RECOGNITION
AND DEFINITION
1.1 Recognition
The
Board of Education of District #71, Clinton County, Illinois (hereinafter
referred to as the "Board) recognizes the CCEA IEA-NEA (hereinafter
referred to as the "Association") as the sole and exclusive
bargaining representative for all certificated Employees (hereinafter referred
to as the "Employee" or "Bargaining Unit Member") except
for the Superintendent, administrative assistants, and Principal.
1.2 Definitions
Days: The term "days" when used in this
agreement shall, except where otherwise indicated, mean working days.
1.3 The Board agrees not to negotiate with
any other employee, organization, individual employee, or group of employees
other than the Association, for the duration of the Agreement with regard to
wages, hours, and terms and conditions of employment.
ARTICLE
2
FRAMEWORK FOR COLLECTIVE
BARGAINING NEGOTIATIONS
2.1 Bargaining Notification
The
parties shall commence bargaining for a successor agreement on or before
May 1 of the year of the expiration of the agreement and shall bargain as
per the Illinois Education Labor Relations Act and its rules and regulations.
2.2 Bargaining Authority
Both
parties agree that it is their mutual responsibility to confer upon their respective
representatives the necessary power and authority to make proposals, consider
proposals, make counter proposals, and to seek tentative agreements. Tentative agreements shall be reduced to
writing and initialed by the spokesperson of the respective teams at the
meeting at which the tentative agreement is reached; and upon final agreement,
the entire contract shall be submitted to the Association for ratification and
subsequently to the Board for adoption or rejection.
2.3 Printing of Contract
Within
thirty (30) days after the Agreement is signed, copies of this Agreement shall
be printed at the expense of the Employer and presented to each Bargaining Unit
Member.
2.4 Contractual Amendment
The
parties may modify or amend this agreement by mutual consent. Such changes shall be reduced to writing,
ratified and signed by the parties and become an amendment to this contract.
2.5 Impasse
If
agreement is not reached on all items, either party may declare to the other in
writing that an impasse exists and call for the services of a mediator. Services of the Federal Mediation and
Conciliation Service will be used in cases of impasse.
ARTICLE
3
GRIEVANCE
PROCEDURE
3.1 Definitions
A. A grievance shall be any claim by the Association,
an Employee, or group of employees that their rights in this agreement have
been impaired.
B. All time limits consist of school days,
except when a grievance is submitted fewer than ten (10) days before the close
of the current school term, then time limits shall
consist of all week days when district offices are normally open.
3.2 Procedures
The
parties acknowledge that an Employee and the Employer may resolve problems
through free and informal communications.
However, a grievance shall be processed as follows:
A. Step I--the grievant, within twenty (20)
days of the occurrence or when the grievant might reasonably have had knowledge
thereof, unless the violation is of a continuing nature, shall present the
grievance in writing to the Superintendent or his/her designee, who will
arrange for a meeting to take place within five (5) days after receipt of the
grievance. The Association's
representative, the grievant, and the immediately involved supervisor shall be
present for the meeting. Within five
(5) days of the meeting, the grievant and the Association shall be provided
with the supervisor's written response, including the reasons for the decision.
B. Step II--If the grievant is not satisfied
with the disposition of the grievance at Step I, the grievant may submit the
grievance to the Board of Education within ten (10) days of receiving the Step
I answer. The Board shall allow the
grievant to present his/her case to the Board at the next regularly scheduled
Board meeting. If an appeal is made
within ten (10) days of a regularly scheduled Board meeting, the Board shall
hear the grievance at the next scheduled meeting after the first regularly scheduled
meeting.
C. Step III--If the Association is
not satisfied with the disposition of the grievance at Step II, the Association
may submit the grievance to final and binding arbitration. If a demand for arbitration is not filed with
the Employer within thirty (30) days of the date of the Step II answer, then
the grievance shall be deemed withdrawn.
If within fifteen (15) days of the filing of the demand with the
Employer the parties cannot agree on an arbitrator, the demands shall be
submitted to the American Arbitration Association which shall act as the
administrator of the proceedings.
3.3 Bypass
By
mutual agreement, any step of the grievance procedure may be bypassed.
3.4 Class Grievance
Class
grievances involving one or more Employees or one or more supervisors, and
grievances involving an administrator above the building level may be initially
filed by the Association at Step II.
3.5 No Reprisals Clause
No
reprisals shall be taken by the Employer against any Employee because of the Employee's
participation or refusal to participate in a grievance.
3.6 Released Time
Should
the investigation or processing of any grievance require that an Employee or an
Association representative be released from his/her regular assignment, the
Employee and/or Association representative shall be released without loss of
pay or benefits.
3.7 Filing of Materials
All
records related to a grievance shall be filed in one grievance file.
3.8 Grievance Withdrawal
A
grievance may be withdrawn at any level without establishing precedent.
3.9 No Written Response
If
no written decision has been rendered within the time limits indicated by a
step, then the grievance shall be deemed resolved in favor of the grievant.
3.10 Costs
The
fees and the expenses of the arbitrator shall be shared equally by the parties.
3.11 Court Reporter
If
only one party requests the presence of a court reporter, that party shall bear
the cost of the reporter.
3.12 Postponement
If
only one party requests the postponement of an arbitration hearing, that party
shall bear the cost of such postponement.
3.13 Settlement
By
mutual agreement, a grievance may be settled at any step without establishing
precedent.
3.14 Grievance Forms
All
grievance forms shall be mutually developed and agreed to by the parties and
become a part of this contract and attached hereto.
ARTICLE
4
EMPLOYEE
RIGHTS
4.1 Rights to organize and participate
Employees
shall have the right to organize, join and assist the Association, to
participate in negotiations with the Employer through representatives of their
own choosing, and to engage in other activities, individually or in concert,
for the purpose of establishing, maintaining, protecting, or improving
conditions of service and the quality of the educational environment.
4.2 Rules and Regulations Governing
Employees
Rules
and regulations governing Employee conduct shall be consistent with district rules
and regulations.
4.3
Employer Hearings/Employee Rights
When
any Employee is required to appear before an administrator, an Employer
committee, or Board of Education or Board of Education member concerning any
matter which is evaluative or disciplinary in nature, which could adversely
affect the continuation of that Employee in his/her position of employment, or
his/her salary or any salary pertaining thereto, the Employee shall be given
timely notice for such a meeting and shall be entitled to have a representative
of the Association present to advise him/her and represent him/her during such
meeting or interview. This notice
applies only to situations to be included in the personnel file.
4.4 Preparation Period
Employees
may be permitted to leave the building during any preparation period with
permission of the administration.
4.5 Rules and Regulations
The
employer will make its rules regulations and policies readily available to its
employees upon request. Copies of
building policies, regulations and rules shall be distributed to each Employee
on the first day of school. Changes in
existing policies, regulations and rules shall be given to each Employee
immediately preceding implementation.
ARTICLE
5
ASSOCIATION
RIGHTS
5.1 Pertinent Information
The
President of the Association shall be provided with a copy of the minutes of
all Board of Education meetings within one week from the date they are
approved. A copy of the agenda for all
regularly scheduled and special Board meetings, monthly financial reports,
policy changes, approved budgets, final annual audits, and the statement of
monthly bills shall be provided to the Association President at the same time
such information is provided to the Board.
The Board shall furnish information concerning seniority and experience
and compensation of bargaining Unit members.
5.2 Facilities, Use of
The
local Association shall have the right, with the approval of the
Superintendent, to use the school building for meetings at a time when school
is not in session and when such meetings do not interfere with instructional
and/or extracurricular programs.
5.3 Equipment, Use of
With
the approval of the Superintendent, the Association shall be allowed reasonable
use of school equipment, providing that such does not interfere with
instructional and/or extracurricular programs.
The Association will purchase the supplies and materials used in
Association business. Announcements may
be made over the intercom, placed on the daily school bulletin, and posted on
the bulletin board provided that such announcements have no impact on the
student body.
5.4 Association Rights-Exclusive
The
rights granted to the Association in this agreement shall not be granted or extended
to any competing Employee organization.
5.5 Mailboxes
The
Association may use faculty mailboxes for in-house communications.
5.6 Payroll Deduction
The
Superintendent shall be given signed authorization forms for membership payroll
deduction. Forms must be received
fifteen (15) days prior to issuance of the first check under the new contract
terms except for new employees, who have until October 1 to submit the
authorization forms. The authorization
shall remain effective from year to year unless notice is given in writing to
the Superintendent.
5.7 Association Leave
In
the event that the Association desires to send representatives to a local,
state or national conference a limit of two teachers may be gone a total of six
days. This leave shall be provided with
no loss of pay provided the Association reimburses the district the cost of the
substitutes. Written notice must be
given to the superintendent in advance.
ARTICLE
6
WORKING
CONDITIONS
6.1 Calendar
The
employee work year shall be consistent with The School Code.
6.2 Length of Workday
The
length of the workday shall be from 8 a.m. through 3 p.m. All Employees shall have a duty-free lunch period
equal to the student lunch period or 30 minutes, whichever is greater, and a
preparation period equal in length to 1 class period.
If
a teacher is requested to substitute for another teacher during his/her
preparation period, the teacher will receive additional compensation of $20 per
hour.
Any
Employee assigned a duty in lieu of a preparation period shall receive
additional compensation equal to 1/7 of the teacher's scheduled salary.
All
employees, in addition to regular class activities, will be required to attend
2 open houses and to work on committees, surveys, reports, and school public
relations.
6.3 Telephone
Employees
may use telephone facilities for private personal calls of reasonable length
and frequency and shall report and reimburse the school for long-distance
personal calls.
ARTICLE
7
EMERGENCY
SCHOOL CLOSING
7.1 Notification Procedure
Notification
of the closing of the school will be circulated through the snow tree and local
radio stations.
7.2 Bomb Threat Procedure
In
the case of a bomb threat, the school shall be closed until a thorough search
shows the building to be clear of any such device. No Employee shall be asked to search for a
bomb.
ARTICLE
8
LEAVES
8.1
Sick Leave
Each employee shall be entitled to thirteen
(13) paid sick leave days per year,
twelve (12) of which
shall be available for use by the employee and one (1) of
which shall be
deposited in a common sick leave bank for use by employees who
are found, pursuant
to the procedures described below, to be in need of additional
sick leave. No sick leave bank contribution shall be
refundable (no days
contributed to the bank
shall be returned to any employee except pursuant to the
procedures contained
herein) and no sick leave bank contribution shall be
compensated for in cash
(other than as sick bank withdrawal pursuant to the
procedures contained
herein) or as credit for retirement.
Personal sick leave may accumulate to a
maximum of three hundred fifty (350)
days. Upon retirement, employees shall have the
option of either 1) pay at half the
sub rate for unused
sick days accumulated over one hundred seventy (170) and up
to three hundred
fifty (350) days (provided, however, that such days are not being
used as TRS service
credit); or 2) contribute all or a portion of such days to the
sick leave bank
(contributed days cannot be used for service credit.) Compensation for unused sick leave will occur
on the first pay period after the last
day of school.
The sick leave bank shall be
administered by the Association. Only
full time,
regularly employed
members of the bargaining unit shall be eligible to contribute
to the bank and
only such employees shall be eligible to withdraw days from the
bank, provided
however any such employee shall have met each of the following
eligibility requirements:
1. The employee
shall have used all his or her available paid sick and/or personal
leave and shall have
no current or accumulated sick or personal leave; and
2. An employee
seeking to withdraw days from the bank shall have completed
two (2) continuous,
full time years of service in the employ of the Board of
Education of
Central Community High School No. 71 prior to receipt of any
day withdrawn from
the bank; and
3. Sick leave days may
be withdrawn for a serious illness or accident suffered by
the employee, the
employee’s spouse or a dependent of the employee; and
4. No withdrawal
shall be approved in excess of sixty (60) work days in a single
school term.
8.2 Personal Leave
Each
Employee shall be entitled to 2 days of paid leave per year to be used for
personal business. Employees shall
notify the Employer at least one day in advance. Unused days may accumulate to a maximum of
five (5) days. Days accumulated in
excess of five (5) will be paid at a rate of the current sub pay on a yearly
basis or shall (at the option of the teacher) accumulate to sick leave. At retirement a teacher may elect to be paid
for all unused personal days at the sub pay rate per day or the teacher may convert
them to sick days.
8.3 Professional Leave
Each
Employee shall be entitled to not less than two (2) days of paid nonaccumulative leave to attend professional conferences,
meetings, or workshops within the employee's field of employment each year.
8.4 Jury Duty and Related Appearances
Any
Employee who is called for jury duty or who is subpoenaed to testify will be
excused with no loss of pay or benefits.
Any pay received for jury duty will be reimbursed to the school.
8.5 Non-paid Leaves of Absence
Requests
for leaves may be granted without pay to any tenured employee who has rendered
satisfactory service to the district and who desire to return to his/her former
position at the end of such leave.
Requests
for leaves must be in writing and the dates of departure and return stated.
Employees
on approved leaves will retain accumulated sick leave, seniority, and tenure,
but will not be credited with any during the leave. Employees may purchase insurance usually
provided by the school if the insurance company approves.
Non-paid
leaves may be granted for
A. Military Leave--A military leave of
absence shall be granted to any Employee who is inducted for military duty or
who is called to active duty in the National Guard or Reserve.
B. Maternity/paternity/Child-rearing
Leave--The Employer may grant maternity/paternity/child-rearing leave upon
written request for such leave. The
leave shall be no longer than 4 semesters and may be terminated early by mutual
agreement of the teacher and the superintendent.
C. Sabbatical Leave--The Employer may grant
sabbatical leave of 4 months to 1 year for study, travel, or other purpose
designed to improve the Employee's effectiveness in the school system.
D. Board-Approved Leave--The Board may
grant a leave of absence of not more than 2 years to an Employee for good cause
and reasonable need shown. The leave may
be terminated early by mutual agreement of the teacher and the superintendent.
ARTICLE
9
TEACHER
EVALUATION
9.1 Evaluation
Nontenured
teachers shall be evaluated at least twice each year. Tenured teachers shall be evaluated at least
once every two (2) years.
9.2 Evaluation Procedures
Within
the first six (6) weeks of the school year, each employee shall be acquainted by
a member of the administrative staff with the evaluation procedures to be used.
9.3 Evaluation-Preobservation
Conference
Each
teacher shall have one (1) pre-observation/goal setting meeting with the
appropriate evaluator before the first observation in any year in which the
teacher is to be formally evaluated.
9.4 Evaluation--Report of Observation
After
each in-class observation of each tenured teacher, said teacher shall be
provided a report of observation from the administration. This report shall be transmitted in a simple
format.
9.5 Evaluation--Meetings
The
evaluator shall have a meeting with the employee within five (5) school days
following the evaluation to discuss the evaluation. The employee shall be provided with a copy of
the evaluation.
9.6 Evaluation--Right to Respond
The
employee shall have the right to attach a response to his/her evaluation which
is placed in the employee's personnel file.
9.7 Evaluation--Deficiencies
The
evaluator will discuss deficiencies and their ramifications, and shall suggest
reasonable corrective actions of these deficiencies, both in relationship to
instruction and remediation, with the employee.
9.8 Evaluation Plan Incorporation
The
evaluation plan as agreed to with the Association and on file with the State of
Illinois shall be followed.
ARTICLE
10
REMEDIATION
OF TENURED TEACHERS RATED “UNSATISFACTORY”
10.1 Please refer to Section 24-A of the
Illinois School Code.
ARTICLE
11
PERSONNEL
FILE
11.1 CONDITIONS AND PROCEDURES FOR PLACEMENT
OF MATERIALS IN FILE--Only one official file shall be maintained. No evaluative materials shall be placed in
the file unless the Employee has had an opportunity to read such material. The Employee shall acknowledge that he/she
has read any materials evaluative in nature by affixing his/her signature on
the copy to be filed. However, any
material evaluative in nature which has not been reduced to writing within ninety
(90) calendar days following the event or occurrence may not be added to the
file. Any materials not contained in the
Employee's personnel file, may not be used to evaluate or discipline the
Employee in any manner.
11.2 RIGHT TO RESPOND TO MATERIALS IN FILE--Within
thirty (30) days following the date any material is entered into the Employee's
personnel file, the Employee shall have the right to respond and his/her
response shall be attached to the file.
11.3 RIGHT TO EXAMINE FILE--An Employee
shall have the right to examine his/her personnel file and to have a
representative of the Association accompany his/her in such a review. Each file shall contain a record indicating
who has reviewed it, the date reviewed, and the reason for such review. Employees must provide 24-hour written notice
to administration to review file.
11.4 RIGHT TO REPRODUCE MATERIALS IN FILE--Upon
the employee’s request, the Employer shall reproduce one (1) copy of any
materials in the Employee's personnel file at no expense to the employee.
11.5 RIGHT TO GRIEVE MATERIALS IN FILE--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
Employee's file. Such material will
remain with the copy of the arbitration or grievance result.
ARTICLE
12
DISCIPLINE
OR DISMISSAL
12.1 JUST CAUSE DISCIPLINE--No Teacher
shall be disciplined without just cause.
Discipline includes, but is not limited to, warnings, reprimands, and
suspensions. At the time such action is taken,
written notice of the specific ground forming the basis for disciplinary action
will be delivered to the Teacher and the Association.
Immediate
action affecting the employment status of a Teacher may be taken by the Board
pending investigation of the charges.
A
teacher may be removed immediately from his/her teaching assignment with no
loss of pay during the course of an investigation of serious charges against
that teacher.
12.2 JUST CAUSE PROCEDURE--Demotion,
discipline or other involuntary change in the employment status of any Employee
shall be preceded by:
A. The faithful execution of the evaluation
procedure and the honoring of all Employee's rights
included in this agreement and applicable statutes.
B. A conference with the Employee by the
appropriate administrator prior to taking any action.
C. A written explanation for the action to
the Employee.
D. A complete review of the Employee's
personnel file with the Employee and his/her
representative.
12.3 EVIDENCE RESTRICTIONS--Evidence not previously
recorded in the Employee's personnel file prior to the notification of the
demotion, discipline, or other involuntary change in the employment status
shall not be used by the Board as a basis for its actions.
12.4 REPRESENTATION AT DISCIPLINE MEETINGS--In
the event an administrator requires an Employee to attend a meeting for the
purpose of disciplining said Employee, the Employee, upon request, may have an
Association representative present. The
Employee shall be given prior written notice of the reasons for such a timely
meeting.
ARTICLE
13
EFFECT
OF AGREEMENT
13.1 Complete Understanding
The
terms and conditions set forth in this Agreement represent the full and
complete understanding between the parties.
The terms and conditions may be modified only through the written mutual
consent of the parties.
13.2 Savings Clause
Should
any article, section or clause of this Agreement be declared illegal by a court
of competent jurisdiction, then that article, section or clause shall be deleted
from this Agreement to the extent that it violates the law. The remaining articles, sections and clauses
shall remain in full force and effect for the duration of this Agreement.
13.3 No Strike
During
the term of this Agreement, the employees agree not to strike, or engage in,
support, or encourage any concerted refusal to render full and complete
services to the school district, or to engage in or support any activity which
would disrupt in any manner the operation of the school.
13.4 Individual Contracts
Individual
contracts or employment agreements shall be consistent with the terms and
conditions of this Agreement.
13.5 Maintenance of Standards
All
terms and conditions of employment addressed in this contract shall be
maintained at the same standards until a successor agreement is ratified.
13.6 Management Rights
It
is the law of the State of Illinois that the determination and administration
of school policy, the operation and management of the schools and the direction
of employees are vested exclusively in the Board. It is the duty of all employees to carry out
the policies and regulations as stipulated by the Board in the teacher
handbook. Teachers will receive copies
of the handbook annually and policy changes within 5 days. No teacher will be disciplined regarding new
policies until he/she receives a copy.
It
is expressly understood and agreed that all functions, rights, powers or
authority of the Administration of the School District and the Board of
Education which are not specifically limited by the express language of this
Agreement are retained by the Board; providing, however, that no such right
shall be exercised so as to violate any of the specific provisions of this
Agreement or the provisions of the Illinois Education labor Relations Act.
It
is also understood that this does not preclude any teacher’s right to openly
communicate with any member of the Board of Education, nor does it preclude the
Administration's right to openly communicate with any employee.
ARTICLE
14
REDUCTION
IN FORCE
14.1 NOTIFICATION OF RIF - Should the
Employer consider a reduction in the number of Employees, the Association shall
be given written notice, not less than forty-five (45) days preceding the end
of the school term.
14.2 NEGOTIATIONS WITH ASSOCIATION -Input
on possible options to the planned RIF may be expressed at a meeting between
association representatives and the superintendent. Alternatives to the planned RIF may be
presented to the Board of Education.
14.3 REDUCTION BY DISTRICT SENIORITY
A. Procedures for Staff Reduction--If
the number of positions must be reduced, the employees who are subject to
removal shall receive notice by certified mail at least forty-five (45) days
before the end of the school term. The
notice and dismissal procedure shall comply with the Illinois School Code and
with the Illinois Educational Labor Relations Act. The tenured employees shall be dismissed on
the basis of seniority, with the employee with the least seniority being removed
first. Seniority is defined as the
number of consecutive, full years of continuous service to the District. For purposes of determining seniority, the
following will apply:
1. The teacher shall begin accumulating
District seniority upon the first day of school in the school year in which
he/she is employed. However, teachers
employed after the first day of school for the current school year will begin
accumulating District seniority on the day they begin work.
2. Less than full-time, consecutive years
of employment shall be counted as continuous service on a pro-rata basis.
3. Approved leaves of absence (paid or
unpaid) shall not interrupt the consecutive years of continuous service in the
District; however, during the period of an unpaid leave of absence seniority
shall not accrue. Only the following
shall interrupt continuous service:
resignation or dismissal, retirement and layoffs when recall rights
expire.
4. If the teacher resigns and is
subsequently re-employed in the District, years of continuous service shall not
accrue upon his/her re-employment in the District.
5. The breaking of ties shall be done by
the casting of lots.
B. Rights of Dismissed Employees--An
Employee who is dismissed due to reduction in force and who becomes certified
or qualified for additional position(s) shall retain his/her district seniority
rights for positions available the second succeeding year over any other RIF'd Employee who has less district seniority and who is
certified and/or qualified in the same area(s). The Employee shall have the
responsibility of keeping the Employer informed of any additional
certification.
C. Exceptions to Seniority--An
exception to 14.3.B would be where said Employee subject to removal is the only
Employee certified and/or qualified to work in an existing program.
D. Employee on Leave of Absence--Employees
who are on an approved leave of absence shall be subject to this article.
14.4 RE-EMPLOYMENT PROCEDURE AFTER LAY-OFF--An
Employee who has been honorably dismissed pursuant to this Article shall have
recall rights as follows:
A. RECALL RIGHTS--Recall rights
shall be in effect from the date of termination through two calendar years from
the beginning of the school term next following his/her dismissal.
B. RETAINED RIGHTS AFTER RECALL--Recalled
Employees shall have the accumulated sick leave, salary schedule position, and
seniority they had when honorably dismissed.
C. RECALL BY REVERSE SENIORITY--The Employer
shall offer available positions to the most senior certified Employee.
D. NOTIFICATION OF RECALL--The
Employer is responsible for sending notice to the most senior certified
Employee. A copy of this article will be
enclosed with the notice. Notice will be
sent to the last address on file with the Employer. The Employee is responsible to inform the
office of the Superintendent of any changes in address. The Employee must give a written response
postmarked within seven (7) days of receipt of the notice of vacancy.
E. EMPLOYEE'S OBLIGATION TO RESPOND--Any
Employee who fails to respond to a proper notice of vacancy will lose his/her
rights to recall pursuant to this Article.
Other provisions of this Article to the contrary notwithstanding, if a properly
notified Employee is not immediately available due to reasons beyond the
Employee's control, such Employee may claim right to the vacant position by
giving written notice to the Employer within seven (7) days of receiving proper
notice of vacancy. The notice of claim
to a vacant position will state the date of availability of the Employee. The Employer will, in such cases, fill the
vacancy on a temporary basis until the date of availability so designated.
F. TEMPORARY OR PART-TIME POSITIONS--Temporary
and/or part-time positions will be first offered to Employees with recall
rights in the same order as for permanent positions. Acceptance or refusal of a temporary and/or
part-time position will not affect the recall rights of an Employee.
ARTICLE
15
COMPENSATION
AND RELATED PROVISIONS
15.1 LIFE INSURANCE--The Board shall
provide each Employee $20,000 in term life insurance with premium to be paid by
The Board as a portion of the health insurance amount established in this
contract.
15.2 ACCIDENTAL DEATH AND DISMEMBERMENT--
Accidental Death and Dismemberment Insurance equal to 100 percent (100%) of the
Employee's annual salary rounded to the nearest one thousand dollars ($1,000)
shall be provided for each Employee with premium to be paid by The Board as a
portion of the health insurance amount established in this contract. The principal sum would be payable for loss
of life due to accident or for loss of sight of both eyes or the loss of both hands or feet.
One-half (1/2) of this sum shall be payable for the loss of one foot,
one hand, or the sight in one eye.
15.3 HEALTH INSURANCE--The Board shall
pay health insurance premiums up to $610 per month for the duration of the
contract to include hospital-surgical-major medical and prescription program
for single or full family, whichever the employee selects. Employees who choose the single coverage will
be compensated the difference between single coverage cost and the maximum
monthly amounts listed above.
15.4 MILEAGE--Employees shall be paid the
current IRS rate per mile for all approved mileage to perform their assigned
duties within the district and outside the district.
15.5 PAY DATES
A. Employees may choose one of the
following options:
1.
Twenty-four (24) payments on the 10th and 24th of each month for twelve (12)
months.
2.
Eighteen (18) payments on the 10th and 24th of each month for nine (9) months.
3.
Twelve (12) payments on the 10th of each month for twelve (12) months.
4.
Nine (9) payments on the 10th of each month for nine (9) months.
5.
Employees who elect payment over twelve (12) months may elect to receive June,
July, and August payments in a lump sum received by the 10th of June.
B. If a regular pay date, during the school
term falls on a day when the school is not in session, the Employees shall
receive pay on the last day that school is in session. During the summer period, checks shall be
mailed two (2) work days preceding the pay date, to the designated address of
the Employee who has not elected to take the summer pay in a lump sum.
15.6 RETIREMENT FUND CONTRIBUTIONS--The
Board shall pay the Employee's contributions to the State of Illinois Teachers
Retirement System (TRS) and the Teacher’s Retirement Insurance Program (TRIP).
15.7 SALARY SCHEDULE--The Salary Schedule
shall be as set forth in Appendix A which is attached to and incorporated in
this Agreement. Such a schedule shall be
based on a 185-day school calendar as negotiated by the Board and the Association.
15.8 SUPPLEMENTAL JOBS - NEGOTIATED--If
during the term of the Agreement, the Board shall create any additional
supplemental job, the rate of pay shall be determined by negotiations between
the Board and Association. These
assignments may be made only with the consent of the employee. Supplemental jobs are defined as any
assignments that are in addition to the normal work schedule and/or that exceed
the normal work day.
15.9 SUPPLEMENTAL JOBS--SALARY SCHEDULE
AND PAYROLL PROCEDURES
A. The supplemental pay schedule shall be as
set forth in Appendix B which is attached to and incorporated into this
agreement.
B. Personnel involved in supplemental jobs
for payment will sign a separate contract.
C. Supplemental pay shall be a lump sum at
the completion of the activity.
D. Supplemental pay is subject to TRS which
the Board shall pay.
E. According to IRS, all supplemental
payments must be written on payroll checks and shown as income on W-2 forms.
15.10
PART-TIME TEACHER'S SALARY
A. Placement on the salary schedule shall be
according to experience and degree held.
B. Salary will be determined by the number of
class hours taught divided by six (6).
That total divided by one hundred eighty (180) days equals pay per days
actually taught.
15.11 PREVIOUS YEARS OF EXPERIENCE A teacher who has taught at
least 80 days in a school previous to his/her employment at Central High School
will receive credit for one year of experience on the Central High School
salary schedule. A minimum of 10 consecutive
days of teaching will be necessary for the days to count toward the 80.
ARTICLE
16
FAIR
SHARE
16. FAIR SHARE
A. 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 is
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.
B. In the event that the Bargaining Unit
Member does not pay his/her fair share fee directly to the Association by a
certain date as established by the Association, the Board shall deduct the fair
share fee from the wages of the non-member.
C.
Such fee shall be paid to the
Association by the Board no later than ten (10) days following deduction.
D. In the event of any legal action against
the Employer brought in a court or administrative agency because of its
compliance with this Article, the Association agrees to defend such action, at
its own expense and through its own counsel, provided:
1. The Employer gives immediate notice of
such action in writing to the Association, and permits the Association
intervention as a party if it so desires; and
2. The Employer 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.
E. The Association agrees that in any action
so defended, it will indemnify and hold harmless the Employer from any
liability for damages and costs imposed by a final judgment of a court or
administrative agency as a direct consequence of the Employer’s non-negligent
compliance with this Article.
It
is expressly understood that this same 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 Board’s imperfection
execution of the obligations imposed upon it by this Article.
F. The obligation to pay a fair share fee
will not apply to any Employee who on the basis of a bona fide religious tenet
or teaching of a church or religious body of which such Employee 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 Association.
Upon
proper substantiation and collection of the entire fee, the Association will
make payment on behalf of the Employee to a mutually agreeable nonreligious
charitable organization as per Association policy and the Rules and Regulations
of the Illinois Educational Labor Relations Board.
TEACHER SALARY
ENHANCEMENT AND SEVERANCE PROGRAM
17.1 Qualifications
In order to be eligible for the
District's retiring Teacher Salary Enhancement Program, a teacher must meet the
following qualifications on the date of retirement:
A.
The
teacher must have been employed by Central Community High School
District for not less than fifteen years
and must not be a teacher whose
employment is
endangered because of alleged misconduct at the time a
retirement
request is made; and
B.
The
teacher shall not elect any retirement program that requires a payment or
contribution by
the District. If an employee exercises a TRS retirement option
that requires an
employer penalty or employer contribution (ERO, for
example), the
employer shall be permitted to recover from the employee
(without contest
from the employee or the Association) any payment to the
employee made
pursuant to this provision (Article 17.)
Teachers
electing to participate in the one year program shall, by no later than the
first day of December of the year of retirement, submit to the Board of
Education an irrevocable written letter of resignation and retirement advising
the Board of the teacher's retirement at the end of the current school term.
Teachers electing to participate
in the two year program shall, by no later than the first day of December
preceding the year of retirement, submit to the Board of Education an
irrevocable written letter of resignation and retirement advising the Board of
the teacher's retirement at the end of the subsequent school term.
Teachers electing to participate in the three year program shall, by no later than the first day of December two years preceding the year of retirement, submit to the Board of Education an irrevocable written letter of resignation and retirement advising the Board of the teacher's retirement at the end of the school term two years out.
Teachers
electing to participate in the four year program shall, by no later than the
first day of December three years preceding the year of retirement, submit to
the Board of Education an irrevocable written letter of resignation and
retirement advising the Board of the teacher's retirement at the end of the
school term three years out.
17.2 Salary Enhancement
The salary enhancement
provided under the terms of this program shall be as follows:
A. Teachers qualifying and applying for this salary enhancement program shall
have their prior year TRS creditable earnings increased in their final year(s) of
employment by six percent (6%). (example: TRS gross creditable earnings for
base year equals $50,000; next year’s TRS gross creditable earnings equal
$53,000 provided performance remains the same in each year). The definition
of the six percent increase in creditable earnings shall follow the TRS
definition of what is included in credible earnings for purposes of salary cap
computations and shall exclude creditable income that TRS excludes from cap
calculations (including, but not limited to, for example, certain promotions,
certain summer school pay and master teacher pay.) Both parties contemplate
that the six percent (6%) increase presupposes that the teacher’s performance
and duties shall remain constant during the period of time wherein an
enhancement is paid. Any decrease in the teacher’s work performance (dock
day(s), a reduction in load resulting in a reduction in pay, reduction to part
time status or a resignation from an extra duty shall decrease the teacher’s pay
by the amount of the decrease in performance or shall result in additional draw
from the $9000 as described in Section B below. Where applicable to multiple
years, the 6% increase shall be compounded to result in 106% of the previous
year's 106%. In the final year of employment, a teacher’s enhancement may
require that conservative calculations be employed to leave allowances for the
inclusion of lump sums payments (unused accumulated sick leave, e.g.) inside
the six percent (6%) cap.
B. For each applicable year, the Board shall, to the extent practical, make the salary enhancement payment in one lump sum prior to the end of the fiscal year. The total dollar amount of salary enhancement available to any teacher shall be $9000 over the life of the enhancement period. Enhancement period shall be defined as beginning with the teacher’s irrevocable notice of retirement and ending with the teacher having been paid the entire $9000 or with last enhancement payment to the teacher which shall be made after the teacher’s last paycheck is issued but not later than sixty days after the teacher’s last day of regular duty, whichever shall occur first. The portion of the enhancement payment to be made as creditable earnings in any year shall be calculated by deducting the teacher’s TRS gross in the previous work year from the teacher’s TRS gross in the current work year. A portion of the $9000 available shall then be added to the teacher’s TRS gross for the current work year so that the resulting TRS gross for the entirety of the current work year shall equal 106% of the previous year’s TRS gross. The portion of the $9000 that was thus added to the current year’s salary shall be deducted from the $9000 initially available and the remainder shall be available for enhancement in future years or as post-retirement payment. The calculation for any year wherein a TRS creditable earnings enhancement payment can be made without causing the teacher’s creditable earnings to exceed 106% of the previous year’s creditable earnings shall be exactly as above except that the $9000 initially available shall diminish as amounts from it are used to increase creditable earnings from year to year.
C.
The
Post Retirement Severance Package Any amount remaining in the initial
enhancement
amount ($9,000 less amounts used year by year to increase
creditable
earnings) shall be paid to the qualifying teacher as a lump sum post
retirement payment
after the teacher receives his or her last payroll check after
retirement but
sooner than sixty (60) days after the employee’s last day of
service to the
district. The intent of the parties is that such payment shall not
be TRS creditable
earnings and if TRS should determine that such payment is
creditable
earnings this provision shall be executed consistent with the TRS
determination
and rewritten to express the intent of the parties.
This provision is tentatively agreed
to and ratified with the understanding that it will be submitted to TRS for
review to obtain reasonable assurance from TRS that the District will incur no
penalties or additional assessments resulting from it, and that it is not
otherwise problematic to TRS. If TRS
should have objections or advises that the District will incur penalties by
reason of this paragraph, then before this provision becomes effective it shall
be revised through the negotiation process as necessary based upon findings
from TRS and resubmitted and revised until reasonable assurance from TRS is
obtained.
Status quo in the event of a change
in the law or a rules change or interpretation by TRS subsequent to the incorporation
of this provision into any contract shall be compliance with this provision (to
the extent possible without penalty or additional cost to the District) but
under no circumstances shall status quo be interpreted to require the District
to incur any assessment or penalty not contemplated by the parties at the time
this provision was bargained. If and when bargaining begins pursuant to a
demand to bargain (resulting from a change in the law, rules change or
interpretation by TRS) and if and when no agreement can be reached on the
issue, the employer shall not be required to distribute any monies in a fashion
that would result in any increased cost to the District due to a TRS assessment
or penalty resulting from the change in the law or a rules change or
interpretation by TRS or legislative change beyond the negotiated contribution
amount paid on behalf of the employee (9.4% of creditable earnings up to 106%
of the previous year’s TRS gross; all as permitted without penalty) including
any incentive amount that would not result in additional assessment or penalty.
This agreement shall be in effect from 7/1/2010 -
6/30/2013.
In witness of:
For the Central Community For the Central
Community
Education Association Board of Education
_____________________________ _______________________________
President President
_____________________________ _______________________________
Date Date
|
CENTRAL HIGH SCHOOL |
|||||||||
|
2010-2011 Salary Schedule
Steps |
|||||||||
|
|
B.A. |
B.A.+8 |
B.A.+16 |
B.A.+24 |
M.A. |
M.A.+8 |
M.A.+16 |
M.A.+24 |
|
|
Base |
37,272 |
37,740 |
38,212 |
38,780 |
39,451 |
39,980 |
40,514 |
41,045 |
|
|
1 |
38,388 |
38,861 |
39,329 |
39,929 |
40,657 |
41,188 |
41,722 |
42,253 |
|
|
2 |
39,506 |
39,976 |
40,448 |
41,076 |
41,863 |
42,398 |
42,928 |
43,460 |
|
|
3 |
40,622 |
41,097 |
41,565 |
42,223 |
43,070 |
43,605 |
44,136 |
44,668 |
|
|
4 |
41,738 |
42,214 |
42,682 |
43,373 |
44,275 |
44,813 |
45,345 |
45,874 |
|
|
5 |
42,856 |
43,329 |
43,802 |
44,520 |
45,483 |
46,020 |
46,552 |
47,083 |
|
|
6 |
43,972 |
44,450 |
44,919 |
45,667 |
46,690 |
47,228 |
47,761 |
48,292 |
|
|
7 |
45,089 |
45,566 |
46,037 |
46,817 |
47,897 |
48,435 |
48,968 |
49,499 |
|
|
8 |
46,206 |
46,686 |
47,155 |
47,964 |
49,103 |
49,645 |
50,176 |
50,707 |
|
|
9 |
47,091 |
47,570 |
48,036 |
48,872 |
50,065 |
50,605 |
51,135 |
51,664 |
|
|
10 |
48,202 |
48,681 |
49,149 |
50,015 |
51,265 |
51,806 |
52,336 |
52,866 |
|
|
11 |
49,314 |
49,794 |
50,263 |
51,157 |
52,466 |
53,009 |
53,539 |
54,069 |
|
|
12 |
50,424 |
50,907 |
51,374 |
52,299 |
53,666 |
54,210 |
54,740 |
55,270 |
|
|
13 |
51,536 |
51,995 |
52,487 |
53,442 |
54,866 |
55,411 |
55,942 |
56,471 |
|
|
14 |
52,647 |
53,131 |
53,598 |
54,583 |
56,069 |
56,615 |
57,144 |
57,674 |
|
|
15 |
53,758 |
54,244 |
54,712 |
55,726 |
57,269 |
57,816 |
58,347 |
58,874 |
|
|
16 |
54,870 |
55,357 |
55,824 |
56,868 |
58,469 |
59,018 |
59,548 |
60,076 |
|
|
17 |
55,982 |
56,470 |
56,936 |
58,010 |
59,671 |
60,322 |
60,750 |
61,280 |
|
|
18 |
57,092 |
57,582 |
58,049 |
59,153 |
60,871 |
61,422 |
61,952 |
62,481 |
|
|
19 |
58,204 |
58,693 |
59,162 |
60,294 |
62,072 |
62,623 |
63,153 |
63,682 |
|
|
20 |
62,581 |
63,075 |
63,568 |
64,820 |
65,210 |
65,529 |
65,821 |
66,364 |
|
|
21 |
|
|
|
|
66,424 |
66,983 |
67,532 |
68,081 |
|
|
22 |
|
|
|
|
69,274 |
69,837 |
70,402 |
70,967 |
|
|
|
|
|
|
|
|
|
|
|
|
|
The amounts listed
above do not include TRS, which is paid entirely by the school. |
|||||||||
|
CENTRAL HIGH SCHOOL |
|||||||||
|
2011-2012 Salary Schedule
Steps |
|||||||||
|
|
B.A. |
B.A.+8 |
B.A.+16 |
B.A.+24 |
M.A. |
M.A.+8 |
M.A.+16 |
M.A.+24 |
|
|
Base |
37,459 |
37,929 |
38,403 |
38,974 |
39,649 |
40,180 |
40,716 |
41,250 |
|
|
1 |
38,580 |
39,055 |
39,525 |
40,128 |
40,860 |
41,394 |
41,930 |
42,464 |
|
|
2 |
39,704 |
40,176 |
40,650 |
41,281 |
42,072 |
42,610 |
43,143 |
43,677 |
|
|
3 |
40,825 |
41,302 |
41,772 |
42,434 |
43,285 |
43,823 |
44,357 |
44,891 |
|
|
4 |
41,947 |
42,425 |
42,895 |
43,590 |
44,497 |
45,037 |
45,572 |
46,104 |
|
|
5 |
43,070 |
43,546 |
44,021 |
44,743 |
45,711 |
46,250 |
46,785 |
47,319 |
|
|
6 |
44,192 |
44,672 |
45,143 |
45,896 |
46,924 |
47,464 |
48,000 |
48,534 |
|
|
7 |
45,314 |
45,794 |
46,267 |
47,051 |
48,137 |
48,677 |
49,213 |
49,747 |
|
|
8 |
46,437 |
46,919 |
47,390 |
48,204 |
49,348 |
49,893 |
50,427 |
50,961 |
|
|
9 |
47,326 |
47,807 |
48,277 |
49,116 |
50,315 |
50,858 |
51,390 |
51,922 |
|
|
10 |
48,443 |
48,924 |
49,395 |
50,265 |
51,521 |
52,065 |
52,598 |
53,131 |
|
|
11 |
49,560 |
50,043 |
50,514 |
51,412 |
52,728 |
53,274 |
53,806 |
54,339 |
|
|
12 |
50,676 |
51,162 |
51,631 |
52,561 |
53,934 |
54,481 |
55,014 |
55,547 |
|
|
13 |
51,793 |
||||||||