Other
Agreement Effective Date — Effective first day of 2024-2025 school year through midnight before first day of 2025-2026 school year
This agreement is effective on the first day of the 2024-2025 school year and shall remain in full force and effect until midnight before the first day of the 2025-2026 school year.
Grievance
Arbitration Binding — Provision on severability - if any provision held contrary to law, other provisions remain in full force and effect
If any provision of this agreement or any application of this agreement to any bargaining unit member or to any group of bargaining unit members is held to be contrary to law, then such provision or application shall not be deemed valid and subsisting.
Other
Association Dues Deduction — Board deducts Association dues when authorized; deducts one-eighth of dues monthly October-May
Board shall deduct from each Employee's pay the current dues of the Association provided the Board has received an authorization form. Deduct one-eighth of such dues from regular salary check each month for eight months, beginning in October and ending in May.
Compensation
Athletic Director — Athletic Director: 9.00% of base salary
Athletic Director compensation is 9.00% of base salary per Appendix A.
Compensation
Base Salary Increase Yr1 — Salary schedule for 2024-2025 attached as Appendix B
The salary schedule for the school year 2024-2025, are attached to and is part of this agreement as Appendix B.
Compensation
Base Salary Increase Yr2 — 3.5% increase for 2023-2024 school year
Base salary increases of 3.5% for the 2023-2024 school year, as shown in Appendix B salary schedule.
Leave
Bereavement Days — 2 days per school year for bereavement leave
Employees shall be granted two (2) days per school year for bereavement leave.
Workday
Contract Days Teacher — School in session days; employees on grounds no later than 7:40 a.m., duties until 3:10 p.m.
During the days when school is in session, all Employees shall be on school grounds no later than 7:40 a.m. and shall perform their assigned duties until 3:10 p.m.
Other
Contract Effective Date — Effective first day of 2022-2023 school year through midnight before first day of 2024-2025 school year
This agreement is effective on the first day of the 2022-2023 school year and shall remain in full force and effect until midnight before the first day of the 2024-2025 school year.
Compensation
Drama Club — Drama Club: 4.00% of base salary
Drama Club compensation is 4.00% of base salary per Appendix A.
Other
Dues Deduction Amount — One-eighth of annual association dues deducted monthly from October through May
The Board shall deduct one-eighth of such dues from the regular salary check of the bargaining unit member each month for eight months, beginning in October and ending in May of each school year.
Other
Dues Deduction Authorization — Association members may authorize continuous or annual dues deduction; authorization revocable between August 26 and October 10 annually
Any member of the bargaining unit who is a member or has applied for membership in the Association may sign and deliver to the Board an authorization for continuous or annual dues deduction. The authorization is continuous and shall remain in effect from year to year unless the employee revokes this authorization between August 26 and October 10 of any year.
Insurance
Employee Premium Share Pct — Board pays 80% of health and life insurance premiums
The Board will pay 80% of Employee health insurance and life insurance premiums for the duration of this contract.
Evaluation
Evaluation Cycle Years — Non-tenured employees evaluated minimum once each year; tenured employees evaluated minimum once every other year
Non-tenured employees shall be formally evaluated once each year. Tenured employees shall be evaluated a minimum of once every other year.
Compensation
Ffa — FFA: 5.50% of base salary
FFA compensation is 5.50% of base salary per Appendix A.
Other
Financial Reports To Association — Monthly financial report to School Board members and Annual Financial Report given to Pope County Education Association President
A copy of the monthly financial report to School Board members and the Annual Financial Report will be given to the Pope County Education Association President as they become available.
Grievance
Grievance Steps — Step I (supervisor), Step II (superintendent), Step III (board), plus arbitration option
If the Employee is not satisfied with the disposition of the grievance at Step III, the Association may submit the grievance to final and binding arbitration through the Streamlined Labor Arbitration rules of the American Arbitration Association.
Compensation
High School Baseball — High School Baseball: 8.00% of base salary
High School Baseball compensation is 8.00% of base salary per Appendix A.
Compensation
High School Cross Country — High School Cross Country: 4.00% of base salary
High School Cross Country compensation is 4.00% of base salary per Appendix A.
Compensation
High School Jv Basketball — High School JV Basketball: 7.00% of base salary
High School JV Basketball compensation is 7.00% of base salary per Appendix A.
Compensation
High School Softball — High School Softball: 7.00% of base salary
High School Softball compensation is 7.00% of base salary per Appendix A.
Compensation
High School Student Council — High School Student Council: 3.50% of base salary
High School Student Council compensation is 3.50% of base salary per Appendix A.
Compensation
High School Varsity Basketball — High School Varsity Basketball: 9.50% of base salary
High School Varsity Basketball compensation is 9.50% of base salary per Appendix A.
Compensation
High School Volleyball — High School Volleyball: 7.00% of base salary
High School Volleyball compensation is 7.00% of base salary per Appendix A.
Compensation
High School Yearbook — High School Yearbook: 3.50% of base salary
High School Yearbook compensation is 3.50% of base salary per Appendix A.
Workday
Instructional Minutes Day — Preparation time equal to class periods
All Employees shall receive a preparation time equal to that of the Employee's class periods – not less than thirty-five (35) minutes continuous time per day.
Compensation
Lane Advancement Allowed — Advancement allowed with written notice and course completion
Employees shall submit written notice to the Superintendent on or before September 1 each school year indicating the courses that the teacher anticipates he/she will complete between the start of the school year and the end of December.
Compensation
Off Schedule Bonus Yr1 — Teacher monitoring class during planning period receives $25.00 for the planning period
A teacher who volunteers to monitor a class during his/her planning period will be paid $25.00 for the planning period in which the teacher monitors the class.
Leave
Personal Days Annual — 3 personal days credited at beginning of each school year
At the beginning of each school year, each Employee shall be credited with twelve (12) days of sick leave and three (3) personal days, the unused portion of which shall accumulate without limit.
Other
Policy Manual Provision — Board provides one paper and one electronic copy of Policy Manual to Association President; all changes available within 30 days
The Board will provide one (1) paper copy and one (1) electronic copy of the Board Policy Manual and updates thereof, to the Association President. All Board Policy and Procedural changes will be made available to the Association President within 30 days of the approved change.
Other
Professional Development Days — Up to 5 days for IEA/NEA association meetings or workshops
Up to five (5) days total time will be allowed for members to attend professional IEA/NEA association meetings or workshops without loss of pay, sick days, or personal days. A maximum of three (3) people may attend a given session.
Retirement
Retirement Pickup Pct — Board pays 50% (4.5% of 9%) for 2022-2023, 100% (9%) for 2023-2024
The board will pay 50% (4.5% of the 9% contribution) of the Annual Teacher Retirement System (TRS) contribution on behalf of the employee for the 2022-2023 school year. The board will pay 100% (9% contribution) for 2023-2024.
Retirement
Retirement System — TRS (Teachers Retirement System)
An employee taking a sabbatical shall have their TRS contributions paid by the district as stated in the school code.
Compensation
Salary Lanes Count — Multiple salary lanes with advancement based on education and experience
Employees will turn in a copy of an official grade notice and/or transcript in order to be eligible for advancement to another educational lane on the salary schedule.
Compensation
Salary Steps Count — Pay distributed across two pay periods monthly
Employees will be paid on the tenth and twenty-fifth of each month in 24 nearly equal payments.
Other
Section 125 Plan — Section 125 Plan available to tax-shelter employee paid premiums for employer selected health and life insurance
The employer will arrange for availability of a Section 125 Plan to tax-shelter Employee paid premiums for employer selected health and life insurance only. The Section 125 is completely optional for each employee.
Leave
Sick Days Annual — 12 days of sick leave credited at beginning of each school year
At the beginning of each school year, each Employee shall be credited with twelve (12) days of sick leave and three (3) personal days, the unused portion of which shall accumulate without limit.
Leave
Sick Leave Max Days — Unlimited accumulation without limit
At the beginning of each school year, each Employee shall be credited with twelve (12) days of sick leave and three (3) personal days, the unused portion of which shall accumulate without limit.
Compensation
Speech — Speech: 5.50% of base salary
Speech compensation is 5.50% of base salary per Appendix A.
Compensation
Step Increase — Up to 6.0% annual salary increase allowable in retirement program
Nothing in this program is intended to limit an employee's contractual ability to earn more than 6.0% above the previous year's TRS creditable earnings.
Grievance
Strike Conditions — Strikes allowed only if represented by exclusive bargaining representative, mediation failed, 10 days notice given, agreement expired, and unresolved issues submitted to arbitration
Educational employees shall not engage in a strike except: represented by exclusive bargaining representative; mediation used without success; at least ten (10) days notice given to employer, regional superintendent and Illinois Educational Labor Relations Board; collective bargaining agreement expired; and unresolved issues submitted to arbitration.
Other
Strike Conditions Agreement Expired — Collective bargaining agreement must have expired
The collective bargaining agreement between the educational employer and the educational employees, if any, had expired.
Other
Strike Conditions Arbitration Submitted — Unresolved issues must not have been mutually submitted to arbitration
The employer and the exclusive bargaining representative have not mutually submitted the unresolved issues to arbitration.
Other
Strike Conditions Exclusive Bargaining Rep — Strike requires exclusive bargaining representative
They are represented by an exclusive bargaining representative.
Other
Strike Conditions Mediation — Mediation must be used without success before strike allowed
Mediation has been used without success.
Other
Strike Conditions Notice Period — At least ten days must elapse after notice of intent to strike
At least ten (10) days have elapsed after a notice of intent to strike has been given by the exclusive bargaining representative to the educational employer, the regional superintendent and the Illinois Educational Labor Relations Board.