Other
Agreement Duration — July 1, 2026 through June 30, 2028
16.01 This agreement shall be in effect on July 1, 2026 school year and shall continue in full force and effect until June 30, 2028.
Grievance
Arbitration Binding — Final and binding arbitration available at Step 4
If the grievance is not resolved at Step Three, the grievant and Association jointly may submit the grievance to final and binding arbitration within thirty (30) days of the Step Three response.
Other
Association Building Use — Association may use school building before/after school day for meetings; custodial reimbursement required within 30 days
The Association shall have the right to use the school building immediately before or after the normal arrival and departure time for the staff for Association meetings on dates not in conflict with the school schedule. Such use of the building will be scheduled with the Superintendent. If the meetings require custodial service to accommodate the Association, the Association will reimburse the Board for the cost of the same within thirty (30) days of receiving an invoice.
Other
Association Dues Deduction — Continuous dues deduction authorized; cancellable between August 15 and September 15 annually
Any teacher who is a member of the Association may sign and deliver to the Board Office an assignment authorizing continuous deduction of Association dues. The Association shall notify the Office in writing of the total amount of annual or monthly dues. Such written authorization and assignment shall continue in effect unless canceled by the originating teacher. The assignment may be canceled between August 15 and September 15 of any year by written notice to the District and the Association.
Leave
Association Leave — Maximum five (5) days per school year for Association representatives attending conferences; requires 10 school days advance written notice; at daily substitute rate reimbursement
In the event the Association desires to send representatives to local, state, or national conferences, these representatives may be excused without loss of salary providing the Association reimburses the District on the basis of the daily substitute rate for each day used and written permission for such leave had been approved by the Superintendent. As a guideline, all written requests must be submitted at least ten (10) school days prior to the date(s) indicated in the leave request. The maximum
Compensation
Ba Max Salary — Bachelor's degree, step 30, 2026-2027
Field School Salary 2026-2027: Years of Service 30, B column shows $63,743.72
Compensation
Ba Min Salary — Bachelor's degree, step 1, 2026-2027
Field School Salary 2026-2027: Years of Service 1, B column shows $43,935.52
Compensation
Base Salary Increase Yr1 — 2026-2027 to 2027-2028 salary schedule increase
Field School Salary 2026-2027 and 2027-2028 salary schedules show increases from BA step 1 of $43,935.52 to $45,009.45
Leave
Bereavement Days Immediate Family — Sick leave interpreted to include serious illness or death in immediate family
Sick leave shall be interpreted to mean personal illness, pregnancy and related conditions of disability, quarantine at home, serious illness or death in the immediate family or household, birth, adoption or placement for adoption, mental or behavioral health complications, illness of child's childcare provider.
Leave
Child Birth Leave — Up to 30 days of paid sick leave for birth of child
Teachers and other employees to which the section applies are entitled to use up to 30 days of paid sick leave because of the birth of a child that is not dependent on the need to recover from childbirth.
Other
Class Grievance — Class grievances involving multiple teachers/supervisors or administrator above building level may be filed at Step Two
Class grievances involving one or more teachers or one or more supervisors and grievances involving an administrator above the building level may be initially filed by the Grievant at Step Two.
Workday
Contract Days Teacher — Regular school term is 185 days
In the event the Board decides to extend the regular school term beyond 185 days, the rate of daily pay for each employee shall be 1/185 of the employee's annual scheduled rate of pay for each day of extended work required.
Other
Discipline Emergency Removal — Teacher may be temporarily removed for up to 5 work days in emergency situation
In an emergency situation, such as alleged criminal activity or other behavior that could be perceived as being potentially harmful to students, as determined by the Superintendent or Board of Education, a teacher may be temporarily removed for up to five (5) work days pending compliance with 1 through 3 above.
Other
Discipline Procedure Conference — Discipline requires conference with administrator prior to action
Discipline or dismissal (other than by reduction in force) of any tenured teacher shall be for just cause and preceded by: 9.01.1 A conference with the teacher by the appropriate administrator prior to taking any action.
Other
Discipline Representation — Teacher may have Association representative at disciplinary meeting
In the event an administrator requires a teacher to attend a meeting for the purpose of placing a teacher on remediation or disciplining said teacher, the teacher, upon request, may have an Association representative, FTA president, present.
Leave
Duty Free Lunch — Duty-free lunch period not less than 30 minutes
Every teacher shall be provided a duty-free lunch period equal to the regular local school lunch period but not less than thirty (30) minutes in each school day.
Insurance
Employee Premium Share Pct — Dependent spouse coverage begins 2026-2027; dual employment results in $625.00 monthly for one spouse
Beginning with the 2026-2027 school year, when both spouses are employed in the District, the Board shall provide $625.00 per month for only one of the spouses.
Evaluation
Evaluation Cycle Years — Tenured teachers with Excellent or Proficient rating evaluated once every three school years; Needs Improvement or Unsatisfactory rating evaluated once in following school year
tenured teachers whose previous performance has been rated as (i) 'Excellent' or 'Proficient' must be evaluated at least once in the course of every three school years (ii) 'Needs Improvement' or 'Unsatisfactory' must be evaluated once in the school year following the receipt of that rating.
Other
Extra Duty Assignments — Board retains prerogative to create and fill extra duty assignments; rates negotiated with Association
15.03 It is recognized that the Board can create any extra duty assignments, with the Association and Board negotiating the rate of pay. Prior to resolving the rate of pay, the Board retains the prerogative to temporarily establish the rate of pay.
Grievance
Grievance Steps — Step 1 (immediate supervisor), Step 2 (Superintendent), Step 3 (Board of Education), Step 4 (Arbitration)
If the grievance is not resolved in Step One, then the aggrieved may refer the grievance to the Superintendent... Step Two. If the alleged grievance is not resolved in Step Two, the grievant may refer the grievance to the Board of Education... Step Three. If the grievance is not resolved at Step Three, the grievant and Association jointly may submit the grievance to final and binding arbitration within thirty (30) days of the Step Three response.
Insurance
Health Single Premium — Board contribution for major medical insurance
In the event teachers are interested in participating in the major medical insurance program offered by the Board, the Board shall provide $650.00 per month with a cap of $112,500.
Other
Impasse Mediation — After 45 days before first day of school, parties may jointly request mediator; FMCS or other mediator; Illinois Educational Labor Relations Board selects if no agreement on private mediator
It is agreed that the parties, after 45 days before the first day of school, will jointly request the service of a mediator if either party to this Agreement declares impasse. The parties may select the services of the Federal Mediation and Conciliation Service (FMCS) or other appropriate mediator.
Leave
Jury Duty Leave — Paid leave for jury duty; reimbursement turned over to District
A teacher who is subpoenaed as a witness in a civil or criminal case, or is called and serves on a jury, shall be granted paid leave for that period of time he/she is unable to report to work.
Compensation
Lane Advancement Allowed — Lane changes allowed upon meeting degree requirements with superintendent approval
15.05.1 When by reason of added college training, a teacher believes he/she may be eligible to advance on the salary schedule, written application on a form provided by the District for such advancement must be on file in the Superintendent's Office not later than the tenth day of the school term.
Compensation
Ma Max Salary — Master's degree, step 30, 2026-2027
Field School Salary 2026-2027: Years of Service 30, M column shows $65,954.87
Compensation
Ma Min Salary — Master's degree, step 1, 2026-2027
Field School Salary 2026-2027: Years of Service 1, M column shows $46,146.67
Other
No Reprisals — No reprisals for participation or lack of participation in grievance
No reprisals of any kind shall be taken by the Association or the Board against any teacher because of his/her participation or lack of participation in a grievance.
Other
No Strikes Disruptions — No strikes, slowdowns, picketing, or recognition of picket lines permitted during contract term
14.01 During the term of the Agreement and any mutually agreed upon extension thereof, no employee covered by this Agreement, nor the Association, nor any person acting on behalf of the Association shall engage in, authorize, or instigate a strike, slowdown, picketing, or recognition of any picket line at the School District's premises.
Compensation
Off Schedule Bonus Yr1 — Perfect attendance bonus
Perfect Attendance $350.00; 1 Day Absence $300.00; 2 Day Absence $250.00; 3 or more days $ 0.00
Compensation
Off Schedule Bonus Yr2 — Retirement incentives: One-Year (6%), Two-Year (6%) available under 15.07 conditions
If the eligible teacher gives the Board an irrevocable letter of intent to retire prior to May 1 stating that he/shall retire at the end of the next school year, the teacher will be removed from the salary schedule and for the final year of employment the teacher's nonexempt TRS creditable earnings shall be increased by six percent (6%).
Compensation
Payroll Frequency — Employees paid twice per month
Employees shall be paid twice a month (on the 10th and the 25th of the month or the last business day before the pay date). Employees may opt for a ten-month or twelve-month payroll.
Compensation
Payroll Options — Teachers may elect 10-month or 12-month payroll basis
Teachers shall have the option of receiving their pay on a ten (10) or twelve (12) month basis. This decision shall only be made annually, with written notification being made between August 1 and August 30 each year, otherwise the pay basis will remain the same as the prior year for that teacher.
Other
Permanent Personnel File Location — One official permanent file maintained in Superintendent's Office
Only one official permanent file shall be maintained by the District, which shall be located in the Superintendent's Office. It is understood between the parties that the administrators retain the prerogative to maintain their own informal working personnel files.
Leave
Personal Days Annual — 3 days per year, not cumulative
Teachers will be granted with full pay three (3) days absence in any year (not cumulative) as personal leave days to deal with important matters not directly connected with education.
Other
Personnel File Copy Cost — Cost per page for reproduction of file materials
Upon written request by a teacher, the Superintendent's Office will reproduce additional copies of any materials from his/her permanent personnel file, except confidential material as defined in 8.02. The teacher shall reimburse the District at the rate not to exceed $0.05 per page.
Other
Personnel File Response Time — Teacher may respond to file materials within 15 work days
Teachers will be provided a copy of any material placed in their permanent personnel file. Within fifteen (15) work days following the date any material is entered into the teacher's permanent personnel file, the teacher shall have the right to respond and his/her response shall be attached to the file.
Other
Personnel File Review Notice — Teacher may review file with 2 working days advance written notice
Each teacher shall have the right to review the contents of his/her permanent file, during normal business hours, and not interrupt the operation of the school, except confidential materials as defined by the Personnel Records Act Chapter 48, Section 2010, upon making a written request at least two (2) working days in advance whenever possible.
Workday
Preparation Time Daily — Two preparation/planning periods daily
Each teacher shall receive two (2) preparation/planning period each day on a regular attendance day. A planning period be of at least twenty-five (25) consecutive, uninterrupted minutes.
Other
Professional Concerns Committee — Professional Concerns Committee meets during September, November, January, March and May with Superintendent, Principal, and Association representatives
During the months of September, November, January, March and May, the Superintendent and Principal, along with two (2) representatives from the Board on a rotating basis, shall meet at mutually agreed upon times and places with the President of the Association and two (2) members of the Association on a rotating basis. The purpose of the Committee is to discuss working conditions and/or educational issues that relate to the teaching staff, other than grievances.
Rif
Recall Response Time — Teacher has 7 business days to respond to recall offer
If a decision is made to recall a teacher, the affected teacher shall have seven (7) business days in which to respond, with the timelines beginning on the date the notification was sent by certified mail to the teacher.
Rif
Recall Rights Period — Recall rights available within one calendar year from beginning of following school term
If the Board has any vacancies within one (1) calendar year from the beginning of the following school term, the positions shall be offered to the teachers so honorably dismissed by appropriate resolutions if they are legally qualified to hold such position.
Rif
Recalled Teacher Seniority — Recalled teacher reinstated with no loss of seniority, tenure rights, sick leave, or salary schedule position
A recalled teacher shall be reinstated with no loss of seniority, tenure rights, accumulated sick leave, or salary schedule position.
Retirement
Retirement Pickup Pct — TRS pension contribution paid by Board
15.10 The Board shall pay on behalf of the teachers the pension contribution due to the Teachers' Retirement System up to 10.3753 percent.
Retirement
Retirement System — Illinois Teachers' Retirement System (TRS)
The Board shall pay on behalf of the teachers the pension contribution due to the Teachers' Retirement System up to 10.3753 percent.
Rif
Rif Confidentiality — Teachers notified of RIF Group in sealed envelope with confidentiality maintained
Teachers shall be informed of their RIF Group by notification in a sealed envelope with only that teacher's RIF Group listed to maintain confidentiality no later than April 15th of the year.
Rif
Rif List Deadline — RIF list provided to Association President no later than April 15
The administration shall provide a RIF list to the Association President no later than April 15th of each year. The administration must notify teachers of their category groupings by this time.
Rif
Rif Notice Timing — Written notice of reduction in force provided to Association in February
The Board shall notify, in writing, the Association when a reduction is to be made in the number of total certified teacher personnel employed. The written notice shall be provided to the Association in February.
Other
Right Of Representation — Teacher has right to Association representative at formal disciplinary conference
When a teacher is required to attend a formal conference/meeting with representatives of the Administration and/or Board regarding disciplinary action, the teacher shall have the right to have an Association representative present.
Compensation
Salary Lanes Count — Seven salary lanes: B, B+8, B+16, B+24, M, M+8, M+16
Salary schedule columns: B, B+8, B+16, B+24, M, M+8, M+16 representing degree and credit hour levels
Compensation
Salary Steps Count — 30 steps on salary schedule
Salary schedules display rows 1-30 for years of service
Rif
Seniority Definition — Seniority is total period of continuous uninterrupted full-time employment in bargaining unit position
Seniority (length of continuing service) means the total period of continuous uninterrupted full-time employment in a position, which is within the bargaining unit (as defined in Article I herein) or an Administrator in the District who has been on exclusive contract from year to year.
Leave
Sick Days Annual — Sick leave accrual not specified in extracted pages; attendance incentive references accumulation
If a teacher earns any part of the attendance bonus, then one (1) day for that year will be added to the total accumulated sick leave for that year.
Leave
Sick Leave Max Days — Maximum 360 days accumulation
A teacher shall have thirteen (13) full days of sick leave. Such leave shall accumulate to a maximum of three hundred sixty (360) days if not used.
Compensation
Step Increase — Automatic step advancement based on years of service; salary schedule shows progression across 30 steps
Salary schedules provide automatic progression by years of service from step 1 through step 30
Compensation
Summer School Rate — Summer school employment rate
In the event the Board employs a teacher for summer school employment, the teacher shall be paid at the rate of $25.00 per contact hour.
Other
Tuition Reimbursement Max — Annual tuition reimbursement maximum
15.09.1 The maximum amount of reimbursement shall not exceed $4917.00 per year for the life of the contract (July 1 through June 30), which shall be calculated on a basis of up to $125.00 per credit hour.
Compensation
Twelve Month Payroll Summer Checks — 12-month option allows June/July/August checks or mailed summer checks
Teachers electing a twelve-month option may receive the June/July/August checks along with the June check or may have the summer checks mailed to a designated address on the last business day prior to the 15th of the month.
Leave
Unpaid Leave Available — Board may grant leaves of absence without pay, with Board-paid benefits and accumulation of seniority
The Board may grant leaves of absence to tenured teachers for other purposes, which it deems to be of benefit to the District. Such leave will be without pay, Board-paid benefits, and accumulation of seniority.
Leave
Variance Request Timing — Variance allowed for late arrival/early departure within 1 hour 15 minutes from school start/end
In the event teachers need to come in late or leave early, a variance may be requested, as long as the absence occurs within one hour and fifteen minutes from the beginning of the day or the end of the day (8:30-9:15am or 2:00-3:15pm).
Workday
Workday Hours — Employee workday shall not exceed 8 hours including lunch period
As a general guideline, the employee workday shall not exceed eight (8) hours including lunch period, but excluding days on which there are scheduled faculty meetings.