Retirement
403b Matching Contribution Maximum — Board makes dollar-for-dollar matching contribution up to maximum of $500 per fiscal year to 403(b) Plan for TRS Tier II and Tier I teachers not eligible for longevity stipend
The Board shall make a dollar-for-dollar matching contribution, up to a maximum match of $500 per fiscal year, to the Board's 403(b) Plan on behalf of TRS Tier II teachers and Tier I teachers who are not eligible for the longevity stipend under Section 8.12.
Grievance
Arbitration Binding — Arbitration is binding; arbitrator has no power to nullify, alter, modify, amend, ignore, add to, or subtract from provisions of the agreement
The arbitrator shall have no power to nullify, alter, modify, amend, ignore, add to, or subtract from the provisions, terms, or conditions of this Agreement in any way.
Other
Association Facility Use — Upon prior notification to building Principal and/or Superintendent with no conflict in previously scheduled building use, the Association shall be permitted to use school buildings for meetings outside regular teacher work hours with access to mailboxes, inter-school mail, technology, and bulletin boards.
Upon prior notification to the building Principal and/or the Superintendent, provided that there is no conflict with previously scheduled building use, the Association shall be permitted the use of the school buildings for meetings outside of regular teacher work hours.
Other
Association Meeting Use — BEST allowed one 1 hour general meeting on welcome back event day with Superintendent approval
BEST shall be allowed to conduct a one (1) hour general meeting on the day of the District's welcome back event or the day after the District's welcome back event, with scheduling to be approved by the Superintendent.
Compensation
Athletic Supervision Football Game Stipend — $175 stipend for supervision of Central High School JV/Varsity football game
The stipend paid for supervision of a Central High School JV/Varsity football game shall be $175.
Compensation
Athletic Supervision Per Diem — Per diem pay of $65.00 for athletic supervision, extra-curricular supervision, and Saturday school
For teachers who are assigned by the Athletic Director or Principal to complete these duties, the per diem pay shall be $65.00.
Compensation
Athletic Supervision Tournament Stipend — $150 stipend for supervision of identified tournaments/events
A $150 stipend will be paid for the supervision of identified tournaments/events.
Compensation
Ba Min Salary — Maintenance Mechanical starting salary 2021-22
Maintenance (Mechanical) $23.12 (2021-22 minimum starting rate of pay)
Compensation
Base Salary Increase Yr1 — Salary Schedule details in Appendix A for 2025-2026, 2026-2027, and 2026-2027 school years
Article 8 covers Teacher Compensation and Fringe Benefits with Appendix A containing 2025-2026 SALARY SCHEDULES/EXTRA DUTY SALARY SCHEDULES and 2026-2027 schedules.
Compensation
Base Salary Increase Yr2 — CPI* + 1.5%, with a cumulative floor of 4% and a cumulative ceiling of 5%
2028-2029: CPI* + 1.5%, with a cumulative floor of 4% and a cumulative ceiling of 5%
Compensation
Base Salary Increase Yr3 — CPI* + 1.5%, with a cumulative floor of 4% and a cumulative ceiling of 5%
2029-2030: CPI* + 1.5%, with a cumulative floor of 4% and a cumulative ceiling of 5%
Leave
Bereavement Days — Up to 3 days for death in immediate family; may be extended by Superintendent
Sick leave of up to three (3) days may be used in the event of death within the immediate family; the Superintendent shall extend such to allow a reasonable time to return to the District following burial or extend in special circumstances.
Other
Cea Do Collaboration Meetings — The Association President and Vice President or designee and the Superintendent and designee shall meet once per month during the school calendar year. The schedule for these meetings will be determined by the Superintendent and the Association President prior to the start of the school year.
The Association President and Vice President or designee and the Superintendent and designee shall meet once per month during the school calendar year. The schedule for these meetings will be determined by the Superintendent and the Association President prior to the start of the school year.
Workday
Class Size Paraprofessional Split — Kindergarten-2nd grade class size guideline with paraprofessional split at 26 students
Kindergarten - 2nd grade: 23 Paraprofessional, 26 Split
Compensation
Committee Compensation 15 20 Hours — Committees meeting 15-20 hours within fiscal year compensated at $300 per committee member, prorated based on meetings attended
Membership on committees meeting for 15-20 hours within the fiscal year shall be compensated at the rate of $300 per committee member, which compensation shall be prorated based on the number of meetings attended.
Compensation
Committee Compensation Less Than 15 Hours — Committees meeting less than 15 hours within fiscal year compensated at $150 per committee member, prorated based on meetings attended
Membership on committees meeting for less than 15 hours within the fiscal year shall be compensated at the rate of $150 per committee member, which compensation shall be prorated based on the number of meetings attended.
Other
Committee Meeting Duration Limit — On school days, after-school meetings shall last no longer than 2 hours. Meeting times only count as time spent in the meeting.
On school days, after-school meetings shall last no longer than two (2) hours. Meeting times will only constitute time spent in the meeting.
Workday
Contract Days Teacher — Elementary: 405 minutes weekly plan time; Middle and high school: 450 minutes weekly except one faculty meeting per month
Elementary educators will receive 405 minutes weekly. Middle and high school educators will receive 450 minutes weekly, except for one faculty meeting per month.
Insurance
Dental Coverage — District covers 100% family dental premiums for base plan; differences in Buy-Up plan paid by employee
The family dental premiums will also be covered by the District at 100% for the base plan. However, the difference in premiums for the Buy-Up plan will be paid by the employee.
Other
Dues Deduction — Board deducts Association membership dues from October through July 31 per member specification
The Board agrees to deduct Association membership dues beginning with the first pay period in October through July 31 as the dues deduction plan of the Association member specifies.
Other
Dues Deduction Frequency — Dues deducted over 20 pay periods from September through June 30
The Board agrees to deduct Association membership dues beginning with the first pay period in September through June 30 (20 pay periods) as the dues deduction plan of the Association member specifies.
Insurance
Employee Premium Share Pct — Board picks up teacher required contributions to Teachers' Health Insurance Security Fund (THIS) not to exceed 0.88% of creditable earnings
Board shall pick up and pay on behalf of each teacher covered by this Agreement the teacher's required contributions to the Teachers' Health Insurance Security Fund (THIS) in an amount not to exceed 0.88% of each teacher's creditable earnings.
Evaluation
Evaluation Cycle Years — Tenured teachers who received 'Proficient' or 'Excellent' shall be formally evaluated at least once in three school years following receipt of the evaluation
Tenured teachers who received a 'Proficient' or 'Excellent' on their last summative evaluation shall be formally evaluated at least one (1) time in the course of the three (3) school years following their receipt of the evaluation.
Compensation
First Year Teacher Orientation Stipend — Up to 14 hours at $28.57 per hour for orientation training completion
Full-and part-time teachers in their first year who have been hired prior to the start of the school year will attend an orientation training program and will be extended orientation pay for up to 14 hours at $28.57 per hour.
Other
Full Time Threshold — Any teacher who works at least 80% time shall be considered full-time. Any teacher who works less than 80% shall be considered part-time.
Any teacher who works at least 80% time shall be considered full-time. Any teacher who works less than 80% shall be considered part-time.
Grievance
Grievance Steps — Article 6 establishes Grievance Procedure with Purpose, Definition, Procedure Steps, Grievant/Association/Board Cooperation, Bypass, Grievance Withdraw, Step 2 Grievance, No Reprisal Clause, and No Written Response provisions
Article 6. GRIEVANCE PROCEDURE covers purpose, definition, procedure steps, grievant/association/board cooperation, bypass, grievance withdraw, step 2 grievance, no reprisal clause, and no written response.
Insurance
Health Family Premium — District pays 75% of family coverage premiums for teachers at 80% FTE; married couples/domestic partners both employed have $0 premium with District paying 100% base plan
Family coverage benefits: 75%. Married couples/domestic partners who are both employed by the District and elect health insurance will have a $0 premium contribution. The $0 premium contribution will apply for the entire family.
Insurance
Health Single Premium — District pays 100% for single coverage at 80% FTE; $0 premium for married couples/domestic partners both employed by District
For each teacher who works at least 80% of a full-time schedule and who qualifies and requests any of the preceding insurance benefits, the District shall pay: Single coverage benefits: 100%
Compensation
Hourly Extra Pay Rate — Hourly rate for summer/evening school: $45-$47 (2025-26 to 2029-30)
Salary for summer or evening school and any assigned responsibility in addition to the normal teaching load, subject to Section 4.6, shall be at the following hourly rates: 2025-26 $45
Insurance
Hsa Employer Contribution — Health flexible spending account limit
Contributions for a health flexible spending account not to exceed the lesser of the limit set by the IRS regulations or $3,500 per plan year. Such contributions shall be used for reimbursement for the amount of the deductibles on the group insurance and for any other qualified unreimbursed medical care as defined by the Internal Revenue Code.
Workday
Instructional Minutes Day — Elementary specialized instructors student contact time limited to 335 minutes per day or 1,675 per week
335 minutes per day or 1,675 minutes per week for full-time elementary specialized instructors (i.e., art, music, physical education, and library/media specialist)
Compensation
Internal Substitute Pay 30min Or Less — Teachers losing lunch/prep due to internal substitution: $26-$30 for ≤30 min (2025-26 to 2029-30)
The rate for teachers who lose their lunch or preparation period due to internal substitution or other assigned duties will be as follows: 30 minutes or less $26
Compensation
Internal Substitute Pay 31 45min — Teachers losing lunch/prep: $36-$40 for 31-45 min (2025-26 to 2029-30)
31-45 minutes $36
Compensation
Internal Substitute Pay 46 60min — Teachers losing lunch/prep: $46-$50 for 46-60 min (2025-26 to 2029-30)
46-60 minutes $46
Compensation
Internal Substitute Pay 61 75min — Teachers losing lunch/prep: $56-$60 for 61-75 min (2025-26 to 2029-30)
61-75 minutes $56
Compensation
Internal Substitute Pay 76 90min — Teachers losing lunch/prep: $66-$70 for 76-90 min (2025-26 to 2029-30)
76-90 minutes $66
Other
Internal Substitution Limit — No teacher required to perform involuntary substitutions more than five times per school year
No teacher shall be required to perform involuntary substitutions more than five (5) times each school year.
Other
Involuntary Transfer Stipend — Stipend for involuntary transfers to hard-to-fill positions
Any involuntary transfers to hard-to-fill positions shall receive a stipend of $2,500.
Compensation
Lane Advancement Allowed — Teachers may apply up to 16 credit hours per year of coursework toward horizontal lane advancement
If approved in advance by Human Resources, any teacher may apply up to 16 credit hours per year of coursework at an accredited institution of higher education toward horizontal lane advancement.
Compensation
Longevity Bonus Yr1 — Longevity stipend multiplier for Tier 1 teachers: 0.014 for 10-14 years; 0.024 for 15-19; 0.040 for 20-24; 0.060 for 25+
Each Tier I teacher who was employed by the District during the 2016-2017 school year and who has continuously worked in the District for the specified number of years shall receive an additional stipend: 10-14 years 0.014
Workday
Lunch Duty Free Minutes — District teachers have duty-free lunch period of not less than 30 minutes
District teachers will have a duty-free lunch period of not less than 30 minutes.
Other
Mentor Pay Prorated — New hires including part-time teachers receive mentors; mentor pay prorated for late hires
All new hires, including part-time teachers, will receive mentors. Mentor pay for teachers hired during the school year (i.e., late hires) will be pro-rated based on the amount of year remaining.
Compensation
Mileage Reimbursement — Mileage reimbursement at least equal to IRS rate for approved travel between schools
The rate of reimbursement for approved mileage expenses shall be at least equal to the U.S. Internal Revenue Service rate.
Compensation
Multi Prep Stipend — Teachers teaching more than one prep concurrently receive extra stipend of $500 per semester
Any teacher who agrees to teach more than one prep concurrently (i.e., teaching more than one course in the same classroom at the same time) shall receive an extra stipend of $500 per semester (pro-rated if the concurrent prep is for less than a full semester).
Compensation
Off Schedule Bonus Yr1 — $1,800 stipend in lieu of insurance benefits for teachers at 80% FTE not otherwise covered by District insurance
Any teacher who works at least 80% of a full-time schedule and who qualifies for insurance benefits may select a $1,800.00 stipend in lieu of insurance benefits, as long as he or she is not otherwise covered by or enrolled in the District's insurance plan.
Other
On Call Duty — $80 stipend for on-call duty week; minimum 2 hours call-in pay at 1.5x overtime rate
For the week an employee is assigned to be on-call, he/she will receive a $80 stipend. If an on-call employee is contacted concerning a problem and is required to be present on school grounds, he/she shall receive a minimum of two (2) hours call in pay which shall be paid at an overtime rate of 1.5 times his/her regular rate of pay
Compensation
Overtime — Overtime paid at 1.5 times regular hourly rate for hours over 40 per week
Time worked in excess of forty (40) hours in a work week shall be paid at the rate of one and one-half times the employee's normal hourly rate. A work week shall be defined as beginning on Monday at 12:00 a.m. and ending on Sunday at 11:59 p.m.
Other
Part Time Seniority Pro Rating — Part-time teaching service pro-rated according to teacher's percentage of FTE beginning with 2014-2015 school year
Part-time teaching service will be pro-rated according to the teacher's percentage of FTE (beginning with the 2014-2015 school year).
Leave
Personal Days Annual — Unpaid leaves of absence may be granted for personal leave on basis of convenience to District with agreed continuity plan
Requests for personal leave will be considered on the basis of convenience to the District. A plan that provides for continuity of instruction and grade reporting of students must be agreed upon by the teacher, Principal, and the Superintendent
Other
Personnel File Review — Within three (3) school days after the Superintendent receives the request from a teacher, the teacher shall have the right to review the contents of the teacher's personnel file and place therein written reaction to any of its contents.
Within three (3) school days after the Superintendent receives the request from a teacher, the teacher shall have the right to review the contents of the teacher's personnel file and place therein written reaction to any of its contents.
Compensation
Pgap Instructor Compensation — In-District PGAP instructors receive double credit hours or $1,500 stipend
In-District teachers who serve as PGAP instructors shall receive either double the credit hours or $1,500.00. The instructor shall have the choice of credit hours or stipend.
Compensation
Pgap Participation Credit — Teachers earn 1 credit hour for salary-schedule movement per 15 hours of PGAP instruction; max 8 equivalent credit hours/year
Teachers participating in the approved PGAP will be granted credit for salary-schedule movement at the rate of one (1) hour of equivalent graduate credit for each 15 hours of instruction successfully completed. A maximum of eight (8) equivalent credit hours may be earned in this manner during the course of one (1) school year.
Compensation
Pgap Registration Fee — $25 registration fee for PGAP course participation
A fee of $25.00 per class will be charged to each participant.
Compensation
Pgap Stipend Non Credit — Teachers not taking PGAP credit receive $150 stipend per PGAP hour, max $1,200/year
Those teachers who elect not to take the PGAP credit will be given a stipend of $150.00 for every PGAP hour earned to a maximum of $1,200.00 per year.
Compensation
Physical Move Reimbursement — Stipend of $150 when classroom change is requested by Administration or voluntary change due to position elimination
Teachers shall be compensated with a stipend of $150 when a change in classroom is requested by the Administration or if a teacher voluntarily changes classrooms but only in the circumstance where the voluntary change occurs because the teacher's position is to be eliminated.
Workday
Preparation Time Minimum — No increment of less than 20 minutes shall constitute preparation time
No increment of less than 20 minutes shall constitute preparation time.
Retirement
Retirement Pickup Pct — Board picks up teacher required contributions to TRS not to exceed 9% (9.8901% with add-on factor)
Board shall pick up and pay on behalf of each teacher the teacher's required contributions to Teachers' Retirement System (TRS) in an amount not to exceed 9% (which is 9.8901% with the add-on factor) of each teacher's creditable earnings.
Retirement
Retirement System — Illinois Teacher's Retirement System (TRS)
Are at least 55 years of age with 35 years of creditable service as defined by the Illinois Teacher's Retirement System ('TRS') by December 31 in the year of retirement
Rif
Rif Recall Years — Teachers who take leave in excess of 90 workdays do not accumulate seniority for the entire length of the leave, but previously accumulated seniority is not lost
Teachers who take a leave of absence in excess of 90 workdays will not accumulate seniority for the entire length of the leave, but the seniority already accumulated at the start of the leave shall not be lost.
Other
Right To Organize — Teachers shall have the right to organize, join, and assist the Association and participate in professional negotiations with the Board. The Board shall not discriminate against any teacher for membership in the Association, participation in negotiations, or institution of grievance.
Teachers shall have the right to organize, join, and assist the Association and participate in professional negotiations with the Board. The Board shall not discriminate against any teacher with respect to hours, wages, terms, and conditions of employment.