CONTRACTEPEEA

East Peoria Elementary EducationAssociation

East Peoria Elementary School District 862015— 20162016— 20172017— 20182018 — 2019

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Table of Contents

ARTICLE 1:

1.01 RECOGNITION 10

ARTICLE 2: ASSOCIATION RIGHTS 11

2.01 ASSOCIATION REPRESENTATION AT HEARINGS (11)

2.02 PERSONNEL FILE (11 - 12)

2.03 HARASSMENT (12)

2.04 RULES AND REGULATIONS (12)

2.05 DENIAL OF RIGHTS (12)

2.06 BOARD MEETING NOTIFICATION (12)

2.07 BOARD MEETING MINUTES (12)

2.0$ INFORMATION (12 - 13)

2.09 DEVELOPMENT OF PROCEDURES FOR NEGOTIATIONS (13)

2.10 ASSOCIATION COMMUNICATIONS (13)

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

2.12 CONFIDENTIALITY OF SCHOOL AFFAIRS (14)

2.13 ASSOCIATION MEMBERSHIP EMPLOYMENT CHANGES (14)

2.14 ASSOCIATION DAYS (14)

2.15 POSTING OF CONTRACT (14)

2.16 ASSOCIATION AND ADMINISTRATION COOPERATION (14)

2.17 ASSOCIATION/ADMINISTRATION MEETINGS (14 - 15)

2.1$ STAFF DEVELOPMENT (15)

2.19 COMMITTEES (15)

2.20 OWNERSHIP OF WORKS (15)

2.21 EMPLOYEE DRESS AND APPEARANCE (15)

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ARTICLE 3: EMPLOYMENT CONDITIONS FOR TRS ELIGIBLE LICENSED PROFESSIONAL 16

3.01 SCHOOL YEAR (16)

3.02 SCHEDULED DAY (16-17)

3.03 CLASS SIZE (17-18)

3.04 EMPLOYEE DISCIPLINE (18)

3.05 NEW TRS ELIGIBLE LICENSED PROFESSIONAL QUALIFICATIONS (18)

3.06 TEACHING LIMITS (18)

3.07 ASSOCIATION AND TEACHING ASSIGNMENTS (18)

3.08 TRS ELIGIBLE LICENSED PROFESSIONAL ASSIGNMENT NOTICE (18-19)

3.09 SUMMER SCHOOL POSITIONS (19)

3.10 VACANCY AND TRANSFER PROCEDURES (19 - 20)

3.11 INVOLUNTARY TRANSFER (20 - 21)

3.12 INSTRUCTIONAL MATERIALS (21)

3.13 MATERIALS AND SUPPLIES (21)

3.14 TRS ELIGIBLE LICENSED PROFESSIONAL TELEPHONE (21)

3.15 USE OF PLANNING TIME (22)

3.16 GRADES (22)

3.17 DISTRICT LIBRARY MEDIA CENTER (22)

3.18 SUPERVISING TEACHER (22)

3.19 PART-TIME TRS ELIGIBLE LICENSED PROFESSIONAL (22)

3.20 SUSPENSION (22)

3.21 NEW TRS ELIGIBLE LICENSED PROFESSIONAL (23)

3.22 INDIVIDUAL CONTRACT (23)

3.23 PROMOTION PROCEDURE (23)

ARTICLE 4: EMPLOYMENT CONDITIONS FOR E.S.Ps — 24

4.01 RESIGNATION (24)

4.02 PROBATION (24)

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4.03 VACANCIES (24 - 25)

4.04 PROGRESSIVE DISCIPLINE - NON PROBATIONARY EMPLOYEES (25)

4.05 OVERTIME (25)

4.06 NOTIFICATION OF ASSIGNMENTS (25)

4.07 JOB DESCRIPTIONS (25)

4.08 FLEX TIME (26)

4.09 EVALUATIONS (26)

4.10 BREAKS (26)

4.11 HOLIDAYS (26)

4.12 CALENDAR (27)

ARTICLE 5: SAFETY 28

5.01 STUDENT DISCIPLINE (28)

5.02 ASSAULT ON ASSOCIATION MEMBER (28)

5.03 ASSAULT LEAVE (28 - 29)

5.04 BOARD PROTECTION FOR ASSOCIATION MEMBERS (29)

5.05 COMPLAINTS AGAINST ASSOCIATION MEMBERS/ADMINISTRATORS (29)

5.06 UNSAFE OR HAZARDOUS CONDITIONS (30)

5.07 SECURE FACILITIES (30)

5.08 PARKING (30)

5.09 LOUNGE (30)

5.10 ASSISTANCE FOR CONTROL AND DISCIPLINE OF STUDENTS (30 - 31)

5.11 MEDICAL DISTRIBUTION (31)

5.12 USE OF INSECTICIDES (31)

ARTICLE 6: ESP EMPLOYMENT CONDITIONS BY CLASSIFICATION 32

6.01 CUSTODIANS (32)

6.02 MAINTENANCE CUSTODIAN (32 - 33)

6.03 MAINTENANCE (33 - 34)

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6.04 AIDES (34 - 35)

6.05 CAFETERIA WORKERS (35)

6.06 SECRETARIES (36)

6.07 HEALTH CLERKS (36)

6.08 NURSES (36 - 37)

ARTICLE 7: TRS ELIGIBLE LICENSED PROFESSIONAL EVALUATION 38

7.01 JOB DESCRIPTION FOR EVALUATIONS (38)

7.02 PURPOSE OF EVALUATIONS (38)

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

7.04 NOTICE OF EVALUATION (38)

7.05 EVALUATION TIMELINE (38 - 39)

7.06 EVALUATION COMMITTEE (39)

ARTICLE 8: TRS ELIGIBLE LICENSED PROFESSIONAL REDUCTION IN FORCE 39

8.01 REDUCTION IN FORCE (40)

8.02 STAFF REDUCTION PROCEDURES (40)

8.03 SENIORITY (40)

8.04 MAINTAINING AND POSTING OF SENIORITY LISTS (40)

8.05 TERMINATION OF SENIORITY (41)

ARTICE 9: ESP REDUCTION IN FORCE -42

9.01 REDUCTION IN FORCE (42)

9.02 SENIORITY (42)

9.03 MAINTAINING AND POSTING SENIORITY LIST (43)

9.04 RECALL (43)

ARTICLE 10: PAYROLL - 44

10.01 PAY DAYS (44)

10.02 MILEAGE REIMBURSEMENT (44)

10.03 EMPLOYEE PAYROLL DEDUCTIONS (44 - 46)

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

11.01 SALARY (47)

11.02 PRIOR TEACHING EXPERIENCE (47)

11.03 COLLEGE STIPEND & SALARY CREDIT (47 - 48)

11.04 MAJOR MEDICAL AND HOSPITALIZATION INSURANCE (49 - 50)

11.05 LIFE INSURANCE (50)

11.06 DENTAL INSURANCE (50)

11.07 VISION INSURANCE (50)

11.08 INSURANCE FUND (50 - 51)

11.09 INSURANCE AFTER RETIREMENT (51)

11.10 TEACHERS’ RETIREMENT SYSTEM PAYMENTS (51)

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

11.12 RETIREMENT BENEFIT (51 - 52)

11.13 RETIREMENT INCENTIVE (52 - 54)

11.14 RETIREMENT GUARANTEE (54)

11.15 EMPLOYMENT INCENTIVE (54)

11.16 TWELVE-MONTH INSURANCE COVERAGE (54)

11.17 TEACHER SUBSTITUTE AFTER RETIREMENT (54)

11.18 NATIONAL BOARD FOR PROFESSIONAL TEACHING STANDARDS (54)

11.19 INSURANCE POLICIES & STATEMENTS (54 - 55)

11.20 SUBSTITUTES (55)

11.21 IRS ELIGIBLE LICENSED PROFESSIONAL MENTORING (55)

11.22 CONSULTING TEACHERS FOR TEACHER REMEDIATION (55)

ARTICLE 12: ESP COMPENSATION & FRINGE BENEFITS 56

12.01 IMRF SHELTER AND CONTRIBUTIONS (56)

12.02 GROUP INSURANCE (56)

12.03 VACATION -12 MONTH EMPLOYEES (56 - 57)

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12.04 WAGE SCALES/LONGEVITY STIPENDS (57)

12.05 CREDITS, WORKSHOPS, SEMINARS (57 - 58)

12.06 RETIREMENT INCENTIVE (59)

ARTICLE 13: TRS ELIGIBLE LICENSED PROFESSIONAL LEAVES-

13.01 SICK LEAVE (60 - 61)

13.02 PERSONAL LEAVE (61)

13.03 EDUCATIONAL LEAVE (61 - 62)

13.04 LEAVE BENEFITS (62)

13.05 NO LEAVE DEDUCTED ON NON-SCHOOL DAYS (62)

13.06 LEAVE OF ABSENCE (62 - 63)

13.07 FAMILY AND MEDICAL LEAVE ACT LEAVE (63)

13.08 BEREAVEMENT LEAVE (63)

13.09 JUDICIAL LEAVE (63)

13.10 PERSONAL LEAVE (63 - 64)

ARTICLE 14: ESP LEAVES

14.01 SICK LEAVE (65)

14.02 BEREAVEMENT LEAVE (65)

14.03 PERSONAL / EMERGENCY LEAVE (65 - 66)

14.04 JUDICIAL LEAVE (66)

14.05 FAMILY AND MEDICAL LEAVE ACT LEAVE (66)

14.06 UNPAID LEAVES (66)

14.07 SALARY SCHEDULE ADVANCEMENT (67)

ARTICLE 15: GRIEVANCE PROCEDURE —

15.01 DEFINITION (68)

15.02 PARTY IN INTEREST (68)

15.03 TIME LIMITS (68)

15.04 CLAIM IN OTHER FORUM (68)

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15.05 PROCEDURES (6$ - 69)

15.06 ASSOCIATION PARTICIPATION (70)

15.07 ADMINISTRATION/ASSOCIATION COOPERATION (70)

15.08 NO REPRISALS (70)

15.09 RELEASED TIME (70)

15.10 FILING OF MATERIALS (70)

15.11 GRIEVANCE WITHDRAWN / SEHLEMENT (70)

ARTICLE 16: EFfECT OF AGREEMENT — — 71

16.01 COMPLETE UNDERSTANDING (71)

16.02 LEGALITY OF AGREEMENT (71)

16.03 MANAGEMENT RIGHTS (71)

16.04 NO STRIKE CLAUSE (71)

16.05 WAIVER (71)

16.06 CONTRACTUAL AMENDMENTS (72)

16.07 DISTRICT REORGANIZATION (72)

16.08 TERM OF AGREEMENT (72)

APPENDIX A: SALARIES 73

A.01 2015 - 2016 (73 - 74)

A.02 2016 - 2017 (75 - 76)

A.03 2017 - 2018 (77 - 78)

A.04 2018—2019(78—79)

A.04 ESP SALARY SCHEDULE (80)

APPENDIX B: SUPPLEMENTAL DUTIES AND STIPENDS 81

B.01 SUPPLEMENTAL DUTIES (81)

B.02 SUPPLEMENTAL DUTIES PAYROLL PROCEDURES (81)

B.03 SENIORITY BONUS (81)

B.04 ADDITIONAL PAY (81)

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B.05 RESPONSIBILITY (82)

B.06 EXTRA DUTY FROM GRANTS (82)

B.07 CELL ADJUSTMENT (82)

3.08 MISCELLANEOUS (82)

B.09 SUPPLEMENTAL DUTY / STIPEND SCHEDULE (83 - 84)

APPENDIX D: MEMORANDUM Of UNDERSTANDING

INDEX

APPENDIX E: DURATION OF AGREEMENT 94

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ARTICLE 1: RECOGNITION

1.01 RECOGNITION

The East Peoria Elementary School District No. 86 Board of Education, hereinafterreferred to as the ‘Board, recognizes for the purposes of professional negotiation theEast Peoria Elementary Education Associaffon/ IEA-NEA, hereinafter referred to as the“Association,” which shall be the sole and exclusive bargaining agent for:

a. All full and part-time contractual TRS eligible licensed employees, hereinafterreferred to as “TRS Eligible Licensed Professional”, in the School District,except the Superintendent, Principals, Assistant Principals, and otheradministrative or supervisory personnel including Technology andCommunications Supervisor AND

b. All full and part-time regularly employed non-TRS Eligible Licensed

personnel except for confidential employees including: Computer NetworkSupport Technician, secretary to Superintendent, receptionist, secretary toAssociate Superintendent, bookkeepers, secretary to Assistant Superintendentfor Special Services, supervisory employees including: cafeteria manager andmaintenance department supervisor, all managerial employees,

administrative and TRS Eligible Licensed employees as defined by the Act,hereinafter referred to as “ESPs” AND

c. Any section where “TRS Eligible Licensed Professional” and “ESPs” arereferred to collectively, they shall hereinafter be defined as “Association”members.

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ARTICLE 2: ASSOCIATION RIGHTS

2.01 ASSOCIATION REPRESENTATION AT HEARINGS

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

2.02 PERSONNEL FILE

Current employment records of Association member shall be maintained in the District86 Office. The District shall keep one central file for each Association member.Supervisors may keep working files, but material not maintained in the central file maynot provide the basis for discipline of an Association member. Upon request, anAssociation member may inspect his/her files, subject to the following:

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

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

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

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

5. Upon reasonable request, the Board wifi reproduce any materials in theAssociation member’s personnel file.

6. In the event any file materials are determined to be inaccurate or unfair by legalor grievance proceedings, such portion of materials will be removed from theAssociation member’s file.

7. Each Association member’s personnel file shall contain the following minimumitems of information.

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

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

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

2.03 HARASSMENT

Association members shall report instances of harassment to one of the District’scomplaint managers, and Board Policy shall be followed.

2.04 RULES AND REGULATIONS

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

2.05 DENIAL Of RIGHTS

The Board and the Association agree they wifi not, either directly or indirectly, deny any

Association member any right conferred to them under any statute, code, or this

Agreement based on his/her membership in the Association or his/her participation innegotiations or the grievance process.

2.06 BOARD MEETING NOTIFICATION

The President of the Association or his/her designee shall be given written notice of anyregular or special meeting of the Board together with a copy of the agenda or statementof purpose of such meeting at least twenty-four (24) hours prior to the scheduled time of

such meeting.

The Association shall be allowed reasonable time prior to any action to speak to anyadditional matters considered at the Board of Education meeting.

2.07 BOARD MEETING MINUTES

A copy of the unofficial minutes, after being prepared wifi be sent to the AssociationPresident.

2.08 INFORMATION

The Association shall be furnished, upon written request and without charge, allregularly prepared information concerning the financial status of the District whichmight indude: (1) monthly working budget summary, (2) treasurer’s report, (3) salary,

seniority, and experience status of every full-time Association member, (4) budget andaudit final documents, and (5) all other information which wifi assist the Association indeveloping programs on behalf of the Association. The Board and the Association wifi

grant within five (5) working days reasonable requests for any readily available and

pertinent information which may be subject to disclosure and necessary for theAssociation to process any grievance or complaint and such other information as willassist the Association in developing programs on behalf of the Association. Nothing

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herein shall require the Administration or the Association to research and assembleinformation.

2.09 DEVELOPMENT OF PROCEDURES FOR NEGOTIATIONS

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

2.10 ASSOCIATION COMMUNICATIONS

The Association shall have access to a bulletin board in each facility for the posting ofAssociation business and services. The Association shall have the reasonable use ofschool mailboxes.

The Association assumes full responsibility for any violation of federal law or regulationviolated by the District delivery of such mail and further agrees to indemnify andprotect the District from any charges arising from the delivery of such mail.

The Association shall have the right to use the school buildings for business meetings ata time when school is not in session provided that such meetings do not interfere withinstructional and/or extra-curricular activities or the normal employee workday. Thisright shall be subject to reasonable regulation concerning facifity scheduling andavailabifity and may include a reasonable charge for cleanup of facilities, if needed.

The Association and the Board agree that, at the request of the Association, a reasonabletime of up to one (1) hour will be made available during the Teacher OrientationInstitute (or within the first month of employment) for Association purposes.

2.11 USE OF SCHOOL EQUIPMENT/FACILITIES/SECRETARIAL ASSISTANCE

The Association shall have access to school reproduction equipment subject toreasonable regulation pertaining to costs for supplies, expendables, and availability.

The Association shall indemnify and protect the District from any claims and liabilitiesrelative to the Association’s use of such equipment. Such equipment may only be usedwhen the equipment is not in use or scheduled for use and shall not be used duringnormal student school times. The Association shall promptly remit to the District thecost of supplies, materials, and a usage charge incidental to the use of such equipment.The Association shall promptly pay for any damages incurred during or because of theAssociation’s use of such equipment.

The Board agrees to make available to the Association reasonable facilities andsecretarial assistance to aid the Association in the proper execution of their assignedduties consistent with existing practices. Each Association member may submit requestsfor custodial and building maintenance services to their immediate supervisors.

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2.12 CONFIDENTIALITY OF SCHOOL AFFAIRS

The Association’s views on matters relating to supervisor/Association or Board/Association relationships shall not be discussed in the presence of students, parentsand/or other staff.

2.13 ASSOCIATION MEMBERSHIP EMPLOYMENT CHANGES

The names, position, and salary schedtile placement of newly hired employees shall beprovided to the Association President and Membership Secretary within (7) school daysafter the new employee is hired by the Board.

Notification of employment termination shall be provided to the Association Presidentand Membership Secretary within seven (7) school days after termination.

2.14 ASSOCIATION DAYS

In the event that the Association desires to send a representative to local, state, or

national conferences or to conduct Association business, an aggregate of nine (9) fulldays with pay, per school year wifi be allowed. Additional Association days may begranted provided that the Association assumes the cost of the corresponding substituteteacher(s). Meetings called by the Administration involving Association leaders onAssociation/District matters shall not be deducted from Association days.

2.15 POSTING OF CONTRACT

Within thirty (30) days of ratification of this Agreement, the Board shall post the signed

agreement to the District website.

2.16 ASSOCIATION AND ADMINISTRATION COOPERATION

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

resolution.

2.17 ASSOCIATION/ADMINISTRATION MEETINGS

To better understand the problems that might confront the school system, the partiesagree that the President of the Association and/or his/her designee and theSuperintendent of Schools and/or his/her designee shall meet at least once eachsemester to discuss matters of concern; and these discussions will hopefully lead toappropriate recommendations to the Board of Education.

The Association representative(s) in each building and his/her immediate supervisor(s)shall meet monthly for the purpose of discussing problems. The Administration shallallow an ESP who is holding an Association officer position to switch work shifts toattend Association meetings, or to meet with the Administration or Board with priorAdministrative approval.

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2.18 STAFF DEVELOPMENT

Association members wifi be provided the opportunity to receive necessary andappropriate training prior to the implementation of or significant changes to programs.

An advisory committee consisting of one teacher from each elementary building andjunior high core curriculum area, administrative representatives, and special educationrepresentatives shall meet annually regarding the staff development program whichwill be implemented on in-service days. The committee may make additionalsuggestions regarding staff development programs needed within the District.

Staff development programs in which an Association member does not receive a stipendshall be held during the Association member’s regular work hours except when a staffelects to meet otherwise.

Planning of staff development programs shall be based on state direction, the expressedneeds of building school improvement plans, certification requirements, the needs andinterests of the Board, and the recommendations of the Staff Development Committee.

2.19 COMMITTEES

Committee participation outside the regular school day, for which there is noremuneration, is voluntary.

2.20 OWNERSHIP OF WORKS

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

2.21 EMPLOYEE DRESS AND APPEARANCE

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

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ARTICLE 3: EMPLOYMENT CONDITIONS FOR TRS ELIGIBLE LICENSEDPROFESSIONALS

3.01 SCHOOL YEAR

The school year calendar shall consist of 185 days which shall include 176 student

attendance days, four (4) workshop/in-service days and five (5) emergency days.Unused emergency days shall not become work days.

The work year for TRS Eligible Licensed Professionals shall not exceed 180 days, which

shall include the four (4) workshop/in-service days, without additional pay at the rate

of 1/180th per day.

The Association’s suggested calendar, if submitted before the Superintendent supplies

the Board with a recommended calendar, wifi be attached to the Superintendent’srecommended calendar. The Superintendent shall give the Association two (2) weeks’notice of the date on which he intends to submit his recommended calendar to theBoard.

The first day of school shall be designated an Institute Day. TRS Eligible Licensed

Professionals will be provided a minimum of three (3) hours of room and instructional

preparation time on that day.

Minimally, school may not be conducted on the following days:

• Labor Day

• Columbus Day

• Veteran’s Day

• Thanksgiving Day and the day following

• Christmas Day and the two (2) calendar days preceding

• New Year’s Day and the day following

• Martin Luther King, Jr. Birthday

• Presidents’ Day

• Friday before Easter and the Monday following Easter

• Spring Break Week

• Memorial Day

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

3.02 SCHEDULED DAY

The work day of TRS Eligible Licensed Professionals shall not exceed seven and threefourths (7.75) hours per day except for TRS Eligible Licensed Professionals’ extra-duty

assignments. Within the work day, TRS Eligible Licensed Professionals shall be on duty

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at least 15 (fifteen) minutes before and 15 (fifteen) minutes after the student day. All TRSEligible Licensed Professionals shall have a duty free lunch period equal to that of thestudents’ lunch period but no less than thirty (30) minutes. Additional minutes notspecified as supervisory minutes before and after school and the thirty (30) minutes ofduty-free lunch shall be used as additional TRS Eligible Licensed Professionals’preparation time, staff meetings, grade level meetings, staff development or anyadditional duties as assigned by the Superintendent or his designee.

All primary (K-5) IRS Eligible Licensed Professionals shall have six preparation periodsper week, with at least one per day, of at least 30 minutes in length, but no less than afull class period during student contact hours.

All middle/junior high (6-8) IRS Eligible Licensed Professionals shall have at least onepreparation period! day of at least thirty (30) minutes in length, but no less than a fullclass period, during student contact hours. An effort will be made such that no TRSEligible Licensed Professional shall be required to teach more than four (4) standardlength consecutive classes, nor have more than three academic preparations.

Before reducing the amount of duty free preparation time, a committee ofadministrators and appointed Association members shall meet to determine the amountof such time.

All IRS Eligible Licensed Professionals shall attend and participate in all District and/orbuilding meetings which the administration and/or building principal have designatedas required attendance. The administration agrees not to schedule meetings orconferences which require TRS Eligible Licensed Professionals’ attendance during theTRS Eligible Licensed Professionals’ preparation period without timely prior notice.

On days immediately preceding holidays and on days following mandatory eveningschool functions (such as “Meet the Teacher” night, open house, academic awards nightand Christmas shows, but excluding all time arising out of performance ofsupplemental duties), for the TRS Eligible Licensed Professional actually attending suchfunctions, the work days shall be seven (7) continuous hours. On the first five (5) days ofstudent attendance at the beginning of each school year, the IRS Eligible LicensedProfessional work day shall not exceed seven (7) hours per day.

IRS Eligible Licensed Professionals shall not be required to assume the instructionalresponsibility of another IRS Eligible Licensed Professional’s students simultaneouslywith his/her own students unless paid at the substitute rate in Appendix B.

3.03 CLASS SIZE

The District and the Association recognize that class size can affect student learning andclassroom management issues. The Board agrees to attempt to observe and maintainreasonable class size averages subject to space availabffity, installation of experimentalor innovative programs, budgetary limitations, and/or significant school population

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

Special education class size shall be subject to limits as prescribed by law. Students withknown exceptional needs shall be assigned to TRS Eligible Licensed Professionals on anequitable basis as indicated by those needs.

3.04 EMPLOYEE DISCIPLINE

Disciplinary action or official reprimands against any IRS Eligible Licensed Professionalshall be exercised only for just cause. Discipline includes, but is not limited to, warnings,reprimands, suspensions, reductions in rank, and discharge. At the time such action is

taken, written notice of the specific grounds forming the basis for disciplinary action

will be delivered to the TRS Eligible Licensed Professional. The act of dismissal of atenured TRS Eligible Licensed Professional or the act of non-renewal of employment ofa non-tenured TRS Eligible Licensed Professional member and the substance of anevaluation shall not be subject to this provision. TRS Eligible Licensed Professionalsmay have an Association representative present when receiving an official reprimand or

at a disciplinary conference. The District Administration shall inform an employee ofwork performance or behavior deficiencies.

In the event an Administrator requires TRS Eligible Licensed Professionals to attend a

meeting in which the discussions could in any way lead to the TRS Eligible LicensedProfessional being disciplined, the IRS Eligible Licensed Professional, upon request,may have an Association representative present.

3.05 NEW TRS ELIGIBLE LICENSED PROFESSIONAL QUALIFICATIONS

New IRS Eligible Licensed Professionals employed by the Board for a regular teaching

assignment shall have at least a Baccalaureate Degree from an accredited college oruniversity and valid teaching license, and have subject matter competence in the areataught. Valid teaching licenses are determined by the provisions of the Illinois SchoolCode. Any license waivers granted by the State Board of Education must be met withagreement by the Board, Notification of such agreement wifi be given to theAssociation.

3.06 TEACHING LIMITS

A IRS Eligible Licensed Professional member shall not be required to teach outside thelimits authorized by law for a person of his/her teaching licensure, or major or minor

field of study.

3.07 ASSOCIATION AND TEACHING ASSIGNMENTS

The Association shall be notified in writing of all TRS Eligible Licensed Professionals’

assignments within a reasonable amount of time after the start of each school semester.

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3.08 TRS ELIGIBLE LICENSED PROFESSIONAL ASSIGNMENT NOTICE

All TRS Eligible Licensed Professionals shall be given a written statement of intent asto their assignment for the forthcoming school year no later than ninety (90) dayspreceding the first day of the school year. Changes in assignment may becomenecessary, however, and shall be effective upon written notice to the TRS EligibleLicensed Professional. If such change is not acceptable to the TRS Eligible LicensedProfessional, he/she shall be allowed to resign within thirty (30) days after the writtennotification.

Any resignation after the above mentioned provisions are governed by the Illinois SchoolCode.

Tentative class lists shall be made available for teacher access at least seven calendardays prior to the first institute day.

3.09 SUMMER SCHOOL POSITIONS

Positions in a summer school program shall, to the extent feasible, be filled by regularlyappointed TRS Eligible Licensed Professionals from District 86. If positions are not filledby TRS Eligible Licensed Professionals from within the District, the Administration mayrecruit IRS Eligible Licensed Professionals from outside the District in order to meet theneeds of the identified, eligible students. Final decisions regarding employment wifi restwith the Administration, subject to Board approval.

Summer school positions will be filled on a voluntary basis. All other summer schoolactivities shall be in compliance with this Agreement, and all salaries shall be paid at arate as set forth in Appendix B. Adjustments to this amount may be made with themutual agreement of the Association and the Board.

3.10 VACANCY AND TRANSFER PROCEDURES

A vacancy shall be defined as a position that has been newly created or one thatbecomes vacant because the person holding that position has left the District, which theAdministration deems necessary to fill. The terms vacancy or transfer shall not include amere reassignment/deployment of staff due to a reduction in force. An opening createdby a leave of absence shall not be considered a vacancy unless it exceeds one (1) year.

The Administration shall post on the District 86 website notice of any vacancy asdefined above, as they occur, and for the following school term. Vacancy notices will beposted in the District Administration office and a copy will be emailed to theAssociation President and/or his/her designee.

Any IRS Eligible Licensed Professional presently in Group 3 or Group 4, or eligible forcontinuing contracted status in the coming school year, is eligible to apply for transfer toa vacant position for which they are qualified and licensed.

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

may do so within seven (7) days of the posting of the vacancy. Additionally, any eligible

Association member may submit to the Superintendent or his/her designee a letter of

interest indicating that he/she wishes to be considered for any vacant position that may

occur and for which he/she is qualified. Any such, letters shall be kept one file for one(1) year. All letters/applications must be submitted in writing to the Superintendent orhis/her designee for consideration and evaluation. The Superintendent or his/her

designee shall acknowledge receipt of the application for transfer within four (4)

working days.

The Association President or his/her designee may waive the posting period

requirements if requested to do so by the Board of Education or District Administration.

Applicants for vacant positions shall be considered based upon the following as well as

any other factors the employer deems pertinent: immediate supervisors’ or principals’

recommendation, the best interests of all students’ involved, educational and personalqualifications, licenses, skills, training, past performance, and length of service to thedistrict. Qualified District 86 applicants wifi be given careful consideration before

anyone outside the district may be hired to fifi the vacancy. Additionally, TRS Eligible

Licensed Professionals returning from leave of absence and any who have been

involuntarily transferred wifi be given every consideration as candidates for vacancies.A presently employed TRS Eligible Licensed Professional may not be “involuntarily”placed in any vacancy during the school year unless such placement is in the best

interest of District 86 as determined by the Board. All newly hired replacements during

the school year shall be on a temporary basis to complete the semester.

Within five (5) working days of the Superintendent’s selection of a TRS Eligible

Licensed Professional to fill a vacancy, each eligible applicant shall receive notice of the

decision in writing. When such notice is sent to an unsuccessful applicant it shall statethe reason(s) why the request to transfer was denied.

No vacancy, except in case of an emergency, will be filled until seven (7) work days afterthe vacancy notice has been posted on the District 86 website, and/or in the main officeand in each building during the school year.

Mutual requests for transfer may be granted if determined to be in the best interests of

the District.

As soon as a decision has been made, each applicant and the Association President shall

be so notified in writing as to the Board’s decision.

3.11 INVOLUNTARY TRANSFER

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

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

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Professional member may be assigned one (1) class outside of his/her subject area inorder to accommodate the teaming process if allowed by Illinois School Code.

TRS Eligible Licensed Professionals shall be required to give the Administration writtennotification within five (5) working days that he/she considers the transfer to beinvoluntary. Failure to do so will result in the transfer being considered voluntary.

Whenever an involuntary transfer exists, the TRS Eligible Licensed Professional memberwill be given every consideration for vacancies that occur during the present orfollowing school term, based on the following, equally-weighted criteria: district needs,qualifications and licensure, seniority, volunteerism, experience in similar positions, andapproval of the building principal.

The rights of an involuntarily transferred IRS Eligible Licensed Professional shall be asfollows:

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

2. An involuntarily transferred IRS Eligible Licensed Professional must notify theSuperintendent in writing of a desire to be considered for future vacancies (bybuilding and position).

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

3.12 INSTRUCTIONAL MATERIALS

Unless prevented by extraordinary circumstances, curriculum maps are found onDistrict 86 website and copies of all textbook Teachers’ manuals in each of the course orcontent areas the licensed staff has been assigned to teach shall be provided prior to thestart of the school year.

Authorized representatives of the Board and committees of IRS Eligible LicensedProfessionals will meet from time to time for the purpose of considering suggestions forappropriate instructional materials.

3.13 MATERIALS AND SUPPLIES

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

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3.14 TRS ELIGIBLE LICENSED PROFESSIONALS’ TELEPHONE

Within budgetary constraints, most school classrooms shall have a telephone. Personaltoll calls charged to the District shall be prohibited unless the employee reimburses theDistrict for such calls. The District and the Association expect and encourage TRSEligible Licensed Professionals to conduct parent conferences as deemed necessary via

the telephone, in person, or through established email.

3.15 USE OF PLANNING TIME

TRS Eligible Licensed Professionals may leave the building during non-teaching times

to attend to personal or school business provided they receive advance permission from

the principal or his designee and report back on time.

TRS Eligible Licensed Professionals may leave the building during scheduled lunch time

to attend to personal business provided they report back on time and provided said TRS

Eligible Licensed Professional notifies his/her principal or supervisor or his/herdesignee prior to leaving the building.

3.16 GRADES

TRS Eligible Licensed Professionals shall administer the approved marking system orother approved means of evaluating pupil progress. The TRS Eligible LicensedProfessional shall maintain the responsibility and right to determine grades and other

evaluations of students within the grading policies of the District based upon his/her

professional judgment of available criteria pertinent to any given subject area or activityfor which he or she is responsible.

final grades are subject to approval by the Administration and the Board.

3,17 DISTRICT LIBRARY MEDIA CENTER

The Board of Education and the Association recognize the importance of adequate TRS

Eligible Licensed Professional reference materials in order to maintain a high level of

professional performance. In furtherance of that recognition, the Board of Education

shall establish, maintain, and provide for the continued improvement of a professionalinstructional materials center in the School District, and include therein professionaltexts which are needed by the TRS Eligible Licensed Professionals of each school.

3.18 SUPERVISING TEACHER

All supervising TRS Eligible Licensed Professionals should possess a minimum of aMaster’s degree or five (5) years of successful teaching experience or be designated a‘Master Teacher” by virtue of NBPTS certification. He/She shall supervise only inhis/her field of major preparation. Acceptance of student teacher supervision shall bevoluntary.

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3.19 PART-TIME TRS ELIGIBLE LICENSED PROFESSIONALS

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

3.20 SUSPENSION

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

3.21 NEW TRS ELIGIBLE LICENSED PROFESSIONALS

New IRS Eligible Licensed Professionals wifi receive notification of where to locate thisAgreement on the District website, a current copy of teacher editions, curriculum maps,student handbook, and books to be used in the classroom as soon as they are availableto the District.

If an orientation program for new IRS Eligible Licensed Professionals is provided priorto scheduled workshops, the Association President shall be on the agenda for theorientation workshop for all new IRS Eligible Licensed Professionals.

All new teachers shall be assigned a mentor.

3.22 INDIVIDUAL CONTRACT

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

3.23 PROMOTION PROCEDURE

All IRS Eligible Licensed Professionals shall be given equal opportunity to makeapplication and no position shall be permanently fified until all properly submittedapplications have been considered.

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ARTICLE 4: EMPLOYMENT CONDITIONS FOR ESPs

4.01 RESIGNATION

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

4.02 PROBATION

A newly hired ES? shall be considered a probationary employee for the first twenty-

four (24) calendar months. During the probationary period, the probationary ES? may

be disciplined, or dismissed at the sole discretion of the Board.

4.03 VACANCIES

A vacancy shall be defined as a position that has been newly created or one that

becomes vacant because the person holding that position has left the district, which theAdministration deems necessary to fill. The terms vacancy or transfer shall not include a

mere reassignment! deployment of ESPs due to a reduction in force. An opening created

by a leave of absence shall not be considered a vacancy unless it exceeds one (1) year.

The Administration shall post on the District website notice of any vacancy as defined

above, as they occur, and for the following school term. Vacancy notices wifi be postedin the District Administration office and a copy will be e-mailed to the AssociationPresident or his/her designee.

Any eligible/qualified ES? who is interested in applying for a specific vacancy may do

so within seven (7) days of the posting of the vacancy. Additionally, any eligible ES?

may submit to the Superintendent or his/her designee a letter of interest indicating that

he/she wishes to be considered for any vacant position that may occur and for which

he/she is qualified. Any such, letters shall be kept one file for one (1) year. All

letters/applications must be submitted in writing to the Superintendent or his/her

designee for consideration and evaluation. The Superintendent or his/her designeeshall acknowledge receipt of the application for transfer within four (4) working days.

The Association President or designee may waive the posting period requirements ifrequested to do so by the Board of Education or District Administration.

Applicants for vacant positions shall be considered based upon the following as well as

any other factors the employer deems pertinent: immediate supervisors’ or principals’recommendation, the best interests of all students’ involved, educational and personal

qualifications, certifications/licenses, skifis, training, past performance, and length of

service to the district. Qualffied District 86 applicants wifi be given careful consideration

before anyone outside the district may be hired to fill the vacancy.

An ES? for a vacant “paraprofessional” position as defined by the Illinois School Code

must meet all requirements as outlined in the school code. The final decision rests with

the Board.

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4.04 PROGRESSIVE DISCIPLINE - NON-PROBATIONARY EMPLOYEES

Non-probationary ESP shall not be disciplined without reason. Discipline includes, butis not limited to: warnings, reprimands, suspensions, discipline-related reductions inrank and discharge. At the time such action is taken, written notice of the specificgrounds forming the basis for disciplinary action wifi be delivered to the ESP and theAssociation.

In all but the most serious cases of misconduct (including, but not limited to: theft,fighting, and similarly serious offenses), the imposition of discipline wifi be handled insuch a way as to afford the ESP the opportunity to improve.

A first infraction of a non-serious nature wifi ordinarily be handled with written

warning. Repeat or multiple infractions of a non-serious nature will result in moreonerous discipline including suspension without pay and possible discharge.

Occasionally, a first infraction will merit a suspension without prior warning. Veryserious acts of misconduct wifi result in immediate discharge.

Similarly, discipline wifi commensurate with the level of the offense and thedisciplinary history, if any, of the ESP. Intentional acts will generally be dealt with moreharshly than negligent ones.

The ESP, upon request, shall be entitled to Association representation during aninvestigatory meeting which may lead to disciplinary action.

4.05 OVERTIME

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

4.06 NOTIfICATION Of ASSIGNMENTS

All ESPs shall be notified of their tentative assignments by June 30. In the event of achange in the tentative assignment, ESPs shall be notified as soon as practical.

4.07 JOB DESCRIPTIONS

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

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4.08 FLEX TIME

At the discretion of the Administration, an ESP may be allowed to flex starting and

ending times. In doing so, the ESP will not reduce the number of hours required by thisagreement.

4.09 EVALUATIONS

All ESPs shall be evaluated at least every two years. A committee will be formed which

consists of FSPs appointed by the Association and Administrators. The purpose of thiscommittee will be to review the evaluation instrument and procedures and propose

changes that would be approved by the Board of Education.

4.10 BREAKS

ESPs’ breaks and lunch periods may be taken off school grounds with prior notification

to supervisor or designee for all ESPs.

4.11 HOLIDAYS

All ESPs, except for custodians and maintenance, shall receive the following holidays off

without pay if they fall within the ESP’s work year. Maintenance and custodial

employees shall receive the following holidays off and shall be paid, if and only if, a

holiday falls on a usual work day. These days and/or conditions may be changed by

mutual agreement of the Association and the Board.

• Labor Day

• Columbus Day

• Veterans’ Day

• Thanksgiving Day and day after

• 2 calendar days at Christmas

• Christmas Day

• New Year’s Eve Day and New Year’s Day

• Presidents’ Day

• Friday before Easter

• Monday following Easter

• Spring Break Week (except Maintenance and Custodial)

• Memorial Day

• Independence Day

4.12 CALENDAR

The school year calendar shall consist of 185 days which shall include 176 student attendance

days, four (4) workshop/in-service days and five (5) emergency days. Unused emergency

days shall not become work days.

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ARTICLE 5: SAFETY

5.01 STUDENT DISCIPLINE

Association members shall maintain discipline in the schools. In all matters relating tothe discipline in the conduct of the school and the school children, they stand in therelation of parents and guardians to the pupils. Student behavior for the purpose of thisAgreement shall be defined as the reasonable expectation and enforcement of astandard of orderly student behavior to permit effectuation of the educational program.The Administration shall provide reasonable assistance to Association members in theexercise of student discipline.

5.02 ASSAULT ON ASSOCIATION MEMBER

Any case of assault upon an Association member during the performance of allcontractual or supplemental duty assignment shall be promptly reported to the Boardor its designee. An Association member’s inability to work must be verified in writingby a physician.

An Association member who is assaulted during the actual performance of schoolduties by a student, parent or school employee shall lose no pay, rights, benefits, norsick leave resulting from such assault except as specified elsewhere in this Agreement.The Board shall provide legal counsel, with Association member input, to advise theAssociation member of his/her rights and obligations with respect to such assault andwifi render all reasonable assistance to the Association member in connection withhandling of the incident by law enforcement and judicial authorities. In any civil suitinstituted by an Association member, the Association member shall provide his/herown legal counsel and pay the expense thereof.

Such request shall be executed by the Association member within seven (7) days fromthe date the Association member is made aware of such need. The Board or its designeeshall execute a written reply to the Association member within five (5) days indicatingreceipt of the request and stating the assistance to be provided.

5.03 ASSAULT LEAVE

A. ALLOWED DAYS

It is recognized by the Board that an Association member who is absent due tophysical disabifity resulting from a physical assault which occurs in the course ofBoard employment will file for Workers’ Compensation payments as soon aspossible. The Board shall also pay to such Association member the differencebetween his/her contractual salary (including insurance premiums, etc.) and allbenefits received under the Illinois Workers’ Compensation Act for up to themaximum duration of seventy (70) days. Assault leave granted shall be chargedagainst sick leave at the rate of one-half (.5) day for each day absent. This Article

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is to be read in conjunction with those rights granted under the Illinois SchoolCode (Section 10-21.7).

B. RETURN TO WORK

An Association member disabled as a result of physical assault, shall be retarned

to the same, or similar, position as held at the time of the incident.

5.04 BOARD PROTECTION FOR ASSOCIATION MEMBERS

Association member shall be notified promptly if any student would be a threat to thatAssociation member’s life or safety, or pose a similar threat to any student.

The Board agrees to indemnify and protect Association members against death andbodily injury and property damage claims and suits, including defense thereof, when

damages are sought for negligent or wrongful acts allegedly committed during the

scope of employment or under direction of the Board.

Such request shall be executed by the Association member within seven (7) days from

the date the Association member is made aware of such need. The Board or its designee

shall execute a written reply to the Association member within five (5) days indicating

receipt of the request and stating the assistance to be provided.

No deduction, except for sick leave when appropriate, shall be made in the salary or

benefits of an Association member in connection with any event mentioned in thisArticle without reasonable cause.

5.05 COMPLAINTS AGAINST ASSOCIATION MEMBERS/ADMINISTRATORS

An Association member shall be notified, at the most convenient time during that schoolday as soon as reasonably possible, of any substantive, non-anonymous complaint

directed toward him/her by a parent of a student or another Association member.

An Association member shall notify the principal or the administration of any

substantive, non-anonymous parental complaint of the principal or the administration.

If such complaint occurs after school hours, notification of the complaint shall be made

during the next school day. Parents will be encouraged to discuss the matter with theparty involved.

Complaints which are shown to be false, shall not be placed in the Association

member’s personnel ifie, nor utilized in any evaluation, assignment, or

disciplinary/dismissal action against the Association member.

A parent, Association member, principal, and/or administrator conference may be held

if any of the parties deem it appropriate. Any of the parties may have a representative of

their choosing present at the conference.

All information or proceedings regarding any complaint shall be kept confidential bythe Board.

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5.06 UNSAFE OR HAZARDOUS CONDITIONS

Association members shall not be required to work under unsafe or hazardousconditions or to perform tasks which endanger their health, safety, or well-being.

If the Association member becomes aware of a potentially unsafe or hazardouscondition, the Association member will immediately report this situation to his/herimmediate supervisor who shall promptly investigate.

All interior rooms and hallways shall have emergency lighting as required by life/safetyregulations.

No Association member shall be required to enter a building alone or to be left alone ina building except as may be required by his/her extra-duty assignments.

Intercoms and phones shall not be used for the purposes of evaluation, discipline, ordischarge of Association members.

The primary purpose of surveillance equipment is to secure the buildings. Surveillanceshall only occur in common areas. Survefflance equipment wifi not be utilized as a toolin the formal employee evaluation process. All Association members shall be informedof the use of surveillance equipment.

During the scheduled school day, a building administrator, or his/her designee, will bepresent, available, and accessible in the building.

5.07 SECURE FACILITIES

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

5.0$ PARKING

Adequate, lighted, off-street, paved parking facilities shall be provided for Associationmembers’ use.

5.09 LOUNGE

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

5.10 ASSISTANCE FOR CONTROL AND DISCIPLINE OF STUDENTS

The Administration shall support and assist Association members with respect to the

maintenance of control and discipline of students in the Association members’ assignedwork area. The Administration shall take reasonable steps to relieve situations in respectto students who are disruptive or who repeatedly violate rules and regulations.

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5.11 MEDICATION DISTRIBUTION

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

5.12 USE OF INSECTICIDES

The Board shall make a reasonable attempt to keep all buildings and facilities free of‘unwanted’ rodents, pests, and insects. if insecticides or poisons are used, theAdministration shall notify Association members prior to theft application. The Districtshall make such applications only at times when Association members and students arenot present following the standards and regulations governing those materials.

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ARTICLE 6: ESP EMPLOYMENT CONDITIONS BY CLASSIFICATION

6.01 CUSTODIANS

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

B. Hours and shifts shall be determined by the District.

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

D. Any Custodian called to return to work outside of his/her regularly scheduledshift shall be paid a minimum of two (2) hours at the appropriate (regular orovertime) rate.

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

F. All extra duty work wifi be offered/assigned on the most senior person withinjob category first, next senior second and so on. “Extra custodial work” is definedas work arising from District special events, and which is outside of the scope ofservices ordinarily provided by either Association members or contractorsregularly providing custodial work to the District. Extra custodial work underthis section shall not include seasonal or special projects work.

G. New custodians shall be placed on the ESP wage schedule between steps 11 and16; however, the District and Association may mutually agree to a placement to20 steps above the highest identified beginning step for any of these positions.

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6.02 MAINTENANCE CUSTODIAN

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

B. Hours and shifts shall be determined by Administration.

C. A thirty-minute (30) meal period, uninterrupted except for emergencies, shall beallowed.

D. Any Maintenance Custodian called to return to work outside of his/her regularlyscheduled shift shall be paid a minimum of two (2) hours at the appropriate(regular or overtime) rate.

E. On days when school is cancelled prior to the start of the day because ofdangerous road conditions, Maintenance Custodians shall make every reasonableeffort to report to work. Any Maintenance Custodian, who after making everyreasonable effort, determines that he/she is unable to report to work, may electinstead to notify the Administration that he/she plans to use a personal holiday

or vacation day. In the event of extremely hazardous conditions, theAdministration may, at its discretion, excuse, with pay, one or more MaintenanceCustodians from reporting to work. If the Administration excuses, with pay, oneor more Maintenance Custodians from reporting to work, any Maintenance

Custodian who is required to report to work, shall receive pay for the actualhours worked and shall also receive “inclement weather credit”, equivalent to theactual hours worked which may be used in the future as time off with pay. AnyMaintenance Custodian, who wishes to use inclement weather credit, mustreceive prior approval from his/her supervisor.

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

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

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6.03 MAINTENANCE

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

B. Hours and shifts shall be determined by the District Administration.

C. A 30 minute meal period, uninterrupted except for emergencies, shall beallowed.

D. Any Maintenance Personnel called to return to work outside of his/her regularlyscheduled shift shall be paid a minimum of two (2) hours at the appropriate rate(regular or overtime).

E. On days when school is cancelled prior to the start of the day because ofdangerous road conditions, District Maintenance Personnel shall make everyreasonable effort to report to work. Any District Maintenance Personnel, whoafter making every reasonable effort, determines that he/she is unable to reportto work, may elect instead to notify the Administration that he/she plans to use apersonal holiday or vacation day. In the event of extremely hazardousconditions, the Administration may at its discretion, excuse, with pay, one ormore District Maintenance Personnel from reporting to work. If theAdministration excuses, with pay, one or more District Maintenance Personnelfrom reporting to work, any District Maintenance Personnel who is required toreport to work, shall receive pay for the actual hours worked and shall alsoreceive “inclement weather credit”, equivalent to the actual hours worked whichmay be used in the future as time off with pay. Any employee, who wishes to useinclement weather credit, must receive prior approval from his/her supervisor.

F. Overtime and extra custodial/maintenance work shall be offered tomaintenance bargaining unit members on a rotating basis starting with the mostsenior employee first before the work is offered to non-maintenance unitmembers or people outside the bargaining unit. In the event an employee is notavailable or eligible based on classification for such overtime, that employee shallbe bypassed until the rotation of the list is complete.

“Extra custodial/maintenance work” is defined as work arising from Districtspecial events, and which is outside of the scope of services ordinarily providedby either Association members or contractors regularly providing maintenancework to the District. Extra maintenance work under this section shall not includeseasonal or special projects work.

G. New Maintenance 1 employees shall be placed on the ESP wage schedulebetween steps 29 and 34. New Maintenance 2 employees shall be placed on theESP wage schedule between steps 11 and 16; however, the District andAssociation may mutually agree to a placement up to 20 steps above the highestidentified beginning step for any of these positions.

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6.04 AIDES

A. Full-time Aides shall work the same days as the regular teaching staff.

B. An Aide’s workday shall not exceed 7-3/4 hours per day. Within the 7-3/4 hour

workday, an Aide shall be on duty at least 15 minutes before and 15 minutesafter the student day. On the last work day preceding a holiday, in-service daysand early dismissal days, Aides shall be released when TRS Eligible LicensedProfessionals are dismissed without loss of pay. Aides may be required toattend school functions outside of their normal 38 ¾ hour work week, if andonly if, the Principal determines there is a justifiable reason to attend.

C. Aides shall have a 30 (thirty) minute duty free lunch period plus 15 (fifteen)minutes of break time included in each work day. This wifi be for Aidesworking more than 4 (four) hours.

D. The District and the Association recognize that there are times when it may be itis disruptive to the educational environment when Aides are pulled from their

assigned duties. Only in emergencies or circumstances impractical to hire asubstitute, shall aides be required to substitute for Secretaries other than timesalready built into the Aide’s regular schedule.

E. The District and Association shall cooperatively develop an evaluationprocedure and tool to be used to evaluate Aides. Evaluation of Aides is theresponsibifity of the Principal or other administrator with input from otheremployees as the evaluator deems appropriate.

F. College coursework completed by Aides shall be accumulated towardmovement from the employee’s current salary schedule to the H.S. + 30 salaryschedule and/or the B.S. salary schedule, as appropriate. A notice ofsatisfactory completion (grade card) of the course and documentation oftranscript request shall be submitted prior to the start of a semester.

For Aides who earn 60+ college credit hours and are not on the B.S. Aide SalarySchedule, a $500 stipend wifi be added to their base salary.

G. New aides with high school shall be placed on the ESP wage schedule between

steps 1 and 7. New aides with 30+ college credit but no BA or BS degree shallbe placed on the ESP wage schedule between steps 4 and 9. New aides withBA or BS degree shall be placed on the ESP wage schedule between steps 9 and14; however, the District and Association may mutually agree to a placement upto 20 steps above the highest identified beginning step for any of thesepositions.

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H. On School Improvement Days, Aides, with the permission of Superintendentand/or his Designee, or Building Principal, may work in their assignedbuilding instead of attending the SIP activities.

6.05 CAFETERIA WORKERS

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

B. Hours and shifts shall be determined by the employer.

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

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

E. Cafeteria assignments resulting in additional work hours will be offered toqualified Cafeteria Employees on a rotating basis in order of seniority. Once anemployee performs or declines an available additional assignment, their nameshall be moved to the bottom of the list. Employees who are not able to completeadditional assignments as tendered by the Administration must turn down theassignment; assignments will not be changed to accommodate the schedule of theemployee. Nothing in this section shall prevent the Board from hiring asubstitute employee.

F. New cooks shall be placed on the ESP wage schedule between steps 1 and 5;however, the District and Association may mutually agree to a placement up to20 steps above the highest identified beginning step for this position.

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6.06 SECRETARIES

A. Full-time Secretaries shall work five (5), eight (8) hour days per week, inclusiveof lunch. The Central Junior High secretaries shall work 8 hours a day for 195days. K-5 secretaries shall work 8 hours a day for 190 days. The Administrationshall determine which days shall be worked, and shall inform Secretaries of thework schedule by July 1st of each year. On the last work day preceding aholiday, or on a day of early dismissal because of heat, snow, or otheremergency, Secretaries shall be released when TRS Eligible LicensedProfessionals are dismissed, without loss of pay. Extra days worked beyond thenormal work year shall be paid at the ESP’s regular hourly rate of pay.

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

C. Building/site hours shall be determined by the employer.

D. Junior High Secretaries employed on or before January 1, 2009, will be paid astipend of $750 annually for the remainder of their employment as a Junior HighSecretary. This amount will be in addition to their base salary.

F. New secretaries shall be placed on the ESP wage schedule between steps 13 and18; however, the District and Association may mutually agree to a placement upto 20 steps above the highest identified beginning step for this position.

6.07 HEALTH CLERKS

A. Full-time Health Clerks wifi work the same attendance days as the regularteaching staff.

B. A Health Clerk’s workday shall not exceed 7 ¾ hours per day. Within thatworkday the Health Clerk wifi be on duty at least 15 minutes before and 15minutes after the student day. On the last day preceding a holiday, in-servicedays and early dismissal days, Health Clerks shall be released when TRS EligibleLicensed Professionals are dismissed without loss of pay.

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

D. New health clerks shall be placed on the ESP wage schedule between steps 6 and15; however, the District and Association may mutually agree to a placement to20 steps above the highest identified beginning step for this position.

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6.08 NURSES

A. Full-time Nurses will work the same attendance days as the regular teachingstaff.

B. A Nurse’s workday shall not exceed 7¾ hours per day. Within that workday theNurse wifi be on duty at least 15 minutes before and 15 minutes after the studentday. On the last day preceding a holiday, in-service days and early dismissaldays, Nurses shall be released when TRS Eligible Licensed Professionals aredismissed without loss of pay.

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

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

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ARTICLE 7: TRS ELIGIBLE LICENSED PROFESSIONAL EVALUATION

7.01 JOB DESCRIPTION FOR EVALUATIONS

TRS Eligible Licensed Professionals’ job expectations shall be limited to those activities

which could reasonably and traditionally be performed during the scheduled day.Additionally, TRS Eligible Licensed Professionals may be expected to conduct minimalactivities outside of the scheduled day which are necessary to the proper and traditional

function of his/her position. Nothing herein or in any other policy or statement shall

require a TRS Eligible Licensed Professional to work extended hours or carry

extraneous amounts of work home without additional compensation as mutuallyagreed.

Official job descriptions for each teaching and extra duty position within the Districtshall be maintained at the District Administration Office and shall be available forinspection by IRS Eligible Licensed Professionals upon request. Copies of all jobdescriptions and revisions thereto when made, will be given to the Association

President and posted on the District website.

7.02 PURPOSE OF EVALUATIONS

The primary purpose of the evaluation process is to improve TRS Eligible Licensed

Professionals’ instruction and student learning.

7.03.1 TRS ELIGIBLE LICENSED PROFESSIONAL SUPERVISION & RESPONSIBILITY FORBUILDING

Administration wifi designate a supervisor for each TRS Eligible Licensed Professional

member for evaluation purposes unless superseded by law. The TRS Eligible LicensedProfessional member wifi be notified at the beginning of each school year.

In the event that the designated evaluator is unable to fulfifi the responsibility duringthe course of the last school year, an alternative evaluator wifi be assigned by theSuperintendent. Written notification shall be provided to the TRS Eligible LicensedProfessional Association member.

7.04 NOTIFICATION OF EVALUATION

Each building Principal shall acquaint all TRS Eligible Licensed Professionals to beevaluated that school year with timelines, instruments and other procedures to be used

by no later than September 15th of each school year. TRS Eligible Licensed

Professionals’ goals will be established at such time, as appropriate.

No formal classroom evaluation shall take place until the above orientations have taken

place unless a TRS Eligible Licensed Professional Association member is currently

serving under a remediation plan.

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7.05 EVALUATION TIMELINES

Non-tenure staff shall not be formally observed prior to September 15th. A preobservation conference will be held prior to each formal observation. A post-observation conference wifi be held no later than five (5) working days following theformal observation. Administration shall share and discuss informal observationsnoting strengths and deficiencies with the IRS Eligible Licensed Professional. IRSEligible Licensed Professionals may respond in writing to formal or informalobservation notes and shall attach responses to said documents before placement in theevaluation file. The summative evaluation shall include attendance and be based uponinformation gathered from teaching artifacts, formal and informal observations, and anyother pertinent information.

Tenured staff shall not be formally observed prior to October 1st, unless the TRS EligibleLicensed Professional Association member is currently serving under a remediationplan. At least one pre-observation conference shall be held prior to a formal observationvisit. A post-observation conference wifi be held no later than five (5) working daysfollowing the formal observation. Administration shall share and discuss informalobservations noting strengths and deficiencies with the IRS Eligible LicensedProfessional Association member. The IRS Eligible Licensed Professional Associationmember may respond in writing to formal or informal observation notes and shallattach responses to said documents before placement in the evaluation file. Thesummative evaluation shall include attendance and be based upon informationgathered from teaching artifacts, formal and informal observations, and any otherpertinent information.

7.06 EVALUATION COMMITTEE

A joint committee comprised of representatives agreed upon by the AssociationPresident and the District Superintendent shall meet to review, revise, and developperformance evaluation procedures in accordance with evaluation laws. This committeewill also develop and maintain an Evaluation Handbook that will be updated as thelaws around evaluation change. The current evaluation tool shall be a part of thehandbook.

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ARTICLE 8: TRS ELIGIBLE LICENSED PROFESSIONAL REDUCTION IN FORCE

8.01 REDUCTION IN FORCE (RIF)

if the Board decides to reduce the number of TRS Eligible Licensed Professionalsemployed or to reduce or discontinue some particular type of teaching service, anexplanation shall be provided to the Association. The Association shall be given anopportunity to respond in writing with any alternatives at least seven (7) working daysprior to Board action.

RIF procedures shall be developed, in accordance with the law, by the joint District andAssociation RIF Committee. The RIF committee shall consist of four representativesfrom the District and four representatives from the Association. This committee mustmeet annually to review RIF procedures. Current procedures and job descriptions willbe published on the District website by May lOth each year.

8.02 STAFF REDUCTION PROCEDURES

if removal or dismissal results from a decision of the Board to decrease the number ofIRS Eligible Licensed Professionals employed by the Board or from discontinuance ofsome particular type of teaching service, written notice shall be given to the TRS Eligible

Licensed Professional in accordance with the Illinois School Code.

8.03 SENIORITY

Seniority shall be defined as the continuous length of service within the District in aposition requiring licensure. Accumulation of seniority shall begin from the TRS Eligible

Licensed Professional’s first working day in a full-time, permanent position requiring

licensure. Seniority shall not be interrupted by a Board approved unpaid leave of

absence, but such leave shall not be included in the computation of seniority. Less thanfull-time tenured teaching service will be computed on a pro-rata basis.

8.04 MAINTAINING AND POSTING OF SENIORITY LISTS

The Board shall prepare and conspicuously post a seniority list in all buildings of thedistrict prior to February ;st of each school year. It shall be each IRS Eligible LicensedProfessional’s responsibility to review the list and respond to any discrepancies. EachTRS Eligible Licensed Professional shall have ten (10) employment days from theposting of the seniority list to ifie written objections detailing the specific error involvinghis/her ranking. A IRS Eligible Licensed Professional’s failure to object shall be deemedacceptance of the ranking and the TRS Eligible Licensed Professional cannot thereafterchallenge his/her seniority until the following school year. The final seniority list shallbe electronically provided to the Association President. The seniority list may beutilized to assist in the creation of the RIF list as provided for by law.

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8.05 TERMINATION OF SENIORITYSeniority shall be terminated because of resignation, dismissal for cause, orretirement.

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ARTICLE 9: ESP REDUCTION IN FORCE

9.01 REDUCTION IN FORCE (RIF)

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

first, within each of the following job classifications:

1. Custodians

2. Maintenance I

3. Maintenance II

4. Maintenance Custodian

5. Cafeteria Workers

6. Building Secretaries

7. Nurses

8. Health Clerk

9. Aides

A less senior ESP within a classification may be retained over a more senior ESP if the

more senior is not qualified for the position or if special skifis are a requirement of thejob. If reduced, ESP can cross classifications with prior in-district experience within

said classification. Classifications shall be established by the District and when needed,

updated periodically.

ESPs to be reduced shall be given written notice in accordance with the Illinois SchoolCode.

9.02 SENIORITY

Seniority shall be defined as the length of an ESP continuous employment with theDistrict. Service shall be computed from the first day of uninterrupted employment.

Service shall not be interrupted due to the utilization of approved leaves of absence,

vacations, time on recall, or normal breaks in the contractual year for that job

classification, but such time shall not be credited toward seniority unless the ESP

works at least one-half (1/2) of the work year for his/her position. A full year of

seniority shall be credited during the first year of employment if the newly hired ESP

works at least one-half (1/2) of the work year for his/her position. A newly hired ESP

working less than one-hall (1/2) of the work year for his/her position shall receive no

credit toward seniority. In the event that more than one individual ESP has the same

date of hire, position on the seniority list shall be determined by the Administration

with input by the Association President, taking into consideration such things ascertifications, qualifications, education, and experience. If no clear decision can be

made, position on the seniority list shall be determined by drawing lots.

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9.03 MAINTAINING AND POSTING SENIORITY LIST

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

9.04 RECALL

If the Board has any vacancies during the period prescribed by the Illinois School Code,ESPs wifi be recalled in the reverse order in which they were laid off, provided that inorder to be so recalled, the position becoming available must be within the specificcategory of position from which the ES? was so dismissed and the ES? must have thequalifications, skills, and ability to satisfactorily perform the available work. If there areno ESP’s on the recall list in that job classification, qualified ESVs on recall lists in otherjob classifications shall be given consideration.

An ES? shall have the right to refuse a position of lesser pay and benefits withoutwaiving recall rights.

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ARTICLE 10: PAYROLL

10.01 PAY DAYS

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

members will be paid and receive a pay stub on the first and fifteenth of each month. If

the July ;st pay occurs on a weekend, the pay date will defer to the first Monday

following so the pay is recorded in the correct fiscal year.

There shall be direct deposit of all Association members’ payroll checks into a checking

account of the Association member’s choice.

Should any such pay have an effect on an employee’s tax shelters, IRA’s, or other

withholdings, it wifi be the sole responsibility of the Association member to see that all

IRS regulations are followed, and the District office must be contacted one month prior

to any adjusted withholdings. Association members shall be paid by direct deposit on

the first or fifteenth, unless that date falls on a weekend or holiday in which case,

Association members shall receive payment on the previous banking business day.

Salary data shall be distributed in envelopes. All salary data shall minimally include an

itemization of all additions and deductions in a manner that is mutually agreed upon by

the District Administration Office and the Association.

10.02 MILEAGE REIMBURSEMENT

An Association member wifi be paid mileage at the current rate approved by the

Internal Revenue Service for all approved school related mileage accrued during the

workday to perform their assigned duties.

10.03 EMPLOYEE PAYROLL DEDUCTIONS

Payroll deductions may be made for the following areas, if practical without modifying

the existing system.

A. DEDUCTIONS FOR ASSOCIATION DUES

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

Association members who desire the Board to withhold Association dues two

weeks prior to the October first payroll of each year.

One-twelfth (1/12) of such dues shall be deducted from each pay, beginning on

the October first payroll check of each year of this contract, for twelve (12)

consecutive pays.

The Board agrees to promptly remit to the Association the total Association dues

deduction for such pay period.

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The Association shall indemnify and save harmless the Board and all its agentsand employees from any and all claims, demands, suits and costs incurred inconnection with any such claim, demand, or suit resulting from any reasonableaction taken by the Board or any of its agents or employees for the purpose ofcomplying with the provisions of the above.

B. DEDUCTION FOR TAX SHELTER ANNUITIES

Upon written authorization from the Association member, the Board wifi deductfrom said member’s salary and make appropriate remittance for Boardapproved tax shelter annuities subject to Board and federal regulations.Authorized salary deductions wifi be made every pay period for a directremittance to the respective insurance company in accordance with theagreement between the purchaser and the company. Annuity changes may bemade monthly.

C. PREMIUMS FOR GROUP INSURANCE

The Board will deduct the Association members’ share of the monthly premiumfor group insurance programs. Since insurance premiums are actually deducteda month in advance, the premium for the new plan year period will be adjustedin the first two pay periods following the effective date to account for anyincreases.

D. CREDIT UNION DEDUCTIONS

Association members may give authorization to the Board to make a directdeposit of the employee’s full paycheck for remittance to The Tazewell CountySchool Employees Credit Union.

E. FAIR SHARE

Each bargaining unit member, as a condition of his/her employment, on orbefore thirty (30) days from the date of commencement of duties or the effectivedate of this Agreement, whichever comes later, shall join the Association or paya fair share fee to the Association equivalent to the amount of dues uniformlyrequired of members of the Association, including local, state and national duesbut excluding any assessment prohibited by law.

In the event that the bargaining unit member does not pay his/her fair share feedirectly to the Association by a certain date established by the Association, theBoard shall deduct the fair share fee from the wages due the non-member,providing the Board has received timely notice from the Association.

Such fee shall be paid to the Association by the Board no later than ten (10) daysfollowing deduction.

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In the event of any legal action against the District brought in a court of administrative

agency because of its compliance with this Article, the Association agrees to defendsuch action, at its own expense and through counsel mutually agreed upon by the

parties, provided:

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

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

desires and

(b) The District gives full and complete cooperation to the Association and

its counsel in securing and giving evidence, obtaining witnesses andmaking relevant information available at both trial and all appellatelevels.

The Association agrees that in any action so defended, it will indemnify and hold

harmless the District from any liability for damages and costs imposed by a final

judgment of a coirt or administrative agency as a direct consequence of the District’s

non-negligent compliance with this Article. It is expressly understood that this save

harmless provision will not apply to any claim, demand, suit or other form of liability

which may arise as a result of any type of willful misconduct by the Board or theBoard’s imperfect execution of the obligations imposed upon it by this Article.

The obligation to pay a fair share fee will not apply to any Association member who, onthe basis of a bona fide religious tenet or teaching of a church or religious body ofwhich such Association member is a member or a belief sincerely held with the

strength of traditional religious views, objects to the payment of a fair share fee to the

Association. Upon proper substantiation and collection of the entire fee, the

Association will make payment on behalf of the Association member to a mutuallyagreeable non-religious charitable organization as per Association policy and the Rulesand Regulations of the Illinois Educational Labor Relations Board.

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ARTICLE 11: COMPENSATION AND FRINGE BENEFITS FOR TRS ELIGIBLE LICENSEDPROFESSIONALS

11.01 SALARY

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

B. Speech-language pathologists, school psychologists, and social workers wifi bepaid an annual stipend of $1150 (prorated for part-time employees) for extra timethat administrators require their presence during the school year.

C. The District agrees to pay a longevity stipend agreed upon according to thesalary schedule for those IRS Eligible Licensed Professional members who reachstep 36 and beyond.

11.02 PRIOR TEACHING EXPERIENCE

Any credit for previous public or certificated private school experience shall be at thediscretion of the Board of Education. In no case will there be artificial promotion orcredit granted for experience in business or industry.

11.03 COLLEGE STIPEND & SALARY CREDIT

A regular, full-time TRS Eligible Licensed Professional member employed by the Boardmay apply for college stipend reimbursement with the following provisions. (Part-timeTRS Eligible Licensed Professional may apply for a pro-rated stipend reimbursement.)

1. Tuition may be reimbursed for the actual cost up to two hundred fifty dollars($250) per semester hour with a maximum of twelve hundred dollars ($1,200) perfiscal year for approved courses. Each TRS Eligible Licensed Professionalmember shall be limited to a lifetime maximum of $8,000 in reimbursementmonies.

Any employee hired for the 2015-2016 school year or any year after would needto attain tenure before being eligible to apply for tuition reimbursement. Noclasses taken prior to the granting of tenure status wifi be eligible forreimbursement. Employees hired for the 2014-2015 school year or before aregrandfathered.

Courses undertaken shall be part of the graduate program in the IRS EligibleLicensed Professional members assigned field or an educational field that willbenefit the District, for added teaching certification that will benefit the District

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or courses that are directly relevant to the TRS Eligible Licensed Professional

members District assignment. IRS Eligible Licensed Professionals shall submit in

Skyward a description of the class, the perceived benefit to the District, or therelevance to the TRS Eligible Licensed Professional member’s assignment.Accrediting graduate school must be recognized by the Higher Learning

Commission and comply with current illinois teacher licensure guidelines. Prior

application for such courses is required as for traditional university studies. TheSuperintendent may deny approval of courses, but such shall not be done in anarbitrary or discriminatory manner.

An Association member shall be required to furnish a grade slip and proof of

payment reflecting what the employee actually paid out of pocket for thecoursework.

Reimbursement wifi take place twice a year. For any coursework completedbetween January 1st

- June 30th, required paperwork shall be due on or beforeAugust 10th. For any coursework completed between July 1st

- December 31st,

required paperwork shall be due on or before February 10t1.

Reimbursement wifi be applied towards the allotment in the fiscal year in which

payment is made. Reimbursement requests not submitted by the dates

mentioned above wifi be forfeited by the Association member.

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

TRS Eligible Licensed Professional member’s immediate supervisor and theSuperintendent or his/her designee. Applicant shall request reimbursement via

Skyward prior to enrollment for the course. Applicant will be notified within ten

(10) days after receipt of application by the applicant’s immediate supervisor ofapproval or rejection of the application. Rejected applications wifi contain thereasons for the rejection. When the course(s) is successfully completed, applicant

shall provide to the Superintendent a transcript to document successful

completion of any and all courses for that academic year.

3. IRS Eligible Licensed Professionals must earn a “C” or better for course work in

order to receive reimbursement of credit towards lane changes on the salaryschedule.

4. Lane changes shall be granted on an annual basis. Transcripts must be submittedten (10) days prior to the October Board meeting. Lane changes will be processedand salary changes will be reflected in paychecks following the regular Board

meeting.

5. Salary schedule credit may be given for district initiatives at the rate of one (1)

hour for every sixteen (16) hours of instruction on one (1) subject. Credit may not

be granted when stipends are given.

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6. A IRS Eligible Licensed Professional member pursuing NBPTS certification mayuse college stipend funds for the purposes of testing costs.

7. To be credited for hours beyond the Master’s Degree, credit must be earned afterthe Master’s Degree has been attained. Credit beyond the Master’s Degree forany undergraduate classes must be requested and/or approved by theSuperintendent or his/her designee.

11.04 MAJOR MEDICAL AND HOSPITALIZATION INSURANCEEach regularly employed contractual full-time TRS Eligible Licensed Professional shallhave the right to participate in the District’s medical and hospitalization program.

The Board wifi pay 89% in 2015-2016, 87% in 2016-2017, 86% in 2017-2018, and 85% in2018-2019 of the total cost for individual and 80% in 2015-2016, 79% in 2016-2017, 78% in2017-2018, and 77% in 2018-2019 of the total cost for dependent coverage.

Additionally, if an employee selects employee + spouse or family coverage, theemployee will pay a monthly service fee of $600 if the employee’s spouse opts not toparticipate in any employer sponsored plan of the spouse. If the employee’s spouse isself-employed or does not have employer insurance to elect, they may be covered underthe District plan at the regular rate and no service fee wifi apply.

If the spouse does participate in an employer sponsored plan, the employee can elect topay for additional coverage through the District at the district’s total regular ratewithout a service fee. The District’s insurance would be secondary coverage.

Employees shall be under obligation to notify the Administration regarding theavailabifity of any employer sponsored plan of the spouse. The Administration willrequest verification of spousal status annually. In the event that the employee receivesEmployee + Spouse or Family coverage and their spouse’s employer makes aninsurance plan available to the spouse, the employee shall immediately notify theAdministration that the spouse is eligible for coverage through theft employer andmake the necessary changes to coverage and the monthly service fee shall apply. IInecessary, the IRS Eligible Licensed Professional will repay all amounts inappropriatelypaid by the Board.

The Board will provide a prescription insurance plan for each regularly employed TRSEligible Licensed Association member.

Changes to benefits provided in the plan can be made during the contract years by theInsurance Committee as follows:

The Insurance Committee shall consist of eight members and shall be made up theSuperintendent, two Board members, the Director of Operations and Finance orAssociate Superintendent, and four Association members consisting of the EPEEAPresident, EPEEA executive committee member and two other EPEEA membersselected by the Association President. The EPEEA appointees and the Board appointees

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shall each select a co-chairperson. All members of the committee shall have equalstanding to address insurance concerns and to make recommendations for modificationof the insurance plan. Within the first 30 school days of each school year, the committee

will meet to review the insurance plan, receive updates on insurance law, and review

the roles and responsibilities of committee members. Further meetings shall be called byboth/either of the co-chairs who wifi cooperatively develop the agenda.

Modification of the insurance benefit package shall require six (6) votes of the Insurance

Committee. There must be an official quorum of the committee present in order to vote

on changes. The decisions of the committee wifi be deemed as final.

The committee shall meet three times a year unless all members agree that a meeting is

not necessary. Additional meetings may be called as deemed necessary by the members.

The Administration shall provide necessary clerical assistance including the preparation

and maintenance of minutes of the meetings. The Insurance Committee shall analyze

the insurance program in order to provide quality insurance coverage for the

employee’s at the most economical rate available.

The parties agree that if any law, regulation, court decision, administrative ruling or

administrative guidance suggests that maintenance of the District’s health plan in thecurrent state wifi result in non-compliance with any requirements under the Affordable

Care Act or other health insurance law, the parties agree to open the contract to bargainchanges which will insure future compliance. If the parties are unable to reachagreement, the Association shall maintain its right to engage in an economic work

stoppage if changes are implemented after the parties reach impasse.

11.05 LIFE INSURANCE

The Board agrees to provide each regularly employed contractual full-time TRS Eligible

Licensed Professional with $30,000 group term life insurance.

11.06 DENTAL INSURANCE

The District will provide each regularly employed contractual full time TRS EligibleLicensed Professional a dental plan equivalent to the plan now in place. The Board wifipay 89% in 2015-2016, 87% in 2016-2017, 86% in 2017-2018, and 85% in 2018-2019 of the

total cost for individual and 80% in 2015-2016, 79% in 2016-2017, 78% in 2017-2018, and

77% in 2018-2019 of the total cost for dependent coverage. Retired employees may elect

to continue dental insurance under the same district plan, but must assume all financialpayments for such insurance.

The parties agree that if any law, regulation, court decision, administrative ruling or

administrative guidance suggests that maintenance of the District’s health plan in thecurrent state will result in non-compliance with any requirements under the AffordableCare Act or other health insurance law, the parties agree to open the contract to bargainchanges which will insure future compliance. II the parties are unable to reach

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agreement, the Association shall maintain its right to engage in an economic work

stoppage if changes are implemented after the parties reach impasse.

11.07 VISION INSURANCE

The District will provide each regularly employed contractual full time TRS EligibleLicensed Professional a vision plan equivalent to the plan now in place. The Board willpay 89% in 2015-2016, 87% in 2016-2017, 86% in 2017-2018, and 85% in 2018-2019 of thetotal cost for individual and 80% in 2015-2016, 79% in 2016-2017, 78% in 2017-2018, and77% in 2018-2019 of the total cost for dependent coverage. Employees and familymembers must be participants in the medical insurance to participate in the visioninsurance.

The parties agree that if any law, regulation, court decision, administrative ruling oradministrative guidance suggests that maintenance of the District’s health plan in thecurrent state wifi result in non-compliance with any requirements under the AffordableCare Act or other health insurance law, the parties agree to open the contract to bargainchanges which wifi insure future compliance. If the parties are unable to reachagreement, the Association shall maintain its right to engage in an economic workstoppage if changes are implemented after the parties reach impasse.

11.08 INSURANCE FUND

All monies not used for the payment of claims or administrative costs or other costsdirectly related to the plans shall remain in the Insurance Fund to be monitored on aregular basis by the Insurance Committee in agreement with the terms and conditionsset forth in the associated Agreement. Insurance payments, or lack thereof, may beappealed through an appeals process to be decided upon by the Insurance Committee.

In the event that the self-insured plan is abolished and/or conventional insurance isreinstated, all remaining monies shall be dispersed in a manner agreed upon by theBoard and the Association.

11.09 INSURANCE AFTER RETIREMENT

For TRS Eligible Licensed Professionals with twenty (20) or more years of service withthe District and who submit proof of payment shall receive reimbursement from theBoard toward the cost of one (1) employee retiree health insurance premium up to amaximum of $150 per month.

Dependent coverage shall be at the retiree’s expense.

The retiring TRS Eligible Licensed Professional member must be at least fifty-five (55)years of age at the time of retirement, or fall under the guidelines of a state-sponsoredretirement initiative, and upon reaching age sixty-five (65), the employee will no longerbe entitled to the benefit set forth above.

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Those TRS Eligible Licensed Professional members who are currently receiving or whowere entitled to benefits afforded in this Article through previous contractual agreementwifi continue to receive those benefits as stated in the negotiated agreements underwhich they retired.

The insurance incentive must not give rise to any early retirement penalty to be paid bythe Board of Education.

11.10 TEACHERS’ RETIREMENT SYSTEM PAYMENTS

The District shall pay and shelter the TRS contribution of nine percent (9%) creditableearnings (9.8901% compounded) on behalf of each TRS Eligible Licensed Professionalmember. This payment will apply to all annually established compensation, includingextra-duty, paid on a yearly basis.

11.11 T.H.I.S. FUND CONTRIBUTIONS

District 86 wifi pay 1.00% of the TRS Eligible Licensed Professional member’scontribution and all of the District’s required contribution.

11.12 RETIREMENT BENEFIT

A retirement benefit wifi be extended to a TRS Eligible Licensed Professional withfifteen (15) or more continuous years of teaching service to the District and who submitsto the Board a retirement resignation at least thirty (30) days before it is to becomeeffective, and who is retiring under the provisions of the Illinois Teachers RetirementSystem, shall be paid at the current daily substitute TRS Eligible Licensed Professionalsalary rate for all accumulated sick leave days which exceed one hundred seventy (170)days at the date of retirement up to a maximum of ten (10) days. On an individual basis,this benefit is null and void if it gives rise to any penalty to be paid by the Board ofEducation.

11.13 RETIREMENT INCENTIVE

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

1. at the end of the school year (July 1-June 30) in which he or she first accumulatesat least thirty-five (35) years of creditable service in the Teacher’s RetirementSystem (TRS); or

2. at the end of the school year in which the TRS Eligible Licensed Professionalmember reaches age 60.

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

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payment to IRS including, but not limited to, ERO employer or member contributions.In addition, the IRS Eligible Licensed Professional member’s effective retirement datemust occur at the end of the school year in which the IRS Eligible Licensed Professionalmember is first eligible for a non-discounted annuity from IRS so that the additional

compensation remains an incentive to retire early rather than a mere severancepayment. In determining these dates, the member must consider and utilize all of theiravailable sick leave for credible service purposes in TRS as well as any available serviceobtained from other pension systems.

In order to receive the additional compensation available under this Early RetirementIncentive, eligible employees must submit an irrevocable letter of resignation withoutcontingency to the Superintendent no later than March 1st prior to the first year in whichthe incentive is to go into effect. The letter of resignation must be accompanied by theTRS member requested “Personal Statement of Benefits” and a “Benefit Estimate”indicating total years of service.

TRS Eligible Licensed Professionals who elect to receive this Early Retirement Incentiveby submitting a timely resignation as provided above shall be entitled to an increase insalary during the final year(s) of employment. Such IRS Eligible Licensed Professionalsshall be removed from the salary schedule during their final year(s) of employment andwill be paid according to one of the following three options:

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

2. If the resignation is received on or before March 1t two years and three monthsprior to the retirement date, the IRS Eligible Licensed Professional member’sbase* salary for the last two years of employment shall increase by 6% per year.

3. If the resignation is received on or before March one year and three monthsprior to the retirement date, the TRS Eligible Licensed Professional member’sbase* salary for the last year of employment shall increase by 6% per year.

* Base salary includes amounts reflected on the salary schedule or as defined in section11.01 of the negotiated agreement.

The District shall endeavor to spread the increase throughout the school year. However,the District retains the right to make necessary adjustments to periodic pays during theyears of the retirement incentive to insure that the total received by the TRS EligibleLicensed Professional member is consistent with this section.

In no event shall a TRS Eligible Licensed Professional member receive more than a sixpercent (6%) increase in overall compensation during any year in which a retirementincentive is paid.

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In the event that a TRS Eligible Licensed Professional members resignation datecontemplates use of sick leave benefits for creditable service purposes and the TRSEligible Licensed Professional member subsequently uses all or a portion of his or her

available sick leave days and does not have enough remaining sick leave days availableupon the originally selected retirement date to retire without discount, the TRS EligibleLicensed Professional members resignation shall be automatically revoked and themember shall, subject to his or her health condition, continue employment until such atime that he or she is eligible to retire at the end of a school year without a discountedannuity.

further, TRS Eligible Licensed Professionals who submit a letter of resignation to obtain

the retirement incentive and, prior to retirement, subsequently experience anidentifiable financial hardship through either a divorce, death of a spouse, or permanentdisabifity of a spouse which adversely affects employment compensation shall have theright to revoke their letter of resignation.

If a TRS Eligible Licensed Professional member receives benefits under this incentiveand subsequently fails to retire when originally contemplated due to any of thosereasons outlined above, such member shall be obligated to reimburse the District for theamount of the incentive less what the IRS Eligible Licensed Professional member wouldhave received had the TRS Eligible Licensed Professional member not elected theretirement incentive. If the amount is not reimbursed immediately or some mutuallyacceptable reimbursement schedule cannot be agreed upon, the District is authorized tomake deductions from subsequent paychecks in the maximum amount of 5% of theinitial deficiency balance until the amount is paid in full. Any amount remaining uponretirement shall be paid to the District within 30 days. Subsequent availabifity andamount of the retirement incentive following revocation shall be negotiated between theBoard and the Association.

In the event the Illinois Pension Code, TRS regulations, or IRS interpretations are made,changed or modified during the effective period of this agreement and suchinterpretations or modifications have the effect of requiring employer or membercontributions under this ERI, this incentive shall be null and void and the parties shallengage in mid-term bargaining to amend this ERI in such a way that no employer ormember costs shall be incurred.

11.14 RETIREMENT GUARANTEE

if any IRS Eligible Licensed Professional member retires during the period that this

Agreement is in effect, he! she shall be covered under the terms and conditions of thisAgreement until such terms and conditions expire, and no reduction or termination ofbenefits so entitled may occur.

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11.15 EMPLOYMENT INCENTIVE

The Administration, upon Board approval, may offer a prospective TRS EligibleLicensed Professional member a one-time monetary employment incentive not toexceed $3,000, the terms and conditions of which shall be set forth by theAdministration. Should the recipient TRS Eligible Licensed Professional membervoluntarily leave within three (3) years, said TRS Eligible Licensed Professional willreimburse the District thirty-three percent (33%) of the bonus for each year of serviceless than three (3).

11.16 TWELVE-MONTH INSURANCE COVERAGE

The Board provided insurance shall be for twelve (12) consecutive months. TRS EligibleLicensed Professional member who resigns shall be entitled to insurance coverage forthirty days (30) beyond the receipt of his/her last paycheck from which insurancepayments were deducted. If an Association member gives a resignation on or beforeJune 15, said member wifi have insurance through the month of July. If an Associationmember gives a resignation after June 15, said member will be required to reimburse theDistrict, the District paid portion of insurance for the month the employee is coveredunder District insurance following the official resignation.

The Board wifi comply with all statutes and requirements of insurance coverage foremployees who resign or retire. COBRA insurance will be offered where appropriate.

11.17 TRS ELIGIBLE LICENSED PROFESSIONAL SUBSTITUTES AFTER RETIREMENT

Retired IRS Eligible Licensed Professional staff of the District who are qualified, shall begiven every consideration as a per diem substitute teacher.

11.18 NATIONAL BOARD FOR PROFESSIONAL TEACHING STANDARDS

If a IRS Eligible Licensed Professional staff member successfully completes NBPTScertification, his/her annual salary shall be increased by $1,000 beginning the schoolyear when verification is presented, and it shall continue until such time as thatcertification expires.

11.19 INSURANCE POLICIES & STATEMENTS

The District will provide a summary brochure of the major medical and dentalinsurance policies to the Association President and post it on the District website withinthe first 30 school days of each school year. The District wifi also provide a monthlyfinancial statement to the Association President and Co-Chairs of the InsuranceCommittee of all self-insurance funds.

11.20 SUBSTITUTES

Any IRS Eligible Licensed Professional who accepts a class or assignment whichrequires the TRS Eligible Licensed Professional to forfeit a preparation period, or any

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TRS Eligible Licensed Professional who accepts a combination! doubled up class due toa IRS Eligible Licensed Professional’s absence, shall receive additional compensation atthe rate stated in Appendix B of this Agreement.

11.21 TRS ELIGIBLE LICENSED PROFESSIONAL MENTORING

The Board shall seek qualified volunteer TRS Eligible Licensed Professionals to serve asmentors for new TRS Eligible Licensed Professionals. Mentors shall be from the samedepartment or field where practicable. TRS Eligible Licensed Professionals may beassigned to be mentors if no qualified mentor is available. IRS Eligible LicensedProfessionals shall not be involuntarily assigned to be mentors for consecutive years.Mentors shall be paid a yearly stipend according to the Supplemental Duties/StipendSchedule, Appendix B. TRS Eligible Licensed Professional mentors shall coordinatedates and times of required observations with the Administration to facffitate releasetime and substitutes for theft teaching duties. Other meetings between mentors andmentees shall occur outside of student contact time.

11.22 CONSULTING TEACHERS FOR TEACHER REMEDIATION

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

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ARTICLE 12: ESPs COMPENSATION AND FRINGE BENEFITS

12.01 IMRF SHELTER AND CONTRIBUTIONS

According to the authority granted by the Pension Reform Act 18-974, Section 414(h)(2)of the Internal Revenue Code and Public Act 81-5136, III. Rev. Stat., 1981, Ch. 108-1/2,Paragraph 7-173.2, the Board of Education agrees to deduct from the ESPs earnings themember contribution rate (the percent prescribed annually as specified by IMRF) onbehalf of each ES? eligible for participation in the IMRF, as a tax sheltered directcontribution. Should any of the above be declared improper by an IRS ruling or opinionor by a court of competent jurisdiction, that clause or portion thereof shall be deleted tothe extent that it violates the ruling or opinion.

12.02 GROUP INSURANCE

The District wifi continue to make group insurance available to full-time, 12 month ESPswith the same coverage and on the same terms as insurance provided for TRS EligibleLicensed Professionals.

For all other full-time ES?s, the District wifi make group insurance available with thesame benefits as insurance provided for IRS Eligible Licensed Professionals, but the

District shall only pay the portion of the total premium identified below:

• The Board agrees to pay 78% of the individual coverage during the four years ofthis agreement (2015-2016, 2016-2017, 2017-2018, and 2018-2019).

• The Board agrees to pay 53% of family and/or dependent coverage during thefour years of this agreement (2015-2016, 2016-2017, 2017-2018, and 2018-2019).

• For the purposes of insurance, a Cook who works thirty (30) or more hours perweek shall be considered full-time.

12.03 VACATION -12 MONTH ESPs

• Twelve month ESPs shall receive vacation as follows:o through 3rd year of service — 1 weeko 4th through 6th year of service -2 weekso 7th through 12th year of service - 3 weeks

o 13th year and beyond -4 weeks

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

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12.04 WAGE SCALES

The District agrees to pay following responsibility factor:

‘ Head Cook = +$1.50/hour• 1st Cook = +$0,75/hour

• Head Baker = +$0.75/hour• Lead Maintenance Worker +$1.35/ hour

12.05 CREDITS, WORKSHOPS, SEMINARS

The District shall pay all tuition, fees, and expenses for any workshops, courses, or

training required by the District or as may be requested by the ESP and approved by theAssociate Superintendent. The ESP shall suffer no loss of pay if participation is duringthe workday.

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

1. Tuition wifi be reimbursed for the actual cost of the course. The maximum perhour reimbursement wifi be at the rate charged by Illinois Central College forDistrict 514 residents. Each ESP wifi be limited to three (3), three hour classes perfiscal year.

2. Courses taken shall be directly related to the ES?’s assigned field or in a field thatwifi benefit the District. The ES? shall submit electronically a description of theclass, the perceived benefit to the District, or the relevance to the ES?’sassignment.

3. An ES? shall be required to furnish a grade slip and proof of payment reflectingwhat the employee actually paid out of pocket for the coursework.

Reimbursement wifi take place twice a year. For any coursework completedbetween January 1st — June 30th, required paperwork shall be due on or beforeAugust 10th. For any coursework completed between July 1st

— December 31st,

required paperwork shall be due on or before February 10th

Reimbursement wifi be applied towards the allotment in the fiscal year in whichpayment is made. Reimbursement requests not submitted by the datesmentioned above will be forfeited by the ES?.

4. Application for each course must be approved in advance of enrollment by theESP’s immediate supervisor and Superintendent or his/her designee. Theapplicant shall complete the District’s electronic reimbursement form prior toenrollment for the course. When the course is successfully completed, the

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applicant shall provide to the District office a copy of the grade card to documentsuccessful completion of any and all courses for that academic year.

5. ESP’s must earn a “C” or better for coursework in order to receive reimbursementof credit towards lane changes on the salary schedule.

6. Salary adjustutents wifi be made annually at the beginning of the school year.Transcripts must be submitted at least 10 days prior to the October Board meetingand salary changes wifi be reflected in paychecks following the regular Boardmeeting in that month.

12.06 RETIREMENT INCENTIVE

ES? employees with twenty-five (25) years or more of creditable service to the Districtare eligible to receive a retirement incentive by submiffing an irrevocable notice ofretirement in writing prior to June 1 of any school year, said retirement to be effective atthe end of one of the following two contract years. Any ESP employee providing such anotice shall receive a wage rate increase equal to an additional five percent (5%) of theirprior year’s actual wage rate for the contract year after the notice is delivered and, ifapplicable, an additional five percent (5%) increase in the subsequent year. Theseincreases are inclusive of, and not in addition to, the negotiated increases otherwiseprovided in this Agreement.

Further, ESPs who submit a letter of resignation to obtain the retirement incentive and,prior to retirement, subsequently experience an identifiable financial hardship througheither a divorce, death of a spouse, or permanent disability of a spouse which adverselyaffects employment compensation shall have the right to revoke their letter ofresignation.

If an ESP receives benefits under this incentive and subsequently fails to retire whenoriginally contemplated due to any of those reasons outlined above, such ESP shall beobligated to reimburse the District for the amount of the incentive less what the ES?would have received had the ESP not elected the retirement incentive. If the amount isnot reimbursed immediately or some mutually acceptable reimbursement schedulecannot be agreed upon, the District is authorized to make deductions from subsequentpaychecks in the maximum amount of 5% of the initial deficiency balance until theamount is paid in full. Any amount remaining upon retirement shall be paid to theDistrict within 30 days. Subsequent availability and amount of the retirement incentivefollowing revocation shall be negotiated between the Board and the Association.

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ARTICLE 13: TRS ELIGIBLE LICENSED PROFESSIONAL LEAVES

13.01 SICK LEAVE

At the begirming of each work year, each TRS Eligible Licensed Professional member

shall be credited with the total number of sick leave days allowed for that work year.

• Non-Tenured TRS Eligible Licensed Professionals shall receive fifteen (15) daysadditional each school year.

• Tenured TRS Eligible Licensed Professionals hired after September 1, 1993, shall

receive eighteen (1$) days additional each school year through Step 29 of thesalary schedule.

• Tenured IRS Eligible Licensed Professionals employed on or before September 1,1993, shall receive twenty (20) days additional each school year through Step 29

of the salary schedule.• Tenured IRS Eligible Licensed Professionals at Step 30 and above who have

accumulated 200 days shall receive fifty (50) days additional each school year.

• Tenured IRS Eligible Licensed Professionals at Step 30 and above who have notaccumulated 200 days shall receive the same number of days additional that theyreceived at Step 29.

If any IRS Eligible Licensed Professional receiving 15, 18, or 20 days does not use the fullamount of sick leave thus allowed, the unused amount shall accumulate to a maximumavailable leave of 340 days of full pay, excluding the leave of the current year. On anindividual basis, this benefit is null and void if it gives rise to any penalty to be paid by theBoard of Education.

If any TRS Eligible Licensed Professional receiving 50 days does not use the full amount

of annual sick leave thus allowed, the unused amount shall accumulate to a maximum

available leave of 340 days of full pay, excluding the leave of the current year.

The Board shall furnish each IRS Eligible Licensed Professional member with a written

statement at the beginning of each school year setting forth the total accumulated sick

leave credit for said TRS Eligible Licensed Professional.

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

illness or death in the family or household. The Board may require a physician’s

certificate, or if treatment is by prayer or spiritual faith, as a basis for pay during a leave

after an absence of three (3) days for personal illness or as it may deem necessary in

other cases.

Family shall include parents, spouse, siblings and their spouses, children and their

spouses, first cousins and their spouses, grandparents, grandchildren and their spouses,

great grandparents, parents-in-law, legal guardians, stepparents, stepchildren, aunts

and uncles, nieces and nephews and their spouses, anyone living in the Member’s

household, and others as designated by the Superintendent.

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Sick leave wifi not be deducted from accumulated leave days when the schools andschool office are closed by the Superintendent.

The District will provide a salary supplement to any full-time contractual IRS EligibleLicensed Professional who has completed fifteen (15) or more years of continuousemployment in the District and who has used all available sick leave days and is eligiblefor temporary disability payments from the Illinois Teachers Retirement System. Suchsalary supplement shall provide a temporary disability salary for 183 calendar days.Such salary supplement shall be equal to the amount which wifi bring the combinedamounts from the Teachers’ Retirement System and the District to seventy percent(70%) of said IRS Eligible Licensed Professional member’s salary at the time disabilitybegan.

13.02 PERSONAL LEAVE

Two (2) days leave per school year, non-cumulative, shall be granted to tenured TRSEligible Licensed Professionals for the transaction of personal business. Non-tenuredTRS Eligible Licensed Professionals shall receive one (1) day. When a full-time TRSEligible Licensed Professional member uses two (2) or less sick days in a school year, theIRS Eligible Licensed Professional member shall receive one (1) additional, non-cumulative, personal leave day during the following school year.

The IRS Eligible Licensed Professional shall notify the Superintendent of his/her intentto use personal leave by completing a District form for such leave at least two workingdays before such leave is to commence. In an emergency, TRS Eligible LicensedProfessionals shall immediately notify their building Principal or immediate supervisorand shall file the personal leave form immediately upon return to work.

Personal leave shall not be taken during the first week of the school year, the last twoworking days of the school year, or any In-service/Institute or SIP Day, except in anemergency.

Reason for absence must be listed as personal reason or personal business. TRS EligibleLicensed Professionals wifi have the responsibility for using personal leave days in sucha way that will not produce a negative effect on public relations within the community.

Up to 7 (seven) IRS Eligible Licensed Professionals, with no more than 5 (five) requiringsubs, may use such leave on any one workday. Personal days are subject to approval bythe Superintendent or his/her designee.

Unused personal days will be added to sick leave accumulation. Should additional, nonemergency days be requested, the IRS Eligible Licensed Professional member wifi bedocked at the rate of 1/180 of his/her salary and additionally be required to reimbursethe District the cost of a substitute teacher.

In case of an emergency and with the approval of the Superintendent, the aboveconditions may be waived.

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13.03 EDUCATIONAL LEAVE

An educational leave without pay may be granted by the Board for one (1) or two (2)years to any full-time contractual TRS Eligible Licensed Professional who has attainedtenure.

Any District benefit or benefits under the provisions of this Agreement which wouldotherwise accrue to said TRS Eligible Licensed Professional shall be suspended duringthe term of such leave. TRS Eligible Licensed Professionals granted such leave maymake arrangements to continue group life and major medical and hospitalizationinsurance coverage at the TRS Eligible Licensed Professional members own expense forthe duration of such leave.

TRS Eligible Licensed Professionals on such leave shall notify the Board of his/herintent to return by February ;st of the school term preceding the term in which said TRSEligible Licensed Professional member is scheduled to return. Lack of such notificationshall be considered to be a resignation by said IRS Eligible Licensed Professional andthe Board is free to employ a replacement.

For the purpose of salary schedule advancement only upon return from such leave, saidTRS Eligible Licensed Professional shall not receive salary advancement credit for theleave of absence year(s).

13.04 LEAVE BENEFITS

With the approval of the District’s insurance carrier(s), where required, TRS EligibleLicensed Professionals on a Board approved leave shall have access to the same benefitsto which he/she would have been entitled were the TRS Eligible Licensed Professionalmember regularly employed, with respect to group health insurance, if such leavequalified and is designated as “Family Medical Leave Act (FMLA),” the IRS EligibleLicensed Professional’s group health insurance benefits shall be maintained inaccordance with the FMLA, or if any TRS Eligible Licensed Professional member seeksto maintain benefits other than group health insurance, the cost of maintaining thedesired benefits shall rest entirely with the TRS Eligible Licensed Professional memberon leave.

If the TRS Eligible Licensed Professional member does not return to work after the FMLA, buthas received group health insurance and other benefits, the District has the right by law torecoup any monies paid during the FMLA time.

13.05 NO LEAVE DEDUCTED ON NON-SCHOOL DAYS

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

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13.06 LEAVE Of ABSENCE

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

1. Requests for a year’s leave shall be in writing and directed to the Superintendent

by February 1st of the preceding school year. Leaves for shorter periods of timemay be granted with reasonable notice.

2. To be eligible, TRS Eligible Licensed Professionals must have been employed forone (1) year in the District. This would constitute a break in service for non-tenured TRS Eligible Licensed Professionals. Acquiring tenure would resumeupon return.

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

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

5. Following a year-long leave, written notice of intention to either return or resignshall be given by the TRS Eligible Licensed Professional member to theSuperintendent by February ;st prior to the end of the school year. Failure tofurnish such written notice shall constitute a notice of resignation.

6. TRS Eligible Licensed Professionals returning to the District from a leave ofabsence shall be placed in a position for which they are licensed, pursuant torules and regulations of the State Board of Education.

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

8. For the purpose of salary schedule advancement, TRS Eligible LicensedProfessional shall be placed at the next appropriate step on the schedule withoutreceiving advancement credit for the leave of absence year.

13.07 FAMILY AND MEDICAL LEAVE ACT LEAVE

The District wifi comply with all rules and regulations of the Family and Medical LeaveAct. Members should reference Board Policy 5.185.

13.08 BEREAVEMENT LEAVE

Bereavement for other individuals, besides family, as defined in 13.01 may be taken andshall be deducted from the IRS Eligible Licensed Professional’s sick leave provided nopersonal days remain, upon approval by the Superintendent or his/her designee.

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13.09 JUDICIAL LEAVE

Any TRS Eligible Licensed Professional called for jury duty, subpoenaed to testify, orrequired to attend any judicial or administration matter shall suffer no loss ofcontractual benefits. Any payment for jury duty shall be retained by the member andthe District shall deduct such amount from member’s pay. With the exception of juryduty and District related court appearances, leave under this section shall be deductedfrom personal leave. If personal leave is exhausted, then additional leave may berequested in writing to the Superintendent. Upon Superintendent’s approval, days willbe deducted from accumulated sick leave.

13.10 PROFESSIONAL LEAVE

The District may grant professional leave as deemed appropriate by the Superintendentor his/her designee. When such leave is requested by the IRS Eligible LicensedProfessional, he/she may be asked to assume financial responsibility untilreimbursement can be accorded. TRS Eligible Licensed Professionals shall not be deniedprofessional leave due to attendance center budgetary reasons if the District budget forprofessional leave has not been exhausted. Nothing set forth herein shall be interpretedto divest the Superintendent or his/her designee of any discretion or authority toapprove or deny requests for professional leave.

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ARTICLE 14: ESP LEAVES

14.01 SICK LEAVE

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

• fifteen (15) days of sick leave shall be granted through an ESPs 15th year ofservice;

• sixteen (16) days of sick leave shall be granted during an ESPs 16th year ofservice;

• seventeen (17) days of sick leave shall be granted during an ESPs 17th year ofservice;

• eighteen (18) days of sick leave shall be granted during an ESPs 18th year ofservice;

• nineteen (19) days of sick leave shall be granted during an ESPs 19th year ofservice;

• twenty (20) days of sick leave annually shall be granted thereafter.

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

• Sick leave shall accumulate up to 240 days excluding the current year’s allotment.

• Sick leave shall be interpreted to mean personal illness, quarantine at home orserious illness or death in the family or household. Family shall include: parents,spouse, siblings and their spouses, children and their spouses, first cousins andtheir spouses, grandparents, grandchildren and their spouses, greatgrandparents, parents-in-law, legal guardians, stepparents, stepchildren, auntsand uncles, nieces and nephews and their spouses, anyone living in the ESPhousehold, and others as designated by the Superintendent.

• Each ESP shall be notified with the first paycheck after September 1st of each yearof his/her accumulated sick leave.

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

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14.02 BEREAVEMENT LEAVE

Bereavement for other individuals besides family as defined in 14.01 may be taken andshall be deducted from the ESP’s sick leave provided no personal days remain, uponapproval by the Superintendent or his/her designee.

14.03 PERSONAT1IEMERGENCY LEAVE

A maximum of two (2) days leave per work year of ESPs who are routinely scheduled towork more than three (3) hours per day, non-cumulative, shall be granted each ESP forthe transaction of personal business. Personal or emergency days shall be equal inlength to the work day of the ESP. An ESP shall notify the Superintendent of his/herintent to use personal business leave by completing a District electronic form for suchleave at least two (2) working days before such leave is to commence. In an emergency,an ESP shall immediately notify his/her building Principal or immediate supervisorand shall file the personal business leave electronic form immediately upon return towork.

Unused personal emergency leave days shall accumulate as sick leave. When an ESPuses two (2) or less sick days, the ESP shall receive one (1) additional non-cumulativepersonal leave day the following year.

Personal leave shall not be taken during the first week of the school year, the last twoworking days of the school year, or any In-service/Institute or SIP Day, except in anemergency.

14.04 JUDICIAL LEAVE

Any ESP called for jury duty, subpoenaed to testify, or required to attend any judicial oradministration matter shall suffer no loss of contractual benefits. Any payment for juryduty shall be retained by the ESP and the District shall deduct such amount from ESP’spay. With the exception of jury duty and District related court appearances, leave underthis section shall be deducted from personal leave. If personal leave is exhausted, thenadditional leave may be requested in writing to the Superintendent. Upon theSuperintendent’s approval, days will be deducted from accumulated sick leave.

14.05 FAMILY AND MEDICAL LEAVE ACT LEAVE

The District wifi comply with all rules and regulations of the Family and Medical LeaveAct. Members should reference Board Policy 5.185.

14.06 UNPAID LEAVES

Extended unpaid leaves of absence may be granted by the Board at its discretion and fora duration determined between ESP and the Board. Subject to the FMLAs requirementsfor the continuation of group health insurance, if applicable, all insurance coverage shallcontinue while on such leave if permitted by the carrier and providing that the ESP shallbe required to pay the full cost of the premium.

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Any Disffict benefits, under the provisions of this Agreement, which would otherwiseaccrue to said ESP shall be suspended during the duration of such leave, but anybenefits accumulated prior to such leave will be reinstated upon return of the leave.

Written notice of intention to either return or resign shall be given by the ES? to theSuperintendent by February 1, prior to the end of the school year. Failure to furnishsuch written notice shall constitute a notice of resignation. Requests for unpaid days ofabsence must have prior approval from the immediate supervisor and Superintendent.

14.07 SALARY SCHEDULE ADVANCEMENT

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

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ARTICLE 15: GRIEVANCE PROCEDURE

15.01 DEFINITION

A grievance is a complaint involving the violation, interpretation or application of thewritten agreement entered into between the Board and the recognized employeeorganization, setting forth the understanding of the parties upon those mattersnegotiated and agreed to, established Board Policy, and administrative rules andregulations.

15.02 PARTY IN INTEREST

The lodging of any grievance shall be the right of the individual Association membercovered by this Agreement and/or the Association. Either shall have the right to lodge agrievance in its own behalf or to appeal any action taken on the grievance of theindividual Association member.

15.03 TIME LIMITS

All time limits consist of school days except that when a grievance is lodged fewer thanten (10) days before the close of the current school term, the time limits shall consist ofbusiness office work days. Time limits, however, may be extended by mutualagreement.

Failure of an Association member or the Association to act on the grievance within theprescribed time limits shall act as a bar to any further appeal and an Administratorsfailure to give a decision within the time limits shall permit the grievant to proceed tothe next step.

15.04 CLAIM IN OTHER FORUM

if the Association or any Association member files any claim or complaint in any forumother than the grievance procedure in this Agreement, then the District shall not berequired to process the same claim or set of facts through the grievance procedure.

15.05 PROCEDURES

The parties acknowledge that an Association member and the Administration/Boardmay resolve problems through free and informal communications. However, should agrievance occur, the steps below shall be followed.

During the summer, time limits shall be business days rather than school days.

By mutual agreement, any step of the grievance procedure may be bypassed.

if no written decision has been rendered within the time limits indicated by a step, thenthe grievance shall be automatically appealed to the next step.

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STEP ONE: The filing of a formal, written grievance must be within twenty (20) days

from the date of the occurrence(s) of the event giving rise to the grievance. The

Association or the grievant shall present the grievance to the immediately involved

supervisor, who will arrange for a meeting to take place within ten (10) days after

receipt of the grievance.

The grievant and/or the Association’s representative and the immediately involved

supervisor shall be present for the meeting. Within ten (10) days of the meeting, theAssociation shall be provided with the supervisor’s written response, including thereasons for the decision.

STEP TWO: If the grievance is not resolved at Step One, then the Association may referthe grievance in writing to the Superintendent or the Superintendent’s official designeewithin ten (10) days after receipt of the Step One answer. The Superintendent shallarrange, with the Association representative, for a meeting to take place within ten (10)days of the Superintendent’s receipt of the appeal. Within ten (10) days of the meeting,the Association shall be provided with the Superintendent’s written response, includingthe reasons for the decision.

STEP THREE: If the grievance is not resolved at Step Two, then the Association mayrefer the grievance in writing to the Board within ten (10) days after receipt of the StepTwo answer. The grievance shall be heard at the next regularly scheduled Boardmeeting unless such meeting is less than 5 (five) days from the receipt of theAssociation’s written notice in which case the grievance shall be heard at the nextfollowing regularly scheduled meeting. Following such meeting, the Board shall issue adecision on the grievance within ten (10) days.

STEP FOUR: If the Association is not satisfied with the disposition of the grievance atStep Three, the Association may submit the grievance to final and binding arbitration.The Association may submit, in writing, a request on behalf of the Association and thegrieving TRS Eligible Licensed Professional member to the Superintendent within thirty(30) days from the receipt of the Step Three answer to enter into such arbitration. Thearbitration proceedings shall be conducted by an arbitrator to be selected by the twoparties within ten (10) days after said notice is given. If the two parties fail to reachagreement on an arbitrator within ten (10) days, the American Arbitration Associationwill be requested to provide a panel of seven (7) arbitrators. Each of the two parties willalternately strike one name at the time from the panel until only one shall remain. Theremaining name shall be the arbitrator.

Expenses for the arbitrator’s services shall be borne equally by the Board and theAssociation.

The arbitrator, in his opinion, shall not amend, modify, nullify, ignore, or add to theprovisions of said Agreement. His authority shall be strictly limited to deciding only theissue or issues presented to him in writing by the Board and the Association and hisdecision must be based solely and only upon his interpretation of the meaning or

69

application of the express relevant language of said Agreement. However, the decisionof the arbitrator may not violate state or federal law.

15.06 ASSOCIATION PARTICIPATION

The Board acknowledges the right of the Association to participate in the processing of agrievance at any level and no Association member shall be required to discuss his/hergrievance if the Associations representative is not present.

15.07 ADMINISTRATION/ASSOCIATION COOPERATION

The Administration and Association and its membership shall cooperate with eachother in theft investigation of a grievance.

15.08 NO REPRISALS

No reprisals shall be taken by the Board and Administration against any Associationmember because of the member’s participation in a grievance nor shall the Associationor its membership take any reprisals against any member for his participation in agrievance.

15.09 RELEASED TIME

It is agreed that any investigation or other handling or processing of any grievance bythe grieving Association member and/or the Association shall be conducted so as toresult in minimal interference of the instructional program and related work activities ofthe grieving Association member(s). When requested to attend meetings related to agrievance, the Association member and/or Association representative shall be allowedreasonable time without loss of pay or benefits.

15.10 FILING OF MATERIALS

Records related to a grievance shall be filed separately from the personnel file of theAssociation member.

15.11 GRIEVANCE WITHDRAWN/SETTLEMENT

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

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ARTICLE 16: EFFECT OF AGREEMENT

16.01 COMPLETE UNDERSTANDING

The parties mutually agree that the terms and conditions set forth in this Agreementrepresent the full and complete commitment between the parties.

This Agreement may be altered, changed, added to, deleted from, or modified throughthe voluntary, mutual consent of these parties in a written and signed Amendment tothis Agreement.

16.02 LEGALITY OF AGREEMENT

Should any article, section or clause of this Agreement be declared ifiegal by a court ofcompetent jurisdiction, said article, section or clause, as the case may be, shall beautomatically deleted from this Agreement to the extent that it violated the law. Theremaining articles, sections and clauses shall remain in full force and effect for theduration of the Agreement if not affected by the deleted article, section or clause.

16.03 MANAGEMENT RIGHTS

It is expressly understood and agreed that all functions, rights, powers or authority ofthe Administration of the District and the Board of Education, which are not specificallylimited by the express language of this Agreement, are retained by the Board provided;however, that no such right shall be exercised so as to violate any of the specificprovisions of this Agreement.

16.04 NO STRIKE CLAUSE

The East Peoria Elementary Education Association agrees not to strike or to engage in aprofessional holiday” or other refusal to render full and complete contractual services

to the Board during the tenure of this Agreement.

In the event of any violation of this provision by its membership, the Association shall,upon written notice from the Board, immediately direct such Association member bothorally and in writing to resume normal operations immediately and make every otherreasonable effort to end any violation(s). If the Association member fails to immediatelycomply, the Board shall have the right to discipline any staff member, up to andincluding dismissal.

The Board agrees that it wifi not lockout any Association member during the term ofthis Agreement.

16.05 WAIVER

No provisions of this Agreement may be waived under any conditions so allowed bystate or federal law without the mutual consent of both parties.

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16.06 CONTRACTUAL AMENDMENTS

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

16.07 DISTRICT REORGANIZATION

This Agreement shall be binding upon the Board and its successor personnel and uponany District into which or with which this District or its territory shall be, in whole orpart, combined or otherwise reorganized. All Association members shall be assignedand/or transferred as provide by the Illinois School Code.

All rights accrued by the Association under this Agreement or under the Illinois SchoolCode shall be assumed and recognized by the successor Board of Education. NoAssociation member shall be adversely affected by a change in hours, wages, terms orconditions of employment in the existing Agreement (including, but not limited to,seniority, salary, fringe benefits, transfer rights, maintenance of standards, layoff andrecall, and assignment provisions) as a result of any combination or otherreorganization.

if any unique problems created by combination or other reorganization cannot beaddressed or resolved by this provision or other portions of this Agreement, then suchunresolved issues shall be negotiated.

16.0$ TERM OF AGREEMENT

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

72

CERTIFIED SALARY SCHEDULE

2015-2016

15-16 15-16 15-16 15-16 15-16 15-16 15-16Step BS-0 BS-15 BS-30 MS-0 MS-15 MS-30 MS45

I $35,045 $35,737 $36,428 $37,120 $37,811 $38,503 $39,195INCL TRS $38,511 $39,271 $40,031 $40,791 $41,550 $42,311 $43,071

2 $35,510 $36,202 $36,293 $37,585 $38,276 $38,968 $39,660INCL TRS $39,022 $39,782 $40,542 $41,302 $42,061 $42,822 $43,582

3 $36,554 $37,246 $37,938 $38,629 $39,321 $40,012 $40,704INCLTRS $40,169 $40,930 $41,690 $42,449 $43,210 $43,969 $44,730

4 $37,599 $38,290 $38,982 $39,673 $40,365 $41,057 $41,748INCLTRS $41,317 $42,077 $42,837 $43,597 $44,357 $45,117 $45,877

5 $38,643 $39,335 $40,026 $40,718 $41,409 $42,101 $42,793INCL TRS $42,465 $43,225 $43,984 $44,745 $45,504 $46,265 $47,025

6 $39,687 $40,379 $41,070 $41,762 $42,454 $43,145 $43,837INCLTRS $43,612 $44,372 $45,132 $45,892 $46,653 $47,412 $48,172

7 $40,732 $41,423 $42,115 $42,206 $43,498 $44,190 $44,881INCL TRS $44,760 $45,520 $46,280 $47,039 $47,800 $48,560 $49,320

2 $41,776 $42,517 $43,159 $43,851 $44,542 $45,234 $45,925INCL TRS $45,908 $46,722 $47,427 $48,188 $48,947 $49,708 $50,467

9 $42,820 $43,512 $44,203 $44,895 $45,587 $46,278 $46,970INCL TRS $47,055 $47,815 $48,575 $49,335 $50,095 $50,855 $51,615

10 $43,865 $44,556 $45,248 $45,939 $46,631 $47,323 $48,014INCLTRS $48,203 $48,962 $49,723 $50,482 $51,243 $52,003 $52,762

11 $44,909 $45,600 $46,292 $46,984 $47,675 $48,367 $49,058INCL TRS $49,350 $50,110 $50,870 $51,631 $52,390 $53,150 $53,910

12 $45,953 $46,645 $47,336 $48,028 $48,720 $49,411 $50,103INCLTRS $50,498 $51,258 $52,017 $52,778 $53,538 $54,298 $55,058

13 $46,997 $47,689 $48,381 $49,072 $49,764 $50,455 $51,147INCL TRS $51,645 $52,405 $53,166 $53,925 $54,686 $55,445 $56,205

14 $48,042 $48,733 $49,425 $50,117 $50,808 $51,500 $52,191INCLTRS $52,793 $53,553 $54,313 $55,073 $55,833 $56,593 $57,353

15 $49,086 $49,778 $50,469 $51,161 $51,853 $52,544 $53,236INCL TRS $53,940 $54,701 $55,460 $56,221 $56,981 $57,740 $58,501

16 $50,130 $50,822 $51,514 $52,205 $52,897 $53,588 $54,280INCLTRS $55,088 $55,848 $56,609 $57,368 $58,128 $58,888 $59,648

17 $51,175 $51,866 $52,558 $53,250 $53,341 $54,633 $55,324INCLTRS $56,236 $56,995 $57,756 $58,516 $59,276 $60,036 $60,795

18 $52,219 $52,911 $53,602 $54,294 $54,985 $55,677 $56,369INCLTRS $57,383 $58,144 $58,903 $59,664 $60,423 $61,183 $61,944

19 $53,263 $53,955 $54,647 $55,338 $56,030 $56,721 $57,413INCLTRS $58,531 $59,291 $60,051 $60,811 $61,571 $62,331 $63,091

20 $54,308 $54,999 $55,691 $56,382 $57,074 $57,766 $58,457INCLTRS $59,679 $60,438 $61,199 $61,958 $62,718 $63,479 $64,238

21 $56,044 $56,735 $57,427 $58,118 $58,810 $59,502INCL TRS $61,587 $62,346 $63,106 $63,866 $64,626 $65,387

22 $57,088 $57,780 $58,471 $59,163 $59,854 $60,546INCL TRS $62,734 $63,494 $64,254 $65,014 $65,773 $66,534

23 $58,132 $58,824 $59,515 $60,207 $60,899 $61,590INCL TRS $63,881 $64,642 $65,401 $66,161 $66,922 $67,681

24 $59,177 $59,868 $60,560 $61,251 $61,943 $62,635INCL TRS $65,029 $65,789 $66,549 $67,309 $68,069 $68,829

73

25 $60,221 $60,912 $61,604 $62,296 $62,987 $63,679INCL TRS $66,177 $66,936 $67,696 $68,457 $69,216 $69,977

26 $61,957 $62,648 $63,340 $64,032 $64,723INCL TRS $68,084 $68,844 $69,604 $70,365 $71,124

27 $63,001 $63,693 $64,384 $65,076 $65,768INCL TRS $69,232 $69,992 $70,751 $71,512 $72,272

28 $64,045 $64,737 $65,429 $66,120 $66,812INCL TRS $70,379 $71,139 $71,900 $72,659 $73,420

29 $65,090 $65,781 $66,473 $67,165 $67,856INCL TRS $71,527 $72,287 $73,047 $73,807 $74,567

30 $66,134 $66,826 $67,517 $68,209 $68,900INCL TRS $72,674 $73,435 $74,194 $74,955 $75,714

31 $67,870 $68,562 $69,253 $69,945INCL IRS $74,582 $75,343 $76,102 $76,862

32 $68,914 $69,606 $70,297 $70,989INCL IRS $75,729 $76,490 $77,249 $78,010

33 $69,959 $70,650 $71,342 $72,033INCL TRS $76,878 $77,637 $78,398 $79,157

34 $71,003 $71,695 $72,386 $73,078INCL TRS $78,025 $78,785 $79,545 $80,305

35 $72,047 $72,739 $73,430 $74,122INCL TRS $79,172 $79,933 $80,692 $81,452Longevity $54,482 $60,485 $66,418 $73,092 $73,023 $73,715 $74,406INCL TRS $59,870 $66,467 $72,987 $80,321 $80,245 $81,005 $81,765

74

CERTIFIED SALARY SCHEDULE

2016-2017

16-17 16-17 16-17 16-17 16-17 16-17 16-17Step BS-0 BS-15 BS-30 MS-O MS-IS MS-30 MS45

I $35,395 $36,087 $36,778 $37,470 $38,161 $38,853 $39,545INCLTRS $38,895 $39,656 $40,415 $41,176 $41,935 $42,695 $43,456

2 $35,745 $36,437 $37,128 $37,820 $38,511 $39,203 $39,895INCL TRS $39,280 $40,041 $40,800 $41,560 $42,320 $43,080 $43,840

3 $36,210 $36,902 $37,593 $38,285 $38,976 $39,668 $40,360INCLTRS $39,791 $40,551 $41,311 $42,071 $42,831 $43,691 $44,351

4 $37,254 $37,946 $38,638 $39,329 $40,021 $40,712 $41,404INCL TRS $40,938 $41,699 $42,459 $43,219 $43,979 $44,738 $45,499

5 $38,299 $38,990 $39,682 $40,373 $41,065 $41,757 $42,442INCLTRS $42,087 $42,846 $43,606 $44,366 $45,126 $45,887 $46,646

6 $39,343 $40,035 $40,726 $41,418 $42,109 $42,801 $43,493INCL TRS $43,234 $43,994 $44,754 $45,514 $46,273 $47,034 $47,794

7 $40,387 $41,079 $41,770 $42,462 $43,154 $43,845 $44,537INCLTRS $44,381 $45,142 $45,901 $46,661 $47,422 $48,181 $48,942

8 $41,432 $42,123 $42,815 $43,506 $44,198 $44,890 $45,581INCL TRS $45,530 $46,289 $47,049 $47,809 $48,569 $49,329 $50,089

9 $42,476 $43,217 $43,859 $44,551 $45,242 $45,934 $46,625INCLTRS $46,677 $47,491 $48,197 $48,957 $49,716 $50,477 $51,236

10 $43,520 $44,212 $44,903 $45,595 $46,287 $46,978 $47,670INCL TRS $47,824 $48,584 $49,344 $50,104 $50,865 $51,624 $52,384

11 $44,565 $45,256 $45,948 $46,639 $47,331 $48,023 $48,714INCLTRS $48,972 $49,732 $50,492 $51,251 $52,012 $52,772 $53,532

12 $45,609 $46,300 $46,992 $47,684 $48,375 $49,067 $49,758INCL TRS $50,120 $50,879 $51,639 $52,400 $53,159 $53,920 $54,679

13 $46,653 $47,345 $48,036 $48,728 $49,420 $50,111 $50,803INCLTRS $51,267 $52,027 $52,787 $53,547 $54,307 $55,067 $55,827

14 $47,697 $48,389 $49,081 $49,772 $50,464 $51,155 $51,847INCLTRS $52,414 $53,176 $53,935 $54,694 $55,455 $56,214 $56,975

15 $48,742 $49,433 $50,125 $50,217 $51,508 $52,200 $52,891INCLTRS $53,562 $54,322 $55,082 $55,843 $56,602 $57,362 $58,122

16 $49,786 $50,478 $51,169 $51,861 $52,553 $53,244 $53,936INCLTRS $54,710 $55,470 $56,229 $56,990 $57,750 $58,510 $59,270

17 $50,830 $51,522 $52,214 $52,905 $53,597 $54,288 $54,980INCLTRS $55,857 $56,617 $57,378 $58,137 $58,898 $59,657 $60,417

18 $51,875 $52,566 $53,258 $53,950 $54,641 $55,333 $56,024INCLTRS $57,005 $57,765 $58,525 $59,285 $60,045 $60,805 $61,565

19 $52,919 $53,611 $54,302 $54,994 $55,685 $56,377 $57,069INCLTRS $58,153 $58,913 $59,672 $60,433 $61,192 $61,953 $62,713

20 $53,963 $54,655 $55,347 $56,038 $56,730 $57,421 $58,113INCLTRS $59,300 $60,060 $60,821 $61,580 $62,340 $63,100 $63,860

21 $55,699 $56,391 $57,082 $57,774 $58,466 $59,157INCL TRS $61,207 $61,968 $62,727 $63,488 $64,248 $65,007

22 $56,744 $57,435 $58,127 $58,218 $59,510 $60,202INCL TRS $62,356 $63,115 $63,876 $64,635 $65,395 $66,156

23 $57,788 $58,480 $59,171 $59,863 $60,554 $61,242INCL TRS $63,503 $64,263 $65,023 $65,783 $66,543 $67,303

24 $58,832 $59,524 $60,215 $60,907 $61,599 $62,290INCL TRS $64,650 $65,411 $66,170 $66,931 $67,691 $68,450

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25 $53,877 $60,568 $61,260 $61,951 $62,643 $63,335INCL TRS $65,799 $66,558 $67,318 $68,078 $68,838 $69,599

26 $61,612 $62,304 $62,996 $63,687 $64,379INCL TRS $67,705 $68,466 $69,226 $69,985 $70,746

27 $62,657 $63,348 $64,040 $64,732 $65,423INCL TRS $68,854 $69,613 $70,373 $71,134 $71,893

28 $63,701 $64,393 $65,084 $65,776 $66,468INCL TRS $70,001 $70,761 $71,521 $72,281 $73,041

29 $64,745 $65,437 $66,129 $66,820 $67,512INCL TRS $71,148 $71,909 $72,669 $73,428 $74,189

30 $65,790 $66,481 $67,173 $67,865 $68,556INCL TRS $72,296 $73,056 $73,816 $74,577 $75,336

31 $67,526 $68,217 $68,909 $69,600INCL IRS $74,204 $74,963 $75,724 $76,483

32 $68,570 $59,262 $69,953 $70,645INCL TRS $75,351 $76,112 $76,871 $77,632

33 $69,614 $70,306 $70,997 $71,689INCL TRS $76,499 $77,259 $78,018 $78,779

34 $70,659 $71,350 $72,042 $72,733INCL TRS $77,647 $78,406 $79,167 $79,926

35 $71,703 $72,395 $73,026 $73,778INCL TRS $78,794 $79,555 $80,314 $81,074Longevity $54,542 $60,560 $66,503 $72,747 $73,439 $74,130 $74,822INCL IRS $59,936 $66,549 $73,080 $79,941 $80,702 $81,461 $82,222

76

CERTIFIED SALARY SCHEDULE

2017-2018

17-18 17-18 17-18 17-18 17-18 17-18 17-18Step BS-0 BS-1 5 BS-30 MS-0 MS-15 MS-30 MS45

I $35,745 $36,437 $37,128 $37,820 $38,511 $39,203 $39,895INCL TRS $39,280 $40,041 $40,800 $41,560 $42,320 $43,080 $43,840

2 $36,095 $36,787 $37,472 $38,170 $38,861 $39,553 $40,245INCL TRS $39,665 $40,425 $41,184 $41,945 $42,704 $43,465 $44,225

3 $36,445 $37,137 $37,828 $38,520 $39,211 $39,903 $40,595INCLTRS $40,049 $40,810 $41,569 $42,330 $43,089 $43,849 $44,610

4 $36,910 $37,602 $38,293 $38,985 $39,676 $40,368 $41,060INCLTRS $40,560 $41,321 $42,080 $42,840 $43,600 $44,360 $45,121

5 $37,954 $38,646 $39,338 $40,029 $40,721 $41,412 $42,104INCL TRS $41,708 $42,468 $43,228 $43,988 $44,748 $45,508 $46,268

6 $38,999 $39,690 $40,382 $41,073 $41,765 $42,457 $43,148INCLTRS $42,856 $43,615 $44,376 $45,135 $45,895 $46,656 $47,415

7 $40,043 $40,735 $41,426 $42,112 $42,809 $43,501 $44,193INCL TRS $44,003 $44,764 $45,523 $46,283 $47,043 $47,803 $48,564

8 $41,087 $41,779 $42,470 $43,162 $43,254 $44,545 $45,237INCLTRS $45,150 $45,911 $46,670 $47,431 $48,191 $48,950 $49,711

9 $42,132 $42,823 $43,515 $44,206 $44,898 $45,590 $46,281INCL IRS $46,299 $47,058 $47,819 $48,578 $49,338 $50,099 $50,858

10 $43,176 $43,917 $44,559 $45,251 $45,942 $46,634 $47,325INCLTRS $47,446 $48,260 $48,966 $49,726 $50,486 $51,246 $52,005

11 $44,220 $44,912 $45,603 $46,295 $46,987 $47,678 $48,370INCLTRS $48,593 $49,354 $50,113 $50,873 $51,634 $52,393 $53,154

12 $45,265 $45,956 $46,648 $47,339 $48,031 $48,723 $49,414INCLTRS $49,742 $50,501 $51,261 $52,021 $52,781 $53,542 $54,301

13 $46,309 $47,000 $47,692 $48,324 $49,075 $49,767 $50,458INCLTRS $50,889 $51,648 $52,409 $53,169 $53,928 $54,689 $55,448

14 $47,353 $48,045 $48,736 $49,428 $50,120 $50,811 $51,503INCLTRS $52,036 $52,797 $53,556 $54,316 $55,077 $55,836 $56,596

15 $48,397 $49,083 $49,781 $50,472 $51,164 $51,855 $52,547INCLTRS $53,183 $53,944 $54,704 $55,464 $56,224 $56,983 $57,744

16 $49,442 $50,133 $50,225 $51,517 $52,202 $52,900 $53,591INCL TRS $54,332 $55,091 $55,851 $56,612 $57,371 $58,132 $58,891

17 $50,486 $51,172 $51,869 $52,561 $53,253 $53,944 $54,636INCLTRS $55,479 $56,239 $56,999 $57,759 $58,520 $59,279 $60,039

18 $51,530 $52,222 $52,914 $53,605 $54,297 $54,988 $55,680INCLTRS $56,626 $57,387 $58,147 $58,906 $59,667 $60,426 $61,187

19 $52,575 $53,266 $53,958 $54,650 $55,341 $56,033 $56,724INCLTRS $57,775 $58,534 $59,294 $60,055 $60,814 $61,574 $62,334

20 $53,619 $54,311 $55,002 $55,694 $56,385 $57,077 $57,769INCL TRS $58,922 $59,682 $60,442 $61,202 $61,961 $62,722 $63,482

21 $55,355 $56,047 $56,732 $57,430 $58,121 $58,813INCLTRS $60,829 $61,590 $62,349 $63,110 $63,869 $64,629

22 $56,399 $57,091 $57,782 $58,474 $59,166 $59,857INCL TRS $61,977 $62,737 $63,496 $64,257 $65,017 $65,777

23 $57,444 $58,135 $58,227 $59,518 $60,210 $60,902

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INCL TRS $63,125 $63,884 $64,645 $65,404 $66,165 $66,92524 $58,488 $59,180 $53,871 $60,563 $61,254 $61,346

INCL TRS $64,272 $65,033 $65,792 $66,552 $67,312 $68,07225 $59,532 $60,224 $60,915 $61,607 $62,299 $62,990

INCL TRS $65,420 $66,180 $66,939 $67,700 $68,460 $69,22026 $61,268 $61,960 $62,651 $63,343 $64,035

INCL TRS $67,327 $68,088 $68,847 $69,607 $70,36827 $62,312 $63,004 $63,696 $64,387 $65,079

INCL TRS $68,474 $69,235 $69,995 $70,755 $71,51528 $63,357 $64,048 $64,740 $65,432 $66,123

INCL TRS $69,623 $70,382 $71,143 $71,903 $72,66229 $64,401 $65,093 $65,784 $66,476 $67,168

INCL TRS $70,770 $71,531 $72,290 $73,050 $73,81130 $65,445 $66,137 $66,829 $67,520 $68,212

INCL IRS $71,917 $72,678 $73,438 $74,198 $74,95831 $67,181 $67,873 $68,565 $69,256

INCL TRS $73,825 $74,585 $75,346 $76,10532 $68,226 $68,917 $69,609 $70,300

INCL TRS $74,973 $75,733 $76,493 $77,25233 $69,270 $69,962 $70,653 $71,345

INCL TRS $76,121 $76,881 $77,640 $78,40134 $70,314 $71,006 $71,697 $72,389

INCL TRS $77,268 $78,028 $78,788 $79,54835 $71,359 $72,050 $72,742 $73,433

INCL TRS $78,416 $79,176 $79,936 $80,695Longevity $54,602 $60,635 $66,588 $72,403 $73,095 $73,786 $74,478INCLTRS $60,002 $66,632 $73,173 $79,563 $80,324 $81,083 $81,844

78

CERTIFIED SALARY SCHEDULE

2018-2019

18-19 18-19 18-19 18-19 18-19 18-19 18-19Step BS-0 BS-1 5 BS-30 MS-0 MS-15 MS-30 M545

I $36,108 $36,800 $37,491 $38,183 $38,874 $39,566 $40,252INCLTRS $39,678 $40,439 $41,198 $41,959 $42,718 $43,478 $44,239

2 $36,470 $37,162 $37,853 $38,545 $39,236 $39,928 $40,620INCLTRS $40,077 $40,837 $41,597 $42,357 $43,116 $43,877 $44,637

3 $36,820 $37,512 $38,203 $38,895 $39,526 $40,278 $40,970INCL TRS $40,461 $41,222 $41,981 $42,742 $43,501 $44,261 $45,022

4 $37,170 $37,862 $38,553 $39,245 $39,936 $40,628 $41,320INCLTRS $40,846 $41,606 $42,366 $43,126 $43,886 $44,646 $45,406

5 $37,635 $38,327 $39,018 $39,710 $40,401 $41,093 $41,785INCL TRS $41,357 $42,117 $42,877 $43,637 $44,397 $45,157 $45,917

6 $38,679 $39,371 $40,063 $40,754 $41,446 $42,137 $42,829INCL TRS $42,504 $43,265 $44,025 $44,784 $45,545 $46,304 $47,065

7 $39,724 $40,415 $41,107 $41,798 $42,490 $43,182 $43,873INCL TRS $43,653 $44,412 $45,172 $45,932 $46,692 $47,453 $48,212

8 $40,768 $41,460 $42,151 $42,843 $43,534 $44,226 $44,918INCL TRS $44,800 $45,560 $46,320 $47,080 $47,839 $48,600 $49,360

9 $41,812 $42,504 $43,195 $43,887 $44,579 $45,270 $45,962INCL TRS $45,947 $46,708 $47,467 $48,227 $48,988 $49,747 $50,508

10 $42,857 $43,542 $44,240 $44,931 $45,623 $46,315 $47,006INCLTRS $47,095 $47,855 $48,615 $49,375 $50,135 $50,895 $51,655

11 $43,901 $44,642 $45,284 $45,976 $46,667 $47,359 $48,050INCL TRS $48,243 $49,057 $49,762 $50,523 $51,282 $52,043 $52,802

12 $44,945 $45,637 $46,328 $47,020 $47,712 $42,403 $49,095INCLTRS $49,390 $50,150 $50,910 $51,670 $52,431 $53,190 $53,950

13 $45,990 $46,681 $47,373 $48,064 $48,756 $49,448 $50,139INCL TRS $50,538 $51,298 $52,058 $52,817 $53,578 $54,338 $55,098

14 $47,034 $47,725 $48,417 $49,109 $49,800 $50,492 $51,183INCLTRS $51,686 $52,445 $53,205 $53,966 $54,725 $55,486 $56,245

15 $48,078 $48,770 $49,461 $50,153 $50,645 $51,536 $52,228INCL TRS $52,833 $53,593 $54,353 $55,113 $55,873 $56,633 $57,393

16 $49,122 $49,814 $50,506 $51,197 $51,889 $52,580 $53,272INCL TRS $53,980 $54,740 $55,501 $56,260 $57,021 $57,780 $58,540

17 $50,167 $50,858 $51,550 $52,242 $52,933 $53,625 $54,316INCLTRS $55,128 $55,888 $56,648 $57,409 $58,168 $58,928 $59,688

18 $51,211 $51,903 $52,594 $53,226 $53,978 $54,669 $55,361INCLTRS $56,276 $57,036 $57,795 $58,556 $59,316 $60,076 $60,836

19 $52,255 $52,947 $53,639 $54,330 $55,022 $55,713 $56,405INCL TRS $57,423 $58,183 $52,944 $59,703 $60,464 $61,223 $61,983

20 $53,300 $53,991 $54,683 $55,375 $56,066 $56,758 $57,449INCLTRS $58,571 $59,331 $60,091 $60,851 $61,611 $62,371 $63,131

21 $55,036 $55,727 $56,419 $57,110 $57,802 $58,494INCL TRS $60,479 $61,238 $61,999 $62,758 $63,518 $64,279

22 $56,080 $56,772 $57,463 $58,155 $58,846 $59,538INCL TRS $61,626 $62,387 $63,146 $63,906 $64,666 $65,426

23 $57,124 $57,816 $58,507 $59,199 $59,891 $60,582INCL TRS $62,773 $63,534 $64,293 $65,054 $65,814 $66,573

24 $58,169 $58,860 $59,552 $60,243 $60,935 $61,627INCL TRS $63,922 $64,681 $65,442 $66,201 $66,961 $67,722

79

25 $59,213 $59905 $60,590 $61,288 $61,979 $62,671INCL IRS $65,059 $65,828 $68,588 $67,349 $68,109 $68,869

26 $60,949 $61,640 $62,332 $63,024 $63,715INCL TRS $66,977 $67,736 $8,466 $69,257 $70,016

27 $61,993 $63,685 $63,376 $64,068 $64,760INCL TRS $68,124 $8,894 $69,664 $70,494 $71,165

28 $63,037 $63,729 $64421 $65112 $65,894INCL TR8 $69,271 $70,032 $70,792 $71,551 $72,312

29 $64082 $64773 $65,465 $66157 $66,648INCL TR8 $70,420 $71,179 $71,939 $73,700 $73,459

30 $65,126 $65,818 $66,509 $7,201 $7,893INCL TR8 $71,567 $72,327 $73,087 $73,847 $74607

31 $6,862 $67,584 $68245 $68,937INCL TM $73,474 $74236 $74984 $75,755

32 $67,906 $8,596 $69,290 $69,981INCL TM $74622 $75,382 $76,143 $76,902

33 $68,951 $9,642 $70,334 $71,025INCLTM $75,770 $76,529 $77,290 $78,049

34 $9,995 $70,687 $71,378 $73,070INCL TM $78,917 $77,678 $78,437 $79,198

35 $71,039 $71,731 $72,422 $73,114INCL TM $78,066 $78,flS $79,594 $80,345Long.vfty $54662 $60,710 $66,673 $73,094 $73,775 $73,467 $74166INCL TM $69,068 $8,714 $73,267 $79,213 $79,972 $80,733 $1,492

80

ESP SALARY SCHEDULE

YEAR I — YEAR 2 YEAR 3 YEAR 4STEPS FIX 2015-2016 2016-2017 2017-2018 2018-20191 10.35 10.40 — 10.50 10.60 10.702 10.50 10.55 — 10.65 10.75 10.853 10.65 10.70 — 10.80 10.90 11.004 10.80 10.85 — 10.95 11.05 11.155 10.95 11.00 — 11.10 11.20 11.306 11.10 11.15 — 11.25 11.35 11.457 11.25 11.30 — 11.40 11.50 11.60

8 11.40 11.45 — 11.55 11.65 11.759 11.55 11.60 — 11.70 11.80 11.90

10 11.70 11.75 — 11.85 11.95 12.0511 11.85 11.90 — 12.00 12.10 12.2012 12.00 12.05 — 12.15 12.25 12.3513 12.15 12.20 — 12.30 12.40 12.5014 12.30 12.35 — 12.45 12.55 12.65

15 12.45 12.50 — 12.60 12.70 12.80

16 12.60 12.65 — 12.75 12.85 12.95

17 12.75 12.80 — 12.90 13.00 13.1018 12.90 12.95 13.05 13.15 13.2519 13.05 13.10 — 13.20 13.30 13.40

20 13.20 13.25 — 13.35 13.45 13.5521 13.35 13.40 — 13.50 13.60 13.7022 13.50 13.55 — 13.65 13.75 13.85

23 13.65 13.70 — 13.80 13.90 14.0024 13.80 13.85 — 13.95 14.05 14.1525 13.95 14.00 — 14.10 14.20 14.3026 14.10 14.15 — 14.25 14.35 14.4527 14.25 14.30 — 14.40 14.50 14.6028 14.40 14.45 — 14.55 14.65 14.7529 14.55 14.60 — 14.70 14.80 14.9030 14.70 14.75 — 14.85 14.95 15.0531 14.85 14.90 — 15.00 15.10 15.2032 15.00 15.05 — 15.15 15.25 15.35

33 15.15 15.20 — 15.30 15.40 15.5034 15.30 15.35 — 15.45 15.55 15.6535 15.45 15.50 — 15.60 15.70 15.6036 15.60 15.65 — 15.75 15.85 15.9537 15.75 15.80 — 15.90 16.00 16.1038 15.90 15.95 — 16.05 16.15 16.25

81

39 16.05 16.10 16.20 16.30 16.4040 16.20 16.25 16.35 16.45 16.5541 16.35 16.40 — 16.50 16.60 16.7042 16.50 16.55 — 16.65 16.75 16.8543 16.65 16.70 — 16.80 16.90 17.0044 16.80 16.85 — 16.95 17.05 17.1545 16.95 17.00 — 17.10 17.20 17.3046 17.10 17.15 — 17.25 17.35 17.4547 17.25 17.30 — 17.40 17.50 17.6048 — 17.55 17.65 17.7549 — 17.80 17.9050 — 18.055152 off schedule —

17.60 17.80 — 18.05 18.30 18.5518.06 18.26 — 18.51 18.76 19.0118.33 18.53 — 18.78 19.03 19.2817.60 17.80 — 18.05 18.30 18.5518.02 18.22 — 18.47 18.72 18.9718.93 19.13 — 19.38 19.63 19.8823.98 24.18 — 24.43 24.68 24.9323.61 23.81 24.06 24,31 24.56

82

APPENDIX B: SUPPLEMENTAL DUTIES AND STIPENDS

B.O1 SUPPLEMENTAL DUTIES

Supplemental Duty assignments may be for a single school year and may be evaluatedevery year. Principals wifi post all Supplemental Duties listed on the Supplemental

Duty and Stipends Schedule, Appendix B, prior to the close of school and shall seekvolunteers. Pay for supplemental jobs shall be as set forth in Appendix B.

Extra duty shall be defined as those duties as listed on the Supplemental Duty Schedule(Appendix B) and which require time in addition to normal job responsibility orexpectation. Extra-duty pay may not be combined, subdivided, or otherwise

manipulated without the mutual agreement of the Board and the Association except asindicated. Job descriptions of each extra duty shall be provided by the District.

If there are no qualified Association members within the building, then theAdministration must make a reasonable effort to find an Association member fromwithin the District. Should no volunteer be found then the Administration must searchoutside the District for a qualified and willing person to perform the activitysupervision. The Board will offer compensation for such extra-duty not to exceed thenegotiated amount for that activity.

No Association member wifi be involuntarily assigned to any activity two years in arow. No Association member with twenty-five (25) years of service shall beinvoluntarily assigned.

New extra-duty activities which are candidates for inclusion in Appendix B may have atrial period of one (1) semester. Thereafter, the activity must be reimbursed in a manneragreed upon by the Association and the Board.

Supplemental Duty vacancies shall be posted for 10 days.

B.02 SUPPLEMENTAL DUTIES PAYROLL PROCEDURES

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

B.03 SENIORITY BONUS

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

83

B.04 ADDITIONAL PAY

No employee governed by this contract shall receive extra pay except as stated hereinwithout notifying the Association President.

B.05 RESPONSIBILITY

The first chain-of-command step in coaching situations shall be both the AthleticDirector and the Assistant Principal.

B.06 EXTRA DUTY FROM GRANTS

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

B.07 CELL ADJUSTMENT

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

B.O8 MISCELLANEOUS

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

SUPPLEMENTAL DUTY AND STIPENDS

DescriptionDuty # X 2015-2016 2016-2017 2017-2018 2018-2019

Elementary

FINE ARTS Band 1 1 $1,970.00 $1,995.00 $1995.00 $2,020.00

Orchestra 1 1 $1,407.00 $1,425.00 $1,425.00 $1,450.00

Chorus (3 Schools) 3 1 $975.00 $1,000.00 $1,000.00 $1,025.00

ATHLETICS Intramurals 1 80 $31.00 $32.00 $32.00 $33.00

OTHER Challenge 3 40 $36.00 $37.00 $37.00 $38.00

Arrival and Dismissal Duty 1 175 $16.00 $17.00 $17.00 $18.00

Lunch Duty 1 175 $16.00 $17.00 $17.00 $18.00

Junior High

ACADEMICS Chess 1 1 $1,668.00 $1,695.00 $1,695.00 $1,720.00

Math Counts 1 1 $1,934.00 $1,960.00 $1,960.00 $1,985.00

Newspaper [per issue] 1 8 $182.00 $184.00 $184.00 $186.00

84

Scholastic Bowl 1 1 $2,997.00 $3,025.00 $3,025.00 $3,050.00

Speech 1 1 $1,720.00 $1,750.00 $1,750.00 $1,775.00

Student Council 2 1 $3,127.00 $3,755.00 $3,755.00 $3,780.00

Yearbook 1 1 $1,407.00 $7,425.00 $1,425.00 $1,450.00

FINE ARTS Band 1 1 $2,658.00 $2,685.00 $2,685.00 $2,710.00

Chorus 1 1 $2,606.00 $2,630.00 $2,630.00 $2,655.00

Orchestra 1 1 $2,085.00 $2,100.00 $2,700.00 $2,125.00

Play/Drama 2 1 $2,085.00 $2,110.00 $2,110.00 $2,135.00

ATHLETICS Cheerleading 1 1 $2,606.00 $2,630.00 $2,630.00 $2,655.00

Pom-Pons 1 1 $2,085.00 $2,110.00 $2,110.00 $2,135.00

Baseball, Head Coach 1 1 $2,789.00 $2,815.00 $2,815.00 $2,840.00

Baseball, Assistant 1 1 $2,007.00 $2,035.00 $2,035.00 $2,060.00

Basketball, Boys’ Head Coach 8 1 1 $3,336.00 $3,360.00 $3,360.00 $3,385.00

Basketball, Boys’ Head Coach 7 1 1 $3,336.00 $3,360.00 $3,360.00 $3,385.00

Basketball, Boys’ Head Coach 6 1 1 $1,668.00 $1,670.00 $7,670.00 $1,670.00

Basketball, Girls’ Head Coach 8 1 1 $3,336.00 $3,360.00 $3,360.00 $3,385.00

Basketball, Girls’ Head Coach 7 1 1 $3,336.00 $3,360.00 $3,360.00 $3,385.00

Basketball, Girls’ Head Coach 6 1 1 $1,668.00 $1,670.00 $1,670.00 $1,670.00

Cross-Country, Boys’ Head 1 1 $3,336.00 $3,360.00 $3,360.00 $3,385.00

Cross-Country, Girls’ Head 1 1 $3,336.00 $3,360.00 $3,360.00 $3,385.00

Softball, Head Coach 1 1 $2,789.00 $2,815.00 $2,815.00 $2,840.00

Softball, Assistant 1 1 $2,007.00 $2,035.00 $2,035.00 $2,060.00

Track, Head Coach 2 1 $2,789.00 $2,815.00 $2,815.00 $2,840.00

Track, Assistant 2 1 $2,007.00 $2,035.00 $2,035.00 $2,060.00

Volleyball Head Coach 8 1 1 $3,336.00 $3,360.00 $3,360.00 $3,385.00

Volleyball, Head Coach 6/7 1 1 $3,336.00 $3,360.00 $3,360.00 $3,385.00

Wrestling, Head Coach 1 1 $3,544.00 $3,570.00 $3,570.00 $3,595.00

Wrestling, Assistant 1 1 $2,789.00 $2,815.00 $2,815.00 $2,840.00

lntramurals [per event) 1 40 $31.00 $32.00 $32.00 $33.00

Pep Club/Supervision 1 10 $36.00 $37.00 $37.00 $38.00

Scorer/Timer [per event] 1 10 $36.00 $37.00 $37.00 $38.00

TicketTaker[perevent] 1 10 $36.00 $37.00 $37.00 $38.00

>Ticket Taker (tourney*) $54.00 $55.50 $55.50 $57.00

hrs. Scorer/Timer ftoumey*) $54.00 $55.50 $55.50 $57.00

OTHER Arrival/Dismissal Duty [per3 175 $16.00 $17.00 $17.00 $18.00

Lunch Duty[per person/per day] 6 170 $16.00 $17.00 $17.00 $18.00

85

Detention Hall Supervisor [per2 70 $36.00 $37.00 $37.00 $38.00dayl

Friday School [per day] 1 1 $94.00 $95.00 $95.00 $96.00

District Stipends

SUBJECTAREA Physical Education, Junior 1 1 $6,255.00 $6,300.00 $6,300.00 $6,300.00COORDINATOR High/AD

Physical Education, Elementary 1 1 $886.00 $890.00 $890.00 $890.00

Mathematics & Science 1 1 $886.00 $890.00 $890.00 $890.00

Technology & Fine Arts 1 1 $886.00 $890.00 $890.00 $890.00

Language Arts: English & 1 1 $886.00 $890.00 $890.00 $890.00Reading

Social Studies: Geography & 1 1 $886.00 $890.00 $890.00 $890.00History

OTHER Young Authors (2 for CJHS) 8 1 $443.00 $443.00 $443.00 $443.00

Young Authors’ Coordinator 1 1 $834.00 $834.00 $834.00 $834.00

Science Fair (2 for CJHS) 8 1 $443.00 $443.00 $443.00 $443.00

Science Fair Coordinator 1 1 $834.00 $834.00 $834.00 $834.00

Unnamed Tech Position (2 for8 1 $1,000.00 $1,025.00 $1,025.00 $1,050.00CJHS)

Service Learning Supervisor 1 80 $31.00 $32.00 $32.00 $33.00

Summer School (hourly minimum) 8 30 $31.00 $32.00 $32.00 $33.00

Tutor (hourly) 1 80 $34.00 $35.00 $35.00 $36.00

Substitute (hourly) 1 80 $34.00 $35.00 $35.00 $36.00

Electronic Grading Coordinator 1 1 $2,215.00 $2,240.00 $2,240.00 $2,265.00

State Track Coordinator (IESATBD TBD TBDportion)

State Track Coordinator (District$208.00 $208.00 $208.00 $208.00portion)

Technology Institute Committee(2 for 8 1 $443.00 $470.00 $470.00 $49500CJHS)

Intervention Assistance Team 28 1 $407.00 $435.00 $435.00 $460.00[4/bldg.]

NewStaff Mentors 1 1 $391.00 $415.00 $415.00 $440.00

Consulting Teachers for 1 1 $287.00 $315.00 $315.00 $340.00Remediation

86

INDEX

AGREEMENT

Complete understanding (71)

Contractual amendments (72)

District reorganization (72)

Duration of (94)

Legality of agreement (71)

Management rights (71)

No strike clause (71)

Term of agreement (72)

Waiver (71)

ASSOCIATION

Association Days (14)

Association / Administration Cooperation (14)

Association / Administration Meetings (14)

Communications (13)

Confidentiality (14)

Board meeting minutes (12)

Board meeting notification (12)

Committees (15)

Denial of rights (12)

Dress and appearance (15)

Harassment (12)

Information (12)

Membership employment changes (14)

Ownership of works (15)

Personnel File (11)

Posting (14)

87

Procedures for negotiations (13)

Recognition (10)

Representation at hearings (11)

Rules and Regulations (12)

Staff Development (15)

Use of Equipment/Facffities/Secretaries (13)

TRS ELIGIBLE LICENSED PROFESSIONALS

Assignment notice (18)

Bereavement leave (63)

Calendar (16)

Class size (17)

College stipend / salary credit (47)

Consulting teachers for remediation (55)

Dental insurance (50)

Discipline (18)

District Library Media Center (22)

Educational leave (61)

Employment incentive (54)

Evaluation committee (39)

Evaluation timelines (38)

FMLA (63)

Grades (22)

Individual contract (23)

Instructional materials (21)

Insurance after retirement (51)

Insurance fund (50)

Insurance policies and statements (54)

Involuntary transfer (20)

Job description / evaluation (38)

88

Judicial leave (63)

Leave benefits (62)

Leave of absence (62)

Life insurance (50)

Major medical / hospitalization insurance (49)

Materials and supplies (21)

Mentoring (55)

National Boards (54)

New staff (22)

New staff qualifications (18)

No leave deducted / non-school (62)

Notification of evaluation (38)

Part-time (22)

Personal leave (61)

Planning time (21)

Prior teaching experience (47)

Professional leave (63)

Promotion procedure (23)

Purpose of evaluation (38)

Reduction in force (40)

Reduction procedures (40)

Retirement benefit (51)

Retirement guarantee (54)

Retirement incentive (52)

Retirement System Payments (51)

Salary (47)

Salary schedule 2015 - 2016 (73)

Salary schedule 2016 - 2017 (75)

Salary schedule 2017 - 2018 (77)

89

Salary schedule 2018-2019 (79)

Scheduled day (16)

Seniority (40)

Seniority - maintaining and posting (40)

Seniority - termination of (40)

Sick leave (60)

Substitutes (55)

Substitution after retirement (54)

Summer school positions (19)

Supervising of (22)

Supervision / responsibility of building (38)

Suspension (22)

Teaching assignments (18)

Teaching limits (18)

Telephone (21)

T,HJ.S. fund (51)

Twelve-Month insurance (54)

Vacancy and transfer procedures (19)

Vision insurance (50)

EDUCATION SUPPORT PERSONNEL (ESP)

Aides (34)

Bereavement leave (65)

Breaks (26)

Calendar (27)

Cafeteria Workers (35)

Credits, workshops, seminars (57)

Custodians (32)

Evaluations (26)

Flex time (26)

90

FMLA (66)

Group insurance (56)

Health Clerks (36)

Holidays (26)

IMRF (56)

Job descriptions (25)

Judicial leave (66)

Maintenance (33)

Maintenance Custodian (32)

New hires (59)

Notification of assignments (25)

Nurses (36)

Overtime (25)

Personal / emergency leave (65)

Probation (24)

Progressive discipline - non-probationary (25)

Recall (43)

Reduction in force (42)

Resignation (24)

Retirement incentive (59)

Salary schedule (79)

Salary schedule advancement (67)

Secretaries (36)

Seniority (42)

Seniority - maintaining and posting (43)

Sick leave (65)

Unpaid leaves (66)

Vacancies (24)

Vacations - 12-month ES? (56)

91

Wage scales (57) (81-82)

GRIEVANCE

Aclminisfration / Association cooperation (70)

Association participation (70)

Claim in other forum (68)

Definition (68)

Fifing of materials (70)

No reprisals (70)

Party in interest (68)

Procedures (68)

Released time (70)

Time limits (68)

Withdraw / settlement (70)

INSURANCE

Minimum insurance benefits (49-51, 55, 57)

MEMORANDUM OF UNDERSTANDING (87)

PAYROLL

Deductions (44)

Mileage Reimbursement (44)

Pay days (44)

SAFETY

Assault leave (28)

Assault on member (28)

Board protection (29)

Complaints against (29)

Control / discipline of students (30)

Lounge (30)

Medication distribution (31)

Parking (30)

92

Secure facifities (30)

Student discipline (28)

Unsafe / hazardous conditions (30)

Use of insecticides (31)

SUPPLEMENTAL DUTIES / STIPENDS

Additional pay (81)

Cell adjustments (82)

District stipend schedule (84)

Extra duty / grants (82)

Miscellaneous (82)

Payroll procedures (81)

Responsibifity (82)

Supplemental duty schedule (83)

Seniority bonus (81)

Supplemental duties (81)

93

APPENDIX E: DURATION OF AGREEMENT

This Agreement shall be effective from July 1st, 2015, through August 30, 2019. The foregoingis agreed to this I/o h day of July ,2015.

EAST PEORIA ELEMENTARYASSOCIATION

BOARD OF EDUCATION of EAST PEORIASCHOOL DISTRICT No.86

BY: (22)Connie Enuis, PresidentJane Bach-Brummitt, President

BY:

Wffliam “Tony” Ingold, Superintendent

Melissa Gramlich

Tai Keyster

Keffi Higgins

Todd Herrmann

For: Scott Estes

Randy Rundle

Dennis Vandiver

Chad Kramer

Jason Cowen

Eric Duckworth

BY: IL*1U

Patricia Meiner, Vice-President

4

Ginny Brown, iJ3resident

For: Pam Olivito

94