Grievance
Arbitration Binding — Binding arbitration available as final step if grievance not resolved at Step Three
If the Association is not satisfied with the disposition of the grievance at Step Three, the Association may submit the grievance to final and binding arbitration by filing a written demand for arbitration with the American Arbitration Association or FMCS.
Other
Association Leave Annual — Association entitled to ten school days of Association leave per year for sending representatives to IEA-NEA sponsored conferences, conventions, or workshops
The Association shall be entitled to ten (10) school days of Association leave per year for the purpose of sending representatives to IEA-NEA sponsored conferences, conventions, or workshops. Employees authorized by the Association to take such leave shall be released from duties without loss of pay or benefits.
Other
Association Meeting Time — Association President given time not to exceed one hour on first Institute Day of each new school year and on subsequent Institute Days to address employees
The Association President will be given time to address employees covered under this Agreement, for a period not to exceed an hour, on the first Institute Day of each new school year and on subsequent Institute Days, as necessary, throughout the school year.
Compensation
Ba Max Salary — BA Step X maximum salary 2025-2026
2025-2026 Teacher Salary Schedule: Step X BA $87,261
Compensation
Ba Min Salary — 2025-2026 Sign Language Interpreter starting salary
Sign Language Interpreter 2025-2026 starting salary: $40,260. *The Board reserves the right to pay more than the starting rate of pay for these positions.
Other
Bargaining Unit Full Time Esp Definition — 12-month ESPs working at least 40 hours per week and 241-260 days per year; 10-11 month ESPs working at least 30 hours per week and 186-240 days per year; school year ESPs working at least 30 hours per week and 160-185 days per year; sign language interpreters and occupational therapists working full-time for the school year
Full-time ESP: 12-month, ESPs who are regularly scheduled to work at least 40 hours per week and between 241-260 days per year; 10-month or 11-month ESPs who are regularly scheduled to work at least 30 hours per week and between 186-240 days per year
Other
Bargaining Unit Recognition — Gavin Education Association, IEA-NEA recognized as sole and exclusive bargaining representative for regularly employed full-time and part-time licensed and non-licensed personnel
The Board of Education of Gavin School District No. 37, Lake County, Illinois recognizes the Gavin Education Association (hereinafter referred to as the "Association") as the sole and exclusive bargaining representative for all regularly employed full-time and part-time licensed (certificated) and non-licensed (non-certificated) personnel employed by Gavin School District 37.
Compensation
Base Salary Increase Yr1 — Post-retirement compensation of 8% of final year earnings paid as lump sum within two weeks of final paycheck
So long as the teacher continues to work through the date he/she originally indicated as the final date of employment, then within two weeks after the teacher's receipt of his/her final paycheck for regular earnings, the Board shall issue the teacher a lump sum check of non-creditable earnings equal to 8% of the teacher's final year earnings
Compensation
Base Salary Increase Yr2 — All returning support staff paid hourly rate receive $1.00 per hour increase effective July 1, 2027
Effective July 1, 2027, all returning support staff who are paid an hourly rate, shall receive a $1.00 per hour rate increase.
Compensation
Base Salary Increase Yr3 — Occupational Therapist and Sign Language Interpreter receive 3.75% increase
Returning employees in the categories of Occupational Therapist and Sign Language Interpreter shall receive a 3.75% increase in annual salary.
Leave
Bereavement Days — Up to three (3) days per bereavement for immediate family or household
The use of up to three (3) days per bereavement shall not be counted as or deducted from the teacher's sick and or personal leave.
Other
Bus Driver Charter Rejection Bottom Of List — Bus driver rejecting charter trip offer goes to bottom of seniority list for next trip offer
Once a bus driver has been offered an opportunity for a charter trip, the next driver on the seniority list will be offered that trip or the next trip, as the case may be, and so on through the seniority list. Once a driver rejects an offer for a charter trip, that driver goes to the bottom of the list for purposes of being offered another charter trip.
Other
Bus Driver Charter Trips Rotation — Charter trip duties assigned on rotating basis by seniority beginning with most senior bus driver
Charter trip duties, including, but not limited to, driving to and from field trips, over-night trips, student athletic or extracurricular events, shall be selected one by one by the bus drivers on a rotating basis beginning with the most senior bus driver first.
Other
Bus Driver Duties Interior Gas — Bus driver expected to clean bus interior and fill gas tank during guaranteed minimum time without additional compensation
A bus driver shall be expected to: i) clean the interior; and ii) fill the gas tank of his/her assigned bus, during the guaranteed minimum time period paid for his/her assigned bus route, and without additional compensation.
Workday
Bus Driver Min Hours Combined — 6 hours minimum per day for combined morning/afternoon and mid-day routes
A bus driver who is scheduled to drive a morning/afternoon route and a mid-day route shall be paid a minimum of six (6) hours per day, provided he/she actually works his/her regular schedule.
Workday
Bus Driver Min Hours Mid Day — 2 hours minimum per day for mid-day route drivers
A bus driver who is scheduled to drive a mid-day route shall be paid a minimum of two (2) hours per day, provided he/she actually works his/her regular schedule.
Workday
Bus Driver Min Hours Morning Afternoon — 4 hours minimum per day for morning/afternoon route drivers
A bus driver who is scheduled to drive a morning/afternoon route shall be paid a minimum of four (4) hours per day, provided he/she actually works his/her regular schedule.
Other
Bus Driver Minimum Hours Combined — Bus driver scheduled for morning/afternoon and mid-day routes combined paid minimum 6 hours per day
A bus driver who is scheduled to drive a morning/afternoon route and a mid-day route shall be paid a minimum of six (6) hours per day, provided he/she actually works his/her regular schedule.
Other
Bus Driver Minimum Hours Midday — Bus driver scheduled for mid-day route paid minimum 2 hours per day if actually works regular schedule
A bus driver who is scheduled to drive a mid-day route shall be paid a minimum of two (2) hours per day, provided he/she actually works his/her regular schedule.
Other
Bus Driver Minimum Hours Morning Afternoon — Bus driver scheduled for morning/afternoon route paid minimum 4 hours per day if actually works regular schedule
A bus driver who is scheduled to drive a morning/afternoon route shall be paid a minimum of four (4) hours per day, provided he/she actually works his/her regular schedule.
Other
Bus Route Posting New Vacated — New or vacated bus routes posted for 5 working days; selection made on seniority basis
In the event a regular bus route becomes permanently available – either because the District has added a permanent new route or because a bus driver has resigned/retired or been dismissed from employment – the District shall post such new/vacant route for five (5) working days.
Other
Catastrophic Illness Donation — Each teacher may contribute max 15 sick leave days to colleague with catastrophic illness; max 2 opportunities
Each other teacher shall be allowed to contribute a combined maximum of fifteen (15) sick leave days to said teacher. All teachers will be given up to two (2) opportunities to contribute days.
Other
Class Size Discussion Trigger — Grade 6-8 average homeroom size at or exceeding 27 students triggers class size discussion
The meeting process will begin when a grade level of 6-8 has an average homeroom size at or exceeding 27 students and grade K-5 has 25 students in each section.
Workday
Class Size Elementary — Trigger for grade 6-8 class size remedy at 27+ average students per homeroom
The meeting process will begin when a grade level of 6-8 has an average homeroom size at or exceeding 27 students and grade K-5 has 25 students in each section.
Workday
Class Size K5 — Trigger for grade K-5 class size remedy at 25 students per section
grade K-5 has 25 students in each section.
Other
Class Size K5 Trigger — Grade K-5 class size of 25 students in each section triggers discussion
The meeting process will begin when a grade level of 6-8 has an average homeroom size at or exceeding 27 students and grade K-5 has 25 students in each section.
Workday
Contract Days Teacher — not specified on these pages
Other
Court Duty Pay — District will pay full regular salary during jury duty or court attendance for District school-related matter
The District will pay the full regular salary during the time a teacher spends on jury duty or, pursuant to a subpoena issued by the clerk of a court and served on such teacher, attends as a witness or deponent in any District school-related matter pending in court.
Insurance
Dental Coverage — Board provides 100% dental coverage with preventive at 100%, basic 80/20 with $50 deductible, major 50/50 with $50 deductible
The Board will provide Dental coverage for teachers and pay one hundred percent (100%) of the single coverage. The plan will include the following specification: Preventive 100% - No Deductible; Basic 80/20 - $50 Deductible; Major 50/50 - $50 Deductible
Leave
E Learning Days Paid — ESPs paid for up to 5 E-Learning emergency school closing days per plan
ESPs will be paid for up to 5 E-Learning, emergency school closing days pursuant to the District's E-Learning Plan. The District reserves the right to assign paid ESPs duties as necessary.
Other
Early Release Day Work Requirement — Paraprofessionals, 12-month ESPs and 10-month administrative assistants expected to work Early Release Days unless determined not needed
It is expected that paraprofessionals, 12-month ESPs and 10-month administrative assistants will work during Early Release Days, unless it is determined they will not be needed.
Leave
Emergency Closure Makeup Other Esp — Other ESPs not paid for emergency closing but receive regular pay on makeup day at end of school year
All other ESPs shall not be paid for an emergency day, but shall receive their regular pay for working on the designated make-up day at the end of the school year.
Leave
Emergency Closure Pay 12month — Full-time 12-month ESPs receive regular pay for emergency school closing days
Full-time 12-month ESP's shall receive their regular pay for the school closing day.
Insurance
Employee Premium Share Pct — Part-time and school year ESPs may participate but must pay pro-rated share of premiums based on hours worked
All other ESPs (i.e., full-time school year and part-time employees) may participate in the District's HMO insurance but must pay a pro-rated share of the cost of the premiums for such coverage.
Workday
Esp Breaks 15min 4to6 — One 15-minute daily break for ESPs working 4 to less than 6 continuous hours
ESPs who work at least four (4), but less than six (6) continuous hours may receive one fifteen (15) minute daily break.
Workday
Esp Breaks 15min 6plus — Two 15-minute daily breaks for ESPs working at least 6 continuous hours
Upon approval of a direct supervisor, ESPs who work at least six (6) continuous hours may receive two fifteen (15) minute daily breaks.
Other
Esp Classification Fulltime — Full-time ESP: 12-month at 40+ hours/week and 241-260 days/year; 10-11 month at 30+ hours/week and 186-240 days/year; School year at 30+ hours/week and 160-185 days/year; or Sign language interpreters and occupational therapists working full-time for school year
Full-time ESP: 1) 12-month, ESPs who are regularly scheduled to work at least 40 hours per week and between 241-260 days per year; 2) 10-month or 11-month ESPs who are regularly scheduled to work at least 30 hours per week and between 186-240 days per year; 3) School year ESPs who are regularly scheduled to work at least 30 hours per week and between 160-185 days per year; or 4) Sign language interpreters and occupational therapists who work full-time for
Other
Esp Classification Parttime — Part-time ESP: Part-time, regular ESPs whose work circumstances do not meet the definition of a full-time ESP.
Part-time ESP: 1) Part-time, regular ESPs whose work circumstances do not meet the definition of a full-time ESP.
Workday
Esp Duty Free Lunch 30min — 30-minute duty free unpaid lunch for ESPs working 6+ continuous hours
ESPs who work six (6) continuous hours or longer will receive one thirty (30) minute duty free unpaid lunch, which shall be scheduled by the building principal, provided that lunch shall begin no later than five (5) hours after the start of the work period.
Other
Esp Elearning Days Paid — ESPs paid for up to 5 E-Learning and emergency school closing days per District E-Learning Plan
ESPs will be paid for up to 5 E-Learning, emergency school closing days pursuant to the District's E-Learning Plan. The District reserves the right to assign paid ESPs duties as necessary.
Other
Esp Emergency Closing Fulltime — Full-time 12-month ESPs receive regular pay on emergency school closing days
Full-time 12-month ESPs shall receive their regular pay for the school closing day.
Other
Esp Emergency Closing Other — All other ESPs not paid for emergency day but receive regular pay for designated make-up day at end of school year
All other ESPs shall not be paid for an emergency day, but shall receive their regular pay for working on the designated make-up day at the end of the school year.
Other
Esp Institute Day Attendance — All ESPs required to attend Institute Days prior to school year start; ESPs not required to attend Meet and Greet unless required by supervisor
All ESPs will be required to attend the Institute Days prior to the start of the school year. ESPs will not be required to attend Meet and Greet unless it is required of them by their supervisor.
Compensation
Esp Overtime Threshold — All non-exempt ESPs paid overtime at 1.5x regular rate for hours over 40 per week
All ESPs deemed non-exempt under the Illinois Minimum Wage Act will be paid overtime at the rate of 1.5 times their regular hourly rate for all hours worked in excess of forty (40) in a work week (Sunday through Saturday).
Workday
Esp Probationary Period — New ESP employees have 90 calendar day probationary period
New ESP employees will have a 90 calendar day probationary period. After successful completion of the probationary period, progressive discipline shall apply.
Other
Esp Registration Days Compensable — Hours worked by ESPs on Registration Days, School Improvement Days and before/after school year are compensable
Hours worked by ESPs on Registration Days, School Improvement Days and before and after the school year shall be considered compensable.
Other
Esp Required Meetings — ESPs compensated for required meetings outside regular hours with minimum 1/4 hour payment in 1/4 hour increments
ESPs will be compensated for any meetings at which attendance is required by the Employer outside of regular working hours. Payment for attendance at such required meeting will be a minimum of one-quarter (1/4) hour. Time will be calculated in one-quarter (1/4) hour increments.
Other
Esp Resignation Notice — ESP resignations require 2 weeks advance written notice to Superintendent; constructive resignation after 3 consecutive no-shows
An ESP who wishes to resign (which shall include resignations for the purpose of retirement) from his/her position in the District shall provide the Superintendent written notice at least two (2) weeks in advance of the effective date of the resignation.
Other
Esp Summer Work Posting — Summer positions posted in all school attendance centers and District website for at least 5 working days before vacancy filled
If summer work for ESPs is available, such positions shall be posted in all school attendance centers and on the District website for at least five (5) working days before the vacancy is filled.
Other
Esp Work Hours Breaks — ESPs working 6+ continuous hours receive two 15-minute daily breaks; ESPs working 4-6 continuous hours receive one 15-minute break
Upon approval of a direct supervisor, ESPs who work at least six (6) continuous hours may receive two fifteen (15) minute daily breaks. ESPs who work at least four (4), but less than six (6) continuous hours may receive one fifteen (15) minute daily break.
Other
Esp Work Hours Minimum Lunch — ESPs working 6 or more continuous hours receive 30 minute unpaid lunch
ESPs who work six (6) continuous hours or longer will receive one thirty (30) minute duty free unpaid lunch, which shall be scheduled by the building principal, provided that lunch shall begin no later than five (5) hours after the start of the work period.
Evaluation
Evaluation Cycle Years — Teacher evaluation shall be in accordance with the procedure devised by the joint Teacher-Administrative Evaluation Committee as established in Statute 24A-5 of the State of Illinois School Code and included as Appendix E of this document.
Teacher evaluation shall be in accordance with the procedure devised by the joint Teacher-Administrative Evaluation Committee as established in Statute 24A-5 of the State of Illinois School Code and included as Appendix E.
Other
Evening Activities Optional Rate — Additional optional evening activities approved by Principal and building leadership team paid at $30 per hour
Additional optional evening activities may be approved by the Principal and the building leadership team, which will be paid at the rate of $30 per hour.
Other
Extended Medical Leave Available — Tenured teachers may request extended medical leave beyond accumulated sick leave up to remainder of school term
The Board shall grant to a tenured teacher, upon request, extended medical leave beyond the accumulated sick leave up to the remainder of the school term.
Other
Extended Medical Leave Notification Deadline — Teachers granted extended medical leave must notify Superintendent in writing on or before February 1st of intent to return to work the following school year
Teachers granted extended medical leave must notify the Superintendent of Schools, in writing, on or before February 1st of the intention to return to work the following school year.
Other
Extended Medical Leave Work Requirement — Teacher granted extended medical leave must work 93 days in school term for seniority credit and salary schedule advancement
The teacher granted extended medical leave must work for 93 days in the school term to receive seniority credit for the school year's experience and advancement on the salary schedule.
Other
Facility Use Allowed — Association permitted use of school buildings for professional meetings during regular working hours of custodial staff, teacher communications boxes, bulletin boards, and school equipment for preparation of materials
The use of school buildings for meetings for professional meetings during regular working hours of the custodial staff. The use of teacher communications boxes, inter-school communications, and school bulletin boards for the purpose of internal communications and GEA, IEA, and NEA elections.
Leave
Fmla Leave Weeks — Up to 12 weeks of unpaid Family and Medical Leave Act leave per fiscal year
Employees who have been employed by the Board for at least twelve (12) months, and have worked at least 1,000 hours during the twelve (12) months preceding the start of leave, shall be eligible for medical and/or family leave in accordance with the provisions of the federal Family and Medical Leave Act of 1993 (FMLA).
Leave
Fmla Military Caregiver Weeks — Extended FMLA leave to 26 work weeks for military caregiver within a single 12-month period
During a 'single 12-month period', an eligible employee's FMLA leave entitlement may be extended to a combined total of 26 work weeks of unpaid leave to care for a covered servicemember with a serious injury or illness.
Grievance
Grievance Steps — Four-step grievance procedure: informal discussion, written grievance with supervisor, appeal to superintendent, binding arbitration
Step One: informal verbal discussion between complainant and immediately involved supervisor. Step Two: written grievance with immediate supervisor. Step Three: appeal to Superintendent. Step Four: binding arbitration with American Arbitration Association or FMCS.