Other
Agreement Effective Date — July 1, 2022 through June 30, 2028
This Agreement will be effective upon adoption by both parties and will continue in effect from July 1, 2022 until June 30, 2028.
Grievance
Arbitration Binding — Binding arbitration available at Level Four per American Arbitration Association rules
Level Four: either SEEO or Board may submit to binding arbitration per American Arbitration Association rules. Arbitrator will not amend, modify, nullify, ignore or add to Agreement provisions.
Other
Assault Reporting — Assault or battery on educators by students/parents reportable immediately; definitions of assault and battery provided; lost work time from police/court participation with no loss of leave
Assault or battery on educators by student(s)/parent(s) reported immediately to building principal. Assault: threat of imminent harm. Battery: causing bodily harm or insulting physical contact. Work time lost for police/court with no leave loss.
Leave
Association Conference Days — Association entitled to sixty days annually for representatives to attend local, state or national conferences on business pertinent to Association affairs
Association is entitled to sixty (60) days annually for such purpose, without loss of pay. The Association has the right to designate which educators are entitled to any portion of said sixty (60) days.
Leave
Association Purchased Release Time — Association may purchase released time of up to two representatives for maximum twenty-one hours per week for official Association business
Association may purchase released time of up to two (2) representatives for transacting official or Association business on following basis: maximum of twenty-one (21) hours per week except as otherwise provided; purchase price will be substituting educator's hourly rate.
Compensation
Ba Max Salary — $85,125
Off schedule, B column, 2022-2023: $85,125
Compensation
Ba Min Salary — $28,475 at step 1 in 2022-2023
Building Secretary 1604.25 hours: Step 1 = $28,475
Other
Bargaining Unit Recognition — Schaumburg Educational Employees Organization, IEA-NEA recognized as sole and exclusive bargaining representative
the Board of Education of Community Consolidated School District 54, Cook County, Illinois recognizes the Schaumburg Educational Employees Organization, IEA-NEA as the sole and exclusive bargaining representative
Compensation
Base Salary Increase Yr1 — Extra duty pay increases across 2022-2028
Extra Duty Pay Schedule 2022-2028 shows annual increases for positions including PBIS Coordinator, Professional Development Presenter, Junior High Department Chair/Field Leader, CST Coordinator, Mentoring Year 2, Dean of Students, Website Coordinator, and others.
Compensation
Base Salary Increase Yr2 — 2.5% increase from 2023-2024 to 2024-2025
Once a staff member moves off schedule, they will receive a 3.0% non-cumulative longevity increase the first year. Each subsequent year they will receive a percentage increase equivalent to the subsequent year's salary schedule base increase of 2.5%.
Compensation
Base Salary Increase Yr3 — 2% salary schedule base increase for 2024-2025
Salary schedule base increase of two percent (2%) for the 2024-2025 school year.
Workday
Before After School Supervision Responsibility — Before/after school supervision is shared building responsibility by certified and classified staff (exclusive of building secretaries, registered nurses, LPN's); part of regular work day/week or compensated hourly rate
Before/after school supervision is a shared building responsibility by the certified and classified staff (exclusive of building secretaries, registered nurses and LPN's) and should be handled in a professional manner. Before/after school supervision shall be part of the regular work day or week, as appropriate, and will not extend the regular work day or week.
Workday
Before Lunch After School Meetings Not Required — Before-school, during lunch, and after-school meetings other than Wednesdays not required; parties encourage voluntary participation on non-Wednesday days
Before-school, during lunch and after-school meetings, other than those on Wednesdays, will not be required. However, the parties encourage staff to participate voluntarily in activities, which may occur on days other than Wednesdays.
Leave
Bereavement Days — Religious observance leave available; employee must give 5 calendar days notice
In order for an educator to take time off from work to practice religious beliefs, the educator must give the Assistant Superintendent of Human Resources or designee written notice at least five (5) calendar days prior to the day the educator intends to take off.
Leave
Business Leave Annual — Five days per year for emergencies or urgent business, max 3 consecutive days, deducted from sick leave
Each full-time employee may use five (5) days, no more than three (3) days consecutively, of leave each year for emergencies or other urgent and compelling business. These business days will be deducted from sick leave.
Other
Class Size Target — Board strives to achieve class size of 28 students per class and 20 students per early childhood class; not subject to grievance
The Board recognizes the relationship of class size to student success. The Board will strive to achieve class size of twenty-eight (28) students per class and twenty (20) students per early childhood class.
Evaluation
Classroom Observation Protections — All monitoring or observation of classroom teaching conducted openly with educator knowledge; video/photographic images not used as evaluation evidence; unsubstantiated information not used as evidence
All monitoring or observation of the classroom teaching performance of an educator will be conducted openly and with full knowledge of the educator. Video/photographic images will not be used as evaluation evidence by the administration. Information received that cannot be substantiated shall not be used as evaluation evidence.
Other
Club Stipend Structure — Stipends established by total approved club hours divided into total allocation, multiplied by individual club hours
Stipend amounts for each club established by: total approved club hours; dividing total club stipend allocation by total hours; multiplying by hours per club.
Other
Committee Representation — SEA and SEEO invited to sit on committees regarding fiscal, budgetary, construction, annexation, educational programs
SEA and SEEO invited to sit on committees to study fiscal, budgetary, construction, annexation, and educational programs. Co-facilitators of Administration and SEEO leaders for committees where appropriate.
Workday
Contract Days Teacher — one hundred ninety (190) days
The work year for all Paraprofessionals and CIAs will be one hundred ninety (190) days. The employees will be paid for eleven (11) holidays.
Other
Contract Distribution — Copies of Agreement printed and provided to each Bargaining Unit Member within 30 days after signing
Within thirty (30) days after the Agreement is signed, copies of this Agreement will be printed and a copy provided to each Bargaining Unit Member.
Compensation
Cst Coordinator Stipend — 2022-2023 rate
Extra Duty Pay Schedule 2022-2023 CST Coordinator 3,861
Compensation
Dean Of Students Stipend — 2022-2023 rate
Extra Duty Pay Schedule 2022-2023 Dean of Students 7,722
Insurance
Dental Coverage — Coverage available
Dental insurance available through District
Insurance
Dental Insurance Coverage — Board will pay monthly premium equal to single dental coverage
The Board will pay a monthly premium equal to single dental coverage. Employees on leave of absence may continue group coverage at their own expense.
Other
Direct Deposit Required — Direct deposit provided to employees
All employees will be paid over twenty-six (26) bi-weekly pay periods. Direct deposit will be provided to employees.
Other
Discrimination Clause — Board agrees not to discriminate on basis of age, race, creed, color, marital status, place of residence, gender, or national origin
Board agrees not to discriminate on basis of age, race, creed, color, marital status, place of residence, gender or national origin. If employee pursues federal/state discrimination complaint, waives grievance rights.
Other
Dispensing Medication Harmless Clause — Registered Nurses and LPN's dispensing medication and employees performing medical procedures per Board Policy 7:270/7:270-AP held harmless from liability
Registered Nurses and LPN's dispensing medication and/or employees performing medical procedures in accordance with Board Policy 7:270/7:270-AP will be held harmless from liability.
Other
District Leadership Team Composition — District Leadership Team comprised of SEA President or designee, SEEO President or designee, and administrators appointed by Superintendent; meets monthly unless mutually agreed otherwise
The DLT shall be comprised of the SEA President or designee appointed by the SEA President, SEEO President or designee appointed by SEEO President and administrators appointed by the Superintendent or designee. Its purpose is to develop guidelines and support the School Leadership Teams. The DLT must meet monthly unless mutually agreed upon by all parties.
Other
Dues Deduction — Deductions made in eighteen equal installments beginning with fifth payroll period and continuing for next seventeen payroll periods
Deductions will be made in eighteen (18) equal installments beginning with the fifth (5th) payroll period and continuing for the next seventeen (17) payroll periods. The Board will not be required to honor any authorizations that are presented later than two (2) weeks prior to the distribution of the payroll from which the deduction is to be made.
Other
Eap Availability — Employee Assistance Program (EAP) available to employees; SEEO provided annual activity report
An Employee Assistance Program (EAP) will be available to employees. The SEEO will be provided with an annual report of the activities provided by the program.
Other
Educational Stipends — Maximum cumulative educational stipend for 2025-2026
Educational stipends: 15 Hours ($329), 30 Hours/LTA ($658), 60 Hours ($876), 90 Hours ($218), 120 Hours/BA ($163). Master's Degree ($162). Total cumulative: $2,406.
Other
Electronic Device Provision — Reasonable attempt made to provide SEEO members electronic device for school year to input student data, create supports, access records, district email, and educational programs
Every reasonable attempt will be made to provide SEEO members an electronic device for the school year that will allow them to input student data, create student supports, access student records, district e-mail, and other educational programs
Compensation
Elementary Lunch Supervision — 2022-2023 hourly rate
Extra Duty Pay Schedule 2022-2023 Elementary Lunch Supervision 19.50/hour
Evaluation
Evaluation Cycle Years — Teacher Appraisal Committee reviews procedure annually
Every year, the Teacher Appraisal Committee will review the existing teacher appraisal procedure and make recommendations to the Superintendent or designee for the following school year.
Compensation
Extra Duty Base — PBIS Coordinator, Professional Development Presenter, Junior High Department Chair/Field Leader, CST Coordinator, and mentoring positions
Extra Duty Pay Schedule 2022-2028 includes PBIS Coordinator $1,278 (2022-2023); Professional Development Presenter $48/hour; Junior High Dept Chair $3,861
Other
Extra Duty Priority — SEEO Bargaining Unit Members have priority over staff from other buildings for extra duty opportunities within their building; paid at Addendum IV stipend
SEEO Bargaining Unit Members will have priority over staff from other buildings for extra duty opportunities within their building. SEEO personnel who are chosen for such duties will be paid at the stipend provided for in Addendum IV.
Other
First Wednesday Job Alike Meetings — First Wednesday of month used for job-alike meetings; committee of SEEO and Administration develops menu of professional development resources for member access
The first (1st) Wednesday of each month will be used to provide an opportunity for job-alike meetings. A committee comprised of SEEO and Administration will be created to develop a menu of professional development resources available for member access.
Leave
Fmla Vessa Coverage — Full-time SEEO employees covered under FMLA and VESSA per Board Policy
The Board agrees to provide leave under the Family and Medical Leave Act (FMLA) and the Victims' Economic Safety and Security Act (VESSA) to all full-time SEEO employees as outlined in Board Policy
Evaluation
Formal Evaluation Deadline Annual — Each employee evaluated by May 15 following probationary period; evaluations by May 15 thereafter
Following the probationary period of employment, each employee will receive an initial evaluation by May 15. Every other year thereafter, each employee will be evaluated by May 15.
Leave
General Leave Of Absence — Employer may grant leave of absence to non-probationary employees without pay/benefits; employee reinstated to comparable position without loss of seniority
The Employer may grant a leave of absence upon the written request of a non-probationary employee. If granted, such leave will be without pay or benefits. Upon returning from leave, employee will be reinstated to a comparable position within the same classification held at the time of leave without loss of seniority.
Compensation
Grades K8 Educational Clubs — 2022-2023 total allocation
Extra Duty Pay Schedule 2022-2023 Grades K-8 Educational Clubs 575,514
Grievance
Grievance Steps — Five-step complaint process for parent complaints against educator involving administrator conference, information gathering, disposition notice, written complaint examination with dissent opportunity, and educator signature verification
Step 1-5 procedure: administrator confers with educator; administrator seeks additional information; administrator informs educator of disposition; administrator informs educator of written complaint and right to examine; educator signs complaint statement verifying receipt without indicating agreement.
Compensation
Head Lunch Supervisor — 2022-2023 hourly rate
Extra Duty Pay Schedule 2022-2023 Head Lunch Supervisor 23.50/hour
Insurance
Health Family Premium — Board pays 59.5% of full premium for family coverage
The Board agrees to pay ninety-five and a half percent (95.5%) of the full premium for employee coverage or fifty-nine and a half percent (59.5%) family coverage for a year-round group health insurance plan during the life of this Agreement.
Insurance
Health Insurance Board Share — Board pays full premium for individual employee coverage or 55% family coverage during contract life
The Board agrees to pay the full premium for individual employee coverage or fifty- five percent (55%) family coverage for a year-round group health insurance plan during the life of the Agreement.
Insurance
Health Insurance Full Time Eligible — Full-time employees at 100% FTE eligible for group health insurance (PPO or HMO), dental, life, long-term disability, vision
Full-time employees who are at a one hundred percent (100%) full-time equivalency (FTE) shall be eligible to enroll in group health insurance (either the Preferred Provider Organization (PPO) Plan Option or the Health Maintenance Organization (HMO) plan options
Insurance
Health Insurance Part Time 50pct Eligible — Part-time employees at least 50% FTE eligible for group health insurance, dental, life, long-term disability, vision
Part-time employees who are at least fifty percent (50%) FTE, as well as employees in job-sharing positions pursuant to Article XI, R, shall be eligible to enroll in group health insurance
Insurance
Health Single Premium — District pays cost of individual premium under employee's current health insurance plan
The District shall pay, on behalf of the retiree, the cost of the individual premium under the employee's current health insurance plan offered by the District for three (3) years
Other
Instructional Initiatives Consideration — When implementing instructional initiatives, consideration given to staff talents/interests, site instructional goals, student population, space limitations, and staff professional development level
In implementing instructional initiatives, consideration shall be given to: staff talents and interests; instructional goals of each site; student population; space limitations; and the level of professional development of the staff member.
Workday
Instructional Minutes Day — Duty-free lunch period of at least 30 minutes per School Code of Illinois
All educators will have a duty-free lunch period of at least thirty (30) minutes as provided in the School Code of Illinois, or the lunch period of the building, whichever is longer. The District will strive to schedule lunch between 11:00 a.m. and 1:00 p.m.
Other
Job Sharing Application Deadline — Job-sharing application and plan submitted to Superintendent by February 1 preceding school year
The application and proposed plan for a job-sharing leave must be acted upon by the Principal, and submitted to the Superintendent or designee by February 1, preceding the school year for which the leave is requested.
Other
Job Sharing Benefits Prorated — Job-sharing participants receive pro-rated insurance and leave benefits; IMRF contributions proportionate to time worked; seniority accrues proportionate to time worked
Participants in job-sharing positions will receive a pro-rated amount of insurance and leave benefits. Contributions to the IMRF will be proportionate to the time worked. During the period of time spent in a job-sharing position, seniority credit of the employee(s) will accrue in proportion to the time worked.
Other
Job Sharing Leave Eligibility — Employee with two (2) consecutive years of full-time service may obtain job-sharing leave at Board discretion
An employee who has two (2) consecutive years of full-time service may, at the discretion of the Board, obtain a leave to participate in a district job-sharing arrangement.
Other
Job Sharing Salary Prorated — Job-sharing salaries prorated according to time worked; salary step movement following accumulation of one (1) year full-time service equivalency
Participants in job-sharing positions will be placed appropriately on the salary schedule and salaries will be prorated according to the time worked. Employees in job-sharing positions will receive salary step movement following the accumulation of the equivalency of one (1) year of full-time service.
Leave
Judicial Hearing Leave — Leave provided for subpoenaed witness appearance without pay deduction if not involved as principal
Any employee who is subpoenaed to appear before legal or quasi-legal review panels as a witness in a proceeding in which the employee is not involved as a principal will be provided leave and shall receive no pay deduction.
Other
Junior High Coaches — Junior High Coaches extra duty pay for 2025-2026
Junior High Coaches: $3,621 (2022-23), $3,693 (2023-24), $3,767 (2024-25), $3,843 (2025-26), $3,919 (2026-27), $3,998 (2027-28)
Compensation
Junior High Dept Chair — 2022-2023 rate
Extra Duty Pay Schedule 2022-2023 Junior High Department Chair/Field Leader 3,861
Leave
Jury Duty Leave — Special leave granted to fulfill jury duty with regular salary
An employee called for jury duty will be granted special leave to fulfill such duty and will receive a regular salary during this time.
Other
Labor Management Committee Scope — LMC discusses implementation of contract, topics affecting bargaining unit not covered by Agreement including student day, instructional paraprofessional allocation and class size; exclusive of grievance procedure
LMC meetings will be for the purpose of discussing: Implementation of the contract; Topics and areas affecting bargaining unit members not covered by the Agreement which may include, at the insistence of either party, discussion of student day, instructional paraprofessional allocation and class size. The LMC will be exclusive of the grievance procedure and matters submitted to the grievance procedure will not be considered.