Evaluation
Appeal Filing Deadline Days — Appeal must be filed with superintendent and association president within 15 days of teacher's receipt of unsatisfactory rating
An appeal must be filed with the Superintendent and the Association President within fifteen (15) days of the teacher's receipt of the unsatisfactory rating.
Grievance
Arbitration Binding — final and binding arbitration through the American Arbitration Association (AAA)
If the Association is not satisfied with the disposition of the grievance at Step II, the Association may submit the grievance to final and binding arbitration through the American Arbitration Association (AAA), which shall act as the administrator of proceedings.
Other
Assault Reporting — Any case of assault upon an Employee while on duty for the school system shall be promptly reported to the Board or its designee. If the Board deems it appropriate, it shall provide reasonable assistance to the Employee in connection with the handling of the incident by the appropriate authority.
Any case of assault upon an Employee while on duty for the school system shall be promptly reported to the Board or its designee. If the Board deems it appropriate, it shall provide reasonable assistance to the Employee in connection with the handling of the incident by the appropriate authority.
Other
Assignment Change Deadline — No change in employee's assignment may be made later than June 15th unless by employee request or necessity
No change in the Employee's assignment may be made later than June 15th unless it is by Employee request or such a change is necessitated by the resignation of an Employee creating a vacancy, the need for additional staffing or some other such extenuating circumstance.
Leave
Association Leave Days — 8 days annually for state/national conferences and Association business; plus 2 additional days for NIHIP meetings
The Association shall receive a total of eight (8) days annually for the purpose of attending state and national conferences and for conventions or to participate in statewide and/or national meetings or to attend to local Association business. Additionally, the Association shall be entitled to up to two (2) days annually for attendance at NIHIP meetings.
Compensation
Ba Max Salary — BA Step 8 maximum salary 2021-2022
BA Step 8: 61678
Compensation
Ba Min Salary — BA Step 0 minimum salary 2021-2022
BA Step 0: 46778
Compensation
Base Salary Increase Yr1 — CPI-based increase of 1.4%
The increase to the salary schedule and extra-duty pay schedule for the 2021-2022 school year reflects an increase based on the CPI, which is 1.4%.
Compensation
Base Salary Increase Yr2 — CPI for 2021 tax year plus floor 1% and ceiling 3%
The increase to the salary schedule and extra-duty pay schedule for the 2022-2023 school year will be the CPI for the 2021 tax year added to the base, with a floor of 1% and a ceiling of 3%.
Compensation
Base Salary Increase Yr3 — CPI for 2022 tax year plus floor 1% and ceiling 3%
The increase to the salary schedule and extra-duty pay schedule for the 2023-2024 school year will be the CPI for the 2022 tax year added to the base, with a floor of 1% and a ceiling of 3%.
Compensation
Base Salary Increase Yr4 — CPI for 2023 tax year plus floor 1% and ceiling 3%
The increase to the salary schedule and extra-duty pay schedule for the 2024-2025 school year will be the CPI for the 2023 tax year added to the base, with a floor of 1% and a ceiling of 3%.
Leave
Bereavement Days — 3 bereavement days annually for death of family member or cohabiter
Each Employee shall be entitled to three (3) days of bereavement leave annually for the death of a family member, as defined by Section 24-6 of the School Code, or a cohabiter. These days shall be non-cumulative.
Other
Board Information Access — The Board shall cause to be delivered to the Association president(s) or designee information necessary for its function as the exclusive bargaining agent including Board meeting agendas; approved Board meeting minutes; the budget and annual financial report; and names and addresses of all employees.
The Board shall cause to be delivered to the Association president(s) or designee information necessary for its function as the exclusive bargaining agent including but not limited to Board meeting agendas; approved Board meeting minutes; the budget and annual financial report; and names and addresses of all employees.
Workday
Contract Days Teacher — Work year consists of 176 student attendance days
The work year shall consist of 176 student attendance days, four (4) Employee institute days, and five (5) emergency days. Unused emergency days will not become employee workdays.
Compensation
Curriculum Work Hourly Rate Yr1 — Curriculum work compensation at $42 per hour for SY 2021-2022
Employee performing such services shall be paid at the rate of $42 per hour for SY 2021-2022 and a one dollar increase per hour per each subsequent year of the agreement.
Compensation
Curriculum Work Rate — Curriculum work pay rate of $39 per hour for SY 2018-2019
Employee performing such services shall be paid at the rate of $39 per hour for SY 2018-2019 and a one dollar increase per hour per each subsequent year of the agreement.
Insurance
Dental Coverage — Board pays full cost of individual dental coverage; family coverage is employee responsibility
The Board shall make available individual or family dental coverage to all regularly employed Employees. The Board shall pay the full cost of individual coverage. Employees desiring family coverage shall be responsible for the cost of such coverage.
Other
Disciplinary Action Requirements — No Employee shall be disciplined without just cause. No disciplinary action against an Employee will be taken unless an Employee-Administrator conference is held.
No Employee shall be disciplined without just cause. The specific grounds forming the basis for disciplinary action will be made available for the Employee in writing. No disciplinary action against an Employee will be taken unless an Employee-Administrator conference is held.
Other
Dues Deduction — Upon receipt of written authorization from an Employee, the Board shall withhold from compensation the current dues of the Association, including local, state, and national dues.
Upon receipt of written authorization from an Employee, the Board shall withhold from compensation of that employee the current dues of the Association, including local, state, and national dues. The Board shall pay the number of dues withheld to the Association no later than ten (10) days following the dues deduction.
Other
Duty Free Lunch — All employees shall receive a duty-free lunch period of no less than 30 minutes each day
As per the School Code, all Employees shall receive a duty-free lunch period of no less than thirty (30) minutes each day. The employer agrees not to schedule meetings or conferences which would require the Employee's attendance during that time.
Retirement
Early Retirement Benefit Lump Sum — 15% of Employee's salary as lump sum benefit, payable 30 days after retirement
If Employee provides irrevocable letter no later than February 1 of retirement or penultimate year, additional retirement benefit of 15% of salary will be provided, payable 30 days after retirement
Retirement
Early Retirement Bonus 2yr — 6% total pay increase in both penultimate and final year of employment
If Employee provides irrevocable letter of resignation no later than February 1 of year before retirement, shall receive 6% in both penultimate and final year
Retirement
Early Retirement Bonus Yr1 — 6% total pay increase in final year of employment
If Employee provides irrevocable letter of resignation and retirement no later than February 1 of year of retirement, shall receive total pay increase of 6% in final year
Insurance
Employee Premium Share Pct — Employee responsible for 20% of family coverage cost
The Board will bear the full cost of the coverage (100% individual coverage and 80% family; Employee electing family coverage will be responsible for the remaining 20% of the cost of family coverage through payroll deduction.)
Evaluation
Evaluation Cycle Years — Professional Evaluation Plan adopted by Association and Board; evaluated according to same timelines as tenured employees
The Professional Evaluation Plan adopted by the Association and the Board at the end of the 2011-2012 school year shall be used to evaluate Employees. Part-time Employees with at least ten (10) years of service in the district will be evaluated according to the same timelines as tenured Employees.
Other
Extra Duty Assignment Priority — Priority reassignment for staff members who successfully performed role in previous year; open positions posted 5 school days prior to filling
In instances where a staff member(s) has successfully performed this role in the previous year, he/she will be afforded priority in the assignment for one previously held extra-duty in the following school year.
Other
Extra Duty Evaluation — Mid-year and final assessment of extra-duty performance; feedback required at midpoint; final assessment by last school day of May
The Superintendent or designee will provide feedback to the staff member at the mid-point of the school year. Final assessment of performance will be provided to the staff member by the last school day of the first week of May in the current school-year.
Other
Extra Duty Feedback — Superintendent or designee will provide feedback to the staff member at the mid-point of the school year.
The Superintendent or designee will provide feedback to the staff member at the mid-point of the school year.
Other
Extra Duty Final Assessment — Final assessment of performance will be provided by the last school day of the first week of May in the current school-year.
Final assessment of performance will be provided to the staff member by the last school day of the first week of May in the current school-year.
Other
Extra Duty Payment — Payment for the extra-duties will be distributed with the first paycheck in June of the school year in which the activity was completed and if the stated goals and objectives have been successfully met.
Payment for the extra-duties will be distributed with the first paycheck in June of the school year in which the activity was completed and if the stated goals and objectives have been successfully met.
Other
Extra Duty Stipends — Multiple duties listed: 8th Grade Trip Chaperone $140.03/day, After School Sports 3-5 $1359.40, Band Programs $923.26, Basketball Coach Boys $2430.38, Track $923.26, Yearbook $923.26, and 35+ others
Extra-duty position stipends listed including trip chaperones, sports coaching, club sponsorships, monitors, and program leadership roles with specified annual or per-day compensation
Other
Extra Duty Submission — Extra-duty assignments will have written descriptions submitted to Superintendent or designee using forms attached as Appendix B.
Extra duty activity overview forms will be updated and submitted annually no later than the first student attendance day or within 5 school days of confirmation.
Workday
Faculty Meetings — Two faculty meetings per month with only one mandatory
Two (2) faculty meetings will be scheduled per month of which only one (1) will be of mandatory attendance for all Employees. The scheduling of faculty meetings shall be mutually agreed upon between the Association and Administration.
Other
Faculty Meetings Monthly — Two faculty meetings will be scheduled per month, of which only one will be mandatory attendance
Two (2) faculty meetings will be scheduled per month of which only one (1) will be of mandatory attendance for all Employees. The scheduling of faculty meetings shall be mutually agreed upon between the Association and Administration.
Grievance
Grievance Steps — Step I (Superintendent), Step II (Superintendent's official designee), Step III (American Arbitration Association arbitration)
Step I - The Employee shall present the grievance in writing to the Superintendent who will arrange for a meeting to take place within five (5) days after receipt of the grievance. Step II - If the grievance is not resolved at Step I, then the Association shall refer the grievance in writing to the Superintendent. Step III - If the Association is not satisfied with the disposition of the grievance at Step II, the Association may submit the grievance
Insurance
Health Family Premium — Board pays 80% of family coverage; employee responsible for 20%
The Board will bear the full cost of this coverage (100% individual coverage and 80% family; Employee electing family coverage will be responsible for the remaining 20% of the cost of family coverage through payroll deduction.)
Insurance
Health Single Premium — 100% individual coverage for employees hired before July 1, 2006; 100% individual coverage for new hires after July 1, 2006
The Board shall make available through NIHIP hospital and major medical insurance, individual or family coverage no less comprehensive than coverage during the 2012-2013 school year, to full-time, regularly employed Employee. The Board will bear the full cost of this coverage (100% individual coverage and 80% family).
Workday
Instructional Minutes Day — Employee workday shall be no more than 7 2/3 hours per day, begin at 8:00 AM and end no sooner than 3:40 PM
The Employee workday shall be no more than seven and two-thirds (7-2/3) hours per day. The Employee workday shall begin at 8:00 AM and end no sooner than 3:40 PM.
Compensation
Internal Substitution Rate — Internal substitution pay of $33 per period for FY 2018-2019
Employees shall be paid at the rate of $33 per period for FY 2018-2019 and a one additional dollar increase per period for each subsequent year of the contract.
Compensation
Internal Substitution Rate Yr1 — Internal substitution compensation at $36 per period for FY 2021-2022
Employees shall be paid at the rate of $36 per period for FY 2021-2022 and a one additional dollar increase per period for each subsequent year of the contract.
Other
Involuntary Transfer Notification Days — Affected employee and association notified in writing within five calendar days of involuntary transfer knowledge
In case of any involuntary change of assignment after June 15th, the affected Employee and the Association shall be notified in writing within five (5) calendar days of the knowledge of such change and, upon the request of the affected Employee, the changes shall be promptly reviewed.
Leave
Jury Duty — No loss of pay or benefits; District reimburses amount received minus transportation expenses
An Employee shall experience no loss in pay or paid leave benefits because of jury duty or because the Employee, pursuant to a subpoena issued by the clerk of the court, or other administrative body, and served upon the employee, attends as a witness upon trial or to have his/her deposition taken.
Leave
Jury Duty Pay — Full reimbursement of jury duty pay and fees minus transportation expenses
An Employee shall experience no loss in pay or paid leave benefits because of jury duty. The Employee will reimburse the District an amount equal to the amount received for such jury duty or per diem fees less transportation expenses.
Other
Labor Management Committee — Labor-Management Committee shall consist of an equal number of representatives from the Association and the Administration and/or Board. Meetings will be mutually agreed upon within 15 school days of the start of school in each contract year.
The Labor-Management Committee shall consist of an equal number of representatives from the Association and the Administration and/or Board. Each party shall, in advance of the meeting, prepare and submit to the other an agenda of items to be discussed within seven (7) calendar days prior to the scheduled meeting date.
Compensation
Lane Advancement Allowed — Horizontal advancement on salary schedule conditioned on written approval of courses by Superintendent; graduate courses at accredited institutions; Master's degree required for advancement beyond Master's lane
Horizontal advancement on the salary schedule shall be conditioned upon the prior written approval of courses by the Superintendent. Courses shall be taken at fully accredited institutions of higher education. Employee must have a conferred Master's degree before earning additional hours toward advancement beyond the Master's lane.
Compensation
Ma Max Salary — MA+32 Step 18 maximum salary 2021-2022
MA+32 Step 18: 114132
Compensation
Ma Min Salary — MA Step 0 minimum salary 2021-2022
MA Step 0: 54848
Other
Mentor Program Stipend — Mentor stipend for 40 hours of required mentor activity
The stipend for 40 hours of required mentor activity shall be $1,100.00
Other
Mentoring Program Continuation Evaluation — Mentor Committee shall meet prior to June 30, 2018 to evaluate success of mentor program and determine whether mentoring program shall continue through 2018-2019 school year
Per the requirements of the Mentor Program MOU, the Mentor Committee shall meet prior to June 30, 2018 to (1) evaluate the success of the mentor program and create a progress report regarding same for the Board of Education and (2) make a determination as to whether the mentoring program shall continue through the 2018-2019 school year.
Other
Mentoring Program Implementation Timeline — Mentor Committee shall complete Mentoring Plan Document and establish Mentoring Training Component by July 1, 2016; Superintendent shall recruit and identify mentors by July 1, 2016; implementation delayed to 2017-2018 school year if no teachers willing to serve as mentors by that date
The parties agree that the Mentor Committee shall complete the Mentoring Plan Document and establish the Mentoring Training Component by July 1, 2016. The Superintendent shall also recruit and identify mentors by July 1, 2016; in the event no teachers are willing to serve as a mentor by this date, the implementation of the program shall be delayed to the start of the 2017-2018 school year.
Other
Mentoring Program Reporting — Progress report with input from mentor(s) and mentee(s) shall be issued to the Board and the Association by June 30 of each year of the program in operation
The program shall operate on a pilot basis; a progress report, with input from the mentor(s) and the mentee(s), shall be issued to the Board and the Association by June 30 of each year of the program is in operation.
Other
Mentoring Program Stipend — Stipend for 40 hours of required mentor activity
The stipend for 40 hours of required mentor activity shall be $1,100.00 and shall be memorialized in this memorandum as well as in Appendix B of the collective bargaining agreement between the parties for the 2016-2017 school year and to be reevaluated for the 2017-2018 school year.
Other
No Strike No Lockout — Association and all bargaining unit employees agree not to strike, not to participate in any work stoppage or slow down, and not to any way engage in any concerted job action. There shall be no lockout by the Board during the term of this Agreement.
During the term of this Agreement, the Association and all bargaining unit employees agree not to strike, not to participate in any work stoppage or slow down, and not to any way engage in any concerted job action, which would materially interfere with the operation or administration of the District. There shall be no lockout by the Board during the term of this Agreement.
Leave
Non Paid Leave Absence — Up to 2 school years without pay upon written request with 90 days notice
Employee may request in writing, and may be granted, a leave of absence for up to two (2) school years without pay. Requests for such leave must be submitted in writing to the Superintendent at least ninety (90) days prior to the expected commencement of the leave.
Leave
Non Paid Leave Length — Up to two school years without pay
Employee may request in writing, and may be granted, a leave of absence for up to two (2) school years without pay. Requests for such leave must be submitted in writing to the Superintendent at least ninety (90) days prior.
Leave
Nupa Meeting Leave — Up to two days annually for NUPA meetings
Additionally, the Association shall be entitled to up to two (2) days annually for attendance at NUPA meetings. Utilization of such leave days shall be without loss of pay or benefits.
Compensation
Off Schedule Bonus Yr1 — 6% pay increase in final year of employment for retirement with February 1 notice
If the Employee provides an irrevocable letter of resignation and retirement no later than February 1 of the year of retirement, the Employee shall receive a total pay increase of 6% in the final year of employment.
Compensation
Off Schedule Bonus Yr2 — COVID Screening & Supervision (7:30 - 8:00 AM)
COVID Screening & Supervision (7:30 - 8:00 AM) $ 3,370.43 (2022-2023)
Compensation
Overload Compensation — One-sixth (1/6) of base salary for seventh class assignment
A junior high school Employee required to teach a seventh class for the entire school year shall receive overload compensation at the rate of one-sixth (1/6) of the Employee's base salary on the relevant salary schedule.
Compensation
Overload Compensation Rate — Seventh class overload compensation at 1/6 of base salary
A junior high school Employee required to teach a seventh class for the entire school year shall receive overload compensation at the rate of one-sixth (1/6) of the Employee's base salary on the relevant salary schedule found in Appendix A of this Agreement.