Other
Academic Freedom — Academic freedom granted to certified teaching employees; grievable only at Board level
Academic freedom shall be granted to all certified teaching employees, provided, however, that the employees exercise this freedom under the educational program and policy of the Board. This clause is grievable only to the Board level and is non-reviewable.
Other
Agreement Duration End — August 15, 2027
shall remain in full force and effect until the 15th day of August, 2027
Other
Agreement Duration Start — August 16, 2023
This Agreement shall be effective on the 16th day of August, 2023
Grievance
Arbitration Binding — Binding arbitration available as 4th and final step
If the decision at Step 3 is not satisfactory, there shall be available a 4th and final step of binding arbitration. The decision and/or award of the arbitrator shall be binding upon the parties.
Other
Association Business Leave — Two (2) delegates to the annual convention of the Illinois Education Association-NEA, without loss of pay, are authorized by the Board; all expenses including substitute pay borne by Steger Education Association
Two (2) delegates to the annual convention of the Illinois Education Association-NEA, without loss of pay, are authorized by the Board, providing all expenses for the delegate to said convention are borne by the Steger Education Association.
Compensation
Ba Max Salary — MA educational credit advancement: $1,500 added to base salary
Teachers obtaining additional educational credits: BA15 $1,000; MA $1,500; MA15 $1,000; MA30 $1,500 added to base salary as non-cumulative adjustment.
Compensation
Ba Min Salary — BA15 educational credit advancement: $1,000 added to base salary
Teachers obtaining additional educational credits: BA15 $1,000; MA $1,500; MA15 $1,000; MA30 $1,500 added to base salary as non-cumulative adjustment.
Compensation
Base Salary Increase Yr1 — $5,000 increase to salary of returning teachers; $4,000 increase to starting pay (base salary)
Year 1 (2023-2024): $5,000 increase to salary of returning teachers; $4,000 increase to starting pay (base salary)
Compensation
Base Salary Increase Yr2 — $4,000 increase to salary of returning teachers; $3,000 increase to starting pay (base salary)
Year 2 (2024-2025): $4,000 increase to salary of returning teachers; $3,000 increase to starting pay (base salary)
Compensation
Base Salary Increase Yr3 — 5.50% increase to salary of returning teachers; 4.50% increase to starting pay (base salary)
Year 3 (2025-2026): 5.50% increase to salary of returning teachers; 4.50% increase to starting pay (base salary)
Leave
Bereavement Days — Leave for sick member of immediate family may be granted up to one (1) year without pay
A leave of absence from the School District without pay or increment up to one (1) year may be granted for the purpose of caring for a sick member of the teacher's immediate family.
Leave
Birth Adoption Leave Nontenured — Non-tenured teachers may take sick leave commencing on work days immediately following birth for amount not to exceed 30 days, plus remainder of current school year without pay
Non-tenured teachers may take a sick leave commencing on the work days immediately following birth for the amount of their total sick days not to exceed 30 days, plus remainder of current school year without pay.
Leave
Birth Adoption Leave Tenured — Tenured teachers with tenure may take sick leave commencing on work days immediately following birth for amount not to exceed 30 days, plus one additional school year leave without pay
Teachers with tenure may take a sick leave commencing on the work days immediately following birth for the amount of their total sick days not to exceed 30 days, plus one additional school year without pay.
Other
Building Plc Meetings — One meeting per week, 2:50 p.m. to 3:35 p.m., one per month administration directed
Building PLC meetings shall be held one time per week each week school is in session. Said meetings shall start at 2:50 p.m. and end at 3:35 p.m. Each month, one of such meetings shall be administration directed.
Other
Class Size Grievance — Teacher can initiate process with Building Principal regarding class roster/caseload concerns
In cases where a teacher believes that their class roster and/or caseload is causing an adverse impact, the teacher, along with his/her Department or Grade Level Chair, may initiate the following process: Bring the concern(s) to the Building Principal.
Other
Concert Requirement — one nightly concert per year
Director will conduct the Grade 5 Choir in one nightly concert per year, with associated dress rehearsals.
Workday
Contract Days Teacher — School calendar established by Board; evening parent-teacher conferences up to 2 days
The Association agrees that up to two (2) days of evening parent-teacher conferences will be incorporated within the official school calendar within the six and one-half (6 1/2)-hour school day.
Other
Cpdu Requirement — Minimum 24 CPDUs per year in aggregate provided by district
The district shall provide a minimum of twenty-four (24) CPDU's per year, in aggregate, for teachers. The administration shall be responsible for determining the CPDU topics.
Insurance
Dental Coverage — Dental group insurance to be established when sufficient participation achieved
At the earliest time possible and when sufficient level of participation has been achieved, an employees' dental group shall be established. Dental insurance shall be purchased at employee expense.
Other
Distribution Method — Electronic copy to each bargaining unit member; electronic version on District website
The Board will send an electronic copy of this Agreement to each member of the bargaining unit and post an electronic version on the District website.
Insurance
Employee Premium Share Pct — Employee pays 10% of HMO single premium
HMO Employee 90% board, 10% employee contribution
Evaluation
Evaluation Conference Timeline — Conference held within 10 school days following classroom observation
A copy of each formal written evaluation shall be given to the teacher and a conference shall be held between the teacher and the evaluator within ten (10) school days following the classroom observation.
Evaluation
Evaluation Cycle Years — Tenured teachers evaluated at least once every two school years
Each teacher in contractual continued service will be evaluated at least one (1) time in the course of every two (2) school years.
Evaluation
Evaluation Observation Minutes — Classroom observation minimum 30 consecutive minutes
Each formal written evaluation shall be preceded by at least one (1) classroom observation of at least thirty (30) consecutive minutes.
Evaluation
Evaluation Probationary — Non-tenured teachers formally evaluated up to 3 times during probationary year
A probationary teacher shall formally be evaluated up to three (3) times during each probationary year, provided that there shall be one evaluation in each of the first two trimesters, and that all evaluations shall be completed by the end of the second trimester.
Evaluation
Evaluation Rating Scale — Four ratings: excellent, proficient, needs improvement, unsatisfactory
The evaluator will rate the teacher's performance as "excellent", "proficient", "needs improvement", and "unsatisfactory".
Other
Extracurricular Positions — Can be removed only for just cause with notice by May 1; can be mandated if no qualified volunteers
Teachers may be removed from such positions for the following school year if a written notice with reasons given for removal is provided by May 1. Otherwise, teachers shall retain such positions from year to year.
Compensation
Grade Level Meetings Hourly Rate — Grade level meetings compensated at thirty dollars per hour
Teachers attending, including the Grade Level Chairs, shall be paid at the rate of thirty dollars ($30.00) per hour. Additional meetings will be compensated at thirty dollars ($30.00) per hour.
Compensation
Grade Level Meetings Required Count — Teachers will be required to attend up to six grade level meetings, if mutually agreed upon
Teachers will be required to attend up to six grade level meetings, if mutually agreed upon. The meetings shall be meaningful and relevant to the teachers.
Grievance
Grievance Definition — A grievance is a written complaint by a teacher, group of teachers, or the Association alleging violation, misinterpretation, or misapplication of provisions of this Agreement
A grievance is defined as, and limited to, a written complaint by a teacher, a group of teachers, or the Association alleging that there has been a violation, misinterpretation, or misapplication of the provisions of this Agreement.
Grievance
Grievance No Retaliation — A teacher who participates in the grievance procedure shall not be subjected to disciplinary action or reprisal because of such participation
A teacher who participates in the grievance procedure shall not be subjected to disciplinary action or reprisal because of such participation.
Grievance
Grievance Steps — Informal Conference, Principal Level, Superintendent Level, Board Level, Arbitration
A grievance shall first be discussed with the appropriate administrator. Principal level: within five (5) working days. Superintendent level: within five (5) working days. Board level: within thirty (30) working days. Arbitration: 4th and final step.
Grievance
Grievance Timeline — All grievances must be presented promptly and in no event any later than fifteen (15) working days from the date of the condition or action giving rise to the complaint
All grievances must be presented promptly and in no event any later than fifteen (15) working days from the date of the condition or action giving rise to the complaint.
Insurance
Health Single Premium — HMO Employee coverage at 90% board contribution
The Board's contribution toward the hospitalization and major medical insurance premium for teachers whose only group coverage is in a District 194 plan: Employee HMO 90%
Other
Instructional Materials Objection Procedure — Objections in writing to Superintendent; advisory committee reviews; Board decision final
Objections and complaints regarding the use of any instructional methods or materials must be in writing and submitted to the Superintendent. Written objections and complaints will be reviewed by an advisory committee.
Workday
Instructional Minutes Day — 6.5-hour school day
The Association agrees that up to two (2) days of evening parent-teacher conferences will be incorporated within the official school calendar within the six and one-half (6 1/2)-hour school day.
Other
Intent To Return Deadline — Teachers who notify the Board in writing by March 15 of their intent to return to the District shall be notified in writing by end of school term of their tentative teaching assignment
Teachers who notify the Board in writing by March 15 of their intent to return to the District shall be notified in writing by the end of the school term of their tentative teaching assignment.
Other
Jury Duty Pay — Teachers called for jury duty are expected to serve unless disqualified and will not lose regular pay but must pay to District all monies received for such service, exclusive of payment for transportation
Teachers called for jury duty are expected to serve unless disqualified and will not lose regular pay but must pay to the District all monies received for such service, exclusive of payment for transportation.
Compensation
Ma Max Salary — $45,547.43
FY 2023 MA step 4: $45,547.43
Compensation
Ma Min Salary — $43,200.16
FY 2023 MA step 0: $43,200.16
Other
Memorandum Of Understanding Effective Date — 2022-2023 school year
Noon-Duty Supervision commencing with the 2022-2023 school year.
Leave
Military Leave — Military leave shall be provided and administered as required by state and federal law
Military leave shall be provided and administered as required by state and federal law.
Other
No Strike — The Association agrees not to strike, not to engage in any work stoppages, and not to picket
The Association agrees not to strike, not to engage in any work stoppages, and not to picket, any of which of the foregoing in any manner would tend to disrupt the operation of any public school in District 194.
Other
Non Past Practice — Does not constitute past practice, custom, or course of dealing for other bargaining units
This Memorandum of Understanding does not constitute, and shall not be interpreted as, a past practice, custom, or course of dealing applicable to any other bargaining unit member.
Compensation
Noon Duty Supervision Rate — $30 per period
The rate of compensation for noon-duty supervision shall be $30 per period.
Compensation
Off Schedule Bonus Yr1 — One-time retention bonus of $1,000 payable to teachers employed at the District during the 2022-2023 school year and who returned to work at the District in the 2023-2024 school year
One-time retention bonus of $1,000 payable to teachers employed at the District during the 2022-2023 school year and who returned to work at the District in the 2023-2024 school year. This bonus shall be paid in two equal installments, one in October 2023 and one in May 2024.
Compensation
Off Schedule Bonus Yr3 — All teachers who worked in the previous school year and return will receive a retainment stipend of $750 in 2025-2026.
All teachers who worked in the previous school year and return will receive a retainment stipend of $750 in 2025-2026.
Other
Open House Requirement — One open house per year required; additional open houses compensated; max 1.5 hours
Employees shall be required to attend one open house per year. Employees who are required to attend more than one open house per year shall be compensated for their time spent at such additional open houses. Open houses shall not exceed one and one-half (1 1/2) hours in length.
Other
Payroll Deductions Union Dues — Following receipt of written authorization from an employee, the Board will commence payroll deductions in an amount certified by the Union for dues, assessments, or fees no later than 30 days after receipt
Following receipt of written authorization from an employee, the Board will commence payroll deductions in an amount certified by the Union for dues, assessments, or fees no later than 30 days after receipt of said authorization.
Leave
Personal Days Annual — payroll deductions available for tax-sheltered annuity and other qualified professional organizations
Upon written request of the employee, salary deductions shall also be made for: Credit Union; Tax-sheltered annuity approved by the Board; United Way; Other qualified professional organizations.
Other
Personnel File Inspection Rights — Upon appropriate request and in the presence of a designated school employee, teacher may inspect, copy, or reproduce file contents except credentials, letters of recommendation, and confidential matters
Upon appropriate request by the teacher and in the presence of a designated school employee, he/she shall be permitted to inspect, copy, or reproduce anything in his/her file except credentials and letters of recommendation or other like matters of a confidential nature.
Other
Personnel File Official Location — Only one (1) official file shall be kept for teachers at the administration office; copies of building-related material may be maintained at the building(s) to which the teacher is assigned
Only one (1) official file shall be kept for teachers. It shall be at the administration office and shall contain all employment-related material.
Workday
Planning Periods Elementary — Elementary teachers receive equivalent of six thirty-minute planning periods weekly
All full-time elementary teachers will be given the equivalent of six (6), thirty (30)-minute planning periods per week. Individual planning time of 200 minutes for full-time elementary school teachers will be guaranteed for Art, Music and Physical Education.
Workday
Planning Periods Middle School — Full-time middle school teachers given equivalent of one full period planning time daily
All full-time middle school teachers shall be given the equivalent of one (1) full period of individual and team planning time each school day, subject to passing periods and lunch period.
Workday
Planning Time Minimum — Planning time minimum 15 consecutive minutes
Planning time shall be a minimum of fifteen (15) consecutive minutes.
Compensation
Professional Development Committee Attendance Requirement — A member must have been in attendance seventy-five percent of the time the committee met to qualify for any reimbursement
A member must have been in attendance seventy-five percent (75%) of the time the committee met to qualify for any reimbursement.
Compensation
Professional Development Committee Hourly Rate — Teachers serving on Professional Development Committees receive thirty dollars per hour for attendance
Teachers who serve on Professional Development Committees shall receive thirty dollars ($30.00) per hour for attendance (timesheet verification), provided evidence of attendance and completion is furnished the administration.
Leave
Professional Leave — Certified teaching personnel may be granted leave to attend conferences, meetings, workshops, and other professional meetings beneficial or related to the work of the schools
Certified teaching personnel may be granted leave, upon approval of the Superintendent or his/her designee, with the authorization from the Board, to attend professional meetings beneficial or related to the work of the schools.
Retirement
Retirement Pickup Pct — TRS creditable earnings cannot increase by more than 6% in any given year to avoid triggering Board liability for TRS penalties
The parties agree that any TRS creditable compensation and/or benefit increases shall not exceed the maximum amount which results in an employee's retirement annuity being fully funded by the Illinois Teacher Retirement System, without Board liability. Any increase shall not be more than 6% or otherwise be increased so as to create Board liability for any portion of the retirement annuity or result in any Board-paid penalty to TRS.
Retirement
Retirement System — Illinois Teacher Retirement System (TRS)
Employee must be a participant in the Illinois Teacher Retirement System. Qualify for retirement under the Illinois Teacher Retirement System without cost or penalty to the Board of Education.