LAKE BLUFF TEACHERS’ COUNCIL, IEA-NEA
and
LAKE BLUFF ELEMENTARY SCHOOL DISTRICT 65
2015-2016
2016-2017
2017-2018
2018-2019
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
ARTICLE I
ARTICLE II
ARTICLE III
ARTICLE IV
ARTICLE V
ARTICLE VI
ARTICLE VII
Recognition ...........................................................................1
1.1
Recognition ................................................................1
1.2
Council Rights ...........................................................1
Administration - Council Operations Committee .............2
2.1
Purpose.......................................................................2
2.2
District Operations Committee ..................................2
Negotiations and Impasse Procedures ...............................3
3.1
Good Faith Negotiations ............................................3
3.2
Procedures ..................................................................3
3.3
Mediation ...................................................................3
Changes in Contract ...................................................3
3.4
Grievance Procedure ...........................................................4
4.1
Definitions..................................................................4
4.2
Informal Step .............................................................4
4.3
Procedures ..................................................................4
Bypass ........................................................................5
4.4
4.5
No Reprisals Clause ...................................................5
4.6
Grievance Meetings ...................................................5
4.7
Release Time for Arbitration Hearings ......................6
4.8
Filing of Materials......................................................6
Grievance Withdrawal ...............................................6
4.9
4.10 Time Limits ................................................................6
4.11 Expedited Arbitration.................................................6
4.12 Costs...........................................................................6
4.13 Court Reporter ...........................................................7
4.14 Postponement .............................................................7
4.15 Settlement ..................................................................7
4.16 Legal Counsel/IEA Staff ............................................7
Council Rights ......................................................................8
5.1
Access to Information ................................................8
5.2
Bulletin Board and Mail.............................................8
5.3
Opening Institute Days ..............................................8
5.4
Council Use of District Facilities and Equipment .....8
5.5
Names and Addresses of New Employees.................8
5.6
Council Leave ............................................................8
5.7
Availability of Agreement .........................................9
Distribution of Agreement .........................................9
5.8
Payroll Deduction for Council Dues ...................................10
6.1
Dues Collection ..........................................................10
Fair Share ...................................................................10
6.2
Management Rights .............................................................12
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ARTICLE VIII
ARTICLE IX
ARTICLE X
ARTICLE XI
ARTICLE XII
ARTICLE XIII
ARTICLE XIV
ARTICLE XV
Teacher Rights .....................................................................13
8.1
Right to Council Representation ................................13
8.2
Personnel File.............................................................13
8.3
Teacher Discipline .....................................................13
No Strike/No Lockout Provision .........................................14
9.1
No Strike Provision ....................................................14
9.2
No Lockout Provision ................................................14
Vacancies and Transfers .....................................................15
10.1 Notification of Assignment ........................................15
10.2 Vacancies ...................................................................15
10.3 Posting of Vacancies ..................................................15
10.4 Voluntary Transfers ...................................................15
10.5 Involuntary Transfers .................................................15
Working Conditions.............................................................17
11.1 Length of School Year ...............................................17
11.2 Teacher Work Day .....................................................17
11.3 Planning Time ............................................................18
11.4 Allowance for Classroom Enhancements ..................18
11.5 Teacher Facilities .......................................................18
11.6 Teacher Evaluation Plan ............................................18
Salary Schedule, Placement and Movement ......................20
12.1 Salary Schedule and Vertical Movement ...................20
12.2 Placement ...................................................................20
12.3 Education and Horizontal Movement ........................20
12.4 Extra Duty Pay ...........................................................21
12.5 Pay for Internal Substitute Teachers ..........................22
Leaves ....................................................................................23
13.1 Sick Leave ..................................................................23
13.2 Sick Leave Accumulation ..........................................23
13.3 Voluntary Donation of Sick Days ..............................23
13.4 Personal Leave ...........................................................23
13.5 Bereavement Leave ....................................................24
13.6 Part-time Teachers’ Leaves........................................24
13.7 Family Leave and Medical Leave ..............................25
13.8 Maternity/Child Care Leave without Pay for Full-Time
Tenured Teachers .......................................................25
13.9 Jury Duty Leave .........................................................27
13.10 Sabbatical Leave ........................................................27
Reduction-In-Force ..............................................................28
14.1 Procedure ...................................................................28
14.2 Seniority .....................................................................28
Insurance and Other Fringe Benefits.................................29
15.1 Life Insurance ............................................................29
15.2 Insurance ....................................................................29
15.3 Part-time Teachers Ineligible for Insurance Benefits 30
15.4 Insurance Committee .................................................30
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ARTICLE XVI
ARTICLE XVII
APPENDIX A
APPENDIX B
APPENDIX C
15.5 Tuition Reimbursement .............................................30
15.6 Flexible Benefit Plan..................................................31
15.7 Teacher Retirement Contribution ..............................31
15.8 Workshops/Conventions ............................................31
15.9 Post-Retirement Insurance Benefits ...........................31
Retirement Incentive Program ...........................................32
16.1 Eligibility ...................................................................32
16.2 Incentive Program Participation Options ...................32
16.3 Conditions of Participation in the Incentive Plan ......33
16.4 Post Retirement Lump Sum Severance Payment.......34
Term and Effect of the Agreement .....................................35
17.1 Savings Clause ...........................................................35
17.2 Effect of Agreement ...................................................35
17.3 Duration .....................................................................35
17.4 Contract Re-Opener ...................................................35
Salary Schedules...................................................................37
Extra Duty Pay Scale ...........................................................41
Memorandum of Understanding ........................................46
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ARTICLE I
RECOGNITION
1.1
Recognition
The Board recognizes the Lake Bluff Teachers’ Council, IEA-NEA as the exclusive
bargaining representative for all licensed personnel (hereinafter “teachers”) currently
placed on the salary scale. For purposes of defining licensed personnel on the salary
scale, the following persons are excluded: employees who are now or hereafter employed
in an administrative and/or supervisory capacity (including the curriculum and
technology teacher leaders), substitutes, teachers’ aides, licensed school nurses, and all
other employees now or in the future not herein named who are not in the category being
recognized.
1.2
Council Rights
The Board agrees not to negotiate with any teacher individually or any group of teachers
or teachers’ organization other than the Council for the duration of this Agreement,
unless otherwise permitted by statute, regulation, or case law.
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ARTICLE II
ADMINISTRATION-COUNCIL OPERATIONS COMMITTEE
2.1
Purpose
The Board and Council believe that a commitment to open and consistent communication
between the parties will foster an optimal educational environment for students,
Administration, Council members and the Board.
2.2
District Operations Committee
A. To establish and maintain open lines of communication and a collaborative decisionmaking process between the Administration and the Council, there will be an
Administrator-Council Operations Committee which meets at least every other month
to review and discuss various topics.
B. The exact dates for such meetings shall be decided upon by the Council President and
the Superintendent prior to the first day of each school year. An agenda shall be
prepared in advance of the meeting by the Council President and the Superintendent.
It is expressly understood and agreed that such meetings do not constitute bargaining
nor grievance processing.
C. The Superintendent and Council President(s) and Vice-President will also meet
monthly to discuss matters of mutual concern.
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ARTICLE III
NEGOTIATIONS PROCESS
3.1
Good Faith Negotiations
The Board and the Council agree to negotiate in good faith and in accordance with the
Illinois Educational Labor Relations Act. The exclusive remedy of any alleged violation
of this provision shall be the filing of a charge with the Illinois Educational Labor
Relations Board.
3.2
Procedures
Unless both parties mutually agree in writing, negotiations shall start no later than April 1
of the year in which the Agreement terminates. At the first session, the parties shall
discuss mutually acceptable ground rules, if any, and when all items must be presented in
writing. It is understood that salary and benefit proposals may be presented throughout
negotiations.
3.3
Mediation
It is agreed that if impasse is declared by either party, both parties will jointly request a
mediator from the Federal Mediation and Conciliation Service (FMCS). Should the
FMCS be unavailable, the parties may seek a replacement prior to contacting the Illinois
Educational Labor Relations Board. Fees and expenses of the mediation, if any, shall be
shared equally by the Council and the Board.
3.4
Changes in Contract
Any change in contract language is subject to the mutual consent and ratification by both
parties.
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ARTICLE IV
GRIEVANCE PROCEDURE
4.1
Definitions
A. A grievance is a claim by a teacher(s) or the Council that there has been a violation,
misinterpretation, or misapplication of any provision of this Agreement.
B. All time limits shall consist of teacher work days. When a grievance is submitted
fewer than ten (10) days before the close of the school term, time limits shall consist
of week days when the District Office is open.
4.2
Informal Step
The parties acknowledge that it is usually most desirable for a teacher and the teacher’s
immediately involved supervisor to resolve problems through free and informal
communications. When requested by the teacher, a Council representative may
accompany the teacher to assist in the informal resolution of the problem. In the event
that the Council is the grievant, an attempt may be made to resolve the dispute by
informal discussions between the Administration and/or Board and Council
representatives. If, however, the informal process fails to satisfy either party, a formal
grievance may be processed as set forth below.
4.3
Procedures
Step 1 – Administrator
If the grievance has not been resolved through the informal step, the grievant(s) shall put
the grievance in writing and file it through the Council with the Administrator directly
involved. The written grievance shall include the relevant facts, the provision(s) of the
Agreement violated, and the relief sought. The grievance shall be submitted within
twenty (20) days of the event giving rise to the grievance or within twenty (20) days of
when the grievant(s) should reasonably have become aware of such event. Within ten
(10) days of the receipt of the grievance, the Administrator involved shall hold a meeting
with the grievant(s) and the Council representative or, if the Council is the grievant, with
the Council representative. Within ten (10) days of the meeting, the grievant(s) and the
Council representative, or the Council representative when the grievant is the Council,
shall be provided with the Administrator's written response, including the reasons for the
decision.
Step 2 – Superintendent
If the grievance is not resolved at Step 1, the Council may refer the grievance to the
Superintendent within ten (10) days after the date of the Step 1 response. The
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Superintendent shall arrange with the grievant(s) and Council representative or, if the
Council is the grievant, with the Council representative, for a meeting to take place
within ten (10) days of the Superintendent's receipt of the grievance. Within ten (10) days
of the meeting, the grievant(s) and the Council representative, or the Council
representative when the grievant is the Council, shall be provided with the
Superintendent's written response, including the reasons for the decision.
Step 3 – Board
If the grievance is not resolved at Step 2, then the Council may appeal it to the Board by
written notification to the Board President within fifteen (15) days after receipt of the
Step 2 response. The Board President shall then schedule a meeting with the Board
within ten (10) days after receipt of the appeal, to take place within twenty (20) days after
receipt of the appeal. Within ten (10) days of the Board meeting at which this grievance
is discussed, the Board President shall render a written response on behalf of the Board,
including the reasons for the decision.
Step 4 – Arbitration
If the Council is not satisfied with the disposition of the grievance at Step 3, it may be
submitted to final and binding arbitration through the American Arbitration Association
which shall act as the Administrator of such further proceedings. If a demand for
arbitration is not filed within twenty (20) days of the receipt of the Step 3 response, then
the grievance shall be deemed withdrawn. The arbitrator shall have no power to alter any
terms of this Agreement.
4.4
Bypass
By mutual agreement of the parties involved in each step, any step of the grievance
procedure may be bypassed.
4.5
No Reprisals Clause
No teacher who participates in these procedures shall be subjected to discipline or other
reprisal relative to conditions of employment because of such participation. Any teacher
who perceives that his/her rights have been violated under this provision has only one
remedy, to file a charge with the Illinois Educational Labor Relations Board.
4.6
Grievance Meetings
Meetings under this procedure shall be conducted at a time and place which will afford a
fair and reasonable opportunity for all persons, including witnesses, to attend. These
meetings will be held after regular school hours or during non-duty time of the personnel
involved.
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4.7
Release Time for Arbitration Hearings
Should an arbitration hearing be scheduled during the school day, the Council will give
the Administration sufficient notice, but in no event less than five (5) days prior to the
hearing, of the witnesses necessary to testify and the names of as many as two (2)
Council representatives who will attend the arbitration hearing so that the Administration
can arrange for appropriate substitutes. All witnesses necessary to testify and as many as
two (2) Council representatives shall be released from their regular duties for the time
necessary to participate in the hearing without loss of pay or benefits.
4.8
Filing of Materials
All documents and information concerning the processing of a grievance shall be filed
separately from the personnel file of the participant unless the grievant chooses otherwise
with respect to his/her own personnel file. When a grievance concerns a document placed
in the personnel file, that document will be removed if it is inconsistent with the
adjustment of a grievance. Where applicable, it will be replaced with a document
consistent with the adjustment.
4.9
Grievance Withdrawal
A grievance may be withdrawn at any level without establishing precedent.
4.10
Time Limits
The failure of the grievant(s) or the Council to act on any grievance within the prescribed
time limits will act as a bar to any further appeal.
The failure of an Administrator, the Superintendent or the Board to give a decision within
the time limits shall permit the grievant(s) to proceed to the next step.
The time limits of the grievance procedure may be extended by mutual agreement of the
parties involved.
4.11
Expedited Arbitration
By mutual agreement, the Expedited Arbitration Rules of the American Arbitration
Association may be used instead of the Voluntary Labor Arbitration Rules.
4.12
Costs
The fees and the expenses of the arbitration shall be shared equally by the parties.
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4.13
Court Reporter
By mutual agreement, the cost of a court reporter shall be shared equally by the parties. If
only one party requests the presence of a court reporter, that party shall bear the cost of
the reporter.
4.14
Postponement
By mutual agreement, the cost of a postponement of an arbitration hearing shall be shared
equally by the parties. If only one party requests the postponement, that party shall bear
the cost of such postponement.
4.15
Settlement
By mutual agreement, a grievance may be settled at any step without establishing
precedent. At or after Step 3 of the grievance procedure, the Board and the Council may
mutually elect to meet informally on any grievance filed by the Council (including a
grievance filed by the Council on behalf of a teacher) to pursue settlement options.
4.16
Legal Counsel/IEA Staff
If legal counsel and/or IEA staff is to be present at any meeting throughout the formal
grievance procedure, participating parties shall be notified in writing five (5) days prior to
the scheduled meeting.
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ARTICLE V
COUNCIL RIGHTS
5.1
Access to Information
The Board will, upon request, provide the Council with information in accordance with
its obligations under the Freedom of Information Act and the Illinois Educational Labor
Relations Act. Any perceived violation of this provision shall not be subject to the
grievance/arbitration provision.
5.2
Bulletin Board and Mail
The Council shall have the right to use school mailboxes, the District's inter-school mail
services and e-mail, subject to the District’s acceptable use policy. The Council may
place in each school building a bulletin board in each employee lounge.
5.3
Opening Institute Days
The Board agrees to allow the President of the Council to address the faculty during the
Opening Institute Days.
5.4
Council Use of District Facilities and Equipment
The Board shall allow the Council to use available facilities in which to meet and store
files and materials. The Council shall have the right to use equipment at reasonable times
when such equipment is not in use. The Council shall pay for the cost of materials and
supplies.
5.5
Names and Addresses of New Employees
In August, prior to the teacher’s first work day of the school year, the names and
addresses of newly hired teachers shall be made available to the Council President upon
request.
5.6
Council Leave
In the event that the Council desires to send representatives to local, state, or national
conferences or meetings, these representatives shall be excused without loss of salary;
provided, however, the Council gives five (5) days written notice to the Superintendent
and reimburses the District for the cost of the substitute(s). The aggregate number of days
for Council leave shall not exceed ten (10) days in any school year except with the
permission of the Superintendent. Should a teacher become an NEA Director, that
teacher will be entitled to an additional five (5) days of leave without loss of pay to attend
state and national meetings of the IEA and NEA; provided, however, that said teacher
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gives the Superintendent five (5) days written notice and the Council reimburses the
District for the cost of a substitute.
5.7
Availability of Agreement
This Agreement shall be posted on the District’s website.
5.8
Distribution of Agreement
The Administration shall be responsible for emailing this Agreement to all teachers.
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ARTICLE VI
PAYROLL DEDUCTION FOR COUNCIL DUES
6.1
Dues Collection
The Administration will deduct the current dues of the Council from the pay of each
teacher covered by this Agreement provided that the Administration has been provided
with teacher-executed written authorization to do so. The amount of the deduction shall
be certified by the Council prior to the first of October of each school year. The
Administration shall forward the amount deducted to the Council in a timely fashion.
6.2
Fair Share
A. It is recognized that the negotiation and Administration of this Agreement entail
expenses which appropriately are shared by all teachers who are beneficiaries of said
Agreement. Therefore, teachers covered by this Agreement who are not members of
the Council shall be required to pay their fair share of the costs of the collective
bargaining process, contract Administration and pursuing matters affecting wages,
hours and conditions of employment, commensurate with the dues uniformly required
of members. The fair share fee shall not include any fees for contributions related to
the election or support of any candidate for political office or other political
contributions. To this end, if a teacher does not join the Council or execute a dues
deduction authorization mutually agreed upon by the parties thereto, such teacher
will:
1. Execute an authorization for the deduction of a sum equal to the cost of services
by the Council that are chargeable to non-members under state or federal law, or
2. Pay directly to the Council a like sum.
B. In the event such an authorization is not signed or such direct payment is not made
within thirty (30) days following the commencement of employment, the
Administration will deduct from the regular salary check of the teacher the fair share
fee in payments of equal installments, starting with the subsequent payroll period
provided:
1. The Council has posted the appropriate notices of imposition of such fair share
fee in accordance with the rules and regulations of the Illinois Educational Labor
Relations Board, and
2. By the first of October of each school year, the Council has certified in writing to
the Administration the amount of such fair share fee (which amount must not
exceed that permitted by applicable law) and that notice of imposition of such fair
share fee has been posted.
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C. In no event shall the Administration begin such fair share fee deduction earlier than
fourteen (14) days (or any later period as required by the Rules and Regulations of the
Illinois Educational Labor Relations Board) after certification by the Council.
D. The provisions of this section shall not apply to any teacher employed after the start
of the second semester for the remainder of that school year only. For each
subsequent school year that that teacher is employed, the provisions of this section
shall apply.
E. In the event a teacher objects to the amount of such fair share fee, the Administration
shall continue to deduct the fee and transmit the fee or the portion of the fee in
dispute to an escrow in accordance with the rules and regulations of the Illinois
Educational Labor Relations Board. If the teacher is entitled to a refund, the teacher
shall receive such refund pursuant to the applicable Illinois Educational Labor
Relations Board procedures.
F. If a non-member teacher declares the right of non-association based upon bona fide
religious tenets, such teacher shall be required to pay an amount equal to the teacher's
proportionate share to a non-religious charitable organization mutually agreed upon
by the teacher and the Council. If the teacher and the Council are unable to reach
agreement on the matter, a charitable organization shall be selected from a list
established and approved by the Illinois Educational Labor Relations Board in
accordance with its rules.
G. The Council, the Illinois Education Association, and the National Education
Association agree to indemnify and save the Board and Administration harmless
against any claims, demands, suits, or other form of liability which may arise by
reason of any action taken or omitted by the Council or the Administration in
complying with the provisions of this section, including reimbursement for any legal
fees or expenses incurred in connection therewith.
H. The Administration agrees to notify the Council promptly in writing of any written
claim, demand, or suit in regard to which it will seek to implement the provisions of
Section G above.
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ARTICLE VII
MANAGEMENT RIGHTS
7.1
It is understood and agreed that the Board has and retains all the customary and usual
rights, functions and authority of management pursuant to the Illinois Educational Labor
Relations Act.
7.2
The Board hereby retains and reserves unto itself, without limitation, all powers, rights,
authority, duties and responsibilities conferred upon and vested in it by the laws and the
Constitution of the State of Illinois and of the United States.
7.3
Except as provided in this Agreement, the Board hereby retains and reserves unto itself
the following rights:
A. To the exclusive managerial, organizational administrative control of the District and
its properties and faculties;
B. To direct the work of its teachers, determine the time and hours of operation and
determine the kinds and levels of services to be provided and the methods and means
of providing those services including entering into contracts with private vendors for
services;
C. To hire all teachers, and, subject to the provisions of law, to determine their
qualifications and the conditions for their continued employment or dismissal; and to
review, evaluate and assign all such teachers;
D. To establish educational policies, goals and objectives; to ensure rights and
educational opportunities of students; to determine staffing patterns; to determine the
number and kinds of teachers required in order to maintain the efficiency of the
District operations with input from the Council where feasible;
E. To build, move or modify facilities; establish budget procedures and determine
budgetary allocation; and take action on any matter in the event of any emergency.
7.4
The exercise of the foregoing powers, rights, authority, duties and responsibilities by the
Board, in adoption of policies, rules, regulations and practices in furtherance thereof, and
the use of judgment and discretion in connection therewith shall be limited only by the
specific and express terms of the Agreement.
7.5
The Board option to not exercise any rights hereby reserved to it, or its exercising any
such functions in a particular way, shall not be deemed a waiver of its right to exercise
such function or preclude the Board from exercising the same in some other way not in
conflict with the express provisions of this Agreement.
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ARTICLE VIII
TEACHER RIGHTS
8.1
Right to Council Representation
When any teacher is required to appear before an Administrator/supervisor or the Board
concerning any matter which is disciplinary in nature or which could adversely affect the
terms and conditions of his/her employment, the teacher shall be advised that he/she is
entitled to have a representative of the Council present to advise him/her and represent
him/her during such meeting or interview. The teacher shall be given advance written
notification of such meeting, unless, in the judgment of the Administrator, the well-being
of a student or the efficient operation of the School District warrants having the teacher
appear without receiving written notice.
8.2
Personnel File
There shall be one official personnel file for each teacher. Upon request, a teacher may
examine and reproduce materials in his/her personnel file and may have a representative
accompany him/her for such review. A teacher shall have the right to include a written
response to any adverse materials found in his/her personnel file. Teachers may petition
the Superintendent to remove adverse materials from their personnel files. The final
decision on removal will rest with the Superintendent, but the Superintendent’s decision
shall not be arbitrary and capricious.
8.3
Teacher Discipline
Teacher discipline that results in a suspension with or without pay shall be for just cause.
It is specifically agreed that this section shall not apply to oral reprimands, written
reprimands, or a decision by the Board to terminate a teacher for performance, conduct,
or RIF reasons or to not renew the contract of a non-tenured teacher, and that such
decisions shall not be subject to the grievance and arbitration provisions of this
Agreement. Anonymous complaints, which have not been substantiated, shall not be the
basis for discipline.
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ARTICLE IX
NO STRIKE/NO LOCKOUT PROVISION
9.1
No Strike Provision
The Council agrees for itself and its individual members that, during the term of this
Agreement, none of its officers, representatives, or members shall authorize, support,
engage in, or take part in any strike or walkout, or shall engage in or support any
unlawful activity which would disrupt the operations of the schools. This shall include
sympathy strikes.
In the event of any violations of any provision of this Article by the Council, its
members, representatives, or by any teacher, the Council shall, upon notice from the
Board, immediately direct such teachers both orally and in writing to resume normal
operations immediately and make every other reasonable effort to end any violation(s).
9.2
No Lockout Provision
Neither the Board nor the Administration will assist, authorize, engage in, or take part in
a “lockout” against the licensed staff during the term of this Agreement.
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ARTICLE X
ASSIGNMENTS, VACANCIES, AND TRANSFERS
10.1
Notification of Assignment
A teacher shall be given written notice of any intended change of his/her assignments for
the forthcoming school year no later than the last day of the current school year. Such
notice shall include location(s), work schedule, and job description. If, subsequent to the
current school year, circumstances require any changes in teacher assignments, the
affected teacher(s) shall be notified within two (2) business days via email and U.S. Mail.
10.2
Vacancies
A vacancy shall be defined as any newly created position or a position created when a
teacher leaves that position for any reason, provided the Board has approved the
continuation of the position and first tendered available positions to teachers with recall
rights and/or made any involuntary transfers of teachers.
10.3
Posting of Vacancies
During the school year, the Superintendent shall post for five (5) school days in each
school building a notice of any District vacancy as it occurs. A copy of such notice shall
be sent electronically to the President(s) of the Council.
10.4
Voluntary Transfers
A teacher requesting a specific transfer to a posted vacancy notice must submit a written
transfer request form to the building Administrator where that vacancy exits within five
(5) school days of the initial posting. The teacher shall be notified of the action taken on
the transfer request. Any teacher who is denied his or her request for the transfer may
request a conference with the Administrator listed on the vacancy notice within fourteen
calendar (14) days of receiving the denial. However, in no event shall the contents of that
discussion or the decision not to approve the transfer be subject to the grievance
procedure set forth in this Agreement unless the Administrator’s decision was arbitrary
and capricious.
10.5
Involuntary Transfers
A. The Board reserves the right to make involuntary transfers for the general welfare of
the District. An involuntary transfer shall be defined as an assignment change to a
different grade level, or to another building, or to a subject matter not previously
taught.
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B. When an involuntary transfer is determined necessary by the Board the following
process shall occur:
Step 1. The building Administrator shall meet with the teacher (before any
decisions have been finalized) and inform the teacher that he/she will likely
be transferred. Both the teacher and the building Administrator shall have a
right to be accompanied by one person at this meeting. At that time, the
teacher may give input and ask questions. Additionally, the teacher will
have three (3) school days after that initial meeting to submit more input
and/or express concerns or objections in writing to the building
Administrator.
Step 2. If, after Step 1 is completed, the building Administrator determines that the
teacher is to be further considered for a transfer, the teacher shall be advised
of that determination in writing.
Step 3. If the teacher objects to the determination of the building Administrator,
he/she may request a meeting in writing with the Superintendent. The
Superintendent shall conduct that meeting within three (3) school days of
the request. Both the teacher and the Superintendent shall have a mutual
right to be accompanied by one person at this meeting.
Step 4. The Superintendent shall notify the teacher of his/her final decision
regarding the transfer of the teacher. In the event that the Superintendent
determines that the teacher shall be transferred, the Superintendent will
provide the teacher with a letter of assignment within three (3) school days
of that meeting.
C. It is expressly agreed that, while the building Administrator/Superintendent’s failure
to participate in any step of the involuntary transfer process, as set forth above, may
be subject to the grievance/arbitration process, in no event shall any decision made by
an Administrator or Superintendent regarding the disposition of the involuntary
transfer be subject to the grievance/arbitration procedure unless the decision was
arbitrary and capricious.
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ARTICLE XI
WORKING CONDITIONS
11.1
Length of School Year
There shall be one hundred eighty four (184) teacher employment days.
11.2
Teacher Work Day
The regular teacher work day shall normally be four hundred forty (440) minutes,
inclusive of the duty-free lunch period. This 440 minute work day shall include, but is
not limited to, student instructional/student contact minutes, pre and post school time, and
preparation minutes during the school day. Each elementary school teacher shall be
expected to be at the school not less than fifteen (15) minutes before and stay no less than
twenty (20) minutes after the student day. Each middle school teacher shall be expected
to be at the school not less than ten (10) minutes before and stay no less than ten (10)
minutes after the student day.
In addition to the teacher work day as defined above, teachers may be required to attend
the following meetings:
A. Faculty meetings may be held after school twice a month and shall not extend beyond
one and one half-hour (1 1/2) hours after student dismissal. Normally, such meetings
shall be on the same day throughout the school year as designated by the
Superintendent provided that such a day is not Friday. During those months when the
school calendar includes half days for students or early arrival or dismissal days, one
of the faculty meetings will be held during the balance of the work day. Two (2) of
these faculty meetings, one in the fall and one in the spring, shall be designated for
Team Meetings.
B. Parent-Teacher Conference Nights, as well as two (2) additional evening meetings
may be required during the school year.
C. Teachers may be required to attend Child/Study Team Meetings, Multi-Disciplinary
Staff Conference Meetings, and Annual Review Meetings. The Administration shall
schedule those meetings during the regular teacher work day, as defined above.
However, when those meetings can only be scheduled outside the regular work day, a
teacher may be required to attend one (1) meeting outside the regular workday. If a
teacher, on his/her own volition schedules a meeting for any reason other than an
MDC meeting, that meeting will not be charged against the one (1) additional
meeting that may be required.
Page 17
11.3
Planning Time
Under normal circumstances:
A. Each elementary school classroom teacher, including special subject teachers, shall
have a minimum of six (6) planning periods each week. Every effort will be made to
schedule at least one (1) planning period per day. With the exception of kindergarten,
all such planning periods shall be scheduled within the school day.
B. Each middle school teacher shall have a minimum of two (2) planning periods per
day; provided, however, two (2) planning periods each week shall be committed to
Team Meetings.
11.4
Allowance for Classroom Enhancements
Each full-time teacher shall have a $150 requisition allowance to purchase materials to be
used in assigned classes. A part-time teacher will receive a prorated allowance. Teachers
may choose to pool their allowances. The building Principal shall have the authority to
reject any acquisition that the principal determines to be objectionable for that building,
but the Principal’s decision shall not be arbitrary and capricious. All acquisitions shall
remain the property of the School District.
11.5
Teacher Facilities
Each building shall have a child-free work area. No smoking or use of any tobacco
related product will be permitted on or within school property at any time.
11.6
Teacher Evaluation Plan
A. Pursuant to the requirements of Public Act 97-0008, the Board and the Council shall
establish a committee of equal representation to incorporate student growth as a
significant factor in teacher evaluations as in compliance with the requirements of
Article 24A of the School Code and regulations of the Illinois State Board of
Education. Once developed, the revised evaluation tool will be submitted to the
Board President and the Council President for consideration and ratification by the
parties.
B. Grievability
The substance and performance rating of individual evaluations shall not be subject to
the grievance procedure. The teacher may respond in writing to the substance of any
evaluation and have such response attached to the evaluation. Violations of the
evaluation procedures are subject to the grievance procedure.
Page 18
C. Consulting Teachers
1. The participation of the Consulting Teacher shall be voluntary.
2. The Consulting Teacher shall not be engaged to evaluate the performance of the
teacher under remediation.
3. The Board shall indemnify and hold harmless the Consulting Teacher, subject to
Section 10-20.20 of the Illinois School Code.
4. The Consulting Teacher shall:
a. Have no loss of pay or benefits because of his/her involvement as a
Consulting Teacher.
b. Be provided a substitute teacher and clerical help when necessary and
appropriate to meet the duties as a Consulting Teacher.
c. Be paid a stipend of $120 per month for each month that he/she serves as a
Consulting Teacher.
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ARTICLE XII
SALARY SCHEDULE, PLACEMENT AND MOVEMENT
12.1
Salary Schedule and Vertical
The salary schedule for teachers is attached to this Agreement as Appendix A.
Vertical movement on the salary schedule shall be limited to no more than one step per
year. Full-time teachers who actively work more than ninety-three (93) contract days
during the school term preceding the school year in question shall be entitled to advance
one vertical step the following year. Teachers who actively work less than ninety-three
(93) contract days during the school term shall remain on the same vertical step the
following year. Part-time teachers who actively work more than one half (1/2) plus one
(1) day of their contract days during the entire school term preceding the school year in
question shall be entitled to advance one vertical step the following year. Part-time
teachers who actively work half their contract days or less during the entire school term
preceding the year in question shall remain on the same vertical step the following year.
Only full-time or part-time teachers who have an Excellent or Proficient performance
evaluation rating shall be eligible for vertical movement under the above paragraph. If a
teacher receives a Needs Improvement rating, the teacher will be frozen at the existing
step until he/she has earned a Proficient rating, upon which the teacher will move
vertically with retroactive pay for that year. If a teacher receives a second consecutive
rating of Needs Improvement or an Unsatisfactory rating, then the teacher will not be
afforded retroactive vertical movement when/if a Proficient rating is earned.
12.2
Placement
The Administration reserves the right to grant full credit to new teachers for up to all
years of previous experience.
An official transcript of credits for all teachers must be on file in the office of the
Superintendent in order for said teacher to receive credit and be properly placed on the
salary schedule.
12.3
Education and Horizontal Movement
Horizontal advancement on the salary schedule will be allowed following completion of
accepted courses, as per the attached salary schedule
Educational credits for graduate-level courses to be applied toward horizontal movement
on the salary schedule must be submitted to the Superintendent for approval in advance.
Factors to be considered when determining approval include applicability to the subject
matters taught, pedagogy, student learning, and direct relation to the field of education. If
Page 20
approval is denied by the Superintendent, he/she shall provide the teacher and the
Council with reasons for the denial. It is agreed that the Superintendent will approve
graduate-level coursework only from accredited higher education institutions. The
Superintendent’s final decision is not subject to the grievance/arbitration procedures.
Cohort programs submitted as a whole will be considered prior to enrollment. A list and
description of courses will be submitted to the Superintendent for approval. Any
deviation from the approved program must receive approval from the Superintendent. If
approval is denied by the Superintendent, he/she shall provide the teacher and the
Council with reasons for the denial. It is agreed that the Superintendent’s final decision
is not subject to the grievance/arbitration procedures.
Official transcripts that indicate that the teacher earned approved credit for the course are
due by October 1. Salary adjustments will be reflected on the November checks and
credit shall be retroactive to the start of the school year in which the official transcript is
presented.
12.4
Extra Duty Pay
The extra duty pay scale for teachers is attached to this Agreement as Appendix B.
During the term of this Agreement, the Board will post all paid extra duty positions every
two (2) years (i.e., in spring, 2016, and spring 2018) to afford teachers an opportunity to
apply for the stipend positions. The Board reserves the right to remove any teacher from
an extra duty position if he/she is not fulfilling the duties of that position.
The Board and Council shall establish a Stipend Review Committee that will meet at
least once annually to provide input for adding new stipend positions, reviewing hours
needed for an extra duty position, developing necessary forms, developing expectations
for positions, and considering candidates for positions. The building Principal will make
the final decision on candidates who will fill extra duty positions.
Page 21
12.5
Pay for Internal Substitute Teachers
If a teacher is requested, required, or approved by a Principal to teach, perform a duty,
and/or attend to students during his/her preparation time, he/she will be compensated at a
rate of $40.00 per hour (pro-rated).
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ARTICLE XIII
LEAVES
13.1
Sick Leave
A. Each full-time teacher will be granted twelve (12) sick leave days without loss of pay
in each school year. Sick leave shall be defined as personal illness, quarantine at
home, serious illness or death in the immediate family or household, or birth,
adoption, or placement for adoption. Immediate family shall include parents, spouse,
partner by civil union, brothers, sisters, children, grandparents, grandchildren,
parents-in-law, brothers-in-law, sisters-in-law, and legal guardians.
B. In accordance with the Illinois School Code, the Board may require medical
certification from an approved practitioner as a basis of pay after an absence of three
(3) days for personal illness or thirty (30) days for birth or as the Board deems
necessary in other cases. The Board may also ask the teacher to submit to an
examination by a physician selected by the Board, at its expense.
13.2
Sick Leave Accumulation
All unused sick leave days will accumulate from year to year without limitation.
13.3
Voluntary Donation of Sick Days
1. All members of the bargaining unit are eligible to participate. A teacher can only
request donation of additional sick leave days when sick leave is needed due to the
medical needs of the teacher or his/her immediate family.
2. Participation, either as a donor or recipient, is voluntary.
3. Each teacher will be limited to donating a maximum of three (3) full days per year.
4. The teacher must have used all of his/her regular sick leave days and all of his/her
personal leave days to be eligible to request and receive donated days.
5. Requests for donated days shall be made to the Council President, who shall then
contact the bargaining unit with the request. The Superintendent shall then be
notified as to the number of days donated and by whom.
13.4
Personal Leave
A. Each full-time teacher will be granted five (5) personal leave days each year without
loss of pay. Any unused personal leave days shall convert to and accumulate as sick
Page 23
leave, subject to the limitations set forth in Section 13.2, at the end of each school
year.
B. Requests for personal leave shall be submitted in writing at least two (2) days in
advance to the building Principal. In the case of an emergency, the two-day period
may be waived by the Principal.
C. When schools and school offices are officially closed by the Superintendent, due to
emergency, no personal leave days previously arranged by the teacher will be
deducted for such emergency days.
D. Personal leave is subject to the following conditions:
1. Personal leave days may not be used in increments of less than one-half day;
2. Teachers will not be permitted to take a personal day on the day preceding or the
day immediately following a scheduled school vacation period without prior
approval of the Superintendent;
3. Personal leave days may not be used during the first five (5) days or the last five
(5) days of the school year without prior approval of the Superintendent;
4. Personal leave days may not be used on in-service, workshop, or institute days
without prior approval of the Superintendent; and
5. No more than ten percent (10%) of teachers from each school shall be permitted
to utilize a personal leave day on the same calendar date, without prior approval
of the Superintendent.
13.5
Bereavement Leave
In addition to the sick leave provided hereinabove, teachers shall be granted up to three
(3) days of bereavement leave at full pay per year for the death of a member of the
teacher’s immediate family, as defined in Paragraph 13.1 above, or for aunts, uncles or
cousins. If additional days are needed, such additional days shall be deducted from the
teacher’s accumulated sick leave. This bereavement leave shall not accumulate from
year to year.
13.6
Part-time Teachers' Leaves
All part-time teachers shall be entitled to a pro rata share (rounded to the nearest .1) of
Sick Leave and Personal Leave.
Page 24
13.7
Family and Medical Leave
In accordance with the Family and Medical Leave Act (“FMLA"), the District will grant
eligible employees unpaid family and medical leaves of absence as provided under Board
Policy. FMLA leave is available in one or more of the following instances:
1.
The birth and first-year care of a son or daughter, expiring at the end of the 12month period beginning on the child’s birthdate.
2. The adoption or foster placement of a son or daughter, including absences from
work that are necessary for the adoption or foster care to proceed and expiring at
the end of the 12-month period beginning on the placement date.
3. The serious health condition of an employee's spouse, child, or parent.
4. The employee's own serious health condition that makes the employee unable to
perform the functions of his or her job.
5. For military-related reasons as provided under the FMLA.
Eligible teachers may take up to 12 workweeks of family and medical leave between July
1st and June 30th.
A teacher requesting a family or medical leave must provide notice to the Superintendent
as soon as practicable. Where the need for a leave is foreseeable, such as leave taken for
the birth of a child or planned medical treatment, the teacher must provide at least thirty
(30) days advance notice. In the event the teacher fails to provide at least thirty (30) days
advance notice for a foreseeable leave, the start of the teacher's leave may be delayed
until thirty (30) days after notice is provided.
FMLA leaves are unpaid, except that a teacher must use available paid sick leave or
personal leave if the reason for the FMLA absence qualifies for the paid leave’s purpose.
A teacher returning from FMLA leave will be given an equivalent position to his/her
position before the leave, subject to the District's reassignment policies and practices and
any reduction-in-force.
13.8
Maternity/Child Care Leave Without Pay for Full-Time Tenured Teachers
Upon written request submitted to the Superintendent by the teacher, and at least onehundred twenty (120) days before the leave is to begin (unless exceptions herefrom are
granted by the Superintendent), the Board shall grant maternity/child care leave to
tenured teachers without pay subject to the following conditions:
A. Maternity/child care leave shall be allowed for the birth, adoption, or placement for
adoption of the teacher’s child.
Page 25
B. Maternity/child care leave shall begin immediately after the teacher has used his/her
eligible paid sick leave days and eligible FMLA leave days for the birth, adoption or
placement for adoption.
C. Maternity/child care leave shall be for a period of up to one year, exclusive of any
sick leave days and/or FMLA leave days taken by the teacher, which period shall be
mutually agreed upon by the employee and the Superintendent. If additional
Maternity/child care leave beyond the original period agreed to is necessary, the
teacher shall present in writing a request for such extension, listing reasons for said
request. Extension requests will be considered on an individual basis and determined
in the discretion of the Superintendent and/or the Board.
D. A teacher on maternity/child care leave pursuant to this section may keep his/her
health insurance in effect by paying the full insurance premium to the District during
the leave period. The District will make no contribution toward health insurance
premiums during the leave period.
E. For purposes of advancement on the salary schedule and seniority, the following
requirements will apply:
1. If a teacher actively works ninety-three (93) or more days of the work year, that
full year will be allowed for advancement on the salary schedule and seniority
will accrue. A part-time teacher will be advanced on the salary schedule if he/she
actively works the equivalent pro-rata percentage of the work year (i.e., 50% of
the days plus 1).
2. If a teacher works less than ninety-three (93) days of the work year, exclusive of
unpaid leaves of absence, there will be no advancement on the salary schedule the
following year and seniority will not accrue; provided, however, previously
accrued seniority and placement on the salary schedule will be retained.
F. In the event that a teacher intends to return from maternity/child care leave, the
teacher must advise the Superintendent of said intent at least ninety (90) days prior to
the scheduled return to work date or, if the scheduled return is for the beginning of
the following school year, by February 1 prior to the return. Failure to notify the
Superintendent by that time shall be deemed a resignation.
G. All maternity/child care leaves will be granted with the full understanding that the
teacher may be assigned to any position for which he/she is qualified upon
completion of said leave. Consideration shall be given to returning the teacher to
his/her former position.
Page 26
13.9
Jury Duty Leave
A. A teacher called for jury duty shall be paid full compensation for such time with no
loss of leave or any other employment benefit.
B. Jury duty remuneration, less mileage and meal expenses, shall be deducted from the
teacher's pay.
C. A teacher shall give notice of pending jury duty to the District no later than five (5)
days prior to such jury duty.
13.10 Sabbatical Leave
The Board may in its sole discretion grant a sabbatical leave to a tenured teacher. Such
leave is subject to the provisions of Section 24-6.1 of the Illinois School Code.
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ARTICLE XIV
REDUCTION-IN-FORCE
14.1
Procedure
The relevant procedural provisions of the Illinois School Code shall apply to a reductionin-force when the Board deems it necessary to lay off teachers.
14.2
Seniority
A. Seniority is defined as the length of a teacher's full-time, consecutive service starting
with the first day on which teaching duties are to be performed within the District. If
seniority is equal between teachers, then the following tie-breakers shall be used, in
the order listed, to determine a teacher’s seniority ranking:
1.
2.
3.
4.
Years of non-consecutive teaching service in the District
Years of full-time teaching service in Illinois public schools
Years of full-time teaching service in other public schools
By coin flip
B. If a full-time teacher actively works ninety-three (93) or more days of the work year,
seniority will accrue for that year, but if a teacher works less than ninety-three (93)
days of their work year, seniority will be retained, but not accrue for that year. Parttime teachers do not accrue any seniority credit.
C. The seniority list shall include all licensed employees whether or not they are
members of the Council.
Page 28
ARTICLE XV
INSURANCE AND OTHER FRINGE BENEFITS
15.1
Life Insurance
Each full-time teacher will receive life insurance coverage equal to his/her salary
(rounded to the nearest hundred) to a maximum of $100,000. The premium will be paid
by the Board.
15.2
Insurance
A. Health Insurance
For the term of this Agreement, a teacher electing to take single coverage under the
District’s group heath insurance program shall pay the following percentage cost of
the monthly premium, subject to an annual cap on the teacher’s insurance
contributions as indicated in Section 15.D below:
2015-2016
2016-2017
2017-2018
2018-2019
4%
5%
5%
6%
The Board also agrees to pay 50% of the incremental monthly premium for dependent
coverage (i.e., the premium cost in excess of the premium for single coverage) under
the hospitalization and major medical insurance program during the term of this
agreement. A teacher electing dependent coverage shall contribute the remaining 50%
cost of the incremental monthly premium.
B. Dental Insurance
For the term of this Agreement, a teacher electing to take single coverage under the
District’s group dental insurance plan shall pay the following percentage cost of the
monthly premium, subject to the annual cap on the teacher’s insurance contributions
as indicated in Section 15.2 D below. The Board will make no contribution for
dependent coverage.
2015-2016
2016-2017
2017-2018
2018-2019
4%
5%
5%
6%
Page 29
C. Vision Insurance
For the term of this Agreement, a teacher electing to take single coverage under the
District’s group vision insurance plan shall pay the following percentage cost of the
monthly premium, subject to the annual cap on the teacher’s insurance contributions
as indicated in Section 15.2 D below. The Board will make no contribution for
dependent coverage.
2015-2016
2016-2017
2017-2018
2018-2019
4%
5%
5%
6%
D. Annual Insurance Cap
The total contributions paid by teachers for single coverage under the District’s
group health, dental, and visions plans combined shall not exceed the following
annual caps:
2015-2016
2016-2017
2017-2018
2018-2019
15.3
$500 annual cap
$550 annual cap
$550 annual cap
$600 annual cap
Part-Time Teachers Ineligible for Insurance Benefits
Part-time teachers who work less than sixty-six and two-thirds percent (66 2/3%) of the
equivalent of a full time teacher, as set forth in Section 11.2 (i.e., on average, works less
than 294 minutes each school day), will not be eligible to receive medical and dental
insurance benefits, except as may be required by law.
15.4
Insurance Committee
The Insurance Committee, composed of three (3) Council members, two (2) Board
members and at least one (1) Administrator, shall monitor and discuss modifications to
the insurance program to provide the best possible health benefits at the most reasonable
cost. Meetings shall be held as deemed necessary, but will be scheduled on at least an
annual basis. Representatives of the support staff may attend meetings of the Insurance
Committee for informational purposes only.
15.5
Tuition Reimbursement
Courses taken for tuition reimbursement and credit on the salary schedule shall be preapproved by the Superintendent, as set forth in Section 12.3 above. Teachers who receive
a grade of “B” or higher will be reimbursed for the cost of tuition, up to a maximum of
$300 per credit hour and an annual maximum of twelve (12) credit hours, but in no event
Page 30
shall a teacher be reimbursed for more than four (4) credit hours per semester during the
District’s school year. In the event that an approved course is only offered as a pass/fail
option, a teacher must receive a passing grade for reimbursement.
Reimbursements to teachers for prior approved classes shall be paid within sixty (60)
calendar days after all required documentation has been received by the Superintendent.
Documentation shall include, but is not limited to, an official transcript from the
institution where the course work was completed and an original copy of the bill from the
institution.
15.6
Flexible Benefit Plan
The Board will provide a Flexible Benefit Plan to permit the teacher to shelter income
allowable under Section 125 of the Internal Revenue Code but shall be limited to
medical/dental expenses, deductibles and family coverage premiums, as well as
dependent care expenses.
15.7
Teacher Retirement Contribution
According to authority granted by the Pension Reform Act of 1974, Section 414(h)(2) of
the Internal Revenue Code, the Board will, as a benefit to the teachers, withhold said
teacher’s contribution to the Teacher’s Retirement System of the State of Illinois from
his/her regular paycheck and will shelter said contribution from the teacher’s taxable
income as reported to the Internal Revenue Service and the Illinois Department of
Revenue.
15.8
Workshops/Conventions
Upon the request of a teacher, with prior written approval by the Principal or
Superintendent, a teacher may attend job-related workshops/conventions. At the
discretion of the Principal or Superintendent, teachers shall be entitled to partial or full
reimbursement for usual and customary expenses incurred in attending the
workshop/convention;
provided, however, that upon return from
the
workshop/convention, teachers submit actual receipts to the District Office. Prior Board
approval shall be required for reimbursement for any teacher who is presenting at a jobrelated workshop/convention that is held out-of-state and/or in which the teacher is
required to stay overnight.
15.9
Post-Retirement Insurance Benefits
Retirees shall not be eligible for continued participation in the District’s group health
insurance plan, except as provided by COBRA.
Page 31
ARTICLE XVI
RETIREMENT INCENTIVE PROGRAM
16.1
Eligibility
A teacher who, at the date of retirement, (a) has a minimum of fifteen (15) years of
creditable service with the District; (b) is eligible to retire under TRS (non-ERO); (c) has
sufficient creditable service with the Illinois Teacher’s Retirement System (TRS) to retire
with a full non-discounted, non-ERO pension; (d) can demonstrate, before participation,
that the District will incur no TRS penalties or one-time refundable contributions; and (e)
meets the participation deadlines set forth below, will be eligible to participate in the
District’s retirement incentive plan (“Incentive Plan”) as set forth below.
If the number of teachers attempting to participate in the Incentive Plan exceeds thirty
percent (30%) of those eligible, the Board reserves the right to deny participation in the
Incentive Plan to teachers beyond the 30% limit. In the event that the Board limits
participation in the Incentive Plan to 30%, the right to participate will be determined by
seniority in the District, and any teacher who is subsequently denied participation due to
the 30% limit, shall have the option of revoking his or her irrevocable letter of resignation
within thirty (30) days of receiving written notice from the Board of the denial of his/her
participation in the Incentive Plan.
16.2
Incentive Program Participation Options:
A. *(One Year Notice)
In order to participate, the teacher must submit an irrevocable letter of resignation to
the Board of Education by June 30th, one (1) year prior to retirement. The teacher
shall then be removed from the salary schedule and receive a six percent (6%)
increase over his/her TRS creditable earnings for work done as a District employee
for the prior year, for his/her regular teaching duties only, as compensation for the last
year of employment.
For example: $50,000 + ($50,000 X 6%) = $53,000
B. *(Two Year Notice)
In order to participate, the teacher must submit an irrevocable letter of resignation to
the Board of Education by June 30th, two (2) years prior to retirement. The teacher
shall then be removed from the salary schedule and receive a six percent (6%)
increase over his/her TRS creditable earnings for work done as a District employee
for the prior year, for his/her regular teaching duties only, as compensation for the last
two (2) years of employment.
For example:
$50,000 + ($50,000 X 6%) = $53,000 – year one
$53,000 + ($53,000 X 6%) = $56,180 – year two
Page 32
C. *(Three Year Notice)
In order to participate, the teacher must submit an irrevocable letter of resignation to
the Board of Education by June 30th, three (3) years prior to retirement. The teacher
shall then be removed from the salary schedule and receive a six percent (6%)
increase over his/her TRS creditable earnings for work done as a District employee
for the prior year as compensation, for his/her regular teaching duties only, for the last
three years of employment.
For example:
$50,000 + ($50,000 X 6%) = $53,000 – year one
$53,000 + ($53,000 X 6%) = $56,180 – year two
$56,180 + ($56,180 X 6%) = $59,551 – year three
D. *(Four Year Notice)
In order to participate, the teacher must submit an irrevocable letter of resignation to
the Board of Education by June 30th, four (4) years prior to retirement. The teacher
shall then be removed from the salary schedule and receive a six percent (6%)
increase over his/her TRS creditable earnings for work done as a District employee
for the prior year, for his/her regular teaching duties only, as compensation for the last
four years of employment.
For example:
16.3
$50,000 + ($50,000 X 6%) = $53,000 – year one
$53,000 + ($53,000 X 6%) = $56,180 – year two
$56,180 + ($56,180 X 6%) = $59,551 – year three
$59,551 + ($59,551 X 6%) = $63,124 – year four
Conditions of Participation in the Incentive Plan
A. The 6.0% increase in creditable earnings set forth in each option above is for regular
teaching duties only and said increase does not include TRS creditable earnings for
extra curricular duties or any other extra duties (e.g. internal substituting, extra duty
work, etc.) held by the teacher at the time of notification.
B. A teacher will not be assigned to any compensated duty during his/her years of
participation in the Incentive Plan if it causes an increase of more than 6.0% over the
previous year’s total TRS creditable earnings (e.g. internal substituting, extra-duties,
etc.).
C. On or before March 1 of each fiscal year, each participant in the Incentive Plan must
schedule a meeting with the Superintendent, or a designee, to discuss his/her
compensation for extra duties for that fiscal year to ensure that his/her creditable
earnings for extra duties does not cause an increase of more than 6% over the
previous years’ total TRS creditable earnings for any given year.
D. If a teacher uses his/her accumulated sick leave due to the teacher’s own serious
health condition or the serious health condition of the teacher’s spouse, child or
Page 33
parent during participation in the Incentive Plan and, therefore, does not achieve the
75% TRS retirement level, the teacher will be allowed to work up to one (1)
additional year without penalty as per the current salary schedule; provided, however,
the teacher provides sufficient medical certification to verify the serious health
condition.
16.4
Post Retirement Lump Sum Severance Payment
A. The Board shall pay each teacher who submits his/her irrevocable letter of resignation
pursuant to Option D of Section 16.2, a post retirement lump sum severance payment
of fourteen percent (14%) of his/her final year’s salary. This retirement incentive will
be paid within sixty (60) days after the receipt of the teacher’s last regular paycheck.
Teachers who retire under Options A, B, or C of Section 16.2 shall not be eligible for
this payment. This severance payment benefit will sunset on June 30, 2019, and will
no longer be available to any teacher who has not submitted his/her irrevocable letter
of resignation by March 1, 2019, indicating the intent to retire at the end of the 20222023 school year.
B. In the event the teacher participating in the Incentive Plan is discharged for cause or
dies during his/her participation in the plan, he/she and/or his/her beneficiaries will be
ineligible for the severance payment set forth above.
Page 34
ARTICLE XVII
TERM AND EFFECT OF THE AGREEMENT
17.1
Savings Clause
If any provision of this Agreement or any application of this Agreement to any
bargaining unit member or to any group of bargaining unit members is held to be
contrary to law, then such provisions or application shall be deemed invalid to the extent
permitted by law; but all other provisions or applications shall continue in full force and
effect.
17.2
Effect of Agreement
The parties hereto acknowledge that during the negotiations which resulted in this
Agreement, each had the unlimited right and opportunity to make demands and proposals
with respect to any subject or matter not removed by law from the area of collective
bargaining, and that the understandings and agreements arrived at by the parties after the
exercise of that right and opportunity are set forth in this Agreement.
Therefore, the Board and the Council, for the life of this Agreement, each voluntarily and
unqualifiedly waives the right, and each agrees that the other shall not be obligated to
bargain collectively with respect to any subject or matter referred to, or covered in this
Agreement.
17.3
Duration
This Agreement shall be effective beginning July 1, 2015 and shall remain in effect until
June 30, 2019. This Agreement supersedes all prior contracts, agreements, and
communications between the parties, including the prior 2014-2015 Bargaining
Agreement, which is hereby superseded and replaced in full.
17.4
Contract Re-Opener
The Board, at its discretion during the term of this Agreement, shall require the Council
to meet to open the terms of the agreement for negotiation of any costs, taxes, penalties,
or other adverse financial consequences that may be assessed against the District under
either the Affordable Care Act or Pension Reform legislation.
SIGNATURE PAGE TO FOLLOW
Page 35
THIS AGREEMENT is made and entered into this ___ day of April, 2015.
LAKE BLUFF TEACHERS' COUNCIL, IEA-NEA
____________________________________________
Tom Brown, President
LAKE BLUFF TEACHERS' COUNCIL, IEA-NEA
BOARD OF EDUCATION, DISTRICT #65
___________________________________________
Mark Barry, President
BOARD OF EDUCATION, DISTRICT #65
Page 36
Appendix A-1
2015-16 Lake Bluff Faculty Salary Schedule
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
Longevity*
BA
41,505
42,750
44,033
45,354
46,715
48,116
49,559
51,046
52,577
54,154
55,779
57,452
59,176
60,951
62,780
BA+8
42,505
43,780
45,093
46,446
47,839
49,274
50,752
52,275
53,843
55,458
57,122
58,836
60,601
62,419
64,292
66,221
68,208
70,254
72,362
74,533
BA+15
43,505
44,810
46,154
47,539
48,965
50,434
51,947
53,505
55,110
56,763
58,466
60,220
62,027
63,888
65,805
67,779
69,812
71,906
74,063
76,285
78,574
BA+24
44,505
45,840
47,215
48,631
50,090
51,593
53,141
54,735
56,377
58,068
59,810
61,604
63,452
65,356
67,317
69,337
71,417
73,560
75,767
78,040
80,381
82,792
MA
47,505
48,930
50,398
51,910
53,467
55,071
56,723
58,425
60,178
61,983
63,842
65,757
67,730
69,762
71,855
74,011
76,231
78,518
80,874
83,300
85,799
88,373
91,024
MA+15
50,505
52,020
53,581
55,188
56,844
58,549
60,305
62,114
63,977
65,896
67,873
69,909
72,006
74,166
76,391
78,683
81,043
83,474
85,978
88,557
91,214
93,950
96,769
99,672
MA+30
53,505
55,110
56,763
58,466
60,220
62,027
63,888
65,805
67,779
69,812
71,906
74,063
76,285
78,574
80,931
83,359
85,860
88,436
91,089
93,822
96,637
99,536
102,522
105,598
108,766
BA
BA+8
BA+15
BA+24
MA
MA+15
MA+30
-
-
-
-
2.0%
2.0%
2.0%
* Calculated as greater of last step on scale or % increase over prior year salary
Grayed out lanes are grandfathered. No new employees may enter lanes BA+8 or BA+24 after June 30, 2015.
Page 37
Appendix A-2
2016-17 Lake Bluff Faculty Salary Schedule
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
Longevity*
BA
42,255
43,523
44,829
46,174
47,559
48,986
50,456
51,970
53,529
55,135
56,789
58,493
60,248
62,055
63,917
BA+8
43,255
44,553
45,890
47,267
48,685
50,146
51,650
53,200
54,796
56,440
58,133
59,877
61,673
63,523
65,429
67,392
69,414
71,496
73,641
75,850
BA+15
44,255
45,583
46,950
48,359
49,810
51,304
52,843
54,428
56,061
57,743
59,475
61,259
63,097
64,990
66,940
68,948
71,016
73,146
75,340
77,600
79,928
BA+24
45,255
46,613
48,011
49,451
50,935
52,463
54,037
55,658
57,328
59,048
60,819
62,644
64,523
66,459
68,453
70,507
72,622
74,801
77,045
79,356
81,737
84,189
MA
48,255
49,703
51,194
52,730
54,312
55,941
57,619
59,348
61,128
62,962
64,851
66,797
68,801
70,865
72,991
75,181
77,436
79,759
82,152
84,617
87,156
89,771
92,464
MA+15
51,255
52,793
54,377
56,008
57,688
59,419
61,202
63,038
64,929
66,877
68,883
70,949
73,077
75,269
77,527
79,853
82,249
84,716
87,257
89,875
92,571
95,348
98,208
101,154
MA+30
54,255
55,883
57,559
59,286
61,065
62,897
64,784
66,728
68,730
70,792
72,916
75,103
77,356
79,677
82,067
84,529
87,065
89,677
92,367
95,138
97,992
100,932
103,960
107,079
110,291
BA
BA+8
BA+15
BA+24
MA
MA+15
MA+30
-
-
-
-
2.0%
2.0%
2.0%
* Calculated as greater of last step on scale or % increase over prior year salary
Grayed out lanes are grandfathered. No new employees may enter lanes BA+8 or BA+24 after June 30, 2015.
Page 38
Appendix A-3
2017-18 Lake Bluff Faculty Salary Schedule
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
Longevity*
BA
42,505
43,780
45,093
46,446
47,839
49,274
50,752
52,275
53,843
55,458
57,122
58,836
60,601
62,419
64,292
BA+8
43,505
44,810
46,154
47,539
48,965
50,434
51,947
53,505
55,110
56,763
58,466
60,220
62,027
63,888
65,805
67,779
69,812
71,906
74,063
76,285
BA+15
44,505
45,840
47,215
48,631
50,090
51,593
53,141
54,735
56,377
58,068
59,810
61,604
63,452
65,356
67,317
69,337
71,417
73,560
75,767
78,040
80,381
BA+24
45,505
46,870
48,276
49,724
51,216
52,752
54,335
55,965
57,644
59,373
61,154
62,989
64,879
66,825
68,830
70,895
73,022
75,213
77,469
79,793
82,187
84,653
MA
48,505
49,960
51,459
53,003
54,593
56,231
57,918
59,656
61,446
63,289
65,188
67,144
69,158
71,233
73,370
75,571
77,838
80,173
82,578
85,055
87,607
90,235
92,942
MA+15
51,505
53,050
54,642
56,281
57,969
59,708
61,499
63,344
65,244
67,201
69,217
71,294
73,433
75,636
77,905
80,242
82,649
85,128
87,682
90,312
93,021
95,812
98,686
101,647
MA+30
54,505
56,140
57,824
59,559
61,346
63,186
65,082
67,034
69,045
71,116
73,249
75,446
77,709
80,040
82,441
84,914
87,461
90,085
92,788
95,572
98,439
101,392
104,434
107,567
110,794
BA
BA+8
BA+15
BA+24
MA
MA+15
MA+30
-
-
-
-
2.0%
2.0%
2.0%
* Calculated as greater of last step on scale or % increase over prior year salary
Grayed out lanes are grandfathered. No new employees may enter lanes BA+8 or BA+24 after June 30, 2015.
Page 39
Appendix A-4
2018-19 Lake Bluff Faculty Salary Schedule
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
Longevity*
BA
42,505
43,780
45,093
46,446
47,839
49,274
50,752
52,275
53,843
55,458
57,122
58,836
60,601
62,419
64,292
BA+8
43,505
44,810
46,154
47,539
48,965
50,434
51,947
53,505
55,110
56,763
58,466
60,220
62,027
63,888
65,805
67,779
69,812
71,906
74,063
76,285
BA+15
44,505
45,840
47,215
48,631
50,090
51,593
53,141
54,735
56,377
58,068
59,810
61,604
63,452
65,356
67,317
69,337
71,417
73,560
75,767
78,040
80,381
BA+24
45,505
46,870
48,276
49,724
51,216
52,752
54,335
55,965
57,644
59,373
61,154
62,989
64,879
66,825
68,830
70,895
73,022
75,213
77,469
79,793
82,187
84,653
MA
48,505
49,960
51,459
53,003
54,593
56,231
57,918
59,656
61,446
63,289
65,188
67,144
69,158
71,233
73,370
75,571
77,838
80,173
82,578
85,055
87,607
90,235
92,942
MA+15
51,505
53,050
54,642
56,281
57,969
59,708
61,499
63,344
65,244
67,201
69,217
71,294
73,433
75,636
77,905
80,242
82,649
85,128
87,682
90,312
93,021
95,812
98,686
101,647
MA+30
54,505
56,140
57,824
59,559
61,346
63,186
65,082
67,034
69,045
71,116
73,249
75,446
77,709
80,040
82,441
84,914
87,461
90,085
92,788
95,572
98,439
101,392
104,434
107,567
110,794
BA
BA+8
BA+15
BA+24
MA
MA+15
MA+30
-
-
-
-
2.0%
2.0%
2.0%
* Calculated as greater of last step on scale or % increase over prior year salary
Grayed out lanes are grandfathered. No new employees may enter lanes BA+8 or BA+24 after June 30, 2015.
Page 40
Appendix B
Athletics
2015-2016
$5,085
Y Athletic Director
C
C
C
C
C
C
C
C
C
C
C
C
C
C
C
C
C
C
C
C
C
C
Field Hockey - 8th
Field Hockey - 7th
Soccer - 8th
Soccer - 7th
Soccer - 6th Intramural
Girls Volleyball - 8th
Girls Volleyball - 7th
Girls Volleyball - 6th Intramural
Boys Volleyball - 8th
Boys Volleyball - 7th
Boys Volleyball - 6th Intramural
Girls Basketball - 8th
Girls Basketball - 7th
Girls Basketball - 6th Intramural
Boys Basketball - 8th
Boys Basketball - 7th
Boys Basketball - 6th Intramural
Cheerleading
Pom Pons
Wrestling
Track & Field (each)
Golf (each)
$3,142
$3,142
$3,142
$3,142
$1,300
$3,142
$3,142
$1,300
$3,142
$3,142
$1,300
$3,142
$3,142
$1,300
$3,142
$3,142
$1,300
$2,095
$2,095
$2,095
$2,095
$1,300
Y - Paid in equal installments throughout the year
C - Paid in a lump sum at the conclusion of the activity
Page 41
2016-2017
$5,170
$3,194
$3,194
$3,194
$3,194
$1,344
$3,194
$3,194
$1,344
$3,194
$3,194
$1,344
$3,194
$3,194
$1,344
$3,194
$3,194
$1,344
$2,130
$2,130
$2,130
$2,130
$1,331
2017-2018
$5,255
$3,247
$3,247
$3,247
$3,247
$1,366
$3,247
$3,247
$1,366
$3,247
$3,247
$1,366
$3,247
$3,247
$1,366
$3,247
$3,247
$1,366
$2,165
$2,165
$2,165
$2,165
$1,353
2018-2019
$5,339
$3,299
$3,299
$3,299
$3,299
$1,388
$3,299
$3,299
$1,388
$3,299
$3,299
$1,388
$3,299
$3,299
$1,388
$3,299
$3,299
$1,388
$2,200
$2,200
$2,200
$2,200
$1,375
Activities
2015-2016
2016-2017
2017-2018
2018-2019
LBES
Y LBES Band
Y LBES Choir
Y LBES Eco Club Supervisor (each)
Y LBES Fluency Lab
Y LBES Morning Math
C LBES Opportunity Room
C LBES Horizons (14-week semester) (each)
$1,560
$1,433
$968
$2,340
$2,340
$4,800
$840
$1,586
$1,457
$984
$2,379
$2,379
$4,880
$854
$1,612
$1,481
$1,000
$2,418
$2,418
$4,960
$868
$1,638
$1,505
$1,016
$2,457
$2,457
$5,040
$882
LBMS
C 8th Grade Mural
C Scholastic Bowl (each)
Y Band/Chorus Setup
Y Ecology Club
Y Encore
Y Gamer's Club
Y Jazz Band (Blue)
Y Jazz Band (Gold)
Y Literary Magazine
Y Newspaper
C Odyssey of the Mind (each)
Y Reach Out Service Club
Y Science Club
C Science Olympiad
Y Student Council
Y Yearbook
C You Be the Chemist
$300
$1,475
$1,140
$1,200
$3,300
$960
$1,575
$2,610
$840
$630
$1,200
$1,500
$600
$2,250
$2,730
$3,900
$600
$305
$1,500
$1,159
$1,220
$3,355
$976
$1,601
$2,654
$854
$641
$1,220
$1,525
$610
$2,288
$2,776
$3,965
$610
$310
$1,524
$1,178
$1,240
$3,410
$992
$1,628
$2,697
$868
$651
$1,240
$1,550
$620
$2,325
$2,821
$4,030
$620
$315
$1,549
$1,197
$1,260
$3,465
$1,008
$1,654
$2,741
$882
$662
$1,260
$1,575
$630
$2,363
$2,867
$4,095
$630
$4,700
$4,700
$4,700
$4,700
C Tier 2
Choreographer
Costume Head
Producer
Set Design
$3,000
$3,000
$3,000
$3,000
C Tier 3
Hair Head
Makeup Head
Running Crew Head
Sound/Light Head
$1,250
$1,250
$1,250
$1,250
Musical
C Tier 1
Director
Vocal Director
Y - Paid in equal installments throughout the year
C - Paid in a lump sum at the conclusion of the activity
Page 42
Leadership/Coordinator
Y
Y
Y
C
Y
Y
Y
Y
Y
C
C
Y
Y
2015-2016
Bluffer Buddy Coordinator
Book Room - LBES (each)
Emotional Wellness Mentor (each)
Lake Bluff Ed Coordinator
LBMS Academic Class Scheduler
LBMS Fine Arts Class Scheduler
Mentor Coordinator (one per school)
Mentor, 1st Year (each)
Mentor, 2nd Year (each)
Outdoor Ed Coordinator (5th,7th)
Overnight Field Trip Coordinator (6th,8th)
Team Facilitator (each)
SIP/Professional Development Team (each)
(maximum of 5 per school)
$1,995
$600
$1,593
$300
$2,550
$2,550
$1,200
$1,275
$1,005
$900
$600
$2,280
$300
Y - Paid in equal installments throughout the year
C - Paid in a lump sum at the conclusion of the activity
Page 43
2016-2017
$2,028
$610
$1,620
$305
$2,550
$2,550
$1,220
$1,296
$1,022
$915
$610
$2,318
$305
2017-2018
$2,062
$620
$1,646
$310
$2,550
$2,550
$1,240
$1,318
$1,039
$930
$620
$2,356
$310
2018-2019
$2,095
$630
$1,673
$315
$2,550
$2,550
$1,260
$1,339
$1,055
$945
$630
$2,394
$315
Supervision
2015-2016
2016-2017
2017-2018
2018-2019
LBES
Y Bus Supervision (each)
Y Car Loop Supervision (each)
Y Lunch Supervision (each)
Y Morning Supervision (each)
C Overnight Chaperone (each)
$1,566
$2,112
$3,960
$1,320
$175
$1,592
$2,147
$4,026
$1,342
$175
$1,618
$2,182
$4,092
$1,364
$175
$1,644
$2,218
$4,158
$1,386
$175
LBMS
Y AM Supervision, Door
Y AM Supervision, Library
C Dance Chaperone (each)
C Dance DJ (per dance)
Y Lunchroom Supervision (each)
C Overnight Chaperone (each)
Y PM Supervision, Bus & Crosswalk (each)
Y PM Supervision, Library
C Scoreboard Operator (per game)
C Sports Hallway Monitor (per game)
C Weekend/Non-school Supervision Half Day
C Weekend/Non-school Supervision Full Day
$3,600
$3,600
$60
$200
$3,960
$175
$1,800
$5,100
$20
$20
$60
$120
$3,660
$3,660
$60
$200
$4,026
$175
$1,830
$5,185
$20
$20
$60
$120
$3,720
$3,720
$60
$200
$4,092
$175
$1,860
$5,270
$20
$20
$60
$120
$3,780
$3,780
$60
$200
$4,158
$175
$1,890
$5,355
$20
$20
$60
$120
Y - Paid in equal installments throughout the year
C - Paid in a lump sum at the conclusion of the activity
Page 44
Curriculum Work
2015-2016
C Approved Curriculum Work (per hour)
$34.50
Y - Paid in equal installments throughout the year
C - Paid in a lump sum at the conclusion of the activity
Page 45
2016-2017
$34.50
2017-2018
$34.50
2018-2019
$34.50
Appendix C
MEMORANDUM OF UNDERSTANDING
between the
LAKE BLUFF TEACHERS’ COUNCIL, IEA-NEA
and the
BOARD OF EDUCATION OF LAKE BLUFF SCHOOL DISTRICT #65
Upon consideration of the status of the tenured teachers identified below who have been working
on a part-time basis in District #65, with no formal record to clarify their employment rights, the
Council and Board have agreed to the following during a meeting held on February 11, 2014:
1.
The Council and Board acknowledge that the following teachers have been permitted to
work on a part-time basis for a period of many years and were given no indication when they
moved to part-time status that their tenure and seniority rights might be affected:
Eileen Chirhart, Christine Leibfried, Briana Stierling, Ana Ogren, Janelle Carney
2.
Recognizing that the ambiguity of these teachers’ part-time status needs to be resolved,
the Council and Board have agreed that the identified teachers retained their tenure status when
they were permitted to work on a part-time basis and will continue to retain their tenure in the
future if they are allowed to work part-time.
3.
The parties also agree that the identified teachers shall be afforded annual seniority credit
prorated on the percentage of time their employment compares to full-time teachers.
The compensation and benefits (insurance and paid leave days) for the identified teachers
4.
shall continue to be prorated on the basis of their part-time equivalency, provided the teacher
qualifies for health insurance under the required work hours provision in the group medical plan.
5.
The Council recognizes that the Board has the right to expect full-time service from its
tenured teachers and, consequently, can require the identified teachers at any time to resume fulltime teaching duties for the following school year. Similarly, these teachers have the right to
return to full-time service for any school year. To facilitate staffing decisions, the Board shall
provide notice to any teacher whom it desires to return to full-time service by no later than
March 1 prior to the following school year. A teacher desiring to return to full-time service for
the following school year must also provide notice to the Board no later than March 1.
6.
This Memo of Understanding for the identified teachers shall have no precedential effect
for the rights of any other teacher employed in the District who requests to work on a part-time
basis.
THIS MEMO OF UNDERSTANDING is made and entered into this ___ day of September,
2014.
Page 46
LAKE BLUFF TEACHERS' COUNCIL, IEA-NEA
____________________________________________
Tom Brown, President
LAKE BLUFF TEACHERS' COUNCIL, IEA-NEA
BOARD OF EDUCATION, DISTRICT #65
___________________________________________
Mark Barry, President
BOARD OF EDUCATION, DISTRICT #65
hlerk#279163v2
Page 47