Other
Academic Freedom — Academic freedom guaranteed to employees with no arbitrary limitations on study, investigation, presentation of facts and ideas concerning man, human society, and physical and biological world
Academic freedom shall be guaranteed to employees, and no arbitrary limitations shall be placed upon study, investigation, presentation and interpretation of facts and ideas concerning man, human society, and the physical and biological world.
Compensation
After School Tutoring Hourly Rate — 0.075% (0.00075) times the base salary for after school tutoring
After school tutoring shall be paid at an hourly rate of 0.075% (0.00075) times the base salary.
Grievance
Arbitration Binding — Binding arbitration under AAA or IELRB; arbitrator decision final and binding
The decision of the arbitrator shall be final and binding. The arbitrator shall have no power to alter the language or modify the terms of this Agreement. The arbitrator is limited to the interpretation of this Agreement.
Other
Assignment Notification Deadline — Assignment changes must be notified by June 1; notification after July 1 allows employee to resign; must specify grade level, building, and subject area
If an employee's assignment is to be changed for the forthcoming school year, the Superintendent shall notify the employee in writing of the change no later than June 1 except in the case of an emergency.
Leave
Association Leave Days — maximum thirteen (13) days per school term for Association business
The maximum number of days in any school term shall not exceed thirteen (13) used for such purposes and, further providing, that no more than four (4) employees, no more than two (2) per building, for no more than three (3) consecutive days
Other
Association Meetings — Maximum of 3 early dismissal days for Association business
The Association shall be allowed a maximum of three (3) early dismissal days for the purpose of conducting Association business. The schools shall be dismissed immediately following the conclusion of the five (5) clock hour day.
Compensation
Ba Max Salary — Bachelor's degree maximum salary 2025-2026
HEA Salary Schedule 2025-2026, Experience 25, Bach. column: 78,675.00
Compensation
Ba Min Salary — Bachelor's degree minimum salary 2025-2026
HEA Salary Schedule 2025-2026, Experience 0, Bach. column: 50,000.00
Compensation
Base Salary Increase Yr1 — 6% annual increase
The employee shall receive his/her creditable earnings being (106%) of the previous year's creditable earnings as reported to TRS.
Compensation
Base Salary Increase Yr2 — Tier 1: $26.05 (increase of $0.70); Tier 2: $22.00 (increase of $0.75)
Tier 1: Year 2 - 2024 - $26.05 ($0.70). Tier 2: Year 2 - 2024 - $22.00 ($0.75).
Compensation
Base Salary Increase Yr3 — School Year 2025-2026: A seventy-five cent (.75¢) per hour increase
School Year 2025-2026: A SEVENTY-FIVE CENT (.75¢) PER HOUR INCREASE.
Leave
Bereavement Days — sick leave may be used for illness in the immediate family or household
Sick leave shall be interpreted to mean personal illness or illness in the immediate family or household. The immediate family for purposes of this article shall include: parents, spouse, brothers, sisters, children, grandchildren, grandparents, parents-in-law, brothers-in-law, sisters-in-law, and legal guardians.
Other
Bi Acr Teacher Exceptions — Behavior Interventionist/Alternative Classroom (ACR) Teachers: exceptions to Work Day and Lunch/Relief Periods set before school year; no changes midyear without mutual agreement; past precedent followed if no explicit exceptions
In order to fulfill the unique responsibilities of the positions, lawful and reasonable exceptions to the Work Day and Lunch and Relief Periods will be made by the building principal in cooperation with the Association, for employees in the role of Behavior Interventionist or Alternative Classroom (ACR) Teacher.
Other
Board Meetings Minimum Per Year — Association and Board meet minimum 1 time each year; not to exceed 2 such meetings per year
The Association and the Board agree to engage in meetings a minimum of (1) time each year, in order to facilitate effective communications between the parties. The Association representatives (not to exceed three (3) members) will meet with the Board representatives (not to exceed two (2) Board members along with the Superintendent and his/her designee). Such meetings will occur on dates mutually agreed upon by the Association President and the Superintendent, but neither party is required to exceed two (2)
Other
Certification Teacher Hiring Timeline — Instructional aides' positions filled within 10 school days; certified teachers allowed realistic time period to post, interview, check references
Instructional aides' positions shall be filled within 10 school days. If it is determined that a certificated teacher is needed to fulfill the contract, the Board shall not be held to the aforementioned time limit, but shall be provided a realistic period of time to post the position.
Other
Class Size Limit Intermediate 4 5 — Desirable intermediate (grades 4-5) class size limit is 28 students
At the intermediate levels (4-5), the desirable limit is 28. When a class size exceeds 28, the following procedures will be implemented.
Other
Class Size Limit Kindergarten — Desirable kindergarten class size limit is 22 students
At the kindergarten level, the desirable class size limit is 22. When a class size exceeds 22, the following procedures will be implemented.
Other
Class Size Limit Primary 1 3 — Desirable primary (grades 1-3) class size limit is 25 students
At the primary levels (1-3), the desirable limit is 25. When a class size exceeds 25, the following procedures will be implemented.
Other
Class Size Limit Secondary 6 12 — Desirable secondary (grades 6-12) class size limit is 29 students per regular class; no more than 35 for physical education
At the secondary levels (6-12), the desirable limit is 29 students per regular class; no more than 35 students for physical education classes; exceptions would be band, chorus, study halls, library.
Workday
Contract Days Teacher — 180 work days in 185-day school calendar
The salary schedule shall be based on a 185-day school calendar containing 180 work days. Institute days are considered to be work days.
Compensation
Contract Term — September 1, 2018 until August 31, 2023
This Agreement shall be in full force and effect from September 1, 2018 until August 31, 2023.
Other
Disciplinary Advisory Committee — Disciplinary advisory committee formed with superintendent, assistant superintendent, one administrator per building, and four HEA-appointed members; meets near end of each semester
In order to promote a climate of safety and security in the district, a disciplinary advisory committee shall be formed that is comprised of the district superintendent, assistant superintendent, one administrator from each building, and four HEA-appointed members of the Association.
Other
District Committee Minimum Meetings Per Year — District Committee meets minimum 2 times per school year to discuss staff development, workplace efficiency, and relevant issues
The Association and the Board agree that the District Committee, which will be comprised of the Superintendent, an additional administrator, and four (4) Association representatives (one representative from each district building), will meet a minimum of two (2) times per school year to discuss topics such as staff development, workplace efficiency, and other relevant issues.
Other
Dues Deduction — Board shall deduct all current membership dues of the Association, including IEA and NEA, upon written authorization
The board shall deduct from the pay of each employee all current membership dues of the Association, including the IEA and NEA, provided that at the time of such deduction, there is in the possession of the Board, a membership-written authorization form for dues deduction executed by the employee.
Other
Early Dismissal No Loss — No loss of pay if employee is sent home by Employer; paid as though worked normal hours
Early dismissals - If the employee is sent home by the Employer, the employee shall not suffer any loss in pay and shall be paid as though he/she worked their normal hours.
Other
Early Dismissal Pay — Employee receives normal applicable rate of pay for early arrivals or late dismissals
All early arrivals or late dismissals - The employee shall receive their normal applicable rate of pay.
Other
Employee Lounge — Comfortably furnished and daily cleaned employee lounge in each building
An employee lounge which is comfortably furnished and cleaned daily shall be provided in each building. Exceptions by mutual agreement of the HEA and school board.
Insurance
Employee Premium Share Pct — Traditional co-pay: Board pays minimum 65%, employee pays up to 35% of individual coverage
For the traditional (co-pay) health insurance policies, the Board agrees to pay a minimum of 65% of the individual health coverage premium.
Evaluation
Evaluation Cycle Years — All employees shall receive written evaluations of their job performance yearly
All employees shall receive written evaluations of their job performance yearly. This shall be done by the Building Principal on or before the second week of May at the end of the school year.
Evaluation
Evaluation Orientation Required — Superintendent or designee shall hold two or more orientation meetings for all licensed staff on evaluation procedures before evaluations take place
Before an evaluation can take place, the Superintendent or his designee shall have held two or more orientation meetings at which all licensed staff will have had an opportunity to become acquainted with the evaluation procedures.
Evaluation
Evaluator Electronic Devices Restriction — Evaluator may use electronic devices for note-taking only; no audio, video, or still images during observation
The evaluator may use electronic devices for note taking purposes only. The evaluator may not use audio, video, or still images during an observation or during other classroom time as a tool for evaluation purposes.
Evaluation
First Semester Evaluation Progress Reporting — At the end of first semester, list of completed evaluation steps sent to Union President
At the end of the first semester, a list of what steps have been completed for each evaluation in progress shall be sent to the Union President.
Other
Full Experience Credit — Full credit awarded for all prior PreK-12 service and out-of-state public school service; retroactive to 2023-2024 hires, effective 2024-2025
The employee will be awarded full credit for all prior years of PreK-12 service according to what is listed in the employee's Illinois Teachers' Retirement System statement. Any out of state public school service would also be included.
Rif
Grant Funded Position Tenure Credit — Years worked by HEA Members hired for Class Size Reduction Grant or ESSER positions count toward tenure and seniority, retroactive to hire date, if proficient performance rating achieved
Years worked by HEA Members who are hired for Class Size Reduction Grant or ESSER* Grant positions shall count toward tenure and seniority, retroactive to date of hire. These teachers, provided they have achieved performance ratings of proficient and above, will be financially maintained through future retiring teachers.
Grievance
Grievance Arbitrator Cost Split — Each party bears costs for its representation; arbitrator and AAA/IELRB costs divided equally by grievant and Board
Each party shall bear the full costs for its representation in the arbitration. The costs of the arbitrator and the AAA or IELRB, if any, shall be divided equally by the grievant and the Board.
Grievance
Grievance Bypass Arbitration — Superintendent and grievant may agree to submit grievance directly to Step C arbitration
If the Superintendent and the grievant agree, a grievance may be submitted directly to Step C.
Grievance
Grievance Bypass Superintendent — Step A may be bypassed if grievant and Superintendent agree; grievance brought directly to Step B
If the grievant and the Superintendent agree, Step A of the grievance procedure may be bypassed and the grievance brought directly to Step B.
Grievance
Grievance Class Grievances — Class grievances involving multiple employees/supervisors or administrator above building level may be initially filed by Association at Step B with written consent of involved grievant(s)
Class grievances involving one or more employees or one or more supervisors, and the grievances involving an administrator above the building level, may be initially filed by the Association with written consent of the involved grievant(s) at Step B.
Grievance
Grievance Definition — Any claim by an employee of violation, misinterpretation, or misapplication of agreement terms
Any claim by an employee of the Association there there has been a violation, misinterpretation, or misapplication of the terms of this agreement shall be a grievance.
Grievance
Grievance Informal Resolution — Employee or group may present grievances to employer and have adjusted without bargaining representative intervention, provided adjustment consistent with agreement terms and representative given opportunity to be present
Any individual employee or group of employees may at any time present grievances to their employer and have them adjusted without the intervention of the bargaining representatives as long as the adjustment is not inconsistent with terms of the agreement then in effect, provided that the bargaining representative has been given an opportunity to be present at such adjustment.
Grievance
Grievance No Reprisal — No reprisals by Board or administration against grievant for participation in grievance
No reprisals shall be taken by the Board or the administration against a grievant because of his/her participation in a grievance.
Grievance
Grievance Released Time — Employee or Association representative released without loss of pay or benefits if grievance processing requires release from regular assignment, upon Superintendent approval
Should the processing of any grievance require that an employee or an Association representative be released from his regular assignment, he shall be released without loss of pay or benefits upon approval by the Superintendent.
Grievance
Grievance Step A Supervisor — Employee presents grievance in writing to immediately involved supervisor; meeting within 4 working days; written response within 2 days of meeting
The employee may present the grievance in writing to the immediately involved supervisor who will arrange for a meeting to take place within four (4) working days after receipt of the grievance. Within two (2) days of the meeting, the grievant shall be provided with the supervisor's written response, including reasons for the decision.
Grievance
Grievance Step B Superintendent — Grievant submits to Superintendent if unsatisfied with Step A; meeting within 4 days; Superintendent response within 10 days
If the grievant is not satisfied with the disposition of the grievance at Step A above, or the time limits to expire without issuance of the supervisor's response, the grievant may submit the grievance to the Superintendent, who will arrange for a meeting to take place within four (4) days after receipt of the grievance. Within ten (10) days, the grievant shall be provided with the Superintendent's response, including reasons for the decision.
Grievance
Grievance Step C Arbitration — Binding arbitration if unsatisfied with Step B; demand for arbitration filed within 30 days of Step B response; AAA or IELRB administrator
If the grievant is not satisfied with the disposition of the grievance at Step B above, or the time limits expire without the issuance of the Superintendent's response, the grievant may submit the grievance to binding arbitration under the Voluntary Labor Arbitration Rules of the American Arbitration Association (AAA), which shall act as the administrator of the proceedings. If a demand for arbitration is not filed within thirty (30) days of the date for the response at Step B above,
Grievance
Grievance Steps — three steps: oral with Principal/Supervisor, written to Superintendent, binding arbitration
A grievance shall be handled pursuant to the following procedures: (A) oral with Principal/Supervisor within three (3) working days; (B) reduced to writing to Superintendent within ten (10) days; (C) binding arbitration under Voluntary Labor Arbitration Rules.
Grievance
Grievance Time Limits School Days — All time limits consist of school days; except when grievance submitted fewer than 10 days before close of school year, time limits consist of weekdays, legal holidays excluded
All time limits consist of school days, except that when a grievance is submitted fewer than ten (10) days before the close of the school year, time limits shall consist of weekdays, legal holidays excluded.
Grievance
Grievance Withdrawal — Grievance may be withdrawn at any level without establishing precedent
A grievance may be withdrawn at any level without establishing precedent.
Other
Half Student Count — Students attending less than 50% of school day in regular classroom due to IEP counted as one-half student for enrollment count
Students who, as a result of an IEP determination, spend less than 50% of their school day in the regular classroom will be counted as one-half student for the purposes of the enrollment count.
Insurance
Health Family Premium — Employee + 1, Employee + Children, and Family coverage: Board shall pay 50% of total premium
Employee + 1 - 50% of total premium; Employee + Children - 50% of total premium; Family - 50% of total premium
Insurance
Health Single Premium — Single Insurance coverage: Board shall pay 60% of total premium
The Board shall pay all or part of the employee's health insurance Major medical, accidental death and dismemberment, and term life insurance premium to the extent listed below. Single Insurance - 60% of total premium
Insurance
Hsa Employer Contribution — HSA plans: Board pays minimum 85% of individual coverage premium
For those employees who participate in the Health Savings Account (HSA) insurance policies, the Board agrees to pay a minimum of 85% of the individual health coverage premium.
Workday
Instructional Minutes Day — 8:00 a.m. to 3:30 p.m. with time after close of student day for parent consultations and matters requiring attention
The employee's work day shall be from 8:00 a.m. to 3:30 p.m.; however, an employee shall remain for a sufficient period after the close of the student school day to attend to those matters which properly require attention at that time.
Other
Internal Substitution Pay Hhs Hjhs — Internal substitution covering class during prep period paid $30/class at HHS/HJHS and $20/thirty minutes at HES/Northside
If the HEA member is asked and agrees to supervise a class during their prep period, internal substitution will be paid at a rate of $30 per class period at HHS and HJHS and $20 per thirty minutes at HES and Northside.
Other
Involuntary Transfer — Involuntary transfers only in emergency or prevention of undue disruption; employee may request release from contract; priority consideration for future transfers
Involuntary transfers that result in relocating an employee in another building shall be made only in cases of emergency or in the prevention of undue disruption of the instructional program.
Other
Jury Duty Pay — Board pays regular salary to employees called to jury duty or subpoenaed as witnesses, provided per diem received is turned into Unit Office
The Board shall pay the regular salary to employees called to jury duty or subpoenaed to appear before legal and administrative review panels as witnesses, provided the per diem received is turned into the Unit Office.
Workday
Kindergarten Purposeful Play — 30 minutes of purposeful play required daily at kindergarten level, in addition to itinerant classes and recess
At the Kindergarten level, 30 minutes of purposeful play shall be implemented into the daily schedule. This thirty (30) minutes must be listed on the teacher's daily schedule and is in addition to itinerant classes and recess.
Compensation
Lane Advancement Allowed — Yes - B.S. Degree, B.S. plus 15 Semester Hours, Master's Degree, Master's plus 15 Semester Hours, Ph.D. or Ed.D. lanes described
B.S. Degree; B.S. Degree plus 15 Semester Hours; Master's Degree; Master's Degree plus 15 Semester Hours; Ph.D. or Ed.D. Official transcripts on file required.
Other
Lesson Plans Weekly Submission — Employees prepare daily and long-range lesson plans consistent with curriculum; weekly lesson plans submitted to principal preceding Friday; returned next school day with principal feedback
Employees shall prepare daily and long-range lesson plans consistent with the curriculum. The lesson plans for each week shall be submitted to the principal on the preceding Friday, except where appropriate arrangements have been made with the principal. Plan books shall be returned to the employees on the following school day with any comments, criticisms, or suggestions the principal finds appropriate.
Compensation
License Certification Cost — renewal of license/certificates shall be kept up to date at the cost of the employer
All cooks are required by law to be licensed or certified for dietary services. The renewal of license/certificates shall be kept up to date at the cost of the employer.