Other
Agreement Effective Date — Agreement effective July 1, 2022 and continues in effect until June 30, 2027
This Agreement shall be effective July 1, 2022 and shall continue in effect until June 30, 2027.
Other
Agreement Expiration Date — June 30, 2022
This Agreement shall be effective July 1, 2017 and shall continue in effect until June 30, 2022.
Other
Aide Rif Notice Requirement — At least 5 days notice
An aide working in this capacity may have hours reduced with at least 5 days notice or the position could be eliminated completely due to an unforeseen reduction in the student population.
Grievance
Arbitration Binding — Final and binding arbitration available at Step IV if Board disposition unsatisfactory
If the Association is not satisfied with the disposition of the grievance by the Board, the Association may submit the grievance to final and binding arbitration.
Other
Assault On Employees — Cases of assault upon employees at workplace promptly reported to Board; Board provides legal counsel and reasonable assistance with law enforcement and judicial authorities
Any case of assault upon an Employee while at the work place shall be promptly reported to the Board or its designee. The Board shall provide legal counsel to the Employee to advise the Employee of his/her rights and obligations with respect to such assault.
Other
Assignment Change Notice — Teachers advised in writing prior to end of school term of assignment changes; after June 1 changes made only as educationally necessary
Teachers shall be advised in writing prior to end of school term of any change in assignment for coming year, if known prior to June 1st. Changes after this date made only as educationally necessary.
Other
Assignment Change Notice Deadline — Teachers shall be advised in writing prior to end of school term of any change in assignment for coming school year if reasons were known prior to June 1st
Teachers shall be advised in writing prior to the end of the school term of any change in their assignment for the coming school year, if the reasons prompting such change were known prior to June 1st.
Other
Assignment Notice Deadline — May 15, whenever possible
Assignments for the following school year of all employees other than twelve (12) month employees shall be made by May 15, whenever possible. The employee shall be consulted prior to reassignment.
Other
Assignment Notification Date — May 15
Assignments for the following school year of all employees other than twelve (12) month employees shall be made by May 15, whenever possible.
Other
Association Dues Deduction — Dues deducted one-ninth monthly from September through May; continuous or annual authorization; revocable Sept 1-15
Board shall deduct one-ninth of dues from regular salary each month for nine months, beginning in September and ending in May. Continuous authorization remains in effect year to year unless revoked between September 1 and September 15 in writing.
Leave
Association Leave Allowed — In the event that the Association desires to send representatives to local, state, or national conferences or on other business pertinent to Association affairs, these representatives shall be excused without loss of salary. The aggregate number of days shall not exceed five (5) days total for such purposes in any fiscal year.
In the event that the Association desires to send representatives to local, state, or national conferences or on other business pertinent to Association affairs, these representatives shall be excused without loss of salary. The aggregate number of days shall not exceed five (5) days total for such purposes in any fiscal year.
Other
Association Leave Max Days — Aggregate association leave not to exceed five days total per fiscal year
In the event that the Association desires to send representatives to local, state, or national conferences or on other business pertinent to Association affairs, these representatives shall be excused without loss of salary. The Association will reimburse the district for the cost of the substitute(s) if needed. The aggregate number of days shall not exceed five (5) days total for such purposes in any fiscal year.
Other
Association Leave Notice — Written request for association leave submitted to Superintendent at least three working days prior
Written request for such leave must be submitted to the Superintendent at least three (3) working days prior to the date(s) requested.
Leave
Association Membership Required — Each Bargaining Unit Member shall join the Association or pay a fair share fee within thirty (30) days from the date of commencement of duties for the current school year.
Each Bargaining Unit Member, as a condition of his/her employment, on or before thirty (30) days from the date of commencement of duties for the current school year, shall join the Association or pay a fair share fee to the Association equivalent to the amount of dues uniformly required of members.
Other
Association President Released Time — Association President released 2 days per year for Association business and negotiations training with sub pay provided
The Association President or his/her designee will have two (2) days per year released time for Association business with Association paying sub pay for negotiations training.
Grievance
Association Representative Present — Employee entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview
Employee shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview.
Compensation
Ba Max Salary — $51,460
BA Step P salary 2017-2018 school year
Compensation
Ba Min Salary — BA degree, Year 1 salary
Salary Schedule New Employees - BA - Salary Year 1: $40,000
Compensation
Base Salary Increase Yr1 — Implied from salary schedule comparison 2023-2024 to 2024-2025
Salary schedule shows increases from 2023-2024 ($38,220 Secretary) to 2024-2025 ($40,131), representing approximately 5% increase year-over-year pattern.
Compensation
Base Salary Increase Yr2 — Implied from salary schedule 2024-2025 to 2025-2026
Salary progression shows consistent approximately 5% increases continuing through contract period 2025-2026.
Compensation
Base Salary Increase Yr3 — Implied from salary schedule 2025-2026 to 2026-2027
Salary schedule continues 5% annual increase pattern through 2026-2027 school year.
Compensation
Base Salary Increase Yr4 — 3.5% increase in years four and five for bottom step teachers
and a 3.5% increase in years four and five, an increase in salary over the previous year's salary in each year of this contract.
Leave
Bereavement Days — 2 extra days considered for bereavement purposes only
In addition, two extra days shall be considered for bereavement purposes only. These will not accumulate and will be used for immediate family only – spouse, grandparents, grandchildren, father, mother, sister, brother, children, stepchildren and in-laws.
Other
Classroom Size Limit — Classroom size should be limited to not more than 26 students
For the safety and educational needs of the students, classroom size should be limited to not more than 26 students. If numbers exceed 26 students, or behavior warrants the need, then a teacher may request an aide to assist in the classroom.
Other
Coaching Positions Pay Pct — 2% of base salary
Baseball 2% of base; Boys Basketball 8 2% of base; Boys Basketball 7 2% of base; Girls Basketball 8 2% of base
Other
Complete Understanding — The terms and conditions set forth in this Agreement represent the full and complete understanding between the parties. The terms and conditions may be modified through the written mutual consent of the parties.
The terms and conditions set forth in this Agreement represent the full and complete understanding between the parties. The terms and conditions may be modified through the written mutual consent of the parties.
Workday
Contract Days Teacher — Full-time employees: 37 1/2 hours per week
An Employee shall be considered full-time if he/she is employed 37 1/2 hours per week.
Workday
Custodial Hours Fulltime — Full-time custodians and maintenance personnel work 40-hour week, Monday-Friday with two 15-minute breaks and 30-minute lunch
Full time custodians and maintenance personnel work a forty (40) hour work week, Monday through Friday inclusive of two 15 minute paid breaks and a thirty (30) minute non-paid, lunch break each day.
Workday
Custodial Hours Parttime — Part-time custodians work 35 hours per week or less with 30-minute non-paid lunch
Part time custodians work 35 hours a week or less inclusive of breaks according to the law and a 30 minute non-paid, lunch break each day.
Insurance
Dental Coverage — Dental insurance included in Board-paid premiums for full-time employees
Individual employee health, dental and life insurance premiums, for the 2018-2023 school years will be paid by the Board for full-time twelve (12) month employees.
Other
Detention Supervision Rate — $20.00 per hour
Detention Supervision $ 20.00 per hour
Other
Discipline Progressive Sequence — Oral warnings, written reprimands, suspension with/without pay, dismissal
Disciplinary measures may include: oral warnings, written reprimands, suspension with or without pay, dismissal procedures as provided in Section 24-12 of The School Code.
Other
Discipline Removal Period — Written reprimands and documentation related to discipline removed from employee's file after five (5) years
Written reprimands and any other documentation related to such, will be removed from the employee's file after five (5) years from the date of issuance if no other discipline for the same conduct has been imposed.
Other
Discipline Written Response Days — Teacher shall be given an opportunity to respond in writing to reprimand within ten school days
The teacher shall be notified that the reprimand is to be placed in his/her file and shall be given an opportunity to respond in writing to the reprimand within ten (10) school days.
Other
Domain Rating System — Four evaluation domains: Domain 1 Designing Knowledge Work, Domain 2 Creating Safe and Orderly Environment, Domain 3 Facilitating Knowledge Work, Domain 4 Professional and Leadership Responsibilities
Domain 1 Designing Knowledge Work; Domain 2 Creating Safe and Orderly Environment; Domain 3 Facilitating Knowledge Work; Domain 4 Professional and Leadership Responsibilities
Other
Early Retirement Incentive — $90 per year of service up to $2,500 maximum for employees hired before July 1, 2012; minimum 55 years age and 10 consecutive years service
Any 12 Month full time Employee who was hired before July 1, 2012, shall be granted an Early Retirement Incentive at the rate of $90 per year of service as a District 150 Employee to a maximum of $2,500, provided that the Employee is at least fifty-five (55) years of age at retirement.
Workday
Emergency School Closing Custodial — Twelve (12) month custodial and maintenance employees shall work half of their normally scheduled hours, unless requested by administration to stay, or at the employee's option, may take a sick day.
Twelve (12) month custodial and maintenance employees shall work half of their normally scheduled hours, unless requested by administration to stay, or at the employee's option, may take a sick day.
Workday
Emergency School Closing Secretarial — Full time twelve (12) month salaried secretarial employees will not be required to report for work unless requested by administration.
Full time twelve (12) month salaried secretarial employees will not be required to report for work unless requested by administration.
Insurance
Employee Premium Share Pct — $20/month employee contribution toward individual health insurance; $250/month stipend for those opting out
Participating employees shall pay $20 per month toward the cost of the individual employee health insurance premiums. Eligible employees who choose to opt out of insurance will receive a $250 stipend per month.
Other
Employee Representation Discipline — Employee charged with misconduct has right to be represented by Association in meetings regarding suspension, demotion, discharge, or discipline
Any employee being charged with misconduct, neglect or a violation which may lead to his/her suspension, demotion, discharge, or discipline shall have a right to be represented by the Association in any meeting conducted by an immediate supervisor, Administration, or the School Board.
Other
Employer Hearing Notice Hours — forty eight (48) hours prior written notice
the Employee shall be given forty eight (48) hours prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present
Other
Enrollment Participation Rate — Student must have 90% attendance or better and be enrolled by the first benchmark window
A Student must have 90% attendance or better and be enrolled by the first benchmark window, or they may be excluded from the results.
Evaluation
Evaluation Components Professional Practice — 2017-2018 school year: 75% professional practice, 25% student growth
The evaluation will consist of 75% for professional practice and 25% for student growth for the 2017-2018 school year.
Evaluation
Evaluation Components Professional Practice Revised — Beginning 2018-2019 school year: 70% professional practice, 30% student growth
Beginning in the 2018-2019 school years, it will become 70% for professional practice and 30% for student growth.
Evaluation
Evaluation Cycle Years — At least once annually
The supervisor of each twelve month and school year employee will complete, at least annually, a performance report for the employee for his or her job category using an evaluation form designed for the job category as per job description.
Evaluation
Evaluation Frequency Non Tenured — Non-tenured teachers shall be evaluated at least two times each year
Non-tenured teachers shall be evaluated at least two times each year. Nothing herein shall preclude more frequent evaluation of any non-tenured teacher.
Evaluation
Evaluation Written Response Days — no later than (10) days after receipt
If the employee disagrees with the evaluation he/she may submit a written response which will be attached to the copy of the evaluation. Such response shall be made no later than (10) days after receipt of the evaluation.
Other
Exclusive Bargaining Representative — Marseilles Education Association/I.E.A./N.E.A. is sole and exclusive bargaining representative
The Board of Education of Marseilles Elementary District #150, LaSalle County, Illinois, hereby recognizes the Marseilles Education Association/I.E.A./N.E.A., as the sole and exclusive bargaining representative of Professional Certified Personnel.
Other
Exit Interview — Superintendent and association representative conduct exit interview with all terminating employees
The Superintendent and an association representative shall conduct an exit interview with all terminating employees. The purpose of an exit interview is to give the employee an opportunity to discuss freely his or her reasons for termination.
Other
Exit Interview Required — The Superintendent and an association representative shall conduct an exit interview with all terminating employees
The Superintendent and an association representative shall conduct an exit interview with all terminating employees. The purpose of an exit interview is to give the employee an opportunity to discuss freely his or her reasons for termination.
Compensation
Extra Pay Schedule — Extra pay on per-event basis paid within 30 days; extra pay on seasonal/yearly basis paid at end of season/year
Extra pay, which is on a per event basis, shall be paid within thirty (30) days following that event. Extra pay, which is on a seasonal/yearly basis, shall be paid at the end of that season/year.
Other
Facility Use Notice — Association allowed to use school facilities for meetings with minimum one day notice
The Association shall be allowed to use school facilities for meetings provided the Superintendent has been given a minimum of one day notice provided that the facilities requested are available.
Other
Fair Share Fee Deduction — Fair share fee paid to Association by Board no later than ten days following deduction
Such fee shall be paid to the Association by the Board no later than ten (10) days following deduction.
Other
Fair Share Fee Requirement — Bargaining unit member must join Association or pay fair share fee within 30 days from commencement of duties
Each Bargaining Unit Member, as a condition of his/her employment, on or before thirty (30) days from the date of commencement of duties for the current school year, shall join the Association or pay a fair share fee to the Association.
Leave
Family Care Leave — Unpaid family care leave for immediate family member after sick days exhausted
An employee wishing to remain home with an immediate family member, (as defined in Article VII, Leaves of Absence, A. Sick Leave #1, Paragraph 5), may request an unpaid family care leave once all sick days have been used.
Compensation
Final Paycheck Timeline — Final pay on next regular payday following date of termination, but earned compensation paid within three business days
Where an educational support personnel employee is dismissed by the board as a result of a decrease in the number of employees or the discontinuance of the employee's job, the employee shall be paid all earned compensation on or before the third business day following his or her last day of employment.
Other
Final Paycheck Timing — Terminated employees will receive their final pay on the next regular payday following the date of termination
Terminated employees will receive their final pay on the next regular payday following the date of termination.
Leave
Floating Holiday — The floating holiday is a paid holiday which may be utilized by the employee on a scheduled workday for full pay, with 48 hours' advance notice to the employee's direct supervisor of use of the floating holiday.
The floating holiday is a paid holiday which may be utilized by the employee on a scheduled workday for full pay, with 48 hours' advance notice to the employee's direct supervisor of use of the floating holiday. Twelve month employees may use the floating holiday at any time.
Other
Full Time Hours Per Week — 37 1/2 hours per week
An Employee shall be considered full-time if he/she is employed 37 1/2 hours per week.
Grievance
Grievance Definition — Written complaint of alleged violation, misinterpretation or misapplication of specific provisions of the Agreement
A grievance shall mean a written complaint that there has been an alleged violation, misinterpretation or misapplication of the specific provisions of this Agreement.