Other
Agreement Duration — Agreement effective July 1, 2023 through June 30, 2026; automatically extends until replaced by successor agreement
The Board and the Association agree that this Agreement shall be effective as of July 1, 2023 and shall continue in effect until June 30, 2026. Furthermore, this Agreement shall automatically extend until replaced by successor Agreement.
Other
Agreement Term End — Agreement term through April 30, 2028
This Agreement shall be effective at the time of its execution by both parties, and shall remain in full force and effect until midnight April 30, 2028.
Other
Agreement Term Start — Agreement effective May 1, 2023
The City of Lake Forest and the Lake Forest Employee Association are parties to a collective bargaining agreement, with a current term from May 1, 2023 to April 30, 2028
Other
Ap Course Release Time — Teachers teaching AP course for first time, two different AP courses, or three+ laboratory preparations receive release time or one section waived from instructional load
If a Teacher is teaching an AP course for the first time, teaches two different AP courses, three or more laboratory preparations, three or more co-taught classes, two or more basic skills-type classes without a special education co-teacher, or other heavy workload, every reasonable effort shall be made to assign the teacher to an academic grading and planning period in lieu of a resource assignment or one of his/her five sections of instruction.
Grievance
Arbitration Binding — Binding arbitration available at Level 6 through Public Employment Relations Board under Delaware Code Section 4013
If the issue is not resolved, the grievant, through the Association, may within 10 days of the hearing, submit a demand for arbitration to the Public Employment Relations Board. Section 4013 [c] Title 14 of the Delaware Code shall control the arbitration proceeding.
Other
Assignment Notice Deadline — Employee assignment notice provided no later than July 1st for next year
If there is a change from the previous year, an employee shall be given written notice of his/her assignment for the forthcoming year no later than July 1st.
Other
Association Leave Days — Association allowed up to 3 days of non-accumulative leave per school year for conferences and conventions
The Association shall be allowed up to a total of three (3) days of non-accumulative leave in any school year for designated employees to attend Association conferences, training or conventions
Other
Association Meeting Hours Weekly — Association President allowed up to 7 hours per week for district committees and association business
The Association President or designee(s) shall be permitted up to seven (7) hours total per week to attend district created committees and/or other Association business
Other
Association Meeting Time Hours — Association President permitted up to 5 hours total per week for association business
The Association President or designee(s) shall be permitted up to five (5) hours total per week to attend district created committees and/or other Association business as requested by the Administration that is scheduled during the regularly scheduled work day.
Other
Association Release Time Days — Association President and/or designee(s) shall have a combined total of ten (10) out of district days per year, with additional days if approved upon request, release time to conduct Association business.
The Association President and/or designee(s) shall have a combined total of ten (10) out of district days per year, (with additional days if approved upon request), "release time" to conduct Association business, as determined by the Association.
Other
Association Representation — All covered employees shall be entitled to request the presence of an Association representative at any meeting, conference, interview or interrogation under circumstances where the actions of the affected employee are being investigated.
All covered employees shall be entitled to request the presence of an Association representative at any meeting, conference, interview or interrogation where the actions of the affected employee are being investigated.
Compensation
Athletic Head Coach Baseball Softball Soccer Swimming Track Wrestling Competitive Cheer Competitive Cheer Poms Field Hockey Gymnastics — Head Coach stipend percentage for Baseball, Softball, Soccer, Swimming, Track, Wrestling, Competitive Cheer, Competitive Cheer/Poms (Winter and Summer), Field Hockey, Gymnastics
Head Coaches: 14% for Baseball, Softball, Soccer, Swimming, Track, Wrestling, Competitive Cheer, Competitive Cheer/Poms (Winter and Summer), Field Hockey, Gymnastics, Special Olympics
Compensation
Athletic Head Coach Basketball Football — Head Coach stipend percentage for Basketball, Football
Head Coaches: 15.5% for Basketball, Football
Compensation
Athletic Head Coach Cross Country Lacrosse Tennis Volleyball — Head Coach stipend percentage for Cross Country, Lacrosse, Tennis, Volleyball
Head Coaches: 12.5% for Cross Country, Lacrosse, Tennis, Volleyball
Compensation
Athletic Head Coach Golf Water Polo Badminton Cheer Special Olympics Fall — Head Coach stipend percentage for Golf, Water Polo, Badminton, Cheer, Dance/Pom (Fall), Special Olympics (Fall), Special Olympics (Spring)
Head Coaches: 11% for Golf, Water Polo, Badminton, Cheer, Dance/Pom (Fall), Special Olympics (Fall), Special Olympics (Spring)
Compensation
Athletic Jv Assistant Coach — JV Assistant, Assistant Sophomore, Assistant Freshmen stipend 3% less than Head Coach
JV Assistant, Assistant Sophomore, Assistant Freshmen: 3% less than Head
Compensation
Athletic Out Of Season Coaching Rate — Out-of-season coaching rate with prior Athletic Director approval at 0.0009 of BA Step 1 per hour
With prior approval of the Athletic Director if a coach works beyond the defined season supervising student athletic activities, the coach will be paid at the rate of .0009 of the base (BA Step 1) per hour.
Compensation
Athletic Pre Post Season Supervision Rate — Approved pre/post-season supervision rate at 0.0005 of BA Step 1 per hour
Coaches who work approved hours may submit their own timesheets and will be paid at the rate of .0005 of the base (BA Step 1) per hour.
Compensation
Athletic Varsity Assistant Coach — Varsity Assistant Coach stipend 2% less than Head Coach
Varsity Assistant, Sophomore Head, Freshmen Head, JV Head: 2% less than Head
Other
Auto Renewal — Agreement automatically renewed year to year unless notice given
It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing at least sixty (60) days prior to the expiration date.
Other
Auto Renewal Notice Period — Either party must notify the other in writing at least 90 days prior to the anniversary date if it desires to modify the agreement
It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing at least ninety (90) days prior to the anniversary date that it desires to modify this Agreement.
Compensation
Ba Max Salary — BA Step 24 maximum salary for 2019-2020
Step 24 BA: 121,145
Compensation
Ba Min Salary — Aquatics Director (HS): $6,876.00 yearly; Band Director (HS): $5,292.00 yearly
Aquatics Director (HS) 573 monthly stipend, 12 months, $6,876.00 total yearly. Band Director (HS) 441 monthly stipend, 12 months, $5,292.00 total yearly.
Other
Bargaining Unit Recognition — Lake Forest Education Association, affiliated with the Illinois Educational Association and the National Education Association, as the exclusive bargaining agent
The Board of Education of Community High School District No. 115, Lake County, Illinois recognizes the Lake Forest Education Association as the exclusive bargaining agent for all matters of hours, wages, and conditions of employment
Compensation
Base Salary Increase Yr1 — Tuition reimbursement for eligible employees (25+ hours/week) with pre-approved courses up to annual maximum and program limits
Upon proof of successful course/program completion, eligible employees may be reimbursed the cost of tuition for pre-approved courses/program at the lesser of actual tuition paid or the Wilmington University rate per credit hour.
Compensation
Base Salary Increase Yr2 — Fulltime employee contributions shall increase to 2.5% in FY25
Fulltime employee contributions shall increase to 2.5% in FY25 and 3.0% in FY26.
Compensation
Base Salary Increase Yr3 — Fulltime employee contributions shall increase to 3.0% in FY26
Fulltime employee contributions shall increase to 2.5% in FY25 and 3.0% in FY26.
Other
Behavioral Facilitator Caseload — Behavioral Facilitator caseload between 20-25 students
Behavioral Facilitator- A caseload between 20-25 students.
Leave
Bereavement Days — Vacation requests must be submitted 4 days in advance except in emergencies; vacation during peak periods prioritized by seniority
All vacation requests should be submitted at least four (4) days in advance, except in case of emergency, and approved by the immediate administrative supervisor(s). Vacation time may not be denied either capriciously or arbitrarily.
Other
Board Final Authority — The Board reserves its right as the final authority on all policies within its jurisdiction, providing those shall be consistent with the terms of this Agreement
The Board reserves its right as the final authority on all policies within its jurisdiction, providing those shall be consistent with the terms of this Agreement.
Compensation
Call Back Pay Fulltime — Two hour minimum for fulltime employees on call-back
A call-back shall be compensated at one and one-half (1½) times a fulltime employee's regular straight-time hourly rate of pay for all hours worked on call-back, with a one (1) minimum for seasonal employees and a two (2) hour minimum for fulltime employees.
Compensation
Call Back Pay Seasonal — One hour minimum for seasonal employees on call-back
A call-back shall be compensated at one and one-half (1½) times a fulltime employee's regular straight-time hourly rate of pay for all hours worked on call-back, with a one (1) minimum for seasonal employees and a two (2) hour minimum for fulltime employees.
Workday
Class Size Maximum — Maximum class size of twenty-five students in each classroom
The Administration shall continue to strive to maintain a maximum class size of twenty-five (25) students in each classroom and a balance of students in all sections within a given course, except for band, orchestra, choral, and non-specialty Physical Education classes.
Workday
Communication Chain Of Command — The Association and administration recognize importance of effective and timely communication through proper chain of command; all efforts made to have two-way communication within reasonable time
The Association and the administration recognize the importance of effective and timely communication through the proper chain of command all efforts will be made to have two-way communication within a reasonable time.
Workday
Contract Days Teacher — Holidays listed for 12-month employees including New Year's Day, MLK Jr. Day, Presidents' Day, Good Friday, Columbus Day, Memorial Day, Juneteenth, Independence Day, Labor Day, General Election Day, Veterans Day, Thanksgiving, Christmas
All twelve-month employees shall be entitled to receive the following holidays: New Year's Day, Martin Luther King Jr. Day, Presidents' Day, Good Friday, Columbus Day, Memorial Day, Juneteenth, Independence Day, Labor Day, General Election Day, Veterans Day, Thanksgiving Day, Day After Thanksgiving, Christmas Day.
Other
Contract Distribution — Within 60 days after Agreement signed and after agreement on format, Agreement shall be distributed electronically to all employees, posted on district website, and provided to each administrator and LFEA Representative Assembly members
Within sixty (60) days after this Agreement is signed and after agreement by both parties on format, the Agreement shall be distributed electronically to all employees. The Agreement shall be posted on the district website and subsequent Memos of Understanding shall be posted. A copy of this Agreement shall be provided by the Board to each administrator and members of LFEA Representative Assembly.
Other
Contract Duration — July 1, 2019 through June 30, 2023
Collective Bargaining Agreement and Evaluation Procedures Guide July 1, 2019 through June 30, 2023
Other
Contract Term — Agreement effective day after execution through 11:59 p.m. on June 30, 2022; automatically renewed year to year unless either party notifies in writing at least 60 days prior to expiration
This Agreement shall be effective as of the day after the contract is executed by both parties and shall remain in full force and effect until 11:59 p.m. on the 30th day of June, 2022. It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing at least sixty (60) days prior to the expiration date.
Other
Contract Term Expiration — 30th day of June, 2027
This Agreement shall be effective as of the day after the contract is executed by both parties and shall remain in full force and effect until 11:59 p.m. on the 30th day of June, 2027.
Compensation
Curriculum Work School Year 2019 2020 — Curriculum Work Second Year 2019-2020 at 0.00103 per hour
Curriculum Work Second Year 2019-2020: 0.00103, 55.18, per hour
Compensation
Curriculum Work Summer 2019 — Curriculum Work Summer 2019 at 0.00103 (18-19 BA Step 1) per hour
Curriculum Work Summer 2019: 0.00103 (18-19 BA Step 1), 54.04, per hour
Leave
Custodian Lunch Period — thirty (30) minute duty-free lunch/dinner period
This includes a thirty (30) minute duty-free lunch/dinner period and two (2) fifteen (15) minute break periods per day.
Workday
Custodian Workday — eight (8) hours per day for full-time custodians/maintenance personnel
The workday for full-time custodians/maintenance personnel in the District shall be eight (8) hours per day and seven and one-half (7.5) hours per day for Tech Service Engineers.
Grievance
Decision Timeline Days — The decision of the Board shall be submitted in writing to the employee within fifteen (15) calendar days following the conclusion of the hearing
The decision of the Board shall be submitted in writing to the employee within fifteen (15) calendar days following the conclusion of the hearing;
Other
Deferred Compensation Plan Initial Deduction — All new bargaining members automatically enrolled in 457(b) Deferred Compensation Plan with initial per paycheck deduction of $50
All new bargaining members shall be automatically enrolled in the 'Lake Forest High School District 115 – 457 Deferred Compensation Plan' with an initial per paycheck deduction of $50.
Insurance
Dental Coverage — Extended benefits of $20/month can be used toward state-approved dental and vision insurance
In addition, this benefit shall be allowed for all employees to use towards purchasing state approved dental and vision insurance.
Compensation
Department Chair Stipend 10 Plus Teachers — Year 1, 10+ teachers in department at 10.5% BA Step 1
10+ Tchrs in Dept 10.5% BA Step 1, Year 1: 5,625
Compensation
Department Chair Stipend 1 3 Teachers — Year 1-3 teachers in department (1-3 Tchrs in Dept) at 7.0% BA Step 1
DEPARTMENT CHAIR STIPEND: 1-3 Tchrs in Dept 7.0% BA Step 1, Year 1: 3,750
Compensation
Department Chair Stipend 4 9 Teachers — Year 1, 4-9 teachers in department at 9.5% BA Step 1
4-9 Tchrs in Dept 9.5% BA Step 1, Year 1: 5,089
Workday
Department Meetings Timing Restriction — No mandatory department or staff meetings before 7:45 or after 3:20
There shall be no mandatory department or staff meetings before 7:45 or after 3:20.
Other
Direct Deposit Required — All salaries and compensations shall be by direct deposit pay system only
All salaries and compensations shall be by the direct deposit pay system only.
Other
Dress Code Advisory — Employees should dress appropriately; if administrator considers attire inappropriate, employee advised by administrator. Discussion shall not be reflected in evaluations or result in discipline unless behavior persists, then meeting required with employee, administrator, HR Director, and Association Representative
It is agreed that it is important for employees to model appropriate dress in order to establish a professional environment in our schools that is conducive to learning and to promoting the expectation of good behavior... should an employee wear what is considered by his administrator to be inappropriate attire, that he shall be so advised by the administrator. Such discussion shall not be reflected in evaluations nor result in any discipline, unless the behavior persists, at which time a
Other
Dues Deduction — City will deduct uniform monthly Association dues from paychecks
The City will deduct from each employee's paycheck once each month the uniform, regular monthly Association dues for each employee in the bargaining unit who has filed with the City a lawful, voluntary, effective check-off authorization form.
Workday
Duty Free Planning Minutes — Minimum of 250 duty free individual planning minutes per 5 day week
A teacher will have a minimum of 250 duty free individual planning minutes per 5 day week and 1250 maximum instructional minutes per 5 day week.
Other
Els Iep Facilitator Caseload — ELS IEP Facilitator maximum caseload of 12 students
ELS IEP Facilitator - A maximum caseload of 12 students
Workday
Emergency Days Authorized — Five emergency days authorized by law
If the Board shall not require the utilization of some or all of the five (5) emergency days authorized by law, such days shall be deleted from the school calendar.
Insurance
Employee Premium Share Pct — Fulltime employees shall continue to participate in the City's Retirement Health Savings Plan (RHS) by contributing 2.0% of their salary placed into an RHS account.
Fulltime employees shall continue to participate in the City's Retirement Health Savings Plan (RHS) by contributing 2.0% of their salary placed into an RHS account.
Evaluation
Evaluation Cycle Years — Teachers responsible for instruction and lesson plan preparation; changes to lesson plans require District and Association agreement
Teachers are responsible for the instruction of students and will prepare lesson plans as an essential part of their responsibilities. Lesson plans shall meet the requirement of the current evaluation system approved by DOE and Board policies.
Evaluation
Evaluation Documents Receipt — Teachers must receive evaluation documents within 15 days and may rebut within 15 days
Each Teacher shall receive a copy of all documents pertaining to evaluation. Teacher shall have opportunity to rebut adverse criticism within fifteen (15) Teacher employment days of receipt.
Evaluation
Evaluation Frequency Probationary — District will evaluate probationary employee at least once during first six months
For new employees, the probationary period shall be 12 months. At a minimum, the District will evaluate a probationary employee once during the first six (6) months of employment.