Other
Agreement Duration — Effective August 15, 2024 and expires August 15, 2028
This Agreement shall be effective on August 15, 2024 and shall expire on August 15, 2028.
Grievance
Arbitration Binding — Arbitration available; fees and expenses shared equally by parties
If the Board and the employee agree, a grievance may be submitted directly to arbitration. The fees and the expenses of the arbitrator shall be shared equally by the parties.
Other
Association Facility Use — Association may use District facilities for meetings with prior approval; printing costs $0.10 per copy
The Association shall have the privilege of using District #54 facilities for Association business. The school printing facilities and paper may be used for printing monthly newsletters; costs paid by M.E.E.A. at rate of $0.10 per copy.
Other
Association Recognition — M.E.E.A. recognized as exclusive bargaining representative
The Board hereby recognizes the M.E.E.A. as the exclusive bargaining representative and sole negotiation agent for all full and part-time regularly employed licensed teaching personnel.
Compensation
Ba Min Salary — BA Step 1 salary
STEP 1 BA $50,388 (24-25 schedule)
Compensation
Base Salary Increase Yr1 — College tuition reimbursement for courses with grade A or B
Reimbursement will be made for employee's successful completion of the course with a grade of an "A" or "B". "Official" transcript shall be defined as one which is received in the office from the college/university unopened and with the seal of the college/university affixed.
Compensation
Base Salary Increase Yr2 — 2026-2027 increase indexed to prior year base salary
2026-2027 Extra Duty Stipend indexed X Previous Year Base Salary 2025-2026 ($56,473 w/TRS). Stipends calculated using 5.19% increase factor.
Compensation
Base Salary Increase Yr3 — 2027-2028 increase indexed to prior year base salary
2027-2028 Extra Duty Stipend indexed X Previous Year Base Salary 2026-2027 ($59,861 w/TRS). Stipends calculated using 5.67% increase factor.
Leave
Bereavement Days — Leave for serious health conditions of spouse, child, or parent; leave for employee's own serious health condition
In order to care for the spouse, or a son, daughter, or parent of the employee, if such spouse, son, daughter or parent has a serious health condition. Because of a serious health condition that makes the employee unable to perform the function of his/her position.
Other
Board Meeting Materials — Board packet minus confidential information provided to M.E.E.A. President via electronic mail prior to meeting
The packet which is distributed to Board members minus any confidential information will be made available to the President of M.E.E.A. Such notice will be delivered by electronic mail prior to each meeting.
Other
Conference Attendance Excusal — up to 3 days per representative per occurrence for local, state, or national conferences without loss of salary, with written request to Superintendent 3 days prior
these representatives shall be excused without loss of salary for a maximum of 3 days per representative per occurrence, providing the Association reimburse the Board for substitute cost and written request submitted to Superintendent for approval at least three days prior.
Workday
Contract Days Teacher — School calendar not less than 177 student attendance days, not exceeding 185 days (includes emergency, e-learning, work, and institute days)
The school calendar shall not be less than 177 student attendance days and shall not exceed 185 days which includes emergency, e-learning, work, and institute days.
Insurance
Dental Coverage — Full-time employee dental insurance provided by Board; Board and M.E.E.A. agree upon specifications
Each full-time employee shall be provided employee dental insurance paid by the Board. The Board and the M.E.E.A. shall agree upon the specifications of the policy.
Other
Dues Deduction — Board deducts M.E.E.A. dues from employee pay via authorization; deducted over 10-month period
The Board shall deduct from each Employee's pay the current dues of the M.E.E.A. providing that the Board has an employee-executed authorization for continuing the deduction, deducted over a 10-month period.
Insurance
Employee Premium Share Pct — Funding levels for non-tenured employees with IHS: 77% Board / 23% Employee
Funding levels for Non-tenured Employees are as follows (Board amount shown first/then Employee): With IHS 77% / 23%
Evaluation
Evaluation Cycle Years — Evaluations conducted between September and end of February; tenured employees on 2-year rotation
All evaluations will be conducted between September and the end of February. Any tenured Employee who receives a rating of 'Needs Improvement' or 'Unsatisfactory' may request a new evaluator.
Other
Fair Share Provision — Fair share provision not in effect during contract term but will be reinstated if legally allowed in future
This provision is not in effect during the term of this contract, but will be reinstated should fair share be legally allowed in the future.
Grievance
Grievance Steps — Step I (supervisor), Step II (superintendent), Step III (Board), Step IV (binding arbitration)
STEP I through STEP IV process: informal resolution with supervisor, superintendent appeal, Board appeal, and binding arbitration through American Arbitration Association if not resolved at Step III.
Insurance
Health Single Premium — Board provides access to employee only and/or dependent coverage of hospitalization and medical insurance plan
Each full-time employee shall be provided access, upon meeting plan eligibility requirements, to the employee only and/or dependent coverage portions of the hospitalization and medical insurance plan as provided jointly by the Board.
Workday
Instructional Minutes Day — Work day no longer than 7 hours 40 minutes; Elementary 8:25 a.m. to 3:35 p.m.; Middle School 7:55 a.m. to 3:10 p.m.
The Employee work day shall be set prior to the start of each school year and shall be no longer than 7 hours and 40 minutes. Elementary teacher attendance hours are currently 8:25 a.m. to 3:35 p.m. and Middle School teacher attendance hours are currently 7:55 a.m. to 3:10 p.m.
Leave
Jury Duty — Period of jury duty shall not be deducted from any leave. Board will make a deduction equal to the amount of pay received for jury duty, or Employee may turn over the check received for jury duty to the Board.
In the event an Employee is summoned for jury duty, the period of time shall not be deducted from any leave. There shall be no loss in salary except that the Board will make a deduction equal to the amount of pay received for jury duty.
Compensation
Lane Advancement Allowed — Yes; course work creditable on salary schedule must have prior approval from Superintendent
Any course work creditable on the Salary Schedule must have prior approval from the Superintendent.
Compensation
Ma Max Salary — MA+30 Step 28 salary
STEP 28 MA + 30 $100,777 (24-25 schedule)
Other
Mandatory Reporter Training — all Board employees receive Mandatory Reporter training on scheduled institute days during contract time
All Board employees will receive Mandatory Reporter training as required by law. Training shall occur on scheduled institute days during contract time.
Other
Master Degree Reimbursement Cap Flat Fee — Flat-fee program reimbursement capped at $5,000 per school year
For Employees enrolled in a flat-fee program, reimbursement will be capped at $5,000 per school year (July 1 through June 30).
Other
Master Degree Reimbursement Cap Traditional — Traditional in-person, hybrid, or online programs: reimbursement limited to 15 credit hours per school year
For traditional programs involving in-person, hybrid, or online model courses taken through an accredited college or university, reimbursement will be limited to 15 credit hours per school year (July 1 through June 30).
Leave
Maternity Leave — Maternity/child-rearing leave shall not exceed the balance of the school term in which it commences and one (1) additional school term. Leave commenced upon agreed date or actual date of delivery, whichever first occurs.
The leave shall not exceed the balance of the school term in which it commences and one (1) additional school term. Such leave shall commence upon 1) the date agreed upon by the Superintendent or designee and the Employee; or 2) the actual date of delivery; whichever shall first occur.
Leave
Maternity Leave Eligible — Employees employed 120 or more days of the school term prior to commencement of leave are entitled to advancement on the salary schedule as if leave had not been granted
Any Employee who has been employed one-hundred and twenty (120) or more days of the school term prior to the commencement of such leave shall be entitled to such advancement on the salary schedule as she would have had if the leave had not been granted.
Other
Mentors Experience Requirement — Mentor must have 3 or more years' experience in district and be in same department or grade level
Employees who mentor a newer employee must have 3 or more years' experience in the district and either be in the same department or grade level to best serve the needs of the new employee.
Leave
Military Leave — An employee required to be in military service may return to the District provided that there is a position available for which the employee is qualified. Employee shall be placed on the salary schedule which he/she would have attained had he/she not been a member of the military service.
An employee who is required to be in the military service may return to the District provided that there is a position available for which the employee is qualified. The employee shall be placed on the salary schedule which he/she would have attained had he/she not been a member of the military service.
Other
No Reprisals Clause — No reprisals shall be taken against any employee because of participation in a grievance
No reprisals shall be taken by the Board or the administration against any employee because of the employee's participation in a grievance.
Other
No Strike Clause — Board shall not lock out employees; no employee nor M.E.E.A. shall engage in picketing, strike, slowdown, or other refusal to render full and complete services to the Board.
During the term of this Agreement or any extension thereof, the Board shall not lock out its employees; and no employee covered by this Agreement, nor the M.E.E.A. shall ever or at any time engage in, authorize, or instigate any picketing, any recognition of any picketed line at the School District's premises, any strike, slowdown, or other refusal to render full and complete services to the Board.
Compensation
Off Schedule Bonus Yr1 — Retention bonus of $500 payable November 1st
A retention bonus of $500 will be given to each employee who was retained from the previous year's employment with the following stipulations: The amount is universal. The bonus is payable on November 1st of each year of the contract in a lump sum.
Leave
Personal Days Annual — Leave without pay for health or professional study may be granted to a tenured Employee for a period of one year or less upon recommendation of the Superintendent
A leave of absence without pay for health or professional study may be granted to a tenured Employee by the Board for a period of one year or less upon the recommendation of the Superintendent.
Other
Personnel File Access — employees may review personnel file during working hours or by appointment; may place written reactions
Each Employee shall have the right, upon request through the superintendent, to review the contents of his/her personnel file during regular working hours or by appointment and to place therein written reactions.
Leave
Prearranged Leave — On days when school is officially closed, any pre-arranged leave from section 7-2, 7-3 or 7-4 charged against the Employee shall be re-credited to the Employee's allowances.
On days when school is officially closed, any pre-arranged leave from section 7-2, 7-3 or 7-4 of this contract charged against the Employee shall be re-credited to the Employee's allowances.
Other
Preparation Time — Middle school grades 6-8: minimum 45 minutes planning period per day; Pre-K-5 teachers: 40 minutes; Pre-K-5 teachers not required to supervise library time
The length of the planning period for teachers in grades 6-8 shall be at minimum the length of a typical middle school academic period, no less than 45 minutes. Pre-k through grade 5 teachers shall receive a planning period of 40 minutes in length.
Other
Professional Development Approval — Within-state professional development requires prior approval of Superintendent; national requires Board approval
Employees may seek to attend professional development opportunities within the state upon prior approval of the Superintendent of Schools. Employees may seek to attend national professional development opportunities upon prior approval of the Board.
Other
Released Time Grievance — Employee and/or M.E.E.A. representative afforded adequate time for discussion, investigation, and processing without loss of compensation
The employee and/or the M.E.E.A. representative shall be afforded, with the agreement of the Administration and the M.E.E.A. President, adequate time for discussion, investigation, and processing of the grievance without loss of compensation.
Retirement
Retirement Pickup Pct — Board shelters full pension contributions to TRS
The Board agrees to shelter the full pension to the Illinois Teachers' Retirement System on behalf of each Employee, based upon his/her current salary.
Retirement
Retirement System — Illinois Teachers' Retirement System (TRS)
The Board agrees to shelter the full pension to the Illinois Teachers' Retirement System on behalf of each Employee, based upon his/her current salary.
Leave
Rif — Employees are required to provide 30 days' notice or as practicable for foreseeable leave (birth, placement); must make reasonable effort to schedule medical treatment without undue disruption
Where the necessity for leave is foreseeable (e.g., birth or placement of a child with the employee), the employee must provide 30 days' notice of the leave or, if the date requires leave to begin in less than 30 days, the employee must provide such notice as is practicable.
Rif
Rif Recall Years — VACANCY OR VACANT POSITION is deemed to include all full-time and part-time teaching positions, but does not include any substitute position or any short-time position becoming vacant because of leaves, whether paid or unpaid, of less than one-hundred and twenty (120) days duration.
VACANCY OR VACANT POSITION is deemed to include all full-time and part-time teaching positions, but does not include any substitute position or any short-time position becoming vacant because of leaves, whether paid or unpaid, of less than one-hundred and twenty (120) days duration.
Other
Right To Organize — employees have right to organize, join, and participate in professional negotiations; cannot be discriminated against for union membership or grievance initiation
Employees shall have the right to organize, join and assist the M.E.E.A. and to participate in professional negotiations. The Board shall not discriminate against any Employee for reasons of membership in the M.E.E.A.
Compensation
Salary Lanes Count — 9 salary lanes: BA, BA+6, BA+15, BA+30, BA+45, MA, MA+15, MA+30
Columns: BA, BA+6, BA+15, BA+30, BA+45, BA+60 MA, MA+15, MA+30
Compensation
Salary Steps Count — 28 salary steps
Salary schedule contains 28 steps from step 1 to step 28
Rif
Seniority Definition — SENIORITY defined as total years of continuous tenured teaching service in the School District; less than full-time service computed pro-rata; unpaid leaves of 120+ consecutive employment days not counted.
Total years of continuous tenured teaching service in the School District; provided, however, that less than full-time service shall be computed on a pro-rata basis and that unpaid leaves of absence of one-hundred and twenty (120) consecutive employment days or more shall not be counted in determining seniority.
Rif
Seniority Tiebreaker Continuous — If years of continuous tenured service are equal, seniority determined by total years of continuous teaching service with the School District (computed pro-rata for less than full-time); unpaid leaves of 120+ days not counted.
If the years of continuous tenured service are equal between two or more Employees, seniority shall be determined by total years of continuous teaching service with the School District; provided, however, that less than full-time service shall be computed on a pro-rata basis and that unpaid leaves of absence of one-hundred and twenty (120) consecutive employment days or more shall not be counted.
Rif
Seniority Tiebreaker Lot — If two or more Employees remain equal after application of all seniority factors, then seniority determined by lot.
If two or more Employees remain equal after application of the factor(s) set forth in (4) above, then seniority shall be determined by lot.
Rif
Seniority Tiebreaker Salary — If years of total teaching service with the School District are equal, seniority determined by placement on the salary schedule (higher salary = more senior).
If the years of total teaching service with the School District are equal between two or more Employees, then seniority shall be determined by placement on the salary schedule i.e., the Employee with the higher salary shall be deemed the most senior.
Rif
Seniority Tiebreaker Total — If years of total continuous teaching service with the School District are equal, seniority determined by total teaching service in the School District, whether or not continuous, as computed in (1) and (2).
If the years of total continuous teaching service with the School District are equal between two or more Employees, then seniority shall be determined by total teaching service in the School District, whether or not continuous. Such service shall be computed in the manner described in (1) and (2) above.
Leave
Sick Days Annual — Non-tenured employees receive additional .0611 days sick leave for each day worked beyond 180-day contract
If an individual teaching contract exceeds 180 days, non-tenured Employees will be given an additional .0611 days of sick leave for each day worked; tenured Employees will be given an additional .077 days of sick leave for each day worked.
Leave
Sick Leave Max Days — Leave may be taken intermittently or on reduced schedule basis for serious health conditions when medically necessary
Leave for serious health conditions --- either of the employee's spouse, child, or parent --- generally may be taken intermittently or on a reduced schedule basis when medically necessary. Leave taken on intermittent or reduced schedule basis will reduce the total amount of leave.
Other
Staff Development — All staff members returning from leave of absence shall be required to complete any and all staff development training programs required of other members of the respective building and/or district.
All staff members returning from a leave of absence shall be required, at the request of the administration, to complete any and all staff development training programs required of other members of the respective building and/or district.
Other
Stakeholder Representation — Association member on interview committees for licensed and administrative positions; final hiring decision made by administration
The Association will have at least one member chosen by the MEEA executive team to sit on the interview committees for all licensed and, when appropriate, administrative positions.
Compensation
Step Increase — Step movement granted; part-time teachers move 1 step every 2 years if 3/5 time or less, 1 step each year if more than 3/5 time
Anyone teaching less than 100% of the school year, will move accordingly on the Salary Schedule: a. 3/5 time or less will move one (1) step every two years. b. More than 3/5 time will move one (1) step each year.
Leave
Subpoenaed Employee — Employee subpoenaed to testify during work hours in employment related judicial or administrative matter shall be paid full compensation with no loss of leaves, seniority, or other benefits.
Any employee who is subpoenaed to testify during work hours in an employment related judicial or administrative matter, shall be paid his/her full compensation for such time with no loss of any leaves, seniority, or loss of any other benefits.
Other
Summer Preparation Compensation — Teachers electing to work in August for classroom preparation receive $100 per day for 7-hour work day
Teachers who elect to do so will be compensated at a rate of $100 per day for seven hour work-day per summer during the month of August to prepare their classroom and to prepare for the upcoming school year.
Other
Visitation Other School Systems — Visitation in other school systems not to exceed 2 days per school year, must be approved by supervising principal
Visitation in other school systems, not to exceed 2 days per school year, is allowed for each employee. The visitation must be approved by the supervising principal prior to the visit.