Grievance
Arbitration Binding — Yes, binding arbitration available at fourth step
The decision of the arbitrator shall be binding.
Other
Assault Battery Reporting — In event of assault on employee, immediate medical needs are first concern. ESP, witnesses shall file Incident Report Form and Student/Staff Injury Report. Employee may file police report with no reprisals.
NSSEO believes employees have a right to a safe workplace. In the event of an assault upon an employee, the first concern shall be the immediate medical needs of those involved. After medical needs have been met, the ESP, and any witnesses, shall file an Incident Report Form and a Student/Staff Injury Report, if applicable. The employee involved may file a formal police report; there shall be no reprisals for doing so.
Other
Association Bulletin Board Space — Association shall be provided with bulletin board space in each school. Only authorized representatives may use bulletin boards for Association announcements relating to official business as negotiating agent.
The Association shall be provided with bulletin board space in each school. Only authorized representatives of the Association will use bulletin boards for Association announcements and all materials posted will relate only to the Association's official business as negotiating agent for educational support employees.
Other
Association Faculty Mailbox Use — Association has right to use faculty mailboxes for reasonable volume of appropriate announcements relating to conduct of negotiating agent's business on behalf of members
The Association shall have the right to use faculty mailboxes for a reasonable volume of appropriate announcements relating to the conduct of the negotiating agent's business on behalf of the members of the negotiating unit.
Other
Association Leave Annual — Twenty days annually for Association conferences or business
The NSSEA Association will be credited with twenty (20) days annually for attending Association conferences or performing Association business.
Workday
Audiology Assistant Work Days — School calendar shall include no less than 185 workdays for audiology assistants
Audiology Assistant - The school calendar shall include no less than 185 workdays for audiology assistants. Audiology assistants shall be paid for then (10) additional work days, five (5) at the beginning of the school year and five (5) at the end.
Workday
Audiology Assistant Workday Hours — Audiology Assistant regular workday shall be eight (8) hours with flexible starting time
Audiology Assistant - The regular workday for audiology assistants shall be eight (8) hours. Audiology assistants may have a flexible starting time based on their building, assignment and administrative approval, so long as the workday remains eight (8) hours.
Compensation
Ba Max Salary — $57,647
NSSEO Licensed Salary Matrix 2023-2024, Lane I (B.A.), Step 9 (final step for this lane)
Compensation
Ba Min Salary — $47,439
NSSEO Licensed Salary Matrix 2023-2024, Lane I (B.A.), Step 0
Compensation
Base Salary Increase Yr1 — Extra duty compensation at hourly rate equal to base salary (Lane I, Step 0)
Compensation will be at an hourly rate equal to base salary (Lane I, Step 0). Beginning with the 2014-15 school year, the extra duty hourly rate equal to base salary (Lane 1, Step 0) will be used to compensate employees for student participation in co-curricular or any other activities requiring an interpreter.
Compensation
Base Salary Increase Yr2 — $1.25/hr increase for Lanes II, IV & V
ESP off of Salary Matrix in Lanes II, IV & V will receive a $1.25/hr increase.
Compensation
Base Salary Increase Yr3 — 1.0% salary increase for Lanes III, IV, V unable to move vertically (2024-25, 2025-26)
Employees in Lanes III, IV and V who are unable to move vertically on the salary matrix will receive a 1.0% salary increase.
Leave
Bereavement Days — Each ESP shall be given up to three (3) days of leave without loss of pay per occurrence for death in the immediate family
Each ESP shall be given up to three (3) days of leave without loss of pay per occurrence for death in the immediate family. The immediate family for purposes of this section shall include parents, spouse, siblings, children, grandparents, grandchildren, parents-in-law, siblings-in-law, and legal guardians.
Other
Board Approval Date — June 28, 2022
APPROVED by NSSEO BOARD on June 28, 2022
Other
Board Information Access — Board makes available to Association president: Board agendas, Board minutes, annual budget, audit, Board Policy Manual, disbursement list, names/schools of covered ESP, and approved Board minutes on employment actions
The Board will make available to the Association president the following information at the Administration Building: Board agendas, Board minutes, annual budget, audit, up-to-date Board Policy Manual, disbursement list, and the names and assigned schools of all covered ESP upon Board approval of employment or termination.
Other
Board Information Provision — Board makes available to Association Executive Board copies of Board meeting agendas, minutes, annual budget, audit, Policy Manual, and revisions; names and assigned schools of covered employees available upon request
The Board will make available at the Administration Office to the Association Executive Board copies of the agenda and minutes of Board meetings. The Board will also make available to the Association President copies of the annual budget, audit, Board Policy Manual, and any revisions after Board approval.
Other
Complaint Notification Timeframe — ESP shall be verbally notified within ten (10) working days of any complaints directed against them
ESP shall be verbally notified within ten (10) working days of any complaints directed against them; this notice shall include the source of the complaint. Complaints may not be placed in the ESP's personnel file without first giving the ESP a copy and an opportunity to place a written response.
Other
Complaints Notification — Employees shall be notified in writing within ten (10) working days of any complaints/reprimands directed against them
Employees shall be notified in writing within ten (10) working days of any complaints/reprimands directed against them, as well as the source of the complaint/reprimand.
Other
Confidential Mail — Delivered and sealed interschool mail is to be considered confidential despite Board email/mail subject to scrutiny
The Association recognizes that the Board is providing interschool mail and e-mail subject to scrutiny by the Administration. However, delivered and sealed interschool mail is to be considered confidential.
Workday
Contract Days Teacher — no more than 185 work days for NSSEA employees
Unless otherwise required by law, the school calendar shall contain no less than 176 student attendance days, nor more than 185 work days for NSSEA employees.
Other
Contract Duration — 2022-2026
Contract Agreement 2022-2026
Insurance
Dental Coverage — HMO dental individual monthly contribution
HMO dental employee contribution: $10 per month all school years 2022-23 through 2025-26
Other
Drug Testing — Administration may direct employee to submit to drug/alcohol testing when reasonable suspicion exists based on observation by two (2) NSSEO representatives trained in drug and alcohol awareness
The Administration may direct an employee to submit to testing for drug and/or alcohol use when there is a reasonable suspicion that the employee is impaired. Reasonable suspicion is based on the personal observation of the employee by two (2) NSSEO representatives trained in drug and alcohol awareness.
Other
Drug Testing Reasonable Suspicion — Administration may direct employee to submit to drug/alcohol testing when there is reasonable suspicion based on personal observation by two (2) NSSEO representatives trained in drug and alcohol awareness
The Administration may direct an employee to submit to testing for drug and/or alcohol use when there is a reasonable suspicion that the employee is impaired. Reasonable suspicion is based on the personal observation of the employee by two (2) NSSEO representatives who have received training in drug and alcohol awareness.
Leave
Duty Free Lunch — ESP entitled to thirty (30) minute duty-free lunch and one fifteen (15) minute paid break per day
ESP are entitled to a thirty (30) minute duty-free lunch and one fifteen (15) minute paid break per day. An employee who misses their scheduled lunch time shall be reimbursed at their hourly rate prorated to the tenth of the hour.
Other
Emergency Day Makeup — additional days added to end of school year calendar for emergency closures, not to exceed five days
For every emergency day during a school year when employees are prevented from working, an additional day will be added on to the end of that school year calendar, not to exceed five (5) days.
Insurance
Employee Premium Share Pct — HMO dependent coverage employee percentage 2022-23
Dependent coverage HMO 2022-23: 60% of difference between individual and family coverage
Evaluation
Evaluation Cycle Years — Not specified on these pages
Article IV addresses Evaluation Process including Purpose (4.1), Evaluation Process-Timelines (4.2), and Evaluation Committee (4.3), but specific cycle not detailed
Other
Exclusive Negotiation — Board agrees not to negotiate with any other organization representing employees in the bargaining unit regarding negotiable items as defined in Article XIII, Section 13.1
The Board agrees not to negotiate with any other organization purporting to represent employees defined in 1.1 above as in the Association bargaining unit or with individual employees within the bargaining unit with regard to negotiable items as defined in Article XIII, Section 13.1.
Other
Exclusive Negotiation Agent — NSSEA-ESP (Northwest Suburban Special Education Association - ESP), affiliated with Illinois Education Association – National Education Association
recognizes the Northwest Suburban Special Education Association, affiliated with the National Education Association hereinafter referred to as the 'Association,' as the sole and exclusive negotiating agent for all full-time, regularly employed licensed personnel
Other
Extended School Year Posting — Requirements for Extended School Year (ESY) will be posted and internal candidates will have opportunity to apply based on current assignments at least fifteen (15) workdays prior to external postings
Requirements for ESY will be posted and internal candidates will have an opportunity to apply for ESY positions based on their current assignments at least fifteen (15) workdays prior to vacancies posted for external applicants. NSSEO employees submitting their applications within the fifteen (15) workdays will be given first preference for extended school year positions.
Other
Feeder District Housing — NSSEO ESPs housed in feeder districts follow housing district's school calendar and workday. Pay adjusted to compensate for difference. ESPs may work additional days equal to NSSEO calendar or receive stipends. NSSEA-ESP contract/NSSEO Policy enforced.
NSSEO ESPs housed in feeder districts will follow the housing district's school calendar and workday and will be required to attend NSSEO and/or district professional development. ESP with workdays other than six and one half (6.5) hours or calendars with less than 185 staff workdays will have their pay adjusted to compensate for the difference.
Other
Feeding Medication Simultaneously — Whenever feeding simultaneously involves administration of medication, ESP shall be eligible for protection and indemnification under Section 10-20.20 of Illinois School Code
Whenever the act of feeding simultaneously involves the administration of medication, the ESP shall be eligible for protection and indemnification under Section 10-20.20 of the Illinois School Code.
Other
Glasses Contacts Reimbursement Limit — health-related items such as glasses, contacts, hearing aids reimbursed after submission to existing insurance; claims exceeding $500 subject for review
Health-related items such as glasses, contacts, hearing aids and dentures will be reimbursed after submission to the employee's existing insurance; such claims exceeding $500 will be subject for review.
Grievance
Grievance Steps — Four-step grievance procedure: informal verbal discussion, written grievance to principal, escalation to Superintendent, and binding arbitration
First Step – informal, verbal discussion between complainant and principal. Second Step – written grievance with principal decision within 10 school days. Third Step – Superintendent/designee meeting and decision within 10 school days. Fourth Step – impartial, binding arbitration.
Insurance
Health Single Premium — HMO monthly employee contribution 2022-23
The Board shall provide individual hospitalization/major medical insurance for each employee and the employee shall contribute the following monthly amounts for the plan and school year indicated below: School Year 2022-23 HMO $36.98
Compensation
Holiday Pay Days — ESPs shall be paid for eleven (11) holidays, for a total of 196 paid days
ESPs shall be paid for eleven (11) holidays, for a total of 196 paid days.
Other
Indemnification Suit — Board shall indemnify and protect bargaining unit members against civil rights damage claims, constitutional rights damage claims and death/bodily/property damage claims when damages sought for negligent or wrongful acts in scope of employment or under Board direction
To the extent required by the Illinois School Code, the Board shall indemnify and protect bargaining unit members against civil rights damage claims and suits, constitutional rights damage claims and suits and death and bodily injury and property damage claims, suits, including defense thereof, when damages are sought for negligent or wrongful acts alleged to have been committed in the scope of employment or under the direction of the Board.
Workday
Instructional Minutes Day — 150 minutes per week of released time for planning and preparation
Every employee will receive 150 minutes per week of released time for the purpose of planning and preparation.
Leave
Intra Mail Confidentiality — Unless otherwise indicated, intra-NSSEO mail to an employee should be considered confidential and opened only by addressee or administrator if deemed necessary
Unless otherwise indicated, intra-NSSEO mail to an employee should be considered confidential and, as such, should be opened only by the addressee or, if deemed necessary, by an administrator.
Other
Involuntary Transfer Notice — Notice of proposed involuntary transfers must be given at least 30 days prior to transfer, except in emergency or atypical situations
Except in an emergency or other atypical situation, notice of proposed involuntary transfers shall be given to the ESP involved no less than thirty (30) days prior to transfer.
Other
Job Sharing Leave Split — Each job sharer receives one-half the number of leave days given to full-time employee
Each job sharer would receive one-half (1/2) the number of leave days given to a full-time employee.
Other
Job Sharing Salary Split — Each job sharer receives fifty percent of normal full-time salary
Each job sharer would receive fifty (50%) percent of normal full-time salary.
Other
Job Sharing Seniority Credit — One year salary matrix credit for two years of job sharing
Each job sharer will earn one year's credit for vertical movement on the salary matrix for two years of job sharing.
Leave
Judicial Hearing Leave — Leave provided; no pay deduction for subpoena to appear as witness
Any employee who is subpoenaed to appear before legal and quasi-legal review panels as a witness in a proceeding in which he/she is not involved as a principal will be provided leave and will receive no pay deduction.
Other
Jury Duty Paid — Regular salary paid; employee reimburses Board for jury pay minus expenses
The Board shall pay regular salary to employees called to serve on a jury. The employee will reimburse the Board any pay for jury duty less expenses incurred.
Other
Legal Representation — Board and Association shall provide reasonable legal or other assistance for employees subpoenaed in employment-related matters not involving criminal charges
If an employee is subpoenaed to appear before a court or hearing regarding matters related to their employment by the Board, which does not involve a criminal charge against the employee, the Board and the Association shall provide reasonable assistance.
Other
Legal Representation Employment — Board and Association shall provide reasonable legal assistance when employee subpoenaed for employment-related court matter not involving criminal charge; ESP shall not lose pay/benefits
If an employee is subpoenaed to appear before a court or hearing regarding matters related to their employment in the district, which does not involve a criminal charge against the ESP, the Board and the Association shall provide reasonable assistance, legal and otherwise, as they deem appropriate and necessary.
Compensation
Ma Max Salary — $102,926
NSSEO Licensed Salary Matrix 2023-2024, Lane IV (M.A.+15), Step 25 (highest step)
Compensation
Ma Min Salary — Lane IV Step 0
STEP 0 LANE IV 23.70 (2022-2023 fiscal year)
Other
Medication Administration Emergency Protection — ESP who voluntarily provide emergency assistance shall be eligible for protection and indemnification under Section 10-20.20 of Illinois School Code. No ESP prohibited from providing emergency assistance.
ESP who voluntarily provide emergency assistance shall be eligible for protection and indemnification under Section 10-20.20 of the Illinois School Code. No ESP shall be prohibited from providing emergency assistance to students.
Other
Medication Administration Non Administrative — Non-administrative school ESP, except nurse assistants, shall not be required to administer medication to students. All ESP have right to refuse non-emergency medication administration.
Under no circumstances shall non-administrative school ESP, except nurse assistants, be required to administer medication to students. NSSEO policy contains guidelines for self-administration of medication by students. All ESP have the right to refuse to administer medication in a non-emergency situation.
Other
Membership Dues — Payroll deduction option available; deductions continue for 15 pay periods unless employee notifies Association President and HR by September 1
Every bargaining unit employee, as a condition of employment, shall have the option to join the Association, pay membership dues, and have all duties and privileges thereof. Payroll deductions continue for fifteen (15) pay periods unless employee notifies Association by September 1.
Compensation
Membership Dues Payroll Deduction — Payroll deduction authorized; dues continue unless written notice to Association President and HR by September 1st
Once an employee elects to pay Association dues by payroll deduction, the deduction will continue unless the employee otherwise notifies the Association President and the Human Resources Department in writing no later than September 1st.
Other
Negotiating Agent — Northwest Suburban Special Education Association (NSSEA), affiliated with Illinois Education Association, National Education Association
The Governing Board of the Northwest Suburban Special Education Organization...recognizes the Northwest Suburban Special Education Association, affiliated with the Illinois Education Association, National Education Association, hereinafter referred to as the 'Association,' as the sole and exclusive negotiating agent for all full-time, regularly employed licensed personnel.
Workday
New Esp Orientation Days — New ESP required to attend up to three (3) orientation days immediately prior to school year at current hourly rate
In addition, new ESP shall be required to attend up to three (3) orientation days immediately prior to the school year. Compensation will be at the current hourly rate.
Other
New Licensed Employees Orientation Days — new licensed employees required to attend orientation/training days
New licensed employees shall be required to attend four (4) orientation/training days immediately prior to the start of the school year.
Other
No Polygraph — No employee will be required to take a polygraph examination
No employee will be required to take a polygraph examination.
Leave
No Polygraph Examination — No ESP will be required by NSSEO to take a polygraph examination
No ESP will be required by NSSEO to take a polygraph examination.
Other
Non Discrimination Membership — Board and Association will not discriminate based on membership status, participation in lawful activities, or grievance actions
Both the Board and the Association agree that they will continue not to discriminate against any ESP with respect to representation, hours, wages, terms and conditions of employment by reason of membership or non-membership in the Association