Grievance
Arbitration Binding — true
If the grievance is not resolved satisfactorily within thirty (30) calendar days of receipt by the Union of the Board's decision the Union shall file an appeal requesting binding arbitration
Compensation
Ba Min Salary — Salary schedule referenced in Appendix A, not provided in excerpt
The salaries and differentials for the positions covered by this Agreement are set forth in 'Appendix A' and incorporated by reference herein
Compensation
Base Salary Increase Yr1 — Salary schedule increase percentage not stated in provided excerpt
The salaries and differentials for the positions covered by this Agreement are set forth in 'Appendix A'
Compensation
Base Salary Increase Yr2 — 2.5% increase for current employees in 2009-2010
School Year Increase Percentage 2009-2010 2.5%
Compensation
Base Salary Increase Yr3 — 2.5% increase for current employees in 2010-2011
✓
School Year Increase Percentage 2010-2011 2.5%
Leave
Bereavement Days — 3 days for member of immediate family; 5 days for spouse or child
absence of three (3) days will be allowed on account of death of a member of the immediate family, as defined in the Illinois School Code and five (5) days if the death is that of a spouse or child.
Workday
Contract Days Teacher — Nurses shall work 190 days per year; District Nurse required to work an additional three days per year
Nurses shall work 190 days per year, with the District Nurse being required to work an additional three (3) days per year.
Insurance
Dental Coverage — true
The Board will provide dental benefit coverage as follows: A. One hundred (100) percent payment for single plan coverage B. One hundred (100) percent payment for family plan coverage less $5 per month employee contribution.
Insurance
Employee Premium Share Pct — Employee pays 15% of PPO premium under Option 14.3A; 10-20% under HMO Option 14.3B depending on plan type
Eighty-five percent (85%) payment for single plan PPO BCO coverage. Eighty-five percent (85%) payment for family plan PPO BCO coverage.
Evaluation
Evaluation Cycle Years — Non-probationary employees evaluated once every two years; more frequently if written reprimand for poor work performance (up to 12 months from reprimand date)
The Board of Education or its designee shall have the right to evaluate each non-probationary employee once every two years. If an employee has received a written reprimand for poor work performance, he/she may be evaluated more frequently for a period of up to twelve months from the date of the reprimand.
Grievance
Grievance Steps — grievance processed through four levels: (1) Director of Buildings and Grounds, (2) Chief Financial Officer, (3) Superintendent, (4) Board of Education
The grievance shall be submitted to the next level in the following order: a. Chief Financial Officer b. Superintendent c. Board of Education
Insurance
Health Single Premium — Board pays 100% of single plan coverage premium; 95% of family plan premium
100 percent payment for single plan coverage; 95 percent payment of premium for family plan coverage.
Other
Longevity Pay — $315 at fourth year of service and for each 4-year period thereafter to maximum of 36 years
✓
The Board agrees to pay an additional three hundred fifteen dollars ($315) at the fourth year of service at Morton and for each four (4) year period thereafter to a maximum of thirty-six (36) years.
Compensation
Off Schedule Bonus Yr1 — Head Nurse stipend of $1,200 per year (one position at each of three locations); District Nurse stipend of $1,200 per year in addition to Head Nurse stipend
Head Nurse stipend (one position at Morton East, one position at Morton West and one position at the Morton Freshman Center) $1,200.00 per year. District Nurse Stipend $1,200.00 per year (in addition to Head Nurse Stipend)
Leave
Personal Days Annual — 2 days per fiscal year, plus 1 additional day for perfect attendance
Personal days shall not exceed two (2) days each fiscal year, except as approved by the Board. Employees maintaining perfect attendance during the fiscal year will be allotted one(1) additional personal day.
Other
Retirement Pay — $250 per year of recognized service; additional $80 per year for those with 15+ years at retirement
Each employee that qualifies shall receive payment of $250 for each year of recognized service at Morton. In addition to an employee's retirement pay, any employee with fifteen years of service at the time of retirement will be entitled to an additional $80 for each year of recognized service at Morton.
Retirement
Retirement Pickup Pct — District pays 4.5% of employee's earned compensation to IMRF on employee's behalf
The district will deduct pick-up and pay four and one-half percent (4.5%) of the employee's earned compensation to IMRF.
Other
Retirement Sick Days Payout — $85 per unused sick day to maximum of $7,500 for employees with 15+ years of service at retirement
Eligible employees (those with 15 years or more of Morton experience) at time of retirement shall be entitled to payment for unused sick days at $85.00 per day to a maximum of $7,500.
Retirement
Retirement System — IMRF
All employees working at least 600 hours in a school year will be obligated to become a member of the Illinois Municipal Retirement System.
Rif
Rif Recall Years — Recall rights for one (1) calendar year from the start of the school term following the RIF
Riffed employees will have recall rights in accordance with the applicable provisions of the Illinois School Code (currently Section 10-23.5), with recall by classifications in reverse order of dismissal for one (l) calendar year from the start of the school term following the RIF.
Leave
Sick Days Annual — 12 days per year accumulated on July 1st each year
Sick leave shall be accumulated on the basis of twelve (12) days per year on July 1st each year with full pay to a maximum of 200 days.
Leave
Sick Leave Max Days — maximum of 200 days accumulation; at retirement up to 240 days may be submitted to IMRF
Sick leave shall be accumulated on the basis of twelve (12) days per year on July 1st each year with full pay to a maximum of 200 days. An employee's unused sick days shall accumulate from year to year with no cap.
Compensation
Step Increase — Step movement and percentages not explicitly stated in provided text
The salaries and differentials for the positions covered by this Agreement are set forth in 'Appendix A'
Insurance
Vision Coverage — false
No vision coverage mentioned in the medical or dental insurance sections of the agreement.