Grievance
Arbitration Binding — Binding arbitration with arbitrator having no power to arbitrate away, add to, or subtract from, or change any of the terms or provisions of this Agreement
The decision of the arbitrator shall be binding upon the parties during the remainder of this Agreement. The function of the arbitrator shall be to determine alleged grievances exclusively covering the interpretation and application of this Agreement.
Grievance
Arbitration Cost Sharing — The cost of the arbitrator shall be borne equally by the Board and the Union. Each party to an arbitration proceeding shall be responsible for compensating its own representatives and witnesses.
The cost of the arbitrator shall be borne equally by the Board and the Union. Each party to an arbitration proceeding shall be responsible for compensating its own representatives and witnesses.
Other
Assault Battery Protection — First 3 work days absence from assault/battery injury unpaid from sick leave; regular salary continued; excess medical paid by workers comp or TRS/IMRF
Whenever an employee is absent from school as a result of personal injury caused by an assault and/or battery arising out of and in the course of his/her employment, he/she shall continue to receive his/her regular salary. The first three (3) work days of such absence shall not be charged to his/her annual sick leave or accumulated sick leave.
Workday
Assignment Notice Deadline — Principals shall furnish written tentative fall assignments to the teachers no later than the last day of the school year
Principals shall furnish written tentative fall assignments to the teachers no later than the last day of the school year. Such notification shall include, whenever possible, subjects, class ability levels, grade level, building, number of assigned periods, and special classes, if any.
Compensation
Ba Max Salary — 2025-2026 Year: $19.60 (10 years or more)
2025-2026 Year $19.60 (10 years or more)
Compensation
Ba Min Salary — 2025-2026 Year: $17.60 (0-5 year's experience)
2025-2026 Year $17.60 (0-5 year's experience)
Compensation
Bachelor Degree Bonus — Teacher Aides who hold a Bachelor degree will continue to earn an additional $2.00 an hour
Teacher Aides who hold a Bachelor degree will continue to earn an additional $2.00 an hour.
Compensation
Base Salary Increase Yr1 — 4% adjustment to base rate of pay
Each year during the term of this agreement, wage rates for employees will increase with a 4% adjustment to the base rate of pay.
Compensation
Base Salary Increase Yr2 — 5.0% increase for teachers at bottom of salary schedule
For the 2025-2026 school year teachers who have reached the bottom of the salary schedule and who will not move on step will receive an additional 5.0% above their previous
Compensation
Base Salary Increase Yr3 — 3.0% raise
2021-2022 – Employees hired before April 1, 2021 will receive a 3.0% raise.
Leave
Bereavement Days — Leave for death in the immediate family limited to a maximum of four (4) days with pay
Leave for death in the immediate family shall be limited to a maximum of four (4) days with pay, provided the days taken are coincident with the date of death or burial. Three of these days will be deducted from the Employee's accrued sick days.
Leave
Bereavement Leave Noncumulative — Bereavement leave shall be non-cumulative
Bereavement leave shall be non-cumulative.
Leave
Break Duration — Two 15-minute rest periods each day
Two fifteen (15) minute rest periods are permitted each day for secretaries, aides and non-certificated school nurses.
Workday
Class Size 4 8 Aide Threshold — When grades 4-8 reach 28 students for 20+ days Sept 1-Apr 1, Board hires full-time aide if requested
When class size reaches twenty-eight (28) students for grades 4 through 8 for twenty (20) attendance days between September 1 and April 1, the Board will hire a full time qualified aide if requested to do so, in writing, by the affected teacher.
Workday
Class Size K3 Aide Threshold — When K reaches 23 or grade 1 reaches 24 students for 20+ days Sept 1-Apr 1, Board hires full-time aide if requested
When class size reaches twenty-three (23) students for kindergarten and twenty-four (24) students for first grade and twenty six (26) students for grades 2 and 3 for more than twenty (20) attendance days between September 1 and April 1, the Board will hire a full time qualified aide if requested to do so, in writing, by the affected teacher.
Workday
Class Size K3 Desirable — Desirable class size for K-3 is 23 students; for grades 4-6 is 25; for grades 7-8 is 27
In monitoring class sizes, it is recognized that a desirable number of students in K-3 classes should be 23, with 25 students being the desirable number in the 4-6 classes and 27 students being the desirable number in the 7-8 classes.
Other
Classroom Collections — Teachers shall participate in classroom collections as requested by Principal, but need not act as collection agency after reasonable efforts
Teachers shall participate in classroom collections as requested by their Principal, but need not act as a collection agency after reasonable efforts to collect have been attempted.
Other
Committee Meeting Duration Limit — Committees meeting after school hours normally shall not be required to meet longer than sixty minutes
Committees meeting after school hours shall normally not be required to meet longer than sixty (60) minutes after the meeting begins. Committees may meet on workshop days when workshops are not in session.
Workday
Contract Days Teacher — Regular daily work shift will be eight and one-half (8.5) hours in length, including eight (8) hours of paid duty with two 15-minute paid breaks and a thirty (30) minute unpaid lunch period
The regular daily work shift will be eight and one-half (8.5) hours in length, including eight (8) hours of paid duty (which includes two 15-minute paid breaks) and a thirty (30) minute unpaid lunch period.
Workday
Contract Duration — Terms of 2016-2019 Collective Bargaining Agreement continue through August 31, 2021
Article XVII.1 (Duration) is hereby amended, and except as otherwise noted herein, the terms of the 2016-2019 Collective Bargaining Agreement (and its one-year extension) will continue in effect through August 31, 2021.
Other
Curriculum Fidelity Required — Teachers must follow curriculum guides approved by Superintendent and Board; present all sides of controversial issues; deviations require principal approval
The parties agree that all teachers shall follow the curriculum guides approved by the Superintendent and the Board and shall present all sides of any controversial issues or subjects which arise within the curriculum guide. Any deviation from the curriculum guide by a teacher must be approved in advance by the school Principal.
Other
Curriculum Night Mandatory — All Bargaining Unit Members shall attend one school Curriculum Night program; PTO attendance voluntary
All Bargaining Unit Members shall attend one school Curriculum Night program. Attendance at PTO meetings shall be on a voluntary basis.
Insurance
Dental Coverage — full single dental insurance premium paid by Board
The Board will pay the full single dental insurance premium for all full-time bargaining unit members under a policy and with a carrier to be selected by the Board.
Other
Dues Deduction Frequency — bi-weekly during the school year
The Board agrees to deduct Union membership dues bi-weekly during the school year from the pay of those employees who individually request in writing that such deductions be made.
Other
Early Release Fridays Holiday Eves — On Fridays and day before holiday, teachers permitted to leave 5 minutes after children unless emergency
On Fridays and the day before a recognized holiday, teachers shall be permitted to leave five (5) minutes after the children unless there is an emergency situation.
Insurance
Employee Premium Share Pct — Employees who opt into the District's health insurance coverage will be required to pay no more than five percent (5%) of the cost of the premium for single coverage
During the term of this agreement, employees who opt into the District's health insurance coverage will be required to pay no more than five percent (5%) of the cost of the premium for single coverage. The district will contribute ninety-five percent (95%) of the cost of the premium for single coverage.
Compensation
End Of Career Salary Increase Yr1 — six percent (6%) salary increase for final year or final two years
Individuals receiving one (1) year six percent (6%) salary increase will receive an increase in their final year's salary of six percent (6%) greater than their previous year's salary.
Compensation
End Of Career Salary Increase Yr2 — six percent (6%) salary increase for second year of retirement benefits
Individuals receiving two (2) six percent (6%) salary increases will receive the first year's increase as described above. The second and final year's increase will be six percent (6%) greater than the first year's salary.
Evaluation
Evaluation Cycle Years — Formal evaluation based on at least one classroom observation of minimum 45 minutes or complete lesson; pre- and post-observation conferences; summative evaluation based on formal and informal observations; written evaluation and copy provided before May 15
Every formal teacher evaluation will be based on at least one of the following activities: an observation of the teacher in his or her classroom for a minimum of 45 minutes at a time; or an observation during a complete lesson; or an observation during a complete class period.
Evaluation
Evaluation Observation Required — Minimum observation duration for formal teacher evaluation
Every formal teacher evaluation will be based on at least one of the following activities: an observation of the teacher in his or her classroom for a minimum of 45 minutes at a time; or an observation during a complete lesson; or an observation during a complete class period.
Grievance
Exclusion Of Remedies — In the event a member of the bargaining unit commences a proceeding in any state or federal or administrative agency against the District, charging a violation of any terms of the Agreement, such remedy shall be exclusive and said member shall be barred from invoking any remedy by this grievance procedure
In the event a member of the bargaining unit commences a proceeding in any state or federal or administrative agency against the District, the Board and/or Administration or any member thereof, charging the District, the Board and/or Administration or any member thereof with an alleged violation of any of the terms of the Agreement, such remedy shall be exclusive.
Leave
Extended Illness Leave Duration — Extended Illness Leave of absence without pay, not to exceed a total of twelve (12) work weeks in any 12 months
A bargaining unit member who becomes ill and has used up all of his/her accumulated sick leave and whose claim of sickness is supported by medical evidence satisfactory to the Board, shall be granted a sick leave of absence without pay, such leave of absence not to exceed a total of twelve (12) work weeks in any 12 months.
Leave
Extended Illness Leave Extension — Upon expiration of the twelve (12) work week period, the bargaining unit member shall either return to work or shall be granted further leave without pay not to exceed three (3) months
In consideration of these findings, the bargaining unit member shall either return to work or shall be granted further leave without pay not to exceed three (3) months.
Other
Faculty Meetings Frequency — Faculty meetings will be limited to two per month
Faculty meetings will be limited to two (2) per month. Teachers shall attend faculty meetings when called by the Administration and shall remain until adjournment by the administrator in charge of the meeting.
Other
Faculty Meetings Limit — Faculty meetings limited to two per month
Faculty meetings will be limited to two (2) per month. Teachers shall attend faculty meetings when called by the Administration and shall remain until adjournment by the administrator in charge of the meeting. Regular faculty meetings will be limited to no more than one hour.
Other
Fair Share Deletion — Article I.7 'Fair Share' is deleted
As a result of the U.S. Supreme Court decision in Janus, Article I.7, 'Fair Share' is hereby deleted.
Other
Fair Share Non Member Fee — Non-member employees shall pay to the Union each month their fair share of the cost of services rendered by the Union that are chargeable to non-members under State and Federal law
All employees covered by this Agreement who are not members of the Union, commencing on the effective date of this agreement, or sixty (60) days after their initial employment shall pay to the Union each month their fair share of the cost of the services rendered by the Union.
Other
Full Time Minimum Hours — Full-time employee minimum hours per week
A full-time custodial, educational support person is one who is employed to work at least thirty-five (35) hours per week.
Leave
General Leave — A general leave not herein provided for, such as requests covering the Peace Corps, Job Corps, Exchange Teacher Program, or full-time study, may be granted to tenured teachers by the Board for one (1) school year in length
A general leave not herein provided for, such as requests covering the Peace Corps, Job Corps, Exchange Teacher Program, or full-time study, may be granted to tenured teachers by the Board, upon recommendation of the Superintendent, for one (1) school year in length.
Leave
General Leave Return Deadline — The employee retains the responsibility of informing the Superintendent in writing by February 1 that he/she still intends to return the following year
The employee retains the responsibility of informing the Superintendent in writing by February 1 that he/she still intends to return the following year. Failure to advise the Superintendent by said date of the intent to return as required herein, shall be conclusively treated as an election not to return to employment and as an absolute resignation from the District.
Grievance
Grievance Definition — Grievance is a written complaint alleging violation, misinterpretation, or misapplication of any provision of the Agreement
A grievance is hereby defined to mean a written complaint alleging a violation, misinterpretation, or misapplication of any one or more provisions of this Agreement.
Grievance
Grievance No Reprisal — Any bargaining unit member who participates in grievance procedure shall not be subjected to discipline or reprisal
Any bargaining unit member who participates in the grievance procedure shall not be subjected to discipline or reprisal because of his/her participation.
Grievance
Grievance Steps — Four-step grievance procedure: Step 1 to immediate supervisor, Step 2 to Superintendent, Step 3 to Board, Step 4 to arbitration
An alleged grievance shall be resolved in the following manner: Step 1. The aggrieved Employee, with or without a Union representative, shall take up the grievance or dispute with the Employee's immediate supervisor within fifteen (15) working days of the occurrence.
Other
Hard To Fill Signing Bonus — up to Four Thousand Dollars ($4,000) signing bonus
The Superintendent also may, in his or her discretion, offer a signing bonus of up to Four Thousand Dollars ($4,000) to new hired into hard-to-fill positions.
Other
Hard To Fill Signing Bonus Repay Years — must complete four (4) years of service to avoid repayment
Teachers who receive such a signing bonus agree to sign a promissory note to repay the signing bonus to the District no less than ten (10) calendar days before their last day of employment if they voluntarily leave the employment of the District before completing four (4) years of service.
Insurance
Health Coinsurance Innetwork — 90% coinsurance for in network services
The plan will provide for 90% coinsurance for in network services and 70% for our network providers.
Insurance
Health Coinsurance Outnetwork — 70% coinsurance for out of network providers
The plan will provide for 90% coinsurance for in network services and 70% for our network providers.
Insurance
Health Deductible Innetwork — three hundred dollars ($300.00) deductible for in network
Deductibles will be three hundred dollars ($300.00) for in network and five hundred fifty dollars ($550.00) out of network.
Insurance
Health Deductible Outnetwork — five hundred fifty dollars ($550.00) out of network
Deductibles will be three hundred dollars ($300.00) for in network and five hundred fifty dollars ($550.00) out of network.
Insurance
Health Emergency Room Copay — seventy-five dollars ($75.00) emergency room copay
Office co-pay will be limited to twenty dollars ($20.00) and emergency room co-pay will be seventy-five dollars ($75.00).
Insurance
Health Family Premium — Employees taking PPO single coverage will contribute no less than $300 a year
Employees taking PPO single coverage will contribute no less than $300 a year. Increases in premiums of more than 10% from one year to the next will be split equally between the Employee and the Board.
Insurance
Health Hmo Single Employee Premium — Three Hundred Eighty Dollars ($380.00) per year for HMO single
Employees who take HMO single each year will pay Three Hundred Eighty Dollars ($380.00) in each year of this Agreement.
Insurance
Health Hmo Single Noncertified Premium — three hundred sixty dollars ($360.00) for non-certified HMO single
For HMO single will be three hundred sixty dollars ($360.00) in each year of this Agreement.
Insurance
Health Office Copay — twenty dollars ($20.00) office copay
Office co-pay will be limited to twenty dollars ($20.00) and emergency room co-pay will be seventy-five dollars ($75.00).
Insurance
Health Out Of Pocket Max Innetwork — one thousand two hundred fifty dollars ($1,250.00) for in network
Total out of pocket outlays will be one thousand two hundred fifty dollars ($1,250.00) for in network and two thousand five hundred dollars ($2,500.00) for out of network.
Insurance
Health Out Of Pocket Max Outnetwork — two thousand five hundred dollars ($2,500.00) for out of network
Total out of pocket outlays will be one thousand two hundred fifty dollars ($1,250.00) for in network and two thousand five hundred dollars ($2,500.00) for out of network.
Insurance
Health Ppo Single Employee Premium — Five Hundred Seventy-Five Dollars ($575.00) per year for PPO single
Employees who take PPO single each year will Five Hundred Seventy-Five Dollars ($575.00) in each year of this Agreement.
Insurance
Health Ppo Single Noncertified Premium — four hundred dollars ($400.00) for non-certified PPO single
Non-certified employee contributions toward single coverage for PPO single will be four hundred dollars ($400.00) in each contract year
Insurance
Health Prescription Copay Brand — thirty-five dollars ($35.00) for brand name
Prescriptions co-pay will be on the basis of ten, twenty and thirty-five dollars ($10.00/$20.00/$35.00) (generic, preferred list, brand name).
Insurance
Health Prescription Copay Generic — ten dollars ($10.00) for generic
Prescriptions co-pay will be on the basis of ten, twenty and thirty-five dollars ($10.00/$20.00/$35.00) (generic, preferred list, brand name).