Grievance
Arbitration Binding — true
the Association may submit the grievance to final and binding arbitration under the Voluntary Labor Arbitration Association
Compensation
Ba Min Salary — BA minimum base salary (Lane BA, Step 1) for 2025-2026
2025-26 BA Step 1: $47,802 per Salary Schedule 2025-2026
Compensation
Base Salary Increase Yr1 — Salary schedule increase from 2024-2025 to 2025-2026 (implied from step comparison)
2025-2026 salary schedule reflects increase from prior year base schedules
Compensation
Base Salary Increase Yr2 — Salary increase from 2025-2026 to 2026-2027 approximately 2.2% based on schedule comparison
2026-2027 salary schedule reflects increases; BA Step 1: $48,686 (from $47,802 in 2025-2026)
Compensation
Base Salary Increase Yr3 — Salary increase from 2026-2027 to 2027-2028 approximately 2.2% based on schedule comparison
2027-2028 salary schedule reflects increases; BA Step 1: $49,830 (from $48,686 in 2026-2027)
Leave
Bereavement Days — 5 days of bereavement leave per year for death of immediate family or household member
Each full-time member of the bargaining unit shall be allowed five (5) days of absence per year without loss of pay bereaved by the death of members of the immediate family
Workday
Contract Days Teacher — Teaching staff contract days per school year (standard Illinois school year)
School Support Professionals including Social Worker - 185, School Counselor - 185, School Psychologist - 190, School Nurse - 190
Insurance
Dental Coverage — Multiple benefit plan options available; dental coverage presumed included but not explicitly stated
Multiple benefit plan options will be available to all employees
Insurance
Employee Premium Share Pct — Employee responsible for any premium costs in excess of Board contribution amount
Any premium cost in excess of the foregoing amount shall be deducted from the employee's salary
Evaluation
Evaluation Cycle Years — Annual evaluation cycle; PERA joint evaluation committee meets at least once each year to review district evaluation plan
The district PERA joint evaluation committee shall be made up of an equal number of representatives from the Association and the District. The PERA joint committee will meet at least once each year to review the district's evaluation plan
Grievance
Grievance Steps — 3-step grievance procedure: Step 1 (supervisor), Step 2 (Superintendent), Step 3 (arbitration)
The grievant or Association shall present to the supervisor immediately involved the grievance in writing within twenty (20) days (Step 1); refer to Superintendent (Step 2); submit to final and binding arbitration (Step 3)
Insurance
Health Single Premium — Board contribution to health insurance is $775/month for 2025-2026, equaling $9,300 annually
The Board of Education shall contribute $775 a month for the 2025-2026 school year
Compensation
Lane Advancement Allowed — true
Teachers who earn credit in graduate courses or other courses as approved by the Superintendent may advance horizontally on the salary schedule provided the following requirements have been met.
Compensation
Ma Min Salary — MA minimum base salary (Lane MA, Step 1) for 2025-2026
✓
2025-26 MA Step 1: $52,047 per Salary Schedule 2025-2026
Leave
Personal Days Annual — 3 days of personal leave without loss of pay
Each employee is entitled to three (3) days of personal leave without loss of pay
Retirement
Retirement Pickup Pct — Employer TRS contribution is 9.4% (implied from salary schedule showing TRS 9% deduction for employee contribution)
Salary schedules show TRS 9% line item; Teacher Health Insurance Security Fund employer contribution up to 1.50%
Retirement
Retirement System — TRS (Teachers' Retirement System of Illinois)
New staff members shall be granted full credit for all outside certified teaching experience as accepted by the Illinois Retirement System
Rif
Rif Recall Years — Two years recall rights for RIF when layoffs equal or exceed 15% of FTE positions
If a position(s) become available within one (1) school year from the beginning of the school term following the layoff, or if layoffs equal or exceed 15% of the number of full-time equivalent positions, within two (2) calendar years
Compensation
Salary Lanes Count — 11 education lanes: BA, BA+8, BA+16, BA+24, MA, MA+8, MA+16, MA+24, MA+32, MA+40, MA+48
Salary schedule columns: BA, BA+8, BA+16, BA+24, MA, MA+8, MA+16, MA+24, MA+32, MA+40, MA+48
Compensation
Salary Steps Count — 22 steps on the salary schedule
Salary schedule contains 22 experience steps from Step 1 through Step 22
Leave
Sick Days Annual — 12 days of sick leave per school year without loss of pay
Each full-time member of the bargaining unit shall be entitled to twelve (12) days of sick leave per school year without loss of pay.
Leave
Sick Leave Max Days — Maximum of 340 accumulated sick days available through sick leave balloon provision for eligible retiring teachers
Upon receipt of the employee's letter of resignation for retirement, the employer shall immediately increase the employee's accumulated sick leave so that the total of such leave available to the employee shall be three hundred and forty days
Compensation
Step Increase — Step movement follows salary schedule increases; typical annual step is 2.1-2.4%
Step 1 to Step 2 on BA lane: $47,802 to $48,830 (2.1% increase); annual step movement varies by lane and position on schedule
Insurance
Vision Coverage — Multiple benefit plan options available; vision coverage presumed included but not explicitly stated
Multiple benefit plan options will be available to all employees