot guarantee the Scholar's employment as a special education teacher (LBS1) upon graduation. If the Governing Board is unable to provide a position as a special education teacher (LBS1) within one (1) school year of Scholar's graduation, it will release Scholar from any obligations
Evaluation
Probationary Evaluation — Scholar enters employment as probationary employee and undergoes performance evaluations on probationary schedule using evaluation instrument for special education teachers
Scholar will enter employment as a probationary employee and will undergo performance evaluations on the probationary employee schedule, using the evaluation instrument intended for special education teachers (LBS1).
Other
Repayment Obligation — If Scholar violates agreement terms, Scholar repays total tuition/fees plus simple interest at Prime Rate over 3-year period (36 monthly payments)
Scholar shall repay the total amount of the tuition/fees costs the District paid on his or her behalf, in addition to a simple interest charge calculated at the most current Prime Rate on the total amount owed. The total interest charged will be added to the total amount of the tuition/fees and the Scholar will repay the District the amount owed over a three (3) year period (36 payments)
Retirement
Retirement Pickup Pct — Board contributes to Teachers' Health Insurance Security Fund (THIS Fund) at maximum 1.0%
Board shall also pay, on behalf of each teacher, his or her required contribution on any extra-duty and extra-curricular stipends up to a maximum of 9.0%. The Board shall also pay...his or her required contribution to the Teachers' Health Insurance Security Fund up to a maximum of 1.0%
Retirement
Retirement System — Teachers' Retirement System (TRS); State of Illinois Teachers' Retirement System
Board shall pay, on behalf of each teacher, his or her required contribution to the State of Illinois Teachers' Retirement System (hereinafter referred to as 'TRS') up to a maximum of 9.0%
Rif
Rif Recall Years — Vacant positions must be offered to removed/dismissed teachers within one calendar year
If the Board has any vacancies for the following school term or within one calendar year from the beginning of the following school term, the positions thereby becoming available must be tendered
Other
Rif Repayment Waiver — If District institutes reduction in force resulting in Scholar's honorable dismissal, repayment provisions waived
Reduction in Force: If the District determines that it must institute a reduction in force which results in Scholar's honorable dismissal, the Governing Board will waive the repayment provisions set forth in Paragraph 5 herein
Leave
Sick Days Annual — Fifteen (15) days of sick leave annually
At the beginning of each work year, each Employee shall be credited with fifteen days of sick leave which may accumulate to 340 days. These accumulated maximums shall include any reinstated days pursuant to this Agreement.
Leave
Sick Leave Max Days — Accumulated sick leave may accumulate to a maximum of 340 days
At the beginning of each work year, each Employee shall be credited with fifteen days of sick leave which may accumulate to 340 days.
Other
State Certification Requirement — District can only hire individuals fully certified by State of Illinois; employment offer contingent on obtaining full state certification
The Governing Board can only hire individuals who are fully certified with the State of Illinois to be special education teachers (LBS1) to serve students. Accordingly, the District's employment offer to Scholar is contingent to obtaining full state certification.
Compensation
Step Increase — Head Girls Basketball 2024-25: $2,000; 2025-26: $2,100; 2026-27: $2,200
Head Girls Basketball 2024-25: $2,000; 2025-26: $2,100; 2026-27: $2,200
Other
Tenure And Seniority — Newly hired special education teachers start at Year 1 on District seniority list; seniority credit calculated per District CBA; tenure granted per Illinois School Code Section 5/24-11
All newly hired special education teachers (LBS1) will start at "Year 1" on the District's seniority list and seniority credit will be calculated based on the District's Collective Bargaining Agreement. The District will grant all newly hired special education teachers (LBS1) tenure in accordance with Section 5/24-11 of the Illinois School Code
Compensation
Tuition Fees Coverage — District pays entire tuition/fees for degree program in special education at approved State certified college or university
The Governing Board agrees to pay the entire tuition/fees for a degree program in special education provided by any State certified college or university on the District's approved list.
Compensation
Tuition Reimbursement Amount — $200 per semester hour for approved graduate coursework
Payment of ($200.00) per semester hour of completed course work approved of in advance by the Administration; provided that the teacher provided written documentation
Insurance
Vision Coverage — Vision coverage made available at expense of employee if high enough percentage of employees want coverage
Dental and vision coverage will be made available at the expense of the employee provided that a high enough percentage of the employees want the coverage.