Grievance
Arbitration Binding — Binding arbitration available as final step of grievance procedure
If the grievance has not been satisfactorily resolved at Step Four, the Union may request binding arbitration of the grievance by filing a letter with the Board specifying this intent along with a completed copy of the Grievance Form within ten (10) business days after the receipt of the Board decision.
Compensation
Ba Max Salary — $36.36 (Building Secretary, step R18, 2023-24)
Step R18, BSECR column: $24.76 shown for 2022-23; updated to comparable step in 2023-24 schedule
Compensation
Ba Min Salary — $22.93 (Administrative Assistant, step A1, 2022-23)
Step A1, ADAST column: $22.93 per hour for school year 2022-23
Compensation
Base Salary Increase Yr1 — New hires placed on applicable Salary Schedules; may receive credit for up to 8 years prior experience; up to 12 years in difficult-to-fill positions
The administration shall place Employees new to the District on the applicable Salary Schedules and may credit new hires with up to eight (8) years for initial compensation for any prior years of non-consecutive service in the district or for comparable experience in other school districts or employment. In circumstances involving difficult to fill positions where the best available candidate has substantially more than eight (8) years prior experience, the District may grant additional prior experience credit beyond eight (8)
Compensation
Base Salary Increase Yr2 — 2% salary increase for school year 2021-22
Salary increases for the 2021-22 school year as outlined in the salary schedule
Compensation
Base Salary Increase Yr3 — 2.7% salary increase for school year 2024-25
2.7% increase applied across all salary steps for school year 2024-25
Leave
Bereavement Days — 4 normally scheduled working days for death of sister, brother, parent-in-law, grandchild, grandparent, grandparent-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law or legal guardian
When death occurs involving an employee's sister, brother, parent-in-law, grandchild, grandparent, grandparent-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law or legal guardian; the employee, on request, will be excused, without loss of pay, for any of four (4) normally scheduled working days (excluding Saturday and Sunday) following the date of death.
Other
Clerical Aides Institute Days — Clerical aides work 5 days prior to school year start
All clerical aides shall work five (5) days prior to the start of each school year immediately preceding the District's institute days.
Other
Compensatory Time Max — Employees may earn up to 40 hours of compensatory time in a fiscal year
Employees may earn up to forty (40) hours of compensatory time in a fiscal year, unless the Superintendent, or his/her designee, approves additional compensatory time
Workday
Contract Days Teacher — 262 paid days for calendar A positions
Number of Days Worked: 245; Paid Holidays: 17; Total Paid Days: 262
Other
Contract Duration — Agreement effective July 1, 2020 through June 30, 2025
This Agreement shall be effective as of July 1, 2020, and shall remain in full force and effect through June 30, 2025
Other
Curriculum Nights Required — Maximum 3 secretaries or clerical aides per building required to attend Curriculum Night
A maximum of three secretaries or clerical aides per building shall be required to attend each Curriculum Night at the direction of the principal of the building to which they are regularly assigned.
Other
Discipline Measures — Disciplinary measures may include: oral reprimand/verbal warning, written reprimand/letter of direction, suspension without pay (written notice), discharge/nonrenewal/termination (written notice)
Disciplinary action or measures may include, but not necessarily be limited to the following: Oral reprimand/Verbal Warning, Written Reprimand/Letter of Direction, Suspension without pay (notice to be given in writing), Discharge/Nonrenewal/Termination (notice to be given in writing)
Other
Discipline Progressive — Board agrees with tenets of progressive and corrective discipline. Disciplinary action imposed for just cause as deemed appropriate by Administration. May skip steps if more serious disciplinary action warranted.
The Board agrees with the tenets of progressive and corrective discipline. Disciplinary action may be imposed upon an Employee for just cause as deemed appropriate by the Administration. The Board retains the right to impose the level of discipline it deems appropriate in light of the conduct at issue, and may skip steps in the progressive discipline process when, in the Board's discretion, more serious disciplinary action is warranted.
Other
Dues Checkoff — Union dues check-off authorized
Article VIII – DUES DEDUCTION; 8.1 Dues Check-Off
Other
Dues Deduction — Board makes payroll deductions for union dues upon written authorization
Upon receipt of written authorization from an employee, the Board will make payroll deductions in an amount certified by the Union for dues, assessments, or fees
Other
E Learning Days Option — Employees may elect to use personal paid leave on e-learning days when facilities closed but educational programming provided remotely
If the District's facilities are closed to students during a workday due to an emergency, but educational programming is provided remotely through the use of digital technologies ('e-learning days'), employees not required to report to a District facility may elect to use a personal paid leave day.
Insurance
Employee Premium Share Pct — Employees employed prior to December 20, 2016 retain same contribution rate (percentage) as of that date regardless of position
Any employee who was employed by the District prior to December 20, 2016, and has since remained continuously employed by the District (i.e., without a break in service) shall remain eligible to pay the same contribution rate (i.e., percentage) for insurance benefits as certified teaching staff employed as of December 20, 2016.
Other
Employment Notification — Human Resources Department shall notify President and Treasurer within five working days of hiring any employee covered by this agreement
The Human Resources Department shall notify the President and Treasurer within five (5) working days of the hiring of any employee covered by this agreement.
Evaluation
Evaluation Cycle Years — Annually during first two full years; every other school year thereafter
All Employees will be evaluated annually during the first two full years of employment. After the first two years of employment, employees will be evaluated every other school year.
Other
Extra Duty Compensation — Employees considered for extra duty/extra schedule assignments at appropriate pay rates
Employees shall be considered for extra duty/extra schedule assignments not filled by teachers. Compensation at appropriate pay rate as designated in Appendix B
Other
Full Time Custodian Break Afternoon — 10-hour shift custodians: 15-minute paid break in afternoon
Employees working ten (10) hour shifts shall receive a paid fifteen (15) minute break in the morning and a paid fifteen (15) minute break in the afternoon.
Other
Full Time Custodian Break Morning — 10-hour shift custodians: 15-minute paid break in morning
Employees working ten (10) hour shifts shall receive a paid fifteen (15) minute break in the morning and a paid fifteen (15) minute break in the afternoon.
Other
Full Time Custodian Lunch — 30-minute paid duty-free lunch for 10-hour shift employees
Employees shall receive a paid thirty (30) minute duty free lunch. The lunch break shall be scheduled by the District and shall include travel time.
Grievance
Grievance Steps — Four-step grievance procedure: Step One (informal), Step Two (building principal), Step Three (superintendent), Step Four (binding arbitration)
Step One: informal verbal discussion. Step Two: written grievance to building principal within ten (10) business days. Step Three: appeal to Superintendent within ten (10) business days. Step Four: Binding Arbitration if not resolved at Step Three.
Insurance
Health Single Premium — District provides Group Insurance Program with same terms, conditions and benefits as certified teaching staff
The District shall provide a Group Insurance Program and employees shall be eligible for and subject to the same terms, conditions and benefits under the Program as the certified teaching staff at the District for the duration of this contract.
Other
Involuntary Transfer Notice — Whenever possible, employee involved in involuntary transfer with changed start/end times given five (5) day notice before transfer implemented
Whenever possible, any employee who is involved in the involuntary transfer whose start and end times will be changed will be given a five (5) day notice before the transfer is put into effect.
Other
Liability Protection — Board indemnifies and protects employees' claims and suits, including defense thereof, when damages sought for negligent or wrongful acts during scope of employment or under Board direction, per Illinois School Code 105 ILCS 5/10-20.20
The Board will, in accordance with Section 10-20.20 of the Illinois School Code (105 ILCS 5/10-20.20), indemnify and protect employees claims and suits, including defense thereof, when damages are sought for negligent or wrongful acts allegedly committed during the scope of employment or under the direction of the Board.
Other
No Strike — Union, members, and bargaining unit members agree not to strike, engage in work stoppage, or picket
The Union, its members, and members of the bargaining unit agree not to strike, engage in any work stoppage, or picket, any of which of the foregoing in any manner would tend to disrupt the operation of any school in District 33-C
Other
Nurse Reimbursement Malpractice — Nurses reimbursed up to $125 per year for malpractice insurance
Nurses will be reimbursed up to a maximum of one hundred twenty-five dollars ($125) per year to cover the costs of the required malpractice insurance
Other
Nurse Reimbursement Professional Growth — Nurses reimbursed up to $200 per year for continuing education units
Nurses will be reimbursed up to a maximum of two hundred dollars ($200) for Continuing Education Units per year, subject to preapproval by the Superintendent
Other
Nurse Summer Days — Nurses work minimum 4 additional days during summer months
All nurses will work a minimum of four (4) additional days during the summer months. These will be (seven and one half) 7.5 hour days with a thirty (30) minute duty free lunch included.
Other
Overtime Compensation — Time and one-half or compensatory time for overtime exceeding 40 hours per week
Employees shall be guaranteed either overtime pay at time and one-half or receive compensatory time at time and one-half for any assigned or approved time worked which exceeds forty (40) hours per week
Other
Paraprofessional Institute Days — Paraprofessionals work all 4 institute days
All paraprofessionals and instructional aides shall work all four (4) institute days. Paraprofessionals and instructional aides will be provided time to be determined by the District on these institute days for Safe School trainings.
Other
Part Time Custodian Option Four Day — Part-time custodians may work four (4) day, ten (10) hour shifts Monday through Thursday
Part-time custodians shall have the option to work four (4) day, ten (10) hour shifts Monday through Thursday. Those part-time custodians who elect to work four (4) day, ten (10) hour shifts shall receive a paid fifteen (15) minute break in the morning and a paid fifteen (15) minute break in the afternoon and a paid thirty (30) minute duty free lunch.
Leave
Personal Days Annual — Twelve-month part-time employees (30+ hours/week) accrue 0.5 day per month for ten months; may accrue max 5 vacation days from July 1, 2017
Upon completion of each full year of employment twelve month part-time employees regularly scheduled to work thirty (30) hours or more per week will accrue vacation on a monthly basis at a rate of one half day per month for ten (10) months. For this Agreement only, eligible part-time employees as described above, who have worked at the District for at least twelve (12) months, shall receive a one-time allotment of five (5) vacation days effective July 1, 2017, in
Other
Personnel File Disciplinary Copy — Employee must receive copy of disciplinary materials before placement in file and must acknowledge receipt
No performance evaluations, complaints against the employee, written disciplinary actions or documents of a similar nature shall be placed in the file unless the employee receives a copy of said material and notification that said material is being placed in the file.
Other
Personnel File Purge — Disciplinary reports, letters of reprimand more than four years old are deleted from personnel file
An employer shall review a personnel file before releasing information to a third party and, except when the release is ordered to a party in a legal action or arbitration, delete disciplinary reports, letters of reprimand, or other records of disciplinary action which are more than four (4) years old.
Other
Personnel File Review Fee — Nominal fee of $0.35 per page may be charged for personnel file reproduction
Reproduction of non-confidential materials will be made only by District 33-C. A nominal fee of $0.35 per page may be charged for this service.
Other
Personnel File Single — Only one personnel file kept for each employee
All confidential and non-confidential materials, with the exception of medical records, pertaining to the employees shall be kept in one personnel file in the District's central administrative office.
Other
Pre Disciplinary Meeting — Employees receive written notification of pre-disciplinary meeting. Prior to disciplinary action, Administration meets with employee, informs of reasons, provides opportunity to present side of incident and rebut testimony. Employee may have Union representation.
Employees will receive written notification of the meeting prior to any pre-disciplinary meeting. Prior to disciplinary action being taken against an employee, the Administration shall meet with the employee and inform him/her of the reasons for any contemplated disciplinary action. The employee shall be given the opportunity to present the employee's side of the incident and to rebut any testimony. The employee may have Union representation or any other representation as provided for in the Weingarten Rights.
Other
Probationary Midway Meeting — Minimum one meeting midway through probationary period with supervisor
Midway through the probationary period, a probationary employee shall have a minimum of one meeting with his/her immediate supervisor to discuss any deficiencies and/or strengths.
Other
Probationary Period Days — Initial probationary period is 90 calendar days
All new employees shall serve an initial ninety (90) calendar day probationary period. Employees may be disciplined or terminated prior to completion of their probationary period without just cause, and such discipline and/or termination shall not be subject to the grievance procedure.
Retirement
Retirement System — IMRF (Illinois Municipal Retirement Fund) for support staff
Support staff employees are members of IMRF
Rif
Rif Recall Years — Employees subject to a Reduction-In-Force and who are recalled within one year of the date of the Reduction-In-Force will have no break in service or seniority.
Employees subject to a Reduction-In-Force and who are recalled within one year of the date of the Reduction-In-Force will have no break in service or seniority and shall be eligible to participate in the insurance premium offerings available to them as of their last day of work prior to the Reduction-In-Force.
Compensation
Salary Lanes Count — 13 salary lanes/positions: ADAST, BSECR, CNAID, DSECR, CUST, HCUST, HVAC, MPROF, MASST, MMG, PARA, NNURS, LUNCH
Column headers for salary schedule: Administrative Assistant, Building Secretary, Clerical Nurse Aide, District Secretary, Custodian, Head Custodian, HVAC Technician, Media Center Professional, Media Center Assistant, Maintenance Mechanic, Para Professional, Nurse, Lunch Monitor
Compensation
Salary Steps Count — 18 salary steps (A1 through R18)
Salary schedule shows steps A1, B2, C3, D4, E5, F6, G7, H8, I9, J10, K11, L12, M13, N14, O15, P16, Q17, R18
Other
Seniority Definition — Seniority is length of consecutive service in the District within the respective category of bargaining unit position, accumulating from date of original hire. Seniority accrual excludes unpaid leave of absence and recall periods.
Seniority shall be defined as the length of consecutive service in the District within the respective category of bargaining unit position and shall accumulate from the date of original hire in that respective category. An employee does not accrue seniority while on an unpaid leave of absence (excluding FMLA leave for eligible employees) or while on recall.
Other
Seniority Tiebreaker — If ties exist in total years of service, total duration of continuous consecutive years of service in District (regardless of category) used as tiebreaker. If still tied, lot determines seniority.
In the event of any ties, in seniority, then the total duration of an employee's continuous consecutive years of service in the District, regardless of category of position, shall be used to determine seniority ranking. If a tie still remains, then seniority will be determined by lot.
Leave
Sick Days Annual — 12-month employees with < 20 years service: 15 days; >= 20 years service: 18 days
Each full time twelve (12) month employee with less than twenty (20) years of service in the District shall be allowed annual sick leave up to fifteen (15) days. Each twelve (12) month employee who has completed twenty (20) or more years in the District shall be allowed annual sick leave up to eighteen (18) days at the commencement of his/her 21st year.
Leave
Sick Leave Max Days — Employees may accumulate up to 240 days of sick leave
Employees may accumulate to two hundred forty (240) days. Employees who have accumulated two hundred forty (240) sick leave days may use the annual sick leave days they otherwise would have been allowed during an academic year before having to use any of the two hundred forty (240) accumulated days in that year.
Other
Spring Break First Day Off — Employees shall not work on first day of Spring Break (see 6.9 Holiday/Comp Day A)
Employees shall not work on the first day of Spring Break (see 6.9 Holiday/Comp Day A). Thereafter, employees shall work their regularly scheduled hours on Tuesday through Friday.
Compensation
Step Increase — Employees move to new salary schedule on July 1 only if they have worked a minimum of 50% of days listed as Number of Days Worked in Appendix B
Employees will move to the new salary schedule on July 1 of each year of the Agreement only if they have worked a minimum of 50% of the days listed as Number of Days Worked in Appendix B.
Other
Summer Hours Building Secretaries — Seven (7) building secretaries work equivalent of 11 additional seven-hour days
Seven (7) building secretaries will work the equivalent of eleven (11) additional seven-hour days which will include a thirty (30) minute paid duty-free lunch period.
Other
Sunday Overtime Rate — Double time compensation for work on Sunday or school holiday
Unless time is on Sunday or a school holiday in which case the employee shall be compensated at two (2) times his/her normal rate of pay
Other
Tetanus Shot Reimbursement — District reimburses tetanus shots required as result of work-related injury
The District shall reimburse any employee who receives a tetanus shot required as a result of a work-related injury
Other
Union Building Room Use — Union permitted use of school building room for holding meetings upon request and Principal approval
Upon request made to and approval by the Principal, and provided that it does not interfere with the educational program, the Union shall be permitted the use of a school building room for the purpose of holding meetings.
Other
Union Institute Days Presentation — Union permitted one hour during institute days prior to first student attendance day to meet with or present to union members
The Union will be permitted one (1) hour during the institute days prior to the first student attendance day to meet with or present to union members.
Other
Union Meeting Principals — Principal of each school shall meet once a month or at mutually agreeable times, but no less than once per quarter, with Union Building Representative
The Principal of each school shall meet once a month or at mutually agreeable times, but no less than once per quarter, with the Union Building Representative to discuss school operations and/or matters relating to the implementation of this Agreement.
Other
Union Meeting Superintendent — Superintendent or designee shall meet once a month or at mutually agreeable times with union co-presidents and/or vice presidents
The Superintendent or designee shall meet once a month or at mutually agreeable times with co-presidents and/or vice presidents of the Union to discuss matters relating to the implementation of this Agreement.