More McHenry County Blog

Here is the Huntley Education Association's reply to the school board's best and final offer.

Sorry for the lack of proper spacing. I didn't have time.

Consolidated School District 158 BOE/HEA Agreement 2008/2009-2010/2011
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HEA Counter Proposal
8/21/08
HUNTLEY EDUCATION ASSOCIATION
(HEA) COLLECTIVE BARGAINING AGREEMENT
IN AGREEMENT WITH THE BOARD OF EDUCATION (BOE)
CONSOLIDATED SCHOOL DISTRICT 158
2008/2009 through 2010/2011
Consolidated School District 158 BOE/HEA Agreement 2008/2009-2010/2011
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RECOGNITION .............................................................................................................................................................. 4
SCOPE OF AGREEMENT ........................................................................................................................................... 5
ASSOCIATION RIGHTS............................................................................................................................................... 5
FAIR SHARE.................................................................................................................................................................. 5
NEGOTIATIONS PROCEDURE.................................................................................................................................. 5
BOARD OF EDUCATION MEETINGS....................................................................................................................... 6
ASSOCIATION EXECUTIVE BOARD AND SUPERINTENDENT MEETINGS ................................................... 6
ASSOCIATION AND BOARD MEET AND CONFER............................................................................................... 6
NEW EMPLOYEES....................................................................................................................................................... 6
USE OF FACILITIES AND EQUIPMENT ................................................................................................................... 6
ASSOCIATION LEAVE ................................................................................................................................................ 7
SALARY AND FRINGE BENEFITS ............................................................................................................................ 7
403B CLAUSE ............................................................................................................................................................... 7
ERROR CLAUSE .......................................................................................................................................................... 7
MEDICAL INSURANCE ............................................................................................................................................... 8
LIFE INSURANCE/LONG TERM DISABILITY.......................................................................................................... 9
EXTRA CURRICULAR ASSIGNMENTS: TO BE ADDRESSED BY THE COMMITTEE –................................ 9
SALARY SCHEDULE MOBILITY:............................................................................................................................ 10
TEACHER RETIREMENT SYSTEM TAX SHELTER............................................................................................. 11
PERSONAL LEAVE.................................................................................................................................................... 12
SICK LEAVE ................................................................................................................................................................ 13
BEREAVEMENT LEAVE ........................................................................................................................................... 13
MILEAGE REIMBURSEMENT:................................................................................................................................. 13
COMPENSATION FOR SUPERVISING OTHER TEACHER’S CLASS(ES): .................................................... 13
DRIVER EDUCATION PAY:...................................................................................................................................... 14
SUMMER SCHOOL PAY:.......................................................................................................................................... 14
CERTIFIED STAFF MEMBER PARTICIPATION ON COMMITTEES:................................................................ 14
PLANNING FOR INSTITUTE AND IN-SERVICE DAYS: ...................................................................................... 14
SCHOOL CALENDAR:............................................................................................................................................... 14
CERTIFIED STAFF MEMBER DAY:......................................................................................................................... 14
CLASS SIZE:................................................................................................................................................................ 16
SPECIAL EDUCATION:............................................................................................................................................. 17
LESSON PLANS: ........................................................................................................................................................ 17
JOB SHARING............................................................................................................................................................. 17
VOLUNTARY TRANSFERS ...................................................................................................................................... 18
INVOLUNTARY TRANSFER:.................................................................................................................................... 19
REDUCTION IN FORCE: ........................................................................................................................................... 19
SENIORITY:.................................................................................................................................................................. 19
Consolidated School District 158 BOE/HEA Agreement 2008/2009-2010/2011
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TEACHER EVALUATION:......................................................................................................................................... 20
ANNUAL NOTIFICATION:......................................................................................................................................... 20
EVALUATION OF TENURED TEACHERS: ............................................................................................................ 20
NON-TENURED TEACHER EVALUATIONS:......................................................................................................... 21
GRIEVANCE PROCEDURE...................................................................................................................................... 22
DEFINITIONS:.............................................................................................................................................................. 22
PROCEDURE:.............................................................................................................................................................. 23
TERM OF AGREEMENT............................................................................................................................................ 25
MANAGEMENT RIGHTS:.......................................................................................................................................... 25
Consolidated School District 158 BOE/HEA Agreement 2008/2009-2010/2011
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A. RECOGNITION
1. The Board of Education of Consolidated School District 158, McHenry and Kane Counties,
Huntley, Illinois hereinafter referred to as the “Board” hereby recognizes the Huntley
Education Association, hereafter referred to as the “Association”, as the negotiation agent
for the certified staff. Certified staff are all full-time personnel and part-time personnel
scheduled to work at least one full school year that are required to be certified, except the
Superintendent and Assistant Superintendents, Principals, Assistant Principals, Teacher
Aides, short term employees and any certified employee scheduled to perform
administrative duties, including evaluation of certified staff, more than half of his/her
regularly scheduled work day.
2. Any certified person employed by CSD158 in less than a full-time position shall:
a. Receive a prorated salary based on the existing schedule.
b. Apply evaluation and grievance procedures as defined in this agreement. Timelines may be
adjusted, by mutual agreement, based upon the certified staff member’s schedule and
attendance.
c. Be eligible for extra-curricular positions as defined in this contract providing his/her position
fulfills state requirements.
d. Receive instructional planning benefits at a pro-rated basis.
e. Receive no other rights or benefits except personal leave and sick leave on a pro-rated
basis.
f. Employees working a minimum of thirty (30) hours per week shall receive medical
insurance benefits and income protection as provided herein at a pro-rated basis.
3. The Board agrees not to negotiate with any certified staff organization other than the
Association for the duration of this Agreement; further, the Board agrees not to negotiate
with any certified staff member during the duration of this Agreement on matters specified
in this Agreement.
4. All policies, regulations, and rules of the Board must be readily available to the certificated
employees and shall be made available to any such employee upon written request.
5. There is reserved exclusively to the Board of Education and thereby to the District, all
responsibilities, powers, rights and authority expressly or inherently vested in it by the laws
and constitutions of the State of Illinois and the United States of America. Except where
limited by written provisions of this Agreement, the District retains the rights and
responsibilities to direct the affairs of the District in all of its various aspects. Such rights
and responsibilities shall include, but are not limited to, the determination of District policy,
the management and administration of the District, the establishment, modification or
elimination of courses of instruction, special programs, athletic, recreational and social
events, as deemed necessary or advisable by the District, the direction, supervision and
placement of certified staff, and the determination of the placement of personnel in
contractual continued service.
Consolidated School District 158 BOE/HEA Agreement 2008/2009-2010/2011
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ARTICLE II.
SCOPE OF AGREEMENT
Scope of negotiations includes negotiations procedures, salary, fringe benefits, curriculum
planning, evaluation procedure, grievance procedure, working conditions, and term of Agreement,
as defined in this Agreement.
ARTICLE III.
ASSOCIATION RIGHTS
A. Fair Share
1. During the term of this Agreement, employees who are not members of the Association
shall, commencing sixty (60) days after their employment or sixty (60) days after the
effective date of this Agreement, whichever is later, pay a fair share fee to the Association
for collective bargaining and contract administration services rendered by the Association
as the exclusive representative of the employees covered by said Agreement, provided the
fair share fee shall not exceed the dues attributable to being a member of the Association.
Such fair share fees shall be deducted by the Board from the earnings of non-members
and remitted to the Association. The Association shall annually submit to the Board a list of
the employees covered by this Agreement who are not members of the Association and an
affidavit which specifies the amount of the fair share fee. The amount of the fair share fee
shall not include any contributions related to the election or support of any candidate for
political office or for member-only benefit.
2. Non-members who object to this fair share fee based upon bona fide religious tenets or
teachings shall pay an amount equal to such fair share fee to a non-religious charitable
organization mutually agreed upon by the employee and the Association. If the affected
non-member and the Association are unable to reach agreement on the organization, the
organization shall be selected by the affected non-member from an approved list of
charitable organizations established by the Illinois Educational Labor Relations Board and
the payment shall be made to said organization.
3. The Association shall indemnify and hold harmless the Board, its members, officers, agents
and employees from and against any and all claims, demands, actions, complaints, suits or
other forms of liability (monetary or otherwise) that arise out of or by reason of any action
taken or not taken by the Board for the purpose of complying with the above provisions of
this Article, or in reliance on any list, notice, certification, affidavit, or assignment furnished
under any of such provisions. The Board shall promptly notify the Association if there is
any lawsuit or other legal challenge to the provisions of this Article and the Association,
upon such notice being given, shall have the right to designate legal counsel to defend
such action; provided, however, the Board shall have the right to designate its own legal
counsel in any such legal proceedings, subject to the approval of the Association, which
approval shall not be unreasonably withheld, if such designation becomes necessary to
protect its own interests, with the understanding that these indemnification provisions shall
cover the cost of such representation.
B. Negotiations Procedure
1. The Board and the Association shall bargain with respect to wages, hours, and other terms
and conditions of employment, as defined in this Agreement.
2. It is agreed that the Board and Association will, in a prompt and timely manner, jointly
request the services of the Federal Mediation and Conciliation Services (FMCS) if either
party to this Agreement declares impasse.
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C. Board of Education Meetings
The Association President shall be given written notice of any regular or special meeting of the
Board and a copy of the board packet.
D. Association Executive Board and Superintendent Meetings
At the written request of the Association or Superintendent, up to nine (9) meetings will be held
during the school year between the Association Executive Board and the Central Office
Administration to discuss District and contract issues. These meetings are meant to open up
District level communications/input. One week prior to the meeting the President of the
Association and the Superintendent will mutually set an agenda for each meeting. Neither party
has the intent of waiving its rights under the IELRA.
E. Association and Board Meet and Confer
At a time and place mutually agreed, representatives of the Board will meet and confer with the
Association up to four (4) times per school year, upon written request of the Association or the
board.
F. New Employees
Names and addresses of new employees shall be provided to the Association within seven (7)
school days after their Board approved hiring. At the request of the Association, up to one (1) hour
will be made available at the new teacher certified staff member orientation luncheon.
G. Use of Facilities and Equipment
Union activity, related to the sections below, must be performed outside of District responsibilities.
1. The Association may use District facilities for meetings upon reasonable advance request
to the Superintendent or designee.
2. The Association shall have a bulletin board in each employee lounge or other appropriate
area in each building subject to the same conditions as mailboxes.
3. Announcements of Association business may be sent to bargaining unit members, through
the District’s e-mail system. Upon written request to the Superintendent, the Association
shall also have an electronic mailbox in the employer’s e-mail system.
4. Announcements of Associations business not directly impacting students may be read over
the intercom in each building prior to, or at the completion of the student day and subject to
examination of such communication by the employer.
5. The Association shall have the right to distribute printed materials in each District facility
and use the employer’s mail service as well as employee mailboxes for communication to
employees subject to examination of such communication by the employer.
6. The Association shall have the right to request to use equipment for non-political activity
including but not limited to telephones, computers, printers, audio-visual equipment, copy
machines and duplicators when such equipment is not in use. The Association will
reimburse the employer the actual cost of supplies used by the Association.
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H. Association Leave
The Association shall be granted eight (8) days per contract year, for Association Officers without
loss of salary for Association business, including but not limited to Association conferences and
conventions, grievance processing, arbitration hearings, hearings before the Illinois Educational
Labor Relations Board or other state agencies, and negotiations.
I. Cost of Printing
The District and the Association will each pay the costs of the printed contracts for each individual
covered by the contract. These are the contracts provided to new staff members during orientation
or distribution of newly approved contracts. A copy of the contract will be posted on the District
website.
ARTICLE IV.
SALARY AND FRINGE BENEFITS
CPI: “Consumer Price Index" means the Consumer Price Index for All Urban Consumers for all
items published by the United States Department of Labor.
The CPI % amount to use for each contract year covered will be the most recent CPI % calculated
in the most recent tax extension submitted to the District by the County Clerk's office.
A. Honorarium
With the recommendation of the HEA Superintendent, the board of education has the
management right to provide any certified member with an honorarium of up to fifty dollars
($50.00) $500.00 in any given fiscal year of the contract in recognition of extraordinary
accomplishments in the performance of teaching duties.
B. Salary: See Appendix A.
All certified staff members shall be compensated in accordance with the appendixes salary
schedules for the respective years. However, due to penalty provisions of the Illinois Teachers’
Retirement System (TRS), no certified staff member upon reaching a date of employment within
four (4) years of first becoming eligible for TRS retirement (early or ordinary) shall be entitled to
receive an increase in total creditable earnings greater than 6% of the prior year’s creditable
earnings regardless of any other provisions or salary schedules of this Agreement. Any such
earnings over 6% shall be considered forfeited, but shall not preclude the member from future
schedule advancements and future earnings, subject to the annual application of the limitations of
this provision. For the purpose of implementing this provision, certified staff members over age 50
shall be required to provide the District with the member’s offical TRS demographic data (age,
service, etc.) as reported annually by the TRS.
C. 403B Clause
The district will continue to offer existing 403B plans consistent with IRS requirements. The District
will electronically submit all deducted monies to the appropriate vendor(s) within (7) seven
business days of each payroll.
D. Error Clause
1. The district is responsible for maintaining all employee records as required by school code,
state and federal law. The district will provide a checklist that shows employee compliance
by October 1st for all new employees or upon completion of their file.
2. If an employee reports an underpayment over fifty dollars ($50) from their payroll check,
the district will provide the employees a separate check to make the employee whole within
three (3) business days. In other cases, the correction will come on the next paycheck or
electronically as determined by payee.
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E. Medical Insurance
1. Employees working a minimum of thirty (30) hours per week and for a period of nine (9)
months or more shall receive Board contributions toward medical insurance. Contributions
towards medical coverage are made while employees are active and performing the
essential functions of their position or covered FMLA.
2008/09
Single Coverage = $475.00 per month
Employee + 1 = $587.50 per month
Family = $700.00 per month
2009/10
Single Coverage = $489.50 per month
Employee + 1 = $605.13 per month
Family = $750.00 per month
2010/2011
Single Coverage = $503.93 per month
Employee + 1 = $623.28 per month
Family = $800.00 per month
2011/2012
Single Coverage = $519.05
Employee + 1 = $648.21
Family = $759.69
2. Combinations of health and dental insurance up to the maximum contribution stated above.
3. If health insurance plan premium does not exceed the Board of Education contributions as
listed above, the employee will be responsible for paying ten dollars ($10.00) per month
towards insurance premiums.
Employees electing medical insurance shall contribute a minimum of $10.00 per month for such
insurance.
Employees electing dental insurance shall contribute a minimum of $10.00 per month for such
insurance.
4. Married couples working in the District who are eligible for medical and dental benefits will
be eligible for dual coverage. One spouse will elect family coverage. The Board of
Education will contribute the family contribution equal to seven hundred dollars ($700.00)
per month per employee, for a total of fourteen hundred dollars ($1400.00).
5. Employees hired prior to 2006/2007 that work less than thirty (30) hours and received
medical/dental coverage, shall be grandfathered in for continued coverage.
6. In the event the total premium for all plans offered by the District exceeds 10% from the
previous year’s premiums, the Board and certified staff members shall respectively be
responsible to pay for 50% each of the insurance premium increase.
F. INSURANCE COMMITTEE
Membership: Two (2) HEA members, two (2) Administrators, one (1) Board member, two (2)
HESPA employees, two (2) district office support staff employees.
Chair: Chief Human Relations Officer, who is a non-voting member.
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a. Each member has one vote.
b. The committee meets on a quarterly basis.
c. The committee is responsible for review and analysis of providers, coverage, premiums
and claim reports. All bids received by the district will be reviewed by the committee. The
committee will choose from all bids received.
d. The committee will make a recommendation to the Board for approval.
G. Life Insurance/Long Term Disability
The Board of Education will provide all full-time certified staff members with life insurance equal to
$50,000 and long-term disability supplement to the TRS long-term disability.
H. Insurance during Disability
The district shall provide all insurance benefits set forth in this Agreement to certified staff
members who are temporarily disabled. Such district paid insurance coverage shall cease when
one of the following events first occurs:
(a) Disability ceases,
(b) The certified staff member becomes eligible for long term disability, or
(c) A temporarily disabled certified staff member, when eligible for long term disability, shall
be given an opportunity to continue insurance coverage in the school insurance program
during the period of disability, but will be required to pay all premiums connected with this
coverage. All premiums are due no later than the last day of the month.
I. Extra Curricular Assignments:
1. Any assignments in addition to the normal load will be open to volunteers. Qualifications
will be determined by the Administration and/or Board. Any position not filled by volunteers
may be assigned by Administration and/or Board. Further, it is understood that the
establishment of a schedule does not require the Board to conduct each activity listed on
the schedule.
2. Except in emergencies, when extra curricular positions become available, certified staff will
have the first opportunity to apply.
3. A certified staff member who is not selected for an extra curricular position for which he/she
had applied has the right to written reason(s) for not being selected. A request must be
submitted in writing by the certified staff member to the official in charge of the hiring
decision within thirty (30) days of notification of not receiving the position. The official in
charge of the hiring decision must respond within ten (10) calendar days.
4. All extra curricular assignments can be no longer than the current school year.
Participation in these assignments does not constitute a guaranteed assignment for the
following year. If a person is to be discontinued in his/her assignment the Principal or
Athletic/Activities Director shall give written notification of such action to the person within
thirty (30) calendar days of the discussion.
5. Extra Curricular Stipends will increase 7% in the first each year of the contract and with an
annual increase as calculated by the CPI each year thereafter. See Appendix B.
J. Curricular Committee
The Superintendent and HEA Co-Presidents or designees will work to establish equitability
between the current schedule and those of other Fox Valley Conference schools. The joint
committee will provide a recommendation to the School Board for final approval. The extra
curricular committee will make a recommendation to the Board of Education as to how to spend
the 7% increase in stipends in years two and three.
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K. Supervision Assignments
1. Certified staff members will be paid twenty nine dollars ($29.00) per hour through during
2008/09 with an annual increase of one dollar ($1) per hour thereafter and $25.00 per hour
through 2011/12 for the following supervisory duties approved by the principal/designee:
• Concerts (Mandatory assignment)
• Scorebook Keeping (night/day-home games)
• General supervision of athletic contests
• General supervision of concerts
• Saturday suspension
• Bus Duty (outside of standard regular scheduled hours)
• In School Suspension
• Lunch room duty
2. When someone not covered by this agreement performs the duty, compensation will be at
the discretion of the Board.
L. Salary Schedule Mobility:
With the following provisions, the salary schedule will be followed:
1. Previous certified credit:
Credit for initial placement on the salary schedule will may be counted for each full time
year employed, or the equivalent thereof, up to a maximum of ten (10) years. Thereafter,
one half-year credit shall be given for each fulltime year employed, or the equivalent
thereof. Initial placement considerations may include current fiscal considerations. All
requested credit must be presented and verified prior to Board approval. Credits not
reported will not be adjusted until the beginning of the next school year.
Certified staff members are eligible to change salary lanes once a year. All paperwork must be
received in Human Resources by the third Thursday of August each year for the current school
year. Any changes above a master can only be made for credits received after the masters was
obtained.
2. Certified staff members will be reimbursed per credit hour or the cost of the class
(whichever is less), as follows:
2008/09 $135.00 per credit hour
2009/10 $145.00 per credit hour
2010/11 $150.00 per credit hour
2011/12 $155.00 per credit hour
3. A certified staff member not in an advanced degree program will be reimbursed for a
maximum of nine (9) credit hours per contract year. A certified staff member within an
advanced degree program will be reimbursed a maximum of twelve (12) credit hours per
contract year. When combining non-advanced degree programs with degree programs, a
certified staff member will be reimbursed for a maximum of nine (9) credit hours per
contract year.
Certified staff members will be reimbursed on a first come, first served basis based upon the date
the original request for approval was received. Reimbursements will not be made above the
approved budget.
4. First year certified staff members will be excluded from this reimbursement.
5. Successful completion of the course, a grade of “B” or better, is required.
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6. Individuals will be required to share their enhanced educational experience as directed by
the building principal / designee.
7. A certified staff member must remain in the district for one year following course completion
and reimbursement, or the district shall be due the entire reimbursement.
8. Deadlines for application for reimbursement:
a. First semester: August 30th
b. Second semester: January 21st
c. Summer: May 1st
9. Coursework must be completed within one year of the original application date.
M. Board Certification
1. Starting with the 2008-09 school year, teachers will be eligible to receive additional
compensation for obtaining National Board Certification.
Year 1 $2,000.00
Year 2 $3,000.00
Year 3 continuing while valid $4,000.00
2. Eligibility Requirements:
Each year, teachers must successfully complete forty (40) hours of District directed and
approved curriculum work outside of their standard day in order to request the additional
compensation. This compensation will be paid upon approval of the Superintendent or his
or her designee.
N. Teacher Retirement System Tax Shelter
To be updated upon notification of new TRS regulations.
1. The net amount payable directly to the teacher shall be the salary minus (1) the TRS
payment, (2) other withholding required by law and (3) other withholding required by
Agreement or made at the direction of the teacher certified staff member.
2. There are no (ERO) Early Retirement Option costs to the District. The Board reserves the
option of providing such an option on a case-by-case basis.
2. No future incentives for delaying retirement beyond the ones previously agreed upon for
the 2002/2003 school year will be considered by the Board.
3. Retirement
a. Members of the bargaining unit who have served a minimum of ten (10) years in
the district and are eligible for regular retirement who present the district with a
irrevocable letter of retirement one (1), two (2), three (3), or four (4) years prior to
the first day of March of their final year of active service, shall be removed from the
salary schedule and paid in accordance with the formula set forth below.
Employees shall receive an increase equal to six percent (6%) (compounded) of the
teacher’s TRS creditable earnings of the previous school year for a maximum of
four (4) years immediately prior to retirement. In consideration of such salary
increases, the employee shall continue to perform such extra duties, and any
additional/equivalent extra duties performed by the employee after submission of
the retirement notice, unless the Superintendent approves the employee’s
discontinuation of the extra-duty for good cause shown. Once a notice of intent to
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retire is received by the District, in no year shall creditable earnings in excess of six
percent (6%) from one year to the next be paid to the retiring employee. However,
earnings that are legally exempt from the state imposed ”6% liability” rule in effect at
the time of ratification of this agreement, or which shall be enacted within the scope
of this agreement, shall not be considered in the calculation of the six percent (6%)
increase limitation. Such exempt earnings include but may not always be limited to
and may not always include:
• Summer school and teaching pro-rata
• Overloads paid pro-rata
• Change in employment status from part-time to full-time paid pro-rata
• Promotions requiring a certificate or endorsement that is different from regular
certification of the job
b. Should a member rescind the notice of retirement for reasonable cause and it is
accepted by the Board, the member shall reimburse the District for any increased
salary payments based on creditable earnings granted under this provision over
and above the increases bargained in the salary schedule including tax and pension
withholdings. Repayment may be made in a lump sum or through reasonable
payroll deduction.
c. Retirees who enroll in a TRS managed care plan (HMO or PPO) will qualify for
District payment of 100% of a single premium fixed at the time of retirement. The
District will provide insurance benefits until retiree reaches the age of sixty-five (65)
or is eligible for health care.
d. The District reserves the right to review and modify or terminate the foregoing
Regular Retirement benefits upon the expiration of this Agreement subject to the
requirement of the Illinois Education Labor Relations Act and to deny the foregoing
benefits to those who theretofore have not applied for regular retirement in that this
provision creates no vested right to benefits.
e. Both parties will monitor the dynamics and the impact of retirement benefits to
employees and to protect/leverage Distirct revenues with regard to retirement
benefits and penalties.
O. Personal Leave
1. At the beginning of each school term each certified staff member shall be credited with two
(2) days of leave to be used for personal business, which cannot be handled during nonschool
days or hours. All requests shall be made at least five (5) workdays in advance of
the desired date of the leave, except in an emergency approved by the superintendent or
designee.
2. Personal leave shall not be allowed for participation in a work stoppage.
3. Except in the case of an emergency, or a unique circumstance approved in advance by
Superintendent or his or her designee, or for observations of a recognized religious holiday
of the certified staff member’s faith, the following days shall not be utilized for personal
business leave:
a) The last two weeks of school,
b) A week day immediately preceding or following a weekday legal holiday,
c) A week day immediately preceding or following a weekday of student non-attendance,
d) A Friday before a Monday student non-attendance day / half day.
4. Personal leave days accumulate up to four (4) days.
5. Unused personal leave days after four (4) will accumulate as sick leave.
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P. Sick Leave
1. Certified staff members whose start date is prior to July 1, 2009 Each certified staff
member shall be entitled to 14 days of sick leave per school term without loss of pay.
Certified staff members whose start date is after June 30, 2009 will be granted sick time as follows:
0 to 4 years of service 10 days
5 and up 14 days
2. Sick leave shall accumulate to a maximum of 340 days for all, except those certified staff
members with more than 180 days on the books as of July 1, 1998, whose cap will be the
number of days at that time.
a. Sick leave shall be defined as per the School Code.
b. Each year, each certified staff member shall be given a written statement of
accumulated sick leave.
3. Certified staff members will be reimbursed at $15.00 per day for unused sick leave upon
retirement, up to 40 days.
4. The Sick Bank will operate according to the Sick Bank Committee’s ground rules.
Q. Family Medical Leave Act (FMLA)
1. The District’s policy with regard to the Family Medical Leave Act (“FMLA”) will remain
consistent with current federal and state law and the implementing regulations.
2. The employee will be allowed to use all accumulated sick days and personal days as
accumulated through the employee’s years of service with District 158 pursuant to FMLA
current regulations and guidelines.
R. Bereavement Leave
Each certified staff member shall be entitled to two (2) days bereavement leave per school term
without loss of pay. If more than two (2) days of bereavement leave are necessary, such days will
be deducted from the certified staff member’s accumulated sick leave.
S. Mileage Reimbursement:
The rate of reimbursement for approved mileage shall be at the recognized IRS rate.
T. Curriculum Compensation:
1. Curriculum work must be approved, in terms of maximum number of hours per project to be
used and the compensation option, in advance by the Superintendent. For approved
curriculum work, certified staff members will be paid twenty five dollars ($25.00) per hour
through 2009/10 during 2008/09, with an annual increase of one dollar ($1.00) per hour
thereafter and $26.00 per hour through 2011/12 for or the equivalent number of hours of
released time.
2. Payment of curriculum work monies shall be made within sixty (60) days of the certification
of the completion of the work.
U. Compensation for Supervising Other Teacher’s Class(es):
A teacher who supervises another teacher’s class(es), as authorized by the building
principal/designee, during his/her preparation period or during his/her contract time not normally
assigned to supervising students shall be compensated at the rate of thirty one dollars ($31) per
clock hour during 2008/09 with an annual increase of one dollar ($1) per hour thereafter. at an
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hourly rate equal to the first lane and year of experience (B0/1) as reflected on the current year’s
salary schedule
V. Driver Education Pay:
For Driver Education instruction beyond the contract day, the teacher will be paid thirty one
($31.00) per student contact hour during the summer of 2009, hour with an annual increase as
calculated by the CPI of one dollar ($1.00) per hour each year thereafter.
W. Summer School Pay:
Summer school teachers will be paid two thousand dollars ($2,000.00) per four (4) week session
starting summer of 2009. an hourly rate equal to the first lane and year of experience (B0/1) as
reflected on the current year’s salary schedule.
X. Certified Staff Members Who Live in the District
Certified Staff Members shall have the right to choose which school their children will attend if they
live within the district. That teacher would be responsible for transporting their child(ren) to and
from school.
ARTICLE V.
OTHER PROVISIONS
A. Certified Staff Member Participation on Committees:
Certified staff members shall participate on curriculum and policy committees related to the
educational program.
B. Planning for Institute and In-service Days:
The planning of institute and in-service programs shall be based on the expressed needs of the
District and the certified staff members. Certified staff members shall participate in the evaluation
of such programs within a reasonable time following i.e. before the next such day. The evaluations
shall be taken under consideration when planning future institute and in-service days.
C. School Calendar:
1. The Superintendent or his/her designee and a representative from the Association will
meet to determine construction of the school calendar for the coming school year. The
Association will be present and give its position during the official Board discussions on the
school calendar as well as when the Superintendent or his/her designee makes a
recommendation for the coming school year.
2. This calendar will provide a minimum term of no more than 185 days to insure 176 days of
actual pupil attendance computed under Section 18-8 of the School Code of Illinois. The
185-day calendar will include built-in emergency days and four (4) Institute days. The
calendar shall contain no more than 182 teacher workdays, one of which will be considered
a floating day.
D. Certified Staff Member Day:
1. The length of the certified staff member standard day shall be no longer than seven (7)
hours and forty-five (45) minutes as scheduled by the administration. Beginning in the
2009/10 school year, the length of certified staff member standard day shall be no longer
than eight (8) hours as scheduled by the administration.The specific hours will be
determined by the Superintendent or his/her designee. It is the intent of both parties that
this time be continuous and under the direction of the supervisor. The standard school day
shall be used for classroom instruction, duty-free lunch, designated planning, before and
after school professional responsibilities and other professional responsibilities as
established by the Superintendent or his/her designee.
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It is understood that the obligation of certified staff members as professionals may on occasion
extend beyond the standard school day, which may include Curriculum Night and Open House.
Certified staff members must be available to assist with the safety of the students before and after
school. This includes providing supervision from the bus to the classroom and from the classroom
to the bus at the end of the student day.
a. Grades PK-5 teachers shall supervise the students five (5) minutes before the first
school bell.
b. Supervision of students from the classroom to the bus shall not be required after the
month of September.
c. On Fridays and holiday eves (listed below), the certified staff member day will end
15 minutes early or immediately after the last student enrolled in the teacher’s
assigned grade(s) is scheduled to depart, whichever comes last (Labor Day Friday,
Columbus Day Friday, Veteran’s Day Eve, Thanksgiving Wednesday, Last school
day before Christmas vacation, Lincoln’s Birthday Eve, Good Friday Eve, Memorial
Day Eve).
d. Certified staff members may leave immediately after student dismissal for those
days when they must return to school for an evening meeting or event.
e. Certified staff members in Grades PK – 5 shall not be required to supervise recess
except in emergencies.
f. Certified staff members shall not be required to start the member day more than
thirty (30) minutes prior to the building bell times.
g. All building level meetings shall be held for a maximum of one hundred and eighty
(180) minutes per month. General staff meetings will be a maximum of thirty (30)
minutes. A professional development meeting, directly related to the building’s
School Improvement Plan, may exceed thirty (30) minutes but may not surpass
seventy five (75) minutes, if the certified staff members are notified one month in
advance. Building levels meetings include, but are not limited to: staff meetings,
team meetings, and special education team meetings. The high school will have
two (2) late start days per month
h. Certified staff members may be allowed to leave the building during unassigned
time. Unassigned time shall be defined as those periods of time when a certified
staff member has no assigned class or duty, nor any conference scheduled with a
parent or student. Prior to leaving the campus, the certified staff member shall
notify the principal or designees.
i. Certified staff members shall have a minimum 30-minute duty-free lunch not
inclusive of passing times.
j. To the extent sound economic responsibilities permit, the Board will continue to
utilize teacher aides to reduce the amount of duty responsibilities for elementary
teachers.
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k. For those teachers certified staff members who are required to attend student
staffings, IEP meetings, etc., the administration will provide substitutes if available
for such teachers to attend IEP staffings or meetings.
l. At the Elementary level, specials will not start within the first15 minutes of the
students’ school day.
2. Teacher Certified staff member planning time at the elementary level will consist of a
minimum of three hundred (300) minutes/week. Planning time will be scheduled in blocks
containing a minimum of thirty (30) consecutive minutes, with at least one block scheduled
per day. Any plan time scheduled under this minimum must be agreed to by mutual
consent and paid at the pro-rata amount of the certified staff member’s salary.
Administration shall make a reasonable effort to provide an uninterrupted planning period.
3. Every reasonable effort shall be made to schedule special education meetings (including
SAP meetings) within the certified staff member’s regular workday. When such meetings
must be scheduled beyond the regular certified staff member workday or planning period
within the student attendance hours, certified staff members involved shall be paid at the
pro-rata amount of the certified staff member’s salary.
Art Music PE Grade level
Prep time (min) 300, min 30-
minute blocks
300, min 30-
minute blocks
300, min 30-
minute blocks
300, min 30-
minute blocks
Classes 25 classes,
50 halfhours/
week
16 classes,
48 halfhours/
week
10 classes,
50 halfhours/
week
Class schedule
to be
maintained
1x/week for
60 minutes,
kdgn 2x/week
for 30 minutes
3x/week for 30
minutes
5x/week (each
day) for 30
minutes
4. Middle school teachers will have one class period termed as a personal planning period
and one class period termed as team planning period per day dedicated to planning.
5. High School overloads will be paid at six thousand, seven hundred fifty dollars ($6,750.00)
per year and with an annual increase as calculated by the CPI each year thereafter. The
standard high school schedule shall consist of five (5) regularly scheduled classes, a
regularly scheduled planning period, and a non-teaching assignment period. If a sixth
teaching class period is added to a teacher’s schedule, that class shall be considered an
overload.
E. Class Size:
The Consolidated School District 158 Board of Education recognizes that the student/teacher ratio
is an important aspect of a quality educational program. The Board also acknowledges the desire
of maintaining optimal class size averages within the parameters of financial responsibility and
availability of appropriate facilities. Our community values public education and expects
reasonable class sizes. Where disparities in class size exist, the Board shall attempt to minimize
these disparities, consistent with the needs of the entire District, utilizing a variety of options,
including but not limited to aides, additional faculty, student/special program transfers, provided
appropriate resources are available to the District. As a desirable goal, the core courses
regarding student/teacher ratio in the District buildings will seek an average student/teacher ratio
of the lower 20s in grades K-2, the mid 20s in grades 3-8, and the upper 20s in grades 9-12.
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F. Special Education:
1. A Special Education instructor’s caseload will not exceed state and federal guidelines at
any one time. The overload shall not exceed 5 students.
2. Staffing of programs shall be done with consideration of the severity of student needs,
maintenance of a safe and adequate learning environment, the physical size of equipment
needed and the physical space of classrooms. If a certified staff member has concerns
related to the effects of class size on student or staff safety or the effects of class size on
the maintenance of an effective learning environment, the certified staff member shall meet
with his/her supervisor to discuss the concerns. If the certified staff member’s concerns
remain unresolved after this meeting, the certified staff member may request a meeting
with the Director of Special Education Services to discuss the concerns.
3. Special Education Case Management requires a great deal of time from those involved in
the education of students with special needs. Subject to the approval of the principal, up to
four (4) release days will be provided each school year for case management including:
scheduling, collaboration with related staff, completion of IEP/Re-Evaluation paperwork,
meeting with parents or home visits, and curriculum modification. In the event that release
time is not appropriate or available, with approval of the Superintendent, the certified staff
member will be compensated with extended hourly pay, according to the standard hourly
rate for teachers certified staff members outside of the regular school day hours.
4. The District will maintain inclusion class enrollment levels in line with state and federal
guidelines.
G. Lesson Plans:
It is agreed that daily lesson plans are essential for maximizing teaching and learning in the
classroom. Each teacher shall have written plans completed and readily available, for each daily
assignment, to be turned in to the principal/designee at the end of the school year.
1. Non-tenured teachers shall turn in lesson plans to the principal/designee for review and
suggestions for improvements.
2. Tenured teachers shall keep daily lesson plans readily available in the classroom for the
review by the principal/designee. A tenured teacher will be required to submit lesson plans
to the principal/designee if the teacher has been notified in writing that a specific problem
in planning exists, i.e. no completed plans available, plans insufficient or ineffective.
H. Job Sharing
The Superintendent at his/her discretion may create or approve a proposal from teachers certified
staff members in which 1.0 FTE position is voluntarily shared by more than one teacher certified
staff member. Teachers Certified staff members involved in job sharing are required to meet all of
the professional requirements of a full-timecertified staff member teacher. Only tenured teachers
certified staff members may request to share a full-time position.
Eligibility:
a. Approval for participation: Proposals for job sharing assignments must be submitted by
March 1st for the following school year. Teachers must be provided in writing the reasons
behind the denial of the job sharing proposal. Teachers must reapply for participation in
the Job Sharing Program on a yearly basis.
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b. Any certified staff member leaving a full-time equivalent position to participate in the job
sharing program may request to return to full-time status at the end of the job sharing
assignment. There shall be no guarantee of an assignment in the same previously held
position.
Salary and Fringe Benefits:
a. Compensation: All salary shall be calculated based upon pro-rated basis and fringe
benefits shall be offered consistent with current District plans and policies.
b. Two years of job sharing would be the equivalent of one-year advancement on the salary
schedule.
The Proposal:
When a job sharing team wishes to share a teaching position for a school year, specific
guidelines need to be met. The teachers must jointly write their program proposal in detail and
minimally cover the following:
1. How will the school year be divided equally between two teachers?
2. Both teachers must agree to attend in-service and institute days.
3. Both teachers must attend parent teacher conferences.
4. Both teachers must jointly distribute an evaluation to the building principal, parents,
and students at mid-year and at the end of the year to better determine how the
program is viewed.
5. Job sharers must develop an ongoing system of communication with each other,
their principal, parents, and other teachers involved. They must be responsible for
sharing any concerns and general information pertaining to their students and the
program.
Communication with Parents:
Teachers participating in the Job Sharing Program will be required to write a letter home to
parents at the beginning of the school year. This letter should define job sharing and
include a detailed schedule of when each teacher will be working.
I. Voluntary Transfers
1. The Superintendent or designee shall have posted in all school buildings and on the
Human Resource’s “Internal Applicants Only” website, a notice of all vacancies in the
bargaining unit. A copy of such notice shall be given or mailed to the Association President
or designee. Such notice shall be accompanied by a statement of minimum qualifications
and anticipated salary range. If a vacancy occurs during summer vacation, notice thereof
shall be posted in all school buildings and on the District website. Such vacancies shall be
permanently filled only after the lapse of ten (10) calendar days from the posting date
unless emergency occurs. During the hiring process any qualified internal candidate shall
be given priority to fill the position consistent with the criteria stated below:
a. Certified staff members wishing to apply for a transfer shall notify the Human
Resources Department in writing. After qualified teachers are interviewed for such
vacancies, they shall be notified in writing of the District’s decision when the
vacancy is filled. The District may consider the following criteria in filling the
vacancies:
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• Qualifications, including years in subject area, degrees, overall teaching
experience and evaluations.
• Seniority
• Balancing the talent level within each building.
J. Involuntary Transfer:
A certified staff member who is involuntarily transferred, shall be given written notification by the
appropriate administrator, and if a request is submitted in writing by the certified staff member to
the appropriate administrator within thirty (30) days of notification, the appropriate administrator
must provide the reasons for the transfer in writing within ten (10) calendar days.
K. Reduction In Force:
When the board decides that it is necessary to terminate the employment of tenured certified staff
in order to reduce the number of teachers certified staff members in the district, the President of
the Association will be notified in writing of such action in advance of any public announcement.
Upon written request of the Association to the Superintendent, representatives of the Association
shall be given an opportunity to discuss and provide input relative to such reductions in staff at a
meeting with the Superintendent. When reductions shall be necessitated, the Board shall first
remove teachers certified staff members who have not entered into continued contractual service.
Thereafter, the Board shall terminate tenured teachers certified staff members according to
seniority.
L. Seniority:
Length of continuous service shall be computed from the most recent date on which the teacher
certified staff member commenced working on a full-time basis, and will apply irrespective of
intervening transfers from one area to another; in the event two or more teachers certified staff
members possess the same length of continuous service, the length of service will be computed
from the date of hire. If the date of hire is the same, the date upon which the teacher(s) certified
staff member(s) signed a contract shall be used. Sabbaticals and/or leaves shall not generate
additional seniority or break the continuous service record of any employee. The Board shall post
in each school building a seniority list each year, no later than February 1st. A copy of such
seniority list shall also be sent to the Association President.
M. Seniority List Procedures:
1. Prior to February 1st of each school year, the Superintendent or designee shall post a
tentative listing, categorized by years of service, listed by hire date, showing the seniority of
all teachers certified staff members employed by District 158. The listing shall provide the
following information for each teacher certified staff member:
a. Name
b. Current position
c. Years of continuing tenured service
d. Other certifications/endorsements
2. Each employee shall have thirty (30) calendar days thereafter to file written objections to
his/her ranking. An employee’s failure to make a timely objection shall be deemed in
acceptance of the ranking, and the employee cannot thereafter challenge his/her seniority
until the following year.
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ARTICLE VI. TEACHER EVALUATION:
The purpose of evaluation shall be to improve the instructional skills of the teaching certified staff
member with the goal of maximizing learning by students in the classroom. Accordingly, the
evaluative process defined below shall include both the identification of teaching deficiencies and
constructive suggestions needed for improvement.
A. No Child Left Behind Act of 2002 (NCLB):
1. The Board and Association agree to form a committee to consider the impact on the
bargaining unit employees of issues arising from the legal requirements imposed by NCLB
on schools identified as not making adequate yearly progress. The committee shall focus
primarily on NCLB’s choice, supplemental services and other corrective action provisions.
2. The Board agrees that it will notify the Association of any action that must be taken to
comply with provisions of NCLB. The Board further agrees that it will bargain over the
implementation over such required actions as provided by law.
3. The Board and Association agree that no provision in this Agreement shall be construed to
prevent or prohibit the Board from taking legally required actions under NCLB regarding
school improvements, school corrective actions or school restructuring.
B. Annual Notification:
By October 15th, the Superintendent (or designee) and/or the building principal shall inform the
teaching staff of the procedures of evaluation, including who may evaluate the teacher’s certified
staff member’s performance. Each teacher certified staff member shall be acquainted with the
process and instrument to be used. The building principal/designee will complete the orientation.
All teachers certified staff members will be given a copy of the Huntley CSD 158 Teacher
Evaluation Plan. No formal evaluation may be conducted until this has been completed.
C. Evaluation of Tenured Teachers Certified Staff Members:
1. Tenured teachers shall be formally evaluated at least once in every two (2) years. All
tenured teachers certified staff member, by mutual agreement, may participate in either
using an approved tool the Clinical Model, Hybrid Clinical Model, or Professional Growth
Plan Methods of Evaluation, with the exception of those participating in the Professional
Assistance component.
If the evaluation consists of the Clinical or Hybrid Clinical Models of Evaluation. The requirements
noted in CX, CXI and CXII will apply.
2. The Professional Growth Plan Method of Evaluation consists of the following required
meetings between the evaluator and the teacher certified staff member, all of which shall
happen during the teacher’s certified staff member’s work day:
a. A meeting prior to October 15th of the school year to establish a new Professional
Growth Plan or review the status of previously submitted Professional Growth
Plans. The goals in the plan will be mutually agreed upon by the teacher certified
staff member and evaluator,
b. A mid-year conference to discuss progress made toward achieving outlined goals,
c. A meeting no later than May 15th of the school year. An Annual Summary will be
completed by the evaluator and discussed with the teacher certified staff member.
Both the teacher certified staff member and the principal/designee will sign the
Annual Summary, which will be forwarded with all progress review reports to the
District Office for placement in the teacher’s certified staff member personnel file.
Such signature by the teacher certified staff member only acknowledges that he/she
has read the report and does not necessarily indicate Agreement with its contents.
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3. All forms and paperwork to be completed by the teachers certified staff members, that have
been mutually agreed upon, can be found in Appendix as attached. The evaluation tool to
be used must be mutually agreed upon by the Association and the District. Certified staff
members may be requested to complete questionnaires and other supplemental material to
assist with the completion of the evaluation. Appendix as attached must be mutually agreed
up by the Association.
4. All dates listed above are not binding should the certified staff member not be available to
meet within, or on, the requested dates or by the requested time-lines.
D. Non-Tenured Teacher Evaluations Evaluation of Non-Tenured Certified Staff Members:
1. Non-tenured teachers certified staff member shall be formally evaluated in the classroom a
minimum of twice each school year as determined by the designated administrator.
Teachers in year one or two will be evaluated Clinical Model of evaluation. Teachers
certified staff member in years three or four may be evaluated using the Clinical or Hybrid
Clinical Models of evaluation at the choice of their evaluator. The building
principal/designee must complete these evaluations before the end of the first semester.
2. Prior to the initiation of the evaluation process, each teacher certified staff member shall be
acquainted with the process and instrument to be used. The building principal/designee
will complete the orientation.
a. Announced classroom observations will be accompanied by the following required
meetings, to be held during the teacher’s certified staff member’s work day:
b. Pre-Observation conference to discuss the Pre-Observation Information Sheet and
to set a time and date for the formal observation.
c. A Post-Observation conference between the building principal/designee and the
teacher certified staff member within ten (10) school days after each classroom
observation. At this conference, the written evaluation being placed in that teacher’s
certified staff member’s personnel file shall be signed and dated by the teacher and
the principal/designee. Such signature by the teacher certified staff member only
acknowledges that he/she has read the report and does not necessarily indicate
Agreement with its contents.
3. All forms and paperwork to be completed by the teacher certified staff member, which have
been mutually agreed upon can be found in the Appendix as attached. Any forms used for
evaluation in addition to those in the Appendix as attached must be mutually agreed upon
by the Association.
4. Any classroom observation for the purpose of evaluation shall be conducted with the full
knowledge of the teacher certified staff member . The teacher certified staff member and
evaluator will mutually agree upon the date of the observation and the lesson being
observed.
5. Observations shall not be conducted during the day immediately preceding or following a
student non-attendance day.
6. Within ten (10) school days after each classroom observation, a conference between the
principal/designee and the teacher certified staff member will be held. At this conference,
the written evaluation being placed in that teacher’s certified staff member’s personnel file
shall be signed and dated by the teacher certified staff member and the principal/designee.
7. By February 15th, or by March 1st if hired after the start of the school year or on a part-time
basis, the principal/designee will complete a final summative evaluation report for each
teacher certified staff member. The report will be discussed with the teacher, signed and
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dated by the teacher certified staff member and principal/designee, and forwarded to the
District Office for placement in the teacher’s certified staff member’s file.
8. All dates listed above are not binding should the certified staff member not be available to
meet within, or on, the requested dates or by the requested time-lines.
E. Informal Evaluation:
1. Informal observations may be held as determined by the principal/designee or requested
by the teacher certified staff member.
2. Any informal observations, which are to be used to evaluate the teacher certified staff
member, shall be reduced to writing within ten (10) school days. Such written report may
contain references to documented prior occurrences of similar incidents without regard to
the ten (10) day limitation. The administrator will meet with the teacher certified staff
member to present this report and discuss this observation.
3. All dates listed above are not binding should the certified staff member not be available to
meet within, or at, the requested dates or by the requested time-lines.
F. Procedure for Records:
1. The teacher certified staff member shall be given a copy of any formal and/or informal
evaluation placed in his/her personnel file. Such copies will be signed by the
principal/designee and teacher certified staff member, with a copy given to the teacher
certified staff member in accordance with the time limitations specified above. Such
signature by the teacher certified staff member only acknowledges that he/she has read the
report and does not necessarily indicate agreement with its contents.
2. The certified staff member shall have the right to review the contents of his or her
personnel file.
3. The teacher certified staff member shall have the right to respond in writing to any
evaluative material, to place said response in the teacher’s certified staff member’s
personnel file, and to forward a copy of the response to the evaluator and to the
Superintendent.
G. Ratings:
The final summative evaluation report for each teacher certified staff member hall contain an
overall rating of “Excellent”, “Satisfactory”, or “Unsatisfactory” based on his/her evaluation(s).
Teachers certified staff members who are rated “Unsatisfactory” will be provided with a
Professional Assistance Plan, as outlined in the Huntley CSD 158 Teacher Evaluation Plan. A
teacher certified staff member rated “Satisfactory” will be provided with input, if requested, for
improved professional performance.
ARTICLE VII.
GRIEVANCE PROCEDURE
A. Definitions:
1. A grievance shall be any claim by an employee, group of employees or the Association
that there has been violation, misinterpretation or misapplication of the terms of this
Agreement.
2. All time limits shall consist of school days, unless otherwise stated. School days shall
be defined as student attendance days, unless otherwise stated. Should the grievance
occur during the last two weeks of the school year or prior to the start of the new school
year, “school days” become “business days”.
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B. Procedure:
The parties hereto acknowledge that it is usually most desirable for a grievant and the immediate
supervisor to resolve problems through free and informal communications. If, however, such
informal processes fail to satisfy the grievant, a grievance may be filed. The following steps
establish the grievance process:
1. The grievant presents the grievance, in writing, to the building principal within ten (10)
school days of the claim of the contractual violation. The principal will arrange a time
and date for a meeting to take place within ten (10) school days after receipt of the
grievance. The principal or grievant may also include at this meeting such persons as
they deem beneficial to the successful resolution of this problem. The principal shall
provide the aggrieved a written answer to the grievance within ten (10) school days
after the meeting.
2. If the grievance is not resolved at step number one, then the grievant shall refer the
grievance in writing to the Superintendent or his official designee within ten (10) school
days after receipt of the step number one answer. The same procedures as outlined in
step number one regarding meeting arrangements, time limitations, persons present at the
meeting, and written answers to the grievance shall be in effect for step number two.
3. If the grievance is not resolved at steps number one or number two, then the grievant has
the option of requesting in writing that the grievance be placed on the agenda of the next
regularly scheduled Board meeting. The grievant may then present the grievance
personally to the Board for their consideration and decision. The Board shall provide the
grievant with their written decision within twenty (20) school days after the date of which the
grievance was heard.
4. If the Association is not satisfied with the disposition of the grievance in step three, the
Association must file its demand for arbitration with the AAA within thirty (30) school days
from the date the decision at step three was rendered. The voluntary labor arbitration rules
of the AAA shall apply. The cost of the arbitrator services and other costs of a transcript
will be borne equally by the parties.
a. Neither party shall be permitted to present any grounds or evidence before the
arbitrator, which had not previously been disclosed, to the other party.
b. The arbitrator shall have no power to amend, modify, nullify, ignore, and/or add to
the terms of this Agreement. The arbitrator’s authority shall be strictly and narrowly
limited to deciding only the issues of the grievance filed at the step one level within
the limits established in the definition of a “grievance”.
5. Other Conditions
a. First Step Bypass
By mutual written agreement between the Superintendent and grievant, the first
step of the grievance procedure can be by-passed.
b. Meetings Outside of Regular Working Hours
All scheduled step meetings will be held outside regular work hours for employees
unless mutually agreed between the Superintendent and grievant to meet at
another time.
c. Grievant and Association Cooperation
The grievant and the Association shall not interrupt the operation of the District in
the investigation of any alleged grievance.
d. Timeliness by Parties
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Failure of any grievant to act on a grievance within the prescribed time limits will bar
any further appeal. Failure by the Administration or Board to act on a grievance
response within the prescribed time limits will permit the grievance to automatically
move to the next step within the time limits provided in that step.
e. Extension of Time Limits
Time limits can be extended by mutual written agreement by the Superintendent
and the grievant.
f. No Reprisals
No reprisals of any kind shall be taken by the grievant, Association, Administration
and/or Board against any employee because of his/her participation or lack of
participation in the grievance procedure.
g. Filing of Materials
All documents dealing with a grievance shall be filed separately from an employee’s
personnel file.
h. Exclusion of Remedies
In the event a grievant commences a proceeding in any state or federal court or
administrative agency against the Board and/or Administration, charging the Board
and/or Administration with an alleged violation of this Agreement, such remedy shall
be exclusive and said grievant shall be barred from invoking any remedy by this
grievance procedure while pursuing a remedy in another jurisdiction. Upon being
knowledgeable of the decision by another jurisdiction, a grievant has the right to reinstate
the grievance within ten (10) school days.
i. Expedited Arbitration
Upon completing a mutual written agreement by the Superintendent and the
grievant, the expedited arbitration rules of the AAA shall be utilized instead of the
voluntary labor arbitration rules.
j. Bypass of Arbitration to Grievance Mediation
By mutual written agreement, the Superintendent and grievant may elect to enter
into grievance mediation prior to submitting the grievance to arbitration. The parties
shall mutually agree, in writing, on the procedures for mediation, including the
handling of costs to implement the process.
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ARTICLE VIII.
TERM OF AGREEMENT
A. Scope:
The terms and conditions set forth in this Agreement represent the full and complete understanding
and agreement between the parties hereto. The terms and conditions of this Agreement may be
modified only by mutual consent of the parties.
B. Management Rights:
The Board hereby retains and reserves unto itself, all powers, rights, authority, duties, and
responsibilities conferred upon and vested in it by the statutes of the State of Illinois provided that,
to the extent allowed by law, such, rights and responsibilities shall be exercised in accordance with
the provisions of this Agreement. The Board agrees to participate in good faith negotiations with
the duly designated representatives of the Association.
C. No Strike Clause:
The Association hereby agrees not to strike for the duration of this Agreement.
D. Duration:
This Agreement shall commence at 12:01 a.m., July 1, 2008 and expire at 11:59 p.m. on June 30,
2012 2011.
E. Reopening:
This Contract shall remain in force from year to year unless notice is given prior to April 1st, by
both parties, of its desire to terminate, amend, or modify this Agreement for the following year.
Julie Hunter, Co-President, HEA Date
Kimberly Kimberlee Aschenbach, HEA Co-President Date
Shawn Green, Board of Education President Date
Consolidated School District 158 BOE/HEA Agreement 2008/2009-2010/2011
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EXTRACURRICULAR SCHEDULE Appendix B
Rate is 7% increase and with an annual increase as calculated by the CPI each year
thereafter.
Nonathletics
Group A Group E
Computer Club/MS TV Studio-Video YB
Computer Club/HS Cheerleaders/HS/BB
Ass't Play-Lighting/Sound Associate Musical Director/MS
Recycling Coord Associate Musical Director/HS
Ski Club/MS Music-Drama/MS
Ski Club/HS Speech-Debate/Ass't Coach
Spanish Club Group F
Computer Club/GS Snowflake
Group B Academic Team Head Coach
Concession/MS Group G
Concession/HS Snowball
6th Grade Sponsor Marching -Concert Band
7th Grade Sponsor Choral Director
9th Grade Sponsor FFA
10th Grade Sponsor Speech-Debate/Coach
12th Grade Sponsor Group H
Newspaper/MS Team Coordinators
Newspaper/HS Yearbook/HS
Beta Club Musical/MS
Science Fair Musical/HS
NHS
Yearbook/MS
Student Council GS
Rec Club Sprv/GS
Ass't Musical Director/MS
Ass't Musical Director/HS
Ass't Play Director/HS
Art Club Sponsor
Group C
Student Council MS
VICA
Color Guard
Pep Band
Science Club
Literary Book
Associate Play Directory
WYSE
Group D
Yearbook/GS
Play Director/MS
Play Director/HS
Academic Team Ass't Coach
Math Team
8th Grade Sponsor
11th Grade Sponsor
Consolidated School District 158 BOE/HEA Agreement 2008/2009-2010/2011
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Consolidated School District 158 BOE/HEA Agreement 2008/2009-2010/2011
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Cheerleaders/MS/BB
Cheerleaders/HS
Pom Poms
Student Council/HS
Athletics
Group I
Softball-Baseball Ass't CoachMS
Group J
Softball-Baseball Head CoachMS
Tennis Coach/MS
Track Coach/MS
Soccer Coach/MS
Group K
Volleyball Coach/MS
Group L
Wrestling Coach/MS
Golf Ass't Coach/HS
Basketball Coach/MS
Soccer Coach/HS
Tennis Coach/HS
Track Coach/HS
Group M
Volleyball Coach/HS
Group N
Baseball Ass't Coach/HS
Softball Ass't Coach/HS
Cross Country Head Coach/HS
Golf Head Coach/HS
Wrestling Head Coach/MS
Basketball Head Coach/MS
Track Ass't Coach/HS
Soccer Head Coach/HS
Tennis Head Coach/HS
Group O
Football Ass't Coach/HS
Volleyball Ass't Coach/HS
Basketball Ass't Coach/HS
Wrestling Ass't Coach/HS
Group P
Baseball Head Coach/HS
Softball Head Coach/HS
Track Head Coach/HS
Group Q
Football Head Coach/HS
Volleyball Head Coach/HS
Basketball Head Coach/HS
Wrestling Head Coach/HS
Group R
Weight Training
Consolidated School District 158 BOE/HEA Agreement 2008/2009-2010/2011

Last printed 8/21/2008 2:26:00 PM
B+0 B+12 B+24 B+36 M+0 M+12 M+24 M+36 M+45
1 $35,555 $36,266 $36,992 $37,731 $38,486 $39,256 $40,041 $40,842 $41,659
2 $36,800 $37,536 $38,286 $39,052 $39,833 $40,630 $41,442 $42,271 $43,117
3 $38,088 $38,849 $39,626 $40,419 $41,227 $42,052 $42,893 $43,751 $44,626
4 $39,421 $40,209 $41,013 $41,834 $42,670 $43,524 $44,394 $45,282 $46,188
5 $40,800 $41,616 $42,449 $43,298 $44,164 $45,047 $45,948 $46,867 $47,804
6 $42,228 $43,073 $43,934 $44,813 $45,709 $46,624 $47,556 $48,507 $49,477
7 $43,706 $44,581 $45,472 $46,382 $47,309 $48,255 $49,221 $50,205 $51,209
8 $45,236 $46,141 $47,064 $48,005 $48,965 $49,944 $50,943 $51,962 $53,001
9 $46,819 $47,756 $48,711 $49,685 $50,679 $51,692 $52,726 $53,781 $54,856
10 $48,458 $49,427 $50,416 $51,424 $52,453 $53,502 $54,572 $55,663 $56,776
11 $50,154 $51,157 $52,180 $53,224 $54,288 $55,374 $56,482 $57,611 $58,764
12 $51,910 $52,948 $54,007 $55,087 $56,189 $57,312 $58,459 $59,628 $60,820
13 $53,726 $54,801 $55,897 $57,015 $58,155 $59,318 $60,505 $61,715 $62,949
14 $56,719 $57,853 $59,010 $60,191 $61,394 $62,622 $63,875 $65,152
15 $59,878 $61,076 $62,297 $63,543 $64,814 $66,110 $67,433
16 $63,213 $64,478 $65,767 $67,083 $68,424 $69,793
17 $66,734 $68,069 $69,430 $70,819 $72,235
18 $70,451 $71,860 $73,298 $74,764
19 $74,376 $75,863 $77,380
20 $78,518 $80,089
21 $82,892
Year 1 through 3 - see above salary schedule
Year 1 - Everyone off schedule gets 6%
Year 2 and 3 - Everyone gets step
Year 2 and 3 - Everyone off schedule gets 2%
Year 2 - Board paid TRS contributions of 3.5% of salary
Year 3 - Board paid TRS contributions of an additional 4.5% of salary
APPENDIX A
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Labels: Huntley Education Association, Huntley School District 158, Teacher Negotiations