Grievance
Arbitration Binding — Binding arbitration with arbitrator selected from American Arbitration Association; costs split equally between parties
The arbitrator shall be selected from the American Arbitration Association in accordance with their Voluntary Labor Rules. The cost of the arbitrator shall be borne equally between the aggrieved party and the Board.
Other
Association Delegate Iea Assembly — One delegate per 100 Association members to IEA Representative Assembly each year
The Association shall have the right to send one (1) delegate per one hundred (100) Association members to the IEA Representative Assembly each year
Other
Association Leave Days — Association President granted 26 days release time per school year for Association business
The Association will be granted twenty-six (26) days of release time per school year for the President or designee(s) to conduct business directly related to the operation of the Association
Compensation
Ba Max Salary — $59,146 maximum
Year 4 2026-2027 c. Base salary will be a minimum of $58,578 and a maximum of $59,146
Compensation
Ba Min Salary — Salary schedules found in Appendix C, not provided in these pages
During the term of this Agreement, employees shall be paid in accordance with salary schedules found in Appendix C for the years July 1, 2025 through June 30, 2028.
Compensation
Base Salary Increase Yr1 — $0.75/hour for LTA (Teaching Assistants); $1.00/hour for all Grades other than LTA and C2 including Attendance Secretaries; $1.25/hour Grade C2
2025-2026 Salary increases: $.75/hour LTA (Teaching Assistants) $1.00/hour Employees in all Grades other than LTA and C2 including Attendance Secretaries. $1.25/hour Grade C2
Compensation
Base Salary Increase Yr2 — A fixed increase of not less than 3.00%(floor) and not more than 4.00% ceiling over the base hourly wage earned by each CEA employee in the 2025-2026 school year. A blended CPI will be used to determine the annual increase. The CPI used for Levy 2024 and Levy 2025 will be averaged.
2026-2027 Salary Increase: A fixed increase of not less than 3.00%(floor) and not more than 4.00% ceiling over the base hourly wage earned by each CEA employee in the 2025-2026 school year.
Compensation
Base Salary Increase Yr3 — A fixed increase of not less than 3.00%(floor) and not more than 4.00% ceiling over the base hourly wage earned by each CEA employee in the 2026-2027 school year. A blended CPI will be used to determine the annual increase. The CPI used for Levy 2025 and Levy 2026 will be averaged.
2027-2028 Salary Increase: A fixed increase of not less than 3.00%(floor) and not more than 4.00% ceiling over the base hourly wage earned by each CEA employee in the 2026-2027 school year.
Leave
Bereavement Days — Reasonable leave for immediate family death, court summons, funerals, weddings, college graduation in immediate family
Days before or following holiday or recess period: consideration given for court summons, funerals, weddings, college graduation in immediate family, or other compelling absences.
Workday
Break Duration Four Hours — Employees working minimum 4 hours per day receive one 15-minute break
Employees working a minimum of four (4) hours per day shall have one (1) fifteen (15) minute break. Employees working six and one-half (6-1/2) hours or more per day shall have two (2) fifteen (15) minute breaks.
Workday
Break Duration Six Plus Hours — Employees working 6.5+ hours per day receive two 15-minute breaks and a duty-free meal break of at least 30 minutes
Employees working six and one-half (6-1/2) hours or more per day shall have two (2) fifteen (15) minute breaks and a duty free meal break of not less than thirty (30) minutes, which meal break shall not be part of the regularly scheduled workday.
Other
Class Composition Review Frequency — Class composition shall be a topic at least twice per year on the District Leadership Team agenda
class composition shall be a topic at least twice per year on the District Leadership Team agenda
Workday
Class Size Review Frequency — Class size shall be a topic at least twice per year on the District Leadership Team agenda
class size shall be a topic at least twice per year on the District Leadership Team agenda
Other
Complaint Notification Timeline — Teacher notified of written parent/student complaint prior to placement in file; teacher has 15 business days to place response
If any written complaints by a parent or a student are placed in a Teacher's personnel file, the Teacher shall be advised of the complaint prior to the materials being placed in the file. The Teacher shall have fifteen (15) business days to place a response to the complaint in his/her personnel file.
Other
Consulting Teacher Stipend — Consulting teacher receives $750.00 stipend for performing consulting teacher functions
A consulting Teacher so released shall suffer no loss of pay or other employment benefits. Additionally, a consulting Teacher shall be paid a stipend of $750.00 for performing the functions assigned to the consulting Teacher.
Workday
Contract Days Teacher — Full-time workday is not more than 37.5 hours per week for most employees
The regular full-time work week shall be defined as consisting of not more than five (5) consecutive days per week during the period of Monday through Saturday consisting of not more than thirty-seven and one-half (37-1/2) hours per week.
Insurance
Dental Coverage — All full-time employees (30 or more hours per week): Board 80%, Employee 20%
All full-time employees (30 or more hours per week): Board 80%, Employee 20%
Insurance
Disability Insurance — Disability insurance offered at teacher expense; required for all teachers working half-time or more
Disability insurance shall be offered by the Board at Teacher expense. Participation in such insurance plan shall be required of all Teachers who work half-time or more.
Compensation
Discretionary Funds Elementary — Elementary classroom teachers receive $10.00 per homeroom pupil annually for discretionary funds
Annually, elementary classroom Teachers shall be provided $10.00 per homeroom pupil, and secondary Teachers (grades 6-12) shall be provided $100.00 per Teacher for discretionary funds for items necessary to enhance instruction.
Compensation
Discretionary Funds Secondary — Secondary teachers (grades 6-12) receive $100.00 per teacher annually for discretionary funds
Annually, elementary classroom Teachers shall be provided $10.00 per homeroom pupil, and secondary Teachers (grades 6-12) shall be provided $100.00 per Teacher for discretionary funds for items necessary to enhance instruction.
Compensation
Discretionary Funds Special Teachers — Special teachers and elementary teachers without homeroom assignment receive $100.00 per teacher annually for discretionary funds
All special Teachers and elementary Teachers without a homeroom assignment shall also annually receive $100.00 per Teacher for Teacher discretionary funds.
Other
E Learning Day Staff Reporting — E-Learning days: Superintendent designates which staff members report to buildings; designated staff provide E-Learning support remotely
In the event the Superintendent or designee declares an E-Learning day, the Superintendent or designee will communicate which staff members are to report to their buildings for work and which staff members are to provide E-Learning support remotely.
Other
Elementary Ta Emergency Duty Pay — Additional duty compensation for elementary teaching assistants in emergency situations
In the event of an emergency requiring an Elementary Teaching Assistant to perform an additional duty, the teaching assistant will be paid $20 for the extra duty, in addition to his/her hourly rate.
Other
Emergency Closure Daily Makeup — All missed school days due to emergency closure will be made up; no employee suffers loss of gross pay for the year
Because all days missed due to an emergency closing will be made up, no employee will suffer a loss of gross pay for the year.
Other
Emergency Closure Report Requirements — Specific classified staff required to report on emergency closure days: administrators, custodians, maintenance, secretaries, exempt employees except Before/After School Programs; teaching assistants not required; no additional compensation
All administrators; All twelve-month and hourly custodians, head custodians and maintenance employees; All twelve-month secretaries and other 12-month classified employees; All 10-month secretaries; All exempt employees, except those working in Before and After School Programs; The District office receptionist/switchboard operator.
Insurance
Employee Premium Share Pct — Full-time employees (30 or more hours per week) & Jefferson LTAs working less than 205 days per year with existing CUSD200 PPO plan as of March 1, 2025: Board 60%, Employee 40%
Full-time employees (30 or more hours per week) & Jefferson LTAs working less than 205 days per year and who have an existing CUSD200 PPO plan as of March 1, 2025: Board 60%, Employee 40%
Other
Employee Resignation Notice — Employee may resign by giving notice to supervisor two weeks before effective resignation date; all termination procedures must be completed before final paycheck
An employee may resign by giving notice to his/her supervisor two (2) weeks before the effective date of the resignation. All termination procedures must be completed prior to the issuance of the final paycheck.
Other
Employee Termination Due Process — No continuing employee dismissed for unsatisfactory performance except for just cause; due process required: conference with supervisor/superintendent, written warning identifying specific behaviors, reasonable remediation period provided (except summary dismissal)
No continuing employee may be dismissed or otherwise disciplined except for just cause. Prior to the dismissal of a continuing employee for unsatisfactory job performance, due process shall be afforded the employee. Due process shall include a conference with a building supervisor and/or Assistant Superintendent and issuance of a written warning that specifically identifies the behavior(s).
Other
Employee Training Development — Required training conducted during regular work hours when possible; Board compensates necessary expenses; outside-hour training eligible for compensation or comp time
Required employee training sessions shall, whenever possible, be conducted during regular work hours. The employee shall be compensated for any necessary expenses the employee is required to incur by the Board. Employees required to attend training sessions outside of the regular work hours may elect compensation.
Other
Equity Adjustments — District and Association agree to annually discuss equity adjustments to certain bargaining unit classifications/salary grades whose hourly earnings are no longer market competitive. The committee will consider making competitive salary adjustments consisting of 0.5% (1/2 of one percent) of the total bargaining unit gross salaries as of January 15th each year.
The committee will consider making competitive salary adjustments consisting of 0.5% (1/2 of one percent) of the total bargaining unit gross salaries as of January 15th each year.
Evaluation
Evaluation Cycle Years — Probationary employees evaluated at least one time during six month probationary period; first two years annually; after first two years at least every other year
Probationary employees shall be evaluated by his/her immediate supervisor at least one (1) time during the six (6) month probationary period. First two years of employment – annually. After first two years of employment – at least every other year.
Other
Exclusive Bargaining Agent — WWEA is sole and exclusive negotiating agent for all regularly employed licensed personnel
The Board recognizes the Wheaton Warrenville Education Association...as the sole and exclusive negotiating agent for all regularly employed licensed personnel
Compensation
Extracurricular Lane Advancement Ba15 — Movement to BA15 = $2500
Lane Structure: BA; BA15; M; M15; M30; M45; M60 b. Movement to BA15 = $2500
Compensation
Extracurricular Lane Advancement Higher — Movement to M15; M30; M45; M60 = $3500 each lane
d. Movement to M15; M30; M45; M60 = $3500 each lane
Compensation
Extracurricular Lane Advancement Ma — Movement to MA = $7000
Lane Structure: BA; BA15; M; M15; M30; M45; M60 c. Movement to MA = $7000
Other
Fair Share Fee Requirement — Each bargaining unit member must join Association or pay fair share fee within 30 days of commencement of duties
Each bargaining unit member on or before thirty (30) days from the date of commencement of duties...shall either join the Association, or shall pay a fair share fee
Other
Fmla Eligibility Hours — At least 1,250 hours service in preceding 12 months
Has at least 1,250 hours of service with the District during the twelve months which precede the period of requested leave.
Other
Fmla Eligibility Months — Full-time employment for at least 12 months required
Eligible Teacher means a Teacher employed in full-time capacity with the District for at least twelve (12) months
Other
Fmla Return Requirement — Teacher must return to work after FMLA leave conclusion and cannot take additional unpaid parental leave
Following conclusion of FMLA leave, eligible teacher must return to work and not take additional unpaid parental leave. If does not return, must reimburse District for health insurance premiums paid during FMLA leave.
Grievance
Grievance Steps — Three-step grievance procedure: Step 1 with immediate supervisor, Step 2 with Superintendent, Step 3 impartial binding arbitration
Step 1: grievance presented in writing to immediate supervisor within twenty (20) business days. Step 2: Superintendent conducts meeting within ten (10) business days. Step 3: impartial, binding arbitration available if not resolved at Step 2.
Other
Health Safety Protective Clothing — Board follows applicable safety rules; employees request protective clothing from supervisor; Hepatitis B vaccinations available at District cost for at-risk employees
The Board shall follow all applicable and lawful rules and regulations concerning the safety of the workplace. Employees scheduled to work with caustic materials should request protective clothing and other gear from their immediate supervisor. Hepatitis B vaccinations shall be available to employees at risk of occupational exposure at District cost.
Insurance
Health Single Premium — Full-time employees (30 or more hours per week) & Jefferson LTAs working less than 205 days per year and who have selected a CUSD200 PPO plan after March 1, 2025: Board 50%, Employee 50%
Full-time employees (30 or more hours per week) & Jefferson LTAs working less than 205 days per year and who have selected a CUSD200 PPO plan after March 1, 2025.
Insurance
Hsa Employer Contribution — For single coverage the District will contribute $500 for single coverage and $1000 for family coverage into a Health Savings Account (HSA)
District will contribute $500 for single coverage and $1000 for family coverage (including employee + spouse, employee + children) into a Health Savings Account (HSA)
Workday
Instructional Minutes Day — Health Assistants, Teaching Assistants (Instructional, Spec Ed, Behavior Techs, Job Coaches) work 6.5 hours per day, 32.5 hours per week
Health Assistants: 6.5 hours per day, 32.5 hours per week. Teaching Assistants: Instructional, Spec Ed., Behavior Techs and Job Coaches: 6.5 hours per day, 32.5 hours per week.
Other
Insurance In Lieu Cash Payment — Cap of $1,440 for cash payment in lieu of insurance
For those taking no coverage or dental coverage and no medical coverage a cash back payment will be made. The cap shall be $1,440 during the term of this contract.
Other
Internal Substitution Higher Pay — An employee required to substitute in a higher-paying job classification for ten (10) or more consecutive work days shall be paid at the higher rate of pay, retroactive to the first day of substitute duties
An employee required to substitute in a higher-paying job classification for ten (10) or more consecutive work days shall be paid at the higher rate of pay, retroactive to the first day of substitute duties.
Other
Involuntary Transfer Criteria — Involuntary transfers based on length of service, job skills, evaluations, education, retraining; not used for discipline without just cause
When the Assistant Superintendent determines that the best interest of the School District require involuntary transfers, such transfers shall be made by considering length of service to the District, job skills, evaluations, education, retraining and similar factors. Involuntary transfers shall not be used for discipline without just cause.
Workday
Job Sharing Institute Days — All teachers in job share arrangement required to attend all scheduled Institute/In-service days
All teachers in a job share arrangement are required to attend all scheduled Institute/In-service days scheduled for a given year.
Other
Job Sharing Notice Deadline — Teacher must provide written notice by February 15 to continue or end job sharing beyond initial year
Any Teacher desiring to continue or end a job sharing arrangement beyond the job sharing year must provide written notice to the Superintendent or designee, no later than February 15 of the job sharing leave.
Other
Job Sharing Prorated Salary — Each job sharing teacher receives prorated salary and benefits
Each participating teacher shall receive prorated salary and benefits.
Other
Job Sharing Return Guarantee — Job sharing teachers guaranteed return to full-time employment for following school year if desired, subject to RIF or dismissal
Each participating Teacher shall be guaranteed a return to full-time employment, if desired, for the school year following the job sharing, subject to reduction-in-force or dismissal for cause.
Workday
Job Sharing Teacher Work Days — Attendance on Teacher Work Days optional for job sharing teachers
Attendance on a Teacher Work Day shall be optional.
Other
Job Sharing Unpaid Leave — Job sharing teachers granted unpaid leave of absence to ensure no loss of tenure and seniority rights
For the period of time not involving the performance of teaching duties, each participating Teacher shall be granted an unpaid leave of absence for the school year to ensure no loss of tenure and seniority rights.
Other
Labor Management Committee — Committee meets at mutually agreeable times; consists of Association President, three members appointed by Association, Assistant Superintendent or designee, and three members appointed by Assistant Superintendent; agenda set one week in advance
The Board and the CEA shall form a Labor-Management Committee, which shall meet at mutually agreeable times and dates. The Committee shall consist of the Association President, three (3) members appointed by the Association President, the Assistant Superintendent or designee, and three members appointed by the Assistant Superintendent.
Compensation
Lane Advancement Allowed — Employees will only be allowed 1 lane movement per school year
Employees will only be allowed 1 lane movement per school year. Hours taken by a teacher in excess of those required for horizontal lane movement within a school year, may be applied to the next school year.
Other
Male Parental Leave — Male teachers with contractual continued service entitled to unpaid parental leave for fathered or adopted children
A male Teacher who has entered upon contractual continued service shall be entitled to a parental leave of absence. Such leave shall be unpaid and shall be subject to all of the applicable notice and other requirements as set forth in this section.
Other
Medication First Aid Policy — Board shall make known to all employees any policies on dispensation of medication and first aid
Any policy or policies on the dispensation of medication and/or first aid shall be made known to all employees.
Other
Mileage Reimbursement — Any employee who has to travel as part of his/her assignment during the regular workday shall be paid the Board approved mileage reimbursement rate upon submission and approval of the mileage reimbursement form
Any employee who has to travel as part of his/her assignment during the regular workday shall be paid the Board approved mileage reimbursement rate upon submission and approval of the mileage reimbursement form.
Other
Military Leave — Same regular compensation plus health insurance and benefits minus base pay for military service for mobilized reserve/National Guard members
Continue to receive same regular compensation plus any health insurance and benefits, minus the amount of base pay for military service, for duration of active military service.
Other
New Initiatives Bargaining — WWEA reserves right to monitor and review new initiatives; new initiatives that become permanent and impact working conditions shall be bargained
The WWEA reserves the right to monitor and review new initiatives...When a new initiative becomes permanent, and it impacts working conditions of members, it shall be bargained