Other
Additional Employment Not Compelled — No teacher shall be compelled to accept additional, paid extra-duty assignments beyond regular attendance time
No teacher shall be compelled to accept additional, paid extra-duty assignments, beyond the students' regular attendance time.
Other
Agreement Duration — September 1, 2018 to August 31, 2023
This Agreement shall be effective September 1, 2018and shall continue in effect until August 31, 2023.
Grievance
Arbitration Binding — Final and binding arbitration available if Board decision unacceptable to OBEA
If the decision of the Board is unacceptable to the teachers' Grievance Council, the OBEA may, within ten (10) working days, submit in writing that the grievance be resolved by final and binding arbitration.
Workday
Assignment Change Notice — if assignment change necessary, affected teacher notified promptly. Resignation allowed with Board concurrence or 30 days written notice.
In the event any assignment change is necessary, the affected teacher shall be notified promptly. A teacher who has entered into continued contractual service may resign at any time by obtaining concurrence of the Board or by serving at least thirty (30) days written notice upon the Secretary of the Board.
Workday
Assignment Notice — each teacher given basic classroom assignment at least 75 calendar days prior to school opening
Each teacher shall be given his/her basic classroom teacher assignment for the forthcoming school year at least seventy-five (75) calendar days prior to the opening of the new school year.
Other
Athletic Director Reporting Frequency — Athletic Director reports to Administration, BOE and OBEA on athletic program performance at least twice a year or at end of each season
The Athletic Director reports to the Administration, BOE and OBEA as to the performance of the athletic program. This will occur at least twice a year or at the end of each season.
Other
Attendant Costs Consultant — cost for consultants chosen by any party shall be paid by that party
Cost for consultants chosen by any party shall be paid by that party. If the Board and the OBEA mutually agree not to utilize the service of the FMCS-appointed mediator, the cost of any jointly selected private mediator shall be shared equally by the Board and the OBEA.
Compensation
Ba Min Salary — Starting or Base Salary for FY 24
FY 24 $52,000 4.0%
Compensation
Base Salary Increase Yr1 — negotiations will encompass salaries and related economic conditions of employment
The OBEA and the Board agree that negotiations will encompass: 1. Salaries 2. Related economic conditions of employment
Compensation
Base Salary Increase Yr2 — 5.0% increase for FY 25
FY 25 $54,600 5.0%
Compensation
Base Salary Increase Yr3 — 5.0% increase for FY 26
FY 26 $57,330 5.0%
Leave
Bereavement Days — Three days without loss of pay or sick days for death of family member
Each teacher shall be given up to three days without loss of pay or sick days for the death of the family member described in this section.
Other
Board Financial Information — Administration shall furnish regularly prepared information concerning financial condition and material pertinent to negotiations
The Administration, upon request from the OBEA, shall furnish all regularly and routinely prepared information concerning the financial condition of the district and material pertinent to negotiations.
Other
Bulletin Board Obea — Board shall make available separate bulletin board in each building for OBEA notices and matters of concern
The Board shall make available in each building a separate bulletin board for notices of OBEA activities and matters of OBEA concern.
Other
Choir Meeting Frequency Min — Choir will meet at least 3 times per week
Choir will meet at least three (3) times per week.
Other
Choir Meeting Minimum — Choir will meet at least 3 times per week
Choir will meet at least three (3) times per week.
Other
Club Meeting Frequency Max — Clubs must meet a maximum of 30 times per year, usually 10 meetings per trimester
Clubs must meet a maximum of thirty (30) times a year (usually 10 meetings per trimester) and include eight (8) or more regular members.
Other
Club Minimum Members — Clubs must include 8 or more regular members
Clubs must meet a maximum of thirty (30) times a year (usually 10 meetings per trimester) and include eight (8) or more regular members.
Other
Clubs Meeting Maximum — Clubs must meet a maximum of 30 times per year
Clubs must meet a maximum of thirty (30) times a year (usually 10 meetings per trimester) and include eight (8) or more regular members.
Other
Complaint Notification — Administration shall notify teacher within 5 school days after receipt of any substantive complaint from students, parents, colleagues, administrators, or residents regarding teacher performance or conduct
The Administration will notify a teacher within five (5) school days after receipt of any substantive complaint or communication received from students, parents, colleagues, administrators, or residents regarding the teacher's performance or conduct.
Other
Complaint Referral — when Board member, administrator, or teacher is contacted about teacher performance, must refer complainant directly to teacher except as provided in section 3.5.3. Teacher must be informed of substance of complaint.
When a Board of Education member, administrator, or teacher is contacted about the performance of a teacher, he/she must refer the complainant directly to the teacher except as provided in this paragraph 3.5.3. The teacher must be informed
Workday
Contract Days Teacher — Teachers expected to remain before/after school day for matters requiring attention, including parent consultation when scheduled; must be in assigned location prior to student arrival
A teacher is expected to remain before and/or after the close of the teacher's school day to attend to those matters which properly require attention at that time, including consultation with parents when scheduled directly with the teacher.
Other
Contract Focus — Three-year agreement prioritizing retention of long-time, committed, and talented district teachers; recognized shortcomings of previous agreement
✓
The collective bargaining agreement with the Oak Brook Education Association (through June 30, 2026) will provide cost certainty for a significant portion of expenditures for the next two fiscal years. This three-year agreement prioritizes the retention of long-time, committed, and talented district teachers.
Other
Curriculum Proposals — Curriculum reviewed through in-depth process approved by Board on cycle determined by Superintendent, involving K-8 teachers, special education, administrators, parents, and Board representatives
Curriculum is reviewed through an in-depth process approved by the Board and on a cycle determined by the Superintendent. The process will involve teacher representatives from grades K-8 and special education, administrators, parents, and Board representatives working together to develop a recommendation for presentation to the Board of Education.
Insurance
Dental Coverage — Full-time employees receive individual dental insurance; employees contribute $0.01 annually
All full-time employees at their option will receive individual dental insurance. Employees will contribute $.01 toward this coverage annually.
Other
Disability Insurance — Long-term disability insurance provided for employees working 75% or more at district expense
All actively employed, certified employees working 75%-time or more shall be granted a long-term disability insurance policy at District expense, subject to eligibility criteria of the District's selected disability insurance provider.
Other
Dual Coverage — Board pays 100% of one family coverage per family employed by District 53; teachers married to another district employee or first employed after 2010-2011 are ineligible
The Board of Education will pay 100% of one family coverage per family employed by District 53. Teachers who marry another district employee or are first employed after the 2010-2011 school year are ineligible for this benefit.
Compensation
Educational Bonus Ma — Educational bonus available for graduate coursework beyond BA at graduate level
Contract amounts will be changed the first day of each semester. Courses which are completed before the first day of a semester but are not verified, due to transcript unavailability, until after the beginning of the semester will be compensated retroactively.
Other
Employee Notification — Statement of insurance benefits and costs submitted to each teacher on or before October 31 of each new contract; given to new teachers at employment
A statement shall be submitted to each teacher listing his/her insurance benefits and cost to the district on or before October 31st of each new contract. This information will be given to a new teacher at the time of his/her employment.
Other
Employee Possessions Coverage — Employee possessions taken from locked or secured area covered for loss by district or its insurer
Employee possessions taken from a locked or secured area shall be covered for loss by the district or its insurer.
Insurance
Employee Premium Share Pct — Varies by plan and coverage tier; see 2024 Plan Year Premium Contributions table
Effective January 1, 2024, the Board and teachers will pay the following monthly health insurance premium contributions for the 2024 health insurance plan year
Evaluation
Evaluation Cycle Years — Evaluation System will be reviewed annually
The Evaluation System will be reviewed annually by the Evaluation Committee consisting of the Superintendent, principals, and OBEA members.
Evaluation
Evaluation System — Teacher Evaluation System outlined in Article XIII
Teacher Evaluation System as detailed in Article XIII
Other
Extra Duty Assignment Posting Deadline — All assignments of Extra Duty and Interscholastic Sport positions will be made and posted by May 1st of the preceding school year
All assignments of Extra Duty and Interscholastic Sport positions will be made and posted by May 1st of the preceding school year.
Other
Extra Duty Committee Composition — Extra Duty Committee composed of Administration and OBEA representatives to evaluate athletics, performing arts, clubs and duties annually
There will be an Extra Duty Committee (EDC) composed of Administration and OBEA representatives which will evaluate athletics, performing arts, clubs and duties annually.
Other
Extra Duty Payment Frequency — Extra duty will be paid three times a year: winter break, spring break, end of June
Extra duty will be paid three times a year, winter break, spring break and at the end of June.
Other
Federal Mediation Service — Federal Mediation and Conciliation Service shall appoint mediator
When an impasse has been declared, the Federal Mediation and Conciliation Service shall be requested by the parties to appoint a mediator from its staff.
Other
Flex Savings Account — Flexible spending account provided under IRS Section 125 for health care and dependent care expenses
The Board will provide a flexible spending account as allowed under Section 125 of the Internal Revenue Service (IRS) Code. The intent of the account will be to provide an opportunity for teachers to use pre-tax dollars for reimbursement of eligible health care and dependent care expenses.
Other
Good Faith Negotiation — mutual responsibility to deal openly and fairly and sincerely endeavor to reach agreement
Good Faith is defined as the mutual responsibilities of the Board and the OBEA to deal with each other openly and fairly and to sincerely endeavor to reach agreement on items being negotiated.
Grievance
Grievance Steps — Informal Level, Grievance Council Level, Step One - Principal, Step Two - Superintendent, Step Three - Board, Step Four - Arbitrator
The procedure for a teacher initiating a grievance shall be as follows: 1. Informal Level 2. Grievance Council Level 3. Step One - Principal 4. Step Two - Superintendent 5. Step Three - Board 6. Step Four - Arbitrator
Other
Ground Rules Development — Ground rules shall be jointly developed at start of negotiating process
The ground rules shall be jointly developed at the start of the negotiating process.
Insurance
Health Family Premium — PPO Family: Board 70%, Employee 30%; HMO Family: Board 90%, Employee 10%; HSA Family: Board 75%, Employee 25%
PPO Family Board 70% Employee 30%; HMO Family Board 90% Employee 10%; HSA Family Board 75% Employee 25%
Insurance
Health Single Premium — PPO Employee: Board 85%, Employee 15%; HMO Employee: Board 90%, Employee 10%; HSA Employee: Board 90%, Employee 10%
2024 PLAN YEAR PREMIUM CONTRIBUTIONS: PPO Employee Board 85% Employee 15%; HMO Employee Board 90% Employee 10%; HSA Employee Board 90% Employee 10%
Insurance
Hsa Employer Contribution — HSA plan available; employer contributions vary by coverage tier per 2024 plan year contributions table
HSA Employee Board 90% Employee 10%; Employee + Child Board 85% Employee 15%; Employee + Spouse Board 80% Employee 20%; Family Board 75% Employee 25%
Other
Iesa Athletic Calendar Adoption — Butler athletic conference elected to follow IESA (Illinois Elementary School Association) athletic calendar starting in 2019, which may cause changes to athletic season lengths and stipend recalculations
The Superintendents of the athletic conference of which Butler is a member have elected to follow the IESA (Illinois Elementary School Association) athletic calendar starting in 2019. This may cause some changes to the lengths of athletic seasons.
Other
Impasse Mediation Timeline — if agreement not reached 90 days before school year start, parties may request mediator
If agreement is not reached ninety (90) days before the scheduled start of the forthcoming school year, and the parties have reached an impasse after a reasonable period of negotiations, either party may request appointment of a mediator.
Workday
Instructional Minutes Day — One session per month required for professional development, team/department planning and meetings; four additional hours per month (Sept-May) for team meetings, professional development, curriculum implementation
Teachers will be required to attend one session per month (dates to be determined before end of school year), which will be reserved for professional development, team/department planning and meetings. In addition, faculty will schedule four additional hours per month (September through May) outside the instructional day for team meetings, professional development, curriculum implementation, etc.
Insurance
Insurance Benefits — Insurance benefits as outlined in Article XI
Insurance Benefits provisions detailed in Article XI
Other
Insurance Carriers — Specific insurance carriers and coverage plans reviewed yearly and may be changed by mutual agreement between Board and OBEA
The insurance document concerning specific carriers and coverage will continue. The specific insurance carriers and coverage plans will be reviewed yearly and may be changed by mutual agreement by the Board of Education and the Oak Brook Education Association
Other
Insurance Effective Dates — Insurance effective January 1 to December 31; extends through August 31 for teachers terminating service in June after one school year employment
Effective date of all insurance coverage shall be January 1st to the following December 31st. Insurance protection shall remain in effect through August 31st for any teacher terminating service in June and who has been employed by District 53 for one school year, unless terminated for reasons other than reduction in force.
Other
Insurance Underwriting — Insurance underwritten by companies considered stable and reputable; policies applicable to eligible employees
District 53's employee group life, medical, dental, error and omissions liability insurance, and long-term disability insurance programs shall be underwritten by companies considered stable and reputable. All provisions of these policies shall be applicable to eligible employees of the district.
Other
Job Share — Job sharing opportunities refer to District 53 Policy 4905; job sharing not subject to grievance arbitration procedure in Article IV of Collective Bargaining Agreement
For Job Sharing opportunities, refer to District 53 Policy 4905. The Job Sharing policy is not subject to the grievance arbitration procedure in Article IV of the Collective Bargaining Agreement.
Other
Joint Insurance Committee — Annual joint committee of equal Board Members and OBEA members to review insurance options and performance
Each year a committee comprised of equal numbers of Board Members and OBEA members will meet to review insurance plan options, providers, premiums, and the performance of the consultant.
Other
Just Cause Requirement — written reprimands, suspension, or discharge shall be for just cause; non-tenured teachers subject to non-reemployment or dismissal per School Code Section 5/24-11
Any written reprimands, suspension, or discharge of a teacher shall be for just cause, provided that just cause will not apply to non-tenured teachers subject to non-reemployment or dismissal upon completion of the school year as provided in Section 5/24-11 of The School Code.
Compensation
Lane Advancement Allowed — May move to MA+15 at Year 5, MA+30 at Year 5, MA+45 at Year 10, MA+60 at Year 10
May move to MA+15 at Year 5, not before. May move to MA+30 at Year 5, not before. May move to MA+45 at Year 10, not before. May move to MA+60 at Year 10, not before.
Rif
Limited Recall Rights — teacher in grouping two entitled to limited recall rights per School Code Section 5/24-12 if meets qualifications based on previous performance ratings. Recalled teacher retains accrued rights and seniority; period after honorable dismissal where teacher did not teach not counted toward seniority.
A teacher in grouping two will be entitled to limited recall rights pursuant to School Code Section 5/24-12, provided the teacher meets the qualifications for limited recall rights based upon their previous performance ratings. Any recalled teacher shall retain his/her accrued rights and all accumulated seniority; however, any period after the honorable dismissal during which the tenured teacher did not teach shall not be counted toward seniority.
Other
Management Rights Retained — Board retains all management rights set forth in Section 4 of Illinois Educational Labor Relations Act (IELRA)
The Board of Education shall reserve and retain all management rights set forth in Section 4 of the Illinois Educational Labor Relations Act (IELRA).
Other
Material Selection — Curriculum committees of teachers and administrators select appropriate texts, AV materials, library materials, equipment, and supplies for District 53 curriculum
Curriculum committees composed of teachers and administrators shall select appropriate texts, audio visual and library materials, laboratory equipment, art and athletic supplies and materials, texts and guidance materials, and other necessary classroom and instructional supplies necessary for teaching students the approved District 53 curriculum.
Compensation
National Board Certification Award — $5,000 full course reimbursement for National Board Certification plus $5,000 recognition payment
National Board Certification is a voluntary program that would include full course reimbursement by the District after any state or federal contribution and a $5000 recognition payment for earning National Board Certification.
Other
Negotiating Agent Exclusive — OBEA recognized as exclusive and sole negotiating agent for certificated teaching personnel
The Board hereby recognizes the OBEA as the exclusive and sole negotiating agent for all regularly employed certificated teaching personnel and specifically excluding all non-certificated employees, administrators, and any short-term, temporary, confidential, supervisory, or managerial personnel