Grievance
Arbitration Binding — Final and binding arbitration under the Labor Arbitration Rules of the American Arbitration Association
the Association may submit the grievance to final and binding arbitration under the Labor Arbitration Rules of the American Arbitration Association which shall act as the administrator of the proceedings.
Other
Association Leave — Up to 5 days per school year for official Association business without loss of pay
The District will permit employees from the bargaining unit to be absent from work without loss of pay for up to a maximum total for the entire bargaining unit of five (5) days per school year for official Association business
Other
Association Leave Conditions — No more than 2 employees from same building may use association leave at same time
No more than two (2) employees shall be on such leave at the same time. No more than two (2) employees from the same building shall be on such leave at the same time.
Leave
Association Leave Days — 6 days in the aggregate per year for Association representatives at conferences or other business pertinent to Association officers
Should the Association send representatives officially designated, in writing, to local, state or national conferences or on other business pertinent to Association officers, these representatives shall be excused without the loss of salary provided (a) the total days requested by the Association for such leaves does not exceed six (6) days in the aggregate per year.
Other
Association Leave Notification — Association President must provide 5 days advance notice in writing to Superintendent
The Association President shall deliver to the Superintendent written notification of the leave at least five (5) calendar days in advance of the commencement of the leave
Other
Association Recognition — East Maine Educational Support Personnel Association recognized as sole and exclusive bargaining representative
The Board of Education of East Maine School District #63 hereby recognizes the Illinois Education Association-NEA and its affiliated local, the East Maine Educational Support Personnel Association as the sole and exclusive bargaining representative
Compensation
Ba Min Salary — Custodian starting salary 2026-27
Contract Year 2026-27 Custodian salary: $56,738
Compensation
Base Salary Increase Yr1 — 4.4% increase from 2026-27 to 2027-28
New Wire Placement Salaries for 2026-27 through 2030-31 contract years showing custodian salary progression from $56,738 (2026-27) to $59,291 (2027-28).
Compensation
Base Salary Increase Yr2 — 4.0% increase from 2027-28 to 2028-29
Custodian salary progression from $59,291 (2027-28) to $61,663 (2028-29).
Compensation
Base Salary Increase Yr3 — 3.5% increase from 2028-29 to 2029-30
Custodian salary progression from $61,663 (2028-29) to $63,821 (2029-30).
Leave
Bereavement Days — Four (4) days of bereavement leave per death in immediate family or household
In the case of death in the immediate family or household, employees shall be granted up to four (4) days of bereavement leave per death without loss of pay.
Other
Board Meeting Notice — President of Association given notice of Board meetings at least 24 hours prior
When practicable, the President of the Association or the president's designee shall be sent a written notice of all regular and special meetings of the Board together with a copy of the agenda or statement of purpose of each meeting at least twenty-four (24) hours prior to the scheduled time
Other
Bulletin Board Space — Association has right to post notices on Association-supplied bulletin board at each work site
The Association shall have the right to post notices of activities and matters of Association concern on an Association-supplied bulletin board for support staff, of reasonable size, to be located at each work site.
Workday
Contract Days 10mo — Ten-month employees regular work year is 200 days plus paid holidays
The regular work year for ten-month employees shall be 200 days, plus the paid holidays referred to below.
Workday
Contract Days 12mo — Twelve-month employees regular work year is 260 days including vacations and holidays
The regular work year for twelve-month employees shall be 260 days, which total shall include in this amount vacations and holidays.
Workday
Contract Days Teacher — 40 hours per week
Any work beyond forty (40) hours per week shall be considered overtime work.
Other
Contract Effective Date — Upon date of execution through 11:59 June 30, 2031
This contract shall be effective upon the date of its execution and shall continue in effect until 11:59 June 30, 2031.
Insurance
Dental Coverage — true
The Board shall make available a dental insurance plan for full-time employees upon payment of premiums by employees subject to group and individual eligibility.
Other
Disciplinary Material Response — Employee shall be given copy of disciplinary material and opportunity to sign and respond
Employees shall be given a copy of any disciplinary material placed in his or her personal file and be given an opportunity to sign the material indicating that they received it, but do not necessarily agree with, its contents. The employee will be allowed to respond to any such materials and said response shall also be placed in the personnel file.
Other
Dues Deduction Timeline — Deductions prorated from each paycheck September 15 through June 30
The amount to be deducted shall be prorated from each paycheck, starting September 15, and ending June 30.
Leave
Emergency Closings Holiday — Floating holiday on date mutually selected by employee and Director of Operations and Maintenance, subject to final approval by the Principal
In the event of an emergency school closing that includes all twelve (12) month employees, any employee who reports for work that day shall be entitled to a floating holiday on a date mutually selected by the employee and the Director of Operations and Maintenance, and subject to final approval by the Principal.
Other
Employee Indemnification — No deduction in salary for time lost due to legal/quasi-legal proceedings where Board owes duty to defend and hold employee harmless
There shall be no deduction in salary for time lost as a result of legal or quasi legal proceedings brought against the employee or Board or where the Board owes the employee a duty to defend and hold employee harmless under 105 ILCS 5/10-20.20.
Insurance
Employee Premium Share Pct — Employee pays 5% of HMO Illinois/HMO Advantage Single Coverage premium without wellness program participation
HMO Illinois/HMO Advantage Single Coverage without Participation in Wellness Program: Board pays 95%, Custodian pays 5%
Evaluation
Evaluation Cycle Years — Current employees have evaluation conference with immediate supervisor at least every other year (biennially)
Current employees shall have a conference with his/her immediate supervisor at least every other year.
Evaluation
Evaluation Instrument — Any revisions to evaluation instruments and processes must be mutually agreed to
Any revisions to the evaluation instruments and processes will be mutually agreed to by both parties and in accordance with applicable laws.
Evaluation
Evaluation Process — All employees evaluated at least once per year by HR department; conference with supervisor at least every other year
The Human Resources Office shall advise all employees of the District's evaluation instrument. Current employees shall have a conference with his/her immediate supervisor at least every other year.
Grievance
Grievance Days Definition — Grievance 'days' means employee work days except during summer recess when means business office open days
As used in this Article, the term 'days' shall mean employee work days except during the summer recess, in which case 'days' shall mean days on which the School District business office is open.
Grievance
Grievance Definition — Grievance is claim of violation, misinterpretation, or misapplication of Agreement terms
Any claim by the Association or any employee that there has been a violation, misinterpretation, or misapplication of the terms of this Agreement shall be a grievance.
Grievance
Grievance Step 1 Initial — Step 1: Employee or Association must present grievance within 25 days of event giving rise to grievance
STEP I - Within twenty-five (25) days following the occurrence of the event giving rise to the grievance, the employee or the Association may present the grievance in writing to the immediate supervisor
Grievance
Grievance Step 1 Supervisor Meeting — Step 1: Supervisor arranges meeting within 10 days of grievance receipt
the immediate supervisor, who will arrange for a meeting to take place within (10) days after receipt of the grievance.
Grievance
Grievance Step 1 Supervisor Response — Step 1: Supervisor provides written response within 15 days of meeting
Within fifteen (15) days of the meeting, the grievant and the Association shall be provided with the immediate supervisor's written response, including the reasons for the decision.
Grievance
Grievance Step 2 Superintendent — Step 2: If unresolved at Step 1, grievance referred to Superintendent within 10 days of Step 1 answer
STEP II - If the grievance is not resolved at Step I, then the Association or employee may refer the grievance to the Superintendent or to the Superintendent's official designee within ten (10) days after the receipt of Step I answer.
Grievance
Grievance Step 2 Superintendent Meeting — Step 2: Superintendent arranges meeting within 10 days of appeal receipt
The Superintendent or designee shall arrange with the Association representatives for a meeting to take place within ten (10) days of the Superintendent's receipt of that appeal.
Grievance
Grievance Step 2 Superintendent Response — Step 2: Superintendent provides written response within 15 days of meeting
Within fifteen (15) days of the meeting, the Association shall be provided with the Superintendent's or designee's written response including the reasons for the decision.
Grievance
Grievance Step 3 Arbitration — Step 3: If unresolved at Step II, Association may submit grievance to final and binding arbitration
STEP III - If the Association is not satisfied with the disposition of the grievance at Step II, the Association may submit the grievance to final and binding arbitration.
Grievance
Grievance Steps — Step 1 (Director of Operations and Maintenance), Step 2 (Superintendent), Step 3 (Arbitration)
Step 1. The employee or the Association may present the grievance in writing to the Director of Operations and Maintenance... Step 2. If the grievance is not resolved at Step 1, then the grievant or the Association may refer the grievance to the Superintendent... Step 3. If the Association is not satisfied with the disposition of the grievance at Step 2... may submit the grievance to final and binding arbitration.
Grievance
Grievance Time Bar — Failure to act on grievance within prescribed time limits bars further appeal
The failure of an employee or the Association to act on any grievance within the prescribed time limits will act as a bar to any further appeal.
Other
Head Custodian Differential — Head custodian receives $900 differential for 60,001-120,000 square feet serviced
Head custodians will receive a pay differential to be added to their base salary as determined by the following criteria: Square Feet Serviced 60,001 to 120,000: Differential Per Custodian Supervised $900
Insurance
Health Single Premium — Board pays 100% of HMO Illinois/HMO Advantage Single Coverage with wellness program participation
HMO Illinois/HMO Advantage Single Coverage AND Participation in Wellness Program: Board pays 100%
Insurance
Hold Harmless Provision — Board acknowledges obligation to protect and indemnify employees covered by this Agreement from all claims, including defense thereof, when damages are sought for negligent acts allegedly committed within scope of employment or pursuant to Board direction.
The Board acknowledges its obligation pursuant to The School Code to protect and indemnify employees covered by this Agreement from all claims, including the defense thereof, when damages are sought for negligent acts allegedly committed within the scope of employment.
Other
Indemnification — Association shall indemnify and hold harmless Board for reasonable action complying with Article II regarding dues deduction
The Association shall indemnify and hold harmless the Board, its members, non-bargaining unit employees and agents from any and all claims, demands, suits and costs incurred in connection with any claims, demands or suits resulting from any reasonable action taken or omitted by the Board
Other
Information Requests — District shall respond to information requests within 10 working days
Responses to written requests will occur as soon as is practical, but in no case longer than 10 working days, unless the parties agree to a reasonable extension of time.
Other
Job Descriptions — Superintendent or designee may convene meeting to review and revise bargaining unit job descriptions if requested by Association President
If requested by the Association President, the Superintendent or designee will convene a meeting for the purpose of reviewing and revising bargaining unit job descriptions.
Leave
Judicial Hearing Leave — Employee subpoenaed to appear before legal or quasi-legal review panels receives leave with no pay deduction
Any employee who is subpoenaed to appear before legal or quasi-legal review panels as a witness in a proceeding will be provided leave and shall receive no pay deduction.
Leave
Jury Duty Leave — Employee shall be paid full salary with no loss of benefits or contractual advantage during jury duty
Any employee called for jury duty during working hours shall be paid his/her full salary for such time and suffer no loss of benefits or contractual advantage.
Compensation
Lane Advancement Allowed — true
For purposes of initial employment, the District may award up to five years credit for verified, relevant, full-time employment experience.
Rif
Layoff Order — Reverse order of seniority within separate classifications: Maintenance Men, Head Custodian/Floater, Day/Night Custodian
If necessary to reduce the size of the staff, it shall be done in the reverse order of seniority within the separate classifications which are: Maintenance Men; Head Custodian/Floater; and Day/Night Custodian.
Workday
Library Health Clerk Hours Weekly — Library assistants and health clerks work 35 hours per week for 184 days per year
Library assistants and health clerks will work 35 hours a week for a total of 184 days each year.
Compensation
Longevity Increase — Longevity of $0.60 per hour beginning with 15th year of full-time service
Longevity: Commencing with the 15th year of full-time service in the District - $0.60 per hour. Commencing with the 20th year of full-time service in the District - an additional $0.40 per hour for a total longevity of $1.00 per hour.
Workday
Lunch Break Hours — Half hour consecutive, duty free non-paid lunch period during each 8 hour work shift
Each full-time employee shall be entitled to a half hour consecutive, duty free non-paid lunch period during each eight (8) hour work shift, and one 15-minute break per each four hours worked.
Other
Meeting On District Property — Association may hold reasonable number of official meetings per year on District property
The Association and its representatives shall have the right to hold a reasonable number of official meetings per year on District property, related to the Association's role as bargaining agent for bargaining unit employees
Compensation
Membership Dues Deduction — Board shall deduct membership dues with written authorization
The Board shall deduct from the pay of each employee the membership dues of the Association, provided that, at the time of such deduction, there is in the possession of the Board a written authorization form for dues deduction executed by the employee.
Compensation
Minimum Call In Pay — Minimum payment of three (3) hours pay at employee's rate when called to work outside regular work schedule
When an employee is called to work outside his/her regular work schedule, he/she shall be paid a minimum payment of three (3) hours pay (at the employee's rate).
Evaluation
New Employee Evaluation Timeline — New employees shall have conference with immediate supervisor within 5 days of probationary period completion
All new employees will have a conference with his/her immediate supervisor within 5 days of the completion of the probationary period.
Other
New Employee Notice — District shall furnish names and addresses of newly hired bargaining unit employees within 14 days
Names and addresses of newly hired bargaining unit employees shall be furnished to the Association President, in writing, within fourteen (14) days of their employment.
Other
No Strike Clause — No strike authorized during agreement term
During the term of this Agreement and any extension thereof, no employee covered by this Agreement, nor the Association, nor any person acting on behalf of the Association, shall ever or at any time engage in or authorize any strike, or other refusal to render full and complete services to the Board.
Retirement
Off Schedule Bonus Yr1 — Retirement service stipend of $200.00 per year for 11-14 years of service
Years of Service 11-14 years: $200.00/year
Compensation
Overtime Rate — Overtime work shall be paid at one and one-half (1-1/2) times the employee's regular hourly rate, provided overtime worked on Sundays and holidays declared by the Board shall be paid at two times the employee's regular hourly rate.
Overtime work shall be paid at one and one-half (1-1/2) times the employee's regular hourly rate, provided overtime worked on Sundays and holidays declared by the Board shall be paid at two times the employee's regular hourly rate.
Workday
Overtime Threshold — Full-time employees working more than 40 hours per week compensated at time and a half
Full-time employees who work more than forty (40) hours in a work week will be compensated at time and a half.
Leave
Parental Leave Duration — Leave may not exceed balance of school year plus one additional school year
In no event shall the leave exceed the balance of the school year in which it is commenced and one (1) additional school year.