Grievance
Arbitration Binding — Final and binding arbitration under Voluntary Labor Arbitration Rules of the American Arbitration Association
If the Organization is not satisfied with the disposition of the grievance at Step Four (4), within thirty (30) calendar days the Organization may submit the grievance to final and binding arbitration under the Voluntary Labor Arbitration Rules of the American Arbitration Association.
Grievance
Arbitration Costs — Each party bears its representation costs; arbitrator and AAA costs divided equally between Board and JSSO
Each party shall bear the full costs of its representation in the arbitration. The cost of the arbitrator and the AAA shall be divided equally between the Board and the JSSO.
Grievance
Arbitration No New Evidence — Arbitrator has no power to alter terms of agreement; no new evidence permitted at arbitration
The arbitrator shall have no power to alter the terms of this agreement. Neither the Board nor the JSSO shall be permitted to assert any grounds or evidence before the arbitrator that has not previously been disclosed to the other party.
Grievance
Arbitration Timeline — Organization may submit to arbitration within 30 calendar days of Step 4 response
If the Organization is not satisfied with the disposition of the grievance at Step Four (4), within thirty (30) calendar days the Organization may submit the grievance to final and binding arbitration.
Other
Association Leave Annual — Maximum 8 accumulated days per year for Association leave
Leave requests will be limited to an accumulated total of eight (8) days in any one year. No more than two (2) individuals shall be absent on Association leave at one time.
Compensation
Ba Max Salary — $12.50 per hour
July 1, 2021-June 30, 2022: $12.50 per hour
Compensation
Ba Min Salary — $11.75 per hour
The new minimum hourly rate of pay for employees will be as follows: July 1, 2020-June 30, 2021: $11.75 per hour
Compensation
Base Salary Increase Yr1 — $1.00 per hour retroactive to July 1, 2019
Employees covered by this Agreement who are employed prior to ratification will have an hourly increase of $1.00 an hour, retroactive back to July 1, 2019.
Compensation
Base Salary Increase Yr2 — $0.85 per hour for the 2020-2021 school term
A. $0.85 per hour for the 2020-2021 school term; This increase is in addition to the One Time Service Adjustment on July 1, 2020 for those employees who meet the requirements in Section 2 of this Article.
Compensation
Base Salary Increase Yr3 — $1.10 per hour for the 2021-2022 school term
B. $1.10 per hour for the 2021-2022 school term
Leave
Bereavement Days — 1 to 3 days allowed for funeral leave upon approval of Superintendent or designee, depending on circumstances
From one (1) to three (3) days may be allowed for funeral leave upon approval of the Superintendent or designee depending on circumstances. Additional days, if needed, may be drawn from available personal days.
Leave
Child Rearing Leave Max Semesters — Maximum 2 semesters for child rearing leave (combined with FMLA)
Both FMLA provisions and these district provisions for child rearing leave may be no longer than 2 semesters in length.
Workday
Contract Days Teacher — Days off without pay may be requested after exhausting accumulated leave days
After having exhausted all other accumulated, applicable leave days, an employee may seek prior approval, in writing, from the principal to be permitted to take a planned unpaid leave day(s), which request may be granted or denied in the sole discretion of the principal.
Insurance
Dental Coverage — $420 annual contribution for single coverage dental plan
Beginning in the 2021-2022 plan year, effective September 1, 2021, full-time employees shall be entitled to an annual contribution of up to $420 to be used towards the single coverage in the District's Dental Plan.
Insurance
Employee Premium Share Pct — Premiums paid via pre-tax payroll deduction
Employees' premium contributions for participation in the District's health insurance plan, dental plan, and vision plan shall be via payroll deduction, in accordance with Federal laws and regulations, on a pre-tax basis.
Evaluation
Evaluation Cycle Years — Annual evaluation with summative report by May 15th
Every employee will be evaluated annually. Such evaluation including a summative report, will be completed and provided to the employee by May 15th.
Evaluation
Evaluation Grievance Procedure — Teacher has 3 school days to express procedural concern in writing to evaluator
If a teacher feels that the evaluator has not followed the procedures for evaluation outlined in Sections 3C and 3E of this article, the teacher has three school days to express this concern in writing to the evaluator.
Grievance
Grievance Step 1 Timeline — Informal resolution with building principal
The member will try to resolve that problem through discussion with the building principal. When requested by the member, a representative may accompany the member to assist in the informal resolution of the grievance.
Grievance
Grievance Step 2 Response Timeline — Principal provides written response within 5 working days
Within five (5) working days the building grievance person and the complainant will be provided with the principal's written response, including reasons for the decision.
Grievance
Grievance Step 2 Timeline — Written grievance to building principal within 20 working days if Step 1 fails
If informal Step One (1) fails to satisfy the member, within twenty (20) working days the member may present the grievance in writing to the building principal.
Grievance
Grievance Step 3 Response Timeline — Superintendent arranges meeting within 5 working days and provides written response within 5 working days
Within five (5) working days the JSSO grievance representative, the grievant, and the principal shall be provided with the Superintendent's written response, including the reasons for the decision.
Grievance
Grievance Step 3 Timeline — Referral to Superintendent within 10 working days if not resolved at Step 2
Within ten (10) working days of the Step Two (2) answer, and if the grievance is not resolved at Step Two (2), the JSSO grievance representative may refer the grievance to the Superintendent.
Grievance
Grievance Step 4 Response Timeline — Board provides written response within 15 working days
Within fifteen (15) working days the JSSO grievance representative, the grievant, and the principal shall be provided with the Board's written response, including reasons for the decision.
Grievance
Grievance Step 4 Timeline — Referral to Board of Education within 15 working days if not resolved at Step 3
Within fifteen (15) working days of receipt of the Superintendent's Step Three (3) answer, and if the grievance is still not resolved, the grievance may be referred to the Board of Education.
Grievance
Grievance Steps — Five-step grievance procedure
In the event that a member or JSSO has a grievance, the following steps will be followed without bypass: Step 1, Step 2, Step 3, Step 4, Step 5.
Grievance
Grievance Withdrawal — Grievance may be withdrawn at any level without establishing precedent
Grievance Withdrawal - A grievance may be withdrawn at any level without establishing a precedent.
Insurance
Health Single Premium — $2,500 annual contribution for full-time employees working 35+ hours per week
Beginning in the 2021-2022 plan year, effective September 1, 2021, full-time employees who work at least thirty-five (35) hours per week shall be entitled to an annual contribution of $2,500 to be used towards the District's health insurance plans.
Insurance
Hsa Employer Contribution — $500 annual cash stipend for employees with outside health insurance coverage
An employee that has health insurance coverage from a source outside of the District and opts out of the District's coverage will receive a five hundred-dollar ($500) cash stipend, in lieu of benefits, per year upon receipt of proof that he/she is covered by an outside health insurance plan.
Other
Jury Duty Compensation — Full compensation for jury duty related to District employment
Any Employee called for jury duty, required to provide a statement before The Illinois Department of Children and Family Services which is related to his or her employment with the District, during work hours, will be paid full compensation for attendance at such proceeding without any loss of leave time, seniority, or other benefits.
Other
Life Insurance Benefit — $20,000 life insurance coverage for full-time employees
Beginning in the 2021-2022 school year each full-time employee covered by this agreement will be covered under a Life Insurance Plan in the amount $20,000, with the premium provided in full by the District.
Compensation
Ma Min Salary — 2018-2019 school year, Step 1, Lane E (MA)
Salary Schedule 2018-2019: Step 1, Lane E (BA+24/MA) salary is $46,322.
Other
Medical Leave Fmla — 12 weeks unpaid medical leave under FMLA per combined 12-month total each year
Eligible employees may use unpaid medical leave, guaranteed by the federal FMLA for up to a combined total of 12 weeks each year.
Grievance
No Reprisals — No reprisals against members for participation in grievance
No reprisals shall be taken by the Board or the administration against any member because of the member's participation in a grievance.
Compensation
Off Schedule Bonus Yr1 — $0.70 per hour per responsibility/credential
Any employee that has the responsibilities or credentials listed below will be paid an additional $0.70 per hour, per responsibility and/or credential
Other
Organization Dues Deduction — Board will deduct current dues from pay for employees with annual authorization
The Board will deduct the current dues of the Organization from the pay of any employee who has executed an annual authorization for dues deduction.
Other
Organization Representative Right — Employees entitled to Organization representative at investigatory/disciplinary meetings
Employees will have the right to be accompanied by an Organization representative at any investigatory interview. Any employee required to attend a conference for written reprimand, suspension or dismissal is entitled to be accompanied by an Organization representative.
Other
Overtime Threshold — Overtime is work performed in excess of 40 hours per week
Overtime work is all work performed in excess of forty (40) hours per week. The 'week' begins on Sunday and ends on Saturday. Hours actually worked count toward the forty (40) hours.
Other
Parent Teacher Conference Time Commitment — 7 hours and 20 minutes total time commitment during parent-teacher conferences
During parent-teacher conferences, teachers are required to work in their buildings a total time commitment of 7 hours and 20 minutes, which includes a 30-minute lunch.
Leave
Personal Days Annual — $100.00 per semester perfect attendance incentive
An attendance incentive shall be provided to all employees who had perfect attendance each semester. It is the responsibility of the employee to request the bonus at the conclusion of the semester by filling out a form and submitting it to the Business Office for review and approval. $100.00 per semester
Workday
Probationary Period Days — First 90 days of scheduled work
The first ninety (90) days of scheduled work will be a probationary period. During this probationary period, the Board will have the sole and absolute right to discipline, suspend or dismiss an Employee.
Other
Professional Development Compensation — Employees compensated at hourly rate for mandatory training outside scheduled workday
Employees that are unable to complete the mandated development training and must complete the courses outside the scheduled work day as mutually agreed upon with Superintendent, or designee, will be compensated at their hourly rate at course completion.
Other
Retirement 5 Year Plan Year1 Stipend — $6,000 retirement stipend in Year 1
Year 1: $6,000 retirement stipend. It is agreed between the JTO and Board of Education that the year 1 retirement stipend of $6,000 shall sunset (end) following the end of this contractual agreement in 2023.
Other
Retirement Health Insurance Continuation — Board pays up to $275 per month for health insurance continuation
The Board of Education agrees to pay up to $275 per month for this health insurance.
Retirement
Retirement Pickup Pct — IMRF contributions governed by Illinois law and regulations
The plan is in addition to the Illinois State Municipal Retirement Fund and Social Security. The District will, as required by law, abide by the regulations set forth by the Illinois Municipal Retirement Fund and State and Social Security legislation.
Retirement
Retirement System — Johnsburg District's Employee Retirement Plan (IMRF-based)
Upon reaching age 55 and prior to reaching age 65, employees with at least 20 years of employment in District 12 will be eligible to apply for the then current Johnsburg District's Employee Retirement Plan.
Rif
Rif Recall Years — If vacancy occurs within 1 calendar year from beginning of school term following reduction-in-force, Board shall offer position to employee with most seniority on recall list
If a vacancy occurs for the following school term or within one (1) calendar year from the beginning of the school term following the reduction-in-force, the Board shall offer the vacant position to the employee with the most seniority on the recall list.
Other
Sabbatical Leave Eligibility — Sabbatical leave available after 6 consecutive years of service
The Board may grant a sabbatical leave to a certificated teacher after six consecutive years of contractual service in the Johnsburg Public School system for one or two semesters.
Other
Sabbatical Return Commitment — Teacher must commit to return and serve for 2 years following sabbatical leave
Before a leave is granted, the applicant shall agree in writing that at the expiration of such leave he will return to Johnsburg School for two years.
Other
Sabbatical Teachers Limit — No more than 3 percent of certified staff on sabbatical leave in any one year
The number of teachers on leave in any one year shall at no time be more than three percent of the certified staff. An equitable and reasonable distribution of leaves shall be made among the various branches of the staff.
Compensation
Salary Lanes Count — Lanes: B, C, D, E, FG, HI, JK, LM, NO, P
Salary Schedule with TRS 2018/2019 showing columns BA, BA+8, BA+16, BA+24, BA+32, BA+40, BA+48, BA+56, BA+64, MA+40.
Compensation
Salary Steps Count — Salary schedule contains 24 steps
Salary Schedule with TRS 2018/2019 showing rows 1-24 with step increments across lanes BA through P (MA+40).
Other
Semester Hour Reimbursement Rate — $285 per credit hour
The Board shall reimburse teachers who wish to continue their education at a rate of $285 per credit hour.
Other
Seniority Roster Publication — Seniority roster furnished to Organization by February 1st annually
The District will maintain and furnish to the Organization a seniority roster by February 1st annually. As used in this Agreement 'seniority' means continuous employment by the Board.
Leave
Sick Days Annual — Employees who work 20 or more hours per week shall be entitled to 11 days of sick leave per year
Employees who work twenty (20) hours or more per week shall be entitled to eleven (11) days of sick leave per year. Unused sick leave shall accumulate to an unlimited number of days.
Leave
Sick Leave Max Days — Unused sick leave accumulates to unlimited number of days; at age 55+ with 15 years service, additional 65 sick leave days granted
Unused sick leave shall accumulate to an unlimited number of days. At the beginning of the fiscal year in which an employee becomes age 55 or older and attains 15 years of employment in the District, the employee will be granted 65 additional sick leave days.
Compensation
Step Increase — One-time service adjustment based on years of service
Effective July 1, 2020 a one-time hourly wage adjustment shall be applied to any employee who is covered by this agreement who meets the below length of service. Years of service will be calculated using the years of service as a District 12 employee as of July 1, 2020.
Other
Study Hall Substitution Pay — $4.50 per hour differential for study hall substitution
An employee shall be compensated at an hourly rate differential of $4.50 per hour, in addition to the employee's hourly wage, if the employee substitutes for or is asked to assume the study hall duties of a District certified employee or teacher during regular school hours.
Other
Substitution Pay Certified Teacher — $4.50 per hour differential for substituting as District teacher
Employees who are licensed teachers or licensed substitute teachers and substitute as a District teacher shall be compensated at an hourly rate differential of $4.50 per hour, in addition to the employee's hourly wage.
Other
Tuition Reimbursement Cap — $90,000 per fiscal year
Each fiscal year, tuition reimbursement funds to be allocated will be capped at $90,000. No tuition reimbursement will be provided over the $90,000 capped amount.
Other
Vacation During School Session — Maximum 10 days vacation during school session allowed under special exceptional circumstances
Under special exceptional circumstances a teacher can take vacation travel days while school is in session, not to exceed 10 days, with loss of full pay. Request should be submitted in writing to the Superintendent at least 45 days in advance.