Grievance
Arbitration Binding — true
The decision and/or award of the arbitrator, if made in accordance with his/her jurisdiction and authority under this Agreement and rendered consistent with the terms of this Agreement, shall be binding upon the parties.
Compensation
Ba Min Salary — Salary schedule contained in Appendix A; specific BA Step 1 value not explicitly stated in excerpt
The Salary Schedules pertaining to the for the school years of this Agreement are attached as Appendices.
Leave
Bereavement Days — Bereavement Leave section referenced in Article V but specific days not stated in excerpt
Section 7. Bereavement Leave appears in Article V table of contents at page 35 but detailed clause not provided.
Compensation
Bilingual Endorsement Stipend — 10% stipend of current base salary for teachers bilingual, bilingually endorsed, or scheduled to become endorsed teaching in sheltered preschool-2nd grade classroom
A 10% stipend of current base salary for the school year.
Compensation
Cash Option Health — Employee not enrolling in health plan receives amount up to cost of single HMO coverage but not to exceed $2,000.00 annually
In the event any teacher does not enroll in such individual (or single) plan or family plan as heretofore mentioned, s/he shall receive an amount up to the cost of the single HMO coverage but not to exceed in any event, however, the sum of $2,000.00 annually.
Workday
Contract Days Teacher — Total of 182 work days will not be exceeded; school calendar must provide at least 185 days with sufficient holidays
Although the school calendar must provide for at least 185 days, sufficient holidays will be given, unless required for emergency closings, to insure that a total of 182 work days will not be exceeded.
Insurance
Dental Coverage — true
The Board shall make available to all full-time employees a Group Dental Plan to be provided by an insurance company or companies to be selected by the Board. Said Plan shall provide employees with the option of selecting either single or family coverage.
Insurance
Employee Premium Share Pct — Varies by plan: HMO Employee+1 11.5%, HMO Family 11%, PPO Employee+1 15%, PPO Family 17%
HMO Employee +1 88.50% (Board); HMO Family 89.00% (Board); PPO Employee +1 85.00% (Board); PPO Family 83.00% (Board).
Evaluation
Evaluation Cycle Years — District 123 Teacher Evaluation Model; compliant with Illinois School Code 105 ILCS 5/24A (PERA-compliant); specific cycle length not stated
Teachers shall be evaluated by the building principal, the Superintendent or designee using the District 123 Teacher Evaluation Model developed by the Evaluation Joint Committee and applicable to Illinois School Law.
Grievance
Grievance Steps — Four-step grievance procedure: Informal, Principal Level, Superintendent Level, Board Level, with optional 4th step of binding arbitration
Informal Conference. Principal Level. Superintendent Level. Board Level. Arbitration: If the decision at Step 3 is not satisfactory to the grievant, there shall be available a 4th and final step of impartial arbitration.
Other
Group Life Insurance — Group life insurance provided in amount of $30,000 for each teacher
✓
Group life insurance is to be provided in the amount of $30,000 for each teacher, with both the company and term and conditions of the policy to be approved by the Board.
Insurance
Health Family Premium — HMO Family at 89% Board paid; PPO Family at 83% Board paid; if increase exceeds 9%, cost shared
HMO Family 89.00% (Board Paid Contribution). PPO Family 83.00%. If the cost of HMO Family increases more than nine percent (9%) for a school year, the Board and the employee shall share the amount in excess of nine percent (9%).
Insurance
Health Single Premium — Board pays 100% of HMO Single coverage; specific premium amount not stated
HMO Single 100.00% (Board Paid Contribution). An employee who received a annual salary bonus as a result of his/her enrollment in the HMO single or family plan during the 2004-05 school year will receive an annual salary bonus in the amount of $600.00 for single coverage.
Insurance
Hsa Employer Contribution — Board contributes $400.00 annually toward dental plan premium for enrolled employees
The Board shall contribute $400.00 annually, prorated on a monthly basis, toward the monthly premium cost for each enrolled employee.
Workday
Instructional Minutes Day — Normal work day shall not exceed 425 minutes, includes duty-free lunch of at least 45 minutes
✓
The normal work day for full-time employees shall not exceed 425 minutes and shall include a duty-free lunch period of at least forty-five (45) minutes.
Compensation
Lane Advancement Allowed — true
Lane changes will be made as soon as possible following the documentation deadlines of September 1st and February 1st. If a teacher has been 'frozen' on a step during a previous school year(s) and qualifies to move across the salary schedule to another lane by September 1st.
Compensation
Master Degree Stipend — All certified Speech-Language Pathologist, Social Worker, Guidance Counselor, School Psychologist, Occupational Therapist, Physical Therapist, and Board Certified Behavior Analyst (BCBA) receive an ongoing $3,000 stipend each year
Master's Degree Stipend: All certified Speech-Language Pathologist, Social Worker, Guidance Counselor, School Psychologist, Occupational Therapist, Physical Therapist, and Board Certified Behavior Analyst (BCBA) receive an ongoing $3,000 stipend each year.
Other
Planning Time Minimum — All full-time teachers shall have a minimum of 200 minutes of planning time during a normal work week
All full-time teachers shall have a minimum of 200 minutes of planning time during a normal work week.
Retirement
Retirement Incentive Program — For up to four school years, Board provides 5% increase in TRS creditable earnings for eligible retirees
For each of up to four (4) school years of the employee's plan until the employee's retirement, the Board shall provide the employee with a 5% increase in TRS creditable earnings.
Retirement
Retirement Pickup Pct — Board remits 9% of teacher salary to Teachers' Retirement System on employee's behalf
From each teacher's salary amount as reflected on the salary schedule, and not in addition to said amount, the Board shall remit to the Teachers' Retirement System the amount of 9% of said amount.
Retirement
Retirement Severance Alternative — Employee may waive Board contribution to TRS single health insurance and receive severance payment of $25,000 in two installments of $12,500 each
In the alternative, the employee may make an irrevocable election by the date of retirement to waive the Board's contribution towards TRS single health insurance premium and receive a severance payment of $25,000. Such severance payment shall be paid in two (2) installments of $12,500 each.
Retirement
Retirement System — TRS
the Board shall remit to the Teachers' Retirement System the amount of 9% of said amount. It is the intention of the parties to qualify such payments as picked up and paid by the Board, on the teachers' behalf, as employer payments pursuant to Section 414(h) of the Internal Revenue Code.
Rif
Rif Recall Years — Within one calendar year following RIF, if district increases number of teachers or reinstates position, former teachers have right to recall under Illinois School Code Section 24-12
If the Board within one (1) calendar year thereafter increases the number of teachers or reinstates the position so discontinued, the positions thereby becoming available shall be tendered to the teachers so removed or dismissed.
Compensation
Salary Lanes Count — Multiple education lanes implied (BA, MA, etc.) but specific count not stated
Lane changes will be made as soon as possible following the documentation deadlines of September 1st and February 1st.
Compensation
Salary Steps Count — Salary schedule structure referenced but specific step count not stated in body text
Teachers will be moved to the appropriate step on the salary schedule at the beginning of each school year.
Leave
Sick Days Annual — Sick leave provisions referenced but specific annual accrual not stated in excerpt
Section 1. Sick Leave appears in Article V but detailed provisions not included in provided text.
Compensation
Step Increase — Teachers will be moved to the appropriate step on the salary schedule at the beginning of each school year; specific percentage not stated in body text
Teachers will be moved to the appropriate step on the salary schedule at the beginning of each school year.
Retirement
Trip Health Insurance Coverage — Board pays actual cost of retired teacher's single health insurance premium in TRS health insurance program for 60 consecutive months after retirement or until age 65, whichever first occurs
The Board will pay the actual cost of the retired teacher's single health insurance premium in the Teachers' Retirement System's health insurance program ('TRIP') for those teachers who elect to retire for sixty (60) consecutive months following the teacher's retirement from the District or until the retired teacher reaches age sixty-five (65), whichever first occurs.
Compensation
Tuition Reimbursement Fund — Board establishes annual fund of $60,000 for tuition reimbursement with three tiers of credit reimbursement ($300, $200, or $150 per credit hour)
The Board shall establish a fund for tuition reimbursement in the amount of $60,000.00, with three tiers of credit reimbursement, based on district need, subject to superintendent approval.
Insurance
Vision Coverage — true
The district shall establish a reserve based upon a $100 reimbursement per qualified employee, per school year, toward the cost of eye examination, prescription eyeglasses or prescription contact lenses.
Leave
Vision Fund Reimbursement — $100 reimbursement per qualified employee, per school year, toward eye examination, eyeglasses or contact lenses
The district shall establish a reserve based upon a $100 reimbursement per qualified employee, per school year, toward the cost of eye examination, prescription eyeglasses or prescription contact lenses.