Grievance
Arbitration Binding — true
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If the grievance is not resolved at Step 3, the Union may submit the grievance to binding arbitration. The decision of the arbitrator shall be final and binding on the parties.
Compensation
Ba Min Salary — BA Step 1 minimum base salary FY22
APPENDIX A FY22 Salary Schedule: Step 1, BS column shows 34,081
Compensation
Base Salary Increase Yr1 — FY22 Base Increase = $400.00 = 3.5%
FY22 Base Increase = $400.00 = 3.5%
Compensation
Base Salary Increase Yr2 — FY23 Base Increase = $343.00 = 3.33%
FY23 Base Increase = $343.00 = 3.33%
Compensation
Base Salary Increase Yr3 — FY24 Base Increase = $335.00 = 3.3%
FY24 Base Increase = $335.00 = 3.3%
Leave
Bereavement Days — Three days bereavement leave for immediate family; one day for household members
Three days of bereavement leave shall be granted for each case where death has occurred in the 'immediate family' and one day bereavement leave shall be granted for each case where death has occurred in the 'household.'
Workday
Contract Days Teacher — No more than 176 pupil attendance days per school year
The school calendar shall not consist of more than one hundred seventy-six (176) pupil attendance days (unless otherwise mandated by State law).
Workday
Daily Work Hours — Workday is 7 hours and 45 minutes in length; student attendance day not to exceed 7 hours and 5 minutes
The workday for employees covered under this agreement shall be seven (7) hours and forty-five (45) minutes in length. The student attendance day shall not exceed seven (7) hours and five (5) minutes.
Insurance
Dental Coverage — true
health, medical, dental, prescription plan, or hospitalization insurance plan for employees
Compensation
Educational Supplies Reimbursement — Up to $400 annually reimbursed for receipted educational supplies deemed necessary by district
The District will reimburse each teacher up to four hundred dollars ($400) annually for receipted educational supplies, which are otherwise not afforded by the District and are deemed necessary and/or of educational value.
Insurance
Employee Premium Share Pct — Teachers select family coverage and pay one-half of difference between single and family premium cost
The Board will contribute a sum equal to one-half of the difference between the single premium cost and the premium cost for employee plus spouse, employee plus child(ren), or full family coverage. Teachers selecting family coverage shall pay one half of the difference.
Evaluation
Evaluation Cycle Years — Tenured teachers evaluated at least once every two years; probationary teachers at least twice per year
Tenured teachers shall receive no less than one formal evaluation every two-years. Probationary teachers will receive at least two formal evaluations per probationary year.
Grievance
Grievance Steps — Four-step grievance procedure: verbal to supervisor, written to superintendent, board review, binding arbitration
Step 1: verbal presentation to supervisor; Step 2: written to Superintendent; Step 3: Board; Step 4: Arbitration
Insurance
Health Single Premium — Board pays full cost of single coverage; specific premium amounts not stated in contract text
The Board of Education shall pay the full cost of single coverage.
Other
Hsa Employer Contribution — No HSA employer contribution stated; Flexible Spending Account available with full setup and administration costs paid by district
Flexible Spending Account (FSA) ~ In addition to the benefits stated above, the district shall pay the entire set-up and administration costs associated with the employee option Flexible Spending Account.
Compensation
Lane Advancement Allowed — true
All hours to be used for lateral movement on the salary schedule must be approved by the Superintendent and normally will be graduate hours. Advancement on the salary schedule to another lane due to additional hours will be made effective once each school term.
Other
Life Insurance — Group term life insurance in the amount of $50,000 provided to each teacher
The Board shall provide group term life insurance in the amount of $50,000 to each teacher.
Other
Longevity Bonus — Teachers with 30 or more years of certified full-time teaching experience receive $1,000 longevity
Teachers with 30 or more years of actual certified full-time teaching experience within District #99 receive longevity in the total amount of $1000.
Compensation
Non Participation Insurance Stipend — $2,200 annual stipend for teachers not participating in district health insurance due to coverage from another source
only those teachers who are covered by health insurance from another source and therefore do not participate in the District's health insurance plan shall receive $2,200.00 for the duration of this agreement
Leave
Personal Days Annual — Three personal leave days per school year without salary deduction
Each teacher shall be granted as personal leave three (3) days without salary deduction each school year.
Compensation
Plan Time Compensation — Teachers compensated $20 per occurrence when minimum 30-minute daily planning time is not met
Teachers will be compensated twenty dollars ($20) per occurrence when the minimum plan time is not met.
Workday
Plan Time Minimum — Minimum 30 minutes of daily planning time during student attendance day
Teachers shall receive a minimum of thirty (30) minutes of daily planning time during the student attendance day.
Retirement
Retirement Pickup Pct — Board picks up 9.0% of TRS contribution on behalf of each teacher
the Board shall pick up and pay to the Illinois Teachers' Retirement System, on behalf of each teacher, 9.0% percent of the appropriate amount shown on the salary schedule.
Retirement
Retirement System — TRS
Board shall pick up and pay to the Illinois Teachers' Retirement System, on behalf of each teacher, 9.0% percent
Rif
Rif Recall Years — Recall rights governed by Illinois School Code Section 24-12; inverse order of dismissal applies to Groups 3 and 4
105 ILCS 5/24-12 The order of recall will be in inverse order of dismissal in Groups 3 and 4 among qualified to hold a position.
Other
Rif Settlement Payment — Teachers terminated due to reduction in force receive per diem substitute rate multiplied by unused accumulated sick leave days
Teachers who are terminated due to a reduction in force (lay-off) shall receive a payment equal to the then current per diem rate for substitutes times the number of unused accumulated sick leave days of the teacher.
Compensation
Salary Lanes Count — Eight education lanes: BS, BS+16, BS+24, MS, MS+8, MS+16, MS+24, MS+32
APPENDIX A FY22 Salary Schedule columns: BS | BS+16 | BS+24 | MS | MS+8 | MS+16 | MS+24 | MS+32
Compensation
Salary Steps Count — 21 experience steps visible on FY22 salary schedule
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APPENDIX A FY22 Salary Schedule shows steps 0-20 (21 total steps)
Leave
Sick Days Annual — 15 sick days per year for first 10 years of teaching; 18 days for years 11-20; 21 days thereafter
a teacher will be allowed in each school year fifteen (15) school days with full pay in each school year the first ten (10) years of teaching in the District, eighteen (18) school days with full pay for years eleven (11) through twenty (20)
Leave
Sick Leave Max Days — Maximum sick leave accumulation of 360 school days
This allowance is cumulative to a maximum of three hundred sixty (360) school days.
Compensation
Step Increase — Experience step increase 2.3% annually
FY22 Salary Schedule: Experience = 2.3%
Compensation
Trs Retiree Health Pickup — Board pays 1.24% of salary for TRS retiree health insurance contribution
The Board shall also pay the 1.24% of one percent the total amount of retiree health insurance contribution.
Compensation
Tuition Reimbursement Graduate — $150 per semester hour for graduate education; $200 per hour for special ed, computer science, or shortage areas
The Board of Education shall pay One hundred fifty ($150.00) dollars per semester hour to each teacher for tuition and other expenses for education beyond the Bachelor's degree. For such courses the Board will pay Two-hundred ($200.00) dollars per semester hour.