Table of Contents
1.1 Employee Negotiating Agreement
EMPLOYEE AND ASSOCIATION RIGHTS
2.1 Right to Organize and Participate
2.4 Payroll Deductions of Professional Dues
2.5 Meetings, Notices, and General Information
2.6
Association Meetings and Released Time
2.7
Association Leave
2.8 School Calendar
PROFESSIONAL QUALIFICATIONS AND ASSIGNMENTS
3.1 Teacher Notification of Assignment
3.2 Supplemental Job
3.5
Planning Periods - Elementary Teacher
3.6
Planning Periods - Secondary Teacher
3.8 Teacher Work Day
4.1 Compliance
5.1 Team Composition and Purpose
5.2
Communication with Association Building Representative
EMPLOYEE COMPENSATION AND FRINGE BENEFITS
6.1 School Year
6.3 Payday Specified
6.4 Life Insurance
6.5 Health and Medical Insurance
6.6 Retired Teacher Insurance Benefit
6.7 Approved Work Days Beyond the Regular 180-Day Work Year
6.8 Additional Class Assignment, Secondary –
Non-Academic
6.9 Additional Class Assignment, Secondary – Academic
6.11 Board Payment to Teachers Retirement System
6.12 Consulting Teacher
6.13 Retirement Payment - Service Recognition - Full-Time Teachers
6.14 Compensation Calculations for Part-Time Teachers
6.16 District Mileage Reimbursement
7.1 Sick Leave
7.2 Annual Notification of Sick Leave Days Taken
7.3 Personal Leave
7.4 Maternity/Child-Rearing Leave of Absence
7.8 Unpaid Leave
7.9 Jury Service and Court Appearances
8.1 Definitions
8.2 Basic Principles
8.3 Procedures
8.5 No Reprisals
VACANCIES, TRANSFERS, PROMOTION
10.1 Vacancies, Promotion Posted
10.2 Voluntary Transfer
10.3 Involuntary Transfer
10.4 Vacancies in Supplemental Job Appendix
B Posted
11.1 Procedures
12.2 Board Policies
12.3 Individual Contract
12.4 Contract and Distribution
12.5 Savings Clause
12.6 No Strike and No Lock Out
12.7 Term of Agreement
Beginning Compensation, 2014-2017
Educational Advancement Awards
The
Board of Education of School District No. 228, Henry County, Illinois, (hereinafter
referred to as the Board), recognizes the Geneseo Education Association
(hereinafter referred to as the Association), affiliated with the Illinois
Education Association and the National Education Association as the sole and
exclusive negotiating agent for all regularly employed full-time and part-time
certificated personnel except the Superintendent, District Office
Administration, Principals, Associate Principals, Assistant Principals, Deans
of Students, District Technologist and Substitutes, except for those
substitutes who work more than 100 consecutive days (2.13).
The
term teacher as used in this Agreement, shall refer to all employees
represented by the Association in the negotiating unit as set forth in the preceding
paragraph.
Teachers
shall have the right to organize, join and assist the Association and
participate in professional negotiations with the Board through representatives
of their own choosing.
When a teacher is required to appear before the Board
or before any Board committee concerning any matter which could directly affect
the continuation of that teacher in his/her employment, except in an emergency,
the teacher shall be given 24 hours prior notice of the reasons for such
meeting or interview and the teacher shall be represented by the Association
President.
When
the dismissal or suspension of a teacher is to be formally discussed with the
teacher at a conference called by any school administrator, the teacher shall
be given reasonable prior notice of the conference and shall be represented by
the Association President. The
teacher is responsible for arranging for the representation if so desired. This provision, with respect to
administrative conferences, shall not apply to casual interaction between
administrators and teachers, nor conferences pursuant to the normal, routine
evaluation procedure of the District.
No
final disciplinary action shall be initiated against a teacher as a result of a
complaint until the teacher has been notified of the complaint. Notification shall take place through an
administrative-teacher conference.
The teacher shall be represented by the Association President.
In
matters where disciplinary action may be taken, the Association member may
request the presence of a building representative or officer.
Each
teacher shall have the right, upon request, to review the contents of his/her
personnel file. A representative of
the Association may be present during the examination of the file if requested
by the employee. Such review may be
by appointment during normal office business hours, but not including the times
when teachers have instructional responsibility, and in the presence of an
employee of the Board. Nothing may
be removed from the file. The right
of review does not extend to college placement or credentials, files or
evaluations by colleges, or previous employers.
The
Board agrees to assist the Association in the collection of professional dues
in the following manner:
1.
The Association
will secure from its members a written authorization for the Board to deduct
ten (10) installments, one each month, for dues as designated on said form to
the GEA-IEA-NEA.
2.
Such
authorization shall not be revocable for a period that is the lesser of one (1)
year or the remainder of the term of this Agreement.
3.
The District will
make one check payable to the Association each month, September through June.
4.
In the event an Association
member wishes to make the entire payment at one time, or by any arrangement
other than provided here, the Association will have the member make payments
directly to the Association and not involve the Board.
5.
The Association
agrees to assume the entire responsibility for securing the authorization of
its members for the deductions mentioned in the paragraphs above and present
the signed authorization cards to the Board no later than September 15.
6.
The Board agrees
to present to the Association a check for all dues collected from the members
no later than twenty (20) days after the issuance of the paychecks.
7.
The Association
shall indemnify and hold harmless the Board from any and all claims, demand
suits and costs incurred in connection with any such claim, demand or suit
resulting from any reasonable action taken or omitted by the employer for the
purpose of complying with the provisions of this paragraph.
The
Association shall have the right to use school buildings during non-school
hours to conduct local Association meetings providing notice is given to the
building principal at least twenty-four (24) hours in advance. Use of the school building shall not
interfere with or interrupt normal school operation or other uses previously
committed. When special custodial
services are required, the Board may make a reasonable charge for this service.
The
Association shall have the right to use the existing inter-school district
facilities and teachers mailboxes for a reasonable quantity of Association
materials, provided that such material shall be properly identified as official
Association publications and a copy thereof provided to a district
administrator in advance of distribution.
The Association building representative shall be responsible for
distributing such materials in each of the teachers mailboxes.
The
Association shall have a right to use a bulletin board located in each faculty
room for posting official Association notices.
The
Board and the Association shall agree upon calendar dates for no more than
three (3) Association meetings. The
Association President shall provide the Superintendent with a written list of
proposed dates not later than August 15 of each school year. Early release time of forty-five (45)
minutes will be provided for the Association members in order that all
Association members may attend.
Additional
early release dates may be available upon mutual agreement between the Board
and Association.
The
Board will allow five (5) Association leave days per year, not to exceed six
(6) persons per day. They shall be
excused without loss of salary for such purpose providing the Association
reimburses the District for the cost of the substitutes and that the frequency
of excused leave does not impair the quality of classroom instruction.
The
Board shall have the sole authority to establish the school calendar. The Association, through the office of
the President, may submit recommendations as to the development of the
calendar. The decision of the Board
shall be final.
1.
Each bargaining
unit member shall join the Association or pay a fair share fee not to exceed
the amount of dues uniformly required of Association members. Such fair share fee payment shall be
deducted by the employer from the earnings of the non-member employees and paid
to the exclusive representative.
The
Association and the Board agree that any person hired to substitute for a
period that exceeds
100 consecutive school days shall be a part of the fair-share agreement and the
Board
will deduct pro-rata membership dues from the substitutes pay. (See Section 1.1)
In
addition, the Board agrees to notify the Association in writing when a teacher
agrees to an approved leave of absence and whether or not the substitute
teacher qualifies to be a part of the fair-share agreement. Pro-rata dues will be deducted for leaves
of less than a full year.
2.
In the event that
the bargaining unit member does not pay his/her fair share fee directly to the
Association by a certain date as established by the Association, the employer
shall deduct the fair share fee from the wages of the non-member.
3.
The employer
shall pay such fee to the Association no later than twenty (20) days following
deduction.
4.
In the event of
any legal action against the employer brought in a court or administrative
agency because of its compliance with this Article, the Association agrees to
defend such action, at its own expense and through its own counsel, provided:
(a)
The employer
gives immediate notice of such action in writing to the Association and permits
the Association intervention as a party if it so desires, and
(b) The employer gives full and complete cooperation to
the Association and its counsel in securing and giving evidence, obtaining
witnesses and making relevant information available at both trial and all
appellate levels.
5.
The Association
agrees that in any action so defended, it will indemnify and hold harmless the employer
from any liability for damages and costs imposed by a final judgment of a court
or administrative agency as a direct consequence of the employers
non-negligent compliance with this Article.
(a)
It is expressly
understood that this saves harmless provision will not apply to any claim,
demand suit or other form of liability which may arise as a result of any type
of willful misconduct by the employer, or the employers failure to comply with
the rules and regulations of the Illinois Educational Labor Relations Board.
6.
Any objections to
the amount of the fair share fee shall be made according to the rules and
regulations of the Illinois Educational Labor Relations Board.
7.
The obligation to
pay a fair share fee will not apply to any employee who, on the basis of a bona
fide religious tenet or teaching of a church or religious body of which such employee
is a member or a belief sincerely held with the strength of traditional
religious view, objects to the payment of a fair share fee to the
Association. Upon proper
substantiation and collection of the entire fee, the Association will make
payment on behalf of the employee to a mutually agreeable nonreligious
charitable organization as per Association policy and the Rules and Regulations
of the Illinois Educational Labor Relations Board (See Religious Dissenters).
Digital
notice of a teachers tentative assignment for the forthcoming school year
shall be sent to the teacher no later than August 1. Nothing herein shall be construed to
limit the right to transfer a teacher to a position he/she is qualified to fill
if the administration in its sole discretion deems it necessary. In the event that such transfer is not
acceptable to the teacher, the teacher shall be allowed to resign.
Supplemental
jobs that are set forth in Appendix B-1 and Appendix B-2 and are defined within
this Agreement shall be made with the mutual consent of the teacher and
administration. Actively employed
teachers of District #228 who make an application will be given first
consideration. Administrators will
make allowance for teachers to leave prior to the regular end of the workday in
cases where they need to leave early to attend scheduled practices and
performances for Appendix B-1 and B-2 events. The administration may exercise its
option and make the assignment to a person outside the teaching staff.
Those
stipends that are listed in Appendix B-1 and Appendix B-2 and are not specified
as Head Coaches Decision may be split among two or more people provided that
there is mutual agreement between the employees involved, the Board, and Association.
Supplemental
pay shall be paid in the paycheck each pay period. All payroll will be direct deposit and
payroll information will be available online. If no online service is available,
payroll information will be provided in paper form. The first pay period of the contract
year shall occur for all certified staff at the second pay period of August,
unless there is mutual agreement between the Board and the Association to
change the first payroll date.
District
personnel may participate together with the administration in the preparation
of the teaching schedule. The final
acceptance and approval of a proposed teaching schedule shall be at the sole
discretion of the district administration.
Full-time
elementary classroom teachers may, under normal circumstances, use for
preparation and other professional responsibilities the following time amounts
based upon the grade level assigned.
The
Board agrees to provide a minimum of 240 minutes per week for elementary teachers
for preparation and other professional responsibilities. Each teacher will be given at least one
thirty (30) minute planning time per day and the minutes will be divided in no
less than thirty (30) minute increments.
Thirty (30) minute blocks of time may occur before or after school, or
within the regularly specified workday, either prior to or after a teacher is
expected to be responsible for student supervision. For example, if a teacher is completed
with assigned student duties at 3:00 p.m. and is expected to work until 3:30
p.m., such thirty (30) minute block of time shall be considered eligible as a
planning period.
Elementary
teachers who are administratively directed to give up thirty (30) minutes of
planning time to substitute shall be compensated at the rate of $25.00 per hour
or any portion thereof. Teachers
will remain in the building during their planning time, unless they have
notified their building administration or designee of their need to leave.
Full-time
middle and high school teachers may have at least two (2) administratively
scheduled periods each day to use for preparation and other professional
responsibilities. This provision is
not applicable to teachers who are assigned additional class periods or
assigned to study hall supervision.
Teachers will remain in the building during their planning time unless
they have notified their building administration or designee of their need to
leave.
Any
elementary teacher who covers any portion of the early arrival supervision
prior to that time which a teacher is regularly expected to report, or any elementary
homeroom teacher who covers any portion of noon recess shall be paid $12.50 per
hour, minimum 15 minutes.
Regular Work Day
The
regular workday for full-time certified teachers shall be operationally defined
as teachers prepared for duty from 7:30 a.m. to 3:30 p.m., which includes a thirty
(30) minute duty-free lunch.
Flex
time is available for teachers where teachers will be provided the opportunity
to flex their time for extenuating circumstances upon approval of their
building administrator. Extenuating
circumstances are defined as those that do not occur on a daily basis.
Exceptions to the Regular Workday
On
occasion, teachers shall be required to participate in such programs or
meetings as are called by the Board or administration, which do not occur
during the regular workday hours of 7:30 a.m. to 3:30 p.m. Examples include, but are not limited to:
curricular meetings, building
faculty meetings, parent-teacher meetings, open house, annual reviews, and
staffings.
Building faculty meetings shall not begin
prior to 7:15 a.m. nor last beyond 4:15 p.m. Generally, faculty meetings shall be
held once per month. Upon direction
and guidance of building leadership teams, district-level leadership teams,
and/or the building administration, other meetings may be necessary, and in all
cases, all efforts will be made to provide at least five (5) working days of
notice for additional meeting(s).
When
a faculty meeting occurs before 7:30 a.m., teachers may be dismissed after all
students have departed (both bus riders and non-bus riders).
On
Parent-Teacher Conference evenings, when teachers must return to their buildings
for evening conferences, school shall be dismissed after fulfilling the
requirement for a five (5) hour instructional day for students. Teachers who are unable to attend
Parent-Teacher Conferences in the evening because of sick leave, personal
leave, or because of a District #228 sponsored activity where the member is
responsible to work, must make themselves available to parents at an
administratively-approved time and at the same amount of time as other teachers
who were responsible for conferences.
Failure to be available at an alternate time shall result in the teacher
being docked a commensurate number of hours of personal leave time in ERMA.
The
administration and special education cooperative will make every effort to
schedule staffings and/or annual reviews during the regular workday where this
is practical and convenient for parents.
On
the last day of school prior to Winter Break and Spring Break, teachers shall
be dismissed after all students have departed (both bus riders and non-bus
riders).
The
Board and Association will comply with the School Code, as it may be amended
from time to time with respect to developing and implementing teacher
evaluation plans, procedures for remediation of teachers, and use of consulting
teachers.
In
June of each year, the Superintendent and the Association President will meet
to assess the effectiveness of the current evaluation instrument and determine
whether the joint committee shall convene.
If either party deems necessary, with evidentiary support, the committee
will meet to discuss recommended changes to the Board.
Additional
reference:
http://www.isbe.net/rules/archive/pdfs/50ARK.pdf
The
Board and the Association value collaboration and the development, maintenance,
and improvement of high performing leadership teams. High performing teams are best able to
produce high-quality work that is aligned with and supports the Districts
vision and academic objectives. The
Association takes seriously its
commitment to partnering with district administrators in identifying teacher
leadership potential, helping foster leadership growth, and monitoring and
intervening appropriately where collegiality and professionalism are in
conflict.
Leadership
teams will be present at both the building level and the district level. Each leadership team shall be charged
with the following primary objectives:
1. Working to develop,
implement, monitor and evaluate progress to improve instruction and
professional learning.
2. Working within
established communication protocols to foster positive teaching and learning
environments, connecting with the
Association building representatives, and leadership teams; committing to a
practice to check each other (administration and Association) when protocols
are not followed.
3. Working within
established protocols to collaboratively solve problems within the buildings
and district; to make recommendations to the Board and Superintendent, where
appropriate; and to provide opportunity for feedback within and between
buildings.
District-Level
Teams
There shall
be three teams that operate with members who may come from all schools. These
will be:
Activities-Arts-Athletics
Team (A-3)
Teaching
and Learning Team (TLT)
Data
Review Team (DRT)
The A-3 Team is responsible for developing
and recommending policies and procedures for administrative
and Board review related to ways to maximize the achievement of student activities, fine
arts experiences, and athletic programs across the District.
The TLT is responsible for identifying and
recommending programs to improve the quality of
instruction, and the professional development activities associated with
instructional knowledge
and pedagogical improvement, including all hour-early dismissals and full and half-day inservices. The TLT shall also be responsible for
coordinating work within the areas
of curriculum development, revision, and support to colleagues.
The DRT is responsible for identifying the
necessary information that may assist faculty and leadership teams; shall format the data in a useable and
informational form; shall create reports,
where appropriate, which assist in the monitoring and evaluation of building
and district initiatives; and
will be responsible for producing an annual report of data and information that informs and inspires
leaders.
District-Level
Coordination
The Superintendent
shall convene meetings of all co-leaders as necessary, and shall provide an agenda in
advance. These meetings shall occur
no less than six (6) times per school year, but
no more than ten (10) times per school year. There may be one to two meetings during the
summer break. The additional
meetings and expected work are compensated by the differential in stipends for co-leaders. The Superintendent may make requests for
consideration
of assistance within team charters during the summer planning sessions.
The Board President
and the Association President shall be invited
to the District-Level Coordination meetings.
Expectations
for Team Meetings
All building-level
teams shall be expected to meet a minimum of two times per month. It is expected that these team members
shall also complete a minimum of five (5) hours of work each month that occurs
outside of the regular workday.
This can include additional meetings, outside reading, training,
coaching, or other necessary tasks.
Elementary building teams shall meet collaboratively at least once per
quarter to foster communication and equity in common or similar programs. The middle school and high school building
teams shall also meet once
per quarter to foster communication and equity in common or similar programs.
All
district-level teams shall be expected to meet a minimum of two times per
month. It is expected
that these team members shall also complete a minimum of eight (8) hours of work each month that occurs outside of the
regular workday. This can include
additional meetings,
outside reading, training, coaching, or other necessary tasks.
Attendance
and engagement are important components for members selected for team meetings. Should a member suffer from absenteeism,
lack of engagement and participation, and/or
demonstrate weaknesses in ability to interact personally and/or professionally within
the team, the co-leaders shall, through established protocols, bring this to
the attention
of the Association President and Superintendent
for intervention.
Member
Selection
District-level
leadership team member selection shall occur prior to building-level member selection. District-level
leadership team member selection shall be a collaborative effort between
the Association and administration.
The Association shall create a slate of interested
and qualified members to recommend to the administration for final
approval. No
team member shall serve more than a three (3) year team, except for the co-leader. The Superintendent
shall have final approval of District-level co-leaders and members prior to recommendation
to the Board. Building-level
leadership team member selection shall be a collaborative
effort between the Association and administration. The Association shall create
a slate of interested and qualified members to recommend to the administration
for final
approval. No team member shall
serve more than a three (3) year term, except for the co-leader. The Superintendent shall have final
approval of building-level co-leaders prior to
recommendation to the Board.
Team
members shall be selected and approved for the
upcoming school year before the March
Board meeting of the current year.
It shall be the practice that where possible an
Association Building Representative shall serve as a leadership team member to
ensure that communication of concerns at the building level is discussed within
the leadership team structure, and a possible resolution occurs there, prior to circuiting to the Association
President. Should an Association
Building Representative not be a
member of a leadership team, efforts should be made by the leadership team to
communicate activities and intentions of the building leadership team to the
appropriate building representatives.
Neither the Superintendent
nor the Association President shall bring
issues, concerns, or questions to each other, nor to the building
administration before the issues, concerns, or questions are brought to the
attention of the building administrator through building representatives or the
leadership team.
It is expected that each principal shall meet with the
assigned building representatives each month and shall document any issues,
concerns, and/or questions that are unresolved. The Superintendent and the Association
President shall meet monthly to review the building reports and shall address
said reports and report back to all co-leaders and Association representatives.
Teacher Leadership Stipends and
Members
Leadership Base $30,369.00
|
Team |
Association Members as Non Co-Leaders |
Percentage |
Non Co-Leader Stipend |
Total Cost |
|
HS
BLT |
4 |
5.50% |
$1,670.30 |
$6,681.20 |
|
MS
BLT |
3 |
5.50% |
$1,670.30 |
$5,010.90 |
|
NS
BLT |
2 |
5.50% |
$1,670.30 |
$3,340.60 |
|
SW
BLT |
2 |
5.50% |
$1,670.30 |
$3,340.60 |
|
MIL
BLT |
2 |
5.50% |
$1,670.30 |
$3,340.60 |
|
A-3 |
4 |
6.00% |
$1,822.14 |
$7,288.56 |
|
TLT |
12 |
8.00% |
$2,429.52 |
$29,154.24 |
|
DRT |
3 |
5.50% |
$1,670.30 |
$5,010.90 |
32
$63,167.60
|
Team |
Association Co-Leader |
Percentage |
Co-Leader Stipend |
Total Cost |
|
HS BLT |
1 |
7.00% |
$2,125.83 |
$2,125.83 |
|
MS BLT |
1 |
7.00% |
$2,125.83 |
$2,125.83 |
|
NS BLT |
1 |
7.00% |
$2,125.83 |
$2,125.83 |
|
SW BLT |
1 |
7.00% |
$2,125.83 |
$2,125.83 |
|
MIL BLT |
1 |
7.00% |
$2,125.83 |
$2,125.83 |
|
A-3 |
1 |
7.50% |
$2,277.68 |
$2,277.68 |
|
TLT |
3 |
9.50% |
$2,885.06 |
$8,655.18 |
|
DRT |
1 |
7.00% |
$2,125.83 |
$2,125.83 |
10 $23,687.84
TOTAL STIPEND COSTS $86,855.44
Meeting Schedule
|
|
TEAM |
MEETS
WHEN |
JOINT
MEETING |
|
Building-Level Teams |
HS
BLT |
Two
times per month, minimum |
At least one time per Quarter |
|
MS
BLT |
Two
times per month, minimum |
||
|
NS BLT |
Two
times per month, minimum |
At least one time per Quarter |
|
|
SW
BLT |
Two
times per month, minimum |
||
|
MIL
BLT |
Two
times per month, minimum |
||
|
District-Level Teams |
A-3 |
Two
times per month, minimum |
|
|
TLT |
Two
times per month, minimum |
|
|
|
DRT |
Two
times per month, minimum |
|
|
|
|
District-Level
Coordination |
Consists
of all Co-Leaders from each team, and will meet at least six (6) times, but
no more than 10 times per school year |
|
All team members must
attend one day of required meeting during a period of non-student
attendance. Failure to attend will
result in a $50.00 dock.
PROPOSED ANNUAL
BUDGETS**
|
HS BLT |
$9,000.00 |
A-3 |
$2,400.00 |
|
MS BLT |
$7,000.00 |
TLT |
$25,000.00 |
|
NS BLT |
$4,800.00 |
DRT |
$5,000.00 |
|
SW BLT |
$6,200.00 |
TOTAL |
$65,600.00 |
|
MIL BLT |
$6,200.00 |
|
|
**Information
included in District budget, but not specific to contract nor grievable.
The
District will operate a school year of 180-teacher workdays plus a minimum of
five emergency days. There will be
no more than 176 days of student attendance.
Each
employee shall be paid on the basis of twenty-four (24) equal payments. All payroll will be made through Direct Deposit. Payroll information will be available online
through ERMA. Any errors or
questions should immediately be reported to the payroll accountant.
All
teachers are paid on a twice-per-month basis according to the schedule
published yearly by the District office.
Payday is normally scheduled on the 15th and the last day of
the month, or the previous workday if those dates fall on a weekend or a
holiday.
The
Board shall provide and pay the premiums to cover the cost of $40,000 in term
life insurance for each full-time teacher during the term of this Agreement.
The
Board and Association recognize that the Health Plan Document governs many of
the policies and practices of the Wellness and Major Medical program and cannot
be fully referenced within this document.
The
Board agrees to pay 100% of each individual full-time teachers premium for
Major Medical insurance regardless of plan. Each participating employee or married
couple will contribute a $150 per year enrollment fee to the plan.
The
difference in premium, if any, in family and/or dependent coverage shall be
paid at the rate of 75% by the Board and 25% paid by the employee. If married employees are both eligible
for Board-paid individual premiums, then the Board agrees to pay 100% of the
family premium.
Major
medical coverage is provided through an agreement between the Board and the
insurance carrier. The Board
recognizes the importance of collaboration between the Association and the
Board to provide appropriate coverage within existing financial
parameters. The Board will work in
a collegial manner to provide for the needs of the Association members and all insured,
where feasible. The Board has final
discretion regarding decisions concerning premium levels, coverage, and
benefits provided.
Upon
retirement, the retired teacher shall leave the district health insurance plan
and participate in the TRS health insurance. The teachers spouse and dependents may
not remain on the districts health insurance plan. The retired teacher may also opt to
exercise any current COBRA benefits prior to their change of coverage to the TRS
Health Insurance.
The
Board shall establish a procedure for approval of workdays beyond the regular
180-day work year.
Teachers
who work days beyond the regular 180-day work year shall submit application,
with clear rationale of the need for the additional workday, for approval. The application shall first be submitted
to the building principal, and then to the Superintendent (with a copy to the Association
President) prior to any additional days worked.
The
extra workday must be an eight (8) hour workday, and shall be considered valid
only with prior approval from a building administrator and Superintendent. Payment shall be calculated by using the
per diem rate of 1/180 of school year in which the work was completed. For purposes of this section, the school
year is defined by the first day of required teacher attendance through the day
prior to the following years first day of required teacher attendance.
No
teacher shall receive extra workday approval where such extra days may create a
6% TRS cap penalty.
Extra
workday pay shall not be approved where an Association member already receives
compensation through any other provisions of the negotiated Agreement,
including any Appendix B-1 or B-2 stipends, unless agreed through a Memorandum
of Understanding between the Board and Association.
Any
full-time teacher who is assigned an additional non-academic class period shall
be compensated at the rate of $1,375 per semester
Any
full-time teacher who is assigned an additional academic class period shall be
compensated at the rate of $3,300 per semester
If
a substitute is not secured for an absent faculty member, teachers who are
administratively directed to give up a planning period or to combine classes in
order to perform internal substitution duties shall be compensated at the rate
of $25.00 per class hour or $12.50 if the substitution is 30 minutes or
less. At no time shall a teacher
secure an internal substitute without prior communication to a building
administrator or designee. At no
time shall a teacher who submitted a letter of resignation/retirement apply to
internal sub.
From
the Compensation Schedule, other than the Board-paid contribution, the Board
shall deduct and remit for each teacher a sum equal to the amount due such
teacher pursuant to the Compensation Schedules to the State of Illinois
Teachers Retirement System to be applied for the retirement account of such
teacher. It is the intent of the
parties of this Agreement to qualify these payments as picked-up contributions
within the meaning of Section 414(h)(2) of the Internal Revenue Code so as to
be excludable from the gross income of all teachers. The teachers shall have no right or
claim to the funds so remitted except as they may subsequently become available
upon retirement or resignation from the State of Illinois Teachers Retirement
System.
No
teacher shall have the option of choosing to receive the amount contributed by
the Board directly. The assumption
and payment of the teachers required contribution to the Illinois Teachers
Retirement System is a condition of employment made in order to secure the
teachers future services, knowledge, and experience.
The
balance of the amount due each teacher pursuant to such Compensation Schedule
shall be payable to the teacher as salary installments as otherwise provided
herein, provided the Board shall deduct there from all monies as required by
law or as authorized by the teacher pursuant to this Agreement. Such withholding shall include any and
all additional amounts required to be paid to the State of Illinois Teachers
Retirement System for the account of such teacher.
Internal
Revenue Service Revenue Rulings indicate that the amounts paid the State of
Illinois Teachers Retirement System are properly excludable from the gross
income of the teacher for income taxation purposes, and the District will not
withhold Federal and State income taxes on funds remitted to the State of
Illinois Teachers Retirement System on behalf of teachers.
When
the Board selects a teacher within the school district to fulfill the
responsibility of a consulting teacher as outlined in the Illinois School Code,
the teacher selected, the Association, and the administration shall negotiate
compensation for the teacher.
Compensation shall be based upon the time and effort required to fulfill
the responsibility. If the parties
cannot reach agreement on compensation, the Illinois State Board of Education
shall appoint a consulting teacher.
If
any teacher, who will retire with 20 years of service in the school district,
elects to retire and does not cause any TRS Early Retirement Option costs to
the Board, and submits to the Board an irrevocable notice of retirement by
October 1st up to four (4) years prior to the year of retirement,
the Board shall pay him/her a six (6) percent retirement incentive of reported
creditable TRS earnings using the base year of retirement, (generally the 5th
year from retirement), for each of his/her remaining four (4) years of
service. The provisions of this
clause extend one year beyond the ending date of the contract. For teachers who provide less than the
four (4) years notice prior to the retirement, the six (6) percent retirement
incentive shall be applied for those years remaining prior to retirement. For example, a two (2) year notification
shall result in two (2) years of six (6) percent benefit, assuming all other
criteria are met for district years of service and no TRS Penalty.
Salaries
will be calculated on a clock-hour basis.
All
teachers employed on a part-time basis shall have proportionate access to
personal leave, sick leave, bereavement leave, and professional leave.
Employees
shall be paid administratively-approved mileage reimbursement at the current
Internal Revenue Service rate applicable at the time the mileage was incurred.
Each
full-time teacher shall be entitled to eighteen (18) sick leave days per school
year without loss of pay. Such
leave shall accumulate to 360 days, which shall include any unused personal
leave days. At no time shall a
teacher have more than 360 paid sick leave days available for use. There are no provisions for
reimbursement for any unused sick leave days. Any full-time teacher hired after the
start of school shall receive sick leave days prorated from the date of hiring
to the end of the school year. Sick
leave shall be interpreted to mean personal illness, quarantine at home,
serious illness, or death in the immediate family or household. The immediate family, for purposes of
this section, shall include parents, spouse, brothers, sisters, children,
grandparents, grandchildren, parents-in-law, sons-in-law, daughters-in-law,
brothers-in-law, sisters-in-law, and legal guardians. The Board may require a physicians
certificate, or if the treatment is by prayer or spiritual means, that of a
spiritual advisor or practitioner of such persons faith, as a basis of pay,
after an absence of three (3) days personal illness or as it may deem necessary
in other cases.
ERMA Calculations Chart
|
8 hour day |
|
|
Hours absent |
|
|
.5 |
0.0625 |
|
1 |
0.13 |
|
1.5 |
0.1875 |
|
2 |
0.25 |
|
3 |
0.38 |
|
4 |
0.50 |
|
5 |
0.63 |
|
6 |
0.75 |
|
6.01 to 8 |
1.00 |
Each teacher shall receive annual notification of the
total number of accumulated sick leave days through an online service. If no online service is available, sick
leave information will be provided in paper form.
Each teacher shall be entitled to two (2) days of
personal business leave without loss of pay. Such leave shall be cumulative to four
(4) days. Requests for personal
leave, using ERMA, shall be made to the Superintendent or his/her designee at
least two (2) teacher employment days prior to the desired onset of such leave,
in accordance with application for personal leave, provided that in an
emergency, such application may be made at a later time with an explanation of
such emergency. At no time shall
more than six (6) elementary teachers, three (3) high school teachers, and
three (3) middle school teachers be granted personal leave for use on the same
day except in emergencies as determined by the Superintendent or his/her
designee. Any teacher denied
personal leave because of the above allocation shall be afforded evidence of
prior request for the day in question.
Itinerant teachers shall be counted in the above allocation at the
building in which they begin the day for those days on which they decide to use
personal leave. A teacher may
acquire a volunteer substitute from the certified staff who will internally sub
without compensation when attending a District 228 school program in which his/her
child(ren) are involved. Personal
leave requests are granted on a first-in, first-served basis. Unused personal leave shall be forwarded
to accumulated sick leave.
At
no time shall a teacher borrow against future personal leave allocations. Accumulation implies that unused
personal leave days may move forward to a total of four (4) days maximum. There are no provisions for
reimbursement for any unused personal leave days.
ERMA Calculations Chart
|
8 hour day |
|
|
Hours absent |
|
|
.5 |
0.0625 |
|
1 |
0.13 |
|
1.5 |
0.1875 |
|
2 |
0.25 |
|
3 |
0.38 |
|
4 |
0.50 |
|
5 |
0.63 |
|
6 |
0.75 |
|
6.01 to 8 |
1.00 |
1.
A tenured teacher
who has entered upon contractual service shall be eligible for
maternity/child-rearing leave under the following conditions:
(a)
The teacher shall
advise the Superintendent or his designee of her pregnancy no later than the
fourth month of pregnancy or upon ascertainment of such condition, whichever
shall be the later.
(b)
The teacher shall
provide a written statement from her obstetrician or physician indicating the
expected date of delivery at least 90 calendar days prior to the anticipated
birth of the child.
(c)
After
consultation with the teacher, the Superintendent or his designee shall prepare
a plan for the commencement and termination of such leave, including the total
number of maternity leave/unpaid days and sick leave days expected to use. Unpaid leave shall be for a semester,
the balance of the school term in which the leave commences, or the balance of
the school term plus the fall semester or plus one additional school term.
2.
A teacher may use
a maximum of 30 sick days in combination with unpaid maternity leave or the
birth or adoption of a child with the discretion of the Superintendent.
3.
Upon return from
an unpaid maternity leave, the teacher shall be reinstated to his/her former
position or an open position for which he/she is certified and qualified.
4.
Under special
circumstances, the Superintendent and Board may grant a teacher an extended
leave of absence due to illness of a child without pay.
5.
Nothing in this
policy shall be construed as requiring any teacher to apply for 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 the child.
6.
A contractual
male teacher who has fathered, or upon his planned adoption of a child, is
eligible for request of child rearing leave of absence. Such leave shall be unpaid and shall be
subject to written notice and approval of the Superintendent.
7.
In the event of a
miscarriage or other loss of child, the teacher on an approved leave shall be
permitted to terminate the leave and return to work, provided a replacement
teacher has not already been employed by the Board.
8.
Any teacher on
unpaid leave may maintain contractual insurance benefits by making timely
payments of all premiums, which are due to the Districts business office or
elsewhere pursuant to its discretion.
9.
The Superintendent
or his designee may waive any of the provisions of this section in his sole
discretion, and any such waiver shall not take precedence in any respect.
10. Non-tenured teachers are not eligible for maternity
leave and must submit a physicians documentation that they are unable to
report to work in order to exercise any use of paid sick leave.
Two
(2) days of bereavement leave per teacher, deductible first from accumulated
sick leave if available and then from current year sick leave if no accumulated
sick leave is available, will be granted per year for deaths outside the
teachers immediate family (as defined in 24.6 of the School Code). Requests for bereavement leave shall be
made to the appropriate building principal at least 48 hours prior to the
desired onset of such leave. Additionally,
requests using ERMA shall be made prior to the desired onset of such leave, in
accordance with application for bereavement leave. No more than a maximum of two (2)
teachers per day district-wide will be granted bereavement leave on the same
day. In case of extenuating
circumstances, and as determined by the Superintendent, the above restrictions
may be waived.
Teachers must submit application for professional
leave to their building principal.
No professional leave shall be granted without administrative approval
prior to the activity.
If an injury or illness is compensable under workers
compensation, absence due to that injury or illness shall not be charged
against sick leave days. The injured
teacher shall continue to receive wages and benefits in full until workers
compensation payments begin. Any
teacher who is injured at the workplace shall file an accident report with the
District Office in a timely manner (within 3 working days).
A teacher may apply to the Superintendents office for
permission to be absent during the school year. Such absence will be short term and
without pay. The Superintendent
shall have the authority to grant or deny such leave. If approved, any payroll deductions will
be docked from one paycheck.
Any teacher called for jury duty, subpoenaed to
testify, or required to attend any judicial matter in which the employee is not
a party of interest, shall suffer no loss of contractual benefit as it relates
to pay, personal leave, or sick leave.
Any jury duty payment made to the teacher, except mileage, shall be
remitted to the school district.
A grievance shall be any claim by a teacher and/or the
Association that there has been an alleged violation, misinterpretation, or
misapplication of the terms of this Agreement.
1.
All time limits
consist of school days, except that when a grievance is submitted less than ten
(10) days before the close of the current school term, the time limit shall
consist of all weekdays in order that the matters may be resolved before the
close of the school term or as soon thereafter as possible. School days for purposes of the
grievance procedure shall mean teacher employment days.
2.
Every teacher
covered by this Agreement shall have the right to present grievances in
accordance with these procedures.
3.
Failure of the
teacher, (or in the event of an appeal to arbitration, the Association), to act
on any grievance within the prescribed time limits will act as a bar to any
further appeal. An administrators
failure to give a decision within the time limits shall permit the grievant to
proceed to the next step. The time
limits, however, may be extended by mutual agreement.
4.
It is agreed that
any investigation or other handling or processing of any grievance by the
grieving teacher shall be conducted so as to result in no interference with or
interruption whatsoever of the instructional program and related work
activities of the grieving teacher or of the teaching staff.
5.
Class grievances
involving one or more teachers or one or more supervisors and grievances
involving an administrator above the building level may be initially filed by
the teacher and/or the Association at Step Three.
6.
The Board
acknowledges the right of the Associations grievance representative to
participate in the processing of a grievance at any level, and no teacher shall
be required to discuss any grievance if the Associations representative is not
present.
First Step
An
attempt shall be made to resolve any grievance in informal, verbal discussion
between complainant and his/her principal.
Second
Step
If
the grievance cannot be resolved informally, the aggrieved teacher or the Association
shall file the grievance in writing and, at a mutually agreeable time, discuss
the matter with the principal. The
written grievance shall state the nature of the grievance, shall note the
specific clause or clauses of the grievances, and shall state the remedy
requested. The filing of the formal
written grievance at the second step must be within eighteen (18) days from the
date of the occurrence of the event giving rise to the grievance. The principal shall make a decision on
the grievance and communicate it in writing to the teacher, the Association,
and the Superintendent within ten (10) school days after receipt of the
grievance.
Third Step
In
the event a grievance has not been satisfactorily resolved at the second step,
the grievant shall file, within five (5) school days of the principals written
decision at the second step, a copy of the grievance with the Superintendent. Within ten (10) school days after such
written grievance is filed, the grievant and the Superintendent or his designee
shall meet to resolve the grievance.
The Superintendent or his designee shall file an answer within ten (10)
school days of the third step grievance meeting and communicate it in writing
to the grievant, the Association, and the principal.
Fourth Step
If
the grievance is not resolved satisfactorily at step three, there shall be available
a fourth step of impartial, binding arbitration. The Association may submit, in writing,
a request on behalf of the Association and the grievant to the Superintendent
within thirty (30) days from the receipt of the step three answer to enter into
such arbitration. The arbitration
proceeding shall be governed by the voluntary labor arbitration rules of the
American Arbitration Association.
Expenses
for the arbitrators services shall be borne equally by the Board and the Association. If either party requests a transcript of
the proceedings, that party shall bear the full cost for that transcript.
The
arbitrator, in his opinion, shall not amend, modify, nullify, ignore, or add to
the provisions of the agreement.
His authority shall be strictly limited to deciding only the issue or
issues presented to him in writing by the school district and the Association,
and his decision must be based solely and only upon his interpretation of the
meaning or application of the express relevant language of the agreement.
Alternate Forum
If the Association or any employee filed any claim or
complaint in any forum other
than under the grievance procedure of this Agreement,
then the school district shall
not be required to process the same claim or set of
facts through the grievance
procedure.
Grievance Files
All
documents, communications, and records dealing with the processing of a
grievance shall be filed separately from the personnel files of the
participants.
Withdrawal
A
grievance may be withdrawn at any level without establishing a precedent.
Should
the Boards investigation or processing of the arbitration step of any
grievance require that a teacher or an Association representative be released
from his/her regular assignment, he/she shall be released without loss of pay
or benefits.
No
reprisals of any kind shall be taken by the Board or the administration against
the teacher because of his/her participation in this grievance procedure.
Both
parties agree that it is their mutual responsibility to meet at reasonable
times and negotiate in good faith with respect to salaries, fringe benefits,
grievance procedures, professional qualifications, assignments, teacher
evaluation, teacher retirement, vacancies, transfers, promotions, reduction in
teaching staff, and other matters covered by this Agreement. By mutual agreement, additional items
may be added to the list of subjects to be negotiated.
Negotiations
shall begin no earlier than October 1 and no later than January 1, unless both
parties agree to an alternate date.
Meetings shall be held as necessary at times and places agreed by both
parties.
The
Superintendent or his designee shall electronically post and notify the Association
President of all teaching vacancies as they occur or as they are
anticipated. Except in case of
emergency, no vacancy shall be filled on a temporary basis until such notice has
been posted at least five (5) teacher employment days. During the summer, vacancy notices shall
be electronically posted on the Districts website.
Any tenured teacher or any teacher eligible for
continued contractual status in the forthcoming school term may apply for a
transfer to another building where a vacancy exists. Such application shall be in writing to
the Superintendent or his designee.
The Superintendent or his designee shall advise the applicant of the
decision on the requested transfer.
Any teacher affected by an involuntary transfer shall
be notified in writing as soon as known or prior to August 1 by his/her
building principal or the Superintendent.
Transfers occurring after that time that are due to emergencies, late
resignations, vacancies, or other unforeseen circumstances shall be notified as
soon as possible. Any teacher
transferred involuntarily shall receive extra consideration in any requested
transfer to a future vacancy.
The Superintendent or his designee shall
electronically post and notify the Association President of vacancies in
supplemental jobs only when a vacancy occurs. The posting shall include a job title
and stipend. Any changes to
Appendix B positions or stipends must be approved by both the Board and the
Association.
The district shall make any reductions in force and
apply any recall rights in compliance with Section 24-12(b) of the Illinois
School Code and shall provide such opportunities for communication to and with
the Association in accordance with Illinois Statute in place at the time of the
reduction in force.
Additional Reference: (105 ILCS 5/24-12) (from Ch. 122, par.
24-12)
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
executed according to the provisions of this Agreement. The Board and the Association, for the
life of this Agreement, agree that the other shall not be obligated to bargain
collectively with respect to any subject or matter referred to or covered in
this Agreement or with respect to any subject or matter not specifically
referred to or covered in this Agreement.
Nothing herein shall restrict the rights of the parties to negotiate
with regard to a successor agreement commencing on or after the first workday
of the 2014-15 school year.
It is understood that Board policies and procedures
shall not be contrary to the terms of this Agreement.
The Board shall not negotiate individually with any
member of the bargaining unit.
The Board shall have a final Association-ratified and
Board-approved contract posted on the Districts website within the staff
portal.
Should any article, section, or clause of this
Agreement be declared illegal by a court of competent jurisdiction, then that
article, section, or clause shall be deleted from the Agreement to the extent
that it violates the law. The
remaining articles, sections, and clauses shall remain in full force and
effect.
During the term of this Agreement and any extension
thereof:
1.
The Board shall
not lock out its employees, and
2.
No employee covered
by this Agreement, nor the Association, nor any person acting on behalf of the
Association shall ever or at any time engage in, authorize, instigate or cause
any strike, slowdown of teachers or of other employees of the district, or
other refusal to perform their professional responsibilities.
Agreement
effective May 29, 2014, 12:00 a.m., and shall continue until 11:59 p.m. on the
day preceding the first workday of the 2017-2018 school year.
IN
WITNESS WHEREOF, the parties hereto have set their respective signatures this
________28th_________ day of _____May____________________, 2014.
GENESEO COMMUNITY UNIT
GENESEO
EDUCATION
SCHOOL DISTRICT NO. 228
ASSOCIATION
By By
President President
|
|
Zone 1 BA |
Zone 2 MA |
Zone 3 MA+32 |
|
|
A |
$30,369.00 |
$33,552.00 |
$37,052.00 |
A |
|
B |
$32,703.00 |
$35,885.00 |
$39,970.00 |
B |
|
C |
$35,038.00 |
$38,220.00 |
$42,888.00 |
C |
The philosophy of this compensation model is built
around the following:
1.
There are only
three columns, which means a teacher only can advance twice, (from BA to MA,
then from MA to MA+32).
2.
A teacher is only
placed on a beginning compensation matrix when first hired. The Board or its designee has the final
approval of placement. This
placement may not be grieved, and does not constitute a step or lane
designation. This merely creates
the individual base to be used for future compensation calculations.
The 2013-2014 salary schedule
placement at the time of the ratification vote by the Association will
determine a teachers foundation level for the zone assignment, (1, 2, or 3),
except for teachers new to the District for 2014-2015, who will have their
foundation level created for future compensation changes based on their
placement on the Beginning Compensation chart.
|
2014-2015 |
Zone 1 BA |
Zone 2 MA |
Zone 3 MA+32 |
|
Increase Amount |
$1,200.00 |
$1,200.00 |
$1,200.00 |
|
2015-2016 |
Zone 1 BA |
Zone 2 MA |
Zone 3 MA+32 |
|
Increase Amount |
$1,000.00 |
$1,200.00 |
$1,200.00 |
|
2016-2017 |
Zone 1 BA |
Zone 2 MA |
Zone 3 MA+32 |
|
Increase Amount |
$1,000.00 |
$1,100.00 |
$1,100.00 |
$3,200.00
$3,500.00
$3,500.00
Only
those teachers who receive Board-paid contributions to the Teachers Retirement
System as of April 3, 2014, shall remain receiving said contributions. No new Board-paid contributions shall
begin as a benefit of this Agreement.
NOTE: No
teacher who has announced his/her retirement may receive the zone increase
while already
receiving the 6% retirement bonuses.
No
teacher may access a zone change award and create a 6% salary cap penalty.
Awards
may not be earned simultaneous to earning a different award. For example, you may not apply for an
award for a new endorsement on the way to a Masters or a second Masters. However, multiple Masters degrees or
multiple endorsements may be earned, but must meet the criteria set forth
below.
National
Board Certification and a district-required endorsement may be exceptions.
If
a teacher successfully completes a Masters degree in a Masters in Teaching,
Administration, or other non-content related field, he/she receives an AWARD
that stays annually as long as the employee continues teaching in the District. $2,500.00
Reimbursement
maximum per individual total. $0.00
If
a teacher successfully completes an endorsement program with a minimum of 15
hours of coursework taken for the endorsement, or completes multiple
endorsement programs, which required a minimum of 15 hours of coursework,
he/she receives an AWARD that stays annually as long as the employee continues
teaching in the District. If a
teacher successfully completes multiple endorsements within one 15-hour block,
only one AWARD will be granted. $2,500.00
Reimbursement
maximum per individual total. $0.00
If
the District requires an employee to earn a new endorsement, the employee shall
be reimbursed at 100% of the tuition costs, and shall also receive the
endorsement AWARD, even if the employee already received this endorsement AWARD
previously.
Teachers
may earn hours past the Masters degree through approved University of District
228 offerings. These courses are
offered during non-school hours. When courses equivalent to 32 hours or
combination of coursework and district courses are accrued, he/she receives an
AWARD that stays annually as long as the employee continues teaching in the
District. $2,500.00
If
a teacher successfully completes a Masters degree in a content area (e.g. Math,
Science, English, History, or as a Reading Specialist) he/she receives an AWARD
that stays annually as long as the employee continues teaching in the District. $6,000.00
Reimbursement maximum per individual total. $0.00
If
a teacher successfully completes an additional Masters degree in an approved
program, or an additional 32 hours within an approved program, he/she receives
an AWARD that stays annually as long as the employee continues teaching in the
District. $6,000.00
Reimbursement maximum per individual total. $0.00
If
a teacher earns National Board Certification, he/she receives an AWARD that
stays annually as long as the employee continues teaching in the District. $6,000.00
Advancement
AWARDS are recognized when evidence is submitted to the superintendent by September
1.
All Appendix B stipends shall be paid
using an Activity Base Salary of $30,369 for the years 2014-2017.
High School
Football 122%
(HCD)
Boys Basketball 74%
(HCD)
Girls Basketball 74% (HCD)
Head
Coach – 20%<S<24%
Assistant
Varsity Coach – <14%
Head
Sophomore Coach – <14%
Head
Freshman Coach – <14%
Girls Track 40% (HCD)
Boys Track 40% (HCD)
Wrestling 40% (HCD)
Boys Baseball 40% (HCD)
Girls Softball 40%
(HCD)
Head
Coach – 12%<S <16%
Assistant
Coach – <10%
Boys Soccer 31% (HCD)
Girls Soccer 31% (HCD)
Volleyball 31% (HCD)
Head
Coach – 12%<S<14%
Assistant
Coach – <10%
Boys Tennis 18% (HCD)
Girls Tennis 18% (HCD)
Boys Cross Country 18% (HCD)
Girls Cross Country 18% (HCD)
Boys Golf 18% (HCD)
Girls Golf 18% (HCD)
Head
Coach – 10%<S<12%
Assistant
Coach – <8%
Cheerleading (Football and
Basketball) 18% (HCD)
Head
Coach – 10%<S<12%
Assistant
Coach – <8%
Gymnastics 16% (HCD)
Head
Coach – 8%<S<10%
Assistant
Coach – <8%
HCD=Head Coachs
Decision. With the mutual consent
of an assistant coach, the Association, and the Board, any assistant coach
stipend can be divided among two or more individuals.
The Building Administrator is
responsible to ensure all athletic staffing decisions are fair, equitable, and
in accordance with District #228 Board Hiring Policy, (5:30).
If an Appendix B-1 or B-2
commitment is not fulfilled, then:
1.
The District will
be reimbursed for the amount already paid, but unearned.
2.
The right to any
Appendix B-1 or B-2 position for the following year shall be forfeited.
The
District will take mitigating factors or circumstances into consideration.
Middle School
Boys
Head Football (2) 9%
Head Wrestling (1) 9%
Head Basketball (4) 9%
Head Track (1) 9%
Assistant Football (2) 7%
Assistant Wrestling (1) 7%
Assistant Track (2) 7%
Girls
Head Volleyball (4) 9%
Head Basketball (4) 9%
Head Track (1) 9%
Assistant Track (2) 7%
Boys and Girls
Head Boys Cross Country (1) 9%
Head Girls Cross Country (1) 9%
Assistant Cross Country (1) 4%
Track Assistant/Supervisor (1) 3%
Athletic Coordinator (CBS) 10%
CBS=Can Be Split. This position can be split between two
or more individuals.
The Building Administrator is
responsible to ensure all athletic staffing decisions are fair, equitable, and
in accordance with District #228 Board Hiring Policy, (5:30).
If an Appendix B-1 or B-2
commitment is not fulfilled, then:
1.
The District will
be reimbursed for the amount already paid, but unearned.
2. The right to any Appendix B-1 or B-2 position for the
following year shall be forfeited.
The District will take
mitigating factors or circumstances into consideration.
High School
|
Activity |
Number of Positions |
% of the
Base |
$30,369 |
|
Annual (Yearbook) |
1 |
14 |
|
|
Bass Fishing Club |
1 |
2 |
|
|
BHC Instructor |
** |
$150 flat fee/semester |
|
|
Black Hawk Liaison |
1 |
6 |
|
|
Construction Trades |
1 |
3 |
|
|
Contest Play |
1 |
2 |
|
|
Class Sponsor: |
|
|
|
|
Freshman |
2 |
3 |
|
|
Sophomore |
3 |
3 |
|
|
Junior |
3 |
4.5 |
|
|
Senior |
3 |
3 |
|
|
Detention Supervisor: |
|
|
|
|
(AM) |
1 |
4 |
|
|
(PM) |
1 |
4 |
|
|
Drivers Education: |
|
|
|
|
Summer Instructor |
** |
$25 per clock hour |
|
|
Summer Program Coordinator |
1 |
$25 per clock hour |
15 clock hours maximum |
|
Fall Play |
1 |
4 |
|
|
Foreign Language Club |
1 |
2 |
|
|
Freshman Academy |
** |
$25 per clock hour |
|
|
Future Business Leaders of
America |
1 |
1.5 |
|
|
Future Farmers of America |
1 |
15 |
|
|
Group Interpretation |
1 |
3 |
|
|
Instrumental Music: |
|
|
|
|
Director (Head) |
1 |
11 |
|
|
Director (Asst.) |
1 |
7 |
|
|
Jazz Band Director |
1 |
4 |
|
|
Marching Band Director(s) |
2 |
6 |
|
|
Pep Band Director |
1 |
4 |
|
|
Key Club: |
|
|
|
|
Head |
1 |
5 |
|
|
Assistant |
1 |
4 |
|
|
Link Crew Leader |
2 |
3 |
|
|
Maplettes (Pom Pon) |
1 |
7 |
|
|
Mathletes |
1 |
1.5 |
|
|
Musical: |
|
|
|
|
Director |
1 |
5 |
|
|
Assistant Director (Orchestra) |
1 |
3 |
|
|
Assistant Director (Vocal) |
1 |
3 |
|
|
National Honor Society |
1 |
4 |
|
|
National Vocational
Technical Honor Society |
1 |
4 |
|
|
Noon Supervision (% per
quarter) |
24 |
1.5 |
|
|
Ping Pong Club |
1 |
1.5 |
(cannot be split) |
|
Radio Club |
1 |
4 |
|
|
Robotics |
2 |
3 |
|
|
Saturday School Supervision |
* |
$30 per clock hour |
|
|
Scholastic Bowl: |
|
|
|
|
Head |
1 |
5 |
|
|
Assistant |
1 |
3 |
|
|
Speech: |
|
|
|
|
Head |
1 |
10 |
|
|
Assistant |
1 |
6 |
|
|
Student Council |
1 |
12 |
|
|
Studio Club |
1 |
4 |
|
|
Technical Director |
1 |
12 |
|
|
Vocal Music: |
|
|
|
|
Director |
1 |
11 |
|
|
Jazz Choir |
1 |
4 |
|
Middle School
|
Activity |
Number of
Positions |
% of the
Base |
$30,369 |
|
Builders Club |
1 |
5 |
|
|
Detention Supervisor: |
|
|
|
|
(AM) |
1 |
4 |
|
|
(PM) |
1 |
4 |
|
|
Instrumental Music: |
|
|
|
|
Director |
1 |
7 |
|
|
Jazz Band Director |
1 |
8 |
|
|
Noon Supervision (% per
quarter) |
12 |
1.5 |
|
|
Scholastic Bowl: |
|
|
|
|
Head |
1 |
3 |
|
|
Assistant |
1 |
2 |
|
|
Speech: |
|
|
|
|
Head |
1 |
3 |
|
|
Assistant |
2 |
2 |
|
|
Student Council: |
|
|
|
|
(One 7th/8th grade, One 6th
grade) Head |
2 |
4 |
|
|
Assistant |
1 |
2 |
|
|
Vocal Music: |
|
|
|
|
Choral Director |
1 |
7 |
|
|
Swing Choir |
1 |
4 |
|
|
Yearbook |
1 |
10 |
|
Elementary
|
Activity |
Number of
Positions |
% of the
Base |
$30,369 |
|
Kindergarten Orientation |
*** |
$25 flat fee |
|
|
Lego Club |
4 |
1.5 |
|
|
Noon Supervision (% per
quarter) |
12 |
1.5 |
|
|
Talented and Gifted
After-School Program (TAG) |
** |
$25 per clock hour |
|
District
|
Activity |
Number of
Positions |
% of the
Base |
$30,369 |
|
District Website Coordinator |
1 |
10 |
|
|
Mentor: |
|
|
|
|
First Year |
6 |
3 |
|
|
Second Year |
2 |
2 |
|
|
Special Olympics |
1 |
5 |
|
|
Summer School Academic
Classroom |
** |
$25 per clock hour |
60 clock hours maximum |
* To be determined by building
principal
** To be determined by the building
principal and Superintendent
*** Must be approved in
advance by the Superintendent
If an Appendix B-1 or B-2
commitment is not fulfilled, then:
1.
The District will
be reimbursed for the amount already paid, but unearned.
2. The right to any Appendix B-1 or B-2 position for the
following year shall be forfeited.
The District will take
mitigating factors or circumstances into consideration.