Grievance
Arbitration Binding — true
the Association may submit the grievance to final and binding arbitration through the American Arbitration Association, which shall act as the administrator of the proceedings.
Compensation
Ba Min Salary — Not explicitly stated in document; Appendix A referenced but not provided
Teachers shall be paid according to their appropriate placement on the salary schedule as listed in Appendix A.
Leave
Bereavement Days — Up to three (3) days for death of immediate family member; up to five (5) days for death of spouse or child; one (1) day for other family members or individuals; up to three additional days for spouse/child or one additional day for immediate/other family may be used from sick/personal leave
Each staff member shall be given up to three (3) days for the death of an immediate family member, up to five (5) days for the death of a spouse or a child, and one (1) day for other family members or individuals listed, without loss of pay or benefits.
Other
Class Size Assistance — K-3 class size reaching 25 and 4-12 reaching 28 triggers consideration for supportive assistance; decisions made through collaboration between administration and teachers based on academic needs, special needs, budget, and collected data
As class size reaches 25 in K-3 and 28 in 4-12, supportive measure to provide assistance will be considered in collaboration between administration and affected classroom teachers.
Workday
Contract Days Teacher — Teacher work year consists of not more than 180 teacher attendance days; school calendar has 185 total days with 176 student attendance days and 4 institute days
The teacher work year will consist of not more than one hundred eighty (180) teacher attendance days. Unused emergency days are not considered workdays for teachers.
Insurance
Employee Premium Share Pct — Dependent coverage deducted from teacher pay bi-monthly; board contribution capped at single premium value
Dependent coverage, if elected, shall be deducted bi-monthly from the teacher's pay. The board's contribution to the insurance premium will not, in any year, exceed the value of a single premium.
Evaluation
Evaluation Cycle Years — Evaluation plan to be conducted per district's agreed upon plan; evaluation language to be negotiated after PERA implementation; PERA-compliant but specific cycle not stated
Teacher Evaluation will be conducted in accordance with the agreed upon District evaluation plan. The provisions contained in this Article shall remain in full force and effect until they are bargained after PERA implementation for the District.
Grievance
Grievance Steps — Three-step grievance procedure: Step One (principal), Step Two (Superintendent), Step Three (binding arbitration through AAA or FMCS)
STEP ONE: The teacher or the Association shall present the grievance in writing to the appropriate building principal... STEP TWO: If the grievance is not resolved at Step One... STEP THREE: If the Association is not satisfied with the disposition of the grievance at Step Two, the Association may submit the grievance to final and binding arbitration.
Insurance
Health Single Premium — Board pays $600/month for 2017-2018, $605/month for 2018-2019, $610/month for 2019-2020
For the 2017-2018 year, the board will pay $600 per month for insurance benefits. For the 2018-2019 year, the board will pay $605 per month. For the 2019-2020 year, the board will pay $610.
Compensation
Lane Advancement Allowed — true
Units of college credit must have been earned since the issuance of the B.S. degree. Teachers accepted and enrolled in a program leading to an advanced degree must present the program outline to the Superintendent for advancement on the current salary schedule.
Leave
Personal Days Annual — Full-time teachers granted three (3) days personal leave each year; unused personal leave accumulates as sick leave; teachers may accumulate up to 5 personal days per school year
Full-time teachers shall be granted three (3) days personal leave each year. Teachers have the right to accumulate up to 5 personal days for each school year covered by this contract.
Compensation
Professional Development Reimbursement — District reimburses up to $250 per 3-4 semester hour course, maximum 8 semester hours per year; reasonable rate for up to 2 authorized approved workshops
The district will reimburse the teacher up to $250 of the cost of each 3 or 4 semester hour course, which is taken by the teacher, up to a maximum of 8 semester hours per year.
Other
Professional Self Development Payment — District provides $25 per day per teacher for one-day per semester professional self-development project; $80 per day reimbursement for participating in summer professional self-development (up to 5 days encouraged)
The district will provide teacher release time and twenty-five dollars ($25.00) per day per teacher... Every teacher will be reimbursed $80 per day for participating in summer professional self-development days.
Other
Retirement Incentive — Retirement incentive provides 6% annual increase to TRS creditable earnings for up to 3 years prior to retirement for eligible teachers (minimum 20 years continuous service, age 60+ or age 55+ with 35+ years service, binding irrevocable resignation)
the District agrees to remove the teacher from the salary schedule and for each year of eligibility, the teacher's TRS creditable earnings will be increased by six percent (6%) over the teacher's TRS creditable earnings for the prior year of employment.
Retirement
Retirement Pickup Pct — Board picks up 9.4% of TRS contribution (factor 1.103753% specified in TRS manual) for each teacher, plus 1.07% for Teachers' Health Insurance Security
the Board of Education shall pick up and pay for each teacher the sum equal to nine and four tenths percent (9.4%) (factor 1.103753% specified in the TRS manual) of the amount due from such teacher to the State of Illinois Teachers' Retirement System.
Retirement
Retirement System — TRS (Teachers' Retirement System of Illinois)
✓
the Board of Education shall pick up and pay for each teacher the sum equal to nine and four tenths percent (9.4%) (factor 1.103753% specified in the TRS manual) of the amount due from such teacher to the State of Illinois Teachers' Retirement System to be applied to the ITRS retirement account of each teacher.
Rif
Rif Recall Years — RIF governed by 105 ILCS 5/24-12 (Illinois School Code Article 24); specific recall period not stated in contract
All reductions in force will be based on in compliance with 105 ILCS 5/24-12 Section 24-12 of the School Code of Illinois.
Compensation
Salary Lanes Count — Document references BA, BA+16, MA, MA+16, MA+32 lanes for advancement purposes
movement on the salary schedule from the BA to BA + 16, the MA to MA +16 and MA + 16 to MA + 32 lanes
Compensation
Salary Steps Count — Not explicitly stated in document; salary schedule in Appendix A not provided
Teachers shall be paid according to their appropriate placement on the salary schedule as listed in Appendix A.
Leave
Sick Days Annual — Twelve (12) sick leave days for the school term; teachers with more than 9 months service receive one-half day additional sick leave for each additional one-half month served
Teachers shall have twelve (12) for the school term, with a limit of three hundred sixty (360) days accumulation for teachers on a nine-month (9) contract.
Other
Sick Leave Bank — One additional sick leave day provided to sick leave bank by Board at beginning of school year for each FTE teacher; bank days non-cumulative; joint committee to develop guidelines
One additional sick leave day will be provided to a sick leave bank by the Board at the beginning of the school year for each full-time equivalent teacher. These sick leave bank days are owned by the Board and are non-cumulative.
Leave
Sick Leave Max Days — Maximum accumulation of 360 days for nine-month contract teachers
Teachers shall have twelve (12) for the school term, with a limit of three hundred sixty (360) days accumulation for teachers on a nine-month (9) contract.
Compensation
Substitute Coverage Pay — Teachers paid $20.00 per class period for substituting during prep period; $10.00 when covering another class while teaching own class; elementary teachers covering special area pay $10.00 for ≤20 min class, $20.00 for >20 min class
The principal may assign a teacher to substitute in another class during his/her preparation period at the reimbursed rate of $20.00 per class period. When called upon to cover another class while teaching their own class they will be paid $10.00 to cover the class.
Other
Summer School Rate — Summer school rate of reimbursement is $23 per hour
Summer school rate of reimbursement shall be $23 per hour.