Other
Agreement Copies — Board provides printed copies to each classified employee; provides 5 original signed copies to Union
The Board agrees to print copies of this Agreement for each classified employee and the Union shall be responsible for distributing them. The Board shall provide five (5) original signed copies to the Union.
Other
Agreement Copies Printed — Board prints copies of agreement for each classified employee; provides 5 original signed copies to Union
The Board agrees to print copies of this Agreement for each classified employee and the Union shall be responsible for distributing them. The Board shall provide five (5) original signed copies to the Union.
Grievance
Arbitration Binding — If Union not satisfied with Step 3 disposition, grievance may be submitted to binding arbitration. Arbitrator acts in judicial capacity and decision is final and binding.
If the Union is not satisfied with the disposition of the grievance at Step 3, the Union may submit the grievance to binding arbitration. A decision rendered consistent with the terms of this Agreement shall be final and binding.
Compensation
Ba Max Salary — $26.05 at Step 40 in 2025-26
Step 40: $26.05 (2025-26 contract year)
Compensation
Ba Min Salary — The District shall provide each full time employee in the bargaining unit up to $200 per year to purchase clothing under the policy.
The District shall provide each full time employee in the bargaining unit up to $200 per year to purchase clothing under the policy.
Other
Bargaining Scope Limitation — Subjects not specifically addressed in agreement or not subject of past practice shall not be invoked by either party during agreement term
Any subject or topic not specifically addressed herein (or that has not been the subject of established past practice between the parties) shall not be invoked by either party, nor shall either party be obligated to bargain over the same during the term of the Agreement, subject to any exceptions specifically cited herein.
Compensation
Base Salary Increase Yr1 — $1.90 increase in base pay
In the 2025-26 contract year: Custodial Employees will receive a $1.90 increase in base pay and a $0.15 step increase.
Compensation
Base Salary Increase Yr2 — $0.35 increase in base pay
In the 2026-27 contract year: Custodial Employees will receive $0.35 increase in base pay and a $0.15 step increase.
Compensation
Base Salary Increase Yr3 — $0.35 increase in base pay
In the 2026-27 contract year: Custodial Employees will receive $0.35 increase in base pay and a $0.15 step increase.
Leave
Bereavement Days — Three (3) days for immediate family death
In the event of the death of a person in the immediate family, each employee shall be entitled for each occurrence to three (3) days of absence without loss of personal or sick leave days, with pay.
Other
Bumping Notice Displaced — District must notify bumped employees within 45 days prior to position being bumped
The District and with the agreement of the Union shall give written notice to any "Bumped" employees being dismissed who are covered in this Agreement as soon as possible or at least within forty-five (45) days prior to his/her position being bumped.
Other
Bumping Rights Enabled — Bumping rights entitle employee to replace another employee in individual classification with least seniority in event of layoffs
Bumping rights entitle an employee to replace another employee in his or her individual classification listing with the least amount of seniority in the event of layoffs or reduction in force.
Other
Bumping Rights Notice — Notice of intent to use bumping rights must be submitted within 15 working days
Notice of the Employee's intent to use their seniority bumping rights from involved employee shall be submitted to the Union Steward and Union Office also fifteen (15) working days' notice of the employee's job being eliminated, displaced, and/or replaced.
Compensation
Chaperone Pay — Chaperones on out-of-town fan-bus trips will be paid fifty dollars ($50.00). For events intended to be self-sustaining and whose revenue is to be deposited into a student activity account, the compensation for the workers listed herein will be determined by the coach/director/sponsor of the student activity group and approved by the respective Principal.
Chaperones on out-of-town fan-bus trips will be paid fifty dollars ($50.00). For events intended to be self-sustaining and whose revenue is to be deposited into a student activity account, the compensation for the workers listed herein will be determined by the coach/director/sponsor.
Compensation
Checkoff Union Dues — Union dues deducted by 15th day of succeeding month upon lawful authorization
Upon receipt of a lawfully executed written authorization from an employee, which may be revoked in writing at any time, the Board agrees to deduct the initiation fees and the regular monthly Union dues of such employees from his/her pay and remit such deduction by the 15th day of the succeeding month
Workday
Contract Days Teacher — The regular workweek will be Monday through Friday and shall consist of 40 hours per week for full time employees covered by this agreement.
The regular workweek will be Monday through Friday and shall consist of 40 hours per week for full time employees covered by this agreement.
Compensation
Curriculum Writing Pay — Teachers who write curriculum or participate in professional development shall receive compensation at the rate of thirty dollars ($30.00) per hour
Teachers who write curriculum or participate in professional development shall receive compensation at the rate of thirty dollars ($30.00) per hour. Curriculum writing shall be a voluntary activity.
Leave
Disability Leave — Non-probationary disabled employee who exhausted sick leave may apply for disability leave without pay or benefits
Any non-probationary employee who is temporarily disabled and has exhausted all available sick leave at the time all said leave has been exhausted, may apply for a disability leave without pay or other benefits.
Other
Discipline Just Cause Required — Discipline shall only be for just cause; disciplinary actions include: oral reprimand, written reprimand, suspension, and discharge
Discipline shall only be for just cause. Disciplinary action or measures shall include only the following: oral reprimand, written reprimand, suspension, and discharge.
Other
Discontinuance Notice Requirement — Employer must give 30 days written notice before discontinuing operations or transferring operations
the Employer shall first give at least thirty (30) days written notice to the Union specifically articulating the management action seeking to be taken, and shall further afford the Union the right, during said preceding thirty (30) days to demand bargaining over such contemplated management actions
Other
Drive Deduction Voluntary — Employer deducts voluntary DRIVE contributions from paycheck on weekly basis; DRIVE notifies Employer of amounts monthly
The Employer agrees to deduct from the paycheck of all employees covered by this Agreement, his/her voluntary contribution to DRIVE. DRIVE shall notify the Employer of the amounts designated by each contributing Employee that are to be deducted from his/her paycheck on a weekly basis for all weeks worked.
Compensation
Drive Payroll Deduction — Weekly DRIVE deductions from paycheck for Democratic Republican Independent Voter Education
The Employer agrees to deduct from the paycheck of all employees covered by this Agreement, his/her voluntary contribution to DRIVE. DRIVE shall notify the Employer of the amounts designated by each contributing Employee that are to be deducted from his/her paycheck on a weekly basis for all weeks worked.
Other
Drug Alcohol Testing — Employer has right to implement and change drug and alcohol testing program in compliance with state and federal laws
It is agreed that the Employer has the right to implement and change its drug and alcohol testing program for employees in order to comply with state and federal laws and regulations. It is further agreed that the Employer has the right to establish and implement physical examinations as required by federal or states laws or regulations.
Other
Drug Alcohol Testing Implementation — Employer has right to implement and change drug and alcohol testing program to comply with state and federal laws and regulations
It is agreed that the Employer has the right to implement and change its drug and alcohol testing program for employees in order to comply with state and federal laws and regulations.
Other
Emergency Non Bargaining Duties — Non-bargaining unit employees may assume bargaining unit duties during emergencies on temporary basis
the parties to this agreement accede to the notion that no non-bargaining unit employee will normally perform what has been historically deemed bargaining unit work, with the understanding that in the event of true emergencies, such non-bargaining employees (such as managers and supervisors) may assist and assume (on a temporary basis until the emergency no longer exists) the duties of a bargaining unit employee.
Insurance
Employee Premium Share Pct — Employee shares 27% of premium; Board pays 73%
The Board shall pay seventy-three percent (73%) of the elected coverage. The support staff portion of the premium shall be paid through payroll deduction.
Evaluation
Evaluation Cycle Years — Evaluation prior to end of probationary period in first year; annual reviews between March and June of each school year beginning second year
During the first year of employment, the employee will be evaluated prior to the end of the probationary period. Beginning with the second year of employment, performance reviews will occur between March and June of each school year.
Compensation
Extra Class Load Reimbursement — All district teachers who have an extra class load will be reimbursed for the additional class per semester at the rate of one-sixteenth (1/16) of his/her current annual salary
A regular class load for a high school teacher shall be six (6) classes per semester. All district teachers who have an extra class load will be reimbursed for the additional class per semester at the rate of one-sixteenth (1/16) of his/her current annual salary.
Compensation
Extra Duty Pay Admission — Admission workers, scorekeepers, spotters, announcers, and security will be paid twenty-five dollars ($25.00) per event/contest
Admission workers, scorekeepers, spotters, announcers, and security will be paid twenty-five dollars ($25.00) per event/contest with the exception of varsity football earning fifty dollars ($50.00) per game.
Compensation
Extra Duty Pay Football Varsity — Varsity football earning fifty dollars ($50.00) per game
Admission workers, scorekeepers, spotters, announcers, and security will be paid twenty-five dollars ($25.00) per event/contest with the exception of varsity football earning fifty dollars ($50.00) per game.
Other
Extracurricular Experience Credit Retention — In-district advisors/coaches retain experience credit if return within 4 years
In-district advisors/coaches/directors given experience credit for consecutive years in stipend positions of same activity. If leave for non-illness/FMLA reasons, must return within four years to retain previous experience credit.
Other
Ffa Sponsorship Pay — Up to 400 hours per year for FFA and related activities sponsorship
Employee paid to sponsor FFA and related activities outside normal work day, paid per diem, up to 400 hours per year with appropriate documentation. Eligible for TRS Board paid amount of 9% to apply to creditable earnings.
Other
Full Time Definition — Employee works four (4) hours or more per day and on at least a nine (9) month or more scheduled basis
A full-time and regular part-time employee hereunder shall be defined as a classified employee who works four (4) hours or more per day and on at least a nine (9) month or more scheduled basis.
Leave
General Leave — Non-probationary employee may request leave without pay for purposes deemed appropriate and beneficial to District
Any non-probationary employee may request a leave without pay and other benefits for such other purposes deemed appropriate and beneficial to the District as determined by the Board.
Grievance
Grievance Filing Deadline — All grievances must be presented promptly and in no event any later than ten (10) working days from the date of the condition/action giving rise to the complaint or knowledge of occurrence
All grievances must be presented promptly and in no event any later than ten (10) working days from the date of the condition/action giving rise to the complaint or knowledge of occurrence.
Grievance
Grievance Steps — Three-step grievance procedure: Step 1 informal resolution with supervisor/administrator, Step 2 Building Principal/Supervisor level, Step 3 Superintendent level
Step 1: The grievance shall first be filed and discussed with the appropriate Administrator and/or Supervisor. Step 2: Building Principal or Supervisor Level. Step 3: Superintendent Level.
Other
Grievance Time Limit — Grievances must be presented promptly and in no event later than ten (10) working days from date of condition/action giving rise to complaint
All grievances must be presented promptly and in no event any later than ten (10) working days from the date of the condition/action giving rise to the complaint or knowledge of occurrence.
Insurance
Health Single Premium — Group Life Insurance Policy
The Board shall pay the premium for each employee for a Group Life Insurance Policy in the amount of forty thousand dollars ($40,000).
Insurance
Hsa Employer Contribution — The Board shall pay the premium for each employee for a group life insurance policy in the amount of forty thousand dollars ($40,000)
The Board shall pay the premium for each employee for a group life insurance policy in the amount of forty thousand dollars ($40,000)
Compensation
Initiation Fee Full Time — One Hundred Fifty Dollars for all other workers making Nine Dollars ($9.00) or more per hour
One Hundred Fifty Dollars ($150.00) for all other workers making Nine Dollars ($9.00) or more per hour.
Compensation
Initiation Fee Part Time — Twenty-five Dollars for part-time employees working less than thirty-five (35) hours per week
Twenty-five Dollars ($25.00) for part-time employees working less than thirty-five (35) hours per week.
Workday
Instructional Minutes Day — The basic work day begins at 12:00:00 A.M. on each calendar day and ends at 11:59:59 P.M.
The basic work day begins at 12:00:00 A.M. on each calendar day and ends at 11:59:59 P.M.
Other
Job Description Required — District shall provide job description for each work group; employees must sign indicating understanding of job duties and expectations
The District shall provide a job description for each work group covered under the Bargaining Agreement. Each employee shall sign said agreement to indicate his/her full understanding of the contents and expectations of the job.
Other
Job Descriptions — District shall provide job descriptions for each work group; employees must sign to indicate understanding
The District shall provide a job description for each work group covered under the Bargaining Agreement. Each employee shall sign said agreement to indicate his/her full understanding of the contents and expectations of the job.
Leave
Jury Duty — Employees expected to serve unless disqualified; will not lose regular pay
Employees called for jury duty are expected to serve unless disqualified and will not lose regular pay, but must pay to the Board all monies received for such service.
Compensation
Lane Advancement Allowed — Educational credit hours allow horizontal advancement on salary schedule
Educational credit which would entitle the teacher to advance horizontally on the salary schedule are such educational credits and courses which would have been approved by the Superintendent or his/her designee in writing prior to the beginning of such credit or course.
Other
Late Resignation Penalty — Teacher resigning during school year pays $1500.00 penalty
Any teacher who resigns at such a time as to be unable to fulfill teaching obligations after school year commences shall pay the District $1500.00. Not required for personal/family illness or at Board request.
Other
Late Resignation Penalty August — Teacher resigning after August 1 but before school starts pays $1500.00
Teacher resigning after August 1st but prior to commencement of school shall pay District $1500.00. Not required for personal/family illness or Board request.
Leave
Leave Request Advance Notice — Application for unpaid leave must be made in writing at least sixty (60) calendar days prior to proposed start
Application for an unpaid leave shall be made in writing to the Superintendent or designee at least sixty (60) calendar days prior to the proposed start of the leave.
Other
Management Rights List — Employer has exclusive right to hire, discharge, discipline, layoff, rehire, promote, demote, select for vacancy, create/modify job classifications, determine workforce size and composition, establish job duties and standards, establish and change rules for safety and efficiency, establish quality standards, establish hours of work, halt work stoppages, take action against slowdowns, discontinue/transfer/relocate/subcontract operations, expand/reduce/alter/combine operations, and control use of supplies and equipment
The Union agrees and acknowledges that the Employer has the exclusive right to, except as expressly modified by a specific provision of this agreement, using its sole discretion, to: Hire; Discharge or discipline for just cause; Layoff; Rehire; Promote; Demote; Select for vacancy or layoff; Create or expand job classifications; Modify or discontinue existing job classifications; Determine and change the size and composition of the workforce
Other
Management Rights Reserved — Employer reserves all inherent rights to manage District except as expressly modified by agreement provisions
Except as expressly modified by a specific provision of this agreement, the Employer reserves and retains solely and exclusively all of its inherent rights to manage the School District as such rights existed prior to the execution of any agreement with the Union.
Leave
Maternity Leave — Non-probationary employee may be entitled to maternity/child rearing/adoption leave without pay or benefits subject to general conditions
Any non-probationary employee may be entitled to maternity/child rearing/adoption leave without pay or other benefits subject to the general conditions of Section 12.9 below.
Other
No Lockout Clause — The Board will not lock out any employees during the term of this Agreement as a result of a labor dispute with the Union unless there is a violation of the no strike Article by the Union.
The Board will not lock out any employees during the term of this Agreement as a result of a labor dispute with the Union unless there is a violation of this Article by the Union.
Other
No Strike Clause — Neither the Union nor its agents nor any employee shall authorize, institute, aid, condone or engage in slow-down, work stoppage, strike, or any other interference with work and statutory functions or obligations of the Board
During the term of this Agreement, neither the Union nor its agents nor any employee, for any reason, will authorize, institute, aid, condone or engage in a slow-down, work stoppage, strike, or any other interference with the work and statutory functions or obligations of the Board.
Other
Non Bargaining Emergency Assistance — Non-bargaining employees may assist and assume bargaining unit duties on temporary basis during true emergencies
The parties to this agreement accede to the notion that no non-bargaining unit employee will normally perform what has been historically deemed bargaining unit work, with the understanding that in the event of true emergencies, such non-bargaining employees (such as managers and supervisors) may assist and assume (on a temporary basis until the emergency no longer exists) the duties of a bargaining unit employee.
Other
Non Discrimination — No discrimination based on union membership or participation in union affairs
The Employer and the Union agree to comply with any non-discrimination in employment laws that are applicable. There shall be no discrimination in employment by the Employer or the Union toward any employee because of his/her membership or non-membership in the Union.
Other
Non Discrimination Union Membership — No discrimination in employment based on union membership or non-membership; no discrimination based on support or participation in union affairs
There shall be no discrimination in employment by the Employer or the Union toward any employee because of his/her membership or non-membership in the Union. The parties will not discriminate against an employee because of an employee's support or non-support or participation in Union affairs and/or activities.
Other
Notice Requirement Layoff — Board must notify employees of layoff 30 days in advance
The Board agrees to notify the employees covered by this Agreement of a layoff thirty (30) days prior to layoff.
Compensation
Off Schedule Bonus Yr1 — License/certificate cost reimbursement
The Board will pay the cost of any license/certificate determined by the State of Illinois to be a requirement for employment. If state-required license is revoked or lapsed, discharge after thirty (30) day notice.
Other
Personal Business Days Rollover — Unused personal business days roll over to following year to maximum of 4 days
Roll over remaining unused personal business days to the following school year to a maximum of four (4) personal leave days. The support staff member must inform the District Office by May 1 of one of the two options.