Other
Agreement Effective Date — August 1, 2024
This Agreement shall be effective August 1, 2024 and shall continue in effect until June 30, 2028.
Other
Agreement Expiration Date — June 30, 2028
This Agreement shall be effective August 1, 2024 and shall continue in effect until June 30, 2028.
Other
Annual Sick Leave Incentive — End-of-semester stipend: $400 for 0-2 sick days; $200 for 2.5-4 sick days. Non-eligible if submitted irrevocable retirement letter or entered 6% TRS limitation.
At the end of each school semester, any certified personnel who take 0-2 sick days will be compensated with a $400.00 end-of-semester stipend. Any certified personnel who take 2.5-4 sick leave days will be compensated with a $200.00 end-of-semester stipend. A bargaining member who has submitted his/her irrevocable letter of retirement and has entered into the 6% TRS limitations will not be eligible to receive this stipend.
Grievance
Arbitration Binding — Binding arbitration through the American Arbitration Association
The Association, with the approval of the grievant may submit the grievance to final and binding arbitration through the American Arbitration Association, which shall act as administrator of the proceedings.
Other
Association Bulletin Boards — Association has right to post notices on at least one bulletin board in each school building
The Association shall have the right to post notices of its activities and matters of Association concern on at least one bulletin board in each school building.
Other
Association Mailbox Use — Association has right to use employee mailboxes for official business; if declared illegal, may use District mail service
The Association shall have the right to use employee mailboxes for EAEA official business. If declared illegal in the future, the Association shall have the right to use the District mail service for EAEA official business.
Other
Association Representation Rights — Association has sole and exclusive negotiating agent status for all regularly employed certified teachers
The Board of Education of East Alton Elementary School District No. 13, Madison County, Illinois, hereby recognizes the East Alton Education Association, an affiliate of the Illinois Education Association and the National Education Association, as the sole and exclusive negotiating agent for all regularly employed certified teachers.
Compensation
Ba Max Salary — Parent Educator FY 26 hourly rate $32.54, FY 27: $34.49
Parent Educator FY 25: $30.70; FY 26: $32.54; FY 27: $34.49; Nurse FY 25: $32.64; FY 26: $34.60; FY 27: $36.67
Compensation
Ba Min Salary — Starting hourly rate for TA Para at $18.12
TA Para FY 25: $18.12; TA 60 hours FY 25: $18.29; TA 90 hours FY 25: $18.45; TA 120 hours FY 25: $18.62
Compensation
Base Salary Increase Yr1 — 7% salary increase
Any employee eligible to retire under the Teacher Retirement System and who provides the District with an irrevocable letter of retirement effective in one (1) year shall go off of the salary schedule and shall instead receive a 6% salary increase over the previous year's creditable earnings for the employee's final year of employment.
Compensation
Base Salary Increase Yr2 — Approximately 6% increase from FY 26 to FY 27 at step 1
Teacher Assistant 90 Hrs step 1: FY26 $19.56, FY27 $20.74 (6.0% increase)
Compensation
Base Salary Increase Yr3 — 6% salary increase for 2026-2027 school term
A 6% SALARY INCREASE FOR THE 2026-2027 TERM
Leave
Bereavement Days — Up to three days non-cumulative funeral leave for immediate family death; one day for aunts, uncles, nieces, nephews
Non-cumulative funeral leave of up to three (3) days will be allowed for cases of death in the immediate family. Additionally, one day of funeral leave will be allowed for aunts, uncles, nieces and nephews.
Other
Board Meeting Notice — Association president given written or electronic notice of officially convened Board meeting notice
The president of the Association shall be given written or electronic notice of an officially convened notice of the Board.
Other
Board Suspension Authority — Board of Education may suspend teacher with or without pay for just cause not exceeding 20 days or until next regularly scheduled Board meeting. Prior opportunity for hearing before Board with allegations, evidence, and identity of accusers present. Teacher given written suspension notice with beginning/ending dates and reasons.
The Board of Education may suspend a teacher with or without pay for just cause. Prior to such suspension, the Board shall provide the teacher an opportunity for a hearing before the Board. At the hearing, allegations, evidence and the identity of the person(s) making the charge will be present. The teacher will be provided the opportunity to explain his/her position and refute the charges at the hearing. The teacher shall have the right to Association representation and shall have
Other
Board Waiver Notification — Board must notify Association in writing within 3 work days after Board meeting approval if requesting waiver/modification of statutory mandates; provide copy of waiver proposal before state submission
If the Board considers requesting such a waiver or modification, it shall notify the Association in writing within three (3) work days following the Board Meeting at which such a request for waiver was approved by the Board. The Board will provide the Association with a copy of the written waiver proposal prior to submission to the state.
Other
Categories Of Position — Bus Drivers/Courier/Bus Monitors, Cafeteria Workers, Groundskeeper, Monitors, Secretaries, Teacher Assistants, Parent Educators, Care Provider, District Nurse, Custodians, Medical Tech, Maintenance
Bus Drivers/Courier/Bus Monitors, Cafeteria Workers, Groundskeeper, Monitors, Secretaries, Teacher Assistants, Parent Educators, Care Provider, District Nurse, Custodians, Medical Tech, Maintenance.
Workday
Contract Days Teacher — Teachers may stay an additional thirty (30) minutes nine (9) days per year for meetings at least seven calendar days prior written notice
teachers shall stay an additional thirty (30) minutes nine (9) days per year for meetings. At least two (2) of these meetings per year shall be reserved for Association meetings.
Insurance
Dental Coverage — The parties further agree that if the medical insurance carrier has a dental plan available as part of the coverage, at no additional premium cost, such dental plan shall be provided to the employees.
The parties further agree that if the medical insurance carrier has a dental plan available as part of the coverage, at no additional premium cost, such dental plan shall be provided to the employees.
Insurance
Dependent Premium Board Contribution — Board contributes $150/month toward dependent premium
contribute $150.00 per month toward the dependent premium of group hospitalization and medical insurance policy for each certificated employee enrolled and teacher
Other
Dismissal Decision Not Subject To Grievance — The parties agree that the decision by the Board to dismiss a tenured teacher for cause shall not be subject to the grievance procedures of this agreement
The parties agree that the decision by the Board to dismiss a tenured teacher for cause shall not be subject to the grievance procedures of this agreement.
Other
District Name — East Alton School District No. 13
This Agreement shall be effective August 1, 2024 and shall continue in effect until June 30, 2028.
Compensation
Dues Deduction — Payroll deductions for Association dues made in accordance with School Code Chapter 122, Paragraph 24:21.1
Payroll deductions for Association dues will be made in accordance with provisions contained in School Code Chapter 122, Paragraph 24:21.1.
Other
End Of Year Sick Leave Stipend — Classified personnel taking 0-2 sick days receive $400 end-of-year stipend; 2.5-4.0 sick days receive $200 stipend
At the end of each school year, any personnel who take 0-2 sick days will be compensated with a $400.00 end-of-year stipend. Any classified personnel who take 2.5-4.0 sick days will receive a $200.00 end-of-year stipend.
Evaluation
Evaluation Conference Days — Post-evaluation conference within 5 workdays after employee receives evaluation
The employee and the supervisor shall meet to discuss the evaluation within five (5) workdays after the employee has received the evaluation.
Evaluation
Evaluation Cycle Years — Non-probationary employees evaluated at least once during three-year cycle
Non-probationary employees will be evaluated at least once during the employee's three-year cycle.
Evaluation
Evaluation Notification Days — Supervisor shall notify employee within 60 workdays following beginning of third work year of evaluation procedures
Within sixty (60) workdays following the beginning of the employee's third work year since last evaluation, the supervisor shall notify the employee as to the evaluation procedures, standards, instruments, and job description.
Evaluation
Evaluation Observation Minutes — Minimum 30 minutes per on-the-job observation
Each evaluation shall be conducted with no less than two (2) on-the-job observations by the supervisor for not less than thirty (30) minutes for each observation.
Evaluation
Evaluation Report Days — Written evaluation provided within 5 workdays following most recent observation
All evaluations shall be reduced to writing and a copy given to the employee within five (5) workdays following the most recent observation.
Other
Food Service Certification Stipend — Board adds $0.15 per hour for Food Service employees with Sanitation Certificate; reimburses up to $129 for initial certification and $100 for renewal every four years
The Board will add $.15 per hour to the pay rate of each Food Service employee with a current Sanitation Certificate. The Board will reimburse Food Service employees up to $129.00 for obtaining the initial Sanitation Certificate and up to $100.00 every four years for renewal.
Grievance
Grievance Filing Not In Personnel File — Records related to a grievance shall not be considered a part of the permanent personnel file of the grievant
Records related to a grievance shall not be considered a part of the permanent personnel file of the grievant.
Grievance
Grievance Release Time — If Step B1, B2, B3 meeting or arbitration hearing requires employee or Association representative be released from assignment, they released without loss of pay or benefits
Should any Step B1, B2, B3 meeting or an arbitration hearing require that an employee or an Association representative be released from their regular assignment, the employee or Association representative shall be released without loss of pay or benefits.
Grievance
Grievance Steps — Step 1: Principal; Step 2: Superintendent; Step 3: Board of Education; Step 4: Arbitration
Within thirty (30) days of the date that the grievant becomes aware of the event giving rise to the grievance, the grievant shall present the grievance in writing to the Principal... If the grievance is not resolved at Step 2, the grievant may submit it to the Board... If the Association is not satisfied with the disposition of the grievance at Step 3, or the time limits expire without the issuance of the Board's reply, the Association, with the approval
Grievance
Grievance Withdrawal — A grievance may be withdrawn at any level without establishing precedent
A grievance may be withdrawn at any level without establishing precedent.
Insurance
Health Family Premium — Board contributes $150.00 per month toward family premium
contribute $150.00 (up to $75 per month for part-time) per month toward family premium of the District's group hospitalization and medical insurance policy
Insurance
Health Insurance Max Board Contribution — Board contributes maximum $850/month towards health insurance costs
Board of Education will contribute a maximum of $850.00 per month towards an employee's total health insurance costs
Insurance
Health Single Premium — Board contributes up to $850.00 per month toward individual health insurance premium
The Board will contribute up to $850.00 per month toward individual health insurance premium (up to $425 per month for part-time)
Other
Information To Association — Board furnishes single copies at no cost to Association of all available information necessary for Association's right of representation in electronic or hard copy
The School Board agrees to furnish single copies at no cost to the Association, in response to reasonable requests, all available information necessary for the Association's right of representation (electronic or hard copy).
Workday
Instructional Minutes Day — Teachers are expected to work seven hours and fifteen minutes (7 hours & 15 minutes) per day
Teachers are expected to work seven hours and fifteen minutes (7 hours & 15 minutes) per day. The instructional starting time shall be between 8:00am and 8:30am unless mutually agreed upon.
Compensation
Ma Max Salary — Step 12 MA base salary
Step 12 MA salary is 68059 in 2024-2025 SLP/Social Work schedule.
Compensation
Ma Min Salary — Step 1 MA base salary
Step 1 MA salary is 53194 in 2024-2025 SLP/Social Work schedule.
Other
Mou Hiring Window — Hiring window opens upon MOU effective date through July 15; third-party agency sourcing for 2025-26 if not filled by district
Once this agreement goes into effect, a hiring window will be opened through July 15. During this window, the district may interview candidates from a third party agency. Any position filled through a third party for the duration of the 2025-26 school year will be posted no later than March 1, 2026 with the intent of it being filled by the district for the 2026-27 school year.
Other
Mou Purpose — Sets criteria for providing support services including school psychologist, speech-language pathologist, social workers
This Memorandum of Understanding (MOU) sets the terms and understanding between the East Alton School District #13 and the East Alton Education Association to set the criteria for providing support services.
Other
No Discipline Without Just Cause — No tenured teacher shall be disciplined without just cause. Discipline defined as written warnings excluding evaluative documents and suspension with/without pay. Discipline shall be progressive in nature depending on severity of offense.
No tenured teacher shall be disciplined without just cause. Disciplinary shall be defined as written warnings (excluding evaluative documents related to classroom performance or management) and suspension with or without pay. Discipline shall be progressive in nature, depending on the severity of the offense.
Other
No Discrimination Association Activities — No teacher shall be discriminated against because of Association activities
No teacher shall be discriminated against because of Association activities.
Grievance
No Reprised Grievance — No reprisals shall be taken by Board or Administration against any employee because of employee's participation in a grievance
No reprisals shall be taken by the Board or the Administration against any employee because of the employee's participation in a grievance.
Compensation
Off Schedule Bonus Yr1 — Certified employees will be paid at a rate of $50 per hour when attending workshops, training or in-services, curriculum planning, or teaching summer school
Certified employees will be paid at a rate of $50 per hour when attending workshops, training or in-services, curriculum planning, and/or teaching summer school, after school tutoring, working after school events and similar activities
Other
Opt Out Stipend — Employees who elect not to join District's health insurance plan receive one-time stipend of $1,200/year
Any employee who elects to not join the District's health insurance plan will receive a one-time stipend of $1,200 for year which includes the TRS portion of the benefit
Other
Paid Holidays — Independence Day, Labor Day, Columbus Day, Thanksgiving Day and following Friday, Christmas Day, December 26, New Year's Day, New Year's Day, Dr. Martin Luther King's Birthday, President's Day, Casmir Pulaski Day, Spring Day, Memorial Day, Juneteenth
All employees shall have the following days off without loss of pay: Independence Day, Labor Day, Columbus Day, Thanksgiving Day and the following Friday, Christmas Day, December 26, New Year's Day, New Year's Day, Dr. Martin Luther King's Birthday, President's Day, Casmir Pulaski Day, Spring Day, Memorial Day, Juneteenth.
Other
Part Time Teacher Benefits Prorata — Part-time teachers entitled to all benefits described on pro rata basis
Part-time teachers are entitled to all the benefits described herein on a pro rata basis.
Leave
Personal Days Annual — Teachers shall be entitled to two (2) personal leave days per year for which no reason shall be given
Teachers shall be entitled to two (2) personal leave days per year for which no reason shall be given. Unused personal leave days shall accumulate to a maximum of three (3) personal leave days for any year.
Other
Personnel File Access Restricted — Only employee's immediate supervisor, Superintendent, or designee may access personnel file without prior written employee consent unless authorized agent/agency with jurisdiction
No one other than the employee's immediate supervisor, the Superintendent, or his/her designee shall have access to the employee's personnel file without prior written consent of the employee unless required by an authorized agent or agency having jurisdiction.
Other
Personnel File Restrictions — Materials related to discipline/re-employment/conduct cannot be placed in personnel file unless employee first given copy and opportunity to discuss; no anonymous complaints; separate file for unfounded sexual harassment allegations
Materials related to discipline or re-employment, or any materials related to an employee's conduct, service, character, or personality may not be placed in the personnel file unless the employee has first been given a copy of such material and given an opportunity to discuss such material with the appropriate supervisor or administrator. No anonymous complaint shall be contained in the file.
Other
Personnel File Review Rights — Each employee has right to review personnel file contents at least twice yearly during normal business hours and respond in writing
Each employee shall have the right, upon prior written request, to review the contents of his/her personnel file at least twice yearly and to respond in writing and place therein reactions to any of its contents. This should be done during normal business hours.
Other
Political Activities Protected — Board recognizes right of employees as individuals to engage in partisan political activities of choice, provided activity does not interfere with instruction or occur during work hours
The Board recognizes the right of employees, as individuals, to engage in partisan political activities of their choice, provided that such activity does not interfere with the instructional process or take place during work hours.
Retirement
Retirement Pickup Pct — $1,500 annual longevity compensation at 19th, 23rd, 27th, and 31st consecutive years of service
Additional annual compensation of $1,500 for service in the district will be granted at the beginning of the 19th, 23rd, 27th, and 31st consecutive years of service in the District for all employees.
Retirement
Retirement System — TRS (Teachers Retirement System) with age standards and 15 years of continuous service required for sick leave payout
At the time of retirement, provided the employee has met TRS age standards and 15 years of continuous service in District No. 13, payment for accumulated sick leave days in excess of ninety (90) will be paid at the rate of $40.00 per day for the first eighty (80) days in excess of ninety (90), and at a rate of $32.50 per day for the next eighty (80) days.
Rif
Rif Notification Date — RIF notice must be completed on or before April 15
RIF notice must be completed on or before April 15.
Rif
Rif Recall Reporting Days — Recalled employee must report to work within 14 calendar days if required
The Board may fill the position on a temporary basis until the recalled employee can report for work, providing the employee reports to work within fourteen (14) calendar days, if required.
Rif
Rif Recall Response Days — Recalled employee given 10 calendar days to accept or refuse recall position
A recalled employee shall be given ten (10) calendar days from receipt of notice of recall to inform the Board of acceptance or non-acceptance of the position.