Other
Agreement Term End — shall expire on the day before the first teacher employment day of the 2027-2028 school term
shall expire on the day before the first teacher employment day of the 2027-2028 school term
Other
Agreement Term Start — This agreement shall be effective on the date of its execution provided Appendices 'A' and 'B' shall be in effect on the first teacher employment day of the 2024-2025 school term.
This agreement shall be effective on the date of its execution provided Appendices 'A' and 'B' shall be in effect on the first teacher employment day of the 2024-2025 school term.
Grievance
Arbitration Binding — Final and binding arbitration through American Arbitration Association
If the Association is not satisfied with the disposition of the grievance at step #2 or the time limits expire without the issuance of the Superintendent's written reply, the Association may submit the grievance to final and binding arbitration. The American Arbitration Association shall act as the administrator of the proceedings.
Other
Arbitration Filing Days — Demand for arbitration must be filed within 30 days of step #2 answer
If a demand for arbitration is not filed within thirty (30) days of the date for the step #2 answer, then the grievance shall be deemed withdrawn.
Other
Assault No Wage Penalty — Work time lost due to assault results in no loss of wages for up to 60 calendar days following assault
Work time lost by the Employee because of an assault on the Employee which occurs within the scope of employment and within Board policy shall result in no loss of wages to the Employee, less any salary received from Workman's Compensation, and shall not be charged to the Employee's sick leave, provided this section shall cease to be operative sixty (60) calendar days following such assault.
Other
Assault On Teachers Legal Counsel — Assaults on teachers by students shall be regarded by the Board as a matter of grave concern. The Board shall provide legal counsel to advise the teacher generally of his/her rights and obligations with respect to such assault and shall render reasonable assistance to the teacher in handling the incident by law enforcement authorities, provided the teacher shall have acted within the scope of his/her employment and pursuant to Board policy.
Assaults on teachers by students shall be regarded by the Board as a matter of grave concern. The Board shall provide legal counsel to advise the teacher generally of his/her rights and obligations with respect to such assault and shall render reasonable assistance to the teacher in handling the incident by law enforcement authorities.
Other
Assault Protection Indemnification — Board provides indemnification and protection for claims and suits against Employee arising from unavoidable physical assault
The Board recognizes the lawful right of an Employee to protect him/herself or a student in case of an unavoidable physical assault and, as required by the School Code, shall provide indemnification and protection for claims and suits against the Employee.
Other
Assault Protection Legal Assistance — Board shall provide legal counsel to advise employee of rights and obligations regarding assault and render reasonable assistance in handling incident by law enforcement authorities, provided employee acted within scope of employment and Board policy
The Board shall provide legal counsel to advise the Employee generally of his/her rights and obligations with respect to such assault and shall render reasonable assistance to the Employee in handling the incident by law enforcement authorities
Leave
Assault Wage Protection — Work time lost by the teacher because of an assault on the teacher which occurs within the scope of employment and within Board policy shall result in no loss of wages to the teacher less any salary received from Workers' Compensation and shall not be charged to the teacher's sick leave, provided this section shall cease to be operative ninety (90) calendar days or the end of the school term following such assault, whichever is greater.
Work time lost by the teacher because of an assault on the teacher which occurs within the scope of employment and within Board policy shall result in no loss of wages to the teacher less any salary received from Workers' Compensation and shall not be charged to the teacher's sick leave, provided this section shall cease to be operative ninety (90) calendar days or the end of the school term following such assault, whichever is greater.
Other
Association Announcements — Announcements of Association business which have no impact on the student body may be read over the intercom system in each school building at the times regularly scheduled for announcements and on bulletin boards designated for Association Announcements.
Announcements of Association business which have no impact on the student body may be read over the intercom system in each school building at the times regularly scheduled for announcements and on bulletin boards designated for Association Announcements.
Other
Association Board Meeting Notice — President of Association or designee shall be given written notice, including electronic notice, of any Board meeting and copy of agenda or statement of purpose of regular and special meetings, 24 hours prior to scheduled time
The President of the Association or his/her designee shall be given written notice, which includes electronic notice of any meeting of the Board and a copy of the agenda or statement of purpose of regular and special meetings, if there be such, twenty-four (24) hours prior to the scheduled time of such meetings.
Other
Association Leave — Association representatives excused without loss of salary to attend local, state, or national conferences or business pertinent to Association affairs, up to ten total days in any school term, with Association reimbursing District for cost of substitute(s), with two days advance notice when possible
In the event that the Association desires to send representatives to local, state, or national conferences or on other business pertinent to Association affairs, these representatives shall be excused without loss of salary providing the Association reimburses the District for the cost of the substitute(s), for up to ten (10) total days in any
Leave
Association Leave Days — The Board shall provide a maximum of eleven (11) days of released time per school term for the Association President or his/her designee for Association business. In addition, the Board shall provide four (4) days of released time for the Association President or his/her designee to participate in community service activities. An individual teacher may be given additional released time, not to exceed forty (40) days per school term.
The Board shall provide a maximum of eleven (11) days of released time per school term for the Association President or his/her designee for Association business. In addition, the Board shall provide four (4) days of released time for the Association President or his/her designee to participate in community service activities.
Other
Association Meeting Dates — The first Wednesday of each calendar month during the school year shall be reserved for Association Representative Council meetings. Four additional days shall be reserved for Association General Meetings.
The first Wednesday of each calendar month during the school year shall be reserved for Association Representative Council meetings. Four additional days shall be reserved for Association General Meetings; these days shall be identified by the Association and the Administration shall have input on said days.
Other
Association Representation Grievance — Three Association representatives have right to be present and represent Association at grievance proceedings
Three (3) Association representatives shall have the right to be present and to represent the Association at any meeting, hearing, appeal or other proceedings relating to a grievance which has been formally presented.
Compensation
Ba Max Salary — Custodian salary cap
Salaries will be capped at the following hourly rates: Custodian: $25.00
Compensation
Ba Min Salary — Salary index and schedule set forth in Appendix A and A-1
The salary index and salary schedule shall be as set forth in Appendix 'A' and 'A-1' which is attached to and incorporated in this agreement. Such schedule shall be based on the calendar adopted by the Board.
Other
Bargaining Unit Recognition — IEA-NEA recognized as sole and exclusive bargaining representative for custodial, maintenance, and pony driver employees
The Board of Education of Downers Grove Grade School District #58, DuPage County, Illinois recognizes the Downers Grove Custodial Maintenance Association, IEA-NEA as the sole and exclusive bargaining representative for all full-time and part-time custodial, maintenance, and pony driver Employees.
Compensation
Base Salary Increase Yr1 — salary increase for four-year notice retirement plan
Eligible teachers shall have their creditable earnings for the four-year period to be used for TRS retirement salary calculation fixed at 4.5% per year for each of the four years, including all salaries, lane changes, step increases, supplemental pay or other salary payments.
Compensation
Base Salary Increase Yr2 — salary increase for three-year notice retirement plan
Eligible teachers shall have their salaries for the three-year period to be used for TRS retirement salary calculation fixed at 4.5% per year for each of the three years, including all salaries, lane changes, step increases, supplemental pay or other salary payments.
Compensation
Base Salary Increase Yr3 — 2024-2025 salary increase
All employees will have their salaries increased according to the schedules on the following pages, except those who have reached the salary caps: 2024-2025: 3%
Other
Behavior Management Training Availability — Staff working with disruptive student behaviors receive training on behavior management strategies; District provides intervention examples
Staff members who work with students who exhibit significant disruptive behaviors shall have the opportunity to receive training on effective behavior management strategies and techniques. The District shall also provide examples of behavioral interventions requiring minimal training that are available for staff use as well as examples of the types of behavior that typically require additional support beyond the classroom level.
Leave
Bereavement Days — leave granted under general conditions
Unless otherwise set forth in this Article, any leave of absence is subject to the following general conditions: Requests for leaves shall be made in writing to the Superintendent or designee at least one hundred and twenty (120) calendar days prior to the beginning of such leave.
Other
Board Administration Hearings Notice — When employee required to appear before Board or administration concerning matter that could lead to formal disciplinary action, employee entitled to have Association representative present and must be advised in writing of reasons for requirement at least 24 hours before appearance except in emergency
When an Employee is required to appear before the Board or the administration concerning any matter which could lead to formal disciplinary action (i.e., any discipline other than verbal), the Employee shall be entitled to have a representative of the Association present.
Other
Board Meeting Notification — The President of the Association or his/her designee shall be given written notice of any special meeting of the Board and a copy of the agenda, twenty-four (24) hours prior to the scheduled time of such meeting.
The President of the Association or his/her designee shall be given written notice of any special meeting of the Board and a copy of the agenda, twenty-four (24) hours prior to the scheduled time of such meeting.
Workday
Break Periods Daily — two fifteen (15) minute breaks every eight (8) hours of work
The standard work day shall include two fifteen (15) minute breaks every eight (8) hours of work. The breaks will be taken within the first 4 hours and the remaining 4 hours during the established shift.
Other
Class Size Recognition — Board recognizes number of students with whom teachers work is significant factor; will support reasonable teacher/student ratios within financial abilities
It is recognized by both parties that the number of students with whom teachers work is a significant factor in the learning environment. The Board will continue to support reasonable teacher/student ratios within its financial abilities.
Workday
Committee Assignments Limit — No teacher shall be required to serve on more than one district-wide committee and one intra-building committee during any one school term
No teacher shall be required to serve on more than one (1) district-wide committee and one (1) intra-building committee during any one school term.
Grievance
Complaint Procedure Notice Required — No disciplinary action initiated without formal complaint reported to teacher by administrator; teacher-principal conference may be held at teacher's request
No disciplinary action shall be initiated against a teacher as a result of a formal complaint prior to the reporting of such complaint to the teacher by an administrator. If requested by the teacher, a teacher-principal conference shall be held.
Other
Consulting Teacher Indemnification — Board shall indemnify and protect consulting teacher against civil rights, constitutional rights, and death/bodily injury/property damage claims
The Board shall indemnify and protect any teacher assigned as a consulting teacher against civil rights damage claims and suits, constitutional rights damage claims and suits, and death and bodily injury and property damage claims, including defense thereof, whenever damages are sought for negligence or wrongful acts.
Other
Consulting Teacher Requirements — Consulting teacher must have minimum 5 years teaching experience, excellent rating, and familiarity with assignment
A qualified consulting teacher shall be one who has received a rating of 'excellent' on his/her most recent evaluation, has a minimum of five (5) years teaching experience, and has a reasonable familiarity with the assignment of the teacher being evaluated.
Workday
Contract Days Teacher — Professional working hours expected before and after regular student day for effective performance of assigned and related professional duties
teachers are expected to be at school before and after the regular student day for a time sufficient to effectively perform their assigned and related professional duties to their students, the parents of their students and their colleagues.
Other
Corporal Punishment Policy Distribution — Written statement on corporal punishment distributed to teachers new to district within 10 days; policy changes distributed within 10 days
A written statement by the Board governing the use of corporal punishment of pupils shall be distributed to each teacher new to the district within ten (10) days of the date of employment. In the event that there is a change in the Board policy on the use of corporal punishment, a copy of the new policy, or change in policy, shall be distributed to each teacher within ten (10) days of the Board's action.
Insurance
Dental Coverage — Board paid individual dental coverage in the District plan
The Board shall provide each full-time teacher with the following coverage: Board paid individual dental coverage in the District plan.
Other
Discipline Classroom Responsibility — Teacher has fundamental responsibility for student discipline maintenance; temporary classroom exclusion permitted for disruptive behavior
The teacher has the fundamental responsibility for the maintenance of student discipline within his/her classroom. School staff will employ effective discipline practices that ensure the safety and dignity of students and staff, address the causes of a student's behavior and provide opportunities for all individuals involved in an incident to participate in its resolution, and teach students positive behavioral skills to become independent, self-disciplined citizens in the school community. A teacher may temporarily exclude a pupil from a classroom for
Workday
Discipline Procedures Review Annual — Policies, regulations, and procedures for student discipline reviewed with staff annually
Policies, regulations, and procedures for handling student discipline shall be reviewed with staff annually.
Other
Discipline Progressive — Board agrees with progressive and corrective discipline including oral reprimand, written reprimand, suspension with or without pay, and discharge. Board retains right to bypass progressive discipline steps when deemed necessary by Board in sole and exclusive discretion.
The Board agrees with the tenets of progressive and corrective discipline, including, but not limited to, oral reprimand, written reprimand, suspension with or without pay, and discharge. The Board retains the right to by-pass general progressive discipline steps, as outlined below, when deemed necessary by the Board in its sole and exclusive discretion.
Workday
Emergency Callback Minimum — When called back to work due to emergency, Employee guaranteed a minimum of two (2) hours paid
When an Employee is called back to work due to an emergency, inclement weather operations, and/or an alarm call, said Employee will be guaranteed a minimum of two (2) hours paid and will complete job responsibilities related to the call during that time.
Other
Emergency Closure Floating Holiday — Emergency closure affecting all 12-month Employees entitles maintenance/custodial Employee to one floating holiday
In the event of an emergency school closing that includes all twelve (12) month Employees, any maintenance or custodial Employee who is requested to report for work that day by the Superintendent or designee and reports to work for a standard work day shall be entitled to a floating holiday on a date mutually agreed upon by the Employee and the Director of Building and Grounds.
Other
Emergency Procedures Limits — Employees not asked to search for bombs/active shooters or provide professional emergency response during bomb threat, active shooter, or fire
In the event of a bomb threat, active shooter, or fire, employees shall render all possible aid in following established emergency response protocols. Employees will not be asked to search for bombs or active shooters, nor provide emergency response that would be expected to be provided by professional emergency responders such as fire and police.
Other
Employee Notification Reassignment — Written notice of temporary reassignment required if exceeding 8 hours or equivalent of one work day
In the event that the administration needs to reassign an employee from his/her regular assignment for more than eight (8) hours (or the equivalent of one work day), the employee shall be provided written notice of the temporary change of assignment.
Insurance
Employee Premium Share Pct — Board shall pay 91% toward total premium cost for individual coverage
The Board shall pay 91% toward the total premium cost for health and major medical insurance (including vision care) for each full time teacher electing individual coverage.
Evaluation
Evaluation Cycle Years — Any third-year teacher who has received three 'excellent' ratings or any fourth-year teacher who has received at least a rating of 'proficient' in the fourth school term
Any third-year teacher who has received three "excellent" ratings or any fourth-year teacher who has received at least a rating of "proficient" in the fourth school term who is given notice of dismissal for a reason other than reduction-in-force shall be afforded an opportunity, at his or her request, to meet with the appropriate administrator to discuss the dismissal.
Other
Excluded Positions — Director of Buildings and Grounds, Assistant Director of Buildings and Grounds, and other supervisors, managerial, confidential, and short-term employees excluded
excluding the Director of Buildings and Grounds, Assistant Director of Buildings and Grounds, and other supervisors, managerial, confidential, and short-term Employees as defined in the IELRA.
Grievance
Fact Finder Report Timeline — If the dispute is not settled prior thereto, the fact-finder shall within thirty (30) days after his/her selection, make findings of fact and recommend terms of settlement, which terms shall be advisory only.
If the dispute is not settled prior thereto, the fact-finder shall within thirty (30) days after his/her selection, make findings of fact and recommend terms of settlement.
Grievance
Fact Finder Response Deadline — Within ten (10) days from receipt of the recommended terms of settlement, each party must notify the fact-finder, in writing, of its decision to accept or reject the recommendations of the fact-finder.
Within ten (10) days from receipt of the recommended terms of settlement, each party must notify the fact-finder, in writing, of its decision to accept or reject the recommendations.
Grievance
Fact Finder Selection Timeline — The fact-finder shall, within ten (10) days after being selected, meet with the parties or their representatives, or both, either jointly or separately.
The fact-finder shall, within ten (10) days after being selected, meet with the parties or their representatives, or both, either jointly or separately.
Workday
Full Time Hours — Full-time employee shall work 8 hours per day, 40 hours per week
An Employee shall be considered full-time if he/she is employed eight (8) hours per day, forty (40) hours per week.
Grievance
Grievance Filing Deadline — Grievance must be filed within 15 days of occurrence or when occurrence may reasonably be ascertained
The filing of the grievance at this step shall be no later than fifteen (15) days following the occurrence complained of as the basis for the grievance or within fifteen (15) days of when the occurrence may reasonably be ascertained.
Other
Grievance Step1 Filing Days — Filing must occur within 15 days of occurrence or when reasonably ascertainable
The filing of the grievance at this step shall be no later than fifteen (15) days following the occurrence complained of as the basis for the grievance or within fifteen (15) days of when the occurrence may reasonably be ascertained.
Other
Grievance Step1 Meeting Days — Meeting to occur within 4 days of grievance receipt
The supervisor immediately involved will arrange for a meeting to take place within four (4) days after receipt of the grievance.
Other
Grievance Step1 Response Days — Supervisor must provide written answer within 10 days
The supervisor shall provide a written answer to the aggrieved Employee and the Association within ten (10) days after the meeting.
Other
Grievance Step2 Filing Days — Within 6 days after step #1 answer or 11 days after step #1 meeting, whichever is later
The Association and/or the Employee shall refer the grievance to the Superintendent or official designee within six (6) days after receipt of the step #1 answer or within eleven (11) days after the step #1 meeting, whichever is the later.
Other
Grievance Step2 Meeting Days — Superintendent arranges meeting within 5 days
The Superintendent shall arrange for a meeting to take place within five (5) days of his/her receipt of the appeal.
Other
Grievance Step2 Response Days — Written decision within 10 days of hearing
Upon conclusion of the hearing, the Superintendent shall have ten (10) days in which to provide his/her written decision with reasons to the Association or Employee.
Grievance
Grievance Steps — Three-step grievance procedure: Step #1 with supervisor, Step #2 with Superintendent, Step #3 with arbitration
The parties hereto acknowledge that it is usually most desirable for a teacher and his/her immediately involved supervisor to resolve problems through free and informal communications. When requested by the teacher, the building or Association representative(s) may accompany the teacher.
Insurance
Health Family Premium — Board pays 85% of total premium for family coverage (fifth year under graduated schedule)
The Board of Education will pay: 85% for the fifth year. The Employee pays: 15% for the fifth year.
Insurance
Health Single Premium — Board pays 91% of total premium for individual coverage
The Board shall pay 91% toward the total premium cost for health and major medical insurance (including vision care) for each full time teacher electing individual coverage.
Workday
Holiday Work Rate — paid at rate of two (2) times the Employee's regular hourly rate when scheduled or requested to work on a holiday
Full-time Employees scheduled or requested to work on a holiday as defined in 6.4 shall be paid at a rate of two (2) times the Employee's regular hourly rate.
Insurance
Hsa Employer Contribution — annual physical exam limit for teacher
Annual physical exam (for teacher) $400 limit.