Leave
Academic Freedom — Academic freedom allowed within district's planned instructional program; teachers may interpret writings and educational research with intellectual honesty; must consider student maturity, parent attitudes, and citizenship
Academic Freedom may be allowed to the teachers within the district's planned instructional program and resources. Teachers shall be allowed to interpret and use the writings of others and educational research with intellectual honesty.
Grievance
Arbitration Binding — Binding arbitration with American Arbitration Association
The American Arbitration Association shall act as the administrator of the proceedings. The decision of the arbitrator shall be binding upon the parties.
Compensation
Ba Max Salary — BA step 19 salary 2024-2025
BA step 19: $70,160.00
Compensation
Ba Min Salary — BA step 0 salary 2024-2025
BA step 0: $44,034.00
Compensation
Base Salary Increase Yr1 — Minimum increase of $3,500 from previous year's salary
All paraprofessionals and secretaries are guaranteed a minimum increase of $3,500 from their previous year's salary in the first year of the contract.
Compensation
Base Salary Increase Yr2 — 4.0% increase in second year
4.0% in the second year of the contract
Compensation
Base Salary Increase Yr3 — 4.5% increase in third year
4.5% in the third year of the contract
Leave
Bereavement Days — Three days without loss of pay for death of immediate family member or domestic partner
A maximum of three (3) days without loss of pay will be allowed on account of death of an immediate family member or domestic partner. Bereavement leave is non-cumulative.
Other
Board Rights Retained — Board retains sole right and authority to operate and direct affairs of District including planning, directing, controlling operations, supervising workforce, establishing qualifications, scheduling, assigning work, establishing productivity standards, determining methods and number of personnel, making rules and policies, evaluating employees, disciplining, suspending, and discharging teachers
Except as specifically abridged, delegated, granted, or modified by this Agreement, all of the rights, powers and authority the Board had prior to reaching this Agreement are retained by the Board. The Board shall retain the sole right and authority to operate and direct the affairs of the District in all its various aspects, including all rights and authority exercised by the Board prior to the execution of this Agreement.
Grievance
Bypass Lower Steps Mutual Agreement — By mutual agreement, lower steps in grievance procedure may be bypassed
By mutual agreement, lower steps in the grievance procedure may be bypassed.
Grievance
Complaints Notification Timeframe — Building administration must notify teacher of parent/student complaint within 48 hours; written complaint required for disciplinary action
It shall be the obligation of the building administration to notify a teacher of any complaint or concern reported by a parent or student within 48 (forty-eight) hours. For a complaint concern to be investigated for disciplinary action, the complainant must put the complaint concern in writing.
Workday
Contract Days Teacher — 176 student days, 4 institute days, 5 emergency days
The school year for all Bargaining Unit Members shall consist of 176 student days, 4 institute days, 5 emergency days and all holidays within the school year as per the school calendar.
Other
Curriculum Study Committees — Joint professional study committees may be established by mutual consent to investigate areas and topics related to curriculum and improvement of education
Joint professional study committees may be established by mutual consent to be composed of members selected by the Superintendent and the Union. The purpose of such committees shall be to investigate areas and topics related to curriculum, improvement of education in Hoover-Schrum School District 157.
Grievance
Disciplinary Conference Notification — Member notified beforehand of disciplinary conference and has right to Union representative; may request meeting outside official school day
Whenever a conference between the administration and a bargaining unit member is scheduled for determining whether disciplinary action is appropriate, the member shall be notified beforehand and shall have the right to have a representative of the Union at the conference.
Other
Disciplinary Materials Removal — Disciplinary materials more than four years old shall be removed from personnel file, except Board ordered remediation documentation
Except for Board ordered remediation documentation, disciplinary materials that are more than four (4) years old shall be removed from a member's official personnel file.
Grievance
Disciplinary Notice Remediation — After four years, any official notice relating to disciplining of member stamped remediated if no recurrence of offense, except Board ordered remediation documentation
After four years, any official notice relating to the disciplining of a bargaining unit member shall be stamped remediated, providing that there has been no recurrence of the offense; except for Board ordered remediation documentation.
Insurance
Employee Premium Share Pct — HMO employee contribution 41% for single, 41% for family coverage
Fifty-nine percent (59%) of the Bargaining Unit Members HMO single premium cost. Fifty-nine percent (59%) of the Bargaining Unit Members HMO employee plus spouse and employee plus children premium cost
Evaluation
Evaluation Cycle Years — Evaluated at least once per school year prior to May 1
Employees shall be evaluated at least once per school year prior to May 1.
Other
Extra Duty Assignments — Board reserves right to offer extra duty assignments; qualified Bargaining Unit Members appointed when available; Board may hire qualified persons if BUM not re-appointed to prior year assignment
The Board reserves the right to offer extra duty assignments in any school year. When it has been determined that extra duty assignments will be made available, every effort will be made to appoint qualified Bargaining Unit Members. However, the Board reserves the right to hire any qualified person for extra duty assignments.
Grievance
Failure To Meet Deadlines Consequence — Failure of member or Union to act within time limits bars further appeal; administrator's failure to decide within time limits permits grievant to proceed to next step; time limits may be extended by mutual agreement
The failure of a Bargaining Unit Member or the Union to act within the time limits will act as a bar to any further appeal. An administrator's failure to give a decision within the time limits shall permit the grievant to proceed to the next step.
Grievance
First Stage Filing Timeframe — Grievance filed within 10 days of grieved becoming aware of grievance or when reasonably should have knowledge
The filing of the grievance at the first stage must be within ten (10) days of the aggrieved becoming aware of the grievance or when he should reasonably have knowledge of the grievance but in the event shall a Grievance be filed more than twenty (20) days after the occurrence of the event giving rise to the Grievance.
Grievance
First Stage Max Filing Days — No grievance filed more than 20 days after occurrence of event giving rise to grievance
in the event shall a Grievance be filed more than twenty (20) days after the occurrence of the event giving rise to the Grievance.
Grievance
First Stage Principal Decision Timeframe — Principal shall make decision and communicate in writing to member, Superintendent, and Union President within 10 days after meeting
The principal or other administrator who has authority to make a decision on the grievance shall make such a decision and communicate it in writing to the Bargaining Unit Member, the Superintendent, and the Union President within ten (10) days after the meeting has taken place.
Grievance
Fourth Stage Arbitration — If unsatisfied at third stage or time limits expire without Board decision, Union may submit to final and binding arbitration; only Union may submit; not individual member
If the Union is not satisfied with the disposition of the grievance at the third stage or the time limits expire without the issuance of the Board's written reply, the Union may submit the grievance to final and binding arbitration. Only the Union may submit a matter to arbitration not an Individual Bargaining Unit Member.
Grievance
Grievance Confidentiality — All discussions shall be kept confidential during procedural stages of grievance
All discussions shall be kept confidential during procedural stages of a grievance.
Grievance
Grievance Definition — Grievance means specific grievance in writing that there has been violation, misinterpretation, or misapplication of any provision of Agreement
A grievance shall mean a specific grievance in writing that there has been a violation, misinterpretation, or misapplication of any provision of this Agreement.
Grievance
Grievance Steps — Three-stage grievance procedure: informal conference, formal grievance, arbitration
Grievance Procedure consists of three stages: Stage One-Informal Conference, Stage Two-Formal Grievance, Stage Three-Arbitration (American Arbitration Association)
Insurance
Health Single Premium — Board provides term life insurance policy of $50,000
The Board provides teachers a term life insurance policy of $50,000. The Board shall pay the full premium amount towards payment of each full-time teacher's term life insurance coverage
Grievance
Hearing Conference Scheduling — Hearings and conferences conducted at time and place affording fair opportunity for all persons to attend, after regular school hours or during non-teaching time; employees excused with pay if presence required
Hearings and conferences under this procedure shall be conducted at a time and place which will afford a fair and reasonable opportunity for all persons, including witnesses, to be present to attend and will be held, insofar as possible, after regular school hours.
Workday
Instructional Minutes Day — 7 hours duration, duty-free 40 minute lunch
The teachers' workday shall not exceed seven (7) hours in duration. The teachers' schedule shall include a duty-free lunch period of forty (40) minutes per day.
Grievance
Investigation Completion Timeframe — Investigation must be conducted and completed within 30 days
The investigation must be conducted and completed within thirty (30) days. After the investigation has been completed, the administration will schedule a meeting within ten (10) days to share in writing all results of the investigation with the bargaining unit member.
Grievance
Investigation Failure Consequence — Failure to comply with 30-day investigation requirement and 10-day results meeting requirement results in complaint being declared null and void; unfounded complaints not placed in personnel file
Failure to comply with the thirty (30)-day investigatory requirement and the ten (10)-day result of investigation meeting (results in writing) will result in the complaint being declared null and void. Unfounded complaints will not be placed in the bargaining unit member's personnel file.
Grievance
Investigation Initiation Timeframe — All investigations must be initiated within five days from notification date
All investigations must be initiated within five (5) days from the date the notification is given to the bargaining unit member.
Grievance
Investigation Results Meeting Timeframe — Administration shall schedule meeting within 10 days to share investigation results with member in writing
After the investigation has been completed, the administration will schedule a meeting within ten (10) days to share in writing all results of the investigation with the bargaining unit member.
Other
Job Descriptions — Each new employee furnished with copy of job description at start of employment; probationary employees furnished on request at beginning of school year; Audit committee of 3 union and 3 District representatives to convene upon request from either party
Each new employee, upon the start of their employment with the district, will be furnished with a copy of their job description. Any probationary employee will furnish a job description upon request at the beginning of a new school year. An Audit committee made up of 3 bargaining unit members appointed by the Union Executive Board and 3 representatives of District Administration shall convene upon request from either party
Compensation
Lane Advancement Allowed — one-time $1,000 stipend for lane change with education credit
Teachers who submit the required education credit for a lane change will receive a one-time $1,000 stipend and move to the applicable lane
Compensation
Ma Max Salary — MA step 22 salary 2024-2025
MA step 22: $76,151.00
Compensation
Ma Min Salary — MA step 0 salary 2024-2025
MA step 0: $46,300.00
Grievance
Member Right Representative Interview — Member has right to have representative present during member interview in investigation; member may respond in writing to complaint
If during the investigation conducted by the administration, the bargaining unit member(s) is/are interviewed, the member(s) shall have the right to have a representative present. After the completion of the investigation conducted, the member may respond in writing to such a complaint.
Other
Mentorship Meetings Frequency — biweekly for first two months, then monthly
Meetings between the Mentor and Mentee should occur at minimum biweekly for the first two months, then monthly thereafter.
Other
Mentorship Requirement — newly hired or transferred Bargaining Unit Member shall be provided a mentor for at least two school years
The District shall provide any newly hired or transferred Bargaining Unit Member a mentor for at least two school years. The Mentor should have at least four years experience in the respective grade level, subject area, or position.
Grievance
No Retaliation Grievance — Bargaining Unit Member participating in grievance procedures shall not be subject to discipline or reprisal because of such participation
A Bargaining Unit Member who participates in these grievance procedures shall not be subject to discipline or reprisal because of such participation.
Other
Non Discrimination — No member shall be discriminated against by reason of Union membership or Union activities; Union admits to membership regardless of race, color, religion, sex, national origin, ancestry, age (40+), marital status, sexual orientation (including gender-related identity), and physical or mental disability
The Board agrees that no member of the bargaining unit shall be discriminated against by reason of membership in the Union. The Union shall admit to membership all employees in the bargaining unit, regardless of race, color, religion, sex, national origin, ancestry, age (40 and over), marital status, sexual orientation (including gender-related identity), and physical or mental disability.
Compensation
Off Schedule Bonus Yr1 — Non-instructional supervision compensation at $38.00 per corresponding year
The Board agrees to pay those Bargaining Unit Members assigned by the administration to supervise before and after school non-academic activities and supervision at the following activities: After-school Detention, District Technology Showcase and Saturday Student Technology Conference a compensation rate of $38.00, 39.50, 41.00 for each of the corresponding year.
Compensation
Payroll Deductions Union Dues — Employer deducts Union dues and permitted deductions from paycheck upon written authorization; deductions made each paycheck; authorization continues unless revoked; revocation of non-union-dues deductions effective 30 days after receipt; union dues revocation effective immediately
The employer agrees to deduct Bargaining Unit Membership dues, and any other deductions permitted by law from the paycheck of a Bargaining Unit Member if a written authorization for the deduction is submitted to the District by the Bargaining Unit Member. After receipt of written authorization for deductions, deductions shall be deducted from each paycheck. A Bargaining Unit Member's revocation of their authorization for Union dues shall become effective immediately upon authorization from the union.
Leave
Personal Days Annual — Paid holidays listed for secretaries: New Year's Day, MLK Day, Lincoln's Birthday/President's Day, Casimir Pulaski Day, first day Spring Break, Memorial Day, Juneteenth, Independence Day, Labor Day, Columbus Day, Veterans Day, Thanksgiving, day after Thanksgiving, Christmas Eve, Christmas Day
Paid holidays are as follows: New Year's Day, Martin Luther King Day, Lincoln's Birthday or President's Day, Casimir Pulaski Day, first day of Spring Break, Memorial Day, Juneteenth, Independence Day (July 4th), Labor Day, Columbus Day, Veterans Day, Thanksgiving Day, Day after Thanksgiving, Christmas Eve, and Christmas Day.
Other
Personnel File Access — Bargaining Unit Members allowed access to official personnel file for examination within two business days; right to dissenting explanatory material
Upon request, Bargaining Unit Members will be allowed access, for examination purposes, to all materials in their official personnel file. Requests will be granted within two (2) business days of receipt.
Other
Political Freedom — Employees enjoy rights and privileges of any citizen in political matters, but personal political activities shall not involve use of school supplies, equipment, facilities, or involvement of children
All employees of the District shall enjoy the rights and privileges of any citizen in all matters of a political nature. However, personal political activities and convictions shall not involve the use of school supplies, equipment, facilities and/or the involvement of the children.
Retirement
Prior Service Credit — Teachers attaining tenure with one-half year service credit given full year's credit on salary schedule
Teachers who attain tenure status in this District with this salary schedule and who have one-half year service credit will be given a full year's credit for such service on the salary schedule.
Other
Professional Issues Committee — Professional Issues Committee may be established with mutual agreement; no more than 3 administrators and 3 Bargaining Unit Members; not vehicle for collective bargaining or grievance process circumvention; decisions non-grievable
The Board and Union agree that a Professional Issues Committee (PIC) may be established if mutually agreed upon by the Superintendent and Union President. If a PIC is established, the members shall consist of no more than three administrators and three Bargaining Unit Members.
Retirement
Retirement System — IMRF (Illinois Municipal Retirement Fund)
Meet and Confer Requirement — An Association representative and a Board representative shall meet with each retiring employee prior to September 10th of each school year before retirement to determine if the retirement will trigger a penalty payment by the Board to IMRF.
Compensation
Salary Lanes Count — Five salary lanes: BA, BA+15, MA, MA+15, MA+30
Salary columns: [BA], [BA+15], MA, MA+15, MA+30
Compensation
Salary Steps Count — 31 steps from 0 to 30 in salary schedule
Teacher Salary Schedule 2024-2025 shows steps 0-30
Other
School Safety Procedures — Union and Board share joint responsibility for safe school/classroom environment; member must notify administrator in writing of safety hazards; administrator investigates and reports findings
The Union and Board agree that the parties share joint responsibility for providing a safe school/classroom environment. When a bargaining unit member determines that classroom conduct creates a safety hazard, the member shall notify the appropriate building administrator by written statement.
Grievance
Second Stage Filing Timeframe — If unresolved at first stage, Union files two copies of grievance within 10 days of principal's written decision
In the event a grievance has not been satisfactorily resolved at the first stage, the Union shall file, within ten (10) days of the Principal's written decision or answer at the first stage, two (2) copies of the grievance.
Grievance
Second Stage No Union Representation Exception — If member files grievance without union representation and proceeds without union on grievance chain, second stage meeting results only provided to Union President if member consents in writing
However, if a Bargaining Unit Member has filed a grievance without union representation and has proceeded on the grievance chain without union representation, then the answer to the second stage grievance meeting shall only be provided to the Union President if the Bargaining Unit Member consents in writing.
Grievance
Second Stage Superintendent Decision Timeframe — Superintendent files answer within 10 days of second stage grievance meeting or within 10 days of filing if no meeting requested
The Superintendent shall file an answer within ten (10) days of the second stage grievance meeting, if one is requested, or within ten (10) days of the Union's filing of the written Second Stage grievance if no meeting is requested.
Grievance
Second Stage Superintendent Meeting — Superintendent, grieved member, Union Grievance Committee, and Principal meet to resolve if requested; meeting held within 10 days of written grievance filing
Within ten (10) days after such written grievance is filed, the aggrieved, the Union Grievance Committee, the Principal, and the Superintendent shall meet to resolve the grievance if a meeting is requested by the Union in writing at the Second Stage.
Leave
Sick Days Annual — 12 sick days per year for 0-7 years of service with 0 accumulated sick leave
Each full-time Bargaining Unit Member shall be granted the following number of sick days per school year based on years of service to the District and accumulated sick leave earned without loss of pay in accordance with the following chart: Years of Service 0-7, Accumulated Sick Leave 0, Amount of Sick days 12
Leave
Sick Leave Max Days — up to $7,500 lump sum sick leave termination allowance
Sick leave termination allowance- A lump sum sick leave termination allowance equal to $75 for each day of accumulated sick leave not to exceed $7,500