Grievance
Arbitration Binding — true
In the event the Union is not satisfied with the disposition of the grievance at Step 3, the grievance may be submitted to binding arbitration within ten (10) school days after receipt of the Board's decision in Step 3.
Compensation
Ba Min Salary — BA-minimum base salary (Lane BA, Step 1) for 2023-2024
Appendix A 2023-2024 Salary Schedule: Step 1 Lane I BA: $52,673
Compensation
Base Salary Increase Yr1 — Schedule increases from 2023-2024 to 2024-2025 range approximately 2.8% to 3.0% across lanes
2023-2024 BA Step 1: $52,673; 2024-2025 BA Step 1: $54,187. Increase: $1,514 or 2.87%
Leave
Bereavement Days — Up to 3 days per incident for death of immediate family member
Teachers shall be entitled to up to three (3) days of bereavement leave per incident, without loss of pay, for the death of an immediate family member
Workday
Contract Days Teacher — 2023-2024: 183 total work days (176 student contact days + 7 additional teacher work days). Subsequent years: 182 days (176 student contact + 6 additional days)
For the 2023-2024 school year, the total number of teacher work days shall not exceed one hundred eighty-three (183) days (176 student contact days and 7 additional teacher work days).
Insurance
Dental Coverage — true
A joint insurance committee composed of up to three (3) representatives of the District and up to three (3) members of the WNTA may meet as initiated by the WNTA President and the Chief School Business Official or designee no later than March 15 to review the District's health insurance plan(s) in terms of existing coverage and benefits.
Insurance
Employee Premium Share Pct — 2024-2025 and beyond: Board pays 100% of individual HMO/PPO single premium
Upon reduction, for the 2024-2025 school term and subsequent school terms, the Board agrees to: (1) Provide and pay for 100% of the premium for individual HMO or PPO medical coverage.
Evaluation
Evaluation Cycle Years — Evaluation per West Northfield Teacher Appraisal Plan and Instrument, developed and reviewed yearly by WNTA and Board/Administration standing Evaluation Committee
Teachers shall be evaluated in accordance with the West Northfield Teacher Appraisal Plan and Instrument. This instrument shall be developed, reviewed, and revised (if necessary) on a yearly basis through the cooperation of the WNTA and Board / Administration through a standing Evaluation Committee
Grievance
Grievance Steps — Four-step grievance procedure: Step 1 (building principal), Step 2 (Superintendent), Step 3 (Board), Step 4 (binding arbitration)
Step 1: building principal; Step 2: Superintendent; Step 3: Board of Education; Step 4: binding arbitration with arbitrator selected per American Arbitration Association procedures
Insurance
Health Family Premium — 2024-2025 and beyond: Board contributes 100% of individual PPO single premium plus up to $250/month additional for family coverage
If the Teacher selects a family insurance plan, the Board agrees to contribute an amount equal to 100% of the individual PPO medical coverage plus up to an additional two hundred fifty dollars ($250.00) not to exceed the total cost of the selected plan
Insurance
Health Single Premium — 2023-2024: Board contributes up to $1,200.75/month for single coverage (approximately $14,409 annually)
For the 2023-2024 school term, the Board agrees to pay up to $1,200.75 (not to exceed the total cost of the selected plan) per month towards the premium for individual major medical coverage.
Compensation
Lane Advancement Allowed — true
Horizontal movement on the salary schedule may be accomplished by successfully completing coursework. For coursework to apply toward horizontal movement on the salary schedule, the following shall apply: (1) The coursework shall be at the graduate level, Master's Degree or higher.
Compensation
Off Schedule Bonus Yr1 — Voluntary Retirement Program: First year of 4-year contract receives difference between actual base salary increase and 6% increase in lump sum in June
For the first year of the final four years, the teacher shall receive any difference between the base salary increase received for that year and the 6% increase in a lump sum in June of that year.
Leave
Personal Days Annual — Full-time teachers: 3 personal days per year; Part-time teachers: 1 personal day per year
Each full-time teacher shall be granted three (3) personal leave days per school year, without deduction in pay. Part Time teachers shall be granted one (1) personal leave day per school year.
Retirement
Retirement System — TRS (Teachers' Retirement System of Illinois)
Is eligible to retire under the Teachers' Retirement System (TRS).
Compensation
Salary Lanes Count — Five education lanes: Lane I (BA), Lane II (BA+16), Lane III (MA), Lane IV (MA+16), Lane V (MA+32)
Step Lane I Lane II Lane III Lane IV Lane V BA BA+16 MA MA+16 MA+32
Compensation
Salary Steps Count — Maximum of 30 steps on salary schedule (Lane V extends to Step 30)
✓
Appendix A: Lane V Step 30: $127,283
Leave
Sick Days Annual — Years 1-4: 10 days; Years 5-10: 15 days; Years 11+: 20 days
Each full-time teacher shall be granted the following amount of sick leave per school year, without deduction in pay: Years one (1) through four (4) of employment: Ten (10) days each year; Years five (5) through ten (10) of employment: Fifteen (15) days each year; Years eleven (11) and beyond: Twenty (20) days each year