Grievance
Arbitration Binding — Arbitration decision is final and binding
The decision of the Arbitrator shall be final and binding upon the Employer and the Union. Expenses incident to the services of the Arbitrator shall be borne equally by the Employer and Union.
Compensation
Ba Max Salary — Step 15 B lane maximum salary 2025-2026
Step 15 B $77,092 (2025-2026 salary schedule)
Compensation
Ba Min Salary — Step 0 B lane minimum salary 2025-2026
Step 0 B $45,056 (2025-2026 salary schedule)
Compensation
Base Salary Increase Yr1 — Salary scale provided for 2025-2026 with multiple lanes based on years of service
Employees covered by this agreement shall be compensated using the following scale: 2025-2026 with Years 0-22 progression across lanes 6.5, 7.0, 7.5 hourly rates.
Compensation
Base Salary Increase Yr2 — Full Step Increment Increase added to 0.5 Increase in 2025-2026
The 2026-2027 Salary Schedule is based on a Full Step Increment Increase added to the 0.5 Increase in 2025-2026.
Compensation
Base Salary Increase Yr3 — 1.5 Step Increment Increase from 2026-2027
The 2027-2028 Salary Schedule is based on a 1.5 Step Increment Increase from 2026-2027.
Leave
Bereavement Days — 4 days for funeral of immediate family; additional days charged to sick leave
Any full-time teacher may be excused for whatever number of days necessary for funeral of immediate family. Any days in excess of four (4) days will be charged to sick leave.
Other
Class Size Limit — Class size limited to 25 when administratively possible; maximum 28 regular students in K-3; additional teacher hired if class exceeds 28 by first Monday after Labor Day
Union and Board agree to limit class size to 25 when administratively possible. Union and Board agree explicitly to limit class size to 28 regular students in grades K–3. If class size increases above 28 regular education students in 3 or more sections per grade level by first Monday following Labor Day, an additional teacher will be employed.
Other
Co Curricular Limit — Teachers required to participate in no more than one co-curricular activity
Teachers shall not be required to participate in more than one co-curricular activity. Co-curricular activities shall be defined as activities beyond the scheduled workday.
Compensation
Coach Preseason Daily Rate — Coaches required prior to first day of school paid at rate of $25 per day
Coaches whose services are required prior to the first day of the regular school year, per IHSA rules pertaining to sports and the number of practices mandated before the first event can be played, will be paid at the rate of $25 per day, up to a maximum of $125.00.
Compensation
Coach Preseason Maximum — Coaches preseason maximum payment
Coaches whose services are required prior to the first day of the regular school year, per IHSA rules pertaining to sports and the number of practices mandated before the first event can be played, will be paid at the rate of $25 per day, up to a maximum of $125.00.
Other
Conference Days Annual — Up to 5 school days annually for conferences or professional activities
Upon the approval of the Superintendent, any teacher may annually attend up to and including five school days of conferences or activities pertinent to the teacher's field or interest of his/her choosing.
Other
Conference Reimbursement Max — $600 maximum per year for conference meals, lodging, and transportation
A teacher shall submit the approved authorization form prior to the conference or activity. The Superintendent shall respond to those requests within three (3) business days. The Board will provide a substitute teacher and will reimburse the teacher for meals, lodging, and transportation in an amount not to exceed $600.00 per year.
Workday
Contract Days Teacher — 176 actual pupil attendance days
The school calendar shall consist of 176 actual pupil attendance days. Although the school calendar shall list 185 days, sufficient holidays shall be given to ensure that 176 pupil attendance days are not exceeded.
Compensation
Counselor Extended Days — Counselor with most seniority allowed to work additional five days, if needed
Counselor with the most seniority will be allowed to work an additional five days, if needed. The additional five days must be approved by the school district superintendent.
Compensation
Department Head Stipend — Department Heads (FCHS) receive $400 stipend
Department Heads (FCHS) * ................................................................ $400
Other
Discipline Progression — Progressive discipline: verbal warning, written warning/reprimand, 1-5 days unpaid suspension, termination
1st incident Verbal Warning — noted in file; 2nd incident Written Warning or reprimand; 3rd incident One to five days of unpaid suspension; 4th incident Termination or discharge
Other
Duty Free Lunch — Continuous and uninterrupted duty-free lunch of no less than 50 minutes
Unless there are unforeseen circumstances or an emergency, teachers shall have a continuous and uninterrupted duty-free lunch of no less than fifty (50) minutes.
Other
Early Dismissal Weekly — Minimum one 2:30 p.m. dismissal per nine weeks; 2:30 dismissal on last school day before holiday breaks
There will be a minimum of one early 2:30 p.m. dismissal of students per nine weeks. The early dismissal will be at the end of the 1st and 3rd quarters, and mid-term of the 2nd and 4th quarters.
Insurance
Employee Premium Share Pct — Employee contribution to individual premium; 40% for spouse, dependents, family for newly hired after September 1, 2025
Any Aide newly hired after September 1st, 2025 the board will pay 75% of the individual premium and 60% of spouse, dependents, and family.
Evaluation
Evaluation Cycle Years — Annual evaluation cycle; no evaluations prior to October 1; all completed by February 15
No evaluations may take place prior to October 1. All evaluations must be completed by February 15. Seniority list must be made available to the Union by February 28.
Grievance
Grievance Steps — Five step grievance procedure: (1) informal discussion with principal, (2) written grievance to principal/Union, (3) meeting with superintendent, (4) appeal to Board, (5) impasse/arbitration
Grievance procedure: First Step informal discussion; Second Step written grievance; Third Step superintendent meeting; Fourth Step Board appeal; Fifth Step arbitration.
Other
Gross Misconduct Exception — Exception for gross misconduct including sexual misconduct with student, illegal substance abuse, or alcohol use while on duty
Exception to the above procedure would be a situation of gross misconduct when the sequence and necessity of the steps would be determined by the superintendent depending upon the circumstances. Examples of gross misconduct would include, but not be limited to, sexual misconduct with a student, illegal substance abuse, or alcohol use while on duty.
Insurance
Health Deductible Reimbursement — District's HRA shall reimburse employee for any qualified expense up to the deductible over $750 per life covered
For the 2025-2026, 2026-2027, and 2027-2028 school years, the District's HRA shall reimburse the employee for any qualified expense up to the deductible over $750 per life covered.
Insurance
Health Family Premium — effective 06/30/24, Family premium $526.40
Effective 06/30/24, the Frankfort CUSD #168 shall submit to Central States Health and Welfare Fund one hundred percent (100%) of the weekly premiums as defined in the Participation Agreement as follows: Family Current $499.00 06/30/2024 $526.40
Insurance
Health Single Premium — For employees first hired on or after September 1, 2025: Board pays 75% of individual and 60% of dependent coverage
For employees first hired on or after September 1, 2025, the Board will pay 75% of the health insurance coverage for individuals and 60% of the health insurance coverage for dependents.
Compensation
High School Athletic Director Stipend — Athletic and Activities Director receives $6,500 Annual Stipend
Athletic and Activities Director shall receive $6,500 Annual Stipend.
Compensation
High School Band Director Stipend — Jr. High Band Director receives $2,100 stipend
Jr. High Band Director ..................................................................................$2,100
Compensation
High School Chorus Director Stipend — High School Chorus Director receives $760 stipend
High School Chorus Director ............................................................................................... $760
Compensation
High School Student Council Stipend — High School Student Council receives $1,000 stipend
High School Student Council .....................................................................$1,000
Compensation
Homebound Teacher Hourly Rate — Homebound Teachers paid at rate of $30.00 per hour plus IRS mileage rate
Homebound Teachers shall be paid at a rate of $30.00 per hour plus the mileage rate allowed by the IRS.
Workday
Instructional Minutes Day — 7 hours between 8:00 a.m. and 3:30 p.m.; 7 hours beginning 7:20 a.m. for high school teachers with early bird classes
The work day for teachers shall consist of a maximum of seven hours between 8:00 a.m. and 3:30 p.m. The work day for high school teachers with early bird classes shall consist of seven hours beginning at 7:20 a.m.
Insurance
Lab Work Reimbursement — District's HRA shall reimburse employee for lab work costs from LabCorps or Quest Lab
For the 2025-2026, 2026-2027, and 2027-2028 school years, the District's HRA shall reimburse the employee for lab work costs from LabCorps or Quest Lab.
Compensation
Lane Advancement Allowed — Maximum 12 years of experience credit from other districts recognized
District 168 will accept a maximum of twelve (12) years of experience (to begin on Step 12) from other school districts as recognized through service records per the Illinois Teacher Retirement System.
Compensation
Ma Max Salary — Step 18 M+24 lane maximum salary 2025-2026
Step 18 M+24 $90,636 (2025-2026 salary schedule)
Compensation
Ma Min Salary — Step 0 M lane minimum salary 2025-2026
Step 0 M $49,143 (2025-2026 salary schedule)
Other
Mentor Stipend — New teacher mentor paid as described in Appendix B of the contract
New teachers shall be provided a mentor for the first year of service to the district. This mentor shall be selected by the building principal from the pool of teachers in Group 4 of the sequence of dismissal list required under the Performance Evaluation Reform Act (PERA) of 2010. Said mentor shall be paid as described in Appendix B of the contract.
Other
No Strike — It is hereby agreed by the Union and the employees that they shall not strike nor engage in any picketing concerning any grievance between the parties, nor shall there be any 'lock-out' engaged in by the Employer.
It is hereby agreed by the Union and the employees that they shall not strike nor engage in any picketing concerning any grievance between the parties, nor shall there be any 'lock-out' engaged in by the Employer.
Other
No Strike Clause — Union guarantees no strike or withholding of services during term of Agreement
The Union guarantees that there shall be no strike or withholding of services during the term of this Agreement.
Other
No Strike Guarantee — Union guarantees no strike or withholding of services during agreement term
The union guarantees that there shall be no strike or withholding of services during the term of this Agreement.
Compensation
Off Schedule Bonus Yr1 — Longevity pay for lanes B, B+8, B+16 if no step movement
LONGEVITY: Any teacher whose rate of pay does not increase as a result of movement within a step in: LANES B, B+8, B+16 will receive $900 as longevity pay.
Other
Overload Compensation — Teachers with overload assignment compensated at 1/7 of base salary
Teachers who take an overload assignment shall be compensated at 1/7 of their base salary. Overloads may be assigned in one (1) semester increments with compensation adjusted accordingly.
Other
Paysheet Disclosure — Pay sheet provided at beginning of each school year explaining wage, sick/personal days, holiday pay, etc.
A pay sheet will be provided at the beginning of each school year to clearly explain employee wage, sick/personal days and holiday pay, etc.
Leave
Personal Days Annual — 3 paid personal leave days per school year
Each Aide shall have available for their use three (3) paid personal leave days per school year. Unused personal leave days shall accumulate as sick leave days.
Other
Prep Period Minimum — Minimum 30 minutes preparation period equal to regularly scheduled class period
Every teacher shall have a preparation period equal to a regularly scheduled class period, but not less than 30 minutes.
Insurance
Prescription Drug Tier 1 Copay — Tier 1 drugs - $10 cost, no reimbursement
Tier 1 drugs - $10 cost, no reimbursement
Insurance
Prescription Drug Tier 2 Copay — Tier 2 drugs - $40 / $50 copay, reimbursement of $15
Tier 2 drugs - $40 / $50 copay, reimbursement of $15
Insurance
Prescription Drug Tier 3 Copay — Tier 3 drugs - $60 / $70 copay
Tier 3 drugs - $60 / $70 copay.
Other
Probationary Period — One complete school year probationary period
At the time of employment, the employee will serve a probationary period of one complete school year that will allow administrators to evaluate the effectiveness of the employee.
Other
Progressive Discipline Steps — Verbal warning, Written Warning, Three-day suspension, Termination
First Incident - Verbal warning - noted in personal file; Second Incident - Written Warning; Third Incident - Three-day suspension; Fourth Incident - Termination
Other
Retirement Letter Notice Days — 90.00 days
An irrevocable letter of retirement must be submitted to the unit Superintendent no later than 90 days prior to the year entering their respective retirement plan.
Retirement
Retirement Pickup Pct — An irrevocable letter of retirement must be submitted to the unit Superintendent no later than 90 days prior to the year entering their respective retirement plan.
An irrevocable letter of retirement must be submitted to the unit Superintendent no later than 90 days prior to the year entering their respective retirement plan. The remaining portion, if there is any, shall be paid to the retiring secretary on the first payday post-retirement.
Retirement
Retirement System — Illinois Municipal Retirement Fund (IMRF)
All full-time employees covered by this Agreement shall come within the benefits of the Illinois Municipal Retirement Fund.
Rif
Rif Recall Years — Decreases made in reverse order of seniority; least senior employee laid off first
Decreases in the number of employees covered by this Agreement shall be made in reverse order of Seniority with the least senior employee being laid off first.
Rif
Rif Reduction Method — Reduction follows School Code of Illinois, 105 ILCS 5/24-12
In the event it is necessary to reduce the number of positions covered by this agreement and such is not accomplished by normal attrition, the provisions of the School Code of Illinois, 105 ILCS 5/24-12, shall apply.
Compensation
Salary Lanes Count — 8 salary lanes: B, B+8, B+16, B+24, M, M+8, M+16, M+24
Lanes: B, B+8, B+16, B+24, M, M+8, M+16, M+24
Compensation
Salary Steps Count — Years 0 through 22 (23 steps total)
Salary scale showing progression from Year 0 through Year 22
Other
Seniority Definition — Length of continuous service to the employer, applied district-wide in bargaining unit
Seniority shall be defined as the length of continuous service to the Employer and shall be applied district-wide in the bargaining unit. Upon employment, each employee shall receive a Seniority Date which shall be the date the Board approved his/her employment.
Leave
Sick Days Annual — 14 days per year unlimited accumulation with severance cap
Teachers shall have an unlimited accumulative sick leave at the rate of fourteen (14) days per year. However, there is a capped severance as per Article V, Section C, of this contract.
Leave
Sick Leave Max Days — 180 days maximum accumulative
Aides shall have an accumulative sick leave at the rate of thirteen (13) days per school year, with a maximum of one-hundred eighty (180) days accumulative.