Grievance
Arbitration Binding — true
If CAMEO disagrees with the decision of the Superintendent, it shall notify the Superintendent within 20 working days of the date of receipt of CAMEO's desire to have the grievance processed to binding arbitration. The impartial arbitrator shall be chosen from a list to be provided to the parties by the American Arbitration Association.
Compensation
Ba Min Salary — Class One (Head & Relief Custodians) Step 1 hourly wage, July 1, 2012
CLASS ONE Head & Relief Custodians... 1 $16.00... CAMEO Pay Schedule: July 1, 2012 - June 30, 2013
Compensation
Base Salary Increase Yr1 — 0% increase Year 1 (2012-2013): Base salary 0.00% on Base/Position Differential
CAMEO Pay Schedule: July 1, 2012 - June 30, 2013... CLASS ONE... Head & Relief Custodians... 1 $16.00
Compensation
Base Salary Increase Yr2 — 0% increase Year 2 (2013-2014): Base salary 0.00% on Base/Position Differential
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CAMEO Pay Schedule: July 1, 2013 - June 30, 2014... % on Base/Position Differential 0.00%
Compensation
Base Salary Increase Yr3 — 0.75% increase Year 3 (2014-2015): Base salary 0.75% on Base/Position Differential
CAMEO Pay Schedule: July 1, 2014 - June 30, 2015... % on Base/Position Differential 0.75%
Leave
Bereavement Days — Up to three days leave for bereavement in case of death in immediate family
Up to three (3) days leave of absence may be granted for bereavement in case of death in the immediate family (husband, wife, children, mother, father, mother-in-law, father-in-law, brother, sister, brother-in-law, sister-in-law, grandparents, grandchildren, or any relative living in the immediate household). These days will not be deducted from sick leave.
Insurance
Dental Coverage — true
comprehensive plan of health, dental, vision, and accident insurance
Insurance
Employee Premium Share Pct — Employee pays 4% for single coverage; 35% for dependent coverage (50% for new hires after July 1, 1990)
Board contributing 96% of the cost for any employee accessing single coverage only. In addition, the Board will contribute 65% (50% for all new employees hired after July 1, 1990) of the dependents' coverage, the employee paying the other 35% (50% for new employees hired after July 1, 1990)
Evaluation
Evaluation Cycle Years — Biennially (every two years) by May 30, unless need arises to review more frequently
Biennially by May 30, unless a need arises to review more frequently, the employee's immediate administrative supervisor will submit employee performance reports concerning the personnel being supervised.
Grievance
Grievance Steps — Four formal grievance steps plus binding arbitration: (1) informal verbal discussion, (2) written grievance to supervisor, (3) written appeal to Assistant Superintendent, (4) appeal to Superintendent, then binding arbitration
First Step: An attempt shall be made to resolve any grievance in an informal, verbal discussion... Second Step: If the grievance cannot be resolved informally, the employee shall file the grievance in writing... Third Step... Fourth Step: Within 10 work-days after receiving the decision of the Assistant Superintendent for Human Resources an appeal may be made to the Superintendent.
Insurance
Health Single Premium — Board contributes 96% of cost for single coverage; specific premium amount not stated in contract
The District makes available to all employees a comprehensive plan of health, dental, vision, and accident insurance, with the Board contributing 96% of the cost for any employee accessing single coverage only.
Compensation
Off Schedule Bonus Yr1 — Longevity stipend for 10-19 years of service, Year 1 (2012-13)
Years of Service / Year 2012/13... 10-19 Years of Service $1,200... off-schedule longevity stipend
Compensation
Off Schedule Bonus Yr2 — Longevity stipend for 10-19 years of service, Year 2 (2013-14)
Years of Service / Year 2013/14... 10-19 Years of Service $1,200
Compensation
Off Schedule Bonus Yr3 — Longevity stipend for 10-19 years of service, Year 3 (2014-15)
Years of Service / Year 2014/15... 10-19 Years of Service $1,200
Leave
Personal Days Annual — Three days of personal business (deducted from sick leave) for employees hired after June 30, 1999 with two continuous years of service; Four days (one non-deductible) for employees hired prior to July 1, 1999
CAMEO personnel hired after June 30, 1999, with two continuous years of employment will be eligible for three days of personal business to be deducted from sick leave... Personnel hired prior to July 1, 1999, with two continuous years of employment; will be eligible for four days of personal business, three of which will be deducted from sick leave and one non-deductible.
Retirement
Retirement Pickup Pct — Board pays 4.5% of annual earnings as employee IMRF contribution (tax shelter arrangement)
This tax shelter will be paid by the Board as the employee contribution to the Illinois Municipal Retirement Fund (IMRF) in the amount of four and one-half (4.5) percent of annual earnings.
Retirement
Retirement System — IMRF
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all classified employees covered in the Agreement will be included in the tax shelter arrangement between the Board and the Association. This tax shelter will be paid by the Board as the employee contribution to the Illinois Municipal Retirement Fund (IMRF)
Rif
Rif Recall Years — No explicit recall rights period stated; contract addresses RIF procedures but does not specify recall duration
When, in the judgment of the Board of Education, decline in enrollment or any other reason requires reduction of custodial/maintenance staff, the Administration shall attempt to accomplish same by attrition. In the event necessary reduction in staff cannot be adequately accomplished by attrition given the necessity to maintain the most competent and qualified staff available
Compensation
Salary Lanes Count — Three classification lanes: Class One (Head & Relief Custodians), Class Two (Custodians), Class Three (Maintenance)
CLASS ONE CLASS TWO CLASS THREE Head & Relief Custodians Custodians Maintenance
Compensation
Salary Steps Count — Nine experience steps on salary schedule (Steps 1-9 plus off-schedule advancement)
Off schedule Increase: CAMEO staff members who advance off Step 9 in their respective class will received the off schedule percentage increase.
Leave
Sick Days Annual — 12 sick days per year; 13 days after two continuous years of service
Sick leave days will be allowed at the rate of twelve (12) per year; after two (2) continuous years of service thirteen (13) days will be granted, with unlimited accumulation.
Leave
Sick Leave Max Days — Unlimited accumulation
after two (2) continuous years of service thirteen (13) days will be granted, with unlimited accumulation.
Compensation
Step Increase — Annual step movement approximately 0.875 per hour (between steps in Class One)
Step 1 $16.00 Step 2 $16.88 Step 3 $17.75 Step 4 $18.63 Step 5 $19.50... Class One Head & Relief Custodians
Insurance
Vision Coverage — true
comprehensive plan of health, dental, vision, and accident insurance