Grievance
Arbitration Binding — true
If the grievance is not resolved satisfactorily at Step 2, there shall be available a third step of impartial, binding arbitration. The arbitrator's decision shall be final and binding upon the parties.
Compensation
Behavior Intervention Differential — $1.00 per hour more than base salary for Teaching Assistants working with student with BIP or hygiene requirements
Teaching Assistants working in a resource setting with a student who has a BIP or Hygiene requirements, will earn $1.00 more per hour over their base salary.
Leave
Bereavement Days — Sick leave defined to include serious illness or death in immediate family or household
Sick leave shall be interpreted to mean personal illness, quarantine at home, or serious illness or death in the immediate family or household.
Workday
Contract Days Teacher — Custodial/Maintenance full-time employees work 260 paid days per year
CUSTODIAL/MAINTENANCE Full-time 8 40 Included *refer to language below. 260
Insurance
Dental Coverage — true
✓
The Board shall provide hospital and major medical insurance and dental insurance, individual or family coverage, at the employee's request.
Other
Emergency Closing Teaching Assistants — Teaching assistants are not expected to work on emergency days when school is closed
Teaching assistants are not expected to work on emergency days when school is closed.
Evaluation
Evaluation Cycle — Probationary: at least 1 time during 6-month period; First 2 years: annually; After 2 years: at least every other year
Probationary employees shall be evaluated by his/her immediate supervisor at least one (1) time during the six (6) month probationary period. First two years of employment – annually. After first two years of employment – at least every other year.
Grievance
Grievance Steps — Three-step grievance procedure: Step 1 - immediate supervisor, Step 2 - Superintendent, Step 3 - binding arbitration
Step 1: If the grievance cannot be resolved informally... Step 2: If the grievant is not satisfied... Step 3: If the grievance is not resolved satisfactorily at Step 2, there shall be available a third step of impartial, binding arbitration.
Insurance
Health Single Premium — Board and employee share varies by classification: 50%/50%, 60%/40%, or 80%/20% based on employee type and plan selection
The cost of insurance shall be split between the Board and the employees as follows. Classification Board share Employee share Full-time employees (30 or more hours per week) 50% 50%
Compensation
High Needs Program Differential — $2.00 per hour more than base salary for Teaching Assistants in Instructional High Needs programs
Teaching Assistants working in Instructional High Needs programs (including Jefferson ECC & Transition), will earn $2.00 more per hour over their base hourly wage.
Insurance
Hsa Employer Contribution — $500 for single coverage or $1000 for family coverage contributed to HSA for High Deductible Health Plan
The District shall offer a High Deductible Health Plan to all full-time employees working a minimum of 205 days per year. To offset the higher deductible the District will contribute $500 for single coverage and $1000 for family coverage into a Health Savings Account (HSA).
Other
Longevity Stipend — Longevity stipend based on years of district service: 10-14.99 years = $500, 15-19.99 = $600, 20-24.99 = $700, 25+ = $900, paid June
Employees in the district will receive the longevity stipend listed below based on the years of district service calculated by seniority. 10.00 – 14.99 $500.00
Other
Overtime Compensatory Cap — Maximum 45 hours of compensatory time can be earned in a contract year; must be used same year or cashed in
Only forty-five (45) hours of compensatory time can be earned in a contract year. Use of compensatory time must be approved by the employee's immediate supervisor. Compensatory time earned must be used during the contract year in which it is earned or cashed in for pay.
Leave
Personal Days Annual — 2 personal days per year for full-time and part-time employees working minimum 15 hours per week, prorated for part-time
All full-time employees and part-time employees, who work a minimum of 15 hours per week, are entitled to two (2) personal days per year (prorated for part-time employees).
Other
Post Employment Compensation — Base post-employment compensation of $600 for employees retiring with 15+ full-time years of IMRF creditable service; additional $50 per year for service beyond 15 years up to maximum $1,100
The Board shall recognize the service of classified employees who have rendered a total of at least fifteen (15) full-time years of IMRF creditable service to District 200 preceding retirement shall receive Post-Employment Compensation of $600.00.
Compensation
Rbt Certification Differential — $4.00 additional for RBT-certified Teaching Assistants in High Needs or Transition (total $6.00 over base)
Teaching Assistants who have completed a 40-hour Registered Behavior Technician Certification program, and who are working in an Instructional High Needs self-contained classroom or Transition will receive an additional $4.00 for a total of $6.00 over their base hourly rate.
Retirement
Retirement System — IMRF (Illinois Municipal Retirement Fund)
Employees who retire with more than fifteen (15) full-time years of IMRF creditable service to District 200 preceding retirement and who are eligible and approved for retirement in the retirement program of the Illinois Municipal Retirement Fund shall receive an additional $50.00 per year.
Rif
Rif Recall Years — One calendar year recall period for RIF'd employees - positions must be offered if vacancies occur within one calendar year from beginning of following school term
If the Board has any vacancies for the following school term or within one calendar year from the beginning of the following school term, the position thereby becoming available within the specific classifications shall be tendered to the employee(s) so removed or dismissed.
Other
Shift Differential — $0.32 per hour shift differential for second shift employees (excluding night shift supervisors hired after 6/30/2001)
Second shift employees (excluding night shift supervisors hired after June 30, 2001) shall be paid a $.32 differential.
Compensation
Sick Days Annual — 13 days per year for full-time employees and part-time employees working minimum 15 hours per week, prorated for part-time
All full-time employees and part-time employees, who work a minimum of 15 hours per week, are entitled to sick leave earned at the rate of 13 days per year (prorated for part-time employees).
Leave
Sick Leave Max Days — Unlimited accumulation; unused sick days submitted to IMRF upon separation for IMRF service credit
Unused sick days will accumulate from year to year and will be submitted to IMRF upon separation from the district for IMRF service credit.
Compensation
Step Increase — Annual step movement on salary schedule - schedules found in Appendix C for July 1, 2025 through June 30, 2028
During the term of this Agreement, employees shall be paid in accordance with salary schedules found in Appendix C for the years July 1, 2025 through June 30, 2028.
Insurance
Vision Coverage — false
No specific vision insurance coverage mentioned in the agreement