RECOGNITION AND DEFINITIONS
The Board of Education of Pinckneyville Community Consolidated District No. 204 (hereinafter referred as the “Employer” or the “Board”) recognizes the 204 Education Association and 204 Association of Educational Support Personnel, IEA/NEA (hereinafter referred to as the “ Association” or “Labor Organization”) as the sole and exclusive bargaining representative for all regularly employed full-time and regularly employed part-time employees employed by the Employer, except supervisory, managerial, confidential, short-term and all other excluded employees as defined by the Illinois Educational Labor Relations Act. (IELRA).
B. Fair Share
Commencing with the 2002 – 2003 school year a fair share fee becomes effective.
C. Part-Time Employees
Employees included in the bargaining unit, working other than on a full-time
basis, shall be provided prorated benefits only when specifically provided herein. The parties intend that part-time employees receive pro-rata leave.
The term “Employee” or “Bargaining Unit Member” may include an Employee or a group of Employees who are similarly affected by this Agreement.
1. The term Employee or Bargaining Unit Member, when used herein after in this Agreement, shall refer to all Employees as defined in Recognition herein
above.
The term “days”, when used in this Agreement, shall, except where otherwise indicated, mean working days.
The title Superintendent means Superintendent of Schools or his/her designee.
G. Definition of Employer
The term Employer, Board or Board of Education means the Board of Education.
H. Definition of Association
The term Association means the Pinckneyville Education Association—Illinois Education Association/National Education Association.
ARTICLE II
ASSOCIATION RIGHTS
A. Right to Organize and Participate
Employees shall have the right to organize, join and assist the Association and to participate in negotiation with the Employer through representatives of their own choosing.
B. Employer Hearings/Employee Rights
When any Employee is required to appear before the Board of Education concerning any matter which could adversely affect the continuation of that employee in his/her position of employment or when the employee is required to appear before an administrator or supervisor who is contemplating suspension without pay, dismissal, or a formal reprimand that employee shall be given prior written notice of the meeting and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview. An employee can only be disciplined for just cause. This applies only to permanent employees.
C. Employee Notification of Assignments
Employees shall be given written notice of their tentative assignments for the forthcoming year no later than thirty (30) days preceding the first day of the new school term. In the event changes in such assignments are proposed, the Employee affected shall be notified promptly. The employer retains the right to make such changes as necessary.
D. Board Meetings – Notification
The President of the Association or his/her designee shall be given notice of any regular or special meeting of the Board in the same manner and at the same time, as are members of the Board.
E. Board of Education Agendas Mailed to Association Representatives
One (1) copy of each Board meeting agenda shall be delivered to the Association President prior to each Board meeting by placement in the school mailbox of the Association President.
F. Board Minutes – Association Copies
Two (2) copies of all Board minutes shall be placed in the mailbox of the President of the Association after adoption.
G. Use of Facilities
The Association shall be permitted use of school facilities provided the following procedure is followed:
1. A request is made of the superintendent in writing at least twenty-four (24)
hours prior to requested use.
2. Use does not conflict with any other prior scheduled school activity or cause
undue hardship.
3. The Association reimburses the District for any and all costs incurred by the
District arising out of such use.
The Association shall be permitted access to teacher mailboxes for the purpose of pursing legitimate Association business.
H. Bulletin Boards
A bulletin board shall be provided in each building for Association use.
I. Use of Mailboxes
The Association shall be permitted access to employee mailboxes for the purpose of pursuing legitimate Association business.
ARTICLE III
GRIEVANCE PROCEDURE
A. Grievance Definition
A grievance shall be any claim by the Association, an Employee or group of Employees of a violation of a specific provision of this Agreement.
B. Grievance Time Limits
All time limits consist of school days, except when a grievance is submitted fewer than ten (10) days before the close of the current school term, then time limits shall double and shall consist of all week days, except holidays.
C. Grievance Informal Resolution
The parties acknowledge that an Employee and the Employer may resolve problems through free and informal communications. However, a grievance shall be processed as follows:
D. Grievance – Step I
The grievant may present the grievance in writing to the Superintendent within ten (10) days of the occurrence of the event giving rise to the grievance. The Superintendent will arrange for a meeting to take place within five (5) days after receipt of the grievance. The grievant and the Superintendent shall be present for the meeting. An Association representative may be present at any Step of these proceedings at the request of the grievant. Within ten (10) days of the meeting, the grievant and the Association shall be provided with the superintendent’s response, including the reason for the decision.
E. Grievance – Step II
If the grievance is not resolved at Step I, then the Association may refer the grievance to the Board within five (5) days after receipt of the Step I answer. The Board shall arrange with the Association representative a meeting to take place within thirty-five (35) days of the Board’s receipt of the appeal. Within five (5) days of the meeting, the Association shall be provided with the Board’s written response, including the reasons for the decision.
F. Grievance – Step III
If the Association is not satisfied with the disposition of the grievance at Step II, the Association may submit the grievance to final and binding arbitration. If a demand for arbitration is not filed with the Employer within thirty (30) days of the date of the Step II answer, then the grievance shall be submitted to the American Arbitration Association which shall act as the administrator of the proceeding.
G. Bypass
By mutual agreement, any, step of the grievance procedure may be bypassed.
H. Class Grievance
Class grievances involving one (1) or more Employees or one (1) or more supervisors may be initially filed by the Association at Step II.
I. No Reprisals Clause
No reprisals shall be taken by the Employer against any Employee because of the Employee’s participation or refusal to participate in a grievance.
J. Filing of Materials
All records related to a grievance shall be filed separately from the personnel files of the Employees.
K. Grievance Withdrawal
A grievance may be withdrawn at any level without establishing precedent.
L. No Written Response
If no written decision has been rendered within the time limits indicated by a Step, then the grievant shall have the right to appeal to the next step of the grievance procedure.
M. Expedited Arbitration
If the parties mutually agree, the Expedited Arbitration Rules of the American Arbitration Association may be used instead of the Voluntary Labor Arbitration Rules.
N. Costs
The fees and expenses of the arbitrator shall be shared equally by the
parties.
O. Court Reporter
If only one (1) party requests the presence of a court reporter and the preparation of a transcript, that party shall bear the cost of the reporter and the transcript. The cost of the reporter shall be shared equally by each party ordering a transcript.
P. Settlement
By mutual agreement, a grievance may be settled at any Step without establishing precedent.
ARTICLE IV
EMPLOYEE EVALUATION
A. Formal Evaluation
Upon initial employment of each new employee, and at the beginning of each school year, the Superintendent shall acquaint each employee with the evaluation instrument and procedure to be used in the evaluation process. No evaluation shall take place until the above orientation has taken place.
B. Evaluation Minimums
Each nontenured teacher shall be evaluated at least two (2) times per school year. Each tenured teacher shall be evaluated at least once every second school year. Each support staff employee shall be evaluated at least once every second year.
C. Response to Evaluation
Each employee shall have the right to submit such written response to the evaluation as the employee may desire. Such response shall become part of the evaluation.
D. Informal Evaluation
1. The Board reserves the right to conduct such informal observations which may relate to teaching performance as it may deem necessary.
2. The Board reserves the right to conduct such informal observations which may relate to the support staff employee’s performance as it may deem necessary.
If an informal observation is to be included in a formal evaluation, the evaluation must comply with each aspect of the formal evaluation procedure.
E. Evaluators
Formal evaluations shall be conducted only by District Administrators or competent outside professionals.
F. Personnel File
Each employee shall have the right during regular business hours and upon reasonable notice in advance, to inspect the nonconfidential contents of the employee’s personnel file. Administration shall have a representative present at such review. The employee shall be provided copies of materials contained in the file upon request.
G. Pre-Conference
Each formal evaluation shall begin with a pre-evaluation conference, which shall include a review of expectations. The pre-evaluation conference shall be in reasonable proximity to the evaluation period.
H. Investigation of Complaints
It is the duty of the administration to investigate and to determine the validity of complaints brought to its attention. Before any formal evaluation or discipline occurs and if a complaint has merit, the administrator shall notify the employee that a complaint is being investigated. No complaint shall be used in the evaluation process that has not been previously discussed with the employee.
I. Post Evaluation
All evaluations shall be reduced to writing and copy given to the employee within five (5) days of the formal evaluation. All evaluation policies must be followed. The evaluator shall sign the evaluation. The employee shall be asked to sign the evaluation to show that he or she received it. A copy shall be given to the employee. An employee may request a post evaluation conference.
ARTICLE V
WORKING CONDITIONS AND LEAVE
A. Work Year
The teachers work year shall not exceed one hundred seventy-six (176) student attendance days and four (4) workshop/in-service days. Unused emergency days shall not become work days.
The support staff work year for employees shall not exceed:
Bus Drivers 176(except if assigned summer school)
Cooks 178
Custodians 250
Aides 175
Library Aide 177
Provide an opportunity for all aides to get extra days of work if it is needed and if wanted. Work will be offered by using a turn-sheet using the teacher aide seniority list.
B. Work Day
The teachers work day shall consist of no more than 7 ¾ clock hours except that teachers may be required to work a longer day on occasion to accommodate:
1. one open house;
2. conferences with parents or pupils;
3. extra duties as compensated in Appendix II;
4. chaperoning;
5. emergencies as defined by administration;
6. other regularly scheduled activities;
7. bus duty;
8. Each teacher shall be entitled to a forty (40) minute duty-free lunch, or that of the students, whichever is longer.
Support staff personnel working more than seven (7) hours in any one day will be entitled to a duty free lunch of no less than thirty (30) minutes beginning not later than five (5) hours after the start of the work day. Employees working more than four (4) hours in any one day will be entitled to a paid break fifteen (15) minutes during each group of four consecutive hours worked.
C. Sick Leave
Each teacher shall be granted eleven (11) sick leave days per school term cumulative to three hundred forty (340) days for the 2007-2008 school year, three hundred fifty (350) for the 2008-2009 school year and three hundred sixty (360) days for the 2009-2010 school year. Each support staff personnel shall be granted eleven (11) sick days per school term cumulative to two hundred forty (240) days for the 2007-2008 school year, two hundred fifty (250) for the 2008-2009 school year and two hundred sixty (260) days for the 2009-2010 school year. The employer shall furnish each employee with a written statement by the first day of October each school year setting forth the total accumulated sick leave credit for said Employee.
Sick leave shall be administered by Employer pursuant to statute.
Sick leave shall be interpreted to mean personal illness, quarantine at home, serious illness, or death in the immediate family or household. The immediate family for purposes of this section shall include: Parents, spouse, brothers, sisters, children, grandparents, grandchildren, parents-in-law, brothers-in-law, sisters-in-law, legal guardians, son-in-law and daughter-in-law.
An employee absent from work because of mumps, scarlet fever, measles, chicken pox, pink eye, staphylococcus aureus infection or head lice shall suffer no lessening of compensation and shall not be charged with loss of personal sick leave if it is determined that the condition resulted from performing his/her duties to the District.
D. Personal Leave
Employees with nine years or less experience in District 204 shall be granted three (3) personal leave days per school term. Each employee with 10 to 14 years shall be granted four (4) personal leave days per school term. Each employee with 15 to 19 years shall be granted five (5) personal leave days per school term. Each employee with twenty or more years shall be granted six (6) personal leave days per school term.
1) Use shall require advance notification of Superintendent.
2) Approval of Superintendent must be secured except that requests shall not be unreasonably denied.
E. Bereavement Leave
The Board shall allow each employee three (3) paid bereavement days each year. These days will not accumulate from year to year and unused bereavement days will not be reimbursed. Approval of the Superintendent must be secured and reasonable requests shall not be denied.
F. Professional Leave
At the beginning of each school year, each employee shall be
credited with one (1) day professional leave at full pay to attend professional
conferences, meetings or workshops. The Superintendent may grant additional
professional leave at the sole and exclusive discretion of Superintendent. The
employee shall notify the Superintendent at least one (1) week in
advance of proposed use of a professional day. The Superintendent may deny any
professional leave if the granting of such day would result in the absence of more
than three teachers on the day of the proposed professional leave use.
G. Association Leave
national conferences or on other business pertinent to Association affairs, these
representatives shall be excused for two (2) District-wide (e.g. one employee two
days, two employees one day each) in any school term without loss of salary,
providing the Association reimburses the District for the cost of the substitute(s).
The Association shall submit a request for use of Association leave at least
seven (7) days in advance of proposed use. Association leave shall require
approval of the Superintendent. The Superintendent shall not unreasonably
deny requests. Association leave may be taken in ½ day increments.
H. Leave of Absence without Pay
Leaves of absence may be granted without pay to Employees who desire to return to employment in a similar capacity at a time mutually agreed upon.
Each approved leave of absence shall be of the shortest possible duration required to meet the purpose of the leave. Leaves of absence without pay for not more than one (1) year may be granted to Employees according to the following conditions:
1. Written requests for leave of absence without pay should be made at least three (3) months before the leave is desired, subject to approval by the Board.
2. Dates of departure and return must be mutually acceptable to the teacher and
administration and determined prior to any final action on the request.
3. Leaves may be granted for:
a. Teachers for advanced study leading to a degree in an approved university;
b. Teachers for educationally related travel if the applicant provides an itinerary and an explanation of how such travel will improve the educational program;
c. military service;
d. maternity, paternity, child-rearing, and adoption, and
e. other reasons acceptable to the Board.
4. Employees on such leave may continue insurance benefits if they reimburse
pro-rata costs of benefits for which they apply and providing the then current
carrier permits.
5. Employees will not advance on the salary schedule while on the approved
leave of absence without pay unless working at least 120 days during the school year in which the leave was taken.
6. The Board may waive the above restrictions at its discretion.
I. Freedom of Information Act
The Board shall comply with the Freedom of Information Act.
The Board agrees to pay $4,625 in the 2007-2008 school year, $4,750 in the 2008-2009 school year and $4,875 in the 2009-2010 school year toward an insurance program, annuity or cash for each full-time employee. The insurance carrier shall be determined by the Board of Education in consultation with the employees. The employee shall pay the difference between the full cost of this program and the amount paid by the Board. A committee will be formed to investigate carriers. The committee shall consist of employee(s), members of the Association selected by the Association, a board member, and a principal. Should the rate be less than $4,625 in the 2007-2008 school year, $4,750 in the 2008-2009 school year and $4,875 in the 2009-2010 school year, the remainder will be rolled into an annuity. Any new employee hired after September 1, 2007, is entitled to the respective amount as stated above towards insurance or annuity. The option of cash is not available to any newly hired employee.
Part-time employees shall be paid on a prorated basis, based on assigned average hours per week (minimum of 20 hours) according to the following schedule. The dollar amount will be paid on regular pay periods.
2007-2008
Amount/year Amount/pay period
20 hours week 4/8 $2,313 $ 96.38
25 hours week 5/8 $2,891 $120.46
30 hours week 6/8 $3,469 $144.55
35 hours week 7/8 $4,047 $168.63
40 hours week 8/8 $4,625 $192.71
2008-2009
Amount/year Amount/pay period
20 hours week 4/8 $2,375 $ 98.96
25 hours week 5/8 $2,969 $123.71
30 hours week 6/8 $3,563 $148.46
35 hours week 7/8 $4,156 $173.17
40 hours week 8/8 $4,750 $197.92
2009-2010
Amount/year Amount/pay period
20 hours week 4/8 $2,438 $101.59
25 hours week 5/8 $3,047 $126.96
30 hours week 6/8 $3,656 $152.34
35 hours week 7/8 $4,266 $177.75
40 hours week 8/8 $4,875 $203.13
K. Board Paid Retirement Contributions
The Board shall pay, in lieu of the employee, the contribution of 0.103753 of his/her salary to the Illinois Downstate Teachers’ Retirement System. The Board shall also pay in lieu of the employee 0.0147 of his/her salary to the Teacher’s Health Insurance Security Fund. The Board shall also pay in lieu of the employee 0.0058 for 2.2 Benefit Formula on all employees.
The Board agrees to reimburse each teacher up to a maximum of one thousand dollars ($1,000) per contract year toward additional course work providing the following stipulations and conditions are met:
1. Approval to take course work must be obtained from the Superintendent in writing within ten (10) days of the beginning of the course. No approval shall be allowed after the ten (10) day deadline.
2. The course work must be in the area of education and delivered by an
accredited college or university. Correspondence course work and online course work shall be approved provided that the course is offered by a college or university accredited by the Higher Learning Commission of the North Central Association of Colleges and Schools.
3. Course work must be at the graduate level (ie: 300-400-500 level courses only).
4. A grade of A or B must be received in the course, and a copy of the grade card must be delivered to the Superintendent.
5. Reimbursement for course work will only be allowed for tuition, fees, and book/material costs. Receipts for these expenses must be copied and delivered to the Superintendent before reimbursement is paid. Payment will be made within one (1) month after receipts and the grade card is received.
6. The district will only reimburse for expenses (tuition, fees, book/material
costs) in excess of those covered by grants and/or stipends.
M Professional Education Membership/Journals Reimbursement
The Board agrees to reimburse each teacher up to a maximum of fifty dollars ($50) per contract year toward professional educational memberships, journals or online subscriptions providing the following stipulations and conditions are met:
1. Requests for reimbursements must be approved by the Superintendent.
Requests shall not be unreasonably denied.
2. A copy of cancelled checks or receipts must be submitted before
reimbursement is made.
3. Reimbursement shall not be made for education union memberships.
N. Meal Reimbursement for Conference and Workshops
1. Permission for attendance at conference and/or workshops must have
previously been approved by the Superintendent.
2. Reimbursement form must be completed following the conference and/or
workshop and all receipts attached.
3. Reimbursement expenses must be approved by the Superintendent.
4. Limits will be as follows:
a) if the day exceeds 18 hours or when a night’s lodging is required, the
maximum reimbursement for meals will be $20 per day.
b) for days of less than 18 hours or when a night’s lodging is not required,
the maximum amounts per meal will be: breakfast $4.00, lunch $8.00,
dinner $10.00.
c) no reimbursement will be made for meals incurred during attendance at
evening University/College courses.
O. Vacations
After one (1) year of continuous employment, twelve (12) month full time support staff personnel shall be eligible for paid vacation days according to the following schedule:
1-9 years 10 days
10-14 years 15 days
15 or more years 20 days
P. Physicals, Drug Testing, and CDL’s
If the district requires an employee to obtain a physical examination or drug testing to maintain his or her job the district shall pay the cost of same. Drivers will be required to pay the cost of maintaining CDLs. Any regular employee or newly trained driver by 204 School District that drive a school bus will be reimbursed for their commercial driver’s license fees after 30 days of employment at the school. A morning and afternoon bus route equals one day. A field trip equals one day.
Q. Personnel Data Information
All employees shall receive an updated Personnel Data Sheet by the first day of October each school year. The sheet shall include but not be limited to the date of initial employment, years of service credit, accumulation of unused sick leave and update of total days available for the year, current salary with calculation by assignment, voluntary deductions from salary currently on file, and total amount being paid by the district toward health insurance.
R. Holidays
Twelve (12) month support staff personnel shall be granted the following paid holidays provided the school calendar recognizes the day(s) as holidays. Support staff personnel working less than twelve (12) months shall be granted a paid holiday for each day below which falls within the employee’s work year regardless of the day of the week provided the school calendar recognizes the day(s) as holidays. Holidays shall be observed on days designated by the District. An employee required to work on a holiday shall be paid for his/her work on the holiday plus holiday pay:
Nine (9) month employees shall receive 11 paid holiday days.
Twelve (12) month employees shall receive 12 paid holiday days.
S. Substitutes
Employees shall be responsible to find their own substitutes. However, when the superintendent requires an employee to attend a workshop; office personnel will secure a substitute unless other arrangements are preferred by the employee.
T. Incentive Pay
All employees shall receive incentive pay each year. Each full time 250-day employee with nine or fewer years of employment shall receive thirty-five ($35) dollars per day for each day worked beyond two hundred thirty-six (236) days. Each full time 250-day employee with ten (10) to fourteen (14) years of employment shall receive thirty-five ($35) dollars for each day worked beyond two hundred thirty-five (235) days. Each full time 250-day employee with fifteen (15) to nineteen (19) years of employment shall receive thirty-five ($35) dollars for each day worked beyond two hundred thirty-four (234) days. Each full time 250-day employee with twenty (20) or more years of employment shall receive thirty-five ($35) dollars for each day worked beyond two hundred thirty-three (233) days. Incentive pay for less than full time employees shall be prorated. Incentive pay shall be made in July.
Each full time 180-day employee with nine (9) or fewer years of employment shall receive thirty-five ($35) dollars per day for each day worked beyond one hundred sixty-six (166) days. Each full time 180-day employee with ten (10) to fourteen (14) years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred sixty-five (165) days. Each full time 180-day employee with fifteen (15) to nineteen (19) years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred sixty-four (164) days. Each full time 180-day employee with twenty (20) or more years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred sixty-three (163) days. Incentive pay for less than full time employees shall be prorated. Incentive pay shall be made in June.
Each full time 178-day employee with nine (9) or fewer years of employment shall receive thirty-five ($35) dollars per day for each day worked beyond one hundred sixty-four (164) days. Each full time 178-day employee with ten (10) to fourteen (14) years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred sixty-three (163) days. Each full time 178-day employee with fifteen (15) to nineteen (19) years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred sixty-two (162) days. Each full time 178-day employee with twenty (20) or more years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred sixty-one (161) days. Incentive pay for less than full time employees shall be prorated. Incentive pay shall be made in June.
Each full time 176-day employee with nine (9) or fewer years of employment shall receive thirty-five ($35) dollars per day for each day worked beyond one hundred sixty-two (162) days. Each full time 176-day employee with ten (10) to fourteen (14) years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred sixty-one (161) days. Each full time 176-day employee with fifteen (15) to nineteen (19) years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred sixty (160) days. Each full time 176-day employee with twenty (20) or more years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred fifty-nine (159) days. Incentive pay for less than full time employees shall be prorated. Incentive pay shall be made in June.
Each full time 175-day employee with nine (9) or fewer years of employment shall receive thirty-five ($35) dollars per day for each day worked beyond one hundred sixty-one (161) days. Each full time 175-day employee with ten (10) to fourteen (14) years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred sixty (160) days. Each full time 175-day employee with fifteen (15) to nineteen (19) years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred fifty-nine (159) days. Each full time 175-day employee with twenty (20) or more years of employment shall receive thirty-five ($35) dollars for each day worked beyond one hundred fifty-eight (158) days. Incentive pay for less than full time employees shall be prorated. Incentive pay shall be made in June.
U. Job Descriptions
The Board shall maintain a job description for each job category. A copy of the applicable job description shall be given to each current employee within thirty (30) days of the signing of this agreement and upon initial employment of each new employee.
V. Posting of Vacancies
Vacancies occurring within the bargaining unit including newly created positions and positions for which bargaining unit members are qualified shall be posted on
a designated bulletin board. Positions shall be posted for at least five (5) school days before being permanently filled. Nothing shall prevent the Board from temporarily filling positions. Postings shall contain the following information:
1. Type of work
2. Starting date
3. Pay information
4. Job description
5. Minimum requirements
W. Vacancy
A vacancy shall be defined as a position the Board intends to fill resulting from an addition, resignation, retirement or dismissal.
X. Summer Notification
The employer shall continue to post vacancies occurring within the bargaining unit including newly created positions as well as positions for which bargaining unit employees are qualified in summer months while school is not in session. In the summer the employer shall mail notification of the posting to all employees prior to the five (5) day posting period.
Y. Jury Duty
Whenever an employee is called for jury duty the employee shall suffer no loss of wage or benefit provided the employee returns his or her jury pay to the district. The employee shall be permitted to retain such jury pay as may be designated as mileage or expense reimbursement.
Z. Bus Drivers who are Teacher Aides
Bus Drivers who are also Teacher Aides shall receive full pay upon arrival at school for regularly scheduled aide work. When serving as a bus driver and Aide supervision is requested, the employee shall receive full Aide pay upon arrival to their destination. If the employee is not a Teacher Aide and supervision has been requested that employee shall receive the after 5 hour rate which will be $9.50 upon arrival to their destination. However, when serving as a bus driver when no Aide supervision is requested, the Aide shall receive 75% of their pay as if they had stayed at school. This will keep this classification of employees from taking a loss in pay under these circumstances by providing a bus driver services. Also, bus drivers who are also Teacher Aides shall not have to take sick or personal leave time when providing their services for field trips.
AA. Retirement Bonus and Incentive
Only a full-time support staff employee who is at 5/8 time or more who completes at least twenty-five (25) years of service and is at least fifty-five (55) years of age shall be paid a retirement bonus of four thousand dollars ($4,000) in his/her final year of employment. Formal notification must be given to the superintendent by September first (1) on the final year of service to receive this bonus.
The following incentive shall be provided to certified employees.
1. Eligibility
Only a full-time employee who is at 5/8 time or more who completes at least thirty-five (35) years of TRS creditable service at the time of retirement or is at least sixty (60) years of age at the time of retirement shall be paid a retirement incentive of seven thousand, five hundred dollars ($7,500) to be distributed over the final years of service as set forth within Section, 2, Distribution. The employer shall also pay the required TRS contribution. The incentive plus the TRS contribution shall constitute the pooled benefit amount. Formal notification must be given to the superintendent by March first (1) of the year in which payment of the incentive is to begin.
2. Distribution
The time period between the date that the retirement letter is received until the actual date of retirement constitutes the pre-retirement period. During each year of the pre-retirement period, the employee’s total creditable earnings will be increased from the creditable earnings derived using proper placement on the salary schedule to an amount equal to a 106% increase over the total creditable earnings for the prior year. The amount that it takes to increase the creditable earnings derived from proper placement on the salary schedule to the amount that is 106% above the creditable earnings from the prior year shall be deducted from the pooled benefit amount. The same procedure shall be used each year of the pre-retirement period until the total pooled benefit amount is paid out or retirement occurs. The calculation shall be adjusted, if necessary, so that the pooled benefit amount is never exceeded.
If retirement occurs prior to expending the pooled benefit amount, the remaining balance shall be paid to the employee in one lump sum. The benefits anticipated in this paragraph will be paid on or after the thirty-first day following the employee's retirement, but shall be paid prior to sixty days following the date of retirement.
In calculation of the one hundred-six percent (106%) increases, the amount each year may be rounded down to the nearest $5.00 to avoid TRS penalties.
3. Intent
The intent of the parties is that the employer
shall not experience any penalty for payment to any teacher of any creditable
earnings in excess of six percent resulting solely from Article AA, Retirement
Incentive, and the bargaining that resulted in Article AA, Retirement
Incentive, plus any wage increase in a given year was premised on that
understanding. It was also the intent of the parties to protect present
benefits and retirement income to the extent possible (without invocation of a
penalty obligation on the employer) and not to penalize any employee
financially, if not necessary, to protect the employer from penalty.
4. Effect of Successor Agreements
These provisions may be bargained at the discretion of the parties in a successor agreement; however, it is the intent of the parties that to the extent the employer can provide any employee offering a resignation under this provision the incentives provided for herein without incurring a TRS penalty for exceeding the 6% cap set forth in PA 94-04, the employer shall do so.
5. Reopening This Provision
Either party may request to reopen consideration of this provision following any legislative changes or rule (including TRS interpretation of rules) changes that affect this provision for the purpose of negotiating appropriate revisions. Status quo for purposes of such bargaining shall be compliance with this provision (to the extent possible) but under no circumstances shall status quo be interpreted to require the District to incur any additional assessment or penalty. If and when bargaining begins pursuant to a demand to bargain and if and when no agreement can be reached on the issue, the employer shall not be required to distribute the pooled benefit amount in a fashion that would result in any increased cost to the District due to a TRS assessment or penalty resulting from the legislative change or rules change beyond the negotiated benefit amount paid in behalf of the employee and the District's normal obligation. The District shall distribute the pooled benefit amount in a fashion that results in no additional assessment or penalty with as great a portion as possible being applied to creditable earnings.
5. Sunset of the Effect of This Provision
Any employee offering a resignation as outlined herein will receive the retirement incentive as a minimum guarantee through up to three years beyond the expiration of this agreement as outlined herein regardless of the inclusion of this provision in successor agreements.
BB.Music Program Stipend
The Board shall pay the music teacher a stipend of $200 for each music program presented outside of the regular teaching day limited to one performance per semester. The board shall pay the accompanist a stipend of $50 for each music program presented outside of the regular teaching day.
CC. Mileage Compensation
The Board shall pay any employee for mileage necessary or incurred related to any school activity, function or job at 45 cents per mile.
DD. Longevity Pay
The parties agree the pay schedule, during the term of this agreement, shall have the same number of steps as reflected in the 2006-2007 salary schedule. However, beginning in the 2007-2008 school year, a teacher who is beyond the last step of a column on the salary schedule will receive annually a salary payment, which shall be calculated in an amount equivalent to the last highest step increase in their column, plus any other salary increases under this agreement, which amount shall be added to their last annual salary.
ARTICLE VI
EFFECT OF AGREEMENT
A. Complete Understanding
The terms and conditions set forth in this Agreement represent the full and complete understanding and commitment between the parties.
B. Contractual Amendments
This Agreement shall constitute a binding obligation on both the Employer and the Association and for the duration hereof may be altered, changed, added to, deleted from, or modified only through the voluntary, mutual consent of these parties in a written and signed amendment to this Agreement.
C. Savings Clause
Should any article, section, or clause of this Agreement be declared illegal by a court of competent jurisdiction, said article, section, or clause, as the case may be, shall be automatically deleted from this Agreement to the extent that it violated the law. The remaining articles, sections, and clauses shall remain in full force and effect for the duration of the Agreement if not affected by the deleted article, section, or clause.
D. Bargaining Notification
The parties shall commence bargaining for a successor Agreement on or before June 15 of the year this Agreement expires and shall bargain as per the IELRA and its rules and regulations.
E. Mediation
It is agreed that the parties will jointly request the assistance of a mediator from the Federal Mediation and Conciliation Service (FMCS) if either party determines that the assistance of a mediator would be helpful. Should FMCS refuse, the parties shall immediately commence discussion as to a replacement. In the event the parties cannot agree upon a replacement, the Illinois Educational Labor Relations Board (IELRB) shall be notified.
F. Printing of Contract, Costs and Distribution
As soon as practical after the Agreement is signed, a copy of the Agreement shall be printed at the expense of the Employer and presented to each Bargaining Unit Member.
G. Supremacy of Agreement
This Agreement shall supersede all other arrangements and understandings between the parties, whether written or oral.
H. Duration
2007–2008, 2008-2009 and 2009-2010 school years.
I No Strike
No employee acting individually or in concert shall engage in any strike for the term of the Agreement.
THE 204 EDUCATION BOARD OF EDUCATION
ASSOCIATION, IEA/NEA COMMUNITY CONSOLIDATED
SCHOOL DISTRICT #204
BY:__________________________ BY:__________________________
President President
BY:__________________________ BY:__________________________
Secretary Secretary
DATE:________________________ DATE:________________________
CAFETERIA DEPARTMENT
Cafeterial Rates & Seniority List
|
|
Name |
Position |
2007-2008 |
2008-2009 |
2009-2010 |
|
1. Head Cook |
Beth Lazenby |
Head Cook |
$11.90 |
$12.70 |
$13.45 |
|
2. |
Suzanne George |
Asst. Cook |
$9.90 |
$10.70 |
$11.45 |
|
3. |
Kelley Searby |
Dishwasher |
$9.35 |
$10.15 |
$10.90 |
Hourly pay scale increase for cafeteria workers:
First year: 90 cents
Second year: 80 cents
Third year: 75 cents
Beginning hourly pay scale for cafeteria positions for all new employees:
Head cook: Minimum wage + $1.50
Assistant cook: Minimum wage + 50 cents
Dishwasher: Minimum wage
In the event of a reduction in the workforce the cafeteria seniority list must be used.
Experience may be recognized to increase pay in the recruitment of new employees.
Any employee that fills any existing position within the department will maintain their pay rate or starting salary, whichever is the higher of the two.
Any newly created non-certified positions will start at minimum wage.
TEACHER AIDE DEPARTMENT
Teacher Aide Rates & Seniority List
|
|
Employee |
2007-2008 |
2008-2009 |
2009-2010 |
|
1. |
Kathy Jenkel |
$11.32 |
$12.12 |
$12.87 |
|
2. |
NoraBeth Helvey |
$9.90 |
$10.70 |
$11.45 |
|
3. |
Kelley Searby |
$9.90 |
$10.70 |
$11.45 |
|
4. |
Tammy Helvey |
$9.90 |
$10.70 |
$11.45 |
|
5. |
Marla Wright |
$9.90 |
$10.70 |
$11.45 |
|
6. |
Travis Stanton |
$8.40 |
$9.20 |
$9.95 |
|
7. |
Donna Smith |
$8.40 |
$9.20 |
$9.95 |
In the event of a reduction in the workforce the seniority list must be used.
Experience may be recognized to increase pay in the recruitment of new employees.
Any employee that fills any existing position within the department will maintain their pay rate or starting salary, whichever is the higher of the two.
Highly qualified paraprofessionals will be at the top of the seniority list according to the date of his/her date of hiring beginning on January 8, 2006.
Hourly pay scale increases:
Highly qualified paraprofessionals:
First year: 90 cents
Second year: 80 cents
Third year: 75 cents
Teacher Aide:
First year: 90 cents
Second year: 80 cents
Third year: 75 cents
Starting hourly rate for a Teacher Aide:
Highly qualified paraprofessional: $8.40 per hour
Teacher Aide: Minimum wage
CUSTODIAL DEPARTMENT
Custodial Rates & Seniority List
|
|
Name |
Position |
2007-2008 |
2008-2009 |
2009-2010 |
|
1. Head Custodian |
Brian Kellerman |
Head Custodian |
$13.40 |
$14.20 |
$14.95 |
|
2. |
Dennis Ginn |
Night Custodian |
$10.80 |
$11.60 |
$12.35 |
|
3. |
Joe Jackson |
Night Custodian |
$10.80 |
$11.60 |
$12.35 |
Hourly pay scale increase for custodians:
First year: 90 cents
Second year: 80 cents
Third year: 75 cents
In the event of a reduction in the workforce the custodial seniority list must be used.
Beginning hourly pay scales for custodial positions for new employees:
Head custodian: $10.00 per hour
Night custodian: $8.00 per hour
Experience may be recognized to increase pay in the recruitment of new employees.
Any employee that fills any existing position within the department will maintain their pay rate or starting salary, whichever is the higher of the two.
TRANSPORTATION DEPARTMENT
Salary increase for entire transportation department will be:
First year: No increase
Second year: $200 per route per year
Third year: $200 per route per year
|
|
2007-2008 Base Rate |
2008-2009 Base Rate |
2009-2010 Base Rate |
|||
|
|
Route 1&4 |
Route 2&3 |
Route 1&4 |
Route 2&3 |
Route 1&4 |
Route 2&3 |
|
0-5 years |
$9,622 |
$7,054 |
$9,822 |
$7,254 |
$10,022 |
$7,454 |
|
6-10 years |
$9,933 |
$7,362 |
$10,133 |
$7,562 |
$10,333 |
$7,762 |
|
11-15 years |
$10,549 |
$7,980 |
$10,749 |
$8,180 |
$10,949 |
$8,380 |
|
16-20 years |
$11,213 |
$8,597 |
$11,413 |
$8,797 |
$11,613 |
$8,997 |
|
21-25 years |
$11,784 |
$8,907 |
$11,984 |
$9,107 |
$12,184 |
$9,307 |
|
26+ years |
$12,402 |
$9,524 |
$12,602 |
$9,724 |
$12,802 |
$9,924 |
All full-time bus drivers are considered 4/8 employees. Each respective driver will be paid for the current school year according to the chart above per years of service at CCSD 204 as of their amount of service time at the start of the school year. All employees hired as bus drivers will begin at the base rate according to assigned route according to number of years driving full time at this school.
Available routes will be offered to current drivers according to seniority list. Only for the 2007-2008 school year, a bus driver may choose their route. The seniority list will be followed to do this. The driver will then remain at their chosen route for the length of this contract or until a route becomes available due to resignation, etc.
In the event of a reduction in the workforce the school bus driver seniority list must be used.
School bus driver seniority list
1. Kathy Jenkel
2. Dennis Ginn
3. Barb Kirby
4. Gina Lawless
Extra Runs:
|
Run |
2007-2008 |
2008-2009 |
2009-2010 |
|
Band – Hourly |
$17.94 |
$17.94 |
$17.94 |
|
Special Ed. - Hourly |
$17.94 |
$17.94 |
$17.94 |
|
Sp Field & Sports Trips |
|
|
|
|
0-2 . 5 hours |
$35.00 |
$35.00 |
$35.00 |
|
As 2.5 - 5 hours |
$46.74 |
$46.74 |
$46.74 |
|
5+ hours/rate per hour |
$9.50 |
$9.50 |
$9.50 |
|
Bus Wash |
$17.47 |
$17.47 |
$17.47 |
One paid bus washing allowed per week.
Band and special education runs will be paid in ½ hour increments at the current rate.
Field or sports trips of 2.5 hours or less will be paid at the stated rate. Trips up to 5 hours will be paid at the stated rate. The hourly rate after 5 hours is as stated.
All extracurricular trips will be scheduled by following the customary rotation of bus drivers.
Bus drivers that drive an extracurricular run that takes place during their regular scheduled bus route will get paid for their bus route and extra run. Bus drivers that drive an extracurricular run that takes place during a regular scheduled band run or regular scheduled special education run will get paid for their regular run and extracurricular run.
Extra bus run/trip is defined as any time a driver is asked to drive a bus (bus inspection, field trip, sporting event, bus servicing, etc.)
Substitute Bus Drivers:
Pay scale for all routes: $21.75
TABLE OF CONTENTS
ARTICLE I – RECOGNITION AND DEFINITIONS
C. Part-Time Employees 1
D. Definition of Employee 1
E. Definition of Days 1
F. Definition of Superintendent 1
G. Definition of Employer 1
H. Definition of Association 2
ARTICLE II – ASSOCIATION RIGHTS
A. Right to Organize and Participate 3
B. Employer Hearings/Employee Rights 3
C. Employee Notification of Assignments 3
D. Board Meetings – Notification 3
E. Board Agendas Mailed to Association Representatives 3
F. Board Minutes – Association Copies 3
G. Use of Facilities 4
H. Bulletin Boards 4
I. Use of Mailboxes 4
ARTICLE III – GRIEVANCE PROCEDURE
A. Grievance Definition 5
B. Grievance Time Limits 5
C. Grievance Informal Resolution 5
D. Grievance – Step I 5
E. Grievance – Step II 5
F. Grievance – Step III 6
G. Bypass 6
H. Class Grievance 6
I. No Reprisals Clause 6
J. Filing of Materials 6
K. Grievance Withdrawal 6
L. No Written Response 6
M. Expedited Arbitration 6
N. Costs 7
O. Court Reporter 7
P. Settlement 7
ARTICLE IV – EMPLOYEE EVALUATION
A. Formal Evaluation 8
B. Evaluation Minimums 8
C. Response to Evaluation 8
D. Informal Evaluation 8
E. Evaluators 8
F. Personnel File 8
G. Pre-Conference 9
H. Investigation of Complaints 9
I. Post Evaluation 9
ARTICLE V – WORKING CONDITIONS AND LEAVE
A. Work year 10
B. Work Day 10
C. Sick Leave 10
D. Personal Leave 11
E. Bereavement Leave 11
F. Professional Leave 11
G. Association Leave 12
H. Leave of Absence without Pay 12
I. Freedom of Information Act 13
J. Insurance 13
K. Board Paid Retirement Contributions 14
L. Teachers Course Work Reimbursement 14
M. Professional Education Membership/Journals Reimbursement 15
N. Meal Reimbursement for Conference and Workshops 15
O. Vacations 15
P. Physicals, Drug, Testing, and CDL’s 16
Q. Personnel Data Information 16
R. Holidays 16
S. Substitutes 16
T. Incentive Pay 17
U. Job Descriptions 18
V. Posting of Vacancies 18
W. Vacancy 18
X. Summer Notification 18
Y. Jury Duty 19
Z. Bus Drivers/Teacher Aide 19
AA. Retirement Bonus and Incentive 19
BB. Music Program Stipend 21
CC. Mileage Compensation 21
DD. Longevity
Pay
21
ARTICLE VI – EFFECT OF AGREEMENT
A. Complete Understanding 22
B. Contractual Amendments 22
C. Savings Clause 22
D. Bargaining Notification 22
E. Mediation 22
F. Printing of Contract, Costs, Distribution 22
G. Supremacy of Agreement 23
H. Duration 23
I. No Strike 23
APPENDIX
Teacher Salary Schedule 2007-2008, 2008-2009, 2009-2010
Non-certified Pay Schedules By Department
Extracurricular Increment Pay Schedule
AGREEMENT BETWEEN
THE BOARD OF EDUCATION
COMMUNITY CONSOLIDATED SCHOOL DISTRICT 204
AND
THE 204 EDUCATION ASSOCIATION
204 ASSOCIATION OF EDUCATIONAL SUPPORT PERSONNEL
2007-2008
2008-2009
2009-2010
EXTRACURRICULAR INCREMENT PAY SCHEDULE
2007-2008, 2008-2009, 2009-2010
|
Position |
Years experience in position at #204 |
|||||
|
|
0 |
1 |
2 |
3 |
4 |
|
|
Baseball Head Coach |
$550 |
$600 |
$650 |
$700 |
$740 |
$25 for each additional year |
|
Baseball Asst. Coach |
$275 |
$300 |
$325 |
$350 |
$375 |
$25 for each additional year |
|
Softball Head Coach |
$550 |
$600 |
$650 |
$700 |
$750 |
$25 for each additional year |
|
Softball Asst. Coach |
$275 |
$300 |
$325 |
$350 |
$375 |
$25 for each additional year |
|
Cross Country |
$400 |
$450 |
$500 |
$550 |
$600 |
$25 for each additional year |
|
Boys Basketball Head Coach |
$1250 |
$1350 |
$1450 |
$1550 |
$1750 |
$50 for each additional year |
|
Boys Basketball Asst. Coach |
$625 |
$675 |
$725 |
$775 |
$875 |
$50 for each additional year |
|
Girls Basketball Head Coach |
$1250 |
$1350 |
$1450 |
$1550 |
$1750 |
$50 for each additional year |
|
Girls Basketball Asst. Coach |
$625 |
$675 |
$725 |
$775 |
$875 |
$50 for each additional year |
|
Volleyball Head Coach |
$550 |
$600 |
$650 |
$700 |
$750 |
$25 for each additional year |
|
Volleyball Asst. Coach |
$275 |
$300 |
$325 |
$350 |
$375 |
$25 for each additional year |
|
Track Head Coach |
$700 |
$750 |
$800 |
$850 |
$900 |
$25 for each additional year |
|
Track Asst. Coach |
$350 |
$375 |
$400 |
$425 |
$450 |
$25 for each additional year |
|
Cheerleading Sponsor |
$600 |
$650 |
$700 |
$750 |
$800 |
$25 for each additional year |
|
Head Teacher |
$800 |
$850 |
$900 |
$950 |
$1000 |
$25 for each additional year |
|
Student Council Sponsor |
$550 |
$600 |
$650 |
$700 |
$750 |
$25 for each additional year |
|
Scholar Bowl Sponsor |
$550 |
$600 |
$650 |
$700 |
$750 |
$25 for each additional year |
|
Athletic Director |
$2000 |
$50.00 each additional year |
||||
CCSD 204
2009-2010 Compensation Report
|
Last Name |
First Name |
Position |
# years in district |
|
Sanders |
David |
Baseball Coach |
4 |
|
Baker |
Shane |
Asst. Baseball Coach |
0 |
|
Hale |
Bryant |
Softball Coach |
0 |
|
Opp |
Cynthia |
Asst. Softball Coach |
1 |
|
Keith |
Cheryl |
Cross Country Coach |
0 |
|
Ginn |
Dennis |
Boys Basketball Coach |
18 |
|
Plumlee |
Josh |
Asst. Boys Basketball Coach |
1 |
|
Kasey |
Kellerman |
Girls Basketball Coach |
3 |
|
|
|
Asst. Girls Basketball Coach |
0 |
|
Gill |
Bonnie |
Volleyball Coach |
1 |
|
Hagood |
Heather |
Asst. Volleyball Coach |
1 |
|
Kania |
Dennis |
Track Coach |
8 |
|
Dorsey |
Renee |
Asst. Track Coach |
5 |
|
Kania |
Natasha |
Cheerleading Sponsor |
4 |
|
Ginn |
Dennis |
Athletic Director |
12 |
|
Tanner |
Vickie |
Head Teacher |
2 |
|
Silvania |
Dianna |
Student Council Sponsor |
7 |
|
Hirsch |
Collin |
Bus Driver |
4.9 |
|
Jenkel |
Kathy |
Bus Driver |
19 |
|
Kirby |
Barbara |
Bus Driver |
5.5 |
|
Lawless |
Gina |
Bus Driver |
2.5 |
|
Kirby |
Barbara |
Special Education Transporter |
4.4 |
|
Jenkel |
Kathy |
Special Education Transporter |
0 |
|
Jenkel |
Kathy |
Band Transporter |
19 |
|
Jackson |
Joseph |
Custodian |
12 |
|
Kellerman |
Brian |
Custodian |
10.67 |
|
Lazenby |
Beth |
Cook |
18 |
|
George |
Suzanne |
Asst. Cook |
4 |
|
Helvey |
NoraBeth |
Aide |
11 |
|
Jenkel |
Kathy |
Aide |
19 |
|
Searby |
Kelley |
Aide |
11.6 |
|
Frick |
Karen |
Computer Tech. |
0 |
|
Berg |
Rockne |
Teacher |
27 |
|
Bigham |
Nancy |
Teacher |
24 |
|
Craft |
Jennifer |
Teacher |
0 |
|
Dorsey |
Renee |
Teacher |
10 |
|
Frick |
Karen |
Teacher |
0 |
|
Hall |
Tammy |
Teacher |
8 |
|
Kania |
Dennis |
Teacher |
10 |
|
Schobert |
Faye |
Teacher |
4 |
|
Shaneyfelt |
Katie |
Teacher |
8 |
|
Silvania |
Dianna |
Teacher |
7 |
|
Southard |
Nell |
Teacher |
25 |
|
Tanner |
Vickie |
Teacher |
30 |
|
Vanderjack |
Darlene |
Teacher |
10.5 |
|
Rakers |
Cathy |
Secretary |
10 |
|
Restoff |
Kathryn |
Bookkeeper |
11 |
|
1 |