OFFICIAL COPY

WAUCONDA COMMUNITY UNIT SCHOOLDISTRICT NO. 118

555 North Main StreetWauconda, Illinois 60084

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AGREEMENT

between the

BOARD OF EDUCATION

and the

WAUCONDA EDUCATION ASSOCIATION

2014-20152015-20162016-20172017-20182018-2019

TABLE OF CONTENTS

Page

ARTICLE I RECOGNITION.........................................................................................8

1.1 Unit Definition..........................................................................................................8

ARTICLE II TEACHER RIGHTS..................................................................................9

2.1 Employment Conference..........................................................................................92.2 Personnel File ..........................................................................................................92.3 No Discrimination for Membership..........................................................................92.4 Individual Contracts..................................................................................................92.5 Discipline..................................................................................................................92.6 Substitutes...............................................................................................................10

ARTICLE III ASSOCIATION RIGHTS........................................................................11

3.1 Association Dues....................................................................................................11A. Fair Share...................................................................................................11B. Dues Deduction..........................................................................................11

3.2 Association Use of School Facilities.......................................................................12A. Use of Building ..........................................................................................12B. Use of Communications..............................................................................12C. Use of Equipment.......................................................................................12

3.3 Announcements/Building Meetings........................................................................123.4 New Hires/Names...................................................................................................133.5 New Hires/Announcements....................................................................................13

ARTICLE IV EMPLOYMENT CONDITIONS............................................................14

4.1 School Calendar......................................................................................................144.2 Classroom Discipline..............................................................................................144.3 Teacher Load and Assignments..............................................................................14

A. Teacher Load/High School and Middle School...........................................14B. Teacher Load/Elementary...........................................................................14C. Duty Free Lunch.........................................................................................15D. Traveling Teacher.......................................................................................15

1. Overload.........................................................................................152. Assignments...................................................................................153. Travel.............................................................................................154. Supervisory Duties..........................................................................15

E. Certified Personnel in Learning Center/Library..........................................15F. School Nurse, Counselors, Social Workers.................................................16G. Planning Time............................................................................................16

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4.4 Teacher/Departure Time.........................................................................................164.5 Building/Faculty Meetings......................................................................................164.6 Supervisory Duties..................................................................................................164.7 Inclement Weather Plan..........................................................................................174.8 Class Size...............................................................................................................17

A. Reasonable Class Size.................................................................................17B. Uniform Class Size.....................................................................................17C. Determining Factors...................................................................................17D. Standing Committee - Class Size................................................................17

4.9 Extra-Curricular/Supplemental Duties and New Activities/Clubs..............................................................................................17A. Extra-Curricular..........................................................................................17B. Supplementals.............................................................................................18C. Extra-Curricular Committee........................................................................18

4.10 Proctoring …………………………………………………...................................184.11 Job Sharing.............................................................................................................194.12 Individual Educational Plans (IEP) Release Days...................................................194.13 Regular Release Program........................................................................................194.14 In-Service/Institute Days.........................................................................................214.15 Part-Time Departmentalized Positions....................................................................214.16 Part-Time Teacher Attendance................................................................................214.17 Mandatory Training for New Teachers and/or

Teachers with New Assignments............................................................................224.18 Evening Activities...................................................................................................22

ARTICLE V TEACHER EVALUATION.....................................................................23

5.1 Evaluation Instrument.............................................................................................235.2 Observations and Evaluations.................................................................................23

A. Formal Observation....................................................................................23B. Evaluation Observation Dates.....................................................................23

5.3 Evaluation Conferences..........................................................................................24A. Formal Observation Conference.................................................................24B. Formal Summative Evaluation Conference.................................................24

5.4 Evaluation Purpose.................................................................................................245.5 Substance of Evaluation..........................................................................................245.6 Designated Primary Evaluators...............................................................................245.7 Joint Advisory Evaluation Committee....................................................................24

ARTICLE VI TEACHER COMPENSATION AND FRINGE BENEFITS................................................................................25

6.1 Compensation Rates/Related Increases...................................................................256.2 Extra-Curricular Schedule(s)...................................................................................256.3 Horizontal Advancement........................................................................................25

A. Prior Approval............................................................................................25

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B. One Lane Limitation...................................................................................26C. Advancement..............................................................................................26D. Evidence.....................................................................................................26E. Placement...................................................................................................26F. List of Endorsed/Promoted Courses............................................................27

6.4 Vertical Advancement............................................................................................27A. One Step Limitation....................................................................................27B. Employment Days for Advancement..........................................................27

6.5 Pay Date Schedule(s) .............................................................................................276.6 Pay Date/Direct Deposit..........................................................................................276.7 Extra-Curricular Pay Date.......................................................................................276.8 Life Insurance.........................................................................................................286.9 Cash Benefits..........................................................................................................28

A. Utilization of Cash Benefits........................................................................281. Premiums for Health/Major

Medical Insurance...........................................................................282. Cash................................................................................................28

B. Salary Reduction Plan.................................................................................286.10 Overload Compensation, Teacher Leadership Positions,

and Extended Contracts..........................................................................................29A. Overload Compensation..............................................................................29B. Teacher Leadership Positions......................................................................29C. Extended Contracts.....................................................................................30

6.11 Internal Substitution................................................................................................316.12 TRS Contributions..................................................................................................31

A. Hold Harmless............................................................................................31B. Duty to Bargain..........................................................................................31

6.13 Part-Time Benefits..................................................................................................316.14 Tuition Reimbursement..........................................................................................316.15 Workshop Credit Payment......................................................................................32

ARTICLE VII LEAVES....................................................................................................33

7.1 Sick Leave/Sick Leave Bank..................................................................................33A. Sick Leave Days.........................................................................................33B. Sick Leave Bank.........................................................................................33

7.2 Personal Leave........................................................................................................347.3 Bereavement Leave................................................................................................347.4 Unpaid Leaves of Absence......................................................................................34

A. Maternity/Child-Rearing/Adoption Leave...................................................34B. Sabbatical Leave.........................................................................................35C. One Year Leave..........................................................................................35D. General Unpaid Leave................................................................................35

7.5 General Conditions for Leaves of Absence.............................................................36A. Time-Lines for Requesting Leaves.............................................................36B. Medical Substantiation................................................................................36

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C. Structuring of Leave...................................................................................36D. Sick Leave..................................................................................................36E. Compensation Schedule Advancement.......................................................37F. Insurance Benefits.......................................................................................37G. Notice of Intent to Return...........................................................................37H. Early Return from Leave.............................................................................37I. Non-Tenured Teachers................................................................................37J. Board Discretion.........................................................................................37K. Family and Medical Leave Act...................................................................38

7.6 Religious Leave......................................................................................................387.7 Inclement Weather..................................................................................................397.8 Association Leave...................................................................................................397.9 Association Release Time.......................................................................................397.10 NIHIP Release Time...............................................................................................39

ARTICLE VIII GRIEVANCE PROCEDURE..................................................................40

8.1 Grievance Definitions.............................................................................................408.2 Procedures..............................................................................................................40

A. Informal Grievance Process........................................................................40B. Formal Grievance Process..........................................................................40

8.3 Step One By-Pass...................................................................................................41A. Association/Superintendent Agreement

By-Pass Agreement....................................................................................41B. Grievance Above Building Level................................................................41

8.4 Direct Arbitration....................................................................................................418.5 Representation........................................................................................................418.6 No Reprisals...........................................................................................................418.7 Grievance Release Time.........................................................................................418.8 Grievance Records..................................................................................................428.9 Grievance Withdrawn.............................................................................................42

ARTICLE IX TEACHER COMPLAINTS OTHER THAN GRIEVANCES AND BUILDING COUNCILS....................................43

9.1 Complaint Procedure..............................................................................................439.2 Building Councils...................................................................................................439.3 Grievance Exemption/Non-Contractual..................................................................43

ARTICLE X REDUCTION-IN-FORCE.......................................................................44

10.1 Seniority ................................................................................................................4410.2 Teacher Reduction in Force....................................................................................44

A. Board Rights...............................................................................................44B. Vacancy/Recall...........................................................................................44

1. Conditions of Recall.......................................................................45

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2. Recalled Teacher Status..................................................................4510.3 Seniority Ranking...................................................................................................45

ARTICLE XI VACANCIES AND TRANSFERS..........................................................46

11.1 Posting Vacancies...................................................................................................4611.2 Vacancy/Voluntary Transfer Process......................................................................4611.3 Involuntary Transfer...............................................................................................46

ARTICLE XII NEGOTIATIONS.....................................................................................47

12.1 Mediation................................................................................................................47

ARTICLE XIII EFFECT OF AGREEMENT...................................................................48

13.1 Severance Clause....................................................................................................4813.2 Management Rights................................................................................................4813.3 Mid-Term Bargaining Obligations..........................................................................48

ARTICLE XIV RETIREMENT.........................................................................................49

14.1 Retirement-Based, 4 Year Salary Increase..............................................................4914.2 Retirement Benefit For Non-ERO Retirees.............................................................4914.3 Retirement Committee............................................................................................5014.4 Filing and Eligibility Time Period...........................................................................5014.5 TRS Definition.......................................................................................................50

ARTICLE XV NO STRIKE/NO LOCKOUT..................................................................51

15.1 No Strike/No Lockout.............................................................................................51

ARTICLE XVI DURATION..............................................................................................52

Appendix A Salary Schedule 2014-2015.....................................................................................53Appendix B Extra-Curricular Schedule 2014-2015.....................................................................54Appendix C Salary Schedule 2015-2016.....................................................................................55Appendix D Extra-Curricular Schedule 2015-2016.....................................................................56Appendix E Salary Schedule 2016-2017.....................................................................................57Appendix F Extra-Curricular Schedule 2016-2017.....................................................................58Appendix G Salary Schedule 2017-2018.....................................................................................59Appendix H Extra-Curricular Schedule 2017-2018.....................................................................60Appendix I Salary Schedule 2018-2019.....................................................................................61Appendix J Extra-Curricular Schedule 2018-1019.....................................................................62Appendix K Sick Leave Bank Rules and Regulations ................................................................63

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SAMPLE FORMS...................................................................................................................66-80

Authorization for Salary Deduction for Tax Sheltered Annuities........................................66Flexible Benefits Election Form..........................................................................................67Request for Approval Graduate Coursework.......................................................................68Credit Course Reimbursement............................................................................................69Personal Business Leave.....................................................................................................70Sick Leave Report...............................................................................................................71

Non-Contractual Memorandum of Understanding Regarding Implementation of "Modified Block" Schedule at Wauconda High School.....................................72Memorandum of Understanding Re: Inclusion Oversight Committee.............................................73Side Letter: Staff Attire Policy ........................................................................................................74Non-Contractual Side-Letter Regarding Insurance Committee........................................................75Confirmation Letter Re: Reconfiguration of High School Departments .........................................76Memorandum of Understanding: Substitute Teachers for REI Classroom Teachers ....................................................................................................................77Side-Letter: Potential TRS Penalty for Salary Increases in Excess of 6% .......................................78Side-Letter: Health Retirement Account ........................................................................................79Non-Contractual Side-Letter Regarding Performance Evaluation Reform Act.....................................................................................................................................80

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ARTICLE I - RECOGNITION

1.1 Unit Definition

The Board of Education of School District No. 118, Lake County, Wauconda, Illinois, hereinafter referred to as the "Board", recognizes the Wauconda Education Association, affiliated with Illinois Education Association/NEA and the National Education Association (NEA) hereinafter referred to as the "Association", as sole negotiating agent for all regularly employed certificated personnel hereinafter referred to as "teachers, including certified school psychologists," but expressly not including the Superintendent, Business Manager, Athletic Director, Director of Special Services, Curriculum Director, Principals, Assistant Principals, Occupational Therapists, Physical Therapists, substitutes, supervisors and managers as such are defined by the Illinois Educational Labor Relations Act.

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ARTICLE II - TEACHER RIGHTS

2.1 Employment Conference

When a teacher is required to appear before the Board or any administrator on a matter which may affect the teacher's employment, the teacher shall be entitled to have a representative present. The teacher shall be given advance notice of the meeting and shall be advised of the reason(s) for the meeting. In case of appearance before the Board, such notice shall be in writing. The teacher shall give advance notice when exercising the right to have a representative present to the administrator and/or Board, whichever is applicable.

This provision shall not apply in cases in which immediate action is deemed necessary unless such representative is reasonably available.

2.2 Personnel File

Each teacher shall have the right, upon request, to review the contents of his/her personnel file and to place therein written reactions to any of its contents, provided such reactions shall be filed within five (5) working days of the knowledge of the addition of such material to the teacher's personnel file. Such review of the personnel file shall occur during regular business hours, and during a time when the teacher is not otherwise assigned and in a manner which shall not interfere with the operation of the personnel office or of the District. Such review shall be in the presence of a designated employee of the Board. No item in the personnel file shall be removed therefrom without the consent of the Superintendent or designee. The teacher shall be given a copy of any material added to his/her personnel file within the ten (10) working days from when he/she had or might reasonably have had knowledge of such addition. This Section shall not be applicable to any evaluative or reference information received by the Board prior to the teacher's first employment day in the District.

2.3 No Discrimination for Membership

Teachers shall have the right to join and assist the Association and to participate in negotiations with the Board. The Board shall not discriminate against any teacher with respect to hours, wages, terms and conditions of employment for reason of membership in the Association, participation in negotiations with the Board, or the institution of any grievance, complaint or proceeding under this Agreement.

2.4 Individual Contracts

Any individual contracts given to teachers shall not conflict with any provisions of this Agreement.

2.5 Discipline

No teacher shall be given a written reprimand, suspended without pay or denied

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advancement on the existing salary schedule without reasonable cause, or unless in accordance with this Agreement.

2.6 Substitutes

The administration shall have the sole authority and responsibility for securing substitutes or other replacement teachers for approved teacher absences. Such authority or responsibility shall not be delegated to any bargaining unit member.

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ARTICLE III - ASSOCIATION RIGHTS

3.1 Association Dues

A. Fair Share

1. Each bargaining unit member, as condition of his/her employment, on or before thirty (30) days from the date of commencement of duties or the effective date of this Agreement whichever is later, shall join the association or pay a fair share fee to the Association equivalent to the amount of dues uniformly required of members of the Association, including local, state and national dues.

2. In the event that the bargaining unit member does not pay his/her fair share fee to the Association by a certain date as established by the Association, the Board shall deduct the fair share fee from the wages of the non-member.

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

3. This Section shall be implemented in accordance with the rules and regulations of the Illinois Educational Labor Relations Board.

4. In the event of any legal action against the Board brought in a court or administrative agency because of its compliance with this Article, the Association agrees to defend such action at its own expense and through its own counsel, provided:

a. The Board gives immediate notice of such action in writing to the Association, and permits the Association intervention as a party if it so desires, and

b. The Board gives full and complete cooperation to the Association and its counsel in securing and giving evidence, obtaining witnesses and making relevant information available.

B. Dues Deduction

The Board shall deduct from each teacher's pay the dues of the Association and of its affiliated organizations, provided that the teacher has previously executed an authorization for such deduction, and provided that such deductions shall not vary in amount from paycheck to paycheck during any single school year. This authorization shall remain in effect according to its terms. Such authorization shall be deemed to be automatically revoked upon termination of employment. All dues authorizations shall be effective no later than thirty (30) calendar days following its receipt by the Board. All dues deducted by the Board shall be remitted to the

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Association no later than ten (10) calendar days after such deductions are made, provided the Association shall, in accepting such dues, agree to defend and hold harmless the Board and its members, agents and employees from all actions pursuant to this Section, provided the Board shall have complied therewith.

3.2 Association Use of School Facilities

The Association shall not be denied the following:

A. Use of Building

The use of available school buildings for meetings of the Association pursuant to reasonable advance notice to the building principal, provided this Section shall not apply where more than fifteen (15) persons are in attendance unless at least ninety percent (90%) of those in attendance are employees of the Board or members of their immediate family and provided that the Association shall promptly reimburse the Board for any expenses incurred therewith and for any damages that may arise therefrom.

B. Use of Communications

The use of teacher mailboxes, inter- and intra-school mail and a bulletin board in the teacher's lounge of each school building for the purpose of internal communications, provided all such publications shall be identified as Association materials and initialed by the authorizing official of the Association.

Use of school mail services shall be without U.S. postage unless otherwise required by the U.S. Postal Service or other appropriate agency. However, the Association shall indemnify and hold harmless the Board from any liability, damages, fines or other costs arising from the Association's use of such mail services.

C. Use of Equipment

The use of school typewriters, duplicating machines, and computers provided that by such use the Association agrees to promptly reimburse the Board for any damage which arises therefrom and to pay for all consumable materials utilized in connection therewith, and provided further that such use shall be contingent upon the absence of any need to use such equipment for any aspect of the school program and that such use may be restricted to occasions when designated school employees are present.

3.3 Announcements/Building Meetings

The Association President or designee shall be entitled to make an announcement or report at the end of building/faculty meetings provided the association President makes a request to the building principal at least twenty-four (24) hours prior to such meeting. The principal

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may waive notice if in his/her opinion the association demonstrates an inability to give prior notice due to the emergency nature of the announcement or report.

3.4 New Hires/Names

The Superintendent or designee shall provide the Association President with the names, addresses and telephone numbers of all newly hired teachers within five (5) employment days following the teacher's first day of employment or Board action to hire, whichever is earlier.

3.5 New Hires/Announcements

The Board or designee shall provide the Association President with agenda time to address the newly hired teachers at the initial meeting with those teachers. The amount and placement of such time on the agenda shall be by mutual agreement between the Superintendent and the Association President.

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ARTICLE IV - EMPLOYMENT CONDITIONS

4.1 School Calendar

The Superintendent shall provide the Association an opportunity to consult regarding his recommendations to the Board for the establishment of a school calendar which calendar shall not exceed one hundred eighty-seven (187) employment days. Such consultation shall include, but not be limited to, the starting and closing dates, the days used for institutes and non-teacher employment days. If the Board shall not find it necessary to utilize up to five (5) of such days for emergency purposes, such days shall be deleted from the calendar at the end of the school year (or at such other time as the Board may designate). The parties acknowledge that it is most desirable that the disposition of unused emergency days shall be made as early as possible consistent with the possible needs of the District. Furthermore, if the board adopts a one hundred eighty-six (186) or a one hundred eighty-seven (187) day calendar, the additional days shall be used for Staff Development Programs (SDP) developed by the Board. Teachers shall be compensated for such SDP days at the per diem rate of one one hundred eightieth (1/180).

4.2 Classroom Discipline

The parties agree that the teacher has the primary responsibility for the maintenance of control and discipline in the classrooms.

4.3 Teacher Load and Assignments

A. Teacher Load/High School and Middle School

The teacher load for departmental programs shall be five (5) classes, at least one (1) preparation period, and one (1) supervisory period. The parties recognize that some positions do not lend themselves to the normal class period arrangement, such as librarians, counselors, social workers, and psychologists. Such teachers shall in consultation with the administrator develop their schedules and the schedules shall ensure the same released time as other teachers unless such teachers agree otherwise. This provision may be modified to the extent necessary to accommodate the proposed modified work schedule at the high school.

B. Teacher Load/Elementary

During the term of this Agreement, no more than ten (10) minutes may be added to the student contact time as it existed during the 1987-88 school year. Kindergarten through fifth grade school teachers shall receive a fifty (50) consecutive minute duty free period, including lunchtime. A good faith effort will be made to avoid scheduling meetings during such time period, and to provide first through fifth grade teachers with an additional twenty-five (25) minutes of uninterrupted preparation time per day (twenty (20) minutes for kindergarten).

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C. Duty Free Lunch

Each teacher shall be provided daily a duty free lunch period equal to that of the students but in no case shall such lunch period be less than thirty (30) minutes in length. Travel time between buildings will not be taken from lunchtime.

D. Traveling Teacher

1. Overload

In the case of a traveling teacher, computation of overload shall be based on the normal teacher load applicable to the school at which the teacher has the majority of his/her student contact time measured in minutes.

2. Assignments

Traveling teachers shall be assigned in one building for the purposes of attendance at faculty meetings and workshops. It shall be the teacher's responsibility to obtain all information missed as a result of such meetings which the teacher is not required to attend. If a teacher spends equal time at more than one (1) building, such teacher shall be assigned to one building for the purposes of this Section. Traveling teachers assigned to the high school as part of their duties shall during final exam times remain at the high school all day unless such teacher is required or desires to fulfill teaching responsibilities elsewhere in the District.

3. Travel

The Superintendent or designee, when preparing the daily schedules for traveling teachers shall take into consideration the need for sufficient time for such teachers to travel from building to building.

4. Supervisory Duties

Traveling teachers shall not be assigned supervisory duties in two (2) or more buildings simultaneously. The Superintendent or designee, when assigning supervisory duties to traveling teachers, shall also take into consideration such teachers preference for a particular supervisory assignment, if any, notwithstanding Section 4.6 of this Agreement, provided said teacher is able to demonstrate that such preferred assignment will serve to minimize the negative impact of travel from building to building with respect to the issue of planning time.

E. Certified Personnel in Learning Center/Library

The Board and the Association agree on the desirability of a full-time certified

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employee in each Learning Center/Library in the District at all times. As a consequence, the Board or designee, shall periodically review its staffing needs in this area and, where appropriate, consult with the Association regarding any recommendations on this matter.

F. School Nurse, Counselors, Social Workers

The Board and the Association agree on the desirability of a full-time school nurse and counselors and social workers in each school building in the District at all times. As a consequence, the Board or designee, shall periodically review the staffing needs in this area and, where appropriate, consult with the Association regarding any recommendations on this matter.

G. Planning Time

The parties acknowledge that planning time is to be used by teachers for educational purposes, but that occasionally emergency circumstances occur which may require a teacher to attend to a significant personal matter during such planning time.

4.4 Teacher/Departure Time

Absent exceptional circumstances, teachers shall be allowed to leave at the same time students are dismissed on Fridays and on days immediately preceding holidays, except for those teachers required to perform supervisory duties as previously assigned.

4.5 Building/Faculty Meetings

The Board shall limit a teacher's required attendance at a building/faculty meeting held outside the regular school day to no more than one (1) per month, except where the needs of the District shall otherwise clearly require. Such meetings shall be of reasonable duration. Whenever possible, the Superintendent or designee shall prepare an agenda for such meetings to be distributed in advance of the meeting. As an alternative to building/faculty meetings, the Superintendent or designee shall consider use of internal memoranda as well as other available means of communication whenever he/she determines such to be appropriate and effective.

4.6 Supervisory Duties

The Board shall make assignment of supervisory duties as equitably as possible taking into consideration the necessity for the duty, the teacher's aptitudes and preferences, the extent to which the teacher has previously been assigned such duty and other commitments of the teacher. The administration, the involved teachers and at the teacher's request, an Association Representative, in each building shall jointly develop a plan for the equitable distribution of supervisory duties.

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The following non-traditional middle and high school teachers shall not take on any supervisory roles: (1) Counselors; (2) Social Workers; (3) Psychologists; and (4) Librarians.

4.7 Inclement Weather Plan

The Superintendent or designee shall within a reasonable period of time prepare a plan for inclement weather supervision. Teacher and Association comment is invited thereon.

4.8 Class Size

A. Reasonable Class Size

The Board and Association agree that reduced class sizes are desirable to maximize individualized instruction and increase potential for achievement and learning. It would not serve the best interest of either side to agree to maximum or minimum numbers of class size.

B. Uniform Class Size

The Board shall make an effort to maintain uniform class size throughout the various grade levels and subject areas in the District.

C. Determining Factors

In determining class size the Board shall consider the physical size and condition of the classrooms as well as all health and safety aspects of the room as required by law. This shall be of paramount importance especially when determining class sizes for labs, industrial arts classes and home economics classes.

D. Standing Committee - Class Size

The Board or designee and the Association President or designee shall establish a standing joint committee to be available to review concerns relating to class size. The committee may be convened at the request of either party. Any recommendation of said committee shall be submitted to the Board for its consideration. However, the parties agree that such recommendation shall be deemed advisory, and Board action, if any, with respect to such recommendation shall be considered non-contractual in nature.

4.9 Extra-Curricular/Supplemental Duties and New Activities/Clubs

A. Extra-Curricular

Any tenured teacher assigned extra-curricular duties may request to be released from such assignments. Such request shall be in writing and submitted to the Superintendent or designee at least ninety (90) calendar days prior to the

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commencement of such assignment. In the event the Board or designee reassigns a tenured teacher to a new or different extra-curricular duty and such reassignment is made within ninety (90) calendar days prior to commencement of the duty, such teacher shall be permitted to submit his/her request within seven (7) calendar days after having received notice of the reassignment. Upon timely receipt of such request, the Superintendent or designee shall actively seek volunteers from among those teachers presently employed in the District. If a volunteer teacher accepts the assignment within a reasonable time prior to commencement of the assignment, the request for release shall be granted provided the Superintendent determines the volunteer teacher to be qualified for the assignment.

B. Supplementals

All bargaining unit members who volunteer to perform supplemental duties at extra-curricular events shall be paid $71.66 per event for 2014-2015, $73.95 per event for 2015-2016, $76.32 per event for 2016-2017, $78.76 per event for 2017-2018, and $81.28 for 2018-2019.

Supplemental duties which require attendance at an event for the entire work day shall be paid one and one-half (1-1/2) times the event rate. Supplemental duties shall include the following: timers, scorers, judges, ticket takers, announcers, crowd supervisors, Middle School intramural instructors.

This provision shall not preclude the Board's right to seek non-teaching volunteers to perform such duties with or without pay.

C. Extra-Curricular Committee

A standing joint committee shall be formed to make recommendations regarding administration of the extra-curricular schedule, with such recommendations to be made not later than March 1 of the year preceding the year in which such recommendations are proposed for implementation. The committee will establish written criteria for making such recommendations with respect to the eligibility of a club or activity to be placed on the extra-curricular schedule (including the removal of a club or activity), the placement of any new club or activity into a category on the schedule, and the movement of a club or activity from one category to another. The Association and the Board shall each appoint committee members. All recommendations shall be subject to the rights of the parties to negotiate wages, hours and terms and conditions of employment.

4.10. Proctoring

Teachers shall act as proctors to any required state or federal assessments for their students. The Board and the Association agree that such proctoring is part of a Teacher’s professional obligations and no additional compensation shall be granted for such proctoring.

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4.11 Job Sharing

Any tenured teacher may request to share a teaching position with another teacher. Such request shall be submitted to the Superintendent or designee. The request shall be a joint written request, signed by each of the teachers proposing to share the position and specifying the position sought to be shared. Requests shall be considered and may be granted on such terms and conditions as the Superintendent or designee deems appropriate subject to the following:

a. The contractual continued service status of the participating teachers shall not be affected; and

b. Section 6.13 of this Agreement shall be applicable to teachers participating in such shared positions; and

c. Seniority shall accrue in accordance with Article X of this Agreement; and

d. In the event the employment of a participating teacher ceases, for whatever reason (including leaves of absence), the Superintendent or designee shall have the right to return the remaining participating teacher(s) to full-time status or fill the vacant position in any other manner as he/she may deem appropriate; and

e. Requests for job share shall be submitted by March 1 of the preceding school year.

4.12 Individual Educational Plans (IEP) Release Days

During the school term special education teachers shall be given the equivalent of two (2) days for necessary paper work and/or parent conferences. The scheduling of such days shall be by mutual agreement between the special education teachers of a building and the Superintendent or designee.

Speech/Language Pathologists and Social Workers with exceptionally high caseloads may apply to the Superintendent or designee for an additional release day for necessary paperwork and/or parent conferences. The granting of such additional release day shall be within the sole discretion of the Superintendent or designee.

4.13 Regular Release Program

In an effort toward continuing improvement of the District's regular release program, the Board and the Association have agreed upon the following changes to the regular release program:

Building Program Planning Committee: Building level programs shall be planned by site-based collaboration between the building principal and teacher representatives. The composition of such planning committee shall be determined by each building, and may be

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composed of the building council or such other groups of employees as may be agreed upon between the building principal and the Association building representative. Any unresolved disagreements, which the building committee is unable to overcome, shall be referred to the oversight committee.

Oversight Committee: An oversight committee shall be formed to oversee the implementation of the regular release program. The oversight committee shall be considered an “ad hoc” committee and, as such, shall meet as necessary. The primary purpose of the oversight committee shall be twofold:

1. To ensure some general uniformity and consistency with respect to the general goals of the regular release program; and

2. To serve as an arbitrator of any disputes arising from the building program planning committee.

The oversight committee (formerly, "the regular release committee") shall be composed of five (5) administrators and five (5) teachers, with one teacher from each building (as selected by the Association). In the event it is not possible to recruit one teacher from each building, there shall be at least three (3) teachers from the elementary grades, one (1) from the middle school and one (1) from the high school.

Time for Planning: It is agreed that regular release time may be used for the actual planning of regular release programs, with the possibility of additional release time as determined by the principals within building budgetary constraints.

Quarterly Meeting Cycles: It is agreed that the regular release program shall be planned in accordance with a quarterly meeting cycle (approximately a 9 week cycle, four times per school year). An effort shall be made by the building program planning committee to provide meeting times within each quarterly cycle to meet the need for faculty meetings, grade or department articulation, and achievement of school improvement goals or District initiatives. In addition, the regular release program shall provide for two (2) days for individual/group teacher professional growth activities (also known as Personal Professional Development Days) which shall be scheduled one per semester. Within the general parameters of the quarterly meeting cycle described above, building program planning committees shall be afforded reasonable flexibility in the sequence and content of regular release programs, except that such meetings shall be limited to sixty-five (65) minutes in duration.

Regular Release Information Meetings: It is agreed that the Board and the Association shall take steps designed to inform administrators and teachers of the negotiation teams' intent regarding the regular release program as discussed between the teams during negotiations.

[Note: As a non-contractual matter, it is agreed that further details of the regular release program shall be supplemented by non-contractual memos, including a non-contractual memo regarding the decision for regular release meeting times for teachers to start at 7:05

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a.m. and end at 8:10 a.m. for grades 9-12 and 7:35 a.m. to 8:40 a.m. for grades 6-8 and 8:20 a.m. to 9:25 a.m. for grades K-5.]

4.14 In-Service/Institute Days

The Board agrees that all in-service/institute days shall be jointly planned for content and structure between representatives of the Administration and representatives of the Association as outlined in the School Code of Illinois.

4.15 Part-Time Departmentalized Positions

The compensation, supervisory duties, and preparation periods for part-time positions in departmentalized situations shall be as follows:

Teaching Supervisory Duties/Assignments Preparation Periods Pay

1 None Required *1/5 (20%)

2 None Required *2/5 (40%)

3 No more than 0.5 supervisory *3/5 (60%)and one (1) preparation period

*Percentage of full-time employee's annual salary.This provision is conditioned on the typical teacher load as prescribed in Section 4.3.A of this Agreement.

4.16 Part-Time Teacher Attendance

In addition to their assigned teaching responsibilities, all part-time teachers (except .4 FTE or less positions as indicated below) shall be required to attend all institute days, parent/teacher conference days and regular release program days. Attendance at regular release meetings by part-time teachers employed in .4 FTE or less positions shall be optional, except that this option shall not be available to job share teachers who shall continue to be required to attend regular release.

With respect to parent/teacher conferences, all part-time teachers shall be required to attend such conferences for a block of time equivalent to the part-time teacher's ordinary workday. The scheduling of such time shall be determined by the building principal in consultation with the part-time teacher. This provision shall not be construed to free part-time teachers from the obligation to reasonably accommodate the need of some parents to meet for such conferences at times other than the designated block of time, to the extent full-time teachers have the same obligation.

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4.17 Mandatory Training for New Teachers and/or Teachers with New Assignments

Newly hired teachers may be required to attend a maximum of three (3) mandatory training days in the year of hire, plus four (4) one hour after school meetings. Two of such after school meetings shall be scheduled during the first quarter, and one each for the second and third quarters. Training for teachers with new assignments shall be determined on a case by case basis, not to exceed a maximum of one (1) day. All such days and after school meetings shall be without compensation. The type of training shall be determined by the Superintendent or designee.

4.18 Evening Activities

Teachers understand that they may be required to attend a reasonable number of evening activities. An illustration of such activities includes, but is not necessarily limited to, open houses and parent-teacher conferences.

In an effort to encourage that evening activities be reasonable in number, a teacher may request at any time that such activities be presented to the applicable building council for review. When reviewing such a matter, the building council shall take into consideration the number of evening activities already required and coordination with the school's improvement goals.

If the appropriate building council is unable to resolve an issue regarding the number of evening activities, the teacher may refer the issue to the Association President(s) for addition to the agenda of the upcoming Superintendent/Association President(s) labor management meeting. If the Superintendent/Association President(s) meeting does not result in a resolution, the Superintendent shall decide the issue, with a copy of the minutes of the labor management meeting, including the Superintendent's decision, forwarded to the Board of Education.

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ARTICLE V - TEACHER EVALUATION

5.1 Evaluation Instrument

At the start of the school term (i.e., the first day students are required to be in attendance), the Building Principal or designee shall provide a written notice (either electronic/paper) that a performance evaluation will be conducted in that school term to each teacher affected. Such notice shall include evaluation procedures and instruments. Where a teacher is employed subsequent to the beginning of the school year, such notice shall occur within twenty (20) employment days of such employment. No formal evaluation conference shall take place until such notice has occurred.

5.2 Observations and Evaluations

The evaluator shall observe non-tenured teachers formally at least two (2) times per school year and informally at least one (1) time per school year, with one summative evaluation during each school year for all non-tenured teachers. Tenured teachers will be evaluated at least biennially. The evaluator shall observe part-time non-tenured teachers at least once formally and once informally, with one summative evaluation during each school year.

A. Formal Observation

1. Each formal observation shall include an in-class observation of the teacher's performance. Such observation shall be forty-five (45) minutes in length, a complete lesson, or a complete class period. No formal observation shall be conducted without the knowledge of the teacher.

2. The principal and/or other statutorily qualified evaluators shall notify the teacher at least forty-eight (48) hours prior to a formal observation. No formal observation shall take place on the day before or after a school observed holiday.

B. Evaluation Observation Dates

Probationary and tenured teachers should be formally observed and evaluated after the first ten (10) school days of student attendance and prior to March 1. The Administration shall notify the Association President by February 15 of all probationary teachers who have not yet received all observations as described in Section 5.2 above. Principals shall provide the Association President with written reasons as to why they failed to meet the above time lines. The sole remedy for failure to comply with these dates shall be the completion of the observation or evaluation within two (2) weeks at a time to be mutually agreed to between the teacher and the administrator involved.

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5.3 Evaluation Conferences

A. Formal Observation Conference

Within ten (10) employment days following the formal observation, the evaluator shall have a meeting with the teacher to discuss the observation. At such conference, the evaluator shall provide a teacher with his/her written comments. Thereafter, such comments shall be appended to the formal summative evaluation.

B. Formal Summative Evaluation Conference

Teachers shall be given a copy of the written summative evaluation no later than twenty-four (24) hours prior to the formal summative evaluation conference. The evaluation shall be promptly placed in the teacher's personnel file after the conference. The teacher shall acknowledge receipt of such copy.

5.4 Evaluation Purpose

The Principal or designee shall seek to utilize the evaluation procedures to assist the teacher to improve the quality of teaching and to eliminate any deficiencies noted in the evaluation.

5.5 Substance of Evaluation

The evaluation plan shall not be the subject of grievance arbitration except to the extent of express procedures as provided for elsewhere in this Article. Instead, any disagreement between the parties regarding substance of evaluation and other components of the plan may be contested at any hearing to which a teacher may otherwise be entitled in the event of dismissal.

5.6 Designated Primary Evaluators

For purposes of formal teacher evaluation, each teacher shall be evaluated by one primary formal evaluator or combination of one primary and/or secondary evaluator. Neither primary nor secondary evaluators may be WEA members, with the exception of Assistant to the Principal. In the event the primary formal evaluator is unable to complete the evaluation due to emergency circumstances, an alternate formal evaluator shall be designated by the District. This provision shall not preclude the right of the primary formal evaluator to seek evaluative input from other sources.

5.7 Joint Advisory Evaluation Committee

The District shall maintain a joint advisory evaluation committee composed of District appointed and Association appointed representatives. Such committee shall make timely recommendations to the Board and the Association regarding the District's formal teacher evaluation process.

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ARTICLE VI - TEACHER COMPENSATION AND FRINGE BENEFITS

6.1 Compensation Rates/Related Increases

A. For the 2014-2015 through 2018-2019 school years, the Board shall increase teacher compensation by three and two-tenths of a percent (3.2%), which includes the cost of step (Appendices A, C, E, G, and I). Beginning with the 2014-2015 school year, the longevity salaries in the 2013-14 salary schedule for BA, BA+15, MA and MA+30 shall increase by 1% over the 2013-2014 salary amounts. Once increased, those new salary amounts shall become BA, step I; BA+15, step K; MA, step O; and MA+30, step R, respectively. The 2013-14 salary amount for MA+15 longevity shall become MA+15, step O for the 2014-2015 salary schedule. Longevity will be removed from the salary schedule beginning with the 2014-2015 school year.

B. Beginning with the 2014-2015 school year, the Board’s previous pick up of the employee’s required TRS contribution, in the amount equal to nine percent 9.0%, as shown in parentheses in previous salary schedules, will be rolled into the annual salary amounts, and the employee’s entire required contribution to TRS will be deducted from his/her salary and paid to TRS. All salary increases in future years will be based upon this new salary amount, and any employee contribution to TRS shall be deducted from the teacher’s salary in all future years.

6.2 Extra-Curricular Schedule(s)

Appendices B, D, F, H, and J shall reflect a three and two-tenths percent (3.2%) increase from the rates in the previous school years’ extra-curricular schedules.

6.3 Horizontal Advancement

A. Prior Approval

Horizontal advancement on the compensation schedule shall be conditioned upon the Superintendent’s or designee’s prior written approval of the program or course work taken toward such advancement and is further subject to paragraphs B through E in this Section. Such approval shall be conditioned on the following:

1. For teachers in the BA and BA+ columns:

a. Degree programs approved by the Board or designee; or

b. Courses endorsed or promoted by the Board or designee, or taken at the written request of the Board or designee.

2. For teachers in the MA and MA+ columns:

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a. Degree program approved by the Board or designee; or

b. Courses endorsed or promoted by the Board or designee, or taken at the written request of the Board or designee; or

c. Any non-degree course(s) which is (are) part of a plan which is jointly developed and approved by the teacher and the Board or designee.

3. Such courses shall be taken in fully accredited institutions of higher learning unless otherwise approved by the Board or designee.

B. One Lane Limitation

A teacher, if eligible, shall be entitled to advance horizontally no more than one (1) lane during any school year.

C. Advancement

For advancement on the compensation schedule to be retroactive to the first day of the school year, the teacher shall furnish the Superintendent or designee with evidence of successfully completing such course no later than October 1st. For advancement on the compensation schedule to be retroactive to the first day of the second semester of the school year, the teacher shall furnish the Superintendent or designee with evidence of successfully completing such course no later than March 1st.

D. Evidence

Evidence shall be in the form of a transcript from the appropriate institution or a letter of completion in lieu of transcript. In the event a letter of completion is submitted in lieu of transcript, any pay increases due under this Section will be withheld until actual receipt of the transcript. If the transcript is received by the District within sixty (60) days following submission of the letter of completion, said pay increases will be retroactive to the date of the letter of completion. The failure to receive said transcript within the sixty (60) day period will render null and void any right to retroactive pay unless the teacher can demonstrate that delay in receipt of said transcript is due to the unique transcript and/or degree cycle of the educational institution involved.

E. Placement

The Superintendent or designee may waive any of the provisions of this Section in his/her sole discretion to allow advancement for courses which fail to meet the above criteria. Any such waiver shall not be precedential in any respect.

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F. List of Endorsed/Promoted Courses

The Superintendent or designee shall keep a current list of courses approved for purposes of horizontal advancement on the salary schedule (Section 6.3) and/or tuition reimbursement (Section 6.14). The Superintendent shall develop a procedure to provide for periodic update of the list of approved courses.

6.4 Vertical Advancement

A. One Step Limitation

A teacher, if eligible, shall be entitled to move vertically no more than one (1) step during any school year.

B. Employment Days For Advancement

A teacher who is absent from his/her duties shall be credited with vertical advancement on the compensation schedule so long as he/she otherwise would be eligible for such advancement, provided said teacher has been employed in the District for ninety-three (93) or more employment days during the school year for which such credit is sought and further provided that the teacher has complied in all other respects with any other provision which may be applicable regarding advancement on the compensation schedule as may be set forth in this Agreement.

6.5 Pay Date Schedule(s)

Each teacher shall be paid on the basis of twenty (20) or twenty-four (24) payments. For the beginning of the 2014-2015 school year, the pay dates shall be the 1st and the 15th of the month. Beginning on February 5th and beyond, the pay dates shall be the 5th and 20th of the month.

6.6 Pay Date/Direct Deposit

Teachers may elect direct deposit in accordance with reasonable rules established by the District and participating financial institutions. During recess periods, checks shall be mailed to teachers who do not participate in direct deposit no later than the date provided by the preceding Section 6.5.

6.7 Extra-Curricular Pay Date

Extra-curricular compensation shall be paid to the teacher within a reasonable period following completion of the activity or in three (3) installments reasonably spaced through the school year, or at the option of the teacher shall be pro-rated and added to each paycheck.

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6.8 Life Insurance

Each full-time teacher shall be provided fifty thousand dollars ($50,000) group term life insurance, including an A, D & D rider. The Board shall also deduct from the compensation payable to the teacher the amount of premium for an additional thirty-five thousand dollars ($35,000) group term life insurance, upon authorization of the same by the teacher. Participation in such group term life insurance shall be subject to reasonable enrollment and other requirements of the insurance carrier.

6.9 Cash Benefits

The Board shall annually contribute to each teacher a sum not to exceed $7,708 for the 2014-15 school year, $7,955 for the 2015-2016 school year, $8,209 for the 2016-2017 school year, $8,472 for the 2017-2018 school year, and $8,743 for the 2018-2019 school year. The Board's obligation hereunder shall cease upon termination of employment. Such amount may be utilized for the following, subject to the limitations set forth in Section 6.9.B of this Article.

A. Utilization of Cash Benefits

1. Premiums for Health/Major Medical Insurance

Premiums for health/major medical insurance (individual or dependency coverage) selected by the Board, provided such insurance shall be no less comprehensive than was in force during the 1991-92 school year. (Questions regarding self-insurance or bidding for insurance contracts will be submitted to the Insurance Committee.) If an insufficient number of employees elect this option so as to endanger the ability of the Board to secure group coverage, the Board may require that all teachers elect this option or otherwise prescribe that some portion of teachers elect this option based upon a reasonable classification.

2. Cash.

B. Salary Reduction Plan

1. The parties agree to the institution of the Internal Revenue Code, Section 125, salary reduction plan for the purposes of tax sheltering insurance premiums, unreimbursed medical expenses (dental, optical and medical services) and eligible dependent care expenses.

2. The Salary Reduction Plan must remain in effect until December 31 of each calendar year. Prior to the end of the Salary Reduction Plan Year, teachers shall be given the opportunity to change their salary reduction and benefit elections.

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6.10 Overload Compensation, Teacher Leadership Positions and Extended Contracts

A. Overload Compensation

Overload determination shall be in accordance with Article IV, Section 4.3. of this Agreement. Any teacher required to assume an overload on a continuing basis shall be compensated at the rate of seven and one-half (7-1/2%) per semester of the teacher's base salary for the applicable year as reflected in the attached salary schedules as prescribed in Appendix A for 2014-2015, Appendix C for 2015-2016, Appendix E for 2016-2017, Appendix G for 2017-2018, and Appendix I for 2018-2019.

B. Teacher Leadership Positions

1. Department Chairs

Department Chairs shall be paid $3,672 per school year for the 2014-2015 school year, $3,790 for the 2015-2016 school year, $3,911 for the 2016-2017 school year, $4,036 for the 2017-2018 school year, and $4,165 for the 2018-2019 school year.

All Department Chairs (excluding the Guidance Department) shall also be provided one (1) class period release time per day to perform their Department Chair duties.

2. Sixth Through Eighth Grade Team Leaders

Sixth through Eighth Grade school team leaders shall each be paid $4,165 per school year for the 2014-2015 school year, $4,298 for the 2015-2016 school year, $4,436 for the 2016-2017 school year, $4,578 for the 2017-2018 school year, and $4,724 for the 2018-2019 school year.

3. Kindergarten Through Fifth Grade Level Facilitators

Kindergarten through Fifth Grade Level Facilitators shall each be paid $3,084 per school year for the 2014-2015 school year, $3,183 for the 2015-2016 school year, $3,285 for the 2016-2017 school year, $3,390 for the 2017-2018 school year, and $3,498 for the 2018-2019 school year.

4. Assistant to the Principals

Assistant to the Principals shall each be paid $6,662 per school year for the 2014-2015 school year, $6,875 for the 2015-2016 school year, $7,095 for the 2016-2017 school year, $7,322 for the 2017-2018 school year, and $7,556 for the 2018-2019 school year.

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5. District Coordinators of Curriculum and Instruction, Special Education, Bilingual Education, and Technology

District Coordinators of Curriculum and Instruction, Special Education, Bilingual Education, and Technology shall each be paid $3,998 per school year for 2014-2015 school year, $4,126 for the 2015-2016 school year, $4,258 for the 2016-2017 school year, $4,394 for the 2017-2018 school year, and $4,535 for the 2018-2019 school year.

C. Extended Contracts

The following positions shall be provided extended contracts for employment beyond one hundred eighty (180) employment days for the additional days specified below, and with per diem compensation calculated in accordance with the specific employee's annual salary:

Librarians/Elementary 2 daysLibrarians/Middle School 2 daysLibrarian(s) High School 2 daysCounselor(s) High School 15 daysHigh School Department Chairs 2 daysAssistant to the Principals 10 daysDistrict Coordinators (Curricular Instruction, Special Education, Bilingual Education, and Technology) 15 days

This provision is subject to the following conditions:

1. The Board or designee reserves the right to determine when such additional days shall be scheduled, provided the building principal shall consult with the individual employee prior to making any recommendations to the Board or Superintendent; and

2. This provision shall be conditioned upon the staffing arrangements for the above described positions as follows:

Library Elementary 3 positionsLibrary Middle School 2 positionLibrary High School 1 positionCounselors High School 4 positions

In the event there is an increase or decrease in staffing of said positions both parties reserve the right to engage in negotiations regarding the decision and impact of said decision on staffing changes.

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6.11 Internal Substitution

Any teacher who assumes responsibility for another teacher's class, or any part thereof, at the express direction of the Superintendent or designee shall be paid at a rate of $43.45 for the 2014-2015 school year, $44.84 for the 2015-2016 school year, $46.27 for the 2016-2017 school year, $47.75 for the 2017-2018 school year, and $$49.28 for the 2018-2019 school year per full class period not less than forty (40) minutes in length. The Administration shall make a good faith effort to avoid using special area teachers for internal substitutions.

6.12 TRS Contributions

A. Hold Harmless

The Association will hold harmless the Board, its members, its agents and its employees from any and all claims, demands, actions, complaints, suits or other liability by reason of faithful payment of the contributions to the Illinois Teachers' Retirement System pursuant to the provisions of this Section. No such claim, demand, action, complaint or suit may be settled or compromised by the Association or any teacher without written consent of the Board if such claim, demand, action, complaint or suit adversely affects the Board, its members, its agents and/or its employees.

B. Duty to Bargain

In the event the Association or its members or the Board or its members/agents are adversely affected by the TRS ruling requiring retirement contributions for payments received by or made on behalf of teachers pursuant to the District's cafeteria fringe benefit plan, the parties agree to commence negotiations upon the written demand of either party with respect to the impact of such TRS ruling.

6.13 Part-Time Benefits

In respect to regularly employed part-time classroom teaching personnel, all economic benefits accruing to full-time teachers pursuant to this Agreement shall be pro-rated. These benefits will include, but not be limited to, compensation, fringe benefits, sick leave and personal leave. Participation of such part-time teachers in group term life insurance and health and major medical insurance shall be subject to reasonable enrollment and other requirements of the insurance carrier.

6.14 Tuition Reimbursement

The Board shall grant tuition reimbursement (inclusive of any other fees and/or other charges) to teachers as provided per this Section and further provided that such courses are taken in accordance with Section 6.3 of this Article. Such reimbursement shall be in the amount of the actual cost of the course taken, not to exceed one-hundred fifty dollars ($150.00) per credit hour. The maximum amount the Board will reimburse each teacher will

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be fifteen (15) credit hours per fiscal year for tenured teachers and nine (9) credit hours per fiscal year for third and fourth year non-tenured teachers. First and second year non-tenured teachers shall not be eligible for tuition reimbursement. A third year non-tenured teacher will be eligible for tuition reimbursement beginning with a Fall-term course taken during their third probationary year in accordance with Section 6.3 of this Article. The total amount of money paid out for tuition reimbursement shall be capped at $50,000.00. If the requests for tuition reimbursement during any school year during the term of this Agreement exceeds $50,000.00, all eligible teachers who submitted requests shall be reimbursed at a prorated amount of the $150.00 per credit reimbursement based on the total amount of credits submitted for reimbursement. As such, reimbursement shall be held until the end of the school year and will be paid out by June 30th of each year. Under no circumstances shall a teacher be reimbursed in an amount that exceeds the actual cost he or she paid for a credit. Receipt of submission for reimbursement shall be upon completion of the course(s). All reimbursement requests for the 2018-2019 school year must be made by June 1, 2019.

6.15 Workshop Credit Payment

For any employee who has reached the masters degree plus thirty hours (MA+30) column of the salary schedule, the achievement of fifty (50) actual hours of workshop participation after having reached such column shall result in a payment to such employee of $750 provided:

1). Such workshops shall occur outside the work day; and

2). All workshops shall require prior written approval of the Superintendent or designee; and

3). All workshops submitted shall not be eligible for fee reimbursement by the District; and

4). Credit for all workshops shall be conditioned on a certificate of completion; and

5). Not more than twenty-five (25) hours may be achieved through participation in out-of-district workshops which have been reviewed and approved by the Superintendent or his/her designee.

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ARTICLE VII - LEAVES

7.1 Sick Leave/Sick Leave Bank

A. Sick Leave Days

Each teacher shall be entitled to a certain number of sick leave days per school term without loss of pay pursuant to a tiered system based upon the employment year in the District in accordance with the schedule provided in this section 7.1.A. Sick leave shall accumulate to a maximum of three hundred forty (340) days. Sick leave shall be interpreted to mean personal illness or serious illness or death in the immediate family or household. The immediate family for purposes of this Article shall include all persons designated as such by the School Code. Sick leave shall not be utilized for purposes of cosmetic surgery (except as such shall be reasonably incident to some other illness or disability) and/or for any matter which may be reasonably postponed to a recess or vacation period. Two (2) sick leave days per school term from among the teacher’s unused sick leave days may, at the option of the teacher, be used as leave days with pay by the teacher to observe recognized religious holidays of the teachers’ faith provided the teacher provides the Superintendent or designee with at least five (5) teacher employment days’ advance notification of such leave. Nothing in this Article shall prevent the use of personal leave days for religious reasons pursuant to Section 7.2 of this Agreement, or unpaid religious leave days pursuant to Section 7.6 of this Agreement. The total number of accumulated sick leave days available to the teacher shall be included on every other payroll stub.

The annual sick leave days shall be credited to the teacher’s account at the beginning of a school year according to the following tiered schedule.

At the Beginning of Employment Year: Sick Days

1-10 1211-15 1316-20 1421-25 1526+ 17

B. Sick Leave Bank

The Board, in cooperation with the Association, hereby establishes a Sick Leave Bank (hereinafter "Bank"). The intent of the Bank is to provide extended sick leave to eligible teachers who incur a period of prolonged personal illness or disability. The Association President or designee shall administer the Sick Leave Bank. Eligible teachers' participation in the Bank shall be on a voluntary basis, subject to the Rules and Regulations attached hereto as Appendix K. All matters that concern the policies and administration of the Sick Leave Bank shall be governed by the Association, the Sick Leave Bank committee and the Board.

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The Association agrees with respect to the operation of the Sick Leave Bank that it will hold harmless and defend the Board, its members, employees and/or agents, as regards any action, complaint or suit of any type, provided only that the Board shall fulfill its responsibilities as set forth above. In the event any action, complaint or suit of any type in any form shall be brought against the Board, its members, employees and/or agents, the Board shall retain the exclusive right to select counsel, to defend such action, complaint or suit and/or to determine whether such action, complaint or suit should be compromised or settled.

7.2 Personal Leave

Each teacher shall be entitled to three (3) days of personal business leave without loss of pay for matters which cannot be handled during non-school days or hours. Written notification of such leave shall be made to the Superintendent or his designee at least five (5) teacher employment days prior to the onset of such leave, provided in an emergency such application may be made at a later time with an explanation of such emergency. Such leave shall not be taken during teacher employment days immediately preceding or the day following a school vacation or holiday, provided this restriction shall not apply to recognized religious holidays of the teacher's faith, attendance at a wedding or graduation of a member of the immediate family, or an emergency which shall be explained. Personal business leave shall not be available during a work stoppage of any kind. Unused personal leave shall accumulate to sick leave provided such shall not be construed to increase the three hundred forty (340) day maximum accumulation specified in Section 7.1.A of this Article.

7.3 Bereavement Leave

Each teacher shall be entitled to receive three (3) days per school year of bereavement leave without loss of pay for attending and/or planning for the funeral for an immediate family member. The immediate family for purposes of this Article shall include all persons designated as such by Section 24-6 of the School Code. Notification of such leave shall be made to the Superintendent or his designee as soon as possible prior to the leave. Unused bereavement leave shall not accumulate from year to year. The Administration may require proper documentation to verify the need for bereavement leave.

7.4 Unpaid Leaves of Absence

Teachers may be eligible for unpaid leaves of absence for any of the following reasons, subject to the general conditions for leave, (Section 7.5 of this Article) and any other specific conditions which may apply as set forth in subparagraphs A through D below.

A. Maternity/Child-Rearing/Adoption Leave

Any teacher who has entered upon contractual continued service shall be entitled to a maternity/child-rearing and/or adoption leave without pay or other benefits subject

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to the general conditions of Section 7.5 of this Article. The effective dates of the leave shall be determined pursuant to Section 7.5.C of this Article, except that the leave may extend for one (1) additional school year beyond the balance of the year in which it commences.

Nothing in this Section shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity/child-rearing leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of the child. Alternatively, a teacher may combine the use of available sick leave with an unpaid maternity leave for periods of disability related to the pregnancy. In such case, the parties agree that the typical period of disability shall be six (6) work weeks unless written medical certification indicates otherwise. If such employee shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during such period of disability subject to Board policies regarding disability. In the event the teacher is required to leave or cease employment because she is unable to perform her duties due to disability related to pregnancy, she may elect to commence the agreed upon leave immediately or, alternatively to use any accumulated sick leave until said sick leave is exhausted, or until the commencement date of the agreed upon leave, whichever shall first occur.

B. Sabbatical Leave

Any teacher may request a sabbatical leave. If the Board shall determine in its sole discretion to grant a sabbatical leave, such shall be in accordance with the requirements of the School Code and subject to the general conditions of Section 7.5 of this Article.

C. One Year Leave

Any teacher who has entered upon contractual continued service shall be entitled to a one (1) year unpaid leave of absence if so requested subject to the general conditions of Section 7.5 of this Article. This benefit shall not be available for the purpose of accepting another teaching position or for teachers about to embark on a plan of remediation.

D. General Unpaid Leave

Any teacher may request an unpaid leave for a purpose deemed appropriate and beneficial to the District as determined by the Board and subject to the general conditions of Section 7.5 of this Article. The Association shall have the right to submit written data supporting or opposing any such leave request, provided that where such leave request has not been previously made known to the Association, the Association shall have the right to speak briefly to such issue at the meeting at which such is being considered by the Board.

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7.5 General Conditions for Leaves of Absence

Unless otherwise set forth in this Agreement, any leave of absence granted by the Board for the reasons stated in Section 7.4 of this Article is subject to the following general terms and conditions:

A. Time-Lines for Requesting Leaves

Applications for an unpaid leave shall be made in writing to the Superintendent or designee at least ninety (90) calendar days prior to the proposed start of the leave or, if the leave is for the following school year, by March 1 of the preceding school year. An emergency request for an unpaid leave of absence may be submitted with as much advance notice as possible under the circumstances. The application shall indicate the requested starting and ending dates of the leave and the basis for the emergency.

B. Medical Substantiation

Any request for a leave based upon personal medical reasons shall be accompanied by a physician's statement indicating the nature, anticipated extent, and duration of medical disability. Evidence from a qualified physician indicating the employee's ability to perform all assigned duties shall be submitted within a reasonable time prior to the return of any employee on an unpaid leave for personal medical reasons.

C. Structuring of Leave

After consultation with the teacher, the Superintendent or designee shall prepare a plan for the commencement and termination of any leave of absence recommended for approval, taking into consideration maintenance of continuity of the related District program, medical factors if relevant, duration of the leave requested, availability of substitutes and other pertinent time factors related to the request.

Unless expressly agreed otherwise, leave shall be for one (1) school year. Every effort shall be made to have such leaves terminate immediately prior to the start of a new school year. Such leaves shall commence upon:

1. the date agreed upon by the Superintendent or designee and the teacher; or

2. the actual date of disability, whichever shall last occur.

D. Sick Leave

Sick leave shall not be applicable during the period of any leave except as provided in Section 7.4A above. Any accumulated sick leave available at the commencement of the leave, and not used pursuant to Section 7.4A above, shall be available to the teacher upon return to employment in the District.

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E. Compensation Schedule Advancement

A teacher who is absent from his/her duties shall be credited with vertical advancement on the compensation schedule, provided said teacher has been employed in the District for ninety-three (93) or more employment days during the school year for which such credit is sought and further provided that the teacher has complied in all other respects with any other provision which may be applicable regarding advancement on the compensation schedule as may be set forth in this Agreement.

F. Insurance Benefits

With the consent of the carrier, a teacher on an unpaid leave of absence may maintain insurance benefits by making timely payment of all premiums which may be due to the Business Office or elsewhere pursuant to its direction.

G. Notice of Intent to Return

Any teacher granted an unpaid leave of eight (8) calendar months or more, as a condition thereof, shall make a reasonable attempt to notify the Superintendent or designee in writing no later than March 1 prior to the termination of such leave that he/she intends to return to employment.

H. Early Return from Leave

A teacher on an approved leave of absence may request in writing to return from leave if the reasons for the leave no longer exist, subject to the discretion of the Superintendent.

I. Non-Tenured Teachers

A leave may be granted to a non-tenured teacher by action of the Board, subject to all the conditions applicable to a tenured teacher. The granting of maternity leave to any non-tenured teacher shall not constitute a precedent for the granting or withholding of leave to any other non-tenured teacher. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leave, provided nothing herein shall be construed as requiring any non-tenured teacher to apply for such leave or accept the conditions established therefor.

J. Board Discretion

Notwithstanding the general conditions set forth elsewhere in this Article, the Board retains the sole discretion to grant or extend any discretionary unpaid leave of absence under any conditions deemed appropriate. Such discretion shall not be

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exercised in an arbitrary or unreasonable manner. The granting or denying of an unpaid leave or extension shall be non-precedential with respect to any other request for leave by a teacher in the District.

K. Family and Medical Leave Act

The provisions of Sections 7.4 and 7.5 shall be subject to the District policy regarding the Family and Medical Leave Act (FMLA). Such policy shall include the following among its provisions:

1. Any teacher who has been employed by the Board of Education for at least twelve (12) months, and is either a full-time teacher or has worked at least 1,250 hours during the preceding twelve (12) months, is eligible for medical and/or family leave in accordance with the Family and Medical Leave Act ("FMLA"). FMLA leave is unpaid unless the teacher elects to substitute any applicable accrued paid leave for FMLA leave. In this event, paid leave shall run concurrently with FMLA leave. The total FMLA leave shall not exceed twelve (12) weeks during a twelve (12) month period, as defined by the Board's FMLA Leave Policy and Procedures. A minimum of thirty (30) days written notice to the Superintendent is required before a foreseeable FMLA leave is to begin.

2. FMLA leave may be used solely for:

a. The birth of a child and to care for the newborn child, provided the leave is taken no later than 12 months after the birth of the child;

b. The placement of a child with the employee for adoption or foster care provided the leave is taken no later than twelve (12) months after the placement of the child;

c. Because the teacher is needed to care for the teacher's spouse, parent, or child with a serious health condition; or

d. The treatment of a teacher's own serious health condition that makes the teacher unable to perform the functions of the job.

7.6 Religious Leave

Upon prior notification of at least five (5) teacher employment days to the Superintendent or designee, leave without pay shall be granted to teachers to observe recognized religious holidays of the teacher's faith provided the granting of such leave days shall be subject to a standard of reasonable accommodation by the Board, taking into consideration such factors as continuity of instruction and other unusual hardship to the District. Nothing in this Article shall prevent the use of personal leave days for religious reasons.

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7.7 Inclement Weather

If a teacher is unable to get to work because of inclement weather, the teacher may elect to use personal leave, provided the teacher shall notify the Superintendent or designee of such inability as promptly as possible.

7.8 Association Leave

The Association shall be entitled to ten (10) school days of Association leave per year for purposes of sending representatives to IEA and/or NEA sponsored conferences, conventions or workshops. Teachers authorized by the Association to take such leave shall be released from duties without loss of pay subject to the following:

A. The Association shall give the Superintendent or designee written notice of the name of the teacher authorized to take such leave at least five (5) employment days in advance of the day such teacher shall be absent; and

B. No more than four (4) teachers may be granted Association leave on any one (1) day provided no more than two (2) teachers may be from the same building; and

C. The Association shall reimburse the District in an amount equal to the existing substitute rate for each leave day on which a substitute is actually employed. Unused Association leave shall not accumulate from year to year.

7.9 Association Release Time

The Association President and Negotiating Chairperson shall be granted release time provided all of his/her professional responsibilities have been completed for the day. Such release time shall be for the sole purpose of conducting Association business as it may pertain to contract implementation, conferences with administrators, teachers and others concerned with the operation of the school.

7.10 NIHIP Release Time

A representative of the Association as designated by the Association shall be permitted release time to attend quarterly meetings of NIHIP provided said representative is vested with full authority to speak on behalf of the Association.

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ARTICLE VIII - GRIEVANCE PROCEDURE

8.1 Grievance Definitions

A. A "grievance" shall mean any claim by the Association or a teacher that there has been a violation, misrepresentation or misapplication of the terms of this Agreement.

B. As used herein, "days" shall mean days on which the school business office is open.

8.2 Procedures

A. Informal Grievance Process

The parties hereto acknowledge that it is usually most desirable for a teacher and the teacher's immediately involved supervisor to resolve problems through free and informal communications.

When requested by the teacher, an Association representative may accompany the teacher to assist in the informal resolution of the grievance. If, however, the informal process fails to satisfy the teacher or the Association, a formal grievance may be processed.

B. Formal Grievance Process

Step One: The teacher or the Association may present the grievance in writing to the immediately involved supervisor, who will arrange for a meeting to take place within ten (10) days after receipt of the grievance. Such grievance shall be submitted within ten (10) days of the occurrence of the grievance or within ten (10) days of when such occurrence might reasonably have been ascertained. The grievant may be accompanied to such meeting with a representative, and if the Association is not the grievant or the grievant's representative, it shall also be advised at such meeting that they are entitled to have a representative thereat. Within ten (10) days of the meeting, the grievant and the Association shall be provided with the supervisor's written response, including the reason(s) for the decision.

Step Two: If the grievance is not resolved at Step One, then the Association may refer the grievance to the Superintendent or designee within ten (10) days after receipt of the Step One answer or within ten (10) days after the Step One meeting, whichever is the later. The Superintendent or designee shall arrange with the Association representative for a meeting to take place within ten (10) days of receipt of the appeal. Within ten (10) days of the meeting, the Association shall be provided with the written response of the Superintendent or designee, including the reason(s) for the decision.

Step Three: If the Association is not satisfied with the disposition of the grievance at Step Two or the time limits expire without the issuance of the Superintendent's

40

written reply, the Association may submit the grievance to final and binding arbitration. The American Arbitration Association shall act as the administrator of the proceedings. If a demand for arbitration is not filed within thirty (30) days of the date of the Step Two answer, then the grievance shall be deemed withdrawn:

1. Neither the Board nor the Association shall be permitted to assert any grounds or evidence before the arbitrator which was not previously disclosed to the other party.

2. The arbitrator shall have no power to alter the terms of this Agreement.

8.3 Step One By-Pass

A. Association/Superintendent Agreement By-Pass Agreement

If the Association and the Superintendent agree, Step One of the grievance procedure may be by-passed and the grievance brought directly to Step Two.

B. Grievance Above Building Level

Grievances involving an administrator above the building level may be initially filed at Step Two.

8.4 Direct Arbitration

If the Superintendent and the Association agree, a grievance may be submitted directly to arbitration.

8.5 Representation

A teacher may elect to be represented at any step of the grievance procedure. If the Association is neither the grievant nor the grievant's representative, the Association shall have a right to be represented at all formal steps of the grievance procedure.

8.6 No Reprisals

No reprisals shall be taken by the Board or the administrator against any teacher because of the teacher's participation in a grievance.

8.7 Grievance Release Time

If a grievance meeting shall be conducted at a time when the teacher or his/her representative, or the Association representative is otherwise assigned, such teacher and/or representative shall be permitted to attend such meeting without loss of pay or benefits.

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8.8 Grievance Records

All records related to a grievance shall be filed separately from the personnel files of the teacher.

8.9 Grievance Withdrawn

A grievance may be withdrawn at any level without establishing precedent, provided that if withdrawn the grievance shall be treated as though never having been filed.

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ARTICLE IX - TEACHER COMPLAINTS OTHER THAN GRIEVANCESAND BUILDING COUNCILS

9.1 Complaint Procedure

The Board shall maintain a board policy (5.202) regarding employee complaint procedures which shall not be considered a part of this Agreement. However, the parties agree that the Board policy as it presently exists shall not be changed by the Board or designee without prior notice to and negotiation with the Association.

9.2 Building Councils

A. The Board and the Association embrace the concept that continual communication at both the building and District level is good and necessary, but requires involvement by all parties. To this end, the Board, through its Administration, shall continue to maintain a committee program at all buildings and across the District in conjunction with the Association president or designee.

B. The parties shall jointly develop the committee program mentioned in the above paragraph taking into consideration any memoranda of understandings or past practices previously agreed between the parties.

9.3 Grievance Exemption/Non-Contractual

This Article shall not be subject to Article VIII of this Agreement.

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ARTICLE X - REDUCTION-IN-FORCE

10.1 Seniority

"Seniority" shall be defined as follows:

A. Years of continuous service as a tenured teacher in the District; provided, however, that less than full-time tenured service shall be computed on a pro rata basis and approved unpaid leaves of absence of ninety (90) consecutive employment days or more shall not be counted in determining seniority.

B. If the years of continuous tenured service are equal between two (2) or more teachers, seniority shall be determined by total years of continuous teaching service with the District; provided, however, that less than full-time service shall be computed on a pro rata basis and approved unpaid leaves of absence of ninety (90) consecutive employment days or more shall not be counted in determining seniority.

C. If the total continuous teaching service with the District is equal between two (2) or more teachers then seniority shall be determined by total teaching service with the District whether or not continuous (such service shall be computed in the manner described in Sections 10.A.1 and 10.A.2 of this Section).

D. If total teaching service with the District is equal between two (2) or more teachers, then seniority shall be determined by placement on the salary schedule, i.e., the teacher with the higher salary shall be deemed the most senior (or any other factor selected by the Board, such as hours of recognized education credit earned).

10.2 Teacher Reduction in Force

If the Board's decision to decrease the number of teachers employed or to discontinue some type of teaching service requires the dismissal of teachers, the Board will remove or dismiss teachers in accordance with the sequence of honorable dismissal list. Teachers so dismissed will receive notices of honorable dismissal.

A. Board Rights

Neither this reduction-in-force Article nor a teacher's tenure status may preclude the Board, in its discretion, from either making teaching assignments or transferring teachers to positions for which they are qualified.

B. Vacancy/Recall

If a vacancy occurs for the following school term or within one (1) calendar year from the beginning of the following school term, the Board will tender such vacant position to the teacher so removed or dismissed who is qualified to hold such a position and eligible for such recall period. If a vacancy occurs within the period

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from the beginning of the following school term through February 1 of the following school term, the positions thereby becoming available must be tendered to the teachers so removed or dismissed who are eligible for such recall period and qualified to hold the positions. Among teachers eligible for recall, the order of recall must be in inverse order of dismissal. Vacant positions include full-time teaching positions, full year part-time teaching assignments, and positions becoming vacant because of leaves one (1) school year in length, but do not include substitute positions and positions becoming vacant because of leaves whether paid or unpaid (except for leaves one (1) school year in length as provided for above).

1. Conditions of Recall

To be eligible for recall, the honorably dismissed teacher must provide the Board in writing, prior to the last day of the school year of dismissal, with the address where such teacher may be reached. The teacher must also notify the Board in writing, within fourteen (14) calendar days of mailing or within seven (7) calendar days of receipt of the offer, whichever shall first occur, of the acceptance of any vacant position offered to the teacher during the recall period. Failure to notify the Board of acceptance shall constitute rejection of the offer of employment. However, in the event a vacancy occurs within twenty-one (21) days of the first teacher employment day of the school year, notice of recall shall be sent to the teacher by certified mail (return receipt requested) to the last address submitted to the Superintendent or designee by the teacher. The notice shall include a telephone number of an appropriate administrator in order to facilitate an immediate response. Failure of the teacher to affirmatively respond to such notice within seven (7) calendar days of its receipt shall constitute a rejection of the offer of employment. If a teacher rejects an offer of a full-time vacant position, the teacher shall be deemed to have waived his/her recall rights and will no longer be eligible for any other vacant positions that become available during that school year.

2. Recalled Teacher Status

A teacher so recalled retains his/her tenure or probationary status, as the case may be, accumulated sick leave, and all accumulated seniority; however, the period such teacher did not teach shall not be counted toward seniority.

10.3 Seniority Ranking

Prior to November 1 of each school year, the Administration shall post a listing of the seniority rank of all teachers in the District. Each teacher shall have twenty (20) employment days thereafter to file written objection to his/her ranking and shall detail the alleged specific error in the ranking. Failure to make such timely objection will be deemed an acceptance of the ranking, and the teacher cannot thereafter challenge his/her seniority for the school year. This seniority list is distinct from and in addition to the sequence of honorable dismissal list.

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ARTICLE XI - VACANCIES AND TRANSFERS

11.1 Posting Vacancies

All teaching and promotional vacancies shall be publicized to teachers by posting a written notice on the faculty bulletin board in each building and a copy sent to the Association President.

11.2 Vacancy/Voluntary Transfer Process

In the case of all internal candidate applications for teacher vacancies and/or teacher transfers, it is agreed by the parties that no external applicants shall be hired until all internal applicants have been considered, provided such internal applicants shall have submitted an application within one week from the date of the posting of the vacancy. Internal applicants shall be entitled to an interview upon the timely request of the applicant. In the event the internal applicant is not selected, said applicant shall be entitled to an explanation upon the timely request of the applicant. In the consideration of applicants, if the District determines all other factors to be equal and to the extent permitted by law, the applicant's seniority shall be one criterion to be considered by the District in filling the position, but seniority shall not be determinative. Also, peer input regarding an applicant shall be encouraged. All vacancy and transfer decisions made by the District shall be considered final.

11.3 Involuntary Transfer

Teachers shall not be involuntarily transferred for wholly arbitrary and capricious reasons.

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ARTICLE XII - NEGOTIATIONS

12.1 Mediation

If mediation becomes necessary either pursuant to law or when an impasse is declared or the parties otherwise mutually agree to participate in mediation, the parties shall jointly request the services of Federal Mediation and Conciliation Service (FMCS) prior to utilizing mediators from the Illinois Educational Labor Relations Board.

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ARTICLE XIII - EFFECT OF AGREEMENT

13.1 Severance Clause

Should any Article, Section, or clause of this Agreement be declared illegal by a court of competent jurisdiction, then that Article, Section or clause shall be deleted from this Agreement to the extent that it violates the law. The remaining Articles, Sections and clauses shall remain in full force and effect to the extent that such Articles, Sections and clauses are consistent with the opinion of the court.

13.2 Management Rights

The Association acknowledges that the Board has the responsibility and authority to manage and direct, on behalf of the public, all of the operations and activities of the District to the full extent provided by the law, limited only by the lawful provisions of this Agreement.

13.3 Mid-Term Bargaining Obligations

The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that all the understandings and agreements arrived at by the parties after the exercise of the right and opportunity are set forth in this Agreement. Therefore, the Board has no obligation to negotiate any further during the term of this Agreement except as to the impact of Board decisions relating to teachers' employment conditions.

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ARTICLE XIV - RETIREMENT

Introduction

The Agreement will retain the following retirement benefits. Both parties will retain the right to reopen these Sections in the event any existing statutory retirement provisions change or expire, in the event new statutory retirement provisions are enacted, or in the event any of the provisions herein fail to comply with federal and/or state law.

14.1 Retirement-Based, 4 Year Salary Increase

For Teachers at least fifty-five (55) years of age at the time of retirement and with at least fifteen (15) years of service to the District, the Board agrees to increase such Teacher's last full-time salary rate in each of the teacher’s last four (4) years of employment with the District prior to retirement by 6%, 3%, 1%, and 1%, respectively, of the Teacher’s previous year’s regular base salary, inclusive of all other compensation reportable to the Teachers’ Retirement System of Illinois (TRS), including but not limited to extra duty stipends, overload stipend, cash benefit, severance pay or any other raise derived from changes to the salary schedule due to collective bargaining. In order to receive the series of retirement increases, starting with the 6% increase in a given year, the Teacher must submit a retirement notice by December 1 of that year. The manner of payment will be determined by the District, but with full payment no later than the last regular paycheck due such Teacher in a given year. (Computation of part-time service to the District shall be on a pro rata basis.)

14.2 Retirement Benefit For Non-ERO Retirees

In addition to the salary increase provided in section 14.1, teachers who provide notice of retirement and who do not retire under the State Early Retirement Option with Board approval who are at least fifty-five (55) years of age at the time of retirement and have at least fifteen (15) years of service to the District shall receive $1,000 per year for each year of service in the District which shall be contributed to a 403(b) annuity, post-retirement. Such contributions shall conform to Section 403 of the Internal Revenue Code and any regulations thereunder. The Board in its discretion may make such contributions for a period of up to five (5) years following the year of retirement in order to comply with Code provisions governing maximum contributions. At no time may the employee have the option to receive such money in cash. Such contribution shall be made after the employee’s final paycheck.

The parties agree that the administration of the 403(b) is not subject to Article VIII (Grievance Procedure) of this Agreement. Coordination of 403(b) benefits will be provided to the extent allowed by and in accordance with applicable Internal Revenue Code provisions, regulations promulgated thereunder, and applicable Notices and publications.

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14.3 Retirement Committee

The parties agree to establish a Retirement Committee to monitor issues as related to Teacher retirements and to provide information to Teachers regarding retirement. Such Committee shall be formed by members of the Association and the District Administration. The Committee will meet annually prior to October 1, or as otherwise deemed necessary.

14.4 Filing and Eligibility Time Period

Teachers who desire to take advantage of the Retirement Incentives of this Article must file a written request and resignation by December 1 of the retirement year. The written resignation shall state the proposed last teaching date of the retiree, the fact that the resignation is conditioned on eligibility for the retirement incentive and, if eligible, the fact that the resignation shall otherwise be deemed irrevocable by the parties unless written mutual agreement to the contrary is later reached by the parties.

14.5 TRS Definition

Except as otherwise provided in this Article, terms used herein shall have the same definition as that found in the Teachers' Retirement System of the State of Illinois. 40 ILCS 5/16-101 et seq.

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ARTICLE XV - NO STRIKE/NO LOCKOUT

15.1 No Strike/No Lockout

During the terms of this Agreement, the Board shall not lock out its employees and no employees or the Association shall engage in a strike or engage in any activity which will disrupt the operation of the District.

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ARTICLE XVI - DURATION

Duration

This Agreement shall be effective the first day of the 2014-2015 school year, and shall continue in effect through the last day preceding the 2019-2020 school year.

Executed this _________ day of ____________________, 2014

WAUCONDA EDUCATION ASSOCIATION BOARD OF EDUCATION OFAffiliated with Illinois Education WAUCONDA COMMUNITY UNITAssociation/NEA and the National SCHOOL DISTRICT NO. 118Education Association LAKE COUNTY, ILLINOIS

By: ______________________ By: ______________________President President

By: ______________________ By: ______________________Secretary Secretary

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APPENDIX A

Wauconda Community Unit School District 1182014/15 Salary Schedule

Level # BA BA+15 MA MA+15 MA+30

AAA 35,714 36,813 39,011 40,110 43,407

AA 36,264 37,363 39,560 40,659 43,956

A 1 36,640 37,980 40,202 41,316 44,250

B 2 37,922 39,310 41,609 42,763 45,798

C 3 39,230 40,719 42,231 44,047 47,189

D 4 40,478 41,578 43,943 45,993 48,740

E 5 42,082 42,709 45,698 47,651 50,455

F 6 42,992 43,780 46,387 49,112 52,378

G 7 43,815 45,343 47,174 50,535 54,453

H 8 44,546 46,362 48,768 52,582 56,324

I 9 45,917 47,271 50,579 53,942 58,888

J 10 48,482 52,533 56,038 61,542

K 11 51,328 54,326 56,992 64,300

L 12 56,607 59,420 67,827

M 13 58,302 61,788 71,298

N 14 60,349 64,255 74,932

O 15 63,713 68,912 82,746

P 16 86,469

Q 17 90,360

R 18 96,097

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APPENDIX B

Extracurricular Schedule FY14/15

1 2 3 4 5 6 7 8

Year 1 $ 8,321 $ 6,936 $ 5,828 $ 3,603 $ 3,052 $ 2,501 $ 1,389 $ 695 Year 2 or 3 9,154 8,044 6,659 4,164 3,327 2,773 1,664 764 Year 4+ 10,266 8,876 7,213 4,995 3,603 3,052 1,940 834

Other Stipends: Assistant coaches are paid 70% of their placement on the schedule.K-5 Facilitators = $3,084 Athletic Events = $71.66 Other Facilitators = 2,579 Summer School = 54.58 Team Leaders = 4,165 Curriculum writing rate = 45.95 Department Chairs = 3,672 Internal Substitution = 43.45 Assistant to the Principals = 6,662 Staff Development Trainers = 58.96 District Coordinators = 3,998 Staff Development Trainees = 42.13

Category 1 Category 2 Category 3 Category 4

Baseball (HS) Bowling (F-HS) Auditorium Manager (HS) - fall Band (HS)Basketball (M-HS) Tennis (M-HS) Auditorium Manager (HS) - winter Cheerleaders (HS) - fallBasketball (F-HS) Tennis (F-HS) Auditorium Manager (HS) - spring Pom Pons (HS) - winterFootball (HS) Track (M-HS) Asst Trainer (HS) - fallSoccer (M-HS) Track (F-HS) Asst Trainer (HS) - winterSoccer (F-HS) Trainer (HS) - fall Asst Trainer (HS) - springSoftball (HS) Trainer (HS) - winter Cheerleaders (HS) - winterVolleyball (HS) Trainer (HS) - spring Cross Country (HS)Wrestling (HS) Golf (HS)

Yearbook (HS)

Category 5 Category 7 Category 8

Band (MS) Auditorium Manager (HS) - summer Art Club (MS)Band 6th Cheerleaders (MS) Battle of the Books (ELEM)Basketball (M-MS) Chorus Director (ELEM-MS-HS) Culinary Club (HS)Basketball (F-MS) Chorus Accompanist (HS) Drama Club (HS)Drama Director (1/HS) Class Advisors (HS-4) Drama Helper (MS)Drama Director (1/MS) Color Guard (HS) FBLA (HS)Junior Prom (HS) Drama Club (MS) First Class Sponsors (ELEM)Music Director (HS) Drama Asst (2/HS) French Club (HS)Musical Director (HS) Drama Asst (1/MS) Great Books (MS)Pom Pons (HS) - fall Instructional Jazz (HS) International Club (HS)Soccer (F-MS) Musical Accompanist (HS) OWLS (MS)Soccer (M-MS) Musical Choreographer (HS) Peer Mediation (ELEM-HS)Student Council (MS-HS) Natl Honor Soc (MS-HS) PBIS (MS)Track (M-MS) Newspaper (MS-HS) Spanish Club (HS)Track (F-MS) Orchestra Dir (HS Musical) Spirit Club (HS)Volleyball (MS) - 7th Pom Pons (MS) Strategists Club (MS)Volleyball (MS) - 8th Scholastic Bowl (MS) Strings Club (MS-HS)**Wrestling (MS) Special Olympics (HS) Tatu Club (HS)

WYSE (HS) Varsity Club (HS)Category 6 Yearbook (MS) Young Authors (ELEM)

(**) one positionAcademic Team (HS)Cross Country (MS)Math Team (HS)Tech Crew Club (HS)Tech Stage (2/HS)Tech Stage (1/MS)

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ELEM 1st Grade Gym Show - P.E. Teachers will be paid the supervision rate of $71.66 per event.ELEM/MS Spelling Bee - Sponsors will paid the supervision rate of $71.66 per event with a maximum of two events.MS Intramural - Sponsors of each intramural sport will be paid the supervision rate of $71.66 for six events, (one for planning and five

for the five-day sport).MS Math Counts - Sponsors will be paid the supervision rate of $71.66 per event.MS Scholastic Bowl - Sponsors will be paid the supervision rate of $71.66 for conference, regional, sectional or state tournaments.

APPENDIX C

Wauconda Community Unit School District 1182015/16 Salary Schedule

Level # BA BA+15 MA MA+15 MA+30

AA 36,264 37,363 39,560 40,659 43,956

A 1 36,640 37,980 40,202 41,316 44,250

B 2 37,922 39,310 41,609 42,763 45,798

C 3 39,230 40,719 42,231 44,047 47,189

D 4 40,478 41,578 43,943 45,993 48,740

E 5 42,082 42,709 45,698 47,651 50,455

F 6 42,992 43,780 46,387 49,112 52,378

G 7 43,815 45,343 47,174 50,535 54,453

H 8 44,546 46,362 48,768 52,582 56,324

I 9 45,917 47,271 50,579 53,942 58,888

J 10 48,482 52,533 56,038 61,542

K 11 51,328 54,326 56,992 64,300

L 12 56,607 59,420 67,827

M 13 58,302 61,788 71,298

N 14 60,349 64,255 74,932

O 15 63,713 68,912 82,746

P 16 86,469

Q 17 90,360

R 18 96,789

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APPENDIX D

Extracurricular Schedule FY15/16

1 2 3 4 5 6 7 8

Year 1 $ 8,587 $ 7,158 $ 6,014 $ 3,718 $ 3,150 $ 2,581 $ 1,433 $ 717Year 2 or 3 9,447 8,301 6,872 4,297 3,433 2,862 1,717 788Year 4+ 10,595 9,160 7,444 5,155 3,718 3,150 2,002 861

Other Stipends: Assistant coaches are paid 70% of their placement on the schedule.K-5 Facilitators = $3,183 Athletic Events = $73.95Other Facilitators = 2,662 Summer School = 56.33Team Leaders = 4,298 Curriculum writing rate = 47.42Department Chairs = 3,790 Internal Substitution = 44.84Assistant to the Principals = 6,875 Staff Development Trainers = 60.85District Coordinators = 4,126 Staff Development Trainees = 43.48

Category 1 Category 2 Category 3 Category 4

Baseball (HS) Bowling (F-HS) Auditorium Manager (HS) - fall Band (HS)Basketball (M-HS) Tennis (M-HS) Auditorium Manager (HS) - winter Cheerleaders (HS) - fallBasketball (F-HS) Tennis (F-HS) Auditorium Manager (HS) - spring Pom Pons (HS) - winterFootball (HS) Track (M-HS) Asst Trainer (HS) - fallSoccer (M-HS) Track (F-HS) Asst Trainer (HS) - winterSoccer (F-HS) Trainer (HS) - fall Asst Trainer (HS) - springSoftball (HS) Trainer (HS) - winter Cheerleaders (HS) - winterVolleyball (HS) Trainer (HS) - spring Cross Country (HS)Wrestling (HS) Golf (HS)

Yearbook (HS)

Category 5 Category 7 Category 8

Band (MS) Auditorium Manager (HS) - summer Art Club (MS)Band 6th Cheerleaders (MS) Battle of the Books (ELEM)Basketball (M-MS) Chorus Director (ELEM-MS-HS) Culinary Club (HS)Basketball (F-MS) Chorus Accompanist (HS) Drama Club (HS)Drama Director (1/HS) Class Advisors (HS-4) Drama Helper (MS)Drama Director (1/MS) Color Guard (HS) FBLA (HS)Junior Prom (HS) Drama Club (MS) First Class Sponsors (ELEM)Music Director (HS) Drama Asst (2/HS) French Club (HS)Musical Director (HS) Drama Asst (1/MS) Great Books (MS)Pom Pons (HS) - fall Instructional Jazz (HS) International Club (HS)Soccer (F-MS) Musical Accompanist (HS) OWLS (MS)Soccer (M-MS) Musical Choreographer (HS) Peer Mediation (ELEM-HS)Student Council (MS-HS) Natl Honor Soc (MS-HS) PBIS (MS)Track (M-MS) Newspaper (MS-HS) Spanish Club (HS)Track (F-MS) Orchestra Dir (HS Musical) Spirit Club (HS)Volleyball (MS) - 7th Pom Pons (MS) Strategists Club (MS)Volleyball (MS) - 8th Scholastic Bowl (MS) Strings Club (MS-HS)**Wrestling (MS) Special Olympics (HS) Tatu Club (HS)

WYSE (HS) Varsity Club (HS)Category 6 Yearbook (MS) Young Authors (ELEM)

(**) one positionAcademic Team (HS)Cross Country (MS)Math Team (HS)Tech Crew Club (HS)Tech Stage (2/HS)Tech Stage (1/MS)

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ELEM 1st Grade Gym Show - P.E. Teachers will be paid the supervision rate of $73.95 per event.ELEM/MS Spelling Bee - Sponsors will paid the supervision rate of $73.95 per event with a maximum of two events.MS Intramural - Sponsors of each intramural sport will be paid the supervision rate of $73.95 for six events, (one for planning and five

for the five-day sport).MS Math Counts - Sponsors will be paid the supervision rate of $73.95 per event.MS Scholastic Bowl - Sponsors will be paid the supervision rate of $73.95 for conference, regional, sectional or state tournaments.

APPENDIX E

Wauconda Community Unit School District 1182016/17 Salary Schedule

Level # BA BA+15 MA MA+15 MA+30

A 1 37,000 38,000 40,500 41,500 44,500

B 2 37,922 39,310 41,609 42,763 45,798

C 3 39,230 40,719 42,231 44,047 47,189

D 4 40,478 41,578 43,943 45,993 48,740

E 5 42,082 42,709 45,698 47,651 50,455

F 6 42,992 43,780 46,387 49,112 52,378

G 7 43,815 45,343 47,174 50,535 54,453

H 8 44,546 46,362 48,768 52,582 56,324

I 9 45,917 47,271 50,579 53,942 58,888

J 10 48,482 52,533 56,038 61,542

K 11 51,328 54,326 56,992 64,300

L 12 56,607 59,420 67,827

M 13 58,302 61,788 71,298

N 14 60,349 64,255 74,932

O 15 63,713 68,912 82,746

P 16 86,469

Q 17 90,360

R 18 97,367

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APPENDIX F

Extracurricular Schedule FY16/17

1 2 3 4 5 6 7 8

Year 1 $ 8,862 $ 7,387 $ 6,206 $ 3,837 $ 3,251 $ 2,664 $ 1,479 $ 740 Year 2 or 3 9,749 8,567 7,092 4,435 3,543 2,954 1,772 813 Year 4+ 10,931 9,453 7,682 5,320 3,837 3,251 2,066 889

Other Stipends: Assistant coaches are paid 70% of their placement on the schedule.K-5 Facilitators = $3,285 Athletic Events = $76.32 Other Facilitators = 2,747 Summer School = 58.13 Team Leaders = 4,436 Curriculum writing rate = 48.94 Department Chairs = 3,911 Internal Substitution = 46.27 Assistant to the Principals = 7,095 Staff Development Trainers = 62.80 District Coordinators = 4,258 Staff Development Trainees = 44.87

Category 1 Category 2 Category 3 Category 4

Baseball (HS) Bowling (F-HS) Auditorium Manager (HS) - fall Band (HS)Basketball (M-HS) Tennis (M-HS) Auditorium Manager (HS) - winter Cheerleaders (HS) - fallBasketball (F-HS) Tennis (F-HS) Auditorium Manager (HS) - spring Pom Pons (HS) - winterFootball (HS) Track (M-HS) Asst Trainer (HS) - fallSoccer (M-HS) Track (F-HS) Asst Trainer (HS) - winterSoccer (F-HS) Trainer (HS) - fall Asst Trainer (HS) - springSoftball (HS) Trainer (HS) - winter Cheerleaders (HS) - winterVolleyball (HS) Trainer (HS) - spring Cross Country (HS)Wrestling (HS) Golf (HS)

Yearbook (HS)

Category 5 Category 7 Category 8

Band (MS) Auditorium Manager (HS) - summer Art Club (MS)Band 6th Cheerleaders (MS) Battle of the Books (ELEM)Basketball (M-MS) Chorus Director (ELEM-MS-HS) Culinary Club (HS)Basketball (F-MS) Chorus Accompanist (HS) Drama Club (HS)Drama Director (1/HS) Class Advisors (HS-4) Drama Helper (MS)Drama Director (1/MS) Color Guard (HS) FBLA (HS)Junior Prom (HS) Drama Club (MS) First Class Sponsors (ELEM)Music Director (HS) Drama Asst (2/HS) French Club (HS)Musical Director (HS) Drama Asst (1/MS) Great Books (MS)Pom Pons (HS) - fall Instructional Jazz (HS) International Club (HS)Soccer (F-MS) Musical Accompanist (HS) OWLS (MS)Soccer (M-MS) Musical Choreographer (HS) Peer Mediation (ELEM-HS)Student Council (MS-HS) Natl Honor Soc (MS-HS) PBIS (MS)Track (M-MS) Newspaper (MS-HS) Spanish Club (HS)Track (F-MS) Orchestra Dir (HS Musical) Spirit Club (HS)Volleyball (MS) - 7th Pom Pons (MS) Strategists Club (MS)Volleyball (MS) - 8th Scholastic Bowl (MS) Strings Club (MS-HS)**Wrestling (MS) Special Olympics (HS) Tatu Club (HS)

WYSE (HS) Varsity Club (HS)Category 6 Yearbook (MS) Young Authors (ELEM)

(**) one positionAcademic Team (HS)Cross Country (MS)Math Team (HS)Tech Crew Club (HS)Tech Stage (2/HS)Tech Stage (1/MS)

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ELEM 1st Grade Gym Show - P.E. Teachers will be paid the supervision rate of $76.32 per event.ELEM/MS Spelling Bee - Sponsors will paid the supervision rate of $76.32 per event with a maximum of two events.MS Intramural - Sponsors of each intramural sport will be paid the supervision rate of $76.32 for six events, (one for planning and five

for the five-day sport).MS Math Counts - Sponsors will be paid the supervision rate of $76.32 per event.MS Scholastic Bowl - Sponsors will be paid the supervision rate of $76.32 for conference, regional, sectional or state tournaments.

APPENDIX G

Wauconda Community Unit School District 1182017/18 Salary Schedule

Level # BA BA+15 MA MA+15 MA+30

A 1 37,500 38,500 41,000 42,000 45,000

B 2 38,350 39,600 41,609 43,000 46,100

C 3 39,230 40,719 42,231 44,047 47,189

D 4 40,478 41,578 43,943 45,993 48,740

E 5 42,082 42,709 45,698 47,651 50,455

F 6 42,992 43,780 46,387 49,112 52,378

G 7 43,815 45,343 47,174 50,535 54,453

H 8 44,546 46,362 48,768 52,582 56,324

I 9 46,376 47,271 50,579 53,942 58,888

J 10 48,482 52,533 56,038 61,542

K 11 51,585 54,326 56,992 64,300

L 12 56,607 59,420 67,827

M 13 58,302 61,788 71,298

N 14 60,349 64,255 74,932

O 15 64,350 69,257 82,746

P 16 86,469

Q 17 90,360

R 18 98,341

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APPENDIX H

Extracurricular Schedule FY17/18

1 2 3 4 5 6 7 8

Year 1 $ 9,146 $ 7,623 $ 6,405 $ 3,960 $ 3,355 $ 2,749 $ 1,526 $ 764 Year 2 or 3 10,061 8,841 7,319 4,577 3,656 3,049 1,829 839 Year 4+ 11,281 9,755 7,928 5,490 3,960 3,355 2,132 917

Other Stipends: Assistant coaches are paid 70% of their placement on the schedule.K-5 Facilitators = $3,390 Athletic Events = $78.76 Other Facilitators = 2,835 Summer School = 59.99 Team Leaders = 4,578 Curriculum writing rate = 50.51 Department Chairs = 4,036 Internal Substitution = 47.75 Assistant to the Principals = 7,322 Staff Development Trainers = 64.81 District Coordinators = 4,394 Staff Development Trainees = 46.31

Category 1 Category 2 Category 3 Category 4

Baseball (HS) Bowling (F-HS) Auditorium Manager (HS) - fall Band (HS)Basketball (M-HS) Tennis (M-HS) Auditorium Manager (HS) - winter Cheerleaders (HS) - fallBasketball (F-HS) Tennis (F-HS) Auditorium Manager (HS) - spring Pom Pons (HS) - winterFootball (HS) Track (M-HS) Asst Trainer (HS) - fallSoccer (M-HS) Track (F-HS) Asst Trainer (HS) - winterSoccer (F-HS) Trainer (HS) - fall Asst Trainer (HS) - springSoftball (HS) Trainer (HS) - winter Cheerleaders (HS) - winterVolleyball (HS) Trainer (HS) - spring Cross Country (HS)Wrestling (HS) Golf (HS)

Yearbook (HS)

Category 5 Category 7 Category 8

Band (MS) Auditorium Manager (HS) - summer Art Club (MS)Band 6th Cheerleaders (MS) Battle of the Books (ELEM)Basketball (M-MS) Chorus Director (ELEM-MS-HS) Culinary Club (HS)Basketball (F-MS) Chorus Accompanist (HS) Drama Club (HS)Drama Director (1/HS) Class Advisors (HS-4) Drama Helper (MS)Drama Director (1/MS) Color Guard (HS) FBLA (HS)Junior Prom (HS) Drama Club (MS) First Class Sponsors (ELEM)Music Director (HS) Drama Asst (2/HS) French Club (HS)Musical Director (HS) Drama Asst (1/MS) Great Books (MS)Pom Pons (HS) - fall Instructional Jazz (HS) International Club (HS)Soccer (F-MS) Musical Accompanist (HS) OWLS (MS)Soccer (M-MS) Musical Choreographer (HS) Peer Mediation (ELEM-HS)Student Council (MS-HS) Natl Honor Soc (MS-HS) PBIS (MS)Track (M-MS) Newspaper (MS-HS) Spanish Club (HS)Track (F-MS) Orchestra Dir (HS Musical) Spirit Club (HS)Volleyball (MS) - 7th Pom Pons (MS) Strategists Club (MS)Volleyball (MS) - 8th Scholastic Bowl (MS) Strings Club (MS-HS)**Wrestling (MS) Special Olympics (HS) Tatu Club (HS)

WYSE (HS) Varsity Club (HS)Category 6 Yearbook (MS) Young Authors (ELEM)

(**) one positionAcademic Team (HS)Cross Country (MS)Math Team (HS)Tech Crew Club (HS)Tech Stage (2/HS)Tech Stage (1/MS)

ELEM 1st Grade Gym Show - P.E. Teachers will be paid the supervision rate of $78.76 per event.ELEM/MS Spelling Bee - Sponsors will paid the supervision rate of $78.76 per event with a maximum of two events.MS Intramural - Sponsors of each intramural sport will be paid the supervision rate of $78.76for six events, (one for planning and five

for the five-day sport).MS Math Counts - Sponsors will be paid the supervision rate of $78.76 per event.MS Scholastic Bowl - Sponsors will be paid the supervision rate of $78.76 for conference, regional, sectional or state tournaments.

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APPENDIX I

Wauconda Community Unit School District 1182018/19 Salary Schedule

Level # BA BA+15 MA MA+15 MA+30

A 1 38,000 39,000 41,500 42,500 45,500

B 2 38,600 39,850 41,850 43,250 46,350

C 3 39,230 40,719 42,231 44,047 47,189

D 4 40,478 41,578 43,943 45,993 48,740

E 5 42,082 42,709 45,698 47,651 50,455

F 6 42,992 43,780 46,387 49,112 52,378

G 7 43,815 45,343 47,174 50,535 54,453

H 8 44,546 46,362 48,768 52,582 56,324

I 9 46,376 47,271 50,579 53,942 58,888

J 10 48,482 52,533 56,038 61,542

K 11 51,585 54,326 56,992 64,300

L 12 56,607 59,420 67,827

M 13 58,302 61,788 71,298

N 14 60,349 64,255 74,932

O 15 64,350 69,257 82,746

P 16 86,469

Q 17 90,360

R 18 99,695

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APPENDIX J

Extracurricular Schedule FY18/19

1 2 3 4 5 6 7 8

Year 1 $ 9,439 $ 7,867 $ 6,610 $ 4,087 $ 3,462 $ 2,837 $ 1,575 $ 788 Year 2 or 3 10,383 9,124 7,553 4,723 3,773 3,147 1,888 866 Year 4+ 11,642 10,067 8,182 5,666 4,087 3,462 2,200 946

Other Stipends: Assistant coaches are paid 70% of their placement on the schedule.K-5 Facilitators = $3,498 Athletic Events = $81.28 Other Facilitators = 2,926 Summer School = 61.91 Team Leaders = 4,724 Curriculum writing rate = 52.13 Department Chairs = 4,165 Internal Substitution = 49.28 Assistant to the Principals = 7,556 Staff Development Trainers = 66.88 District Coordinators = 4,535 Staff Development Trainees = 47.79

Category 1 Category 2 Category 3 Category 4

Baseball (HS) Bowling (F-HS) Auditorium Manager (HS) - fall Band (HS)Basketball (M-HS) Tennis (M-HS) Auditorium Manager (HS) - winter Cheerleaders (HS) - fallBasketball (F-HS) Tennis (F-HS) Auditorium Manager (HS) - spring Pom Pons (HS) - winterFootball (HS) Track (M-HS) Asst Trainer (HS) - fallSoccer (M-HS) Track (F-HS) Asst Trainer (HS) - winterSoccer (F-HS) Trainer (HS) - fall Asst Trainer (HS) - springSoftball (HS) Trainer (HS) - winter Cheerleaders (HS) - winterVolleyball (HS) Trainer (HS) - spring Cross Country (HS)Wrestling (HS) Golf (HS)

Yearbook (HS)

Category 5 Category 7 Category 8

Band (MS) Auditorium Manager (HS) - summer Art Club (MS)Band 6th Cheerleaders (MS) Battle of the Books (ELEM)Basketball (M-MS) Chorus Director (ELEM-MS-HS) Culinary Club (HS)Basketball (F-MS) Chorus Accompanist (HS) Drama Club (HS)Drama Director (1/HS) Class Advisors (HS-4) Drama Helper (MS)Drama Director (1/MS) Color Guard (HS) FBLA (HS)Junior Prom (HS) Drama Club (MS) First Class Sponsors (ELEM)Music Director (HS) Drama Asst (2/HS) French Club (HS)Musical Director (HS) Drama Asst (1/MS) Great Books (MS)Pom Pons (HS) - fall Instructional Jazz (HS) International Club (HS)Soccer (F-MS) Musical Accompanist (HS) OWLS (MS)Soccer (M-MS) Musical Choreographer (HS) Peer Mediation (ELEM-HS)Student Council (MS-HS) Natl Honor Soc (MS-HS) PBIS (MS)Track (M-MS) Newspaper (MS-HS) Spanish Club (HS)Track (F-MS) Orchestra Dir (HS Musical) Spirit Club (HS)Volleyball (MS) - 7th Pom Pons (MS) Strategists Club (MS)Volleyball (MS) - 8th Scholastic Bowl (MS) Strings Club (MS-HS)**Wrestling (MS) Special Olympics (HS) Tatu Club (HS)

WYSE (HS) Varsity Club (HS)Category 6 Yearbook (MS) Young Authors (ELEM)

(**) one positionAcademic Team (HS)Cross Country (MS)Math Team (HS)Tech Crew Club (HS)Tech Stage (2/HS)Tech Stage (1/MS)

ELEM 1st Grade Gym Show - P.E. Teachers will be paid the supervision rate of $81.28 per event.ELEM/MS Spelling Bee - Sponsors will paid the supervision rate of $81.28 per event with a maximum of two events.MS Intramural - Sponsors of each intramural sport will be paid the supervision rate of $81.28 for six events, (one for planning and five

for the five-day sport).MS Math Counts - Sponsors will be paid the supervision rate of $81.28 per event.MS Scholastic Bowl - Sponsors will be paid the supervision rate of $81.28 for conference, regional, sectional or state tournaments.

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APPENDIX K

SICK LEAVE BANK RULES AND REGULATIONS

Introduction

The following are rules and regulations jointly developed by the Association and the Board for the purpose of implementing the District's Sick Leave Bank. These rules and regulations are to be read in conjunction with Section 6.1.B of the collective bargaining agreement.

I. Membership

A. Eligibility

1. Teachers shall be permitted to participate in the Bank, provided written notice of intent to participate is given to the Association President (with copy to the Superintendent) no later than October 31 of the school year in which the teacher desires to participate. The enrollment period shall be October 1 to October 31. Once enrolled, participation is continuous, not requiring annual renewal.

2. Teachers employed after October 30 of any year, shall be permitted to participate in the Bank provided such notice is given within thirty (30) days of the first day of employment.

B. Donation of Days

1. Each new participating teacher shall be required to donate one (1) day of sick leave to the Bank between October 1 and October 31 of each school year.

2. Any teacher who elects to give notice of intent to participate but who has not been a continuous participant in the Sick Leave Bank during the life of the Bank shall be required to donate one (1) day for each school year during which:

a. the teacher was not a participant;b. the Bank was in existence (the Bank was formed beginning the 1983-

84 school year); andc. the teacher was an employee of the Board.

3. Any participating teacher or new participating teacher who would otherwise have been required to make a contribution to the Bank but for the fact that the Bank reserve was already at four hundred fifty (450) days, shall have his/her days donated to a secondary Bank reserve. When the primary Bank reserve falls to three hundred forty (340) days or less, donation of days shall first come from the secondary bank reserve until the reserve again reaches

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four hundred fifty (450) days and before additional days are required of bank members except as otherwise provided in this Article.

4. If the reserve is less than three hundred forty (340) days, any current participant desiring to do so may contribute more days between October 1 and October 31.

5. If the reserve is less than four hundred fifty (450) days, retirees can donate additional days from May 15 through June 15 in their year of retirement.

6. Each participating member will be required to donate one (1) day whenever the reserve falls to one hundred (100) days, subject to the first use of the secondary bank reserve days as indicated above.

7. Nothing in this policy shall be construed to obligate the Board to loan sick leave days to the Bank for any reason(s) whatsoever.

8. The Association President shall provide the District Business Manager with an accounting of days donated each semester, by whom the days were donated, and the number of days existing in the Bank and a current copy of the donation list provided for in paragraph I.B.3 above.

C. Termination

1. A participating teacher may voluntarily withdraw from participation in the

Bank, provided written notice of intent to withdraw is given to the Association President or designee (with copy to the Superintendent) between October 1 and October 31 of the school year.

2. A participating teacher will be involuntarily withdrawn from participating in the Bank upon termination of such teacher's employment as a result of dismissal, resignation or otherwise.

3. In the event the participating teacher is withdrawn from the Bank, whether voluntarily or involuntarily, such teacher shall not be permitted to withdraw any sick leave days which were previously donated to the Bank.

4. The Association and Board retain the right to mutually agree to terminate the Bank. In the event the Bank is terminated, the total number of days remaining in the Bank shall be divided by the number of teachers participating at the time of termination. The quotient derived therefrom shall be credited to the accumulated personal sick leave days of each such teacher.

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II. Use of Bank

A. Illness or Disability

1. The Bank shall be applicable solely to the Illness or disability of the teacher and not to the serious illness or death of any other person(s).

2. The Bank shall not be applicable to any illness or disability related to medical procedures which could be safely deferred until a vacation, recess or other non-school day(s) or hour(s).

B. Prerequisites for Use of Sick Leave Bank Days

1. A participating teacher must have exhausted all his/her accumulated sick leave.

2. Anyone participating must incur five (5) days loss of pay (5/180), not retroactive, before access to the Bank. If said teacher becomes debilitated again due to the same illness within the same school year, this provision is waived for the reoccurrence.

3. The request for the use of the Bank shall be in writing and submitted to the Association President or designee (with copy to the Superintendent).

4. Two (2) licensed physicians, not associates, must certify the disability or illness. These certifications must accompany the letter of request.

5. A participating teacher who qualifies therefore, may draw from the Sick Leave Bank a maximum of fifty (50) sick leave days per school term.

6. As used in this Section, the term "day(s)" shall mean teacher employment day(s) except as otherwise specifically provided herein.

7. Both parties acknowledge that disability benefits exist under ITRS and encourage use of that benefit.

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SAMPLE FORM

AUTHORIZATION FOR SALARY DEDUCTION FOR TAX SHELTERED ANNUITIES

[INSERT]

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SAMPLE FORM

WAUCONDA C.U.S.D. #118

FLEXIBLE BENEFITS ELECTION FORM

[INSERT]

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SAMPLE FORM

REQUEST FOR APPROVAL OF GRADUATE COURSEWORK

[INSERT]

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SAMPLE FORM

CREDIT COURSE REIMBURSEMENT

[INSERT]

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SAMPLE FORM

WAUCONDA COMMUNITY UNIT SCHOOL DISTRICT #118

PERSONAL BUSINESS LEAVE

[INSERT]

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SAMPLE FORM

WAUCONDA COMMUNITY UNIT SCHOOL DISTRICT #118

SICK LEAVE REPORT

[INSERT]

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NON-CONTRACTUAL MEMORANDUM OF UNDERSTANDINGRE: IMPLEMENTATION OF "MODIFIED BLOCK" SCHEDULE

AT WAUCONDA HIGH SCHOOL

The parties agree to a non-contractual memorandum of understanding regarding an agreement to implement a modified block schedule at the high school. The implementation schedule shall be as follows:

For the 1999-2000 school year, the parties shall continue to study and make recommendations regarding the implementation of a modified block schedule.

For the 2000-2001 school year, the parties agree to reinstate the high school schedule approximately as it existed in the 1996-97 school year. However, during the 2000-2001 school year, the Board may designate a portion of the high school educational program for participation in a pilot program for the purposes of experimenting with a modified block schedule.

For the 2001-2002, the Board may fully implement a modified block schedule throughout the high school, if deemed appropriate.

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MEMORANDUM OF UNDERSTANDING RE: INCLUSION OVERSIGHT COMMITTEE

The parties agree to a non-contractual memorandum of understanding as follows:

The parties agree to establish an oversight committee to monitor inclusion issues as related to the District philosophy statement.

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SIDE LETTER

Staff Attire Policy

It is the policy of the District that all certified staff shall dress in a manner appropriate to the school environment and designed to project a level of professionalism appropriate to their position at the District, taking into consideration appropriate levels of safety and comfort. In an effort to consider different notions of professional staff attire, to build a common understanding of expectations and to recognize changing trends in attire, the District shall periodically review this policy with the leadership of the Wauconda Education Association.

Notwithstanding the above, the District continues to recognize that different work activities or personal circumstances may call for different types of attire including, but not limited to, such examples as different attire due to specific work positions, periodic work activities, special events, extreme weather conditions, religious needs and personal medical needs, to name a few. Likewise, the District also recognizes that interpretation of this policy shall take into consideration a reasonable degree of self-expression in attire consistent with the goals of this policy.

In the event an employee is alleged to be in violation of this policy, the Superintendent or designee shall investigate for appropriate action, if any.

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NON-CONTRACTUAL SIDE-LETTER

Insurance Committee

An Insurance Committee will be established and comprised of three (3) teachers appointed by the Association, two Administrators and one central office staff member appointed by the Administrators. The Committee shall meet at least twice a year, once during the fall semester and once during the spring semester to discuss issues that materialized at the NIHIP General Board Meeting.

In addition to the aforementioned NIHIP Committee meetings, the Committee shall also convene an initial meeting by no later than October 15, 2011 to begin to discuss the District’s current health insurance plan, other benefit options and cost saving measures. The Committee will not have any decision-making authority, but may make recommendations to the Board and the Association.

The two (2) Administrators on the Committee agree to meet with the staff members at each building as a group informally once during the months of April or May. The purpose of such meeting is for the Administrators to make themselves available to the staff members in a group setting for the staff to ask questions regarding their insurance concerns. Should a staff member be unable to attend a meeting at their respective school building, such member is welcome to attend a meeting held at another building provided that it does not conflict with class time or other required student contact time.

This side letter is not subject to the Grievance Procedure or Arbitration Proceedings contained in the 2014-2019 Collective Bargaining Agreement between the Wauconda Education Association and the Board of Education.

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July 25, 2006

CONFIRMATION LETTERRE: RECONFIGURATION OF HIGH SCHOOL DEPARTMENTS

During the recent negotiations for the 2006-2011 collective bargaining agreement between the Board of Education and the Wauconda Education Association, the parties recognized that the High School Departments noted in the September 13, 2002, Confirmation Letter attached to the 2002-2006 collective bargaining agreement should be reconfigured. In reference to that letter, the parties reached a non-contractual agreement to reconfigure the Fine Arts, Special Education, Applied Arts and Physical Education/Health Department. The agreed upon reconfiguration results in the following departments beginning with the 2006-2007 school year:

1. Language Arts2. Social Studies3. Science4. Math5. Fine Arts (Art, Band, Foreign Language, Music, Bilingual Education)6. Applied Arts (Applied Technology, Business Education, Cooperative Education, Family

and Consumer Science, Learning Media Specialist)7. Special Education8. Guidance (Guidance Counselors, Psychologist, Social Workers, Career Mentors)9. Physical Education (Physical Education, Health, Drivers Education)

Note: Physical Education Department will have a department chair from within the Physical Education Department.

It was further agreed that starting with the 2007-2008 school year, the (35) minute plan periods for the fifth grade teachers referenced in the September 13, 2002, Confirmation Letter attached to the 2002-2006 collective bargaining agreement will be eliminated due to the reconfiguration of the school district grade levels. Plan time for fifth grade teachers will be in accordance with the plan time provided to all teachers in the particular Elementary school in which the teacher is located.

________________________________ _________________________________President of W.E.A./Date Superintendent/Date

________________________________ _________________________________Member W.E.A. Bargaining Team/Date Member Board Bargaining Team/Date

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MEMORANDUM OF UNDERSTANDING RE: SUBSTITUTE TEACHERS FOR REI CLASSROOM TEACHERS

In an effort to effectively utilize teachers and maintain student needs concerning classroom instruction when one of the REI co-teachers at the sixth through twelfth grade level is absent from class, the parties agree to this non-contractual memorandum of understanding as follows:

Should an REI co-teacher reasonably believe that it is necessary to have a substitute teacher when the other co-teacher is absent, the administration will make every reasonable effort to obtain a substitute teacher when the teacher requests one. If no substitute is available, then the teacher in the classroom will receive the internal substitute rate of pay pursuant to Section 6.11 of the Agreement.

This memorandum is not subject to the Grievance Procedure or Arbitration Proceedings contained in the 2014-2019 Collective Bargaining Agreement between the Wauconda Education Association and the Board of Education.

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SIDE-LETTER

Potential TRS Penalty for Salary Increases in Excess of 6%

During negotiations of this Agreement, the parties acknowledged the significant TRS penalty imposed on the Board resulting from a teacher retiring from the District with a salary increase in excess of 6% in one or more of his/her pension-calculation years. As such, the parties agree to make every effort to limit the Board’s exposure to such TRS penalty. In order to limit the Board’s exposure to this TRS penalty and promote the spirit of the parties’ agreement under the Retirement Article of this Agreement, the Association agreed it would encourage teachers to plan ahead for retirement, take advantage of the District’s retirement benefits and take on extra stipends prior to their last four years of retirement.

In addition, it is recognized that the Board has the right to take into consideration the risk of the Board’s exposure to TRS penalty in its determination of making extra stipend position assignments.

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SIDE LETTER

HEALTH RETIREMENT ACCOUNT

During the negotiations for the 2011-2014 Collective Bargaining Agreement between the Board of Education and the Wauconda Education Association, the Board agreed to revise Section 14.2 of the Agreement by increasing the Board’s maximum contribution towards a Health Reimbursement Account from $8,000 to $12,000 for eligible teachers who provide notice of retirement during the term of this Agreement. Eligible teachers who provided notice of retirement during the term of the 2006-2011 Collective Bargaining Agreement between the Board of Education and the Wauconda Education Association shall be eligible to receive the $8,000 benefit provided for under that Agreement.

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NON-CONTRACTUAL SIDE LETTER

Performance Evaluation Reform Act of 2010

The joint advisory committee discussed in Section 5.7 of the Collective Bargaining Agreement between the Wauconda Education Association and the Board of Education shall hold an initial meeting no later than thirty (30) school days after the Illinois State Board of Education issues its new rules and regulations regarding the Performance Evaluation Reform Act of 2010. Such committee shall make timely recommendations to the Board and the Association regarding a formal teacher evaluation process that complies with the requirements, rules and regulations of said Act.

This side letter is not subject to the Grievance Procedure or Arbitration Proceedings contained in the 2014-2019 Collective Bargaining Agreement between the Wauconda Education Association and the Board of Education.

hlerk: document.docx

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