Compensation
Activity Supervisor Extra Duty — Activity Supervisor
ACTIVITY SUPERVISOR $25.00 PER EVENT
Other
Agreement Duration — Agreement effective first day of school 2025 through beginning of school 2028
The Agreement shall be effective as of the first day of school, 2025 and shall continue in force until the beginning of school, 2028.
Compensation
Am Supervisor Extra Duty — AM Supervisor
AM SUPERVISOR $650.00 PER YEAR
Grievance
Arbitration Binding — Final and binding arbitration through AAA or FMCS
If the grievant is not satisfied with the disposition of the grievance at Step 3, the Association may submit the grievance to final and binding arbitration conducted by the American Arbitration Association or Federal Mediation and Conciliation Service.
Other
Arbitration Fee Sharing — Fees and expenses of arbitrator shared equally by both parties
The fees and expenses of the arbitrator shall be shared equally by both parties.
Compensation
Assignment Notification Days — Teaching assignments will not be changed within 30 days prior to start of school year unless legally or physically unable to fulfill responsibility
Teaching assignments will not be changed within 30 days prior to the start of school year unless a teacher is determined to be legally or physically unable to fulfill a teaching responsibility for which he/she was previously scheduled to teach.
Grievance
Association Representative Conference — Employee may be accompanied by Association representative in any conference concerning employment
An employee may at his request be accompanied by a representative of the Association when involved in any conference concerning employment.
Compensation
Ba Max Salary — 2025-26 (w/o TRS) Bachelor's Degree Year 12
2025-26 (w/o TRS) Year 12 Bachelors 59473
Compensation
Ba Min Salary — 2025-26 (w/o TRS) Bachelor's Degree Year 1
2025-26 (w/o TRS) Year 1 Bachelors 44106
Compensation
Base Salary Increase Yr1 — Salary schedule in Appendix for 2025-2028 term
For the 2025 – 2028 school term, full-time teachers shall be compensated pursuant to the salary schedule and extra-curricular pay schedule in the Appendix which is incorporated in this contract.
Leave
Bereavement Days — Up to three bereavement days per year
An allowance shall be granted up to, but not exceeding, three (3) bereavement days per year.
Grievance
Board Appearance Right — Teacher required to appear before Board given reasonable prior notice of reasons and entitled to counsel of their choosing at their cost
When a teacher is required to appear before the Board, concerning any matter which could directly affect the continuation of that teacher in this employment, the teacher shall be given reasonable prior notice of the reasons for such meeting and shall be entitled to counsel of his/her choosing at their cost.
Compensation
Building Technology Coordinator Extra Duty — Building Technology Coordinator
BUILDING TECHNOLOGY COORDINATOR $600.00 PER YEAR
Compensation
Bus Trip Supervisor Extra Duty — Bus Trip Supervisor
BUS TRIP SUPERVISOR $20.00 PER HOUR
Rif
Continuous Service Definition — Continuous service defined as continuous length of service within district in position requiring certification, beginning on first working day
Continuous service shall be defined as the continuous length of service within the district in a position requiring certification. Accumulation of continuous service shall begin on the employee's first working day in a position requiring certification.
Workday
Contract Days Teacher — Teacher work day shall not exceed 7 1/2 hours including preparation and lunch
The teacher work day shall not exceed 7 1/2 hours including preparation periods and lunch periods unless professional duties mandate additional time.
Compensation
Detention Supervisor Extra Duty — Detention Supervisor
DETENTION SUPERVISOR $15.00 PER HOUR
Grievance
Disciplinary Due Process — No teacher disciplined without sufficient cause; grounds must be provided in writing; no suspension without pay without cause
No teacher shall be disciplined including warnings, reprimands and suspensions, without sufficient cause. The specific grounds forming the basis for disciplinary action will be made available to the teacher and the Association in writing. No teacher will be suspended without pay without cause.
Compensation
District Athletic Director Extra Duty — District Athletic Director
District Athletic Director $12,000 PER YEAR
Compensation
Driver Education Extra Duty — Driver Education Extra Driving
DRIVER EDUCATION EXTRA DRIVING $30.00 PER HOUR
Compensation
Esports Advisor Stipend Year1 — eSports Advisor stipend Year 1 (w/o TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Esports Advisor Stipend Year1 With Trs — eSports Advisor stipend Year 1 (w/ TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Esports Advisor Stipend Year2 — eSports Advisor stipend Year 2 (w/o TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Esports Advisor Stipend Year2 With Trs — eSports Advisor stipend Year 2 (w/ TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Esports Advisor Stipend Year3 — eSports Advisor stipend Year 3 (w/o TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Esports Advisor Stipend Year3 With Trs — eSports Advisor stipend Year 3 (w/ TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Evaluation
Evaluation Cycle Years — Annual summative evaluations for all teachers
If a tenured teacher receives a summative evaluation rating of 'Unsatisfactory', the teacher will be placed on a remediation plan for a period of ninety (90) school days.
Other
Extra Curricular Assignments Consent — Extra-curricular assignments in first contract; additional duties after initial contract require teacher consent
Extra-curricular assignments will be made in a teacher's first contract with the district. After the initial contract, additional extra-curricular duties shall not be assigned without the consent of the teacher.
Workday
Extra Duty Substitution Pay — Substituting teacher paid $25 per period at junior/senior level and pro-rata at elementary for covering absent teacher's class
If during an unassigned period a teacher agrees to cover the class of an absent teacher, the substituting teacher will be paid at a rate of $25 per period at the junior/senior level and a pro-rata basis at the elementary.
Compensation
Grant Incentive Stipend — One-time stipend for grants: 10% of grant amount or $900, whichever is less
The Board shall pay a one-time stipend to any teacher who successfully applies for and obtains, on behalf of the district, any new first year grants for student educational programs. Such stipend shall be an amount equal to ten percent (10%) of the grant or Nine hundred dollars ($900.00), whichever is less.
Grievance
Grievance Steps — Step 1: Supervisor; Step 2: Superintendent; Step 3: School Board; Step 4: Arbitration
STEP 1--Within ten (10) school days of when the alleged violation should reasonably have become known, the employee or the Association shall present the grievance in writing to the supervisor involved.
Compensation
Hard To Fill Bonus — Sign-on bonus up to $2000 for hard to fill teacher positions, teacher must maintain position in Stark County for minimum 4 years or repay entire bonus
The Board shall have the ability to offer sign on bonuses up to $2000 for 'hard to fill' teacher positions as outlined by the Illinois State Board of Education. The teacher must maintain their position in Stark County for a minimum of four years or pay the entire bonus back by June 30th of their final year.
Insurance
Health Insurance Board Contribution — Board contribution for health insurance coverage for 2024-25
The Stark County CUSD #100 Board of Education will increase the board contribution for health insurance coverage to $9219.48 for the 2024-25 school year.
Insurance
Health Single Premium — Board contributes 100% of lowest offered plan (Maximum District Contribution MDC)
Health Insurance will be offered to all full-time teachers. The maximum monthly amount the Board of Education will contribute toward the cost of an individual health insurance premium is 100% of the lowest offered plan (Maximum District Contribution MDC).
Compensation
Homebound Teacher Extra Duty — Homebound Teacher
HOMEBOUND TEACHER $25.00 PER HOUR
Insurance
Hsa Employer Contribution — District contribution to HSA at $100 per month for High Deductible Health Plan
Teachers who elect an available High Deductible Health Plan (HDHP) option offered by the District will be entitled to a District contribution to their Health Savings Account (HSA) at a rate of $100 per month.
Other
Ihsa Bass Fishing Program — IHSA Bass Fishing added to stipend schedule; second season with union assessment of commitment and comparison to other stipend positions
this will be our second season of IHSA Bass Fishing; we have worked with the union to assess the level of commitment and comparison to other stipend positions and have agreed upon the stipend grouping
Compensation
In House In Service Presenter Extra Duty — In-House In-Service Presenter
IN-HOUSE IN-SERVICE PRESENTER $50.00 PER HOUR
Compensation
Instructional Coach Extra Duty — Instructional Coach
Instructional Coach $5000 PER YEAR
Compensation
Instructional Coach Stipend — Instructional Coach stipend for 2024-25 school year
A faculty member represented in the Collective Bargaining Agreement placed in the role of an Instructional Coach will receive a stipend of $5,000 for the 2024-25 school year. 40 weeks x 5 hours/week x $25/hour = $5,000.00
Workday
Instructional Minutes Day — Elementary School—Maximum 390 minutes student contact time per employee work day, including preparation time
At the Elementary School—Maximum 390 minutes' student contact time per employee work day, including preparation time.
Compensation
Junior High Speech Stipend Year1 — Junior High Speech stipend Year 1 (w/o TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Junior High Speech Stipend Year1 With Trs — Junior High Speech stipend Year 1 (w/ TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Junior High Speech Stipend Year2 — Junior High Speech stipend Year 2 (w/o TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Junior High Speech Stipend Year2 With Trs — Junior High Speech stipend Year 2 (w/ TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Junior High Speech Stipend Year3 — Junior High Speech stipend Year 3 (w/o TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Junior High Speech Stipend Year3 With Trs — Junior High Speech stipend Year 3 (w/ TRS)
After the Pilot Year in 2023-24 for implementation of eSports as an IHSA Activity, and Junior High Speech, a stipend will be added as follows, beginning in the 2024-25 school year.
Compensation
Longevity Pay — Longevity pay of 2% for employees with 20+ years service, one-time basis from step 19 to 20
Longevity pay is for employees with 20 or more years of service, an additional 2% of their respective salary on the salary schedule (BA+8 through MA+32) on a one-time basis from step 19 to step 20.
Compensation
Ma Max Salary — 2025-26 (w/o TRS) Masters Degree Year 13
2025-26 (w/o TRS) Year 13 Masters 63421
Compensation
Ma Min Salary — 2025-26 (w/o TRS) Masters Degree Year 1
2025-26 (w/o TRS) Year 1 Masters 45789
Other
Mediation Cost Sharing — Costs of mediation shared equally by Association and Board
The costs of mediation, if any, shall be shared equally by the Association and the Board.
Other
Medication Dispensing — Teachers not required to dispense medication but may be required to monitor students taking medication
Teachers shall not be required to dispense medication, but may be required to monitor students who take medication.
Other
No Reprisals — No reprisals against employee for grievance participation
No reprisals shall be taken by the Board or the administration against any employee because of the employee's participation in a grievance.
Other
No Strike Provision — Neither Association nor teachers shall instigate, aid, or engage in strike or withholding of services from District #100 during agreement duration
Neither the Association nor any teacher shall instigate, aid, or engage in any strike or withholding of services from District #100 for the duration of this Agreement.
Compensation
Noon Supervisor Extra Duty — Noon Supervisor
NOON SUPERVISOR $1000.00 PER YEAR
Compensation
Off Schedule Bonus Yr1 — 6% retirement incentive salary increase for each year of eligibility
For each year of eligibility the Teacher's base salary will be increased by six percent (6%) over the Teacher's base salary for the prior year of employment.
Compensation
Overload Compensation Formula — Overload paid pro-rata: (Annual salary / 180) / 7.5) x (# of teaching days)
An overload shall be defined as any class assigned to a teacher in grades 6 – 12 that is in addition to the teachers' normal teaching load. The overload shall be paid on a pro-rata basis of the teachers' salary using the following formula: ((Teacher's annual contracted salary) / 180) /7.5) x (# of teaching days for which the overload is contracted)
Grievance
Parent Student Complaint Investigation — No disciplinary action from parent/student complaint until teacher notified and investigation occurs through administrative-teacher conference
No disciplinary action shall be initiated against a teacher as a result of a parent or student complaint until the teacher has been notified of the complaint and an investigation has taken place. Notification shall take place through an administrative-teacher conference. The teacher may request the presence of a representative of the Association at such a conference.
Leave
Part Time Service Seniority — Service as a part-time teacher shall not count toward seniority
Service as a part-time teacher shall not count toward seniority.
Workday
Payroll Frequency — Employees receive salary on 12-month basis via bi-monthly direct deposit
Paychecks will be received by direct deposit by the 5th and the 20th of each month. Employees will receive their salary on a 12-month basis.