Grievance
Arbitration Binding — true
If the grievance is not satisfactorily resolved at Step 3, the grievance may proceed to binding arbitration. The decision of the arbitrator shall be final and binding on the parties.
Compensation
Ba Min Salary — Mechanic Step 1-2, 2023-2024 hourly rate
Mechanic 1-2 $15.35
Compensation
Base Salary Increase Yr1 — Increase from 2023-2024 to 2024-2025 based on mechanic example: (15.73-15.35)/15.35 = 2.47%, average across classifications approximately 2.53%
Mechanic 2023: $15.35 to 2024: $15.73; Cook 2023: $18.04 to 2024: $18.49
Leave
Bereavement Days — Three days per death, up to two deaths per school year
each employee shall be allowed three days of absence per death, up to two (2) deaths per school year without loss of pay.
Workday
Contract Days Teacher — Minimum 185 days school term with 176 days actual pupil attendance
Each school board shall annually prepare a calendar for the school term, specifying the opening and closing dates and providing a minimum term of at least 185 days to ensure 176 days of actual pupil attendance.
Insurance
Employee Premium Share Pct — Employee share determined by plan selection and premium amount
The St. Elmo Community Unit District #202 shall contribute $345 per month for the 2020-2022 school year towards the flexible benefits plan for each full time employee who chooses the cash option of the flexible benefits plan.
Leave
Evaluation Cycle Years — At least once every school year
Employees shall be evaluated at least once every school year.
Grievance
Grievance Steps — Four-step grievance procedure: Step 1 (supervisor), Step 2 (Superintendent), Step 3 (Board), Step 4 (arbitration)
Step I, Step 2, Step 3, Step 4 - If the grievance is not satisfactorily resolved at Step 3, the grievance may proceed to binding arbitration.
Insurance
Health Single Premium — Medical insurance available; employer contributes $600 per month toward premium
The St. Elmo CUSD #202 will pay $600 per month towards the premium for any full time teacher choosing the medical insurance option of the 125K Plan.
Insurance
Hsa Employer Contribution — District contributes $345 per month for cash option of flexible benefits plan
The St. Elmo Community Unit District #202 shall contribute $345 per month for the 2020-2022 school year towards the flexible benefits plan for each full time employee who chooses the cash option.
Workday
Instructional Minutes Day — Normal teaching load not to exceed 6 hours elementary, 8 of 9 periods secondary; max 35 hours pupil contact weekly
The normal teaching load shall not exceed six (6) teaching hours at the elementary level, and eight (8) out of nine (9) periods at the high school and junior high school. The teacher's schedule shall not exceed thirty-five (35) hours of pupil contact weekly.
Compensation
Lane Advancement Allowed — true
Graduate hours accepted by an accredited university or college which could count toward an advanced degree in the teaching field, or coursework directed by the administration if not towards an advanced degree, of the individual employee will be counted toward horizontal advancement of the salary schedule.
Compensation
Longevity Bonus — 18-22 years: 2.0% of base salary not to exceed $800; 23+ years: 3.0% of base salary not to exceed $800
18—22 years = 2.0% of base salary, not to exceed $800; 23+ years = 3.0% of base salary, not to exceed $800
Compensation
Perfect Attendance Bonus — 9-month employee: $250 per semester (total $500 annually); 12-month employee: $300 per semester (total $600 annually)
Any 9-month employee with perfect attendance will receive a $250 bonus on January 15 and July 15 (2 bonuses—total of $500 annually). 12-month employee: $300 bonus each.
Leave
Personal Days Annual — Five days of sick leave may be granted for personal leave with administrator approval
Five (5) days of sick leave may be granted to employees with the administrator's approval, for personal leave
Retirement
Retirement Pickup Pct — Board pays current IMRF employee contribution percentage on behalf of employee
the Board of Education agrees to pay out of the above salary schedule the current IMRF percentage of each employee's salary to the Illinois Municipal Retirement Fund (IMRF) on behalf of each employee
Retirement
Retirement System — IMRF (Illinois Municipal Retirement Fund)
the Board of Education agrees to pay out of the above salary schedule the current IMRF percentage of each employee's salary to the Illinois Municipal Retirement Fund (IMRF) on behalf of each employee
Rif
Rif Recall Years — Recall within one calendar year from beginning of following school term
If the Board has any vacancies for the following school term or within one (1) calendar year from the beginning of the following school term, the positions thereby becoming available within a specific category of position shall be tendered to the employees so removed or dismissed
Compensation
Salary Lanes Count — Ten distinct job classifications (Library Aide, AER Monitor, Teacher Aide, Custodian, Cook, Head Cook, Mechanic, Secretary, Bus Drivers, Bus Aide, Lunchroom Clerk)
Salary schedule includes: Library Aide, AER Monitor, Teacher Aide, Custodian, Cook, Head Cook, Mechanic, Secretary, Bus Drivers, Bus Aide, Lunchroom Clerk
Compensation
Salary Steps Count — Experience steps on salary schedule (1-2, 3-4, 5-6, 7-8, 9-10, 11+)
Salary schedule shows steps: 1-2, 3-4, 5-6, 7-8, 9-10, 11+ for all classifications
Leave
Sick Days Annual — 15 days of sick leave per year
✓
All employees shall be entitled to fifteen (15) days of sick leave per year, which can accumulate up to (240) days.
Leave
Sick Leave Max Days — Maximum accumulation of 240 days
All employees shall be entitled to fifteen (15) days of sick leave per year, which can accumulate up to (240) days.
Compensation
Step Increase — Salary schedule shows step advancement by experience bands; specific percentage not stated
Placement on the salary schedule is based on years of experience in that specific classification.