Grievance
Arbitration Binding — true
The arbitrator shall have no right or authority to amend, modify, nullify, ignore, add to, or subtract from the provisions of the Agreement. The fees and the expenses of the arbitrator shall be divided equally between the Board and the Association.
Compensation
Ba Min Salary — Prob/C1 hourly wage FY22-23 (custodial entry level)
Prob/C1 $16.63 $17.21
Compensation
Base Salary Increase Yr1 — Step movement on salary schedule plus base increase from FY22-23 to FY23-24
Prob/C1 $16.63 $17.21; C2 $17.07 $17.67; C3 $17.50 $18.11; C4 $17.96 $18.59; C5 $18.42 $19.06; C6 $18.90 $19.56; C7 $19.41 $20.09; C8 $19.91 $20.61; C9 $20.44 $21.16
Compensation
Base Salary Increase Yr2 — Wages increase by 100% of the CPI according to PTELL with minimum 1% and maximum 3.5%, using calendar year 2022 CPI
FY24-25, FY25-26 & FY26-27: On schedule and Off Schedule wages will increase by 100% of the CPI according to the Property Tax Extension Limitation Law (PTELL) CPI as reported by the Illinois Department of Revenue for December for the applicable calendar year subject to a minimum increase of 1% and a maximum increase of 3.5%.
Leave
Bereavement Days — Three days in the event of death of person in immediate family; Superintendent may grant up to two additional days
Each employee shall be eligible for up to three (3) days of bereavement leave in the event of the death of a person in the employee's immediate family, with the definition of immediate family to be as specified in the Illinois School Code. The Superintendent or his/her designee, with sole discretion and without establishing precedent as to any other such request, may grant up to two (2) additional days of bereavement leave for such death.
Insurance
Dental Coverage — true
Retired employees who participate in the District group health insurance coverage for the previous eight (8) years may purchase dental insurance coverage for five (5) years at premium rates in effect during the five year period.
Insurance
Employee Premium Share Pct — Employee contribution to health insurance premium
Percent Paid by Board 85%; Percent Paid by Employee 15%
Grievance
Grievance Steps — Four-step grievance procedure: informal discussion, written grievance to Director, Superintendent review, arbitration
Step 1 – informal discussion; Step 2 – written grievance to Director of Buildings and Grounds; Step 3 – Superintendent review; Step 4 – arbitration by American Arbitration Association
Other
Job Security Subcontracting — true
The Board shall not subcontract services performed by NUMA employees for the term of this agreement. However, the Board may subcontract to supplement such services on a short-term project basis only.
Leave
Personal Days Annual — Two days of leave for personal business which cannot be handled during non-school days or hours
The Board of Education shall grant each employee two days of leave for personal business which cannot be handled during non-school days or hours.
Retirement
Retirement System — IMRF
✓
Upon his/her reaching retirement from the District and in the IMRF system (drawing an IMRF pension), the Board of Education shall award a retirement stipend to the employee with fifteen (15) or more years of continuous regularly scheduled service at five (5) hours or more per day in the District.
Rif
Rif Recall Years — Recall rights exist for a period equal to twelve consecutive months (365 calendar days) from the date the Board took formal action to reduce staff
These rights of recall shall: Exist for a period of time equal to twelve (12) consecutive months (365 calendar days) from the date the Board took formal action to reduce staff
Compensation
Salary Lanes Count — Three job classifications: Custodial (C), Maintenance (M), Grounds (G)
Custodial (C1-C9), Maintenance (M1-M3), Grounds (G1-G3)
Compensation
Salary Steps Count — Nine steps in custodial classification: Prob/C1 through C9
Prob/C1 $16.63; C2 $17.07; C3 $17.50; C4 $17.96; C5 $18.42; C6 $18.90; C7 $19.41; C8 $19.91; C9 $20.44
Leave
Sick Days Annual — Fifteen days per year with no maximum accumulation
Sick leave will be fifteen (15) days per year, with no maximum accumulation. Sick days will be prorated, to the nearest half say, based on the days in the work year for an employee whose employment begins after the first workday in that year.
Leave
Sick Leave Max Days — No maximum accumulation
Sick leave will be fifteen (15) days per year, with no maximum accumulation.
Compensation
Step Increase — All non-probationary employees move up one step annually until they reach C9, M3, or G3
All non-probationary employees move up one step until they reach step C9, M3, or G3. Employees in C9, M3, and G3 do not receive a step increase but do receive an increase on the base.