Retirement
Annuity Plan 403b — Administrative costs capped at thirty-five hundred dollars annually
Employees, who elect to do so, are able to participate in and contribute to a 403b Plan. As long as administrative costs for 403b contributions remain under thirty-five hundred dollars ($3500) annually, the District will bear the burden of those administrative costs.
Grievance
Arbitration Binding — Binding arbitration available at Step 4; arbitrator has no right to amend, modify, nullify, ignore, add to or subtract from provisions of agreement
The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from the provisions of this agreement. They shall consider and decide only the specific issues submitted to them in writing.
Compensation
Ba Max Salary — $22.20 per hour for HS Diploma, Step 15
Step 15 HS Diploma $22.20
Compensation
Ba Min Salary — $18.00 per hour for HS Diploma, Step 1
Step 1 HS Diploma $18.00
Compensation
Base Salary Increase Yr1 — 5% annual salary increase
During the Retirement Period, the teachers annual salary increase shall be five percent (5%). However, a teacher's creditable earnings during the Retirement Period shall not increase by more than six percent (6%) annually.
Compensation
Base Salary Increase Yr2 — Forty-eight dollars per hour for 2026 school year for additional events
and forty eight dollars ($48) for the 2026 school year When a teacher who is receiving a stipend for an organized group organizes an event for the stipended activity, this activity shall be exempt from further payment.
Compensation
Base Salary Increase Yr3 — 4.0% wage increase per hour for 2026-2027
The wages of an Educational Support Personnel Employee employed during the prior school year shall be increased a flat percentage increase as indicated in the chart below: 2026-2027 4.0%
Leave
Bereavement Days — Three (3) days of paid bereavement leave for immediate family or immediate step-family death; additional two (2) days for spouse, domestic partner, parent, or child death
All full-time employees shall receive three (3) days of paid bereavement leave for each incidence where death has occurred in the immediate family or immediate step-family, as defined in Section 24-6 of the School Code. An additional two days of paid bereavement leave shall be provided for spouse, domestic partner, parent, or child death.
Insurance
Cafeteria Plan Cap — Thirty-five hundred dollars per year for Health Flexible Spending Account
The Board will pay all expenses that are incurred of the development and management of a Cafeteria Plan up to thirty-five hundred dollars ($3500) a year for a Health Flexible Spending Account which will be available for all employees to use.
Other
Committee Work Reimbursement — Forty-six dollars per hour for 2024 school year
Employees who are requested by the administration to work on committees and/or curriculum development after school shall receive forty-six dollars ($46) per hour for the 2024 school year, forty-seven dollars ($47) for the 2025 school year, and forty-eight dollars ($48) for the 2026 school years.
Workday
Contract Days Teacher — Regular teacher workday shall not exceed 7 hours and 20 minutes
The Board agrees that the length of the regular teacher workday shall not exceed seven (7) hours and twenty (20) minutes. Teachers will attend a grade specific Open House, as well as one (1) additional grade specific academic performance or event as determined by Administration.
Insurance
Dental Coverage — Board pays 100% of single premium HMO dental up to $20/month cap; 50% of excess
For all full-time employees, the Board will pay one hundred percent (100%) of the actual single premium for HMO coverage up to a monthly premium expense cap of twenty dollars ($20). Once the monthly premium exceeds twenty dollars ($20), the Board will contribute fifty percent (50%) of the excess amount.
Evaluation
Evaluation Cycle Years — All new custodial and paraprofessionals shall have a sixty working day performance review during probationary period
All new custodial and paraprofessionals shall have a sixty working day performance review to evaluate the quality of their performance on the job. This shall be the probationary period of the employee, during such time the employee may be disciplined or discharged without recourse.
Grievance
Grievance Steps — Step 1: building principal; Step 2: Superintendent; Step 3: Board of Education; Step 4: binding arbitration
Step 1 with building principal; Step 2 with Superintendent or designee; Step 3 with Board of Education; Step 4 may be submitted to binding arbitration within twenty (20) days after receipt of the Step 3 decision.
Insurance
Health Family Premium — Board contributes 75% of lowest-cost family coverage HMO insurance
For all full-time employees, the Board will contribute eighty percent (75%) of the premium of the lowest-cost family coverage HMO insurance.
Insurance
Health Single Premium — Board contributes 60% of employee-plus-one HMO dental premium with $40/month cap; 50% of excess
Employee-plus-one, the Board will contribute sixty percent (60%) of the employee-plus-one HMO premium with a monthly premium expense cap of forty dollars ($40). Once the monthly premium exceeds forty dollars ($40), the Board will contribute fifty percent (50%) of the excess amount.
Workday
Instructional Minutes Day — Full-time custodians shall not work more than 40 hours per week without prior permission
Full-time custodians will not be allowed to work past their forty (40) hour workweek (except when responding to alarms) without prior permission from a supervisor. Any and all weekly hours in excess of forty (40) must be decided prior to the working of the excess hours.
Compensation
Lane Advancement Allowed — Teacher Lane Change Increases provided for BA to BA+10 ($1,000), BA+10 to BA+15 ($1,000), BA+15 to MA ($5,000), MA to MA+10 ($1,500), MA+10 to MA+20 ($1,500), MA+20 to MA+45 ($2,500)
Salary will be increased for a lane change as indicated in the chart below: BA to BA 10 $1,000; BA 10 to BA 15 $1,000; BA 15 to MA $5,000; MA to MA 10 $1,500; MA 10 to MA 20 $1,500; MA 20 to MA 45 $2,500
Compensation
Nationally Board Certified Stipend — Two thousand dollars for Nationally Board Certified Teachers
Any teacher who successfully completes and becomes a Nationally Board Certified Teacher shall receive a stipend of two thousand dollars ($2,000).
Compensation
Off Schedule Bonus Yr1 — Five hundred dollars additional for classroom supplies for teachers in 10th, 20th, 30th, or 40th year of service
Upon request, prior to October 1 of the applicable school year, all Teachers who begin their tenth (10th), twentieth (20th), thirtieth (30th), or fortieth (40th) year of service in the District shall receive an additional five hundred dollars ($500) for classroom supplies.
Leave
Personal Days Annual — Two (2) personal leave days per school year at full pay for personal or legal business
The Board shall grant to all members two (2) personal leave days per school year at full pay for the purpose of conducting personal or legal business or appointments which cannot be accomplished on a non-school hours.
Other
Protection Indemnification — Board provides indemnification and protection for claims in accordance with School Code
The Board shall provide indemnification and protection for claims, suits, and liability against Union members that arise in the course of employment in accordance with the School Code and as may be permitted by law.
Retirement
Retirement Benefits Custodial — Twenty-five dollars per day for unused accumulated sick days up to 210 days
The Board will also pay the eligible paraprofessionals and custodian twenty-five dollars ($25) per day for any unused accumulated sick days not applied to retirement, not to exceed two hundred ten (210) days for paraprofessionals and custodians.
Retirement
Retirement Health Insurance Contribution — Not to exceed two thousand five hundred dollars per year
For any custodian and paraprofessional who wishes to retire and has at least twenty-five (25) years giving one (1) year notice of service to the district, the Board will contribute to the individual retiree's health insurance premium an amount not to exceed two thousand five hundred dollars ($2500) per year.
Retirement
Retirement System — TRS (Teachers Retirement System)
Teachers must submit their request in writing to the Superintendent by March 1 setting forth a desired retirement date. A teacher with twenty-five years (25) of service in the District who submits a retirement notice by March 1 shall retire within four or fewer school years.
Rif
Rif Recall Years — Recalled teacher has seven (7) calendar days to inform District of position acceptance
A recalled teacher shall have seven (7) calendar days to inform the District that they accept the position. Teachers who do not accept a position shall be stricken from the recall list and their recall rights terminated.
Compensation
Salary Lanes Count — Three educational support salary lanes shown in schedule
Educational support schedules with multiple lanes
Compensation
Salary Steps Count — 16 salary steps (Steps 1-16 visible in schedules)
Steps 1 through 16 in Educational Support Personnel tables
Leave
Sick Days Annual — Accumulation available for retirees
The Board will also pay the eligible paraprofessionals and custodian twenty-five dollars ($25) per day for any unused accumulated sick days not applied to retirement, not to exceed two hundred ten (210) days for paraprofessionals and custodians.
Leave
Sick Leave Max Days — Maximum 30 working days may be withdrawn from sick leave bank after FMLA exhaustion
The maximum number of days that an employee shall be permitted to withdraw from the sick leave bank after the exhaustion of the FMLA leave period is 30 working days.
Compensation
Substitute Pay Rate — Either hourly rate or substitute pay, whichever is greater
If a paraprofessional who possesses at least a sub-certificate is asked to substitute for a teacher, then s/he shall receive either their hourly rate or substitute pay, whichever is greater.
Compensation
Teaching Workshops Rate — Forty-six dollars per hour for 2024 school year
Teachers who conduct a forty-five (45) minute to an hour workshop at the request of the administration shall be compensated forty-six dollars ($46) per hour for the 2024 school year, forty-seven dollars ($47) for the 2025 school year, and forty-eight dollars ($48) for the 2026 school year.
Compensation
Tuition Reimbursement Cap — Two thousand five hundred dollars per school year for graduate level courses
Each regularly employed full-time teacher and licensed nurse that has worked in the district for two (2) full consecutive years shall be entitled to tuition reimbursement for graduate level courses. The yearly cap per employee shall be two thousand five hundred dollars ($2500) per school year.
Compensation
Uniform Allotment — Three (3) complete uniforms (nine articles of clothing)
Upon completion of probation, each employee shall receive an initial allotment of three (3) complete uniforms (nine articles of clothing). Thereafter, the District shall provide each employee with an additional uniform each year.
Other
Union Dues Deduction — Union dues deduction authorized in writing by employee
The District shall deduct from an employee's paycheck Union dues if the employee has authorized the dues deduction in writing. At the beginning of each school year, the Union shall provide to the District the dues payroll deduction list.
Insurance
Vision Coverage — Board makes vision insurance available at no cost to the district
The Board shall make vision insurance available, at no cost to the district, provided the number of members meet the required policy minimum.
Compensation
Work Year Days — One hundred eighty (180) working days
The pay of full-time paraprofessionals will be computed on the basis of one hundred eighty (180) working days in the year. If such employee is docked at any time, pay adjustment shall be based upon the per diem rate of 1/180th of his/her salary.
Leave
Workers Compensation Vacation — Vacation time not lost if eligible for Worker's Compensation
If an employee is not working and is eligible for Worker's compensation, vacation time shall not be lost and shall remain available to the employee for use as per contract.