Other
403b Plan Option — Employees have option to participate in 403(b) Plan
Employees will have the option to participate in a 403(b) Plan.
Grievance
Arbitration Binding — Binding arbitration available as final step of grievance procedure
If the Association is not satisfied with the disposition of the grievance at Step III, the Association may submit the grievance to final and binding arbitration.
Compensation
Base Salary Increase Yr1 — Salary schedules affixed as Appendix A; all employee raises happen with new school year regardless of hire date
Regular salary schedules affixed hereto as Appendix A. The schedules shall reflect salaries paid to employees prior to deductions for required employee IMRF contributions, if any.
Compensation
Base Salary Increase Yr2 — 6% increase
6% per year for each remaining contract year prior to the retirement date as stated in the employee's letter.
Compensation
Base Salary Increase Yr3 — 6% increase
6% per year for each remaining contract year prior to the retirement date as stated in the employee's letter.
Leave
Bereavement Days — serious illness or death in the immediate family
Said leave is to be used for personal illness, quarantine at home, or serious illness or death in the immediate family. Immediate family shall be defined as parents, spouse, brothers, sisters, children, step-children, grandparents, grandchildren, parents-in-law, brothers-in-law, sisters-in-law, aunts, uncles, nieces, nephews, and legal guardians.
Compensation
Bus Driver Monitor Pay — Bus drivers conducting monitor work and not driving paid at bus monitor rate on regular bus routes
Bus drivers who conduct monitor work and are not driving will be paid at the Bus monitor rate on regular bus routes.
Compensation
Call Out Pay — Custodial employees called back to work outside normal shift may flex hours within two-week period
When a custodial employee is called back to work outside their normal shift, the employee shall be allowed to flex their hours. The employee will be allowed to flex the hours that they are requested to work within a two-week period.
Workday
Contract Days Teacher — one hundred eighty (180) teacher responsibility days
The school calendar shall consist of no more than a maximum of one hundred eighty (180) teacher responsibility days defined as: one hundred seventy-six (176) student attendance days including parent teacher conference days; four (4) teacher institute days.
Other
Contract Effective Date — 01 August 2022
This agreement shall become effective on 01 August 2022 and shall continue in effect until 31 July 2026.
Other
Contract Expiration Date — 31 July 2026
This agreement shall become effective on 01 August 2022 and shall continue in effect until 31 July 2026.
Other
Contract Term Years — 4-year contract (2022-2026)
This agreement is adopted on the 21 day of April 2023 for the school years beginning 2023 continuing through 2026.
Compensation
Course Approval Required — All courses must be pre-approved by Superintendent and Board in advance
To receive credit, all courses must be taken to enhance teaching performance and must be at the graduate level, unless specifically approved in advance by the Superintendent and Board. A notice of intent to enroll in a course must be filed with the Superintendent and approved prior to starting the course.
Other
Credit Union Shares — District allows payroll deduction for credit union shares
Shares in credit unions.
Compensation
Early Dismissal Pay — If school in session and canceled early, ESPs paid for full day and may leave after students exit building
If school is in session and canceled early ESPs shall be paid for a full day and may leave after students have exited the building.
Evaluation
Evaluation Cycle Years — All tenured teachers shall complete a formal observation at least once in a course of two (2) consecutive school years
All tenured teachers shall complete a formal observation at least once in a course of two (2) consecutive school years. Non-tenured teachers shall be formally observed at least twice each year.
Compensation
Graduate Course Reimbursement A Grade — 100% reimbursement for A or Pass grade
A grade of an 'A' or a 'Pass' must be earned for the course to receive full reimbursement. If a grade of 'B' is earned, then 80% reimbursement and if a grade of 'C' is earned 60% will be reimbursed.
Compensation
Graduate Course Reimbursement B Grade — 80% reimbursement for B grade
If a grade of 'B' is earned, then 80% reimbursement and if a grade of 'C' is earned 60% will be reimbursed.
Compensation
Graduate Course Reimbursement C Grade — 60% reimbursement for C grade
If a grade of 'C' is earned 60% will be reimbursed. No reimbursement will be given for a grade of 'D,' 'F' or 'Fail.'
Grievance
Grievance Steps — Four step grievance procedure: Step I with immediate supervisor, Step II with Superintendent, Step III with Board, Step IV with binding arbitration
STEP I with immediately involved supervisor within fifteen (15) days of event; STEP II with Superintendent within ten (10) days; STEP III with Board at next regularly scheduled meeting; STEP IV with binding arbitration if not resolved at Step III.
Insurance
Health Coverage — Insurance benefits and health insurance option terminate the last day of the month in which the employee is no longer full-time employed
Insurance benefits and health insurance option terminate the last day of the month in which the employee is no longer full-time employed if the employee does not fulfill his/her contractual obligations.
Insurance
Health Eligibility Threshold — Employees working 30 or more scheduled hours per week eligible for health insurance
Employees who regularly and consistently work 30 or more scheduled hours per week will be eligible for Health Insurance.
Insurance
Health Insurance Termination — Insurance benefits terminate last day of month employee is no longer full-time employed unless contractual obligations fulfilled, then continues through contractual year
Insurance benefits and health insurance option terminate the last day of the month in which the employee is no longer full-time employed if the employee does not fulfill his/her contractual obligations. However, if the employee fulfills his/her contractual obligation and he/she is terminated or resign, as long as the employee continues to pay his/her portion of the premium.
Insurance
Health Opt Out Cash — Employees opting out of single health insurance coverage receive $300 per month in cash equivalent
Employees may opt not to carry the single health insurance coverage benefit. Those employees will be paid ($300) three hundred dollars per month in cash or equivalent during the term of this Agreement. Employees must prove alternate health insurance coverage.
Insurance
Health Single Premium — District pays up to $750 per month for single health coverage for eligible employees in 2025-26
In the 2025-2026 school year. The District will pay up to seven hundred and fifty dollars ($ 750) per month for eligible employees towards the purchase of health insurance benefits for single health coverage for employees.
Insurance
Health Single Premium 2026 27 — District pays $750 per month plus 50% of deductible increase from 2025-26 baseline for single coverage in 2026-27
In the 2026-27 school year, the District will pay up to seven hundred and fifty dollars ($750) per month for eligible employees towards the purchase of health insurance benefits for single health coverage for employees AND will pay an amount equivalent to fifty percent (50%) of the increase in premiums from the 2025-26 premium amount.
Insurance
Health Single Premium 2027 28 — District pays $750 per month plus 50% of deductible increase from 2025-26 baseline for single coverage in 2027-28
In the 2027-28 school year, the District will pay up to seven hundred and fifty dollars ($750) per month for eligible employees towards the purchase of health insurance benefits for single health coverage for employees AND will pay an amount equivalent to fifty percent (50%) of the increase in premiums from the 2025-2026 premium amount.
Workday
Instructional Minutes Day — three hundred (300) minutes on days preceding major holidays
Days preceding major holidays (Thanksgiving, Christmas, and Easter) shall be minimal attendance days consisting of three hundred (300) minutes.
Compensation
Internal Substitution Rate — Eighteen dollars per period or six dollars per 15-minute increment
Teachers requested by the administration to substitute in a classroom during their preparation period shall be compensated at the following rate: $18.00 per period or $6.00 per 15 minutes increment.
Other
Irrevocable Retirement Notification Deadline — before September 1st
If an eligible, tenured teacher with a minimum of ten (10) years in this District tenders an irrevocable letter of retirement before September 1st, stating that he/she shall retire within the years of this contract (including the year the letter is submitted), the teacher shall receive the 6% per year for each remaining contract year prior to the retirement date as stated in the employee's letter.
Compensation
Lane Advancement Allowed — Lane changes for advanced education obtained on or before completion of 20 years of service is $500
Lane changes for advanced education obtained on or before completion of 20 years of service is $500. The 20-year service cap is based on the salary increase of 6% during each year of this Agreement
Insurance
Life Insurance Amount — Thirty thousand dollars term life insurance protection
The Board shall provide without cost to the employee term life insurance protection in the amount of $30,000.
Compensation
Mileage Reimbursement — Employees required to use own vehicle for approved professional growth courses outside Adams County paid at current IRS rate
Employees who are required to use their own vehicle in the attendance of approved professional growth courses outside of Adams County, and with prior administrative approval, shall be paid at the current IRS rate for mileage reimbursement.
Compensation
New Hire Orientation Pay — Hourly rate for time spent at orientation or training prior to contract year
New hires shall be compensated at their hourly rate for any time spent at the District for orientation or training prior to the beginning of the contract year.
Compensation
Orientation Pay — New hires compensated at hourly rate for orientation time at district
New hires shall be compensated at their hourly rate for any time spent at the district for orientation.
Compensation
Overtime Multiplier — Overtime paid at one-and-a-half times regular rate
Overtime work must be pre-approved in writing by an administrator. Any work for the district over 40 hours shall be considered overtime. Overtime will be paid at the rate of one-and-a half (1.5) of the regular rate of pay.
Compensation
Payroll Schedule — 10th and 26th of each month; first pay date September 10, last pay date August 26
Payroll installments shall be made on the 10th and the 26th of each month. The first pay date for each school year in this contract is September 10th. The last pay date for each school year in this contract is August 26th.
Leave
Personal Days Annual — three (3) paid days of personal leave
At the beginning of each school year, each employee shall be credited with three (3) paid days of personal leave to be used for the employee's personal business. If possible, two (2) days advance notice should be given.
Compensation
Professional Development Max Annual — Maximum cost to district not to exceed fifteen thousand dollars in a given fiscal year
Teachers who have been employed at Payson CUSD #1 for two (2) consecutive years shall be reimbursed for each credit hour at a rate not to exceed $150.00 per hour or up to six (6) approved hours per fiscal year upon prior approval of the superintendent. The cost to the School District is not to exceed a total of $15,000 in a given fiscal year.
Compensation
Professional Development Max Hours Annual — Up to six approved hours per fiscal year
Teachers who have been employed at Payson CUSD #1 for two (2) consecutive years shall be reimbursed for each credit hour at a rate not to exceed $150.00 per hour or up to six (6) approved hours per fiscal year upon prior approval of the superintendent.
Compensation
Professional Development Max Per Hour — Not to exceed one hundred fifty dollars per hour
Teachers who have been employed at Payson CUSD #1 for two (2) consecutive years shall be reimbursed for each credit hour at a rate not to exceed $150.00 per hour or up to six (6) approved hours per fiscal year.
Compensation
Professional Development Payback Period — Teacher must remain employed for two years after course completion
The teacher is required to remain an employee of the district for two (2) years, after successful completion of the course. After successful completion of a course, if the teacher resigns before two (2) years of employment is complete, the amount required to pay back is prorated.
Compensation
Professional Development Payback Rate — 25% per semester of reimbursement prorated
The proratio is 25% per semester of reimbursement. Example, after a year of employment the teacher pays back 50% of the amount reimbursed.
Compensation
Professional Development Reimbursement — Up to two hundred dollars for National Board Certification registration fees
Upon request, teachers shall be reimbursed up to $200 for registration fees in order to obtain National Board Certification.
Other
Retirement Incentive Eligibility Minimum Years — Minimum 10 years in district for irrevocable retirement letter
If an eligible, tenured teacher with a minimum of ten (10) years in this District tenders an irrevocable letter of retirement before September 1st
Retirement
Retirement Pickup Pct — District pays up to 9% TRS contribution in addition to TRS multiplier
The district's portion of the TRS contribution paid on account of a teacher for the 2023-2026 school years shall be paid up to 9% in addition to the TRS multiplier. The total TRS contribution shall be paid up to: 9.8901%
Other
Retirement Revocation Exception — Revocable only for death or total disability of immediate family member
Any teacher may revoke his/her election to retire only in the case of death or total disability of a member of the immediate family. The teacher's salary will be adjusted appropriately to reflect the revocation of the Retirement Plan.
Retirement
Retirement System — IMRF (Illinois Municipal Retirement Fund) for non-certified employees
The required employee IMRF contributions shall be deducted from the amount stated and shall be remitted to IMRF and tax sheltered as required by law.
Other
Section 125 Fsa Option — Employees have option to participate in Section 125 Flexible Spending Account; district incurs administration cost
Employees will have the option to participate in a Section 125 Flexible Spending Account. The district will incur the cost to administer the plan.
Leave
Sick Days Annual — fifteen (15) days sick leave per year
Each teacher shall be granted fifteen (15) days sick leave per year. Said leave is to be used for personal illness, quarantine at home, or serious illness or death in the immediate family.
Leave
Sick Leave Carryover — Sick leave can be carried over based on IMRF regulations and district policies as outlined in employee handbook
The required employee IMRF contributions shall be deducted from the amount stated and shall be remitted to IMRF and tax sheltered as required by law.
Leave
Sick Leave Death Benefit — Fifty dollars per unused sick day over 170 days up to 250 days
If death occurs while under contract, a teacher's beneficiary shall be reimbursed at the rate of $50.00 per unused sick days over 170 days up to and including 250 days.
Leave
Sick Leave Max Days — accumulated sick leave stated on each pay stub; donation policy exists
Accumulated sick leave shall be stated on each pay stub. There exists a mutually developed SICK LEAVE DONATION POLICY adopted by the board, with input from the Association.
Compensation
Step Increase — Step increases follow regular salary schedules in Appendix A
Regular salary schedules affixed hereto as Appendix A. The schedules shall reflect salaries paid to employees prior to deductions for required employee IMRF contributions.
Other
Strike Prohibition — No strikes, concerted refusals to render services
During the term of this Agreement, the certified full and part-time teaching employees represented by the Association agree not to strike, or engage in, or support, or encourage any concerted refusal to render full and complete services in the school district.
Insurance
Term Life Death Benefit — Non-eligible employees receive death benefit equal to 115% of total gross wages from most recent completed prior school year or $30,000, whichever is less
For those employees who are not eligible for term life insurance, the Board will pay to the beneficiary of the employee who dies an amount equal to 115% of the total gross wages paid to the deceased employee during the most recent completed prior school year or $30,000.00, whichever is less.
Insurance
Term Life Eligibility Threshold — Employees working 30 or more scheduled hours per week eligible for term life insurance
Employees who regularly and consistently work 30 or more scheduled hours per week will be eligible for term life insurance.
Insurance
Term Life Insurance — Eligible employees receive $30,000 term life insurance at no cost
For those eligible employees, the Board shall provide without cost to the employee term life insurance protection in the amount of $30,000.
Other
Union Dues Deduction — Union dues deducted only upon receipt of signed authorization by individual employee; must be done by October 1
Any dues, payments, or contributions payable by the employee labor professional organization. Dues will be deducted only upon receipt of a signed authorization by the individual employee. This must be done by October 1.