Union Contract
A CONTRACTUAL AGREEMENT
BETWEEN
THE BOARD OF EDUCATION OF
DISTRICT NO. 103
AND
THE DEPUE FEDERATION OF TEACHERS COUNCIL
AMERICAN FEDERATION OF TEACHERS, LOCAL 604
AFL-CIO
2008-2011
TABLE OF CONTENTS
PAGE
ARTICLE 1 RECOGNITION 2
ARTICLE 2 UNION RIGHTS & RESPONSIBILITIES 2-5
ARTICLE 3 LEAVES 5-8
ARTICLE 4 ASSIGNMENTS AND TRANSFERS 8-9
ARTICLE 5 EDUCATIONAL DEVELOPMENT COMMITTEE 9
ARTICLE 6 EVALUATION PROCEDURES 10-11
ARTICLE 7 GRIEVANCE PROCEDURE 11-12
ARTICLE 8 NEGOTIATIONS PROCEDURES 13
ARTICLE 9 SALARY & FRINGE BENEFITS 13-16
ARTICLE 10 EFFECT OF AGREEMENT & DURATION 16-17
ARTICLE 11 REDUCTION IN FORCE 18-19
ARTICLE 12 PART-TIME EMPLOYEES 19
APPENDIX A 2008-2009, 2009-2010 AND 2010-2011 SALARY SCHEDULES
APPENDIX B EXTRA CURRICULAR STIPENDS
APPENDIX C TEACHER EVALUATION
ARTICLE I
RECOGNITION
1.1 Recognition
The Board of Education of Community Unit School District No. 103, Bureau County, Illinois, hereinafter referred to as the “Board” recognizes the DePue Federation of Teachers Council, American Federation of Teachers, Local 604 hereinafter referred to as the “Union” (an affiliate of the American Federation of Teachers, AFL-CIO), as the sole and exclusive bargaining agent for all regularly employed professional certified employees except the Superintendent and Principal, supervisors, managerial employees, short-term employees, substitutes, teacher aides, and students for purposes of negotiating wages, hours and terms and conditions of employment, provided that nothing herein shall require the Board to bargain over matters of inherent managerial policy as defined by the Illinois Educational Labor Relations Act or by agreement of the parties. The parties acknowledge that any issue concerning the scope of bargaining should be resolved by Illinois Educational Labor Relations Board. Accordingly, any dispute that arises as to the scope of bargaining shall not be resolved under the grievance procedure of Article 7 of the Agreement, but rather should be submitted to the Illinois Educational Labor Relations Board for resolution.
1.2 Teachers
Employees within the bargaining unit defined in Section 1.1 shall be hereinafter referred to as “teachers”.
ARTICLE 2
UNION RIGHTS AND RESPONSIBILITES
2.1 Use of Facilities and Equipment by
The
a. Board typewriters and duplicating equipment of union announcements,
provided: (1) approval of use is granted in advance by the administrator responsible for such equipment; (2) such use shall in no manner interfere with instructional or other needs of the Board; (3) the Union promptly reimburses the Board for any damage to its equipment occasioned by such use and for the cost of all consumables and/or machine unit or like charges.
b. Meeting space in school facilities for Union meetings, provided: (1) a Union written request is made to the Superintendent or designee in reasonable advance of the meeting and such is appropriate by the Superintendent or designee; (2) such meeting space is available; (3) such meeting neither interferes with the School District’s educational programs nor conflict with school events or teachers’ assignments; (4) the Union promptly reimburses the Board for any damage and reasonable maintenance costs; (5) at least eighty percent (80%) of those attending said meeting of ten (10) or more persons shall be members of the bargaining unit; and (6) the use of school facilities may be used only when the building is open and adequate maintenance staff are present.
2.2 Board Minutes
The Board shall, after written request from the Union President, furnish the Union President with the official minutes of a Board meeting, the agenda of an upcoming Board meeting, the approved final budget of the
2.3 Use of Equipment by Teachers
Each teacher shall be provided reasonable access to the district copying equipment for duplicating class work and materials.
2.4 Personnel File
Copies of evaluative material placed in a teacher’s personnel file shall be provided at the time of request. The parties acknowledge that teacher’s have the right to inspect, challenge, and insert corrections to personnel records contained in the Illinois Review of Personnel Act which are enforceable as provided in the statutes.
2.5 Work Day and Work Year
The Board shall negotiate over the length of the teacher work year and/or work day if the Board intends to increase the teacher work year and/or work day.
2.6 Duty-Free Lunch
A duty-free lunch period equal to that of the students, but in no case less than thirty (30) minutes, shall be provided to each teacher.
2.7 Early Dismissal
On the day preceding Thanksgiving, Christmas, Easter Vacation, and after-school Parent Teacher conferences, after the statutory five (5) hours of instruction time requirement and such other requirements for the payment of state aid are met, teachers shall be allowed to leave as soon as the last school bus departs.
2.8 Agency Shop
a. It is recognized that the
entail expenses for collective bargaining and contract administration which appropriately are shared by all teachers who are beneficiaries of said Agreement. To this end, if a teacher does not join the Union or execute a dues deduction authorization within fourteen (14) days after posting of the notice required in subparagraph (1), the Board shall deduct a sum equivalent to the teacher’s share of the costs of services rendered by the Union for collective bargaining and contract administration in it’s role as the sole and exclusive bargaining agent as annually certified in writing by the Union to the Board in equal payments from the regular salary check to the teacher in the same manner as it deducts for members of the Union, provided:
1. The
accordance with state statute and the rules and regulations of the
Educational Labor Relations Board (IELRB); and
2. The
share fees and has annually certified in writing to the Board that such notice has been posted.
b. The Board shall begin such fair share fee deduction no earlier than fourteen (14) days (or any later period as required by State Statute and the rules and regulations of the IELRB) after certification by the Union as described in paragraph (a) of Section 2.8 of this Article.
c. The Union agrees to defend, indemnify, and hold the Board harmless against any claim, demand, suit, or other form of liability which may arise by reason of any action taken by the
d. In the event a teacher objects to the amount of such fee, the Board shall continue to deduct the fee and the Board shall transmit the fee (or the portion of the fee in dispute) to the IELRB which shall hold the fee in escrow in an account established for that purpose. The Board shall continue to transmit such fee to the IELRB until further order of the IELRB. If the teacher is entitled to a refund, the teacher shall receive such refund plus any interest earned on the refund during the pendency of the action.
e. If a non-member teacher declares the right of non-association based upon bona fide religious tenets such teacher shall be required to pay an amount equal to the teacher’s proportionate share to a non-religious charitable organization mutually agreed upon by the teacher and the
f. The provisions of Section 2.8 of this Article shall not apply to any person who did not belong to the Union as of April 28, 1997, except and unless should those persons at some future date voluntarily agree to either the provisions of Section 2.8 or take out a membership in the Union.
2.9 Locker Room Supervision
Except in cases of emergency, a teacher shall only be responsible for the supervision of the locker room with students of the same gender as the teacher.
2.10 Right of Representation
When a teacher is required to attend a meeting with the Board or any administrator that is or could be disciplinary in nature, the teacher shall be entitled to have a representative of the
2.11 Plan Time
Teachers will receive a minimum of 240 minutes of planning time in an average length week.
2.12 UNION CALENDAR RECOMMENDATIONS
The proposed school calendar shall be presented to the Union President for study and recommendations at least two (2) weeks prior to Board action.
ARTICLE 3
LEAVES
3.1 Leaves
Each full-time teacher shall be entitled to fourteen (14) sick leave days per school term the first ten (10) years of teaching, seventeen (17) sick leave days per school term thereafter without loss of pay. Each full-time teacher shall be entitled to three hundred fifty (350) days accumulation of unused sick leave days. Sick leave shall be interpreted to mean personal illness or serious illness or death in the immediate family or household. Serious illness as used herein shall mean a life threatening circumstance or a medical emergency, or whenever the employee’s presence is required to attend to the illness of his/her minor child. 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.
For anyone who works an extended contract, he/she will be given paid sick leave on the basis of three (3) days of sick leave for every forty (40) days worked for years one (1) through ten (10), four (4) days of sick leave for every forty (40) days worked for years eleven (11) and thereafter.
3.2 Personal Business Leave/Personal Leave
The first five (5) and the last five (5) days of the school year and the days immediately preceding or following a legal holiday, vacation, or school recess shall not be available for Personal Business or Personal Leave. Unused days in this section shall accumulate as sick leave subject to the maximum sick leave accumulation established in Section 3.1 of this Article.
a. Each full-time teacher shall be entitled to two (2) day 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 designee at least twenty-four (24) hours prior to the onset of such leave. In an emergency, such application may be made at the earliest time possible with an adequate explanation of such emergency. This application shall include enough information to permit a determination that the stated standard has been met, but such information need not require the unnecessary disclosure of information that would cause embarrassment to the teacher. Such leave shall not be used at any time for recreation, recreational travel or vacations, participation in any work stoppage or collective bargaining dispute or an activity which will produce income for the teacher.
b. Each full-time teacher shall be entitled to one (1) days of personal leave without
loss of pay. A written notification of such leave shall be made to the superintendent or designee at least twenty-four (24) hours prior to the onset of such leave. No reason need be given.
3.3 Workshop Leave
Each teacher shall be entitled to attend, without loss of pay up to two (2) conferences or workshops designed to enhance the teacher’s general teaching competency or technique per year provided the teacher makes a request ten (10) days prior to such conference or workshop and the request is approved by the superintendent or designee in his/her sole discretion. Workshop or conference shall be defined to include the IHSA State Final Tournament for coaches who coach the sport involved in the Tournament. The workshops or conferences shall not exceed two (2) days – two (2) nights in duration with no more than three (3) school days missed per year.
The Board will reimburse the teacher upon presentation of receipts for reasonable expenses to a maximum of thirty two dollars and fifty cents ($32.50) per day for meals, ninety five dollars ($95.00) per night for lodging, two hundred dollars ($200.00) for registration for total registration fees per year (or tickets, in case of IHSA State Final Tournament). If a teacher’s expenses for meals and lodging do not exceed the maximums, the unused portion of these allowances may be applied to the cost of registration, upon the approval of the Superintendent. The Board shall also pay the current IRS rate per mile for automobile travel expenses up to a maximum of three hundred (300) miles per round trip. The Board may grant an additional workshop day after written application if the teacher for a purpose which the Board, in its discretion, deems appropriate and beneficial to the
3.4 Jury Duty Leave
The Board shall pay the regular salary to teachers called to serve as jurors reduced by the amount of compensation received by the teachers for such service when such service cannot be reasonably postponed to recess or vacation period.
3.5 Maternity/Child-Rearing Leave
A teacher who has entered upon contractual continued service shall be eligible for maternity/child-rearing leave without pay or other benefits subject to the following conditions (As herein, “teacher” means a tenured teacher, except in Section 6, which is applicable only to non-tenured teachers, and in Section 8, which is applicable to all teachers).
a. The teacher shall advise the Superintendent or designee of her pregnancy no later than the fourth month of pregnancy or upon ascertainment of such condition, whichever shall be the later. At such time, she shall provide a written statement from her obstetrician or physician indicating the expected date of delivery.
b. After consultation with the teacher, the Superintendent or designee shall prepare a plan for the commencement and termination of such leave, taking into consideration maintenance of continuity of instruction and medical factors to the maximum possible degree, and the pertinent factors related thereto. The leave shall not exceed the balance of the school term in which it commences and one (1) additional school term. Every effort shall be made to have such leave terminate immediately prior to the start of a new school term. Such leave shall commence upon the date agreed by the Superintendent or designee and the teacher. If the teacher so requests, the leave may commence on the date of the period of disability due to childbearing ends. Such leaves which shall commence during the summer recess shall begin no later than July first. The employee shall be required to take any Family and Medical Leave Act leave running concurrent with his or her contractual leave under this Article 3.5. An unpaid leave under this Agreement shall not be treated as a paid leave if the employee converts sick, personal or vacation time under the Family & Medical Leave Act. The Superintendent or designee may waive any of the provisions of this Section in his/her sole discretion, and any waiver shall not be precedential in any respect.
c. Sick leave shall not be applicable during the period of the maternity/child rearing leave. Any accumulated sick leave available at the commencement of the leave shall be available to the teacher upon return to employment in the district unless used by the teacher during the period of disability associated with pregnancy and child birth or used by the teacher under the provisions of the Family and Medical Leave Act.
d. The teacher may maintain insurance benefits by making timely payments of all premiums which may be due to the District’s Business Office or elsewhere pursuant to its direction.
e. Any teacher desiring adoption leave as a result of becoming an adoptive parent shall notify the Superintendent or designee, in writing, upon the initiation of such adoption proceedings. Leave shall be granted upon satisfactory written notification to the Superintendent or designee of the date the child is expected to be received. It shall be the responsibility of the applying teacher to keep the Superintendent or designee informed on the status of the proceedings, and, as soon as known, the expected date of the delivery to the child. This Section shall not be applicable if the adoptive child is attending school at the time the child is received (except kindergarten).
f. A maternity/child-rearing leave may be granted to a non-tenured teacher under unusual circumstances by action of the Board, subject to all the conditions applicable to a tenured teacher, and provided the term of such leave shall not be considered in computing full-time employment under Section 24-11 of the Illinois School Code for purpose of the continuous employment necessary to attain contractual continued service status. Upon the return from such leave, the teacher shall be considered to have commenced her first probationary year. 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 to accept the conditions established therefore.
g. Anything in this policy to the contrary notwithstanding, a teacher who has been granted a maternity/child-rearing leave of absence shall not become eligible for a subsequent maternity/child-rearing leave unless and until such teacher has returned to full-time service for at least one (1) complete school term, provided under exceptional circumstances the Board may grant such a leave in its sole and absolute discretion. The granting or withholding of such leave shall be without precedential effect.
h. Nothing in this policy shall be construed as requiring any teacher to apply for a maternity/child-rearing leave. A teacher not eligible for or not desiring maternity leave may utilize accumulated sick leave during any period of disability related to her pregnancy and/or to the delivery of a child. If such teacher shall have exhausted accumulated sick leave, she shall be granted a leave of absence without pay or other benefits during the period of disability. Such teacher shall return to employment immediately following the termination of actual disability.
i. A male teacher who has entered upon contractual continued service shall be entitled to a child-rearing leave of absence. Such leave shall be unpaid and shall be subject to all of the applicable notice and other requirements as set forth in this policy. Eligibility for such leave shall arise upon the anticipated birth of a child which the teacher has fathered or upon his planned adoption of a child.
j. In the event of a stillbirth or death of child within sixty (60) days of the date of birth, the Board may, in its discretion, permit the termination of the child-rearing leave upon the request of any teacher. The termination or non-termination of the leave shall be non-precedential with respect to any other request by such teacher or any other teacher.
3.6 Union Leave
The Union shall be entitled to three (3) school days of Union leave per term for the purpose of sending representatives to IFT/AFT sponsored conferences, conventions, or workshops. Teachers authorized by the
a. The Union shall give the Superintendent or designee written notice of the name of the teacher(s) authorized to take such leave, the date of such meeting, and the meeting involved at least ten (10) teacher employment days in advance of the days such teacher(s) shall be absent; and
b. The Union shall reimburse the Board in an amount equal to the existing substitute rate for each leave day on which a substitute is actually employed; and
c. No more than one (1) teacher may be absent on Union leave at the same time.
ARTICLE 4
ASSIGNMENTS AND TRANSFERS
4.1 Assignment
All teachers shall be given written notice of their anticipated assignments if different from their existing assignments as contemplated for the forthcoming school year prior to July 1. If changes in a teacher’s assignments are made after such notice, the teacher shall be notified of such change and shall be afforded an opportunity to discuss the reason for such change with the Superintendent.
4.2 Vacancies
The Board shall post notice of any vacancy which occurs in the bargaining unit and any promotional vacancies in the teacher’s lounge prior to filling such vacancy. As used herein, vacancy shall mean a full-time or regular part-time position, the filling of which requires the employment of an additional employee not currently employed within the bargaining unit or having recall rights under the terms of this Contract or the law rather than merely the redeployment of staff within the bargaining unit.
ARTICLE 5
EDUCATIONAL DEVELOPMENT COMMITTEE
5.1 Composition
The Board and
5.2 Responsibilities
The function of the EDC shall be to discuss items which concern the educational program in the district, including but not limited to, such areas as teacher load, teacher planning time, school calendar and internal substitution with the Superintendent.
5.3 Procedure
Within sixty (60) days of the start of school, the President of the
ARTICLE 6
EVALUATION PROCEDURES
6.1 Procedure
Each non-tenured teacher shall be formally evaluated at least once per semester. The second semester evaluation of a non-tenured teacher shall occur before the March School Board meeting. Each tenured teacher shall be formally evaluated at least once in the course of every two (2) school years. The formal evaluations may include at least one (1) classroom observation of appropriate duration (unless the teacher has no classroom duties). The regularly employed evaluation form and/or instrument shall be made known to the teachers prior to its use. A copy of each formal written evaluation shall be given to the teacher, and a conference held between the teacher and the evaluator within fifteen (15) school days following the formal evaluation. The teacher shall put any objections to or explanation of the evaluation in writing and give them to the evaluator and his/her designee within ten (10) days of the teacher’s receipt of the formal evaluation for attachment to the evaluation. Both the evaluator and teacher shall date and sign the written evaluation. The signature of the teacher shall indicate that the conference and discussion have been held and that the teacher is in receipt of a copy of the written evaluation.
6.2 Formal Observations
All formal observation of classroom teaching performance of a teacher shall be conducted openly and with full knowledge of the teacher.
6.3 Evaluation Conference
Teacher evaluation conferences shall be between the administration and the teacher only, unless the teacher is placed on remediation, in which case the consulting teacher may be present.
6.4 Filing the Evaluation
A copy of all formal written evaluations and any explanation submitted by the teacher shall be placed in the teacher’s official personnel file.
6.5 Consulting Teacher/s Testimony
The parties agree that a consulting teacher shall not be permitted to testify at any dismissal hearing.
6.6 Selection of a Consulting Teacher
Upon a written request by the Superintendent, the
6.7 Evaluation Form
Official evaluation forms pertaining to members of the bargaining unit, developed in cooperation with the
ARTICLE 7
GRIEVANCE PROCEDURE
7.1 Definitions
a. Any written claim by the
b. As is used in this Article, the term “days” shall mean days on which students are in attendance except that during summer vacation, “days” shall mean days on which the school business office is open.
7.2 Informal Procedure
The parties hereto acknowledge that it is usually most desirable for a teacher and the teacher’s immediately involved supervisor to resolve the problems through free and informal communications. If, however, the informal process fails to satisfy the teacher or the
7.3 Formal Procedures
a. Step One: The teacher or the
b. Step Two: If the grievance is not resolved at Step One, then the
c. Step Three: If the union is not satisfied with the disposition of the grievance at Step Two, the
The arbitrator shall consider and decide only the specific issues submitted to him/her in writing and shall base the decision solely upon his/her interpretation of the meaning or application of the specific terms of this agreement as applied to the facts of the grievance presented. The arbitrator shall have no power to alter, amend, modify or add to the terms of this Agreement.
7.4 General Provisions
a. Each party shall bear the full cost of its representation. The cost of the arbitrator and the AAA shall be divided equally between the parties. If either party requests a transcript of the proceeding, that party shall bear the full costs for that transcript. If both parties order a transcript, the cost of the transcript shall be divided equally between the Board and the
b. The grievant is allowed representation of his choosing at any step of the process.
When a teacher is not represented by the Union, the
c. If a teacher is required by the Board to be involved in a meeting involving the grievance during school hours, he/she shall be excused for such purposes without loss of pay.
d. A grievance may be withdrawn at any level without establishing precedent, and if withdrawn, shall be treated as though never having been filed.
e. The failure of the teacher or
Time limits specified may be extended by mutual written agreement.
f. If the
g. No reprisals will be taken for the processing or participation in any grievance.
ARTICLE 8
NEGOTIATIONS PROCEDURES
8.1 Commencement of Negotiations
Negotiations on a successor contract shall begin not earlier than March 1 and not later than June 1 in the year in which this Contract terminates.
8.2 Mediation
When an impasse is declared or the IELRB invokes mediation, a mediator shall be selected by the parties from the staff on the Federal Mediation and Conciliation Service (FMCS), provided that if FMCS is unable for any reason to provide a mediator within a reasonable time after being so requested, the parties shall seek a mediator from a list supplied by the AAA. The cost of mediation, if any, shall be shared equally by the Board and the
8.3 Preparation of the Agreement
Within forty-five (45) days after ratification of the Agreement by the Union, the Board shall have copies of the Agreement distributed to the
ARTICLE 9
SALARY AND FRINGE BENEFITS
9.1 Compensation
Teachers will receive step movement set forth in Appendix A for the duration of this contract.
9.2 Retirement Contribution
In addition to the annual compensation stated in Appendix A of this Agreement, the Board shall contribute a sum equal to 9.4% in 2008-2009 and 2009-2010 school years and the full amount in 2010-2011 of the teacher’s compensation as stated in Appendix A to the State of Illinois Teachers Retirement System (TRS) in partial satisfaction of the teacher’s required contributions to TRS. The Board shall also deduct from the teacher’s annual compensation any remaining required TRS contributions. Such additional contribution shall be considered as Board contributions, even though it is deducted from the teacher’s stated compensation. The Board shall not withhold federal and state income taxes on the amounts so contributed. No teacher shall have the option of choosing to receive the amounts contributed by the Board directly and the assumption and payment of the teacher’s required contribution is a condition of employment made in order to secure the employee’s future services, knowledge and experience. The Board shall also pay 9.4% in 2008-2009 and 2009-2010 school years and the full amount in 2010-2011 of the teacher’s retirement on all compensation stated in Appendix B.
9.3 Horizontal Advancement
Horizontal movement in any given school year shall be granted. Horizontal advancement on the Compensation Schedule shall be conditioned on prior written approval of the Superintendent. Such approval shall be granted for graduate courses in the teacher’s instructional area or pursuant to a Master’s Degree program as previously approved by the Superintendent. Such approval may also be granted if in the opinion of the Superintendent the coursework would enhance the teacher’s general teaching competency or technique. Courses shall be taken in fully accredited institutions of higher learning. Approved course work must be completed by September 1 and evidence of successful completion shall be submitted prior to September 15, to be considered for horizontal advancement on the compensation schedule at the beginning of the school year. Only approved course work completed after acquisition of a Master’s degree shall be utilized for advancement beyond the MS lane.
9.4 Vertical Movement
Vertical movement on the compensation schedule shall be limited to no more than one step per year. Teachers employed more than ninety-three (93) school days, exclusive of any school days on unpaid leave, in the school district during the school term preceding the school term in question shall be entitled to advance one (1) vertical step.
9.5 Health Insurance
For the 2008-2009 school year, the Board shall pay 100% of a single premium for health insurance as well as the vision and dental coverage with the $300 deductible current plan.
For the 2009-2011 school year, the Board shall pay $7,132.32 of a single premium for health insurance as well as the vision and dental coverage with the $300 deductible current plan. Any increase above $7,132.32 will be split equally (50/50) between the Board and Employee.
9.6 Life Insurance
The Board shall provide each full-time employee with a group life insurance policy in the amount of twenty thousand and no/100ths Dollars ($20,000.00).
9.7 Travel Reimbursement
Teachers who are required to use their personal vehicles in the course of their employment or otherwise use their vehicles in authorized service to the school district shall be reimbursed at the current IRS rate per mile.
9.8 Prior Experience
Full time teachers shall receive credits on the compensation schedule for all prior teaching experience. The Board shall make all reasonable efforts to hire full-time employees. Part-time teachers newly retired from the District’s employment shall be credited for their previous years of teaching experience. Part-time teachers hired from outside the District may receive credit for previous years of teaching experience up to their entire amount of teaching experience, at the Superintendent and Board’s discretion.
9.9 Tuition Reimbursement
A. Board Required Coursework
If the Board requires a teacher to obtain additional educational training, the Board shall reimburse such teacher the cost for tuition. If the Board of Education hires a teacher on a provisional certificate, the Board shall reimburse such a teacher up to $835.00 annually for required college coursework.
B. Other Coursework
The Board shall reimburse tuition costs up to $835.00 annually for college coursework that has previously been approved by the Superintendent. Reimbursement shall be for coursework successfully completed and documented to the Board.
9.10 Pay Days
The regular payday for all teachers shall be every other Friday beginning with September 5, 2008 for the 2008-2009 school year, September 4, 2009 for the 2009-2010 school year and September 3, 2010 for the 2010-2011 school year. In the event a regular payday falls on a holiday (other than a holiday during any vacation or recess period), teachers shall receive their checks on the last work day prior to such holiday. All payroll deductions shall be divided equally among these paychecks. Teachers may only make payroll adjustments twice each year.
9.11 Benefits Notification
Prior to the commencement of each school year, each teacher shall receive notification of his/her salary and schedule placement (if known), the employee’s degree, number of hours beyond the degree (if any) and the number of accumulated sick leave days.
9.12 Cafeteria Plan
The Board shall adopt a cafeteria plan under Section 125 of the Internal Revenue Code. The purpose of this plan is to allow employees a choice of receiving dependent insurance benefits in lieu of compensation. The Board makes no representation or guarantees concerning the tax consequences of such plan and reserves the right to amend or revoke the Plan in the event the Plan violates the law.
9.13 Internal Substitution
For the contracted years 2008-2011, Internal Substitution shall be twenty five dollars ($25.00) per class period and twelve dollars and fifty cents ($12.50) per half period. Internal Substitution pay shall be applicable when an assignment impinges on contractually protected planning time.
9.14 Retirement
a. Employees must submit an irrevocable letter of intent to retire from District 103 by August 1 of the year preceding when their retirement plan is to begin. Example: Retirement in 2012, five year plan, notice must be in by August 1, 2007. Retirement in 2011, three year plan, notice must be in by August 1, 2008.
b. In order to qualify, employees must have at least 15 years of teaching service in District 103 at the time of their retirement.
c. Employees may select a plan length between five years and one year. If the employee selects a five year plan, his/her total creditable earnings during the fifth year before the retirement shall be increased by 9.5% over what it was the previous year. During the remaining four years of employment, the employee’s total creditable earnings shall be 6% more than it was the previous year. Employees selecting a plan less than five years, his/her total creditable earnings in each of the years remaining until retirement shall be 6% greater than the previous year.
d. Waiver
Teachers shall not be paid more than six percent above their salary, stipends and other emoluments for the preceding year during the final four years of their employment with the District. Salaries shall be set in accordance with this limitation.
ARTICLE 10
EFFECT OF AGREEMENT AND DURATION
10.1 Complete Understanding
The terms and conditions set forth in this Agreement represent the full and complete understanding and commitment between the parties hereto. The terms and conditions may be altered, changed, added to, deleted from, or modified only through the voluntary, mutual consent of the parties in a written amendment.
10.2 Waiver of Additional Bargaining
a. 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 or by specific agreement of the parties. Therefore, the Board and Union for the life of this Agreement each voluntarily and unqualifiedly waive any right which may otherwise exist to negotiate over matters within a general subject area which either is referred to in this Agreement or which was referred to in a proposal or counter proposal made by either party during the course of negotiations during the term of this Agreement or any prior agreement, and each agrees that the other shall not be obligated to bargain collectively with respect to any specific matter within such general subject area whether or not specifically referred to or covered in this agreement.
b. Class size, preparation time, subcontracting and use of phones in the gym shall be exceptions to paragraph 10.2 (a).
10.3 Board Authority
All functions, rights, and powers of authority of the Board which are not specifically limited by the express language of this Agreement are retained by the Board.
10.4 Savings Clause
Should any article, section or clause in this Agreement be declared illegal by court of competent jurisdiction, said article, section or clause, as the case may be, shall be automatically deleted from this Agreement to the extent that it violates the law, but the remaining articles, sections or clauses shall remain in full force and effect for the duration of the Agreement, if not affected by the deleted article, section or clause.
10.5 No Strike
During the term of this Agreement and any extension thereof, no employee covered by this Agreement, or the Union, or any person acting on behalf of the
10.6 Duration
This Agreement shall be effective upon the date of its execution except for Section 9.1 through 9.9 of Article 9, which shall be effective upon the first day of the 2008-2009 school terms and shall continue until 11:59 p.m., August 15, 2011.
ARTICLE 11
REDUCTION IN FORCE
11.1 Seniority
As used in Section 24-12 of the Illinois School Code length of service shall be defined as follows:
a. Years of continuous service as a teacher or administrator in the
b. If total continuous service as a teacher or administrator with the
1. Date of hire
2. Total years of teaching experience
3. Lottery
c. Continuous service shall be broken if a teacher dies, resigns or retires. Continuous service shall be broken if a teacher is dismissed; provided that a tenured teacher is honorably dismissed due to a reduction-in-force, his/her continuous service shall be broken at the expiration of the recall period.
11.2 Recall
a. If a vacancy occurs within one calendar year from the beginning of the school term following the reduction in force, the Board shall tender the vacant position to the honorably dismissed tenured teacher with the greatest seniority who is legally qualified to hold the position. If a teacher is offered a part-time position and declines, he/she shall retain his/her right to a full-time position for that time period. If a part-time teacher has been a part of reduction in force is offered a part-time job, the district has satisfied it’s recall obligations.
b. Notice of recall shall be sent to teacher(s) by certified mail (return receipt requested) to the last known address submitted to the Superintendent or his/her designee by the teacher(s). Failure of the teacher(s) to affirmatively respond to such notice within ten (10) calendar days after receipt or within fourteen (14) calendar days of its mailing, whichever is less, or rejection of a full-time vacant position shall terminate the responsibility of the Board under this Article.
c. However, in the event a vacancy occurs within twenty-one (21) calendar days of the first working day preceding the first day of the school calendar, notice of recall shall be sent to the teacher(s) by certified mail(return receipt requested) to the last known address submitted to the Superintendent or his/her designee by the teacher(s). The notice shall include a telephone number of an appropriate administrator in order to facilitate an immediate response to such notice within five (5) calendar days after signing receipt or within seven (7) calendar days of mailing, whichever is less, or rejection of a full-time position shall terminate the responsibility of the Board under this Article.
11.3 Seniority List
By February 1 of each year, the Board shall prepare, post and furnish to each teacher a District seniority list, listing teachers in order of seniority and indicating:
a. total length of continuous teaching in the school district, effective the end of the current school term;
b. Types of certificates held by a teacher and on file with the Office of Superintendent as of November 1 of the current applicable school year and the subject areas that the teacher is legally qualified to teach;
c. Date of hire.
Each teacher shall have five (5) days after receipt, to file written objections to his/her ranking which shall specify the alleged error in the ranking. A teacher’s failure to make a timely objection shall be deemed acceptance of the ranking and the teacher cannot thereafter challenge his/her seniority for the school year. A teacher who becomes legally qualified to teach an additional subject area or areas subsequent to posting of the notice shall notify the Superintendent in writing and such subject area or areas will be added to the seniority list upon receipt of evidence of acquisition of such additional legal qualifications.
ARTICLE 12
PART-TIME EMPLOYEES
12.1 Health Insurance
A part-time employee employed 3/7 or less shall be able to purchase individual or family health insurance at the group rate, at the teacher’s sole expense, provided the teacher meets the District’s or insurance carrier’s (or in the event the District is self-insured, the District’s) eligibility requirements. Such teacher shall make timely payments of all premiums to the District’s business office or elsewhere pursuant to its direction.
12.2 Compensation
A part-time teacher shall be compensated at the rate of 1/7 of the teacher’s full-time salary based on the appropriate step and lane of the schedule for each period the teacher teaches multiplied by the percentage of the year the teacher works.
12.3 Sick Leave and Personal Leave
Part-time teachers shall receive sick leave and personal business leave on a pro-rata basis.
DePue Federation of Teachers Council Board of Education
AFT Local 604
IFT/AFT/AFL-CIO No. 103
___________________________ ___________________________
President President
___________________________ ___________________________
Secretary Secretary
____________ ____________
Date Date
MEMORADUM OF UNDERSTANDING
This Memorandum of Understanding is entered into by and between the DePue Community Unit School District No. 103, and the DePue Federation of Teachers Council, AFT Local 604.
The
The parties agree that any and all changes to the certified staff employee’s working conditions related to the implementation of Response to Intervention (RtI) shall be bargained between the Board and
_________________________________ _________________________________
Board of Education AFT Local 604
_________________________________ _________________________________
Date Date
APPENDIX A – SALARY SCHEDULES
APPENDIX B – EXTRA DUTY SCHEDULE
4.5% 4.25% 4%
2008-2009 2009-2010 2010-2011
Yearbook Advisor $2,095 $2,184 $2,271
Freshman Advisor $ 732 $ 763 $ 794
Sophomore Advisor $ 732 $ 763 $ 794
Junior Advisor $1,114 $1,161 $1,207
Senior Advisor $ 732 $ 763 $ 794
Student Council $ 732 $ 763 $ 794
Scholastic Bowl Advisor $ 695 $ 725 $ 754
Student Activity Director $ 732 $ 763 $ 794
National Honor Society $ 215 $ 224 $ 233
Website Manager $ 646 $ 673 $ 700
Dean of Students $5,382 $5,611 $5,835
Scorer, Timer, Ticket Takers (per event) $21.00 $21.89 $22.77
Scholastic Bowl Moderator $1,439 $1,500 $1,560
Elementary Head Teacher $1,392 $1,451 $1,509
Jr. High Head Teacher $1,392 $1,451 $1,509
High School Head Teacher $1,392 $1,451 $1,509
High School Sports
Head Basketball Coach $3,483 $3,631 $3,776
Asst. Basketball Coach $2,323 $2,422 $2,519
Girls Volleyball Coach $3,229 $3,366 $3,501
Head Girls Basketball Coach $2,500 $3,000 $3,200
Head Soccer Coach $1,988 $2,488 $2,988
Asst. Soccer Coach $1,000 $1,400 $1,900
Cheerleader Advisor $1,464 $1,526 $1,587
Athletic Director $3,240 $3,378 $3,513
Student Athletic Event Director $1,076 $1,122 $1,167
Junior High School
Head Boys Basketball Coach $2,354 $2,454 $2,552
Asst. Boys Basketball Coach $1,570 $1,637 $1,702
Head Girls Basketball Coach $1,874 $1,954 $2,032
Asst. Girls Basketball Coach $1,250 $1,303 $1,355
Head Track Coach (boys and girls) $1,874 $1,954 $2,032
Asst. Track Coach $1,250 $1,303 $1,355
Girls Volleyball Coach $1,874 $1,954 $2,032
Cheerleader Advisor $ 900 $ 938 $ 976
Student Council $ 492 $ 513 $ 534
8th Grade Class Advisor $ 277 $ 289 $ 301
Scholastic Bowl Advisor $ 695 $ 725 $ 754
APPENDIX C
Teacher Evaluation Procedure:
In an effort to reduce paper waste and to streamline the evaluation process, the evaluation is now entirely being done on the computer. Follow the directions below in order to open the evaluation document:
1. Log into the network as yourself.
2. Open Microsoft Word.
3. Click File.
4. Click Open.
5. Click on the drop down arrow after the look in box.
6. Select Sys on Lab 2 (drive P or T).
7. Select the Pdata folder.
8. Select the Evaluation folder.
9. Select the file that includes your name.
Once you have the file open, type your responses into the sections specified on the first page of the document.
After you have entered all the information, click on (or file?save).
If you are unable to finish the document at one time, you can save the document and reopen it later.
Teacher Evaluation
This file contains your teacher evaluation. In an effort to reduce paper waste and to streamline
the evaluation process, the evaluation is now entirely being done on the computer.
On the following pages you will see the evaluation materials. Please enter:
• your name on the Teacher Evaluation Schedule.
• the Pre-Observation Conference Sheet
• Section V of the Visitation Form (Please include the classes taken and workshops
attended since you were last evaluated, professional organizations that you currently
belong to, any current educational literature you have read or any video tapes you
have viewed, and any other activities that you have done that you feel contributed
to your professional growth).
• Section VII of the Visitation Form (Please list three (3) goals for yourself to help
make this year the best and include any new ideas you may want to try in your classroom.
Six Teaching Functions
1. Daily review, checking previous day’s work
Teacher learns where students had problems
Reteaching occurs, if necessary
2. Presentation of material and demonstrating/modeling (where appropriate)
Provide overview
One thought at a time
Stay “on track”
Master each given point in sequence
Give many examples
Give detailed/redundant explanations for difficult points
Ask questions to monitor progress
3. Guided student practice
Ask large number of questions:
- fact questions
- “process” questions
For higher level questions, demonstrate (“talk through”) how to answer
Ensure high success (80%) by prompting at the beginning then fading out prompts
Give additional process explanations and repetition of main points
Check for understanding until all students are “firm” in performance:
- have a large number of brief oral questions ready to cover main points, supplemental
points and processes involved.
- equalize opportunity to respond through: systemic selection; no call outs
- require all students to respond through: written responses; responding to a partner;
group discussion; choral responses (in small group)
4. Feedback and correctives during guided practice
If student answers:
- correctly and firmly
- correctly and hesitantly
- incorrectly and carelessly
- incorrectly and doesn’t understand
Then teacher should:
- acknowledge and go on
- acknowledge and briefly give process of getting answer
- give right answer and go on
- give hints and probes or reteach
TEACHER EVALUATION SCHEDULE
TEACHER’S NAME ____________________________________________________________
PRE-CONFERENCE DATE ______________________________________________________
CLASS OBSERVATION ______________________________________________________
POST-OBSERVATION CONFERENCE __________________________________________
WRITTEN EVALUATION ______________________________________________________
Please keep this copy for your records.
VISITATION FORM
I. INSTRUCTIONAL PLANNING EX SA UNSA
ü MAINTAINS DAILY LESSON PLANS.
ü HAS UPDATED CURRICULUM PLANS ON FILE
C O M M E N T S A N D S U P P O R T I N G R E A S O N S
II. INSTRUCTIONAL METHODS EX SA UNSA
ü USES VARIED DEGREE OF LEVELS OF LEARNING.
ü USES INDIVIDUAL AND/OR SMALL GROUP INSTRUCTIONS.
ü EFFECTIVELY USES AVAILABLE EQUIPMENT
ü PROVIDES AND ENCOURAGES
ü MAINTAINS PLEASANT CLASSROOM SETTINGS.
ü EFFECTIVELY USES CLASSROOM FACILITIES.
ü EVALUATES STUDENT PROGRESS.
C O M M E N T S A N D S U P P O R T I N G R E A S O N S
III. CLASSROOM MANAGEMENT EX SA UNSA
ü SHOWS ENTHUSIASM FOR SUBJECT AND STUDENTS.
ü CREATES A POSITIVE ATTITUDE TOWARD STUDENTS AND
THE LEARNING ENVIRONMENT.
ü DEALS WITH PROBLEMS EFFECTIVELY.
ü INFORMS ADMINISTRATION AND PARENTS OF PROBLEMS.
ü KEEPS ADEQUATE GRADE AND ATTENDANCE RECORDS
C O M M E N T S A N D S U P P O R T I N G R E A S O N S
IV. SUBJECT MATTER EX SA UNSA
ü EXHIBITS KNOWLEDGE OF SUBJECT.
ü COMMUNICATES KNOWLEDGE IN AN UNDERSTANDABLE MANNER
TO VARYING ABILITY LEVELS.
ü MAKES SUBJECT MATTER RELEVANT.
C O M M E N T S A N D S U P P O R T I N G R E A S O N S
OVERALL
PERFORMANCE EXCELLENT SATISFACTORY UNSATISFACTORY