Other
504 Plan Meeting Attendance Required — Teacher attendance required at any 504 Plan meeting that is scheduled and teacher is invited
Additionally, teacher attendance will be required at any 504 Plan meeting that is scheduled and that teacher is invited to attend
Other
Agreement Effective Date — July 1, 2026 through June 30, 2029
This Agreement shall become effective on July 1, 2026 and shall continue in effect through June 30, 2029
Other
Anti Discrimination Union Membership — Board will not discourage, deprive, coerce or discriminate against any employee in enjoyment of rights conferred by Illinois law or constitutions, or penalize for union membership, participation, or grievance institution
The Board undertakes and agrees that it will continue not to directly or indirectly discourage or deprive or coerce or discriminate against any employee in the enjoyment of any rights conferred by the laws of Illinois or the constitutions of Illinois and the United States.
Grievance
Arbitration Binding — Arbitration is binding on both parties; arbitrator interprets agreement only and cannot alter terms
The decision of the arbitrator shall be binding on the parties. The arbitrator will have no power to alter, amend, modify or add to the terms of this Agreement. The arbitrator shall base his decision solely upon his interpretation of the meaning or application of the specific terms of this Agreement.
Compensation
Assignment Change Compensation — $350 compensation for non-voluntary assignment change on or after August 1
Any certified staff member receiving a change in assignment on or after August 1 will be compensated $350 per change, subject to the following conditions: i. The change is non-voluntary ii. Change involves teacher receiving a subject/course change that was not on the schedule prior to August 1 iii. Change must be major change to schedule
Compensation
Ba Max Salary — $83,795 step 43 BA 2026-2027
APPENDIX A – 2026-2027 STEP 43 BA column shows $83,795
Compensation
Ba Min Salary — $47,237 step 0 BA 2026-2027
APPENDIX A – 2026-2027 STEP 0 BA column shows $47,237
Compensation
Base Salary Increase Yr1 — 5.75% increase for 2026-2027
The salary of members of the bargaining unit shall be increased by the following amounts, inclusive of Step increase: 2026-2027 5.75%
Compensation
Base Salary Increase Yr2 — 5.00% increase for 2027-2028
The salary of members of the bargaining unit shall be increased by the following amounts, inclusive of Step increase: 2027-2028 5.00%
Compensation
Base Salary Increase Yr3 — 4.50% increase for 2028-2029
The salary of members of the bargaining unit shall be increased by the following amounts, inclusive of Step increase: 2028-2029 4.50%
Compensation
Base Salary Increase Yr4 — 2025-2026 salary increase 4.0%
2025-2026 .............................4.0%
Leave
Bereavement Days — Three days absence without loss of pay or personal/sick leave for death of immediate family member as defined in Article VI, Section A
The Board will allow three (3) days absence without loss of pay or personal or sick leave for the death of a member of the Teacher's immediate family, as defined in Section A of this Article.
Other
Board Managerial Rights — Board retains right to bargain over inherent managerial policy, functions of employer standards of services, overall budget, organizational structure, selection of employees, and direction of employees
The Board also has the right to refrain from bargaining over matters of inherent managerial policy, which shall include such areas of discretion or policy, as the functions of the Employer standards of services, the overall budget, the organizational structure, selection of Employees, and direction of Employees.
Other
Board Policy Incorporated — Board Policy 5:50 incorporated by reference
All bargaining unit members covered by this Agreement are subject to, and required to comply, with the provisions of Board Policy 5:50, which are incorporated by reference as part of this Agreement
Other
Board Statutory Powers — Board retains and reserves all powers, rights, duties and responsibilities conferred by Illinois statutes
In addition, the Board retains and reserves unto itself all powers, rights, duties and responsibilities conferred upon and vested in it by the statutes of the State of Illinois.
Other
Coaching Experience Credit Sport Specific — Coaching experience within the District on a sport-by-sport basis; does not transfer to another sport
Coaching experience within the District is on a sport-by-sport basis but does not transfer to another sport. For example, four years experience as Head Basketball Coach at the Middle School would be permitted if assigned as Assistant Basketball Coach at the High School.
Other
Compensatory Time Max — maximum accumulated hours of compensatory time at any one time
The maximum accumulated hours of compensatory time shall be forty (40) hours at any one time and shall not be used to extend vacation or personal leave time.
Other
Contract Amendments — Written amendment by both parties required
This Agreement shall not be modified in whole or in part by the parties except by an amendment in writing duly executed by both parties.
Workday
Contract Days Teacher — Certified staff shall work 176 student attendance days and 4 professional days, not to exceed 180 days total work year
While the school calendar for certified staff may reflect 185 days of work, Certified Staff shall work 176 student attendance days and 4 professional days. In no case shall the work year for Certified Staff exceed 180 days.
Other
Contract Duration — July 1, 2022 through June 30, 2026
This Agreement shall become effective on July 1, 2022 and shall continue in effect through June 30, 2026.
Other
Contract Term — Negotiated agreement between Illini Bluffs Educational Support Personnel Union and Board of Education of School District No. 327 Glasford, Illinois for 2025-2028
NEGOTIATED AGREEMENT Between ILLINI BLUFFS EDUCATIONAL SUPPORT PERSONNEL UNION and THE BOARD OF EDUCATION OF SCHOOL DISTRICT NO. 327 GLASFORD, ILLINOIS 2025-2028
Other
Convertible Term Life Insurance — Convertible Term Life Insurance with Accidental Death and Dismemberment clause of $25,000 granted to each full-time Teacher
Convertible Term Life Insurance including an Accidental Death and Dismemberment clause will be granted each full-time Teacher in the amount of $25,000.
Insurance
Dental Coverage — Board will pay percentages toward dental insurance coverage for Teachers desiring and qualifying for such coverage
In addition, the Board will pay the percentages as listed above toward the purchase of dental insurance coverage for all those Teachers desiring and qualifying for such coverage.
Leave
Dependent Insurance Coverage — No cash payments or other benefits in lieu of dependent insurance coverage; benefit provided on equal basis; no additional benefit to non-participants
The Board and the Federation agree that no cash payments or other benefits can be taken by Employees in lieu of the dependent insurance coverage. This benefit is provided on an equal basis, and there will be no additional benefit to those Employees electing not to participate.
Other
Dues Deduction Period — September 15 through May 30
Dues deduction shall commence September 15th and continue through May 30th.
Other
Eligible Meetings For Payment — IEP and 504 Plan meetings are the only meetings eligible for payment
The parties agree that IEP and 504 Plan meetings are the only meetings that are eligible for payment in accordance with Article VII, Section I
Insurance
Employee Premium Share Pct — School District's contribution towards health insurance is 90% for employee
The School District's contribution towards the cost of health insurance premiums will be 90% of the cost of insurance for the employee and 80% of the cost for dependents for each year of this agreement.
Evaluation
Evaluation Cycle Years — Teacher Evaluation Instrument developed by Union and Administration in accordance with PERA 2010
The Teacher Evaluation Instrument was developed by the Union and Administration, in accordance with the Performance Evaluation Reform Act (PERA) of 2010 and PERA Rules.
Other
Extra Duty Completion Required — Employees must complete the full Extra Duty assignment to receive Extra Duty compensation
In order to receive Extra Duty compensation, assigned employees must complete the full Extra Duty assignment. Employees who resign or abandon their Extra Duty assignment prior to completion shall forfeit all Extra Duty compensation.
Other
Extra Duty Payment Timing — Payment made on first pay period of each month following completion of activity, with timesheet due by third of month
Payment for extra duty assignments per Appendix B is to be made on the first pay period of each month, following completion of the activity for the year, providing a time sheet is sent to the administrative offices on or before the third of the month.
Leave
Family Leave Unpaid — Up to 12 weeks unpaid FMLA leave for birth, adoption, fostering of child
In accordance with the Family Medical Leave Act (FMLA), each employee shall be entitled to unpaid leave of up to twelve (12) weeks for the birth, adoption, or fostering of a child.
Other
Federation Recognition — Illini Bluffs Federation of Teachers recognized as sole negotiation agent for certified teaching personnel
The Board recognizes the Federation, an affiliate of the Illinois Federation of Teachers and the American Federation of Teachers, as the sole negotiation agent for all certified teaching personnel in the District.
Workday
Flextime Minutes — Up to 30 minutes flextime allowed with principal approval
The Board will allow up to thirty (30) minutes flextime for Teachers with principal's approval.
Other
Foia Notification — Union notified within two calendar days of FOIA request for bargaining unit member information
The Union shall be notified within two calendar days of the employer's receipt of a Freedom of Information Act (FOIA) request that asks for information about any bargaining unit member.
Other
Full Time School Year Definition — regularly works thirty hours or more per week during regularly scheduled school year
A full time 'school year' employee is considered to be an employee who regularly works thirty (30) hours or more per week, during the regularly scheduled school year.
Other
Full Time Year Round Definition — regularly works thirty hours or more per week for twelve months
A full time 'year round' employee is considered to be an employee who regularly works thirty (30) hours or more per week, for twelve months, and qualifies for the 600-hour standard.
Other
Good Faith Negotiation — Mutual responsibility to deal openly and fairly and endeavor to reach agreement on negotiable items
Good Faith is defined as the mutual responsibility of the Board and the Federation to deal with each other openly and fairly and to endeavor sincerely to reach agreement on items being negotiated.
Grievance
Grievance Steps — Four-step grievance procedure: informal discussion, First Step written filing, Second Step superintendent review, Third Step board hearing, with potential arbitration (Fourth Step) through FMCS or IELRB
An attempt shall be made to resolve any grievance in informal, verbal discussion between complainant and his/her immediate supervisor. First Step: written grievance filed within 10 days. Second Step: superintendent review within 10 days. Third Step: Board hearing within 45 days. Fourth Step: arbitration with FMCS/IELRB within 15 days.
Insurance
Health Family Premium — Dependent insurance benefits provided on equal basis with no additional benefit for non-participants
In the area of dependent insurance coverage, the Board and the Federation agree that no cash payments or other benefits can be taken by Employees in lieu of the dependent insurance coverage. This benefit is provided on an equal basis.
Insurance
Health Single Premium — 90% of cost for employee only coverage
For employees who elect District Insurance, The School District's contribution towards the cost of health insurance premiums will be either: (a) 90% of the cost of insurance for the employee only coverage
Insurance
Hsa Employer Contribution — $1,000 annual contribution to annuity program for waived insurance
If insurance coverage is waived by the certified member, the district will contribute $1000 a year toward an annuity program.
Other
Iep 504 Meeting Eligibility — Any qualifying meeting attended during 2022-2023 before MOU enactment is eligible for payment
Any qualifying meeting that was attended by a teacher during the 2022-2023 School Year but before this MOU is enacted is eligible for payment
Other
Indemnification Union Dues — Federation indemnifies and holds harmless employer from liability for damages and costs posted by final judgment as direct consequence of employer's good faith compliance with union dues article
The Federation agrees that in any action so defended, it will indemnify and hold harmless the Employer from any liability for damages and costs posted by a final judgment of a court or administrative agency as a direct consequence of the Employer's good faith compliance with this Article.
Other
Ineligible Meetings — Domain Meetings and Parent Problem Solving Meetings specifically not eligible for payment
Domain Meetings and Parent Problem Solving Meetings are specifically not eligible for payment
Workday
Instructional Minutes Day — Workday is continuous 7.5 hours from 8:00 a.m. to 3:30 p.m., inclusive of a continuous duty-free lunch period of not less than 30 minutes
The workday shall be a continuous 7.5 hours (8:00a.m. – 3:30p.m.), inclusive of a continuous, duty-free lunch period of not less than 30 minutes.
Other
Internal Substitution Rate — Internal substitution rate of $30 per hour pro-rated
The rate per clock hour paid to each Teacher who internally substitutes will be $30 per hour pro-rated for the actual time of internal substitution.
Leave
Jury Duty — Salary paid for jury duty; compensation (excluding mileage) turned over to District
Any staff member who is required to serve on jury duty on a day school is in session will receive his/her regular salary. Days absent will not be deducted from sick leave or business leave credit.
Other
Labor Management Committee — Committee consisting of four board representatives and four union local representatives; meets at least twice each semester; not a forum for mid-term bargaining
The Labor Management Committee shall consist of four (4) representatives selected by the Board of Education and four (4) local representatives selected by the Union. The Committee shall schedule regular meetings, at least twice each semester during the school year.
Workday
Labor Management Committee Frequency — Labor Management Committee shall meet at least once each semester; no more than two meetings per semester unless mutually agreed
The Committee shall schedule regular meetings, at least once each semester during the school year. Additional meetings may be called by either party, but there shall be no more than two meetings per semester unless an additional meeting is mutually agreed upon.
Compensation
Lane Advancement Allowed — Courses must be approved by Building Principal and Superintendent for salary schedule advancement
Courses must be approved by the Building Principal and Superintendent for salary schedule advancement. Tuition reimbursement is not a stipulation for advancement.
Compensation
Ma Max Salary — $95,309 step 43 MA+30 2026-2027
APPENDIX A – 2026-2027 STEP 43 MA+30 column shows $95,309
Compensation
Ma Min Salary — $51,696 step 0 MA 2026-2027
APPENDIX A – 2026-2027 STEP 0 MA column shows $51,696
Other
Mediation Impasse — If impasse exists after reasonable period of good faith bargaining, either party may declare impasse and call for mediator assistance; written request considered joint request for mediation
If an agreement has not been reached following a reasonable period of good faith bargaining, either party may declare that an impasse exists and call for the assistance of a mediator. A written request for mediation by one party shall be considered as a joint request for mediation.
Compensation
Nbct Annual Stipend — NBCT annual stipend $1,000 for teachers who obtained certification prior to start of contract
Any teacher who received National Board Certification prior to the start of this contract will receive additional salary according to the schedule below as long as they maintain their certification.
Compensation
Nbct Renewal Bonus — NBCT renewal bonus $500 each renewal
Any Teacher who obtains NBCT during the tenure of this contract will receive five hundred dollars ($500) for each time the teacher renews the NBCT certificate.
Other
Negotiation Initiation Timeline — Union initiates request to bargain between January 1 and April 1; parties meet within 30 days of written notice
In a given year, as driven by contract expiration or re-opener requirements, the Union shall initiate a request to bargain between January 1 and April 1. Within thirty (30) days of receiving a written notice by the Union, both parties shall meet in the first bargaining session.
Other
New Employee Union Meeting Time — Up to 60 minutes during work day for union representative to meet with newly hired employee
During the first 30 days of a newly hired employee's employment, the employer will provide up to 60 minutes during the work day for a bargaining unit member designated by the Union to discuss contract administration and negotiation matters.
Other
New Hire Union Orientation — During first 30 days of employment, employer provides up to 60 minutes during work day for union representative to discuss contract administration and negotiation matters with newly-hired employees
During the first 30 days of a newly hired employee's employment, the employer will provide up to 60 minutes during the work day for a bargaining unit member designated by the Union to discuss contract administration.
Other
No Strike Clause — No strikes, slowdowns, or concerted refusal to render services permitted
It is hereby recognized that it is the law of the State of Illinois that no certificated professional Employee, nor any organization of Employees shall ever or at any time engage in or encourage or support any strike, slowdown, or other concerted refusal
Other
Non Discrimination Protection — Board will not discourage, deprive, coerce, or discriminate against teacher in employment based on federation membership, federation participation, or grievance institution
The Board undertakes and agrees that it will continue not to directly or indirectly discourage or deprive or coerce or discriminate against any Teacher in the enjoyment of any rights conferred by laws of Illinois or the constitutions of Illinois and the United States and that it will continue not to penalize any teacher with respect to hours, wages, terms, or conditions of employment by reason of his/her membership in the Federation.