Grievance
Arbitration Binding — Final and binding arbitration under Voluntary Labor Arbitration Rules of American Arbitration Association
Association may submit the grievance to final and binding arbitration under the Voluntary Labor Arbitration Rules of the American Arbitration Association
Other
Assistant Compensation — If no assistant available, head coach or sponsor given 1/2 of assistant base percentage stipend in addition to own stipend
If no assistant is available the head coach or sponsor will be given 1/2 of assistant base percentage stipend in addition to their own stipend
Compensation
Ba Min Salary — Step 0, B+0 lane for 2026-27
Step 0 B+0: $47,012
Compensation
Base Salary Increase Yr1 — $30 per hour for work outside the contractual work day
Compensation for work outside the contractual work day will be paid $30 per hour. This work must be signed off by an administrator prior to any work being completed.
Compensation
Base Salary Increase Yr2 — 4.0% increase for 2027-28
Percentage Increase: 4%
Compensation
Base Salary Increase Yr3 — 4.0% increase for 2028-29
Percentage Increase: 4%
Other
Coaching Priority — Duties of sponsorship and coaching take priority over score keeping and door employees
Duties of sponsorship and coaching take priority over score keeping and door employees.
Workday
Contract Days Teacher — 180 teacher work days in school calendar year consisting of 176 student days, 4 teacher institute days, and 5 emergency days
The school calendar will consist of one hundred eighty-five (185) days. The teacher work year shall consist of one hundred eighty (180) workdays, including one hundred seventy-six (176) student days and four (4) teacher institute days, and five (5) emergency days.
Insurance
Employee Premium Share Pct — Employee responsible for deductible and amounts above established limits; Board pays full amount up to limit
The Board will pay the full amount of the monthly individual health insurance premium up to the establish limit below. Any amount for insurance for dependents will be the responsibility of the employee. Any amount above the established limits will also be the responsibility of the employee.
Evaluation
Evaluation Cycle Years — Evaluation plan to be developed in accordance with 105ILCS 5/24 A-4A
The Board of Education shall cooperate with the Association in developing an evaluation plan in accordance with 105ILCS 5/24 A-4A
Grievance
Grievance Steps — Three-step grievance procedure: Step 1 supervisor, Step 2 Superintendent, Step 3 arbitration
Grievance may be processed as follows: Step 1-supervisor, Step 2-Superintendent, Step 3-arbitration under Voluntary Labor Arbitration Rules of American Arbitration Association
Insurance
Health Single Premium — 2026-2027: $870 monthly premium for individual health insurance
The limits for the individual health insurance monthly premium set for this contract are: 2026-2027- $870, 2027-2028 - $900, 2028-2029 - $930
Other
Hiring Discretion — Administration will maintain decision to hire additional assistants based on participation numbers in each sport
Administration will maintain the decision to hire additional assistants based on the participation numbers in each sport.
Workday
Instructional Minutes Day — Not specified in provided pages
Compensation
Ma Min Salary — Step 0, M+0 lane for 2026-27
Step 0 M+0: $51,932
Compensation
Off Schedule Bonus Yr1 — 6% increase in TRS creditable earnings over prior year
Three Year Plan: If an eligible employee gives the Board an irrevocable letter of retirement prior to February 1 three (3) years prior to the year of retirement, the employee's TRS creditable earnings shall be increased by six percent (6%) over the employee's TRS creditable earnings for the prior years of employment respectively.
Compensation
Off Schedule Bonus Yr2 — District Music Director - Yrs 4-6
District Music Director 16.00% (Yrs 4-6)
Compensation
Off Schedule Bonus Yr3 — District Music Director - Yrs 7-9
District Music Director 17.00% (Yrs 7-9)
Leave
Personal Days Annual — 3 personal days annually for all employees
All employee categories (1-5, 6-10, 11-19, 20+ years): Number of Personal Days Granted Annually: 3
Retirement
Retirement Pickup Pct — 9.0% towards TRS and 0.9% towards THIS
the Board of Education agrees to pay to the Teacher Retirement System (TRS) on behalf of each teacher, as established on the compensation schedule, up to nine percent (9.0%) toward TRS and 0.9% towards THIS.
Retirement
Retirement System — TRS (Teacher Retirement System)
the Board of Education agrees to pay to the Teacher Retirement System (TRS) on behalf of each teacher, as established on the compensation schedule, up to nine percent (9.0%) toward TRS and 0.9% towards THIS.
Rif
Rif Recall Years — Recall available within 2 years of dismissal start (or shorter for Grouping 2)
If a position becomes available within two (2) years of the start of the following school year (or shorter period for teachers in Grouping 2, as provided below), recall shall be as follows
Compensation
Salary Lanes Count — 11 salary lanes: B+0, B+8, B+16, B+24, B+32, M+0, M+8, M+16, M+24, M+32, M+40
Lanes shown: B+0, B+8, B+16, B+24, B+32, M+0, M+8, M+16, M+24, M+32, M+40
Compensation
Salary Steps Count — Salary steps defined in Appendix A
Salaries shall be determined as set forth in Appendix 'A' which is attached and incorporated into this Agreement.
Leave
Sick Days Annual — Paid leaves of absence do not interrupt consecutive years of continuous service in the District. Unpaid leaves of 90+ consecutive school days do not count toward seniority.
Paid leaves of absence shall not interrupt the consecutive years of continuous service in the District. Unpaid leaves of absence of ninety (90) consecutive school days or more shall not count toward District seniority.
Leave
Sick Leave Max Days — 150 day sick leave balloon benefit upon retirement with 5 years advanced notice
Teachers who provide five years advanced notice of retirement shall be eligible for a sick leave balloon benefit. Upon receipt of the employee's letter of resignation, the employer shall immediately increase the employee's accumulated sick leave by 150 days (with a maximum total of 340 days).
Compensation
Step Increase — Step increases defined in Appendix A
Salaries shall be determined as set forth in Appendix 'A' which is attached and incorporated into this Agreement. The extra-duty pay schedule defined as any assignments that are in addition to the normal work schedule and/or that exceeds the normal work day, shall be set forth in Appendix 'B'.
Other
Stipend Basis — All stipends paid on percentage of Bachelor's Step 0 of Salary Schedule
All stipends are paid on percentage of Bachelor's Step 0 of Salary Schedule
Other
Stipend Payment Schedule — Staff members stipend divided equally between 24 pay periods; non-staff paid at season conclusion or year-round split (December 15 and April 15)
Morrisonville CUSD Staff members will have the stipend divided equally between the 24 pay periods throughout the year. Those not on staff will be paid at the conclusion of the season.