Other
Agreement Effective Date — August 1, 2023
The provisions of this Agreement shall become effective as of August 1, 2023 and shall remain in full force and effect through July 31, 2026.
Other
Agreement Expiration Date — July 31, 2026
The provisions of this Agreement shall become effective as of August 1, 2023 and shall remain in full force and effect through July 31, 2026.
Grievance
Arbitration Binding — Impartial binding arbitration with arbitrator selected from American Arbitration Association panel
If the grievance is not satisfactorily resolved at step three, the grievance may proceed to impartial binding arbitration. The arbitrator to be selected by the two parties within seven days. If the two parties fail to reach agreement on an arbitrator within seven days, the American Arbitration Association will be requested to provide a panel of seven arbitrators.
Other
Assignment Subject To Change — Employees assigned to positions by Board or Superintendent; assignments subject to change depending on District needs. Seniority factor considered by Administration.
Employees shall be assigned to positions by the Board or the Superintendent and these assignments are subject to change depending on the needs of the School District. Seniority will be a factor considered by the Administration in making a decision.
Compensation
Ba Max Salary — $55,800
BA salary step 25 for 2025-2026 school year
Compensation
Ba Min Salary — New employee with teaching experience in a public school elsewhere will be given 15 years of experience at initial employment
New employee with teaching experience in a public school elsewhere will be given 15 years of experience at initial employment with Brussels CUSD #42. New employees with teaching experience elsewhere may be given credit for up to eight years at initial employment with Brussels C.U.S.D. 42.
Compensation
Base Salary Increase Yr1 — Professional leave authorized by Unit Superintendent for state, local, or national meetings without pay deduction, subject to budget limitations
The Unit Superintendent may authorize professional leave for attendance of personnel at state, local, or national meetings without pay deduction. The number of absences allowable or Professional leave is a value judgment on the part of the Unit Superintendent and is subject to budget limitations for employing substitutes.
Compensation
Base Salary Increase Yr2 — 6% of employees TRS contribution paid by District in 2026-2027
The District will pay 3% of the employees TRS contribution starting with the 2025-2026 school year and increase that amount by 3% each year of the contract. 2026-2027 is 6%
Compensation
Base Salary Increase Yr3 — 9% of employees TRS contribution paid by District in 2027-2028
The District will pay 3% of the employees TRS contribution starting with the 2025-2026 school year and increase that amount by 3% each year of the contract. 2027-2028 is 9%
Leave
Bereavement Days — maximum of two days leave of absence for death in immediate family
In the event of a death in the immediate family, the employee will be paid for a maximum of two days leave of absence. For purposes of this section, immediate family includes spouse, children, parents, brother, sister, in-laws, and grandparents.
Other
Board Authority — Board has exclusive authority over determination and administration of school policy, operation and management of schools, and direction of employees. Board decision in matters pertaining to policy, management and direction of employees shall be final.
It is the law of the State of Illinois that the determination and administration of school policy, the operation and management of the schools, and the direction of employees are vested exclusively in the duly elected Board of Education. The exclusive authority to operate and manage the schools encompasses all executive and management functions including, but not limited to, the determination of the organizational structure and overall budget, the establishment of standards of service, the selection, direction, transfer, demotion or
Other
Bssa Representative At File Review — BSSA representative may accompany employee at personnel file review request
A representative of the BSSA may, at the request of the employee, accompany the employee for this review. An administrator or his/her designee may also be present at the time of such a review.
Rif
Bumped Employee Pay — Bumped employee paid at same rate as employee being bumped. Prior work experience outside District in similar job has no bearing.
The bumping employee will be paid at the same rate as the employee being bumped. Prior work experience outside the District in a similar job would have no bearing.
Other
Certification Cost Reimbursement — Any certifications or educational requirements for employee to perform job will be paid for by District 42
Any certifications or educational requirements for an employee to perform his/her job will be paid for by District 42.
Other
Change Category Position — When employee involuntarily temporarily assigned to perform bargaining unit work in lower paid category, no reduction in pay or benefits. If assigned to position with higher wage, paid higher wage.
When an employee is involuntarily temporarily assigned to perform bargaining unit work in a lower paid category or position, the employee shall suffer no reduction in pay or benefits because of such assignment. In the event an employee is temporarily assigned to perform bargaining unit work in a position with a higher wage, the employee will be paid the higher wage.
Other
Communications Committee — Communications Committee composed of not more than two BSSA representatives and not more than two Board/Superintendent representatives, meeting at mutually agreed times
Communications Committee shall be composed of not more than two representatives of the BSSA and not more than two representatives of the Board and the Superintendent. The Communications Committee shall meet at mutually agreed times as needed.
Other
Complete Understanding — Terms represent full and complete understanding; modifications only through written mutual consent
The terms set forth in this Agreement represent the full and complete understanding between the parties. The terms and conditions may be modified only through the written mutual consent of the parties.
Workday
Contract Days Teacher — one hundred eighty (180) day school calendar
The school year shall be based upon a one hundred eighty (180) day school calendar as adopted by the Board. The teacher work year shall consist of one hundred eighty (180) work days, including student attendance days and teacher institute days.
Other
Contract Printing Distribution — Upon ratification of contract, Board shall print contract and distribute one to each classified staff member
Upon ratification of the contract, the Board shall print the contract and distribute one to each classified staff member.
Other
Discipline Documentation — Employee given copy of material related to discipline or re-employment and opportunity to place written response in file
An employee will be given a copy of any material related to discipline or re-employment placed in his/her file and an opportunity to place a written response to this material in said file.
Other
Discipline Requirement — No non-probationary employee disciplined or discharged except for reasonable cause
No non-probationary employee will be disciplined or discharged except for reasonable cause.
Other
District Computer Access — BSSA will have access to a District computer and printer to conduct official Association business
BSSA will have access to a District computer and printer to conduct official Association business.
Other
Dues Deduction — Deduction by equal division across all pay checks received by member
Any classified employee who is a member of the BSSA may sign and deliver to the District Office an authorization for deduction of BSSA dues. Dues shall be deducted by dividing the total amount of dues equally by the number of pay checks each member receives.
Other
Emergency Notification — Emergency school closings notified via television channels 2, 4, 5, and 11; also district emergency phone tree and one-call system used. Employees at school when notification received get 2 hours pay.
When an emergency exists, notification of the closing of schools will be provided to one or more of the following television channels: 2, 4, 5, and 11. In addition, a district emergency phone tree or a one call system will be used, to the extent possible, to pass information to all school district employees. Any employee who is already at school when the notification is received will receive two (2) hours of pay.
Insurance
Employee Premium Share Pct — Employee pays full health insurance premium
Employees electing District individual or family health insurance coverage shall pay the full premium via payroll deduction during the term of the Agreement
Other
Equal Representation — BSSA represents all bargaining unit members equally without prejudice
The BSSA agrees to represent equally and without prejudice all members of the bargaining unit for purposes of negotiation with the Board concerning wages, hours, terms and conditions of their employment and the settlement of grievances.
Evaluation
Evaluation Cycle Years — Certified staff shall have formative observations and summative evaluation in accordance with current state law; no specific cycle period stated
Certified staff shall have formative observations and a summative evaluation in accordance with current state law. (Refer to district evaluation plan).
Evaluation
Evaluation Procedure — Superintendent responsible for designing and implementing employee job performance evaluation program. Each employee evaluated annually; direct supervisor asked to provide input. Work quality, promptness, reliability, conduct, judgment, cooperation considered. Employee receives copy and copy placed in file.
The Superintendent is responsible for designing and implementing a program for evaluation of the job performance of each employee in the bargaining unit. Each employee will be evaluated annually and the employee's direct supervisor will be asked to provide input. The employee's work quality, promptness, reliability, conduct, judgment, and cooperation shall be considered. The employee shall receive a copy of the annual evaluation and a copy will be placed in the employee's personnel file.
Other
Exigency Defined — Exigency defined as any situation that affects the safety of students, school staff, or school property
Exigency is defined as any situation that affects the safety of students, school staff, or school property.
Other
Extracurricular Events Free Pass — All employees encouraged to attend student activities and receive free pass to extracurricular events, provided employee not permitted to leave scheduled work duties. Upon retirement, lifetime pass to school events.
All employees are encouraged to attend student activities, ball games, homecoming, prom, book fair, and graduation that take place within the district. Employees shall receive a free pass to all extracurricular events taking place within the district; provided, that the employee shall not be permitted to leave his/her scheduled work duties to attend any extracurricular event.
Grievance
Grievance Definition — Grievance means written complaint by bargaining unit member of alleged violation, misinterpretation, or misapplication of specific Agreement provisions
A grievance shall mean a written complaint by a member of the bargaining unit that there has been an alleged violation, misinterpretation, or misapplication of the specific provisions of this Agreement.
Grievance
Grievance Purpose — Every covered employee has right to present grievances to secure, at lowest administrative level, equitable solutions to valid grievances
Every employee covered by this Agreement shall have the right to present grievances in accordance with these procedures, the purpose of which is to secure, at the lowest possible administrative level, equitable solutions to valid grievances which may arise.
Grievance
Grievance Representation — Grievant has right to representative of choice in all grievance procedure steps including informal meeting with most immediate supervisor. If grievant includes representative in meeting, supervisor may also include representative.
The grievant has the right to a representative of choice in all steps of the grievance procedure, including the informal meeting with the most immediate supervisor. If the grievant includes a representative of choice in any meeting, the grievant's immediate supervisor shall also have the right to include a representative of choice in the meeting.
Grievance
Grievance Steps — Four-step grievance procedure: informal, Step 1 (immediate supervisor), Step 2 (Superintendent), Step 3 (Board), Step 4 (arbitration)
Prior to filing a formal grievance the teacher shall meet with the teacher's immediate supervisor. If informal process fails, formal grievance may be processed: Step 1 with immediate supervisor, Step 2 with Superintendent, Step 3 with Board, Step 4 impartial binding arbitration.
Other
Hazardous Conditions Responsibility — Board responsible to maintain safe working conditions. Each BSSA member responsible to advise Superintendent and Board of unsafe or hazardous conditions of which member has knowledge.
It shall be the responsibility of the Board to maintain safe working conditions. It shall be the responsibility of each member of the BSSA to advise the Superintendent and Board of any unsafe or hazardous conditions of which the member has knowledge.
Insurance
Health Single Premium — Employees electing District individual health insurance coverage shall pay the full premium via payroll deduction
Employees electing District individual or family health insurance coverage shall pay the full premium via payroll deduction during the term of the Agreement
Other
Impasse And Mediation — If agreement not reached following reasonable period of good faith bargaining, either party may declare impasse and call for mediator assistance. Federal Mediation and Conciliation Service appointed to assist.
If an agreement has not been reached following a reasonable period of good faith bargaining, either party may declare that an impasse exists and call for the assistance of a mediator. When an impasse has been declared, the parties shall jointly request that the Federal Mediation and Conciliation Service appoint a mediator to assist both parties in arriving at an agreement.
Other
Information Right — BSSA has right to request information to facilitate collective bargaining and shall be electronically furnished regularly and routinely prepared information concerning financial condition of school including audit, annual financial statement and adopted budget
BSSA has the right to request information to facilitate collective bargaining and shall be electronically furnished on request all regularly and routinely prepared information concerning the financial condition of the school including audit, annual financial statement and adopted budget.
Workday
Instructional Minutes Day — seven and one-quarter (7.25) hours per day
The teacher work day shall consist of seven and one-quarter (7.25) hours except that teachers may be required to perform the following duties outside the established work day: (1) bus duty, (2) open house, (3) conferences, (4) faculty meetings, and (5) emergencies and/or extracurricular duties as defined by the Administration.
Other
Job Description Committee — Board of Education and Association will form joint committee to review, revise, and create appropriate job descriptions for bargaining unit employees
The Board of Education and the Association will form a joint committee to review, revise, and create appropriate job descriptions for bargaining unit employees.
Compensation
Lane Advancement Allowed — true — Teachers may move across salary schedule beyond Masters level by meeting graduate hour requirements
Effective with hours earned after September 1997, a teacher shall be able to move across the salary schedule beyond the Master level by meeting the extra hour requirements, provided the hours are at the graduate level
Rif
Layoff Procedure — In layoff or reduction in force (RIFed), employee with least seniority within job classification laid off first, provided remaining employees qualified to perform work. Laid off employee has bumping rights in other classifications if qualified, previously accrued seniority rights greater, and seniority greater than less senior employee being bumped.
In the event of a layoff or reduction in force (RIFed) within the District, the employee with the least seniority within the job classification will be the first to be laid off, provided the remaining employees within the job classification are qualified to perform the work. An employee laid off or RIFed shall have bumping rights in any other job classification, provided the employee (i) is qualified to perform the work of the less senior employee being bumped; (ii) previously
Compensation
Ma Max Salary — $59,800
MA salary step 25 for 2025-2026 school year
Compensation
Ma Min Salary — $45,400
MA salary step 1 for 2025-2026 school year
Other
Management Rights — All functions, rights, powers not specifically limited by express language of Agreement retained by Board. Board may delegate authority to administrative staff, who continue to exercise customary and usual rights, powers, functions, and authority during term of Agreement.
It is expressly understood and agreed that all functions, rights, powers, or authority of the administration of the School District and the Board of Education which are not specifically limited by the express language of this Agreement are retained by the Board of Education provided, however, that no such right shall be exercised so as to violate any of the specific provisions of this Agreement.
Other
Negotiation Procedure — Negotiations conducted in accordance with Illinois Educational Labor Relations Act. Board and BSSA may select representatives of choice to handle negotiations.
Negotiations shall be conducted in accordance with the provisions of the Illinois Educational Labor Relations Act. The Board and the BSSA may select representatives of choice to handle the negotiations.
Grievance
No Strike Clause — No strike, picketing, slowdown, or refusal to render services permitted
During the term of the Agreement and any extension thereof, no employee covered by this Agreement, nor the Association, nor any person acting on behalf of the Association shall ever or at any time engage in, authorize, or instigate any picketing, and recognition of any picket line at the School District's premises, any strike, slowdown, or other refusal to render full and complete services to the Board, or any activity whatsoever which would disrupt in any manner, in whole or
Other
No Vacancy Fill Until Review — No vacancies filled until requests for reassignment or transfer reviewed by Administration
No vacancies will be filled until requests for reassignment or transfer have been reviewed by the Administration.
Other
Non Discrimination — No discrimination based on race, creed, color, sex, sexual orientation, gender identity, marital status, age, ethnic background, geographic origin, political affiliation, Association activities, or physical appearance
Neither the BSSA, nor any officer or employee of the Board, in its recruitment programs, hiring, and dismissal practices shall discriminate against any person on the basis of race, creed, color, sex, sexual orientation or gender identity, marital status, age, ethnic background, geographic origin, political affiliation, Association activities, or physical appearance.
Other
Notice And Representation Meeting — Employee notified in writing 24 hours in advance of meeting concerning dismissal, suspension, pay docking, remediation or written reprimand, unless exigent circumstances exist. Employee entitled to representative of choice.
When an employee is required to appear before the Board or Administration concerning any matter which could lead to the employee's dismissal, suspension, notification of pay docking, remediation or a written reprimand, the employee shall be notified in writing twenty-four (24) hours in advance with reasons for the meeting unless exigent circumstances exist requiring a meeting be held without written notice.
Compensation
Off Schedule Bonus Yr1 — $500 stipend for obtaining initial bus driver certification and substitute driver list, renewable yearly at $250
A teacher who gets their initial bus driver certification and goes onto the bus driver substitute list will receive a $500 stipend at the end of the school year. If the teacher stays on the bus driver substitute list the following year, they will be paid a $250 stipend.
Leave
Personal Days Annual — Family medical leave may be used in place of or in addition to personal leave or sick leave at employee option
At the employee's option, the employee may elect to use personal leave or sick leave during family medical leave. Where both the employees and covered individuals are employed by the Board, each will be entitled to 12 weeks of leave in a fiscal year.
Other
Personnel File Review — Each employee has right to review personnel file contents within 24 hours of request during regular business hours
Each employee shall have the right, within twenty-four (24) hours of request, to review the contents of said employee's personnel file and to place therein written reactions to any of its contents. Said review shall take place during the regular business hours established for the unit office.
Other
Position Vacancy Communication — Position vacancies communicated by bulletin board postings or e-mail to all employees
Position vacancies within the District will be communicated by bulletin board postings or e-mail to all employees.
Other
Progressive Discipline — Except for gross misconduct, gross insubordination, or other non-remedial offenses, disciplinary action will be progressive: verbal reprimand, written reprimand, suspension without pay, discharge. May skip steps depending on circumstances.
Except for gross misconduct, gross insubordination, or other non-remedial offenses, disciplinary action will be progressive, i.e., verbal reprimand, written reprimand, suspension without pay, discharge; provided, however, depending on the circumstances of a particular matter the Superintendent and/or the Board of Education may skip one or more of the progressive disciplinary actions.
Rif
Recall Notice — Employees recalled provided written notice by first class mail to last known address. Employee must accept recall in writing within 7 calendar days of mailing. Failure to accept terminates recall rights.
Employees recalled shall be provided with written notice by first class mail to their last known address and are responsible for notifying the District of any changes in mailing addresses. The employee must accept the recall in writing within seven (7) calendar days of the date of mailing and failure to accept the position within said time shall operate to terminate the employee's recall rights.
Rif
Recall Order — Employees laid off or RIFed recalled in reverse order of layoff, provided employee qualified to perform available work. Recall rights effective for one calendar year from beginning of following school term.
Employees laid off or RIFed will be recalled in the reverse order of layoff, provided the employee is qualified to perform the work available. Recall rights are effective for one (1) calendar year from the beginning of the following school term.
Rif
Recall Years — Recall rights effective for one calendar year from beginning of following school term
Recall rights are effective for one (1) calendar year from the beginning of the following school term.
Retirement
Retirement Pickup Pct — Starting at 3%, increasing to 6% in year 2, and 9% in year 3
The District will pay 3% of the employees TRS contribution starting with the 2025-2026 school year and increase that amount by 3% each year of the contract. 2026-2027 is 6% and 2027-2028 is 9%.
Retirement
Retirement System — TRS (Teachers Retirement System)
The District will pay 3% of the employees TRS contribution starting with the 2025-2026 school year