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CONTRACT

EPEEA
East Peoria Elementary Education
Association
East Peoria Elementary School District 86
2015 2016
2016 2017
2017 2018
2018 2019

Table of Contents
ARTICLE 1:

1.01

RECOGNITION

10

ARTICLE 2: ASSOCIATION RIGHTS

11

2.01

ASSOCIATION REPRESENTATION AT HEARINGS (11)

2.02

PERSONNEL FILE (11 12)

2.03

HARASSMENT (12)

2.04

RULES AND REGULATIONS (12)

2.05

DENIAL OF RIGHTS (12)

2.06

BOARD MEETING NOTIFICATION (12)

2.07

BOARD MEETING MINUTES (12)

2.0$

INFORMATION (12 13)

2.09

DEVELOPMENT OF PROCEDURES FOR NEGOTIATIONS (13)

2.10

ASSOCIATION COMMUNICATIONS (13)

2.11

USE OF SCHOOL EQUIPMENT/FACILITIES/SECRETARIAL ASSIST (13)

2.12

CONFIDENTIALITY OF SCHOOL AFFAIRS (14)

2.13

ASSOCIATION MEMBERSHIP EMPLOYMENT CHANGES (14)

2.14

ASSOCIATION DAYS (14)

2.15

POSTING OF CONTRACT (14)

2.16

ASSOCIATION AND ADMINISTRATION COOPERATION (14)

2.17

ASSOCIATION/ADMINISTRATION MEETINGS (14 15)

2.1$

STAFF DEVELOPMENT (15)

2.19

COMMITTEES (15)

2.20

OWNERSHIP OF WORKS (15)

2.21

EMPLOYEE DRESS AND APPEARANCE (15)

ARTICLE 3: EMPLOYMENT CONDITIONS FOR TRS ELIGIBLE LICENSED PROFESSIONAL


3.01

SCHOOL YEAR (16)

3.02

SCHEDULED DAY (16-17)

3.03

CLASS SIZE (17-18)

3.04

EMPLOYEE DISCIPLINE (18)

3.05

NEW TRS ELIGIBLE LICENSED PROFESSIONAL QUALIFICATIONS (18)

3.06

TEACHING LIMITS (18)

3.07

ASSOCIATION AND TEACHING ASSIGNMENTS (18)

3.08

TRS ELIGIBLE LICENSED PROFESSIONAL ASSIGNMENT NOTICE (18-19)

3.09

SUMMER SCHOOL POSITIONS (19)

3.10

VACANCY AND TRANSFER PROCEDURES (19 20)

3.11

INVOLUNTARY TRANSFER (20 21)

3.12

INSTRUCTIONAL MATERIALS (21)

3.13

MATERIALS AND SUPPLIES (21)

3.14

TRS ELIGIBLE LICENSED PROFESSIONAL TELEPHONE (21)

3.15

USE OF PLANNING TIME (22)

3.16

GRADES (22)

3.17

DISTRICT LIBRARY MEDIA CENTER (22)

3.18

SUPERVISING TEACHER (22)

3.19

PART-TIME TRS ELIGIBLE LICENSED PROFESSIONAL (22)

3.20

SUSPENSION (22)

3.21

NEW TRS ELIGIBLE LICENSED PROFESSIONAL (23)

3.22

INDIVIDUAL CONTRACT (23)

3.23

PROMOTION PROCEDURE (23)

16

ARTICLE 4: EMPLOYMENT CONDITIONS FOR E.S.Ps

4.01

RESIGNATION (24)

4.02

PROBATION (24)
3

24

4.03

VACANCIES (24 25)

4.04

PROGRESSIVE DISCIPLINE NON PROBATIONARY EMPLOYEES (25)

4.05

OVERTIME (25)

4.06

NOTIFICATION OF ASSIGNMENTS (25)

4.07

JOB DESCRIPTIONS

4.08

FLEX TIME (26)

4.09

EVALUATIONS (26)

4.10

BREAKS (26)

4.11

HOLIDAYS (26)

4.12

CALENDAR (27)

(25)

ARTICLE 5: SAFETY

28

5.01

STUDENT DISCIPLINE (28)

5.02

ASSAULT ON ASSOCIATION MEMBER (28)

5.03

ASSAULT LEAVE (28 29)

5.04

BOARD PROTECTION FOR ASSOCIATION MEMBERS (29)

5.05

COMPLAINTS AGAINST ASSOCIATION MEMBERS/ADMINISTRATORS (29)

5.06

UNSAFE OR HAZARDOUS CONDITIONS (30)

5.07

SECURE FACILITIES (30)

5.08

PARKING (30)

5.09

LOUNGE (30)

5.10

ASSISTANCE FOR CONTROL AND DISCIPLINE OF STUDENTS (30 31)

5.11

MEDICAL DISTRIBUTION (31)

5.12

USE OF INSECTICIDES (31)

ARTICLE 6: ESP EMPLOYMENT CONDITIONS BY CLASSIFICATION


6.01

CUSTODIANS (32)

6.02

MAINTENANCE CUSTODIAN (32 33)

6.03

MAINTENANCE (33 34)

32

6.04

AIDES (34 35)

6.05

CAFETERIA WORKERS (35)

6.06

SECRETARIES (36)

6.07

HEALTH CLERKS (36)

6.08

NURSES (36 37)

38

ARTICLE 7: TRS ELIGIBLE LICENSED PROFESSIONAL EVALUATION


7.01

JOB DESCRIPTION FOR EVALUATIONS (38)

7.02

PURPOSE OF EVALUATIONS (38)

7.03

TRS ELIGIBLE LICENSED PROFESSIONAL SUPERVISION & RESPONSIBILITY FOR BUILDING (38)

7.04

NOTICE OF EVALUATION (38)

7.05

EVALUATION TIMELINE (38 39)

7.06

EVALUATION COMMITTEE (39)

ARTICLE 8: TRS ELIGIBLE LICENSED PROFESSIONAL REDUCTION IN FORCE

8.01

REDUCTION IN FORCE (40)

8.02

STAFF REDUCTION PROCEDURES (40)

8.03

SENIORITY (40)

8.04

MAINTAINING AND POSTING OF SENIORITY LISTS (40)

8.05

TERMINATION OF SENIORITY (41)

ARTICE 9: ESP REDUCTION IN FORCE

-42

9.01

REDUCTION IN FORCE (42)

9.02

SENIORITY (42)

9.03

MAINTAINING AND POSTING SENIORITY LIST (43)

9.04

39

RECALL (43)

ARTICLE 10: PAYROLL

10.01

PAY DAYS (44)

10.02

MILEAGE REIMBURSEMENT (44)

10.03

EMPLOYEE PAYROLL DEDUCTIONS (44 46)


-

44

ARTICLE 11: COMPENSATION & FRINGE BENEFITS FOR TRS ELIGIBLE LICENSED PROFESSIONAL--47

11.01

SALARY (47)

11.02

PRIOR TEACHING EXPERIENCE (47)

11.03

COLLEGE STIPEND & SALARY CREDIT (47 48)

11.04

MAJOR MEDICAL AND HOSPITALIZATION INSURANCE (49 50)

11.05

LIFE INSURANCE (50)

11.06

DENTAL INSURANCE (50)

11.07

VISION INSURANCE (50)

11.08

INSURANCE FUND (50 51)

11.09

INSURANCE AFTER RETIREMENT (51)

11.10

TEACHERS RETIREMENT SYSTEM PAYMENTS (51)

11.11

T.H.I.S. FUND CONTRIBUTIONS (51)

11.12

RETIREMENT BENEFIT (51 52)

11.13

RETIREMENT INCENTIVE (52 54)

11.14

RETIREMENT GUARANTEE (54)

11.15

EMPLOYMENT INCENTIVE (54)

11.16

TWELVE-MONTH INSURANCE COVERAGE (54)

11.17

TEACHER SUBSTITUTE AFTER RETIREMENT (54)

11.18

NATIONAL BOARD FOR PROFESSIONAL TEACHING STANDARDS (54)

11.19

INSURANCE POLICIES & STATEMENTS (54 55)

11.20

SUBSTITUTES (55)

11.21

IRS ELIGIBLE LICENSED PROFESSIONAL MENTORING (55)

11.22

CONSULTING TEACHERS FOR TEACHER REMEDIATION (55)

ARTICLE 12: ESP COMPENSATION & FRINGE BENEFITS

12.01

IMRF SHELTER AND CONTRIBUTIONS (56)

12.02

GROUP INSURANCE (56)

12.03

VACATION -12 MONTH EMPLOYEES (56 57)


-

56

12.04

WAGE SCALES/LONGEVITY STIPENDS (57)

12.05

CREDITS, WORKSHOPS, SEMINARS (57 58)

12.06

RETIREMENT INCENTIVE (59)

ARTICLE 13: TRS ELIGIBLE LICENSED PROFESSIONAL LEAVES13.01

SICK LEAVE (60 61)


-

13.02 PERSONAL LEAVE (61)


13.03

EDUCATIONAL LEAVE (61 62)


-

13.04 LEAVE BENEFITS (62)


13.05

NO LEAVE DEDUCTED ON NON-SCHOOL DAYS (62)

13.06

LEAVE OF ABSENCE (62 63)


-

13.07 FAMILY AND MEDICAL LEAVE ACT LEAVE (63)


13.08

BEREAVEMENT LEAVE (63)

13.09 JUDICIAL LEAVE (63)


13.10

PERSONAL LEAVE (63 64)


-

ARTICLE 14: ESP LEAVES


14.01

SICK LEAVE (65)

14.02

BEREAVEMENT LEAVE (65)

14.03

PERSONAL

14.04

JUDICIAL LEAVE (66)

14.05

FAMILY AND MEDICAL LEAVE ACT LEAVE (66)

14.06

UNPAID LEAVES (66)

14.07

SALARY SCHEDULE ADVANCEMENT (67)

EMERGENCY LEAVE (65 66)


-

ARTICLE 15: GRIEVANCE PROCEDURE

15.01

DEFINITION (68)

15.02

PARTY IN INTEREST (68)

15.03

TIME LIMITS (68)

15.04

CLAIM IN OTHER FORUM (68)


7

15.05

PROCEDURES (6$ 69)

15.06

ASSOCIATION PARTICIPATION (70)

15.07

ADMINISTRATION/ASSOCIATION COOPERATION (70)

15.08

NO REPRISALS (70)

15.09

RELEASED TIME (70)

15.10

FILING OF MATERIALS (70)

15.11

GRIEVANCE WITHDRAWN

SEHLEMENT (70)

ARTICLE 16: EFfECT OF AGREEMENT

16.01

COMPLETE UNDERSTANDING (71)

16.02

LEGALITY OF AGREEMENT (71)

16.03

MANAGEMENT RIGHTS (71)

16.04

NO STRIKE CLAUSE (71)

16.05

WAIVER (71)

16.06

CONTRACTUAL AMENDMENTS (72)

16.07

DISTRICT REORGANIZATION (72)

16.08

TERM OF AGREEMENT (72)

A.01

2015 2016 (73 74)

A.02

2016 2017 (75 76)

A.03

2017 2018 (77 78)

A.04

20182019(7879)

A.04

ESP SALARY SCHEDULE (80)

71

73

APPENDIX A: SALARIES
-

APPENDIX B: SUPPLEMENTAL DUTIES AND STIPENDS


B.01

SUPPLEMENTAL DUTIES (81)

B.02

SUPPLEMENTAL DUTIES PAYROLL PROCEDURES (81)

B.03

SENIORITY BONUS (81)

B.04

ADDITIONAL PAY (81)


8

81

B.05

RESPONSIBILITY (82)

B.06

EXTRA DUTY FROM GRANTS (82)

B.07

CELL ADJUSTMENT (82)

3.08

MISCELLANEOUS (82)

B.09

SUPPLEMENTAL DUTY

/ STIPEND SCHEDULE (83

84)

APPENDIX D: MEMORANDUM Of UNDERSTANDING


INDEX
APPENDIX E: DURATION OF AGREEMENT

94

ARTICLE 1: RECOGNITION

1.01

RECOGNITION

The East Peoria Elementary School District No. 86 Board of Education, hereinafter
referred to as the Board, recognizes for the purposes of professional negotiation the
East Peoria Elementary Education Associaffon/ IEA-NEA, hereinafter referred to as the
Association, which shall be the sole and exclusive bargaining agent for:
a. All full and part-time contractual TRS eligible licensed employees, hereinafter
referred to as TRS Eligible Licensed Professional, in the School District,
except the Superintendent, Principals, Assistant Principals, and other
administrative or supervisory personnel including Technology and
Communications Supervisor AND
b. All full and part-time regularly employed non-TRS Eligible Licensed
personnel except for confidential employees including: Computer Network
Support Technician, secretary to Superintendent, receptionist, secretary to
Associate Superintendent, bookkeepers, secretary to Assistant Superintendent
for Special Services, supervisory employees including: cafeteria manager and
department
supervisor,
all
managerial
employees,
maintenance
administrative and TRS Eligible Licensed employees as defined by the Act,
hereinafter referred to as ESPs AND
c. Any section where TRS Eligible Licensed Professional and ESPs are
referred to collectively, they shall hereinafter be defined as Association
members.

10

ARTICLE 2: ASSOCIATION RIGHTS

2.01

ASSOCIATION REPRESENTATION AT HEARINGS


When any Association member is required to appear before the Board, or any
administrator or supervisor, for an investigative or pre-disciplinary hearing, meeting, or
conference, or concerning the continuation of employment or salary, except in an
emergency, prior written notice of the specific reasons for such meeting or interview
shall be provided. In addition, such Association member, upon request, shall be entitled
to have a representative of the Association present to advise and represent him/her
during such meeting or interview.

2.02

PERSONNEL FILE
Current employment records of Association member shall be maintained in the District
86 Office. The District shall keep one central file for each Association member.
Supervisors may keep working files, but material not maintained in the central file may
not provide the basis for discipline of an Association member. Upon request, an
Association member may inspect his/her files, subject to the following:
1.

Each Association member shall have the right, upon reasonable request, to
review the contents of his/her personnel file. Such review may be witnessed by
an officer or representative of the Association and must be witnessed by the
Superintendent or his designee in the Districts administrative offices.

2.

Each Association member shall have the right to attach written reaction to any of
the personnel files contents.

3.

A file review sheet shall be maintained in each personnel file indicating those
requesting information or inspecting the file.

4.

No material shall be placed in the file unless the Association member has had an
opportunity to read such material. They shall acknowledge that he/she has read
any material by affixing his/her signature on the copy to be filed.

5.

Upon reasonable request, the Board wifi reproduce any materials in the
Association members personnel file.

6.

In the event any file materials are determined to be inaccurate or unfair by legal
or grievance proceedings, such portion of materials will be removed from the
Association members file.

7.

Each Association members personnel file shall contain the following minimum
items of information.

a.

All evaluation reports from District 86 for the preceding seven (7) years,
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2.03

b.

All transcripts verifying the degree status, additional college credits, and
professional growth requirements (if applicable), and

c.

Teaching credentials supplied by the college or university (if applicable).

HARASSMENT
Association members shall report instances of harassment to one of the Districts
complaint managers, and Board Policy shall be followed.

2.04

RULES AND REGULATIONS


Board Policy and changes thereto, shall be distributed in a timely manner to each
Association (Building) Representative and the Association President.

2.05

DENIAL Of RIGHTS
The Board and the Association agree they wifi not, either directly or indirectly, deny any
Association member any right conferred to them under any statute, code, or this
Agreement based on his/her membership in the Association or his/her participation in
negotiations or the grievance process.

2.06

BOARD MEETING NOTIFICATION

The President of the Association or his/her designee shall be given written notice of any
regular or special meeting of the Board together with a copy of the agenda or statement
of purpose of such meeting at least twenty-four (24) hours prior to the scheduled time of
such meeting.
The Association shall be allowed reasonable time prior to any action to speak to any
additional matters considered at the Board of Education meeting.
2.07

BOARD MEETING MINUTES

A copy of the unofficial minutes, after being prepared wifi be sent to the Association
President.
2.08

INFORMATION
The Association shall be furnished, upon written request and without charge, all
regularly prepared information concerning the financial status of the District which
might indude: (1) monthly working budget summary, (2) treasurers report, (3) salary,
seniority, and experience status of every full-time Association member, (4) budget and
audit final documents, and (5) all other information which wifi assist the Association in
developing programs on behalf of the Association. The Board and the Association wifi
grant within five (5) working days reasonable requests for any readily available and
pertinent information which may be subject to disclosure and necessary for the
Association to process any grievance or complaint and such other information as will
assist the Association in developing programs on behalf of the Association. Nothing
12

herein shall require the Administration or the Association to research and assemble
information.
2.09

DEVELOPMENT OF PROCEDURES FOR NEGOTIATIONS

During the course of negotiations, both parties shall meet with the purpose of affecting a
free exchange of facts, opinions, proposals, and counter-proposals; and with the
purpose of reaching a tentative agreement which shall be placed before the membership
of the Board and the Association.
2.10

ASSOCIATION COMMUNICATIONS
The Association shall have access to a bulletin board in each facility for the posting of
Association business and services. The Association shall have the reasonable use of
school mailboxes.
The Association assumes full responsibility for any violation of federal law or regulation
violated by the District delivery of such mail and further agrees to indemnify and
protect the District from any charges arising from the delivery of such mail.
The Association shall have the right to use the school buildings for business meetings at
a time when school is not in session provided that such meetings do not interfere with
instructional and/or extra-curricular activities or the normal employee workday. This
right shall be subject to reasonable regulation concerning facifity scheduling and
availabifity and may include a reasonable charge for cleanup of facilities, if needed.
The Association and the Board agree that, at the request of the Association, a reasonable
time of up to one (1) hour will be made available during the Teacher Orientation
Institute (or within the first month of employment) for Association purposes.

2.11

USE OF SCHOOL EQUIPMENT/FACILITIES/SECRETARIAL ASSISTANCE

The Association shall have access to school reproduction equipment subject to


reasonable regulation pertaining to costs for supplies, expendables, and availability.
The Association shall indemnify and protect the District from any claims and liabilities
relative to the Associations use of such equipment. Such equipment may only be used
when the equipment is not in use or scheduled for use and shall not be used during
normal student school times. The Association shall promptly remit to the District the
cost of supplies, materials, and a usage charge incidental to the use of such equipment.
The Association shall promptly pay for any damages incurred during or because of the
Associations use of such equipment.
The Board agrees to make available to the Association reasonable facilities and
secretarial assistance to aid the Association in the proper execution of their assigned
duties consistent with existing practices. Each Association member may submit requests
for custodial and building maintenance services to their immediate supervisors.
13

2.12

CONFIDENTIALITY OF SCHOOL AFFAIRS

The Associations views on matters relating to supervisor/Association or Board/


Association relationships shall not be discussed in the presence of students, parents
and/or other staff.
2.13

ASSOCIATION MEMBERSHIP EMPLOYMENT CHANGES

The names, position, and salary schedtile placement of newly hired employees shall be
provided to the Association President and Membership Secretary within (7) school days
after the new employee is hired by the Board.
Notification of employment termination shall be provided to the Association President
and Membership Secretary within seven (7) school days after termination.
2.14

ASSOCIATION DAYS

In the event that the Association desires to send a representative to local, state, or
national conferences or to conduct Association business, an aggregate of nine (9) full
days with pay, per school year wifi be allowed. Additional Association days may be
granted provided that the Association assumes the cost of the corresponding substitute
teacher(s). Meetings called by the Administration involving Association leaders on
Association/District matters shall not be deducted from Association days.
2.15

POSTING OF CONTRACT

Within thirty (30) days of ratification of this Agreement, the Board shall post the signed
agreement to the District website.
2.16

ASSOCIATION AND ADMINISTRATION COOPERATION

If areas that the Association has the right to bargain, are not covered in this document,
and pertain to the entire District, the President and the Superintendent shall have the
responsibffity as allowed by their governing bodies to seek mutually agreeable
resolution.
2.17

ASSOCIATION/ADMINISTRATION MEETINGS
To better understand the problems that might confront the school system, the parties
agree that the President of the Association and/or his/her designee and the
Superintendent of Schools and/or his/her designee shall meet at least once each
semester to discuss matters of concern; and these discussions will hopefully lead to
appropriate recommendations to the Board of Education.
The Association representative(s) in each building and his/her immediate supervisor(s)
shall meet monthly for the purpose of discussing problems. The Administration shall
allow an ESP who is holding an Association officer position to switch work shifts to
attend Association meetings, or to meet with the Administration or Board with prior
Administrative approval.
14

2.18

STAFF DEVELOPMENT

Association members wifi be provided the opportunity to receive necessary and


appropriate training prior to the implementation of or significant changes to programs.
An advisory committee consisting of one teacher from each elementary building and
junior high core curriculum area, administrative representatives, and special education
representatives shall meet annually regarding the staff development program which
will be implemented on in-service days. The committee may make additional
suggestions regarding staff development programs needed within the District.
Staff development programs in which an Association member does not receive a stipend
shall be held during the Association members regular work hours except when a staff
elects to meet otherwise.
Planning of staff development programs shall be based on state direction, the expressed
needs of building school improvement plans, certification requirements, the needs and
interests of the Board, and the recommendations of the Staff Development Committee.
2.19

COMMITTEES
Committee participation outside the regular school day, for which there is no
remuneration, is voluntary.

2.20

OWNERSHIP OF WORKS
Curriculum, materials, and related educational items developed during the school day
or during the activities of a recognized District committee shall become the property of
the District with all rights thereto. All other works, educational or non-educational,
developed by an Association member shall remain the sole property of that Association
member.

2.21

EMPLOYEE DRESS AND APPEARANCE


Association members shall wear appropriate professional attire that is related to the
nature of the job assignment. Exceptions may be permitted by the Superintendent.

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ARTICLE 3: EMPLOYMENT CONDITIONS FOR TRS ELIGIBLE LICENSED


PROFESSIONALS

3.01

SCHOOL YEAR

The school year calendar shall consist of 185 days which shall include 176 student
attendance days, four (4) workshop/in-service days and five (5) emergency days.
Unused emergency days shall not become work days.

The work year for TRS Eligible Licensed Professionals shall not exceed 180 days, which
shall include the four (4) workshop/in-service days, without additional pay at the rate
of 1/180th per day.
The Associations suggested calendar, if submitted before the Superintendent supplies
the Board with a recommended calendar, wifi be attached to the Superintendents
recommended calendar. The Superintendent shall give the Association two (2) weeks
notice of the date on which he intends to submit his recommended calendar to the
Board.
The first day of school shall be designated an Institute Day. TRS Eligible Licensed
Professionals will be provided a minimum of three (3) hours of room and instructional
preparation time on that day.
Minimally, school may not be conducted on the following days:

Labor Day
Columbus Day
Veterans Day
Thanksgiving Day and the day following
Christmas Day and the two (2) calendar days preceding
New Years Day and the day following
Martin Luther King, Jr. Birthday
Presidents Day
Friday before Easter and the Monday following Easter
Spring Break Week
Memorial Day

These days and/or conditions may be changed by mutual agreement of the Association
and the Board.
3.02

SCHEDULED DAY
The work day of TRS Eligible Licensed Professionals shall not exceed seven and three
fourths (7.75) hours per day except for TRS Eligible Licensed Professionals extra-duty
assignments. Within the work day, TRS Eligible Licensed Professionals shall be on duty
16

at least 15 (fifteen) minutes before and 15 (fifteen) minutes after the student day. All TRS
Eligible Licensed Professionals shall have a duty free lunch period equal to that of the
students lunch period but no less than thirty (30) minutes. Additional minutes not
specified as supervisory minutes before and after school and the thirty (30) minutes of
duty-free lunch shall be used as additional TRS Eligible Licensed Professionals
preparation time, staff meetings, grade level meetings, staff development or any
additional duties as assigned by the Superintendent or his designee.
All primary (K-5) IRS Eligible Licensed Professionals shall have six preparation periods
per week, with at least one per day, of at least 30 minutes in length, but no less than a
full class period during student contact hours.
All middle/junior high (6-8) IRS Eligible Licensed Professionals shall have at least one
preparation period! day of at least thirty (30) minutes in length, but no less than a full
class period, during student contact hours. An effort will be made such that no TRS
Eligible Licensed Professional shall be required to teach more than four (4) standard
length consecutive classes, nor have more than three academic preparations.
Before reducing the amount of duty free preparation time, a committee of
administrators and appointed Association members shall meet to determine the amount
of such time.
All IRS Eligible Licensed Professionals shall attend and participate in all District and/or
building meetings which the administration and/or building principal have designated
as required attendance. The administration agrees not to schedule meetings or
conferences which require TRS Eligible Licensed Professionals attendance during the
TRS Eligible Licensed Professionals preparation period without timely prior notice.
On days immediately preceding holidays and on days following mandatory evening
school functions (such as Meet the Teacher night, open house, academic awards night
and Christmas shows, but excluding all time arising out of performance of
supplemental duties), for the TRS Eligible Licensed Professional actually attending such
functions, the work days shall be seven (7) continuous hours. On the first five (5) days of
student attendance at the beginning of each school year, the IRS Eligible Licensed
Professional work day shall not exceed seven (7) hours per day.
IRS Eligible Licensed Professionals shall not be required to assume the instructional
responsibility of another IRS Eligible Licensed Professionals students simultaneously
with his/her own students unless paid at the substitute rate in Appendix B.
3.03

CLASS SIZE
The District and the Association recognize that class size can affect student learning and
classroom management issues. The Board agrees to attempt to observe and maintain
reasonable class size averages subject to space availabffity, installation of experimental
or innovative programs, budgetary limitations, and/or significant school population
17

changes. If a teacher has concerns about his/her class size, he/ she may notify the
building principal and then the Association.

Special education class size shall be subject to limits as prescribed by law. Students with
known exceptional needs shall be assigned to TRS Eligible Licensed Professionals on an
equitable basis as indicated by those needs.
3.04

EMPLOYEE DISCIPLINE
Disciplinary action or official reprimands against any IRS Eligible Licensed Professional
shall be exercised only for just cause. Discipline includes, but is not limited to, warnings,
reprimands, suspensions, reductions in rank, and discharge. At the time such action is
taken, written notice of the specific grounds forming the basis for disciplinary action
will be delivered to the TRS Eligible Licensed Professional. The act of dismissal of a
tenured TRS Eligible Licensed Professional or the act of non-renewal of employment of
a non-tenured TRS Eligible Licensed Professional member and the substance of an
evaluation shall not be subject to this provision. TRS Eligible Licensed Professionals
may have an Association representative present when receiving an official reprimand or
at a disciplinary conference. The District Administration shall inform an employee of
work performance or behavior deficiencies.
In the event an Administrator requires TRS Eligible Licensed Professionals to attend a
meeting in which the discussions could in any way lead to the TRS Eligible Licensed
Professional being disciplined, the IRS Eligible Licensed Professional, upon request,
may have an Association representative present.

3.05

NEW TRS ELIGIBLE LICENSED PROFESSIONAL QUALIFICATIONS


New IRS Eligible Licensed Professionals employed by the Board for a regular teaching
assignment shall have at least a Baccalaureate Degree from an accredited college or
university and valid teaching license, and have subject matter competence in the area
taught. Valid teaching licenses are determined by the provisions of the Illinois School
Code. Any license waivers granted by the State Board of Education must be met with
agreement by the Board, Notification of such agreement wifi be given to the
Association.

3.06

TEACHING LIMITS
A IRS Eligible Licensed Professional member shall not be required to teach outside the
limits authorized by law for a person of his/her teaching licensure, or major or minor
field of study.

3.07

ASSOCIATION AND TEACHING ASSIGNMENTS


The Association shall be notified in writing of all TRS Eligible Licensed Professionals
assignments within a reasonable amount of time after the start of each school semester.

18

3.08

TRS ELIGIBLE LICENSED PROFESSIONAL ASSIGNMENT NOTICE

All TRS Eligible Licensed Professionals shall be given a written statement of intent as
to their assignment for the forthcoming school year no later than ninety (90) days
preceding the first day of the school year. Changes in assignment may become
necessary, however, and shall be effective upon written notice to the TRS Eligible
Licensed Professional. If such change is not acceptable to the TRS Eligible Licensed
Professional, he/she shall be allowed to resign within thirty (30) days after the written
notification.
Any resignation after the above mentioned provisions are governed by the Illinois School
Code.
Tentative class lists shall be made available for teacher access at least seven calendar
days prior to the first institute day.
3.09

SUMMER SCHOOL POSITIONS


Positions in a summer school program shall, to the extent feasible, be filled by regularly
appointed TRS Eligible Licensed Professionals from District 86. If positions are not filled
by TRS Eligible Licensed Professionals from within the District, the Administration may
recruit IRS Eligible Licensed Professionals from outside the District in order to meet the
needs of the identified, eligible students. Final decisions regarding employment wifi rest
with the Administration, subject to Board approval.
Summer school positions will be filled on a voluntary basis. All other summer school
activities shall be in compliance with this Agreement, and all salaries shall be paid at a
rate as set forth in Appendix B. Adjustments to this amount may be made with the
mutual agreement of the Association and the Board.

3.10

VACANCY AND TRANSFER PROCEDURES

A vacancy shall be defined as a position that has been newly created or one that
becomes vacant because the person holding that position has left the District, which the
Administration deems necessary to fill. The terms vacancy or transfer shall not include a
mere reassignment/deployment of staff due to a reduction in force. An opening created
by a leave of absence shall not be considered a vacancy unless it exceeds one (1) year.
The Administration shall post on the District 86 website notice of any vacancy as
defined above, as they occur, and for the following school term. Vacancy notices will be
posted in the District Administration office and a copy will be emailed to the
Association President and/or his/her designee.
Any IRS Eligible Licensed Professional presently in Group 3 or Group 4, or eligible for
continuing contracted status in the coming school year, is eligible to apply for transfer to
a vacant position for which they are qualified and licensed.

19

Any eligible/qualified employee who is interested in applying for a specific vacancy


may do so within seven (7) days of the posting of the vacancy. Additionally, any eligible
Association member may submit to the Superintendent or his/her designee a letter of
interest indicating that he/she wishes to be considered for any vacant position that may
occur and for which he/she is qualified. Any such, letters shall be kept one file for one
(1) year. All letters/applications must be submitted in writing to the Superintendent or
his/her designee for consideration and evaluation. The Superintendent or his/her
designee shall acknowledge receipt of the application for transfer within four (4)
working days.
The Association President or his/her designee may waive the posting period
requirements if requested to do so by the Board of Education or District Administration.
Applicants for vacant positions shall be considered based upon the following as well as
any other factors the employer deems pertinent: immediate supervisors or principals
recommendation, the best interests of all students involved, educational and personal
qualifications, licenses, skills, training, past performance, and length of service to the
district. Qualified District 86 applicants wifi be given careful consideration before
anyone outside the district may be hired to fifi the vacancy. Additionally, TRS Eligible
Licensed Professionals returning from leave of absence and any who have been
involuntarily transferred wifi be given every consideration as candidates for vacancies.
A presently employed TRS Eligible Licensed Professional may not be involuntarily
placed in any vacancy during the school year unless such placement is in the best
interest of District 86 as determined by the Board. All newly hired replacements during
the school year shall be on a temporary basis to complete the semester.
Within five (5) working days of the Superintendents selection of a TRS Eligible
Licensed Professional to fill a vacancy, each eligible applicant shall receive notice of the
decision in writing. When such notice is sent to an unsuccessful applicant it shall state
the reason(s) why the request to transfer was denied.
No vacancy, except in case of an emergency, will be filled until seven (7) work days after
the vacancy notice has been posted on the District 86 website, and/or in the main office
and in each building during the school year.
Mutual requests for transfer may be granted if determined to be in the best interests of
the District.
As soon as a decision has been made, each applicant and the Association President shall
be so notified in writing as to the Boards decision.
3.11

INVOLUNTARY TRANSFER

An involuntary transfer is a change in teaching assignment in which a TRS Eligible


Licensed Professional is moved from one building to another or from one grade level to
another or one subject area to another at the same worksite without the TRS Eligible
Licensed Professionals consent. At the junior high school, a TRS Eligible Licensed
20

Professional member may be assigned one (1) class outside of his/her subject area in
order to accommodate the teaming process if allowed by Illinois School Code.
TRS Eligible Licensed Professionals shall be required to give the Administration written
notification within five (5) working days that he/she considers the transfer to be
involuntary. Failure to do so will result in the transfer being considered voluntary.
Whenever an involuntary transfer exists, the TRS Eligible Licensed Professional member
will be given every consideration for vacancies that occur during the present or
following school term, based on the following, equally-weighted criteria: district needs,
qualifications and licensure, seniority, volunteerism, experience in similar positions, and
approval of the building principal.
The rights of an involuntarily transferred IRS Eligible Licensed Professional shall be as
follows:

3.12

1.

A TRS Eligible Licensed Professional who declares a transfer to be involuntary


may make a written request to the Board to be released from his/her teaching
contract as soon as a suitable replacement can be employed. In no event shall a
TRS Eligible Licensed Professional who has requested to be released be held to
his/her teaching contract for more than thirty (30) calendar days past his/her
request.

2.

An involuntarily transferred IRS Eligible Licensed Professional must notify the


Superintendent in writing of a desire to be considered for future vacancies (by
building and position).

3.

A TRS Eligible Licensed Professional shall not be placed on a lower step on the
salary schedule as a result of an involuntary transfer.

INSTRUCTIONAL MATERIALS
Unless prevented by extraordinary circumstances, curriculum maps are found on
District 86 website and copies of all textbook Teachers manuals in each of the course or
content areas the licensed staff has been assigned to teach shall be provided prior to the
start of the school year.
Authorized representatives of the Board and committees of IRS Eligible Licensed
Professionals will meet from time to time for the purpose of considering suggestions for
appropriate instructional materials.

3.13

MATERIALS AND SUPPLIES


IRS Eligible Licensed Professional shall receive appropriate materials and supplies
necessary to perform an instructional job within reasonable financial limits.

21

3.14

TRS ELIGIBLE LICENSED PROFESSIONALS TELEPHONE


Within budgetary constraints, most school classrooms shall have a telephone. Personal
toll calls charged to the District shall be prohibited unless the employee reimburses the
District for such calls. The District and the Association expect and encourage TRS
Eligible Licensed Professionals to conduct parent conferences as deemed necessary via
the telephone, in person, or through established email.

3.15

USE OF PLANNING TIME


TRS Eligible Licensed Professionals may leave the building during non-teaching times
to attend to personal or school business provided they receive advance permission from
the principal or his designee and report back on time.
TRS Eligible Licensed Professionals may leave the building during scheduled lunch time
to attend to personal business provided they report back on time and provided said TRS
Eligible Licensed Professional notifies his/her principal or supervisor or his/her
designee prior to leaving the building.

3.16

GRADES
TRS Eligible Licensed Professionals shall administer the approved marking system or
other approved means of evaluating pupil progress. The TRS Eligible Licensed
Professional shall maintain the responsibility and right to determine grades and other
evaluations of students within the grading policies of the District based upon his/her
professional judgment of available criteria pertinent to any given subject area or activity
for which he or she is responsible.
final grades are subject to approval by the Administration and the Board.

3,17

DISTRICT LIBRARY MEDIA CENTER


The Board of Education and the Association recognize the importance of adequate TRS
Eligible Licensed Professional reference materials in order to maintain a high level of
professional performance. In furtherance of that recognition, the Board of Education
shall establish, maintain, and provide for the continued improvement of a professional
instructional materials center in the School District, and include therein professional
texts which are needed by the TRS Eligible Licensed Professionals of each school.

3.18

SUPERVISING TEACHER

All supervising TRS Eligible Licensed Professionals should possess a minimum of a


Masters degree or five (5) years of successful teaching experience or be designated a
Master Teacher by virtue of NBPTS certification. He/She shall supervise only in
his/her field of major preparation. Acceptance of student teacher supervision shall be
voluntary.

22

3.19

PART-TIME TRS ELIGIBLE LICENSED PROFESSIONALS


Part-time, non-retired, IRS Eligible Licensed Professionals shall receive salary and
fringe benefits in proportion to their percent of full-time. Such matters shall be limited
to salary, college stipends, and sick and personal leave.

3.20

SUSPENSION
Should a IRS Eligible Licensed Professional member be suspended from his/her job,
such suspension shall be in accordance with Board Policy with full benefits until such
time as the suspension is resolved.

3.21

NEW TRS ELIGIBLE LICENSED PROFESSIONALS


New IRS Eligible Licensed Professionals wifi receive notification of where to locate this
Agreement on the District website, a current copy of teacher editions, curriculum maps,
student handbook, and books to be used in the classroom as soon as they are available
to the District.
If an orientation program for new IRS Eligible Licensed Professionals is provided prior
to scheduled workshops, the Association President shall be on the agenda for the
orientation workshop for all new IRS Eligible Licensed Professionals.
All new teachers shall be assigned a mentor.

3.22

INDIVIDUAL CONTRACT
Individual IRS Eligible Licensed Professional contracts are between the IRS Eligible
Licensed Professional and the Board and shall be subject to the negotiated contract and
Illinois School Code.

3.23

PROMOTION PROCEDURE
All IRS Eligible Licensed Professionals shall be given equal opportunity to make
application and no position shall be permanently fified until all properly submitted
applications have been considered.

23

ARTICLE 4: EMPLOYMENT CONDITIONS FOR ESPs


4.01

RESIGNATION
An ESP may resign with a minimum two (2) weeks written notice.

4.02

PROBATION

A newly hired ES? shall be considered a probationary employee for the first twentyfour (24) calendar months. During the probationary period, the probationary ES? may
be disciplined, or dismissed at the sole discretion of the Board.
4.03

VACANCIES
A vacancy shall be defined as a position that has been newly created or one that
becomes vacant because the person holding that position has left the district, which the
Administration deems necessary to fill. The terms vacancy or transfer shall not include a
mere reassignment! deployment of ESPs due to a reduction in force. An opening created
by a leave of absence shall not be considered a vacancy unless it exceeds one (1) year.
The Administration shall post on the District website notice of any vacancy as defined
above, as they occur, and for the following school term. Vacancy notices wifi be posted
in the District Administration office and a copy will be e-mailed to the Association
President or his/her designee.
Any eligible/qualified ES? who is interested in applying for a specific vacancy may do
so within seven (7) days of the posting of the vacancy. Additionally, any eligible ES?
may submit to the Superintendent or his/her designee a letter of interest indicating that
he/she wishes to be considered for any vacant position that may occur and for which
he/she is qualified. Any such, letters shall be kept one file for one (1) year. All
letters/applications must be submitted in writing to the Superintendent or his/her
designee for consideration and evaluation. The Superintendent or his/her designee
shall acknowledge receipt of the application for transfer within four (4) working days.
The Association President or designee may waive the posting period requirements if
requested to do so by the Board of Education or District Administration.
Applicants for vacant positions shall be considered based upon the following as well as
any other factors the employer deems pertinent: immediate supervisors or principals
recommendation, the best interests of all students involved, educational and personal
qualifications, certifications/licenses, skifis, training, past performance, and length of
service to the district. Qualffied District 86 applicants wifi be given careful consideration
before anyone outside the district may be hired to fill the vacancy.
An ES? for a vacant paraprofessional position as defined by the Illinois School Code
must meet all requirements as outlined in the school code. The final decision rests with
the Board.
24

4.04

PROGRESSIVE DISCIPLINE

NON-PROBATIONARY EMPLOYEES

Non-probationary ESP shall not be disciplined without reason. Discipline includes, but
is not limited to: warnings, reprimands, suspensions, discipline-related reductions in
rank and discharge. At the time such action is taken, written notice of the specific
grounds forming the basis for disciplinary action wifi be delivered to the ESP and the
Association.
In all but the most serious cases of misconduct (including, but not limited to: theft,
fighting, and similarly serious offenses), the imposition of discipline wifi be handled in
such a way as to afford the ESP the opportunity to improve.
A first infraction of a non-serious nature wifi ordinarily be handled with written
warning. Repeat or multiple infractions of a non-serious nature will result in more
onerous discipline including suspension without pay and possible discharge.
Occasionally, a first infraction will merit a suspension without prior warning. Very
serious acts of misconduct wifi result in immediate discharge.

Similarly, discipline wifi commensurate with the level of the offense and the
disciplinary history, if any, of the ESP. Intentional acts will generally be dealt with more
harshly than negligent ones.
The ESP, upon request, shall be entitled to Association representation during an
investigatory meeting which may lead to disciplinary action.
4.05

OVERTIME
Overtime shall be governed by the rifles set forth in the Fair Labor Standards Act. It
shall be paid at one and one-half times the regular rate of pay. Work required on
Sunday shall be compensated at two times the regular rate of pay, regardless of
whether the ESP has worked over 40 hours in that week. The Administration shall
provide a standardized form for recording overtime hours worked.

4.06

NOTIfICATION Of ASSIGNMENTS
All ESPs shall be notified of their tentative assignments by June 30. In the event of a
change in the tentative assignment, ESPs shall be notified as soon as practical.

4.07

JOB DESCRIPTIONS

Official job descriptions for each ESP classification and extra duty position within the
District shall be maintained at the District Administration Office and shall be available
for inspection on the District website. Copies of all job descriptions and revisions
thereto when made, will be given to the Association President and posted on the
District website.

25

4.08

FLEX TIME

At the discretion of the Administration, an ESP may be allowed to flex starting and
ending times. In doing so, the ESP will not reduce the number of hours required by this
agreement.
4.09

EVALUATIONS

All ESPs shall be evaluated at least every two years. A committee will be formed which
consists of FSPs appointed by the Association and Administrators. The purpose of this
committee will be to review the evaluation instrument and procedures and propose
changes that would be approved by the Board of Education.
4.10

BREAKS
ESPs breaks and lunch periods may be taken off school grounds with prior notification
to supervisor or designee for all ESPs.

4.11

HOLIDAYS

All ESPs, except for custodians and maintenance, shall receive the following holidays off
without pay if they fall within the ESPs work year. Maintenance and custodial
employees shall receive the following holidays off and shall be paid, if and only if, a
holiday falls on a usual work day. These days and/or conditions may be changed by
mutual agreement of the Association and the Board.

4.12

Labor Day
Columbus Day
Veterans Day
Thanksgiving Day and day after
2 calendar days at Christmas
Christmas Day
New Years Eve Day and New Years Day
Presidents Day
Friday before Easter
Monday following Easter
Spring Break Week (except Maintenance and Custodial)
Memorial Day
Independence Day

CALENDAR

The school year calendar shall consist of 185 days which shall include 176 student attendance
days, four (4) workshop/in-service days and five (5) emergency days. Unused emergency
days shall not become work days.

26

ARTICLE 5: SAFETY

5.01

STUDENT DISCIPLINE

Association members shall maintain discipline in the schools. In all matters relating to
the discipline in the conduct of the school and the school children, they stand in the
relation of parents and guardians to the pupils. Student behavior for the purpose of this
Agreement shall be defined as the reasonable expectation and enforcement of a
standard of orderly student behavior to permit effectuation of the educational program.
The Administration shall provide reasonable assistance to Association members in the
exercise of student discipline.
5.02

ASSAULT ON ASSOCIATION MEMBER

Any case of assault upon an Association member during the performance of all
contractual or supplemental duty assignment shall be promptly reported to the Board
or its designee. An Association members inability to work must be verified in writing
by a physician.
An Association member who is assaulted during the actual performance of school
duties by a student, parent or school employee shall lose no pay, rights, benefits, nor
sick leave resulting from such assault except as specified elsewhere in this Agreement.
The Board shall provide legal counsel, with Association member input, to advise the
Association member of his/her rights and obligations with respect to such assault and
wifi render all reasonable assistance to the Association member in connection with
handling of the incident by law enforcement and judicial authorities. In any civil suit
instituted by an Association member, the Association member shall provide his/her
own legal counsel and pay the expense thereof.
Such request shall be executed by the Association member within seven (7) days from
the date the Association member is made aware of such need. The Board or its designee
shall execute a written reply to the Association member within five (5) days indicating
receipt of the request and stating the assistance to be provided.
5.03

ASSAULT LEAVE
A. ALLOWED DAYS

It is recognized by the Board that an Association member who is absent due to


physical disabifity resulting from a physical assault which occurs in the course of
Board employment will file for Workers Compensation payments as soon as
possible. The Board shall also pay to such Association member the difference
between his/her contractual salary (including insurance premiums, etc.) and all
benefits received under the Illinois Workers Compensation Act for up to the
maximum duration of seventy (70) days. Assault leave granted shall be charged
against sick leave at the rate of one-half (.5) day for each day absent. This Article
27

is to be read in conjunction with those rights granted under the Illinois School
Code (Section 10-21.7).
B. RETURN TO WORK
An Association member disabled as a result of physical assault, shall be retarned
to the same, or similar, position as held at the time of the incident.
5.04

BOARD PROTECTION FOR ASSOCIATION MEMBERS

Association member shall be notified promptly if any student would be a threat to that
Association members life or safety, or pose a similar threat to any student.
The Board agrees to indemnify and protect Association members against death and
bodily injury and property damage claims and suits, including defense thereof, when
damages are sought for negligent or wrongful acts allegedly committed during the
scope of employment or under direction of the Board.
Such request shall be executed by the Association member within seven (7) days from
the date the Association member is made aware of such need. The Board or its designee
shall execute a written reply to the Association member within five (5) days indicating
receipt of the request and stating the assistance to be provided.
No deduction, except for sick leave when appropriate, shall be made in the salary or
benefits of an Association member in connection with any event mentioned in this
Article without reasonable cause.
5.05

COMPLAINTS AGAINST ASSOCIATION MEMBERS/ADMINISTRATORS


An Association member shall be notified, at the most convenient time during that school
day as soon as reasonably possible, of any substantive, non-anonymous complaint
directed toward him/her by a parent of a student or another Association member.
An Association member shall notify the principal or the administration of any
substantive, non-anonymous parental complaint of the principal or the administration.
If such complaint occurs after school hours, notification of the complaint shall be made
during the next school day. Parents will be encouraged to discuss the matter with the
party involved.
Complaints which are shown to be false, shall not be placed in the Association
members personnel ifie, nor utilized in any evaluation, assignment, or
disciplinary/dismissal action against the Association member.
A parent, Association member, principal, and/or administrator conference may be held
if any of the parties deem it appropriate. Any of the parties may have a representative of
their choosing present at the conference.
All information or proceedings regarding any complaint shall be kept confidential by
the Board.
28

5.06

UNSAFE OR HAZARDOUS CONDITIONS

Association members shall not be required to work under unsafe or hazardous


conditions or to perform tasks which endanger their health, safety, or well-being.
If the Association member becomes aware of a potentially unsafe or hazardous
condition, the Association member will immediately report this situation to his/her
immediate supervisor who shall promptly investigate.
All interior rooms and hallways shall have emergency lighting as required by life/safety
regulations.
No Association member shall be required to enter a building alone or to be left alone in
a building except as may be required by his/her extra-duty assignments.
Intercoms and phones shall not be used for the purposes of evaluation, discipline, or
discharge of Association members.
The primary purpose of surveillance equipment is to secure the buildings. Surveillance
shall only occur in common areas. Survefflance equipment wifi not be utilized as a tool
in the formal employee evaluation process. All Association members shall be informed
of the use of surveillance equipment.
During the scheduled school day, a building administrator, or his/her designee, will be
present, available, and accessible in the building.
5.07

SECURE FACILITIES
The Board shall provide each IRS Eligible Licensed Professional and Aide a secure
room with lock and a separate desk. Upon request of the Association member, a
reasonable means to lock up personal and confidential items shall be provided.

5.0$

PARKING

Adequate, lighted, off-street, paved parking facilities shall be provided for Association
members use.
5.09

LOUNGE
An Association members lounge shall be provided in each building. The lounge wifi be
air-conditioned where and when possible. If the lounge cannot be air-conditioned, a
designated cooling station will be provided.

5.10

ASSISTANCE FOR CONTROL AND DISCIPLINE OF STUDENTS


The Administration shall support and assist Association members with respect to the
maintenance of control and discipline of students in the Association members assigned
work area. The Administration shall take reasonable steps to relieve situations in respect
to students who are disruptive or who repeatedly violate rules and regulations.
29

5.11

MEDICATION DISTRIBUTION

Illinois School Code Section 5/ 1O-22.21b states no TRS Eligible Licensed Professional or
ESP, except for IRS Eligible Licensed and non-IRS Eligible Licensed school nurses be
required to administer medication to students. However, if a TRS Eligible Licensed
Professional or ES? volunteers to dispense medication within the scope of his or her
employment, they must sign a waiver provided by the Board of Education each school
year. Prior to signing said waiver, the volunteer should access the District website and
read the Administration of Medication in Schools pamphlet, which outlines the law.
5.12

USE OF INSECTICIDES

The Board shall make a reasonable attempt to keep all buildings and facilities free of
unwanted rodents, pests, and insects. if insecticides or poisons are used, the
Administration shall notify Association members prior to theft application. The District
shall make such applications only at times when Association members and students are
not present following the standards and regulations governing those materials.

30

ARTICLE 6: ESP EMPLOYMENT CONDITIONS BY CLASSIFICATION

6.01

CUSTODIANS

A.

Full-time Custodians shall work five (5), eight (8) hour work days per week.

B.

Hours and shifts shall be determined by the District.

C.

A 30 minute meal period, uninterrupted except for emergencies, shall be allowed.

D.

Any Custodian called to return to work outside of his/her regularly scheduled


shift shall be paid a minimum of two (2) hours at the appropriate (regular or
overtime) rate.

E.

On days when school is cancelled prior to the start of the day because of
dangerous road conditions, Custodians shall make every reasonable effort to
report to work. Any Custodian, who after making every reasonable effort,
determines that he/she is unable to report to work, may elect instead to notify
the Administration that he/she plans to use a personal holiday or vacation day.
In the event of extremely hazardous conditions, the Administration may, at its
discretion, excuse, with pay, one or more Custodians from reporting to work. If
the Administration excuses, with pay, one or more Custodians from reporting to
work, any Custodian who is required to report to work, shall receive pay for the
actual hours worked and shall also receive inclement weather credit,
equivalent to the actual hours worked which may be used in the future as time
off with pay. Any employee, who wishes to use inclement weather credit, must
receive prior approval from his/her supervisor.

F.

All extra duty work wifi be offered/assigned on the most senior person within
job category first, next senior second and so on. Extra custodial work is defined
as work arising from District special events, and which is outside of the scope of
services ordinarily provided by either Association members or contractors
regularly providing custodial work to the District. Extra custodial work under
this section shall not include seasonal or special projects work.

G.

New custodians shall be placed on the ESP wage schedule between steps 11 and
16; however, the District and Association may mutually agree to a placement to
20 steps above the highest identified beginning step for any of these positions.

6.02

MAINTENANCE CUSTODIAN

A.

Full-time Maintenance Custodians shall work five (5), eight-hoar (8) work days
per week.

B.

Hours and shifts shall be determined by Administration.

C.

A thirty-minute (30) meal period, uninterrupted except for emergencies, shall be


allowed.

D.

Any Maintenance Custodian called to return to work outside of his/her regularly


scheduled shift shall be paid a minimum of two (2) hours at the appropriate
(regular or overtime) rate.

E.

On days when school is cancelled prior to the start of the day because of
dangerous road conditions, Maintenance Custodians shall make every reasonable
effort to report to work. Any Maintenance Custodian, who after making every
reasonable effort, determines that he/she is unable to report to work, may elect
instead to notify the Administration that he/she plans to use a personal holiday
In the event of extremely hazardous conditions, the
or vacation day.
Administration may, at its discretion, excuse, with pay, one or more Maintenance
Custodians from reporting to work. If the Administration excuses, with pay, one
or more Maintenance Custodians from reporting to work, any Maintenance
Custodian who is required to report to work, shall receive pay for the actual
hours worked and shall also receive inclement weather credit, equivalent to the
actual hours worked which may be used in the future as time off with pay. Any
Maintenance Custodian, who wishes to use inclement weather credit, must
receive prior approval from his/her supervisor.

F.

All extra duty work wifi be offered /assigned on the most senior person within
job category first, next senior second, and so on. Extra custodial work is
defined as work arising from District special events, and which is outside of the
scope of services ordinarily provided by either Association members or
contractors regularly providing custodial work to the District. Extra custodial
work under this section shall not include seasonal or special projects work.

G.

New maintenance custodians shall be placed on the ESP wage schedule between
steps 11 and 16; however, the District and Association may mutually agree to
placement up to 20 steps above the highest identified beginning step for this
position.

32

MAINTENANCE

6.03

A.

Full-time Maintenance Personnel shall work five (5), eight (8) hour work days
per week, exclusive of lunch.

B.

Hours and shifts shall be determined by the District Administration.

C.

A 30 minute meal period, uninterrupted except for emergencies, shall be


allowed.

D.

Any Maintenance Personnel called to return to work outside of his/her regularly


scheduled shift shall be paid a minimum of two (2) hours at the appropriate rate
(regular or overtime).

E.

On days when school is cancelled prior to the start of the day because of
dangerous road conditions, District Maintenance Personnel shall make every
reasonable effort to report to work. Any District Maintenance Personnel, who
after making every reasonable effort, determines that he/she is unable to report
to work, may elect instead to notify the Administration that he/she plans to use a
personal holiday or vacation day. In the event of extremely hazardous
conditions, the Administration may at its discretion, excuse, with pay, one or
more District Maintenance Personnel from reporting to work. If the
Administration excuses, with pay, one or more District Maintenance Personnel
from reporting to work, any District Maintenance Personnel who is required to
report to work, shall receive pay for the actual hours worked and shall also
receive inclement weather credit, equivalent to the actual hours worked which
may be used in the future as time off with pay. Any employee, who wishes to use
inclement weather credit, must receive prior approval from his/her supervisor.

F.

Overtime and extra custodial/maintenance work shall be offered to


maintenance bargaining unit members on a rotating basis starting with the most
senior employee first before the work is offered to non-maintenance unit
members or people outside the bargaining unit. In the event an employee is not
available or eligible based on classification for such overtime, that employee shall
be bypassed until the rotation of the list is complete.
Extra custodial/maintenance work is defined as work arising from District
special events, and which is outside of the scope of services ordinarily provided
by either Association members or contractors regularly providing maintenance
work to the District. Extra maintenance work under this section shall not include
seasonal or special projects work.
G.

New Maintenance 1 employees shall be placed on the ESP wage schedule


between steps 29 and 34. New Maintenance 2 employees shall be placed on the
ESP wage schedule between steps 11 and 16; however, the District and
Association may mutually agree to a placement up to 20 steps above the highest
identified beginning step for any of these positions.
33

6.04

AIDES
A. Full-time Aides shall work the same days as the regular teaching staff.
B. An Aides workday shall not exceed 7-3/4 hours per day. Within the 7-3/4 hour
workday, an Aide shall be on duty at least 15 minutes before and 15 minutes
after the student day. On the last work day preceding a holiday, in-service days
and early dismissal days, Aides shall be released when TRS Eligible Licensed
Professionals are dismissed without loss of pay. Aides may be required to
attend school functions outside of their normal 38 hour work week, if and
only if, the Principal determines there is a justifiable reason to attend.
C. Aides shall have a 30 (thirty) minute duty free lunch period plus 15 (fifteen)
minutes of break time included in each work day. This wifi be for Aides
working more than 4 (four) hours.
D. The District and the Association recognize that there are times when it may be it
is disruptive to the educational environment when Aides are pulled from their
assigned duties. Only in emergencies or circumstances impractical to hire a
substitute, shall aides be required to substitute for Secretaries other than times
already built into the Aides regular schedule.
E. The District and Association shall cooperatively develop an evaluation
procedure and tool to be used to evaluate Aides. Evaluation of Aides is the
responsibifity of the Principal or other administrator with input from other
employees as the evaluator deems appropriate.
F.

College coursework completed by Aides shall be accumulated toward


movement from the employees current salary schedule to the H.S. + 30 salary
schedule and/or the B.S. salary schedule, as appropriate. A notice of
satisfactory completion (grade card) of the course and documentation of
transcript request shall be submitted prior to the start of a semester.
For Aides who earn 60+ college credit hours and are not on the B.S. Aide Salary
Schedule, a $500 stipend wifi be added to their base salary.

G. New aides with high school shall be placed on the ESP wage schedule between
steps 1 and 7. New aides with 30+ college credit but no BA or BS degree shall
be placed on the ESP wage schedule between steps 4 and 9. New aides with
BA or BS degree shall be placed on the ESP wage schedule between steps 9 and
14; however, the District and Association may mutually agree to a placement up
to 20 steps above the highest identified beginning step for any of these
positions.

34

H. On School Improvement Days, Aides, with the permission of Superintendent


and/or his Designee, or Building Principal, may work in their assigned
building instead of attending the SIP activities.
6.05

CAFETERIA WORKERS
A.

Cafeteria workers shall work the days on which lunch is served pius at least four
(4) hours per worker on the day before and such portion of the last day and/or
day after student attendance as the Cafeteria Manager deems necessary. If lunch
is not being served at one attendance center and help is needed at another
attendance center, the work shall be made available to regular Cafeteria Staff
requesting such work before utilizing substitutes.

B.

Hours and shifts shall be determined by the employer.

C.

A 15 minute break shall be granted at a convenient time to Cafeteria Employees


working more than three (3) hours but less than five hours per day. A 30 minute
paid lunch period shall be granted to Cafeteria Employees working at least five
(5) hours but less than seven (7) hours per day. A 30 minute paid lunch plus a 15
minute break shall be granted to Cafeteria Employees working seven (7) or more
hours per day.

D.

When the Head Cook is absent, the First Cook wifi substitute and receive Head
Cook differential. The employee substituting as First Cook wifi receive First Cook
differential.

E.

Cafeteria assignments resulting in additional work hours will be offered to


qualified Cafeteria Employees on a rotating basis in order of seniority. Once an
employee performs or declines an available additional assignment, their name
shall be moved to the bottom of the list. Employees who are not able to complete
additional assignments as tendered by the Administration must turn down the
assignment; assignments will not be changed to accommodate the schedule of the
employee. Nothing in this section shall prevent the Board from hiring a
substitute employee.

F.

New cooks shall be placed on the ESP wage schedule between steps 1 and 5;
however, the District and Association may mutually agree to a placement up to
20 steps above the highest identified beginning step for this position.

35

6.06

6.07

SECRETARIES
A.

Full-time Secretaries shall work five (5), eight (8) hour days per week, inclusive
of lunch. The Central Junior High secretaries shall work 8 hours a day for 195
days. K-5 secretaries shall work 8 hours a day for 190 days. The Administration
shall determine which days shall be worked, and shall inform Secretaries of the
work schedule by July 1st of each year. On the last work day preceding a
holiday, or on a day of early dismissal because of heat, snow, or other
emergency, Secretaries shall be released when TRS Eligible Licensed
Professionals are dismissed, without loss of pay. Extra days worked beyond the
normal work year shall be paid at the ESPs regular hourly rate of pay.

B.

A minimum 30 (thirty) minute duty free paid lunch period plus 15 (fifteen)
minutes of break time shall be included in the work day for Secretaries working
more than 4 (four) hours per day.

C.

Building/site hours shall be determined by the employer.

D.

Junior High Secretaries employed on or before January 1, 2009, will be paid a


stipend of $750 annually for the remainder of their employment as a Junior High
Secretary. This amount will be in addition to their base salary.

F.

New secretaries shall be placed on the ESP wage schedule between steps 13 and
18; however, the District and Association may mutually agree to a placement up
to 20 steps above the highest identified beginning step for this position.

HEALTH CLERKS
A.

Full-time Health Clerks wifi work the same attendance days as the regular
teaching staff.

B.

A Health Clerks workday shall not exceed 7 hours per day. Within that
workday the Health Clerk wifi be on duty at least 15 minutes before and 15
minutes after the student day. On the last day preceding a holiday, in-service
days and early dismissal days, Health Clerks shall be released when TRS Eligible
Licensed Professionals are dismissed without loss of pay.

C.

Health Clerks wifi have a thirty (30) minute duty-free lunch period plus 15
minutes of break time included in their day if they work more than 4 hours.

D.

New health clerks shall be placed on the ESP wage schedule between steps 6 and
15; however, the District and Association may mutually agree to a placement to
20 steps above the highest identified beginning step for this position.

36

6.08

NURSES
A.

Full-time Nurses will work the same attendance days as the regular teaching
staff.

B.

A Nurses workday shall not exceed 7 hours per day. Within that workday the
Nurse wifi be on duty at least 15 minutes before and 15 minutes after the student
day. On the last day preceding a holiday, in-service days and early dismissal
days, Nurses shall be released when TRS Eligible Licensed Professionals are
dismissed without loss of pay.

C.

Nurses will have a thirty (30) minute duty-free lunch period plus 15 minutes of
break time included in their day.

D.

The Board shall discuss the starting salary for any Nurse with the Association
prior to hiring. The Board retains the right to set the starting salary of any Nurse
after consultation and discussion with the Association. The Board shall negotiate
with the Association prior to implementing any raises or other changes to the
terms and conditions of employment after hiring.

37

ARTICLE 7: TRS ELIGIBLE LICENSED PROFESSIONAL EVALUATION

7.01

JOB DESCRIPTION FOR EVALUATIONS

TRS Eligible Licensed Professionals job expectations shall be limited to those activities
which could reasonably and traditionally be performed during the scheduled day.
Additionally, TRS Eligible Licensed Professionals may be expected to conduct minimal
activities outside of the scheduled day which are necessary to the proper and traditional
function of his/her position. Nothing herein or in any other policy or statement shall
require a TRS Eligible Licensed Professional to work extended hours or carry
extraneous amounts of work home without additional compensation as mutually
agreed.
Official job descriptions for each teaching and extra duty position within the District
shall be maintained at the District Administration Office and shall be available for
inspection by IRS Eligible Licensed Professionals upon request. Copies of all job
descriptions and revisions thereto when made, will be given to the Association
President and posted on the District website.
7.02

PURPOSE OF EVALUATIONS

The primary purpose of the evaluation process is to improve TRS Eligible Licensed
Professionals instruction and student learning.
7.03.1 TRS ELIGIBLE LICENSED PROFESSIONAL SUPERVISION & RESPONSIBILITY FOR
BUILDING
Administration wifi designate a supervisor for each TRS Eligible Licensed Professional
member for evaluation purposes unless superseded by law. The TRS Eligible Licensed
Professional member wifi be notified at the beginning of each school year.
In the event that the designated evaluator is unable to fulfifi the responsibility during
the course of the last school year, an alternative evaluator wifi be assigned by the
Superintendent. Written notification shall be provided to the TRS Eligible Licensed
Professional Association member.
7.04

NOTIFICATION OF EVALUATION

Each building Principal shall acquaint all TRS Eligible Licensed Professionals to be
evaluated that school year with timelines, instruments and other procedures to be used
TRS Eligible Licensed
by no later than September 15th of each school year.
Professionals goals will be established at such time, as appropriate.
No formal classroom evaluation shall take place until the above orientations have taken
place unless a TRS Eligible Licensed Professional Association member is currently
serving under a remediation plan.
38

7.05

EVALUATION TIMELINES

Non-tenure staff shall not be formally observed prior to September 15th. A pre
observation conference will be held prior to each formal observation. A postobservation conference wifi be held no later than five (5) working days following the
formal observation. Administration shall share and discuss informal observations
noting strengths and deficiencies with the IRS Eligible Licensed Professional. IRS
Eligible Licensed Professionals may respond in writing to formal or informal
observation notes and shall attach responses to said documents before placement in the
evaluation file. The summative evaluation shall include attendance and be based upon
information gathered from teaching artifacts, formal and informal observations, and any
other pertinent information.
Tenured staff shall not be formally observed prior to October 1st, unless the TRS Eligible
Licensed Professional Association member is currently serving under a remediation
plan. At least one pre-observation conference shall be held prior to a formal observation
visit. A post-observation conference wifi be held no later than five (5) working days
following the formal observation. Administration shall share and discuss informal
observations noting strengths and deficiencies with the IRS Eligible Licensed
Professional Association member. The IRS Eligible Licensed Professional Association
member may respond in writing to formal or informal observation notes and shall
attach responses to said documents before placement in the evaluation file. The
summative evaluation shall include attendance and be based upon information
gathered from teaching artifacts, formal and informal observations, and any other
pertinent information.
7.06

EVALUATION COMMITTEE

A joint committee comprised of representatives agreed upon by the Association


President and the District Superintendent shall meet to review, revise, and develop
performance evaluation procedures in accordance with evaluation laws. This committee
will also develop and maintain an Evaluation Handbook that will be updated as the
laws around evaluation change. The current evaluation tool shall be a part of the
handbook.

39

ARTICLE 8: TRS ELIGIBLE LICENSED PROFESSIONAL REDUCTION IN FORCE

8.01

REDUCTION IN FORCE (RIF)

if the Board decides to reduce the number of TRS Eligible Licensed Professionals
employed or to reduce or discontinue some particular type of teaching service, an
explanation shall be provided to the Association. The Association shall be given an
opportunity to respond in writing with any alternatives at least seven (7) working days
prior to Board action.
RIF procedures shall be developed, in accordance with the law, by the joint District and
Association RIF Committee. The RIF committee shall consist of four representatives
from the District and four representatives from the Association. This committee must
meet annually to review RIF procedures. Current procedures and job descriptions will
be published on the District website by May lOth each year.
8.02

STAFF REDUCTION PROCEDURES

if removal or dismissal results from a decision of the Board to decrease the number of
IRS Eligible Licensed Professionals employed by the Board or from discontinuance of
some particular type of teaching service, written notice shall be given to the TRS Eligible
Licensed Professional in accordance with the Illinois School Code.
8.03

SENIORITY
Seniority shall be defined as the continuous length of service within the District in a
position requiring licensure. Accumulation of seniority shall begin from the TRS Eligible
Licensed Professionals first working day in a full-time, permanent position requiring
licensure. Seniority shall not be interrupted by a Board approved unpaid leave of
absence, but such leave shall not be included in the computation of seniority. Less than
full-time tenured teaching service will be computed on a pro-rata basis.

8.04

MAINTAINING AND POSTING OF SENIORITY LISTS

The Board shall prepare and conspicuously post a seniority list in all buildings of the
district prior to February ;st of each school year. It shall be each IRS Eligible Licensed
Professionals responsibility to review the list and respond to any discrepancies. Each
TRS Eligible Licensed Professional shall have ten (10) employment days from the
posting of the seniority list to ifie written objections detailing the specific error involving
his/her ranking. A IRS Eligible Licensed Professionals failure to object shall be deemed
acceptance of the ranking and the TRS Eligible Licensed Professional cannot thereafter
challenge his/her seniority until the following school year. The final seniority list shall
be electronically provided to the Association President. The seniority list may be
utilized to assist in the creation of the RIF list as provided for by law.

40

8.05

TERMINATION OF SENIORITY
Seniority shall be terminated because of resignation, dismissal for cause, or
retirement.

41

ARTICLE 9: ESP REDUCTION IN FORCE

9.01

REDUCTION IN FORCE (RIF)

Layoffs or reductions in hours, if necessary, shall be in order of seniority, least senior


first, within each of the following job classifications:
1. Custodians
2. Maintenance I
3. Maintenance II
4. Maintenance Custodian
5. Cafeteria Workers
6. Building Secretaries
7. Nurses
8. Health Clerk
9. Aides
A less senior ESP within a classification may be retained over a more senior ESP if the
more senior is not qualified for the position or if special skifis are a requirement of the
job. If reduced, ESP can cross classifications with prior in-district experience within
said classification. Classifications shall be established by the District and when needed,
updated periodically.
ESPs to be reduced shall be given written notice in accordance with the Illinois School
Code.
9.02

SENIORITY

Seniority shall be defined as the length of an ESP continuous employment with the
District. Service shall be computed from the first day of uninterrupted employment.
Service shall not be interrupted due to the utilization of approved leaves of absence,
vacations, time on recall, or normal breaks in the contractual year for that job
classification, but such time shall not be credited toward seniority unless the ESP
works at least one-half (1/2) of the work year for his/her position. A full year of
seniority shall be credited during the first year of employment if the newly hired ESP
works at least one-half (1/2) of the work year for his/her position. A newly hired ESP
working less than one-hall (1/2) of the work year for his/her position shall receive no
credit toward seniority. In the event that more than one individual ESP has the same
date of hire, position on the seniority list shall be determined by the Administration
with input by the Association President, taking into consideration such things as
certifications, qualifications, education, and experience. If no clear decision can be
made, position on the seniority list shall be determined by drawing lots.
42

9.03

MAINTAINING AND POSTING SENIORITY LIST

The Board shall prepare and post a seniority list. The seniority list shall be prepared
and posted conspicuously in all buildings of the district prior to February 1st of each
school term. It shall be each ESPs responsibility to review the list and respond to any
discrepancies. Each ESPS shall have ten (10) employment days from the posting of
seniority list to file written objections detaffing the specific error involving his/her
ranking. An ESPS failure to object shall be deemed an acceptance of the ranking and
the ES? cannot thereafter challenge his/her seniority until the following school year.
9.04

RECALL

If the Board has any vacancies during the period prescribed by the Illinois School Code,
ESPs wifi be recalled in the reverse order in which they were laid off, provided that in
order to be so recalled, the position becoming available must be within the specific
category of position from which the ES? was so dismissed and the ES? must have the
qualifications, skills, and ability to satisfactorily perform the available work. If there are
no ESPs on the recall list in that job classification, qualified ESVs on recall lists in other
job classifications shall be given consideration.
An ES? shall have the right to refuse a position of lesser pay and benefits without
waiving recall rights.

43

ARTICLE 10: PAYROLL

10.01 PAY DAYS

Each Association member wifi be paid in twenty-four (24) installments. Association


members will be paid and receive a pay stub on the first and fifteenth of each month. If
the July ;st pay occurs on a weekend, the pay date will defer to the first Monday
following so the pay is recorded in the correct fiscal year.
There shall be direct deposit of all Association members payroll checks into a checking
account of the Association members choice.
Should any such pay have an effect on an employees tax shelters, IRAs, or other
withholdings, it wifi be the sole responsibility of the Association member to see that all
IRS regulations are followed, and the District office must be contacted one month prior
to any adjusted withholdings. Association members shall be paid by direct deposit on
the first or fifteenth, unless that date falls on a weekend or holiday in which case,
Association members shall receive payment on the previous banking business day.
Salary data shall be distributed in envelopes. All salary data shall minimally include an
itemization of all additions and deductions in a manner that is mutually agreed upon by
the District Administration Office and the Association.
10.02 MILEAGE REIMBURSEMENT
An Association member wifi be paid mileage at the current rate approved by the
Internal Revenue Service for all approved school related mileage accrued during the
workday to perform their assigned duties.
10.03 EMPLOYEE PAYROLL DEDUCTIONS

Payroll deductions may be made for the following areas, if practical without modifying
the existing system.
A.

DEDUCTIONS FOR ASSOCIATION DUES

The Association wifi deliver to the Superintendent or his/her designee a list of


Association members who desire the Board to withhold Association dues two
weeks prior to the October first payroll of each year.
One-twelfth (1/12) of such dues shall be deducted from each pay, beginning on
the October first payroll check of each year of this contract, for twelve (12)
consecutive pays.
The Board agrees to promptly remit to the Association the total Association dues
deduction for such pay period.

44

The Association shall indemnify and save harmless the Board and all its agents
and employees from any and all claims, demands, suits and costs incurred in
connection with any such claim, demand, or suit resulting from any reasonable
action taken by the Board or any of its agents or employees for the purpose of
complying with the provisions of the above.
B.

DEDUCTION FOR TAX SHELTER ANNUITIES

Upon written authorization from the Association member, the Board wifi deduct
from said members salary and make appropriate remittance for Board
approved tax shelter annuities subject to Board and federal regulations.
Authorized salary deductions wifi be made every pay period for a direct
remittance to the respective insurance company in accordance with the
agreement between the purchaser and the company. Annuity changes may be
made monthly.
C.

PREMIUMS FOR GROUP INSURANCE

The Board will deduct the Association members share of the monthly premium
for group insurance programs. Since insurance premiums are actually deducted
a month in advance, the premium for the new plan year period will be adjusted
in the first two pay periods following the effective date to account for any
increases.
D.

CREDIT UNION DEDUCTIONS

Association members may give authorization to the Board to make a direct


deposit of the employees full paycheck for remittance to The Tazewell County
School Employees Credit Union.
E.

FAIR SHARE

Each bargaining unit member, as a condition of his/her employment, on or


before thirty (30) days from the date of commencement of duties or the effective
date of this Agreement, whichever comes later, shall join the Association or pay
a fair share fee to the Association equivalent to the amount of dues uniformly
required of members of the Association, including local, state and national dues
but excluding any assessment prohibited by law.
In the event that the bargaining unit member does not pay his/her fair share fee
directly to the Association by a certain date established by the Association, the
Board shall deduct the fair share fee from the wages due the non-member,
providing the Board has received timely notice from the Association.
Such fee shall be paid to the Association by the Board no later than ten (10) days
following deduction.

45

In the event of any legal action against the District brought in a court of administrative
agency because of its compliance with this Article, the Association agrees to defend
such action, at its own expense and through counsel mutually agreed upon by the
parties, provided:
(a)

The District gives inimediate notice of such action in writing to the


Association and permits the Association intervention as a party if it so
desires and

(b)

The District gives full and complete cooperation to the Association and
its counsel in securing and giving evidence, obtaining witnesses and
making relevant information available at both trial and all appellate
levels.

The Association agrees that in any action so defended, it will indemnify and hold
harmless the District from any liability for damages and costs imposed by a final
judgment of a coirt or administrative agency as a direct consequence of the Districts
non-negligent compliance with this Article. It is expressly understood that this save
harmless provision will not apply to any claim, demand, suit or other form of liability
which may arise as a result of any type of willful misconduct by the Board or the
Boards imperfect execution of the obligations imposed upon it by this Article.
The obligation to pay a fair share fee will not apply to any Association member who, on
the basis of a bona fide religious tenet or teaching of a church or religious body of
which such Association member is a member or a belief sincerely held with the
strength of traditional religious views, objects to the payment of a fair share fee to the
Upon proper substantiation and collection of the entire fee, the
Association.
Association will make payment on behalf of the Association member to a mutually
agreeable non-religious charitable organization as per Association policy and the Rules
and Regulations of the Illinois Educational Labor Relations Board.

46

ARTICLE 11: COMPENSATION AND FRINGE BENEFITS FOR TRS ELIGIBLE LICENSED
PROFESSIONALS

11.01 SALARY

A.

Salaries for the 2015-2019 school years shall be as set forth in Appendix A which
is attached to and incorporated in this Agreement. Such schedule shall be based
on a 180 day school calendar as negotiated by the Board and the Association.
Should the school calendar be extended beyond 180 days, IRS Eligible Licensed
Professionals will be paid for each extra day at his/her daily rate of pay.

B.

Speech-language pathologists, school psychologists, and social workers wifi be


paid an annual stipend of $1150 (prorated for part-time employees) for extra time
that administrators require their presence during the school year.

C.

The District agrees to pay a longevity stipend agreed upon according to the
salary schedule for those IRS Eligible Licensed Professional members who reach
step 36 and beyond.

11.02 PRIOR TEACHING EXPERIENCE

Any credit for previous public or certificated private school experience shall be at the
discretion of the Board of Education. In no case will there be artificial promotion or
credit granted for experience in business or industry.
11.03 COLLEGE STIPEND & SALARY CREDIT
A regular, full-time TRS Eligible Licensed Professional member employed by the Board
may apply for college stipend reimbursement with the following provisions. (Part-time
TRS Eligible Licensed Professional may apply for a pro-rated stipend reimbursement.)
1.

Tuition may be reimbursed for the actual cost up to two hundred fifty dollars
($250) per semester hour with a maximum of twelve hundred dollars ($1,200) per
fiscal year for approved courses. Each TRS Eligible Licensed Professional
member shall be limited to a lifetime maximum of $8,000 in reimbursement
monies.
Any employee hired for the 2015-2016 school year or any year after would need
to attain tenure before being eligible to apply for tuition reimbursement. No
classes taken prior to the granting of tenure status wifi be eligible for
reimbursement. Employees hired for the 2014-2015 school year or before are
grandfathered.
Courses undertaken shall be part of the graduate program in the IRS Eligible
Licensed Professional members assigned field or an educational field that will
benefit the District, for added teaching certification that will benefit the District
47

or courses that are directly relevant to the TRS Eligible Licensed Professional
members District assignment. IRS Eligible Licensed Professionals shall submit in
Skyward a description of the class, the perceived benefit to the District, or the
relevance to the TRS Eligible Licensed Professional members assignment.
Accrediting graduate school must be recognized by the Higher Learning
Commission and comply with current illinois teacher licensure guidelines. Prior
application for such courses is required as for traditional university studies. The
Superintendent may deny approval of courses, but such shall not be done in an
arbitrary or discriminatory manner.
An Association member shall be required to furnish a grade slip and proof of
payment reflecting what the employee actually paid out of pocket for the
coursework.
Reimbursement wifi take place twice a year. For any coursework completed
between January 1st June 30th, required paperwork shall be due on or before
August 10th. For any coursework completed between July 1st December 31st,
required paperwork shall be due on or before February 10t1.
-

Reimbursement wifi be applied towards the allotment in the fiscal year in which
payment is made. Reimbursement requests not submitted by the dates
mentioned above wifi be forfeited by the Association member.
2.

Application for each course must be approved in advance of enrollment by the


TRS Eligible Licensed Professional members immediate supervisor and the
Superintendent or his/her designee. Applicant shall request reimbursement via
Skyward prior to enrollment for the course. Applicant will be notified within ten
(10) days after receipt of application by the applicants immediate supervisor of
approval or rejection of the application. Rejected applications wifi contain the
reasons for the rejection. When the course(s) is successfully completed, applicant
shall provide to the Superintendent a transcript to document successful
completion of any and all courses for that academic year.

3.

IRS Eligible Licensed Professionals must earn a C or better for course work in
order to receive reimbursement of credit towards lane changes on the salary
schedule.

4.

Lane changes shall be granted on an annual basis. Transcripts must be submitted


ten (10) days prior to the October Board meeting. Lane changes will be processed
and salary changes will be reflected in paychecks following the regular Board
meeting.

5.

Salary schedule credit may be given for district initiatives at the rate of one (1)
hour for every sixteen (16) hours of instruction on one (1) subject. Credit may not
be granted when stipends are given.

48

6.

A IRS Eligible Licensed Professional member pursuing NBPTS certification may


use college stipend funds for the purposes of testing costs.

7.

To be credited for hours beyond the Masters Degree, credit must be earned after
the Masters Degree has been attained. Credit beyond the Masters Degree for
any undergraduate classes must be requested and/or approved by the
Superintendent or his/her designee.

11.04 MAJOR MEDICAL AND HOSPITALIZATION INSURANCE


Each regularly employed contractual full-time TRS Eligible Licensed Professional shall
have the right to participate in the Districts medical and hospitalization program.

The Board wifi pay 89% in 2015-2016, 87% in 2016-2017, 86% in 2017-2018, and 85% in
2018-2019 of the total cost for individual and 80% in 2015-2016, 79% in 2016-2017, 78% in
2017-2018, and 77% in 2018-2019 of the total cost for dependent coverage.
Additionally, if an employee selects employee + spouse or family coverage, the
employee will pay a monthly service fee of $600 if the employees spouse opts not to
participate in any employer sponsored plan of the spouse. If the employees spouse is
self-employed or does not have employer insurance to elect, they may be covered under
the District plan at the regular rate and no service fee wifi apply.
If the spouse does participate in an employer sponsored plan, the employee can elect to
pay for additional coverage through the District at the districts total regular rate
without a service fee. The Districts insurance would be secondary coverage.
Employees shall be under obligation to notify the Administration regarding the
availabifity of any employer sponsored plan of the spouse. The Administration will
request verification of spousal status annually. In the event that the employee receives
Employee + Spouse or Family coverage and their spouses employer makes an
insurance plan available to the spouse, the employee shall immediately notify the
Administration that the spouse is eligible for coverage through theft employer and
make the necessary changes to coverage and the monthly service fee shall apply. II
necessary, the IRS Eligible Licensed Professional will repay all amounts inappropriately
paid by the Board.
The Board will provide a prescription insurance plan for each regularly employed TRS
Eligible Licensed Association member.
Changes to benefits provided in the plan can be made during the contract years by the
Insurance Committee as follows:
The Insurance Committee shall consist of eight members and shall be made up the
Superintendent, two Board members, the Director of Operations and Finance or
Associate Superintendent, and four Association members consisting of the EPEEA
President, EPEEA executive committee member and two other EPEEA members
selected by the Association President. The EPEEA appointees and the Board appointees
49

shall each select a co-chairperson. All members of the committee shall have equal
standing to address insurance concerns and to make recommendations for modification
of the insurance plan. Within the first 30 school days of each school year, the committee
will meet to review the insurance plan, receive updates on insurance law, and review
the roles and responsibilities of committee members. Further meetings shall be called by
both/either of the co-chairs who wifi cooperatively develop the agenda.
Modification of the insurance benefit package shall require six (6) votes of the Insurance
Committee. There must be an official quorum of the committee present in order to vote
on changes. The decisions of the committee wifi be deemed as final.
The committee shall meet three times a year unless all members agree that a meeting is
not necessary. Additional meetings may be called as deemed necessary by the members.
The Administration shall provide necessary clerical assistance including the preparation
and maintenance of minutes of the meetings. The Insurance Committee shall analyze
the insurance program in order to provide quality insurance coverage for the
employees at the most economical rate available.
The parties agree that if any law, regulation, court decision, administrative ruling or
administrative guidance suggests that maintenance of the Districts health plan in the
current state wifi result in non-compliance with any requirements under the Affordable
Care Act or other health insurance law, the parties agree to open the contract to bargain
changes which will insure future compliance. If the parties are unable to reach
agreement, the Association shall maintain its right to engage in an economic work
stoppage if changes are implemented after the parties reach impasse.
11.05 LIFE INSURANCE
The Board agrees to provide each regularly employed contractual full-time TRS Eligible
Licensed Professional with $30,000 group term life insurance.
11.06 DENTAL INSURANCE

The District will provide each regularly employed contractual full time TRS Eligible
Licensed Professional a dental plan equivalent to the plan now in place. The Board wifi
pay 89% in 2015-2016, 87% in 2016-2017, 86% in 2017-2018, and 85% in 2018-2019 of the
total cost for individual and 80% in 2015-2016, 79% in 2016-2017, 78% in 2017-2018, and
77% in 2018-2019 of the total cost for dependent coverage. Retired employees may elect
to continue dental insurance under the same district plan, but must assume all financial
payments for such insurance.
The parties agree that if any law, regulation, court decision, administrative ruling or
administrative guidance suggests that maintenance of the Districts health plan in the
current state will result in non-compliance with any requirements under the Affordable
Care Act or other health insurance law, the parties agree to open the contract to bargain
changes which will insure future compliance. II the parties are unable to reach
50

agreement, the Association shall maintain its right to engage in an economic work
stoppage if changes are implemented after the parties reach impasse.
11.07 VISION INSURANCE
The District will provide each regularly employed contractual full time TRS Eligible
Licensed Professional a vision plan equivalent to the plan now in place. The Board will
pay 89% in 2015-2016, 87% in 2016-2017, 86% in 2017-2018, and 85% in 2018-2019 of the
total cost for individual and 80% in 2015-2016, 79% in 2016-2017, 78% in 2017-2018, and
77% in 2018-2019 of the total cost for dependent coverage. Employees and family
members must be participants in the medical insurance to participate in the vision
insurance.
The parties agree that if any law, regulation, court decision, administrative ruling or
administrative guidance suggests that maintenance of the Districts health plan in the
current state wifi result in non-compliance with any requirements under the Affordable
Care Act or other health insurance law, the parties agree to open the contract to bargain
changes which wifi insure future compliance. If the parties are unable to reach
agreement, the Association shall maintain its right to engage in an economic work
stoppage if changes are implemented after the parties reach impasse.
11.08 INSURANCE FUND
All monies not used for the payment of claims or administrative costs or other costs
directly related to the plans shall remain in the Insurance Fund to be monitored on a
regular basis by the Insurance Committee in agreement with the terms and conditions
set forth in the associated Agreement. Insurance payments, or lack thereof, may be
appealed through an appeals process to be decided upon by the Insurance Committee.
In the event that the self-insured plan is abolished and/or conventional insurance is
reinstated, all remaining monies shall be dispersed in a manner agreed upon by the
Board and the Association.
11.09 INSURANCE AFTER RETIREMENT

For TRS Eligible Licensed Professionals with twenty (20) or more years of service with
the District and who submit proof of payment shall receive reimbursement from the
Board toward the cost of one (1) employee retiree health insurance premium up to a
maximum of $150 per month.
Dependent coverage shall be at the retirees expense.
The retiring TRS Eligible Licensed Professional member must be at least fifty-five (55)
years of age at the time of retirement, or fall under the guidelines of a state-sponsored
retirement initiative, and upon reaching age sixty-five (65), the employee will no longer
be entitled to the benefit set forth above.

51

Those TRS Eligible Licensed Professional members who are currently receiving or who
were entitled to benefits afforded in this Article through previous contractual agreement
wifi continue to receive those benefits as stated in the negotiated agreements under
which they retired.
The insurance incentive must not give rise to any early retirement penalty to be paid by
the Board of Education.
11.10 TEACHERS RETIREMENT SYSTEM PAYMENTS

The District shall pay and shelter the TRS contribution of nine percent (9%) creditable
earnings (9.8901% compounded) on behalf of each TRS Eligible Licensed Professional
member. This payment will apply to all annually established compensation, including
extra-duty, paid on a yearly basis.
11.11 T.H.I.S. FUND CONTRIBUTIONS

District 86 wifi pay 1.00% of the TRS Eligible Licensed Professional members
contribution and all of the Districts required contribution.
11.12 RETIREMENT BENEFIT

A retirement benefit wifi be extended to a TRS Eligible Licensed Professional with


fifteen (15) or more continuous years of teaching service to the District and who submits
to the Board a retirement resignation at least thirty (30) days before it is to become
effective, and who is retiring under the provisions of the Illinois Teachers Retirement
System, shall be paid at the current daily substitute TRS Eligible Licensed Professional
salary rate for all accumulated sick leave days which exceed one hundred seventy (170)
days at the date of retirement up to a maximum of ten (10) days. On an individual basis,
this benefit is null and void if it gives rise to any penalty to be paid by the Board of
Education.
11.13 RETIREMENT INCENTIVE

TRS Eligible Licensed Professionals with twenty (20) or more years of consecutive
service in the district are eligible to receive additional benefits under the terms of this
Early Retirement Incentive (ERI). A TRS Eligible Licensed Professional member may
receive this ERI if he or she retires at the first of the following to occur:
1.

at the end of the school year (July 1-June 30) in which he or she first accumulates
at least thirty-five (35) years of creditable service in the Teachers Retirement
System (TRS); or

2.

at the end of the school year in which the TRS Eligible Licensed Professional
member reaches age 60.

The incentive is not available unless the TRS Eligible Licensed Professional member can
retire without obligating the member or the District to pay a penalty or any other
52

payment to IRS including, but not limited to, ERO employer or member contributions.
In addition, the IRS Eligible Licensed Professional members effective retirement date
must occur at the end of the school year in which the IRS Eligible Licensed Professional
member is first eligible for a non-discounted annuity from IRS so that the additional
compensation remains an incentive to retire early rather than a mere severance
payment. In determining these dates, the member must consider and utilize all of their
available sick leave for credible service purposes in TRS as well as any available service
obtained from other pension systems.
In order to receive the additional compensation available under this Early Retirement
Incentive, eligible employees must submit an irrevocable letter of resignation without
contingency to the Superintendent no later than March 1st prior to the first year in which
the incentive is to go into effect. The letter of resignation must be accompanied by the
TRS member requested Personal Statement of Benefits and a Benefit Estimate
indicating total years of service.
TRS Eligible Licensed Professionals who elect to receive this Early Retirement Incentive
by submitting a timely resignation as provided above shall be entitled to an increase in
salary during the final year(s) of employment. Such IRS Eligible Licensed Professionals
shall be removed from the salary schedule during their final year(s) of employment and
will be paid according to one of the following three options:
1.

If the resignation is received on or before March 1st three years and three months
prior to the retirement date, the TRS Eligible Licensed Professional members
base* salary for the last three years of employment shall increase by 6% per year.

2.

If the resignation is received on or before March 1t two years and three months
prior to the retirement date, the IRS Eligible Licensed Professional members
base* salary for the last two years of employment shall increase by 6% per year.

3.

If the resignation is received on or before March


one year and three months
prior to the retirement date, the TRS Eligible Licensed Professional members
base* salary for the last year of employment shall increase by 6% per year.

Base salary includes amounts reflected on the salary schedule or as defined in section
11.01 of the negotiated agreement.

The District shall endeavor to spread the increase throughout the school year. However,
the District retains the right to make necessary adjustments to periodic pays during the
years of the retirement incentive to insure that the total received by the TRS Eligible
Licensed Professional member is consistent with this section.
In no event shall a TRS Eligible Licensed Professional member receive more than a six
percent (6%) increase in overall compensation during any year in which a retirement
incentive is paid.

53

In the event that a TRS Eligible Licensed Professional members resignation date
contemplates use of sick leave benefits for creditable service purposes and the TRS
Eligible Licensed Professional member subsequently uses all or a portion of his or her
available sick leave days and does not have enough remaining sick leave days available
upon the originally selected retirement date to retire without discount, the TRS Eligible
Licensed Professional members resignation shall be automatically revoked and the
member shall, subject to his or her health condition, continue employment until such a
time that he or she is eligible to retire at the end of a school year without a discounted
annuity.
further, TRS Eligible Licensed Professionals who submit a letter of resignation to obtain
the retirement incentive and, prior to retirement, subsequently experience an
identifiable financial hardship through either a divorce, death of a spouse, or permanent
disabifity of a spouse which adversely affects employment compensation shall have the
right to revoke their letter of resignation.
If a TRS Eligible Licensed Professional member receives benefits under this incentive
and subsequently fails to retire when originally contemplated due to any of those
reasons outlined above, such member shall be obligated to reimburse the District for the
amount of the incentive less what the IRS Eligible Licensed Professional member would
have received had the TRS Eligible Licensed Professional member not elected the
retirement incentive. If the amount is not reimbursed immediately or some mutually
acceptable reimbursement schedule cannot be agreed upon, the District is authorized to
make deductions from subsequent paychecks in the maximum amount of 5% of the
initial deficiency balance until the amount is paid in full. Any amount remaining upon
retirement shall be paid to the District within 30 days. Subsequent availabifity and
amount of the retirement incentive following revocation shall be negotiated between the
Board and the Association.
In the event the Illinois Pension Code, TRS regulations, or IRS interpretations are made,
changed or modified during the effective period of this agreement and such
interpretations or modifications have the effect of requiring employer or member
contributions under this ERI, this incentive shall be null and void and the parties shall
engage in mid-term bargaining to amend this ERI in such a way that no employer or
member costs shall be incurred.
11.14 RETIREMENT GUARANTEE

if any IRS Eligible Licensed Professional member retires during the period that this
Agreement is in effect, he! she shall be covered under the terms and conditions of this
Agreement until such terms and conditions expire, and no reduction or termination of
benefits so entitled may occur.

54

11.15 EMPLOYMENT INCENTIVE

The Administration, upon Board approval, may offer a prospective TRS Eligible
Licensed Professional member a one-time monetary employment incentive not to
exceed $3,000, the terms and conditions of which shall be set forth by the
Administration. Should the recipient TRS Eligible Licensed Professional member
voluntarily leave within three (3) years, said TRS Eligible Licensed Professional will
reimburse the District thirty-three percent (33%) of the bonus for each year of service
less than three (3).
11.16 TWELVE-MONTH INSURANCE COVERAGE
The Board provided insurance shall be for twelve (12) consecutive months. TRS Eligible
Licensed Professional member who resigns shall be entitled to insurance coverage for
thirty days (30) beyond the receipt of his/her last paycheck from which insurance
payments were deducted. If an Association member gives a resignation on or before
June 15, said member wifi have insurance through the month of July. If an Association
member gives a resignation after June 15, said member will be required to reimburse the
District, the District paid portion of insurance for the month the employee is covered
under District insurance following the official resignation.
The Board wifi comply with all statutes and requirements of insurance coverage for
employees who resign or retire. COBRA insurance will be offered where appropriate.
11.17 TRS ELIGIBLE LICENSED PROFESSIONAL SUBSTITUTES AFTER RETIREMENT

Retired IRS Eligible Licensed Professional staff of the District who are qualified, shall be
given every consideration as a per diem substitute teacher.
11.18 NATIONAL BOARD FOR PROFESSIONAL TEACHING STANDARDS

If a IRS Eligible Licensed Professional staff member successfully completes NBPTS


certification, his/her annual salary shall be increased by $1,000 beginning the school
year when verification is presented, and it shall continue until such time as that
certification expires.
11.19 INSURANCE POLICIES & STATEMENTS
The District will provide a summary brochure of the major medical and dental
insurance policies to the Association President and post it on the District website within
the first 30 school days of each school year. The District wifi also provide a monthly
financial statement to the Association President and Co-Chairs of the Insurance
Committee of all self-insurance funds.
11.20 SUBSTITUTES
Any IRS Eligible Licensed Professional who accepts a class or assignment which
requires the TRS Eligible Licensed Professional to forfeit a preparation period, or any
55

TRS Eligible Licensed Professional who accepts a combination! doubled up class due to
a IRS Eligible Licensed Professionals absence, shall receive additional compensation at
the rate stated in Appendix B of this Agreement.
11.21 TRS ELIGIBLE LICENSED PROFESSIONAL MENTORING
The Board shall seek qualified volunteer TRS Eligible Licensed Professionals to serve as
mentors for new TRS Eligible Licensed Professionals. Mentors shall be from the same
department or field where practicable. TRS Eligible Licensed Professionals may be
assigned to be mentors if no qualified mentor is available. IRS Eligible Licensed
Professionals shall not be involuntarily assigned to be mentors for consecutive years.
Mentors shall be paid a yearly stipend according to the Supplemental Duties/Stipend
Schedule, Appendix B. TRS Eligible Licensed Professional mentors shall coordinate
dates and times of required observations with the Administration to facffitate release
time and substitutes for theft teaching duties. Other meetings between mentors and
mentees shall occur outside of student contact time.
11.22 CONSULTING TEACHERS FOR TEACHER REMEDIATION

TRS Eligible Licensed Professionals who are selected to serve as a consulting teacher for
a teacher on a remediation plan shall receive a stipend according to the Supplemental
Duties/Stipend Schedule found in Appendix B.

56

ARTICLE 12: ESPs COMPENSATION AND FRINGE BENEFITS


12.01 IMRF SHELTER AND CONTRIBUTIONS

According to the authority granted by the Pension Reform Act 18-974, Section 414(h)(2)
of the Internal Revenue Code and Public Act 81-5136, III. Rev. Stat., 1981, Ch. 108-1/2,
Paragraph 7-173.2, the Board of Education agrees to deduct from the ESPs earnings the
member contribution rate (the percent prescribed annually as specified by IMRF) on
behalf of each ES? eligible for participation in the IMRF, as a tax sheltered direct
contribution. Should any of the above be declared improper by an IRS ruling or opinion
or by a court of competent jurisdiction, that clause or portion thereof shall be deleted to
the extent that it violates the ruling or opinion.
12.02 GROUP INSURANCE
The District wifi continue to make group insurance available to full-time, 12 month ESPs
with the same coverage and on the same terms as insurance provided for TRS Eligible
Licensed Professionals.
For all other full-time ES?s, the District wifi make group insurance available with the
same benefits as insurance provided for IRS Eligible Licensed Professionals, but the
District shall only pay the portion of the total premium identified below:
The Board agrees to pay 78% of the individual coverage during the four years of
this agreement (2015-2016, 2016-2017, 2017-2018, and 2018-2019).
The Board agrees to pay 53% of family and/or dependent coverage during the
four years of this agreement (2015-2016, 2016-2017, 2017-2018, and 2018-2019).
For the purposes of insurance, a Cook who works thirty (30) or more hours per
week shall be considered full-time.
12.03 VACATION -12 MONTH ESPs

Twelve month ESPs shall receive vacation as follows:


o
through 3rd year of service 1 week
o 4th through 6th year of service -2 weeks
o 7th through 12th year of service 3 weeks
o 13th year and beyond -4 weeks

An ES? must request vacation thirty (30) days in advance of the time the vacation is to
commence. Vacation shall be credited on July 1st of each year. If an ES? works less than
a full work year, the vacation earnings shall be prorated. Vacation shall not be carried
over from one year to the next. Only one Custodial and one Maintenance employee may
be on vacation at a time. If more than one ES? from the Custodial or Maintenance
classifications request vacation at the same time, vacation will be granted on the basis of
seniority. The District may use its discretion to allow more than one Maintenance and
one Custodial ES? to be on vacation at a time.
57

12.04 WAGE SCALES


The District agrees to pay following responsibility factor:

Head Cook = +$1.50/hour


1st Cook = +$0,75/hour
Head Baker = +$0.75/hour
Lead Maintenance Worker

+$1.35/ hour

12.05 CREDITS, WORKSHOPS, SEMINARS


The District shall pay all tuition, fees, and expenses for any workshops, courses, or
training required by the District or as may be requested by the ESP and approved by the
Associate Superintendent. The ESP shall suffer no loss of pay if participation is during
the workday.

A regular, full-time ESP may apply for a college stipend reimbursement with the
following provisions:

1. Tuition wifi be reimbursed for the actual cost of the course. The maximum per
hour reimbursement wifi be at the rate charged by Illinois Central College for
District 514 residents. Each ESP wifi be limited to three (3), three hour classes per
fiscal year.
2. Courses taken shall be directly related to the ES?s assigned field or in a field that
wifi benefit the District. The ES? shall submit electronically a description of the
class, the perceived benefit to the District, or the relevance to the ES?s
assignment.
3. An ES? shall be required to furnish a grade slip and proof of payment reflecting
what the employee actually paid out of pocket for the coursework.
Reimbursement wifi take place twice a year. For any coursework completed
between January 1st June 30th, required paperwork shall be due on or before
August 10th. For any coursework completed between July 1st December 31st,
required paperwork shall be due on or before February 10th

Reimbursement wifi be applied towards the allotment in the fiscal year in which
payment is made. Reimbursement requests not submitted by the dates
mentioned above will be forfeited by the ES?.
4. Application for each course must be approved in advance of enrollment by the
ESPs immediate supervisor and Superintendent or his/her designee. The
applicant shall complete the Districts electronic reimbursement form prior to
enrollment for the course. When the course is successfully completed, the
58

applicant shall provide to the District office a copy of the grade card to document
successful completion of any and all courses for that academic year.
5. ESPs must earn a C or better for coursework in order to receive reimbursement
of credit towards lane changes on the salary schedule.
6. Salary adjustutents wifi be made annually at the beginning of the school year.
Transcripts must be submitted at least 10 days prior to the October Board meeting
and salary changes wifi be reflected in paychecks following the regular Board
meeting in that month.
12.06 RETIREMENT INCENTIVE

ES? employees with twenty-five (25) years or more of creditable service to the District
are eligible to receive a retirement incentive by submiffing an irrevocable notice of
retirement in writing prior to June 1 of any school year, said retirement to be effective at
the end of one of the following two contract years. Any ESP employee providing such a
notice shall receive a wage rate increase equal to an additional five percent (5%) of their
prior years actual wage rate for the contract year after the notice is delivered and, if
applicable, an additional five percent (5%) increase in the subsequent year. These
increases are inclusive of, and not in addition to, the negotiated increases otherwise
provided in this Agreement.
Further, ESPs who submit a letter of resignation to obtain the retirement incentive and,
prior to retirement, subsequently experience an identifiable financial hardship through
either a divorce, death of a spouse, or permanent disability of a spouse which adversely
affects employment compensation shall have the right to revoke their letter of
resignation.
If an ESP receives benefits under this incentive and subsequently fails to retire when
originally contemplated due to any of those reasons outlined above, such ESP shall be
obligated to reimburse the District for the amount of the incentive less what the ES?
would have received had the ESP not elected the retirement incentive. If the amount is
not reimbursed immediately or some mutually acceptable reimbursement schedule
cannot be agreed upon, the District is authorized to make deductions from subsequent
paychecks in the maximum amount of 5% of the initial deficiency balance until the
amount is paid in full. Any amount remaining upon retirement shall be paid to the
District within 30 days. Subsequent availability and amount of the retirement incentive
following revocation shall be negotiated between the Board and the Association.

59

ARTICLE 13: TRS ELIGIBLE LICENSED PROFESSIONAL LEAVES


13.01 SICK LEAVE

At the begirming of each work year, each TRS Eligible Licensed Professional member
shall be credited with the total number of sick leave days allowed for that work year.

Non-Tenured TRS Eligible Licensed Professionals shall receive fifteen (15) days
additional each school year.
Tenured TRS Eligible Licensed Professionals hired after September 1, 1993, shall
receive eighteen (1$) days additional each school year through Step 29 of the
salary schedule.
Tenured IRS Eligible Licensed Professionals employed on or before September 1,
1993, shall receive twenty (20) days additional each school year through Step 29
of the salary schedule.
Tenured IRS Eligible Licensed Professionals at Step 30 and above who have
accumulated 200 days shall receive fifty (50) days additional each school year.
Tenured IRS Eligible Licensed Professionals at Step 30 and above who have not
accumulated 200 days shall receive the same number of days additional that they
received at Step 29.

If any IRS Eligible Licensed Professional receiving 15, 18, or 20 days does not use the full
amount of sick leave thus allowed, the unused amount shall accumulate to a maximum
available leave of 340 days of full pay, excluding the leave of the current year. On an
individual basis, this benefit is null and void if it gives rise to any penalty to be paid by the
Board of Education.
If any TRS Eligible Licensed Professional receiving 50 days does not use the full amount
of annual sick leave thus allowed, the unused amount shall accumulate to a maximum
available leave of 340 days of full pay, excluding the leave of the current year.
The Board shall furnish each IRS Eligible Licensed Professional member with a written
statement at the beginning of each school year setting forth the total accumulated sick
leave credit for said TRS Eligible Licensed Professional.
Sick leave shall be interpreted to mean personal illness, quarantine at home or serious
illness or death in the family or household. The Board may require a physicians
certificate, or if treatment is by prayer or spiritual faith, as a basis for pay during a leave
after an absence of three (3) days for personal illness or as it may deem necessary in
other cases.
Family shall include parents, spouse, siblings and their spouses, children and their
spouses, first cousins and their spouses, grandparents, grandchildren and their spouses,
great grandparents, parents-in-law, legal guardians, stepparents, stepchildren, aunts
and uncles, nieces and nephews and their spouses, anyone living in the Members
household, and others as designated by the Superintendent.
60

Sick leave wifi not be deducted from accumulated leave days when the schools and
school office are closed by the Superintendent.
The District will provide a salary supplement to any full-time contractual IRS Eligible
Licensed Professional who has completed fifteen (15) or more years of continuous
employment in the District and who has used all available sick leave days and is eligible
for temporary disability payments from the Illinois Teachers Retirement System. Such
salary supplement shall provide a temporary disability salary for 183 calendar days.
Such salary supplement shall be equal to the amount which wifi bring the combined
amounts from the Teachers Retirement System and the District to seventy percent
(70%) of said IRS Eligible Licensed Professional members salary at the time disability
began.
13.02 PERSONAL LEAVE
Two (2) days leave per school year, non-cumulative, shall be granted to tenured TRS
Eligible Licensed Professionals for the transaction of personal business. Non-tenured
TRS Eligible Licensed Professionals shall receive one (1) day. When a full-time TRS
Eligible Licensed Professional member uses two (2) or less sick days in a school year, the
IRS Eligible Licensed Professional member shall receive one (1) additional, noncumulative, personal leave day during the following school year.
The IRS Eligible Licensed Professional shall notify the Superintendent of his/her intent
to use personal leave by completing a District form for such leave at least two working
days before such leave is to commence. In an emergency, TRS Eligible Licensed
Professionals shall immediately notify their building Principal or immediate supervisor
and shall file the personal leave form immediately upon return to work.
Personal leave shall not be taken during the first week of the school year, the last two
working days of the school year, or any In-service/Institute or SIP Day, except in an
emergency.
Reason for absence must be listed as personal reason or personal business. TRS Eligible
Licensed Professionals wifi have the responsibility for using personal leave days in such
a way that will not produce a negative effect on public relations within the community.
Up to 7 (seven) IRS Eligible Licensed Professionals, with no more than 5 (five) requiring
subs, may use such leave on any one workday. Personal days are subject to approval by
the Superintendent or his/her designee.
Unused personal days will be added to sick leave accumulation. Should additional, non
emergency days be requested, the IRS Eligible Licensed Professional member wifi be
docked at the rate of 1/180 of his/her salary and additionally be required to reimburse
the District the cost of a substitute teacher.
In case of an emergency and with the approval of the Superintendent, the above
conditions may be waived.
61

13.03 EDUCATIONAL LEAVE

An educational leave without pay may be granted by the Board for one (1) or two (2)
years to any full-time contractual TRS Eligible Licensed Professional who has attained
tenure.
Any District benefit or benefits under the provisions of this Agreement which would
otherwise accrue to said TRS Eligible Licensed Professional shall be suspended during
the term of such leave. TRS Eligible Licensed Professionals granted such leave may
make arrangements to continue group life and major medical and hospitalization
insurance coverage at the TRS Eligible Licensed Professional members own expense for
the duration of such leave.
TRS Eligible Licensed Professionals on such leave shall notify the Board of his/her
intent to return by February ;st of the school term preceding the term in which said TRS
Eligible Licensed Professional member is scheduled to return. Lack of such notification
shall be considered to be a resignation by said IRS Eligible Licensed Professional and
the Board is free to employ a replacement.
For the purpose of salary schedule advancement only upon return from such leave, said
TRS Eligible Licensed Professional shall not receive salary advancement credit for the
leave of absence year(s).
13.04 LEAVE BENEFITS
With the approval of the Districts insurance carrier(s), where required, TRS Eligible
Licensed Professionals on a Board approved leave shall have access to the same benefits
to which he/she would have been entitled were the TRS Eligible Licensed Professional
member regularly employed, with respect to group health insurance, if such leave
qualified and is designated as Family Medical Leave Act (FMLA), the IRS Eligible
Licensed Professionals group health insurance benefits shall be maintained in
accordance with the FMLA, or if any TRS Eligible Licensed Professional member seeks
to maintain benefits other than group health insurance, the cost of maintaining the
desired benefits shall rest entirely with the TRS Eligible Licensed Professional member
on leave.
If the TRS Eligible Licensed Professional member does not return to work after the FMLA, but
has received group health insurance and other benefits, the District has the right by law to
recoup any monies paid during the FMLA time.
13.05 NO LEAVE DEDUCTED ON NON-SCHOOL DAYS

When the schools are officially closed by the Superintendent, no leave days previously
arranged by TRS Eligible Licensed Professionals shall be deducted for such emergency
days.

62

13.06

LEAVE Of ABSENCE

All TRS Eligible Licensed Professionals, covered by this Agreement, shall be granted
leave of absence only by action of the Board. Leave of absence without pay may be
granted for up to one (1) school year based on the following:
1.

Requests for a years leave shall be in writing and directed to the Superintendent
by February 1st of the preceding school year. Leaves for shorter periods of time
may be granted with reasonable notice.

2.

To be eligible, TRS Eligible Licensed Professionals must have been employed for
one (1) year in the District. This would constitute a break in service for nontenured TRS Eligible Licensed Professionals. Acquiring tenure would resume
upon return.

3.

All year-long leaves without pay shall commence at the beginning of a school
year.

4.

Sick leave days shall not accrue, but unused sick leave held at the start of the
leave shall be available upon reinstatement.

5.

Following a year-long leave, written notice of intention to either return or resign


shall be given by the TRS Eligible Licensed Professional member to the
Superintendent by February ;st prior to the end of the school year. Failure to
furnish such written notice shall constitute a notice of resignation.

6.

TRS Eligible Licensed Professionals returning to the District from a leave of


absence shall be placed in a position for which they are licensed, pursuant to
rules and regulations of the State Board of Education.

7.

Major medical and hospitalization insurance, dental insurance and life insurance
shall be offered to said TRS Eligible Licensed Professional member at a
proportionate rate available to the District from the insurance company.

8.

For the purpose of salary schedule advancement, TRS Eligible Licensed


Professional shall be placed at the next appropriate step on the schedule without
receiving advancement credit for the leave of absence year.

13.07 FAMILY AND MEDICAL LEAVE ACT LEAVE

The District wifi comply with all rules and regulations of the Family and Medical Leave
Act. Members should reference Board Policy 5.185.
13.08 BEREAVEMENT LEAVE

Bereavement for other individuals, besides family, as defined in 13.01 may be taken and
shall be deducted from the IRS Eligible Licensed Professionals sick leave provided no
personal days remain, upon approval by the Superintendent or his/her designee.
63

13.09 JUDICIAL LEAVE

Any TRS Eligible Licensed Professional called for jury duty, subpoenaed to testify, or
required to attend any judicial or administration matter shall suffer no loss of
contractual benefits. Any payment for jury duty shall be retained by the member and
the District shall deduct such amount from members pay. With the exception of jury
duty and District related court appearances, leave under this section shall be deducted
from personal leave. If personal leave is exhausted, then additional leave may be
requested in writing to the Superintendent. Upon Superintendents approval, days will
be deducted from accumulated sick leave.
13.10 PROFESSIONAL LEAVE
The District may grant professional leave as deemed appropriate by the Superintendent
or his/her designee. When such leave is requested by the IRS Eligible Licensed
Professional, he/she may be asked to assume financial responsibility until
reimbursement can be accorded. TRS Eligible Licensed Professionals shall not be denied
professional leave due to attendance center budgetary reasons if the District budget for
professional leave has not been exhausted. Nothing set forth herein shall be interpreted
to divest the Superintendent or his/her designee of any discretion or authority to
approve or deny requests for professional leave.

64

ARTICLE 14: ESP LEAVES

14.01

SICK LEAVE

The Board wifi grant all ESPs who are routinely scheduled to work more than three (3)
hours per day, and who were employed on September 1, 1993, or on authorized leaves
of absence, twenty (20) days of sick leave equal in length to the employees work day
per work year of the employee. For those employees who are routinely scheduled to
work more than three (3) hours per day and whose date of hire is September 2, 1993,
and thereafter;

fifteen (15) days of sick leave shall be granted through an ESPs 15th
service;
sixteen (16) days of sick leave shall be granted during an ESPs 16th
service;
seventeen (17) days of sick leave shall be granted during an ESPs 17th
service;
eighteen (18) days of sick leave shall be granted during an ESPs 18th
service;
nineteen (19) days of sick leave shall be granted during an ESPs 19th
service;
twenty (20) days of sick leave annually shall be granted thereafter.

year of
year of
year of
year of
year of

ESPs who work exactly three (3) hours per day wifi be granted five (5) days of sick leave
per year.

Sick leave shall accumulate up to 240 days excluding the current years allotment.

Sick leave shall be interpreted to mean personal illness, quarantine at home or


serious illness or death in the family or household. Family shall include: parents,
spouse, siblings and their spouses, children and their spouses, first cousins and
their spouses, grandparents, grandchildren and their spouses, great
grandparents, parents-in-law, legal guardians, stepparents, stepchildren, aunts
and uncles, nieces and nephews and their spouses, anyone living in the ESP
household, and others as designated by the Superintendent.
Each ESP shall be notified with the first paycheck after September 1st of each year
of his/her accumulated sick leave.

Any ESP who has accumulated sick leave under the provisions of Paragraph One
of this Article, who is thereafter routinely scheduled to work exactly three (3)
hours per day, shall be granted additional sick leave at a rate of five (5) days per
year, and shall retain and have use of the number of sick leave days
accumulated, sick leave days accumulated shall thereafter be equal in length to
the ESPs new work day.

65

14.02 BEREAVEMENT LEAVE

Bereavement for other individuals besides family as defined in 14.01 may be taken and
shall be deducted from the ESPs sick leave provided no personal days remain, upon
approval by the Superintendent or his/her designee.
14.03 PERSONAT1IEMERGENCY LEAVE
A maximum of two (2) days leave per work year of ESPs who are routinely scheduled to
work more than three (3) hours per day, non-cumulative, shall be granted each ESP for
the transaction of personal business. Personal or emergency days shall be equal in
length to the work day of the ESP. An ESP shall notify the Superintendent of his/her
intent to use personal business leave by completing a District electronic form for such
leave at least two (2) working days before such leave is to commence. In an emergency,
an ESP shall immediately notify his/her building Principal or immediate supervisor
and shall file the personal business leave electronic form immediately upon return to
work.
Unused personal emergency leave days shall accumulate as sick leave. When an ESP
uses two (2) or less sick days, the ESP shall receive one (1) additional non-cumulative
personal leave day the following year.
Personal leave shall not be taken during the first week of the school year, the last two
working days of the school year, or any In-service/Institute or SIP Day, except in an
emergency.
14.04 JUDICIAL LEAVE
Any ESP called for jury duty, subpoenaed to testify, or required to attend any judicial or
administration matter shall suffer no loss of contractual benefits. Any payment for jury
duty shall be retained by the ESP and the District shall deduct such amount from ESPs
pay. With the exception of jury duty and District related court appearances, leave under
this section shall be deducted from personal leave. If personal leave is exhausted, then
additional leave may be requested in writing to the Superintendent. Upon the
Superintendents approval, days will be deducted from accumulated sick leave.
14.05 FAMILY AND MEDICAL LEAVE ACT LEAVE

The District wifi comply with all rules and regulations of the Family and Medical Leave
Act. Members should reference Board Policy 5.185.
14.06 UNPAID LEAVES
Extended unpaid leaves of absence may be granted by the Board at its discretion and for
a duration determined between ESP and the Board. Subject to the FMLAs requirements
for the continuation of group health insurance, if applicable, all insurance coverage shall
continue while on such leave if permitted by the carrier and providing that the ESP shall
be required to pay the full cost of the premium.
66

Any Disffict benefits, under the provisions of this Agreement, which would otherwise
accrue to said ESP shall be suspended during the duration of such leave, but any
benefits accumulated prior to such leave will be reinstated upon return of the leave.
Written notice of intention to either return or resign shall be given by the ES? to the
Superintendent by February 1, prior to the end of the school year. Failure to furnish
such written notice shall constitute a notice of resignation. Requests for unpaid days of
absence must have prior approval from the immediate supervisor and Superintendent.
14.07 SALARY SCHEDULE ADVANCEMENT

An E5P who is absent from his/her duties shall be credited with vertical advancement
on the salary schedule, provided said ES? worked at least one-half (1/2) of the work
year for his/her position during the school year for which such credit is sought, and
further provided the ES? has complied in all other respects with any applicable
provisions regarding advancement on the salary schedule set forth in this Agreement.

67

ARTICLE 15: GRIEVANCE PROCEDURE

15.01 DEFINITION

A grievance is a complaint involving the violation, interpretation or application of the


written agreement entered into between the Board and the recognized employee
organization, setting forth the understanding of the parties upon those matters
negotiated and agreed to, established Board Policy, and administrative rules and
regulations.
15.02 PARTY IN INTEREST
The lodging of any grievance shall be the right of the individual Association member
covered by this Agreement and/or the Association. Either shall have the right to lodge a
grievance in its own behalf or to appeal any action taken on the grievance of the
individual Association member.
15.03 TIME LIMITS
All time limits consist of school days except that when a grievance is lodged fewer than
ten (10) days before the close of the current school term, the time limits shall consist of
business office work days. Time limits, however, may be extended by mutual
agreement.
Failure of an Association member or the Association to act on the grievance within the
prescribed time limits shall act as a bar to any further appeal and an Administrators
failure to give a decision within the time limits shall permit the grievant to proceed to
the next step.
15.04 CLAIM IN OTHER FORUM
if the Association or any Association member files any claim or complaint in any forum
other than the grievance procedure in this Agreement, then the District shall not be
required to process the same claim or set of facts through the grievance procedure.
15.05 PROCEDURES

The parties acknowledge that an Association member and the Administration/Board


may resolve problems through free and informal communications. However, should a
grievance occur, the steps below shall be followed.
During the summer, time limits shall be business days rather than school days.
By mutual agreement, any step of the grievance procedure may be bypassed.
if no written decision has been rendered within the time limits indicated by a step, then
the grievance shall be automatically appealed to the next step.
68

STEP ONE: The filing of a formal, written grievance must be within twenty (20) days
from the date of the occurrence(s) of the event giving rise to the grievance. The
Association or the grievant shall present the grievance to the immediately involved
supervisor, who will arrange for a meeting to take place within ten (10) days after
receipt of the grievance.
The grievant and/or the Associations representative and the immediately involved
supervisor shall be present for the meeting. Within ten (10) days of the meeting, the
Association shall be provided with the supervisors written response, including the
reasons for the decision.

STEP TWO: If the grievance is not resolved at Step One, then the Association may refer
the grievance in writing to the Superintendent or the Superintendents official designee
within ten (10) days after receipt of the Step One answer. The Superintendent shall
arrange, with the Association representative, for a meeting to take place within ten (10)
days of the Superintendents receipt of the appeal. Within ten (10) days of the meeting,
the Association shall be provided with the Superintendents written response, including
the reasons for the decision.
STEP THREE: If the grievance is not resolved at Step Two, then the Association may
refer the grievance in writing to the Board within ten (10) days after receipt of the Step
Two answer. The grievance shall be heard at the next regularly scheduled Board
meeting unless such meeting is less than 5 (five) days from the receipt of the
Associations written notice in which case the grievance shall be heard at the next
following regularly scheduled meeting. Following such meeting, the Board shall issue a
decision on the grievance within ten (10) days.
STEP FOUR: If the Association is not satisfied with the disposition of the grievance at
Step Three, the Association may submit the grievance to final and binding arbitration.
The Association may submit, in writing, a request on behalf of the Association and the
grieving TRS Eligible Licensed Professional member to the Superintendent within thirty
(30) days from the receipt of the Step Three answer to enter into such arbitration. The
arbitration proceedings shall be conducted by an arbitrator to be selected by the two
parties within ten (10) days after said notice is given. If the two parties fail to reach
agreement on an arbitrator within ten (10) days, the American Arbitration Association
will be requested to provide a panel of seven (7) arbitrators. Each of the two parties will
alternately strike one name at the time from the panel until only one shall remain. The
remaining name shall be the arbitrator.
Expenses for the arbitrators services shall be borne equally by the Board and the
Association.
The arbitrator, in his opinion, shall not amend, modify, nullify, ignore, or add to the
provisions of said Agreement. His authority shall be strictly limited to deciding only the
issue or issues presented to him in writing by the Board and the Association and his
decision must be based solely and only upon his interpretation of the meaning or
69

application of the express relevant language of said Agreement. However, the decision
of the arbitrator may not violate state or federal law.
15.06 ASSOCIATION PARTICIPATION
The Board acknowledges the right of the Association to participate in the processing of a
grievance at any level and no Association member shall be required to discuss his/her
grievance if the Associations representative is not present.
15.07 ADMINISTRATION/ASSOCIATION COOPERATION

The Administration and Association and its membership shall cooperate with each
other in theft investigation of a grievance.
15.08 NO REPRISALS
No reprisals shall be taken by the Board and Administration against any Association
member because of the members participation in a grievance nor shall the Association
or its membership take any reprisals against any member for his participation in a
grievance.
15.09 RELEASED TIME
It is agreed that any investigation or other handling or processing of any grievance by
the grieving Association member and/or the Association shall be conducted so as to
result in minimal interference of the instructional program and related work activities of
the grieving Association member(s). When requested to attend meetings related to a
grievance, the Association member and/or Association representative shall be allowed
reasonable time without loss of pay or benefits.
15.10 FILING OF MATERIALS

Records related to a grievance shall be filed separately from the personnel file of the
Association member.
15.11 GRIEVANCE WITHDRAWN/SETTLEMENT

A grievance may be withdrawn and/or settled at any level without establishing a


precedent.

70

ARTICLE 16: EFFECT OF AGREEMENT

16.01 COMPLETE UNDERSTANDING

The parties mutually agree that the terms and conditions set forth in this Agreement
represent the full and complete commitment between the parties.
This Agreement may be altered, changed, added to, deleted from, or modified through
the voluntary, mutual consent of these parties in a written and signed Amendment to
this Agreement.
16.02 LEGALITY OF AGREEMENT

Should any article, section or clause of this Agreement be declared ifiegal by a court of
competent jurisdiction, said article, section or clause, as the case may be, shall be
automatically deleted from this Agreement to the extent that it violated the law. The
remaining articles, sections and clauses shall remain in full force and effect for the
duration of the Agreement if not affected by the deleted article, section or clause.
16.03 MANAGEMENT RIGHTS
It is expressly understood and agreed that all functions, rights, powers or authority of
the Administration of the District and the Board of Education, which are not specifically
limited by the express language of this Agreement, are retained by the Board provided;
however, that no such right shall be exercised so as to violate any of the specific
provisions of this Agreement.
16.04 NO STRIKE CLAUSE

The East Peoria Elementary Education Association agrees not to strike or to engage in a
professional holiday or other refusal to render full and complete contractual services
to the Board during the tenure of this Agreement.
In the event of any violation of this provision by its membership, the Association shall,
upon written notice from the Board, immediately direct such Association member both
orally and in writing to resume normal operations immediately and make every other
reasonable effort to end any violation(s). If the Association member fails to immediately
comply, the Board shall have the right to discipline any staff member, up to and
including dismissal.
The Board agrees that it wifi not lockout any Association member during the term of
this Agreement.
16.05 WAIVER

No provisions of this Agreement may be waived under any conditions so allowed by


state or federal law without the mutual consent of both parties.
71

16.06 CONTRACTUAL AMENDMENTS


The parties may modify or amend this agreement only by mutual consent.
16.07 DISTRICT REORGANIZATION

This Agreement shall be binding upon the Board and its successor personnel and upon
any District into which or with which this District or its territory shall be, in whole or
part, combined or otherwise reorganized. All Association members shall be assigned
and/or transferred as provide by the Illinois School Code.
All rights accrued by the Association under this Agreement or under the Illinois School
Code shall be assumed and recognized by the successor Board of Education. No
Association member shall be adversely affected by a change in hours, wages, terms or
conditions of employment in the existing Agreement (including, but not limited to,
seniority, salary, fringe benefits, transfer rights, maintenance of standards, layoff and
recall, and assignment provisions) as a result of any combination or other
reorganization.
if any unique problems created by combination or other reorganization cannot be
addressed or resolved by this provision or other portions of this Agreement, then such
unresolved issues shall be negotiated.
16.0$ TERM OF AGREEMENT

This Agreement shall be effective July 1, 2015, and shall remain in full force and effect
until and including August 30, 2019,

72

CERTIFIED SALARY SCHEDULE


2015-2016
Step
I
INCL TRS
2
INCL TRS
3
INCLTRS
4
INCLTRS
5
INCL TRS
6
INCLTRS
7
INCL TRS
2
INCL TRS
9
INCL TRS
10
INCLTRS
11
INCL TRS
12
INCLTRS
13
INCL TRS
14
INCLTRS
15
INCL TRS
16
INCLTRS
17
INCLTRS
18
INCLTRS
19
INCLTRS
20
INCLTRS
21
INCL TRS
22
INCL TRS
23
INCL TRS
24
INCL TRS

15-16
BS-0
$35,045
$38,511
$35,510
$39,022
$36,554
$40,169
$37,599
$41,317
$38,643
$42,465
$39,687
$43,612
$40,732
$44,760
$41,776
$45,908
$42,820
$47,055
$43,865
$48,203
$44,909
$49,350
$45,953
$50,498
$46,997
$51,645
$48,042
$52,793
$49,086
$53,940
$50,130
$55,088
$51,175
$56,236
$52,219
$57,383
$53,263
$58,531
$54,308
$59,679

15-16
BS-15
$35,737
$39,271
$36,202
$39,782
$37,246
$40,930
$38,290
$42,077
$39,335
$43,225
$40,379
$44,372
$41,423
$45,520
$42,517
$46,722
$43,512
$47,815
$44,556
$48,962
$45,600
$50,110
$46,645
$51,258
$47,689
$52,405
$48,733
$53,553
$49,778
$54,701
$50,822
$55,848
$51,866
$56,995
$52,911
$58,144
$53,955
$59,291
$54,999
$60,438
$56,044
$61,587
$57,088
$62,734
$58,132
$63,881
$59,177
$65,029

15-16
BS-30
$36,428
$40,031
$36,293
$40,542
$37,938
$41,690
$38,982
$42,837
$40,026
$43,984
$41,070
$45,132
$42,115
$46,280
$43,159
$47,427
$44,203
$48,575
$45,248
$49,723
$46,292
$50,870
$47,336
$52,017
$48,381
$53,166
$49,425
$54,313
$50,469
$55,460
$51,514
$56,609
$52,558
$57,756
$53,602
$58,903
$54,647
$60,051
$55,691
$61,199
$56,735
$62,346
$57,780
$63,494
$58,824
$64,642
$59,868
$65,789
73

15-16
MS-0
$37,120
$40,791
$37,585
$41,302
$38,629
$42,449
$39,673
$43,597
$40,718
$44,745
$41,762
$45,892
$42,206
$47,039
$43,851
$48,188
$44,895
$49,335
$45,939
$50,482
$46,984
$51,631
$48,028
$52,778
$49,072
$53,925
$50,117
$55,073
$51,161
$56,221
$52,205
$57,368
$53,250
$58,516
$54,294
$59,664
$55,338
$60,811
$56,382
$61,958
$57,427
$63,106
$58,471
$64,254
$59,515
$65,401
$60,560
$66,549

15-16
MS-15
$37,811
$41,550
$38,276
$42,061
$39,321
$43,210
$40,365
$44,357
$41,409
$45,504
$42,454
$46,653
$43,498
$47,800
$44,542
$48,947
$45,587
$50,095
$46,631
$51,243
$47,675
$52,390
$48,720
$53,538
$49,764
$54,686
$50,808
$55,833
$51,853
$56,981
$52,897
$58,128
$53,341
$59,276
$54,985
$60,423
$56,030
$61,571
$57,074
$62,718
$58,118
$63,866
$59,163
$65,014
$60,207
$66,161
$61,251
$67,309

15-16
MS-30
$38,503
$42,311
$38,968
$42,822
$40,012
$43,969
$41,057
$45,117
$42,101
$46,265
$43,145
$47,412
$44,190
$48,560
$45,234
$49,708
$46,278
$50,855
$47,323
$52,003
$48,367
$53,150
$49,411
$54,298
$50,455
$55,445
$51,500
$56,593
$52,544
$57,740
$53,588
$58,888
$54,633
$60,036
$55,677
$61,183
$56,721
$62,331
$57,766
$63,479
$58,810
$64,626
$59,854
$65,773
$60,899
$66,922
$61,943
$68,069

15-16
MS45
$39,195
$43,071
$39,660
$43,582
$40,704
$44,730
$41,748
$45,877
$42,793
$47,025
$43,837
$48,172
$44,881
$49,320
$45,925
$50,467
$46,970
$51,615
$48,014
$52,762
$49,058
$53,910
$50,103
$55,058
$51,147
$56,205
$52,191
$57,353
$53,236
$58,501
$54,280
$59,648
$55,324
$60,795
$56,369
$61,944
$57,413
$63,091
$58,457
$64,238
$59,502
$65,387
$60,546
$66,534
$61,590
$67,681
$62,635
$68,829

25
INCL TRS
26
INCL TRS
27
INCL TRS
28
INCL TRS
29
INCL TRS
30
INCL TRS
31
INCL IRS
32
INCL IRS
33
INCL TRS
34
INCL TRS
35
INCL TRS
Longevity
INCL TRS

$54,482
$59,870

$60,221
$66,177

$60,912
$66,936
$61,957
$68,084
$63,001
$69,232
$64,045
$70,379
$65,090
$71,527
$66,134
$72,674

$60,485
$66,467

$66,418
$72,987

$61,604
$67,696
$62,648
$68,844
$63,693
$69,992
$64,737
$71,139
$65,781
$72,287
$66,826
$73,435
$67,870
$74,582
$68,914
$75,729
$69,959
$76,878
$71,003
$78,025
$72,047
$79,172
$73,092
$80,321

74

$62,296
$68,457
$63,340
$69,604
$64,384
$70,751
$65,429
$71,900
$66,473
$73,047
$67,517
$74,194
$68,562
$75,343
$69,606
$76,490
$70,650
$77,637
$71,695
$78,785
$72,739
$79,933
$73,023
$80,245

$62,987
$69,216
$64,032
$70,365
$65,076
$71,512
$66,120
$72,659
$67,165
$73,807
$68,209
$74,955
$69,253
$76,102
$70,297
$77,249
$71,342
$78,398
$72,386
$79,545
$73,430
$80,692
$73,715
$81,005

$63,679
$69,977
$64,723
$71,124
$65,768
$72,272
$66,812
$73,420
$67,856
$74,567
$68,900
$75,714
$69,945
$76,862
$70,989
$78,010
$72,033
$79,157
$73,078
$80,305
$74,122
$81,452
$74,406
$81,765

CERTIFIED SALARY SCHEDULE


2016-2017
Step
I
INCLTRS
2
INCL TRS
3
INCLTRS
4
INCL TRS
5
INCLTRS
6
INCL TRS
7
INCLTRS
8
INCL TRS
9
INCLTRS
10
INCL TRS
11
INCLTRS
12
INCL TRS
13
INCLTRS
14
INCLTRS
15
INCLTRS
16
INCLTRS
17
INCLTRS
18
INCLTRS
19
INCLTRS
20
INCLTRS
21
INCL TRS
22
INCL TRS
23
INCL TRS
24
INCL TRS

16-17
BS-0
$35,395
$38,895
$35,745
$39,280
$36,210
$39,791
$37,254
$40,938
$38,299
$42,087
$39,343
$43,234
$40,387
$44,381
$41,432
$45,530
$42,476
$46,677
$43,520
$47,824
$44,565
$48,972
$45,609
$50,120
$46,653
$51,267
$47,697
$52,414
$48,742
$53,562
$49,786
$54,710
$50,830
$55,857
$51,875
$57,005
$52,919
$58,153
$53,963
$59,300

16-17
BS-15
$36,087
$39,656
$36,437
$40,041
$36,902
$40,551
$37,946
$41,699
$38,990
$42,846
$40,035
$43,994
$41,079
$45,142
$42,123
$46,289
$43,217
$47,491
$44,212
$48,584
$45,256
$49,732
$46,300
$50,879
$47,345
$52,027
$48,389
$53,176
$49,433
$54,322
$50,478
$55,470
$51,522
$56,617
$52,566
$57,765
$53,611
$58,913
$54,655
$60,060
$55,699
$61,207
$56,744
$62,356
$57,788
$63,503
$58,832
$64,650

16-17
BS-30
$36,778
$40,415
$37,128
$40,800
$37,593
$41,311
$38,638
$42,459
$39,682
$43,606
$40,726
$44,754
$41,770
$45,901
$42,815
$47,049
$43,859
$48,197
$44,903
$49,344
$45,948
$50,492
$46,992
$51,639
$48,036
$52,787
$49,081
$53,935
$50,125
$55,082
$51,169
$56,229
$52,214
$57,378
$53,258
$58,525
$54,302
$59,672
$55,347
$60,821
$56,391
$61,968
$57,435
$63,115
$58,480
$64,263
$59,524
$65,411
75

16-17
MS-O
$37,470
$41,176
$37,820
$41,560
$38,285
$42,071
$39,329
$43,219
$40,373
$44,366
$41,418
$45,514
$42,462
$46,661
$43,506
$47,809
$44,551
$48,957
$45,595
$50,104
$46,639
$51,251
$47,684
$52,400
$48,728
$53,547
$49,772
$54,694
$50,217
$55,843
$51,861
$56,990
$52,905
$58,137
$53,950
$59,285
$54,994
$60,433
$56,038
$61,580
$57,082
$62,727
$58,127
$63,876
$59,171
$65,023
$60,215
$66,170

16-17
MS-IS
$38,161
$41,935
$38,511
$42,320
$38,976
$42,831
$40,021
$43,979
$41,065
$45,126
$42,109
$46,273
$43,154
$47,422
$44,198
$48,569
$45,242
$49,716
$46,287
$50,865
$47,331
$52,012
$48,375
$53,159
$49,420
$54,307
$50,464
$55,455
$51,508
$56,602
$52,553
$57,750
$53,597
$58,898
$54,641
$60,045
$55,685
$61,192
$56,730
$62,340
$57,774
$63,488
$58,218
$64,635
$59,863
$65,783
$60,907
$66,931

16-17
MS-30
$38,853
$42,695
$39,203
$43,080
$39,668
$43,691
$40,712
$44,738
$41,757
$45,887
$42,801
$47,034
$43,845
$48,181
$44,890
$49,329
$45,934
$50,477
$46,978
$51,624
$48,023
$52,772
$49,067
$53,920
$50,111
$55,067
$51,155
$56,214
$52,200
$57,362
$53,244
$58,510
$54,288
$59,657
$55,333
$60,805
$56,377
$61,953
$57,421
$63,100
$58,466
$64,248
$59,510
$65,395
$60,554
$66,543
$61,599
$67,691

16-17
MS45
$39,545
$43,456
$39,895
$43,840
$40,360
$44,351
$41,404
$45,499
$42,442
$46,646
$43,493
$47,794
$44,537
$48,942
$45,581
$50,089
$46,625
$51,236
$47,670
$52,384
$48,714
$53,532
$49,758
$54,679
$50,803
$55,827
$51,847
$56,975
$52,891
$58,122
$53,936
$59,270
$54,980
$60,417
$56,024
$61,565
$57,069
$62,713
$58,113
$63,860
$59,157
$65,007
$60,202
$66,156
$61,242
$67,303
$62,290
$68,450

25
INCL TRS
26
INCL TRS
27
INCL TRS
28
INCL TRS
29
INCL TRS
30
INCL TRS
31
INCL IRS
32
INCL TRS
33
INCL TRS
34
INCL TRS
35
INCL TRS
Longevity
INCL IRS

$54,542
$59,936

$53,877
$65,799

$60,568
$66,558
$61,612
$67,705
$62,657
$68,854
$63,701
$70,001
$64,745
$71,148
$65,790
$72,296

$60,560
$66,549

$66,503
$73,080

$61,260
$67,318
$62,304
$68,466
$63,348
$69,613
$64,393
$70,761
$65,437
$71,909
$66,481
$73,056
$67,526
$74,204
$68,570
$75,351
$69,614
$76,499
$70,659
$77,647
$71,703
$78,794
$72,747
$79,941

76

$61,951
$68,078
$62,996
$69,226
$64,040
$70,373
$65,084
$71,521
$66,129
$72,669
$67,173
$73,816
$68,217
$74,963
$59,262
$76,112
$70,306
$77,259
$71,350
$78,406
$72,395
$79,555
$73,439
$80,702

$62,643
$68,838
$63,687
$69,985
$64,732
$71,134
$65,776
$72,281
$66,820
$73,428
$67,865
$74,577
$68,909
$75,724
$69,953
$76,871
$70,997
$78,018
$72,042
$79,167
$73,026
$80,314
$74,130
$81,461

$63,335
$69,599
$64,379
$70,746
$65,423
$71,893
$66,468
$73,041
$67,512
$74,189
$68,556
$75,336
$69,600
$76,483
$70,645
$77,632
$71,689
$78,779
$72,733
$79,926
$73,778
$81,074
$74,822
$82,222

CERTIFIED SALARY SCHEDULE


2017-2018

Step
I
INCL TRS
2
INCL TRS
3
INCLTRS
4
INCLTRS
5
INCL TRS
6
INCLTRS
7
INCL TRS
8
INCLTRS
9
INCL IRS
10
INCLTRS
11
INCLTRS
12
INCLTRS
13
INCLTRS
14
INCLTRS
15
INCLTRS
16
INCL TRS
17
INCLTRS
18
INCLTRS
19
INCLTRS
20
INCL TRS
21
INCLTRS
22
INCL TRS
23

17-18
BS-0
$35,745
$39,280
$36,095
$39,665
$36,445
$40,049
$36,910
$40,560
$37,954
$41,708
$38,999
$42,856
$40,043
$44,003
$41,087
$45,150
$42,132
$46,299
$43,176
$47,446
$44,220
$48,593
$45,265
$49,742
$46,309
$50,889
$47,353
$52,036
$48,397
$53,183
$49,442
$54,332
$50,486
$55,479
$51,530
$56,626
$52,575
$57,775
$53,619
$58,922

17-18
BS-1 5
$36,437
$40,041
$36,787
$40,425
$37,137
$40,810
$37,602
$41,321
$38,646
$42,468
$39,690
$43,615
$40,735
$44,764
$41,779
$45,911
$42,823
$47,058
$43,917
$48,260
$44,912
$49,354
$45,956
$50,501
$47,000
$51,648
$48,045
$52,797
$49,083
$53,944
$50,133
$55,091
$51,172
$56,239
$52,222
$57,387
$53,266
$58,534
$54,311
$59,682
$55,355
$60,829
$56,399
$61,977
$57,444

17-18
BS-30
$37,128
$40,800
$37,472
$41,184
$37,828
$41,569
$38,293
$42,080
$39,338
$43,228
$40,382
$44,376
$41,426
$45,523
$42,470
$46,670
$43,515
$47,819
$44,559
$48,966
$45,603
$50,113
$46,648
$51,261
$47,692
$52,409
$48,736
$53,556
$49,781
$54,704
$50,225
$55,851
$51,869
$56,999
$52,914
$58,147
$53,958
$59,294
$55,002
$60,442
$56,047
$61,590
$57,091
$62,737
$58,135

17-18
MS-0
$37,820
$41,560
$38,170
$41,945
$38,520
$42,330
$38,985
$42,840
$40,029
$43,988
$41,073
$45,135
$42,112
$46,283
$43,162
$47,431
$44,206
$48,578
$45,251
$49,726
$46,295
$50,873
$47,339
$52,021
$48,324
$53,169
$49,428
$54,316
$50,472
$55,464
$51,517
$56,612
$52,561
$57,759
$53,605
$58,906
$54,650
$60,055
$55,694
$61,202
$56,732
$62,349
$57,782
$63,496
$58,227
77

17-18
MS-15
$38,511
$42,320
$38,861
$42,704
$39,211
$43,089
$39,676
$43,600
$40,721
$44,748
$41,765
$45,895
$42,809
$47,043
$43,254
$48,191
$44,898
$49,338
$45,942
$50,486
$46,987
$51,634
$48,031
$52,781
$49,075
$53,928
$50,120
$55,077
$51,164
$56,224
$52,202
$57,371
$53,253
$58,520
$54,297
$59,667
$55,341
$60,814
$56,385
$61,961
$57,430
$63,110
$58,474
$64,257
$59,518

17-18
MS-30
$39,203
$43,080
$39,553
$43,465
$39,903
$43,849
$40,368
$44,360
$41,412
$45,508
$42,457
$46,656
$43,501
$47,803
$44,545
$48,950
$45,590
$50,099
$46,634
$51,246
$47,678
$52,393
$48,723
$53,542
$49,767
$54,689
$50,811
$55,836
$51,855
$56,983
$52,900
$58,132
$53,944
$59,279
$54,988
$60,426
$56,033
$61,574
$57,077
$62,722
$58,121
$63,869
$59,166
$65,017
$60,210

17-18
MS45
$39,895
$43,840
$40,245
$44,225
$40,595
$44,610
$41,060
$45,121
$42,104
$46,268
$43,148
$47,415
$44,193
$48,564
$45,237
$49,711
$46,281
$50,858
$47,325
$52,005
$48,370
$53,154
$49,414
$54,301
$50,458
$55,448
$51,503
$56,596
$52,547
$57,744
$53,591
$58,891
$54,636
$60,039
$55,680
$61,187
$56,724
$62,334
$57,769
$63,482
$58,813
$64,629
$59,857
$65,777
$60,902

INCL TRS
24
INCL TRS
25
INCL TRS
26
INCL TRS
27
INCL TRS
28
INCL TRS
29
INCL TRS
30
INCL IRS
31
INCL TRS
32
INCL TRS
33
INCL TRS
34
INCL TRS
35
INCL TRS
Longevity
INCLTRS

$54,602
$60,002

$63,125
$58,488
$64,272
$59,532
$65,420

$63,884
$59,180
$65,033
$60,224
$66,180
$61,268
$67,327
$62,312
$68,474
$63,357
$69,623
$64,401
$70,770
$65,445
$71,917

$60,635
$66,632

$66,588
$73,173

$64,645
$53,871
$65,792
$60,915
$66,939
$61,960
$68,088
$63,004
$69,235
$64,048
$70,382
$65,093
$71,531
$66,137
$72,678
$67,181
$73,825
$68,226
$74,973
$69,270
$76,121
$70,314
$77,268
$71,359
$78,416
$72,403
$79,563

78

$65,404
$60,563
$66,552
$61,607
$67,700
$62,651
$68,847
$63,696
$69,995
$64,740
$71,143
$65,784
$72,290
$66,829
$73,438
$67,873
$74,585
$68,917
$75,733
$69,962
$76,881
$71,006
$78,028
$72,050
$79,176
$73,095
$80,324

$66,165
$61,254
$67,312
$62,299
$68,460
$63,343
$69,607
$64,387
$70,755
$65,432
$71,903
$66,476
$73,050
$67,520
$74,198
$68,565
$75,346
$69,609
$76,493
$70,653
$77,640
$71,697
$78,788
$72,742
$79,936
$73,786
$81,083

$66,925
$61,346
$68,072
$62,990
$69,220
$64,035
$70,368
$65,079
$71,515
$66,123
$72,662
$67,168
$73,811
$68,212
$74,958
$69,256
$76,105
$70,300
$77,252
$71,345
$78,401
$72,389
$79,548
$73,433
$80,695
$74,478
$81,844

CERTIFIED SALARY SCHEDULE


2018-2019
Step
I
INCLTRS
2
INCLTRS
3
INCL TRS
4
INCLTRS
5
INCL TRS
6
INCL TRS
7
INCL TRS
8
INCL TRS
9
INCL TRS
10
INCLTRS
11
INCL TRS
12
INCLTRS
13
INCL TRS
14
INCLTRS
15
INCL TRS
16
INCL TRS
17
INCLTRS
18
INCLTRS
19
INCL TRS
20
INCLTRS
21
INCL TRS
22
INCL TRS
23
INCL TRS
24
INCL TRS

18-19
BS-0
$36,108
$39,678
$36,470
$40,077
$36,820
$40,461
$37,170
$40,846
$37,635
$41,357
$38,679
$42,504
$39,724
$43,653
$40,768
$44,800
$41,812
$45,947
$42,857
$47,095
$43,901
$48,243
$44,945
$49,390
$45,990
$50,538
$47,034
$51,686
$48,078
$52,833
$49,122
$53,980
$50,167
$55,128
$51,211
$56,276
$52,255
$57,423
$53,300
$58,571

18-19
BS-1 5
$36,800
$40,439
$37,162
$40,837
$37,512
$41,222
$37,862
$41,606
$38,327
$42,117
$39,371
$43,265
$40,415
$44,412
$41,460
$45,560
$42,504
$46,708
$43,542
$47,855
$44,642
$49,057
$45,637
$50,150
$46,681
$51,298
$47,725
$52,445
$48,770
$53,593
$49,814
$54,740
$50,858
$55,888
$51,903
$57,036
$52,947
$58,183
$53,991
$59,331
$55,036
$60,479
$56,080
$61,626
$57,124
$62,773
$58,169
$63,922

18-19
BS-30
$37,491
$41,198
$37,853
$41,597
$38,203
$41,981
$38,553
$42,366
$39,018
$42,877
$40,063
$44,025
$41,107
$45,172
$42,151
$46,320
$43,195
$47,467
$44,240
$48,615
$45,284
$49,762
$46,328
$50,910
$47,373
$52,058
$48,417
$53,205
$49,461
$54,353
$50,506
$55,501
$51,550
$56,648
$52,594
$57,795
$53,639
$52,944
$54,683
$60,091
$55,727
$61,238
$56,772
$62,387
$57,816
$63,534
$58,860
$64,681
79

18-19
MS-0
$38,183
$41,959
$38,545
$42,357
$38,895
$42,742
$39,245
$43,126
$39,710
$43,637
$40,754
$44,784
$41,798
$45,932
$42,843
$47,080
$43,887
$48,227
$44,931
$49,375
$45,976
$50,523
$47,020
$51,670
$48,064
$52,817
$49,109
$53,966
$50,153
$55,113
$51,197
$56,260
$52,242
$57,409
$53,226
$58,556
$54,330
$59,703
$55,375
$60,851
$56,419
$61,999
$57,463
$63,146
$58,507
$64,293
$59,552
$65,442

18-19
MS-15
$38,874
$42,718
$39,236
$43,116
$39,526
$43,501
$39,936
$43,886
$40,401
$44,397
$41,446
$45,545
$42,490
$46,692
$43,534
$47,839
$44,579
$48,988
$45,623
$50,135
$46,667
$51,282
$47,712
$52,431
$48,756
$53,578
$49,800
$54,725
$50,645
$55,873
$51,889
$57,021
$52,933
$58,168
$53,978
$59,316
$55,022
$60,464
$56,066
$61,611
$57,110
$62,758
$58,155
$63,906
$59,199
$65,054
$60,243
$66,201

18-19
MS-30
$39,566
$43,478
$39,928
$43,877
$40,278
$44,261
$40,628
$44,646
$41,093
$45,157
$42,137
$46,304
$43,182
$47,453
$44,226
$48,600
$45,270
$49,747
$46,315
$50,895
$47,359
$52,043
$42,403
$53,190
$49,448
$54,338
$50,492
$55,486
$51,536
$56,633
$52,580
$57,780
$53,625
$58,928
$54,669
$60,076
$55,713
$61,223
$56,758
$62,371
$57,802
$63,518
$58,846
$64,666
$59,891
$65,814
$60,935
$66,961

18-19
M545
$40,252
$44,239
$40,620
$44,637
$40,970
$45,022
$41,320
$45,406
$41,785
$45,917
$42,829
$47,065
$43,873
$48,212
$44,918
$49,360
$45,962
$50,508
$47,006
$51,655
$48,050
$52,802
$49,095
$53,950
$50,139
$55,098
$51,183
$56,245
$52,228
$57,393
$53,272
$58,540
$54,316
$59,688
$55,361
$60,836
$56,405
$61,983
$57,449
$63,131
$58,494
$64,279
$59,538
$65,426
$60,582
$66,573
$61,627
$67,722

25
INCL IRS
26
INCL TRS
27
INCL TRS
28
INCL TR8
29
INCL TR8
30
INCL TR8
31
INCL TM
32
INCL TM
33
INCLTM
34
INCL TM
35
INCL TM
Long.vfty
INCL TM

$54662
$69,068

$59,213
$65,059

$59905
$65,828
$60,949
$66,977
$61,993
$68,124
$63,037
$69,271
$64082
$70,420
$65,126
$71,567

$60,710
$8,714

$66,673
$73,267

$60,590
$68,588
$61,640
$67,736
$63,685
$8,894
$63,729
$70,032
$64773
$71,179
$65,818
$72,327
$6,862
$73,474
$67,906
$74622
$68,951
$75,770
$9,995
$78,917
$71,039
$78,066
$73,094
$79,213

80

$61,288
$67,349
$62,332
$8,466
$63,376
$69,664
$64421
$70,792
$65,465
$71,939
$66,509
$73,087
$67,584
$74236
$8,596
$75,382
$9,642
$76,529
$70,687
$77,678
$71,731
$78,flS
$73,775
$79,972

$61,979
$68,109
$63,024
$69,257
$64,068
$70,494
$65112
$71,551
$66157
$73,700
$7,201
$73,847
$68245
$74984
$69,290
$76,143
$70,334
$77,290
$71,378
$78,437
$72,422
$79,594
$73,467
$80,733

$62,671
$68,869
$63,715
$70,016
$64,760
$71,165
$65,894
$72,312
$66,648
$73,459
$7,893
$74607
$68,937
$75,755
$69,981
$76,902
$71,025
$78,049
$73,070
$79,198
$73,114
$80,345
$74166
$1,492

ESP SALARY SCHEDULE

10.35
10.50
10.65
10.80
10.95
11.10
11.25

YEAR I
2015-2016
10.40
10.55
10.70
10.85
11.00
11.15
11.30

8
9

11.40
11.55

11.45
11.60

10
11
12
13
14

11.70
11.85
12.00
12.15
12.30

11.75
11.90
12.05
12.20
12.35

15

12.45

12.50

16

12.60

12.65

17
18
19

12.75
12.90
13.05

12.80
12.95
13.10

20
21
22

13.20
13.35
13.50

13.25
13.40
13.55

23
24
25
26
27
28
29
30
31
32

13.65
13.80
13.95
14.10
14.25
14.40
14.55
14.70
14.85
15.00

13.70
13.85
14.00
14.15
14.30
14.45
14.60
14.75
14.90
15.05

33
34
35
36
37
38

15.15
15.30
15.45
15.60
15.75
15.90

15.20
15.35
15.50
15.65
15.80
15.95

STEPS
1
2
3
4
5
6
7

FIX

YEAR 2
2016-2017
10.50
10.65
10.80
10.95
11.10
11.25
11.40

81

YEAR 3
2017-2018

YEAR 4
2018-2019
10.60
10.75
10.90
11.05
11.20
11.35
11.50

10.70
10.85
11.00
11.15
11.30
11.45
11.60

11.55
11.70

11.65
11.80

11.75
11.90

11.85
12.00
12.15
12.30
12.45

11.95
12.10
12.25
12.40
12.55

12.05
12.20
12.35
12.50
12.65

12.60

12.70

12.80

12.75

12.85

12.95

12.90
13.05
13.20

13.00
13.15
13.30

13.10
13.25
13.40

13.35
13.50
13.65

13.45
13.60
13.75

13.55
13.70
13.85

13.80
13.95
14.10
14.25
14.40
14.55
14.70
14.85
15.00
15.15

13.90
14.05
14.20
14.35
14.50
14.65
14.80
14.95
15.10
15.25

14.00
14.15
14.30
14.45
14.60
14.75
14.90
15.05
15.20
15.35

15.30
15.45
15.60
15.75
15.90
16.05

15.40
15.55
15.70
15.85
16.00
16.15

15.50
15.65
15.60
15.95
16.10
16.25

39
40
41
42
43
44
45
46
47
48
49
50
51
52

16.05
16.20
16.35
16.50
16.65
16.80
16.95
17.10
17.25

16.10
16.25
16.40
16.55
16.70
16.85
17.00
17.15
17.30

16.20
16.35
16.50
16.65
16.80
16.95
17.10
17.25
17.40
17.55

16.30
16.45
16.60
16.75
16.90
17.05
17.20
17.35
17.50
17.65
17.80

16.40
16.55
16.70
16.85
17.00
17.15
17.30
17.45
17.60
17.75
17.90
18.05

18.05
18.51
18.78
18.05
18.47
19.38
24.43
24.06

18.30
18.76
19.03
18.30
18.72
19.63
24.68
24,31

18.55
19.01
19.28
18.55
18.97
19.88
24.93
24.56

off schedule
17.60
18.06
18.33
17.60
18.02
18.93
23.98
23.61

17.80
18.26
18.53
17.80
18.22
19.13
24.18
23.81

82

APPENDIX B: SUPPLEMENTAL DUTIES AND STIPENDS

B.O1 SUPPLEMENTAL DUTIES

Supplemental Duty assignments may be for a single school year and may be evaluated
every year. Principals wifi post all Supplemental Duties listed on the Supplemental
Duty and Stipends Schedule, Appendix B, prior to the close of school and shall seek
volunteers. Pay for supplemental jobs shall be as set forth in Appendix B.
Extra duty shall be defined as those duties as listed on the Supplemental Duty Schedule
(Appendix B) and which require time in addition to normal job responsibility or
expectation. Extra-duty pay may not be combined, subdivided, or otherwise
manipulated without the mutual agreement of the Board and the Association except as
indicated. Job descriptions of each extra duty shall be provided by the District.
If there are no qualified Association members within the building, then the
Administration must make a reasonable effort to find an Association member from
within the District. Should no volunteer be found then the Administration must search
outside the District for a qualified and willing person to perform the activity
supervision. The Board will offer compensation for such extra-duty not to exceed the
negotiated amount for that activity.
No Association member wifi be involuntarily assigned to any activity two years in a
row.
No Association member with twenty-five (25) years of service shall be
involuntarily assigned.
New extra-duty activities which are candidates for inclusion in Appendix B may have a
trial period of one (1) semester. Thereafter, the activity must be reimbursed in a manner
agreed upon by the Association and the Board.
Supplemental Duty vacancies shall be posted for 10 days.
B.02

SUPPLEMENTAL DUTIES PAYROLL PROCEDURES

If the extra duty activity extends throughout the year, stipends will be paid in twentyfour (24) equal payments on the regularly scheduled payroll dates. All other extra duty
will be paid at the conclusion of the activity or as agreed upon by the Association and
the Board.
B.03

SENIORITY BONUS
All sponsors or coaches in an activity or sport wifi receive an additional $200 annually
after ten (10) consecutive years of service in the same activity and $250 annually after
twenty (20) consecutive years of service in the same activity.

83

B.04

ADDITIONAL PAY

No employee governed by this contract shall receive extra pay except as stated herein
without notifying the Association President.

RESPONSIBILITY

B.05

The first chain-of-command step in coaching situations shall be both the Athletic
Director and the Assistant Principal.
B.06

EXTRA DUTY

FROM

GRANTS

Temporary extra duty generated from grant monies shall be at the discretion of the
Superintendent upon notification to the Association.
B.07

CELL ADJUSTMENT
With Association and Board mutual agreement, the job description of any position in
this appendix may be altered with corresponding monetary adjustment.

B.O8

MISCELLANEOUS
Extra duty positions shall be posted annually. The Board need not fill all extra duty
positions during an entire school year. All positions filled shall be paid at the
designated amount.

SUPPLEMENTAL DUTY AND

Description

Duty

STIPENDS

2015-2016

2016-2017

2017-2018

2018-2019

Band

$1,970.00

$1,995.00

$1995.00

$2,020.00

Orchestra

$1,407.00

$1,425.00

$1,425.00

$1,450.00

Chorus (3 Schools)

$975.00

$1,000.00

$1,000.00

$1,025.00

ATHLETICS

Intramurals

80

$31.00

$32.00

$32.00

$33.00

OTHER

Challenge

40

$36.00

$37.00

$37.00

$38.00

Arrival and Dismissal Duty

175

$16.00

$17.00

$17.00

$18.00

Lunch Duty

175

$16.00

$17.00

$17.00

$18.00

Chess

$1,668.00

$1,695.00

$1,695.00

$1,720.00

Math Counts

$1,934.00

$1,960.00

$1,960.00

$1,985.00

Newspaper [per issue]

$182.00

$184.00

$184.00

$186.00

Elementary
FINE ARTS

Junior High
ACADEMICS

84

FINE ARTS

ATHLETICS

>

hrs.
OTHER

Scholastic Bowl

$2,997.00

$3,025.00

$3,025.00

$3,050.00

Speech

$1,720.00

$1,750.00

$1,750.00

$1,775.00

Student Council

$3,127.00

$3,755.00

$3,755.00

$3,780.00

Yearbook

$1,407.00

$7,425.00

$1,425.00

$1,450.00

Band

$2,658.00

$2,685.00

$2,685.00

$2,710.00

Chorus

$2,606.00

$2,630.00

$2,630.00

$2,655.00

Orchestra

$2,085.00

$2,100.00

$2,700.00

$2,125.00

Play/Drama

$2,085.00

$2,110.00

$2,110.00

$2,135.00

Cheerleading

$2,606.00

$2,630.00

$2,630.00

$2,655.00

Pom-Pons

$2,085.00

$2,110.00

$2,110.00

$2,135.00

Baseball, Head Coach

$2,789.00

$2,815.00

$2,815.00

$2,840.00

Baseball, Assistant

$2,007.00

$2,035.00

$2,035.00

$2,060.00

Basketball, Boys Head Coach 8

$3,336.00

$3,360.00

$3,360.00

$3,385.00

Basketball, Boys Head Coach 7

$3,336.00

$3,360.00

$3,360.00

$3,385.00

Basketball, Boys Head Coach 6

$1,668.00

$1,670.00

$7,670.00

$1,670.00

Basketball, Girls Head Coach 8

$3,336.00

$3,360.00

$3,360.00

$3,385.00

Basketball, Girls Head Coach 7

$3,336.00

$3,360.00

$3,360.00

$3,385.00

Basketball, Girls Head Coach 6

$1,668.00

$1,670.00

$1,670.00

$1,670.00

Cross-Country, Boys Head

$3,336.00

$3,360.00

$3,360.00

$3,385.00

Cross-Country, Girls Head

$3,336.00

$3,360.00

$3,360.00

$3,385.00

Softball, Head Coach

$2,789.00

$2,815.00

$2,815.00

$2,840.00

Softball, Assistant

$2,007.00

$2,035.00

$2,035.00

$2,060.00

Track, Head Coach

$2,789.00

$2,815.00

$2,815.00

$2,840.00

Track, Assistant

$2,007.00

$2,035.00

$2,035.00

$2,060.00

Volleyball Head Coach 8

$3,336.00

$3,360.00

$3,360.00

$3,385.00

Volleyball, Head Coach 6/7

$3,336.00

$3,360.00

$3,360.00

$3,385.00

Wrestling, Head Coach

$3,544.00

$3,570.00

$3,570.00

$3,595.00

Wrestling, Assistant

$2,789.00

$2,815.00

$2,815.00

$2,840.00

lntramurals [per event)

40

$31.00

$32.00

$32.00

$33.00

Pep Club/Supervision

10

$36.00

$37.00

$37.00

$38.00

Scorer/Timer [per event]

10

$36.00

$37.00

$37.00

$38.00

TicketTaker[perevent]

10

$36.00

$37.00

$37.00

$38.00

Ticket Taker (tourney*)

$54.00

$55.50

$55.50

$57.00

Scorer/Timer ftoumey*)

$54.00

$55.50

$55.50

$57.00

Arrival/Dismissal Duty [per

Lunch Duty[per person/per day]

175

$16.00

$17.00

$17.00

$18.00

170

$16.00

$17.00

$17.00

$18.00

85

Detention Hall Supervisor [per


dayl

70

$36.00

$37.00

$37.00

$38.00

Friday School [per day]

$94.00

$95.00

$95.00

$96.00

Physical Education, Junior


High/AD

$6,255.00

$6,300.00

Physical Education, Elementary

$886.00

$890.00

$890.00

$890.00

Mathematics & Science

$886.00

$890.00

$890.00

$890.00

Technology & Fine Arts

$886.00

$890.00

$890.00

$890.00

Language Arts: English &


Reading

$886.00

$890.00

$890.00

$890.00

Social Studies: Geography &


History

$886.00

$890.00

$890.00

$890.00

Young Authors (2 for CJHS)

$443.00

$443.00

$443.00

$443.00

Young Authors Coordinator

$834.00

$834.00

$834.00

$834.00

Science Fair (2 for CJHS)

$443.00

$443.00

$443.00

$443.00

Science Fair Coordinator

$834.00

$834.00

$834.00

$834.00

Unnamed Tech Position (2 for


CJHS)

$1,000.00

$1,025.00

$1,025.00

$1,050.00

Service Learning Supervisor

80

$31.00

$32.00

$32.00

$33.00

Summer School (hourly minimum)

30

$31.00

$32.00

$32.00

$33.00

Tutor (hourly)

80

$34.00

$35.00

$35.00

$36.00

Substitute (hourly)

80

$34.00

$35.00

$35.00

$36.00

Electronic Grading Coordinator

$2,215.00

$2,240.00

$2,240.00

$2,265.00

TBD

TBD

TBD

$208.00

$208.00

$208.00

$208.00

District Stipends
SUBJECT
AREA
COORDINATOR

OTHER

State Track Coordinator (IESA


portion)
State Track Coordinator (District
portion)
Technology Institute Committee
(2 for

$6,300.00

$6,300.00

$443.00

$470.00

$470.00

$49500

28

$407.00

$435.00

$435.00

$460.00

NewStaff Mentors

$391.00

$415.00

$415.00

$440.00

Consulting Teachers for


Remediation

$287.00

$315.00

$315.00

$340.00

CJHS)
Intervention Assistance Team
[4/bldg.]

86

INDEX

AGREEMENT
Complete understanding (71)
Contractual amendments (72)
District reorganization (72)
Duration of (94)
Legality of agreement (71)
Management rights (71)
No strike clause (71)
Term of agreement (72)
Waiver (71)

ASSOCIATION
Association Days (14)
Association / Administration Cooperation (14)
Association

/ Administration Meetings (14)

Communications (13)
Confidentiality (14)
Board meeting minutes (12)
Board meeting notification (12)
Committees (15)
Denial of rights (12)
Dress and appearance (15)
Harassment (12)
Information (12)
Membership employment changes (14)
Ownership of works (15)
Personnel File (11)
Posting (14)
87

Procedures for negotiations (13)


Recognition (10)
Representation at hearings (11)
Rules and Regulations (12)

Staff Development (15)


Use of Equipment/Facffities/Secretaries (13)
TRS ELIGIBLE LICENSED PROFESSIONALS
Assignment notice (18)
Bereavement leave (63)
Calendar (16)
Class size (17)
College stipend

/ salary credit (47)

Consulting teachers for remediation (55)


Dental insurance (50)
Discipline (18)
District Library Media Center (22)
Educational leave (61)
Employment incentive (54)
Evaluation committee (39)
Evaluation timelines (38)
FMLA (63)
Grades (22)
Individual contract (23)
Instructional materials (21)
Insurance after retirement (51)
Insurance fund (50)
Insurance policies and statements (54)

Involuntary transfer (20)


Job description

evaluation (38)
88

Judicial leave (63)


Leave benefits (62)
Leave of absence (62)
Life insurance (50)
Major medical / hospitalization insurance (49)
Materials and supplies (21)
Mentoring (55)

National Boards (54)


New staff (22)
New staff qualifications (18)
No leave deducted

/ non-school (62)

Notification of evaluation (38)


Part-time (22)
Personal leave (61)
Planning time (21)
Prior teaching experience (47)
Professional leave (63)
Promotion procedure (23)
Purpose of evaluation (38)
Reduction in force (40)
Reduction procedures (40)
Retirement benefit (51)
Retirement guarantee (54)
Retirement incentive (52)
Retirement System Payments (51)
Salary (47)
Salary schedule 2015 2016 (73)
-

Salary schedule 2016 2017 (75)


-

Salary schedule 2017 2018 (77)


-

89

Salary schedule 2018-2019 (79)


Scheduled day (16)
Seniority (40)
Seniority maintaining and posting (40)
-

Seniority termination of (40)


-

Sick leave (60)


Substitutes (55)
Substitution after retirement (54)
Summer school positions (19)
Supervising of (22)
Supervision

/ responsibility of building (38)

Suspension (22)
Teaching assignments (18)
Teaching limits (18)
Telephone (21)
T,HJ.S. fund (51)
Twelve-Month insurance (54)
Vacancy and transfer procedures (19)
Vision insurance (50)
EDUCATION SUPPORT PERSONNEL (ESP)
Aides (34)
Bereavement leave (65)
Breaks (26)
Calendar (27)
Cafeteria Workers (35)
Credits, workshops, seminars (57)
Custodians (32)
Evaluations (26)
Flex time (26)
90

FMLA (66)
Group insurance (56)
Health Clerks (36)
Holidays (26)
IMRF (56)
Job descriptions (25)
Judicial leave (66)
Maintenance (33)
Maintenance Custodian (32)
New hires (59)
Notification of assignments (25)
Nurses (36)
Overtime (25)
Personal / emergency leave (65)
Probation (24)
Progressive discipline non-probationary (25)
-

Recall (43)
Reduction in force (42)
Resignation (24)
Retirement incentive (59)
Salary schedule (79)
Salary schedule advancement (67)
Secretaries (36)
Seniority (42)
Seniority maintaining and posting (43)
-

Sick leave (65)


Unpaid leaves (66)
Vacancies (24)
Vacations 12-month ES? (56)
-

91

Wage scales (57) (81-82)


GRIEVANCE
Aclminisfration

/ Association cooperation (70)

Association participation (70)

Claim in other forum (68)


Definition (68)
Fifing of materials (70)
No reprisals (70)
Party in interest (68)
Procedures (68)
Released time (70)
Time limits (68)
Withdraw

settlement (70)

INSURANCE
Minimum insurance benefits (49-51, 55, 57)
MEMORANDUM OF UNDERSTANDING (87)
PAYROLL
Deductions (44)
Mileage Reimbursement (44)
Pay days (44)
SAFETY
Assault leave (28)
Assault on member (28)
Board protection (29)

Complaints against (29)


Control

discipline of students (30)

Lounge (30)

Medication distribution (31)


Parking (30)

92

Secure facifities (30)


Student discipline (28)
Unsafe

/ hazardous conditions (30)

Use of insecticides (31)


SUPPLEMENTAL DUTIES / STIPENDS
Additional pay (81)
Cell adjustments (82)
District stipend schedule (84)
Extra duty

grants (82)

Miscellaneous (82)
Payroll procedures (81)
Responsibifity (82)
Supplemental duty schedule (83)
Seniority bonus (81)
Supplemental duties (81)

93

APPENDIX E: DURATION OF AGREEMENT

This Agreement shall be effective from July 1st, 2015, through August 30, 2019. The foregoing
is agreed to this
day of July
,2015.
I/o h
EAST PEORIA ELEMENTARY
ASSOCIATION

BOARD OF EDUCATION of EAST PEORIA


SCHOOL DISTRICT No.86

BY:

(22)
Connie Enuis, President

Jane Bach-Brummitt, President

BY:

IL*1U

BY:
Wffliam Tony Ingold, Superintendent

Patricia Meiner, Vice-President

Ginny Brown, iJ3resident

For: Pam Olivito

For: Scott Estes

Melissa Gramlich

Randy Rundle

Tai Keyster

Dennis Vandiver

Keffi Higgins

Chad Kramer

Todd Herrmann

Jason Cowen
Eric Duckworth
94