AGREEMENT BETWEEN
THE
THE
2010-2013
INDEX
Page
ARTICLE I RECOGNITION
1.1 Bargaining Unit 1
1.2 Exclusivity 1
1.3 Part-Time Teachers 1
ARTICLE II EMPLOYEE
2.1 Personnel File 2
2.2 Right To Organize 2
2.3 Meetings, Notices And
General Information 2
2.4 Association Meeting Rights 2
2.5 Association/Administration Meetings 3
2.6 Board Minutes 3
2.7 Notice Of Meetings 3
2.8 Public Documents 3
2.9 Contract Agreement 3
2.10 Dues Deduction 3
2.11 Work Area 4
2.12 Budget Analysis 4
2.13 Fair Share Deduction 4
ARTICLE III GRIEVANCE
PROCEDURE
3.1 Definition 6
3.2 Time Limits 6
3.3 Statement Of Basic Principles 6
3.4 Procedure 6
3.5 Bypass To Arbitration 8
3.6 Association Participation 8
3.7 Association Not Represented 8
3.8 Documents And Written Materials 8
3.9 Released Time 8
3.10 Filing Of Materials 8
3.11 No Written Response 8
3.12
Page
ARTICLE IV TEACHER
EVALUATION
4.1 Intent 10
4.2 Criteria 10
4.3 Orientation 10
4.4 Procedures 11
4.5 Remediation 11
ARTICLE V LEAVES
5.1 Sick Leave 12
5.2 Sick Leave Bank 12
5.3 Sick Leave Record 12
5.4 Personal Business Leave 13
5.5 Bereavement Leave 13
5.6 Association Leave 13
5.7 Unpaid Leave Of Absence 13
5.8 Jury Duty Leave 14
ARTICLE VI REDUCTION
IN FORCE
6.1 Reduction In Force 15
6.2 Recall 16
6.3 Notification 16
ARTICLE
7.1 Assignments 17
ARTICLE VIII TRANSFER
8.1 Notice 18
8.2 Involuntary Transfer 18
ARTICLE IX
9.1 Work Day 19
9.2 Work Year 19
9.3 Copies 19
9.4 Modification 19
9.5 School Closing 19
Page
9.6 Additional Use Of Personal Leave 20
9.7 Internal Substitution 20
9.8 Meetings 20
9.9 Teachers’ Record Day 20
9.10 Hourly Compensation 20
ARTICLE X SALARY
10.1 Salary Schedules 21
10.1.1 Stipends 21
10.2 Insurance 21
10.3 Life Insurance 21
10.4 Carrier Selection 21
10.5 Itemized Deductions 21
10.6 Paydays 21
10.7 Retirement 22
10.8 Tuition Reimbursement 24
10.9 Mileage Reimbursement 25
10.10 Certified Employee Benefits 25
10.11 Signing Bonus 25
10.12 Experience Credit 25
ARTICLE XI DURATION
CLAUSES
11.1 Duration 26
11.2 No Strike 26
11.3 Complete Understanding 26
11.4 Savings Clause 26
APPENDIX A 2010-2013 Salary Schedules 27-29
APPENDIX B
APPENDIX B Stipend Schedules 31
APPENDIX C
Page
APPENDIX D FORMAL
CLASSROOM EVALUATION
INSTRUMENT 35
LETTERS OF AGREEMENT 36-41
ARTICLE I
RECOGNITION
1.1 Bargaining Unit
The Board of Education of District 202, Knox County, Illinois,
hereinafter “Employer” or “District” hereby recognizes the Knoxville Education
Association-IEA/NEA, hereinafter the “Association” as the sole and exclusive
bargaining representative for all full-time and part-time certificated teaching
personnel to include but not limited to such persons as librarians, counselors,
athletic director and vocational coordinator, hereinafter “Teacher” or
“Teachers”. Supervisory, confidential,
and managerial personnel shall be specifically excluded from the bargaining
unit. The terms supervisory,
confidential and managerial personnel are defined as in Section Two of the
Illinois Educational Labor Relations Act (I.E.L.R.A.).
1.2 Exclusivity
The Employer agrees not to negotiate with any teacher or any
teachers’ organization other than the Knoxville Education Association-IEA/NEA,
for the duration of this Agreement unless an election during the final year of
this Agreement results in the certification of a different bargaining
representative; provided that all the terms and conditions of this Agreement
shall remain in full force and effect until its termination date. The parties
agree that the Board and administration retain their right to discuss with
individual teachers matters, which are beyond the scope of hours, wages and
terms and conditions of employment.
1.3 Part-Time Teachers
All salaries and benefits for part-time teachers shall be on a
prorated, per hours worked, basis.
ARTICLE II
EMPLOYEE
2.1 Personnel File
Each teacher shall have the right, during regular school hours,
upon written request, to review the contents of said employee’s personnel file
and to place therein written reactions to any of its contents, provided an
administrative representative is present at such review, and said
representative shall not be in close enough proximity so as to be able to read
said contents of the personnel file while the employee is either reading or
writing a response to said contents.
2.2 Right To Organize
Full-time and part-time certificated teachers shall have the right
to organize, join, or not join, the Association and to participate in
professional negotiations with the Board.
2.3 Meetings, Notices, And
General Information
A. The Association
shall be allowed the use of teachers’ mailboxes, interschool mail, and faculty
bulletin board for the purpose of internal communication.
B. The Association
may be allowed the following:
1. The use of school
buildings for meetings.
2. All use of school
facilities will be requested of and authorized by the building administrator
pursuant to other school activity scheduling.
3. The use of school
equipment, e.g., typewriters and duplicating machines.
4. Any and all costs
incurred by the Association will be fully reimbursed to the
2.4 Association Meeting Rights
By June 1st, the Association shall submit to the Superintendent
proposed monthly meeting dates for Association meetings for the forthcoming
school year. The Superintendent will
report these monthly meeting dates to the Building Principals who will endeavor
to avoid scheduling faculty meetings on those dates.
2.5 Association/Administration Meetings
As long as the building leadership team remains in existence,
there will be at least one (1) member of the Association per building team.
Any committee constituted by the Board of Education for the
purpose of textbook adoption, curriculum development and student/discipline
retention will include at least one (1) member of the Association.
2.6 Board Minutes
One (1) copy of all Board minutes and approved bills shall be
placed in the mailbox of the Association President no later than one day
following their being officially approved by the Board.
2.7 Notice Of Meetings
The President of the Association or the President’s designee shall
be given written notice of all regular and special meetings of the Board
together with a copy of the agenda or statement of purpose at the same time
Board members are sent their copies.
This notice shall be placed in the PresidentPresident’s
or designee’s school mailbox during the school year and shall be mailed to
his/her summer address during the summer months.
2.8 Public Documents
The Board agrees to furnish annually to the Association a copy of
the proposed budget, annual financial report, and the annual audit as such
documents become available for public inspection. The Board further agrees to provide the
Association President with copies of policy additions, changes, and amendments
after adoption.
2.9 Contract Agreement
Within thirty (30) calendar days of ratification of the Agreement,
the Board shall have sufficient copies of the Agreement prepared and delivered
to the Association for its distribution to each teacher in the District.
2.10 Dues Deduction
Any part-time or full-time certificated teacher may sign an
authorization for annual dues deduction.
The appropriate authorization forms shall be provided by the Association
and presented to the Board between September 15 and September 30 of the present
year. This authorization will remain in
effect until further notice by the Association and teacher. Those teachers who are employed after the
beginning of the school year may request dues deduction equivalent to the
amount of dues yet to be deducted for the remainder of that school year. Dues will be deducted from two (2) paychecks
each month of the school year.
2.11 Work Area
The Board shall provide the teachers with a work area or lounge in
each attendance center. Each work area
or lounge will contain a telephone.
Staff will be required to log non school-related long distance phone
calls. The teachers retain the right of first refusal to any computer and/or
printer being phased-out of use in the District, with such equipment to be
placed in those classrooms in need of equipment. In distributing equipment being phased out,
preference shall be given to teachers with the greatest need for
equipment. The need for equipment is to
be determined by the technology personnel of the respective buildings.
2.12 Budget Analysis
Current individual instructional budget status shall be available
to certified staff upon request.
2.13 Fair Share Deduction
The Board of Education shall deduct from the salary of each member
of the bargaining unit on contractual continued service a Fair Share Fee equal
to the costs of contract negotiation and maintenance of the contract. The Association shall certify in writing each
school year the annual amount of such Fair Share Fee. The Association shall not, under any
circumstances, claim or establish a Fair Share Fee in excess of the dues
uniformly required of members, or fees for contribution related to the election
or support of any candidate for political office.
In addition to any other requirements of this provision, the
Association shall in all ways comply with the rules of the IELRB, part 1125
“Fair Share Fee Objections.”
Fair Share Fees shall be deducted on a monthly basis in the same
fashion as is established for Dues Deduction.
The Board is expressly relieved of obligation for Fair Share Fees in the
following instances:
1. insufficient
earnings to cover deductions;
2. unpaid
Fair Share Fees where the District has complied with its deduction obligation
under this provision;
3. teachers
no longer employed by the District or teachers on unpaid leaves of absence; and
4. an
amount equal to a Fair Share Fee paid to a nonreligious charitable organization
by those employees who object to such fees because of bona fide religious tenetstenents or teachings of a church or religious body of
which the employee is a member.
The Association shall save, hold harmless and defend the District,
the Board of Education, its members, past members, officers and employees from
and against all claims or causes of action arising out of the Board’s
obligation of or in connection with deduction of Fair Share Fees, and shall pay
all costs, attorney’s fees, damages and other charges arising out of any such
claim or cause of action, including, but in no way limited to those arising
under the First and Fourteenth Amendments of the Constitution of the United
States. The Board of Education agrees to
give immediate notice of such action or claim in writing to the Association,
and permit the Association to intervene, if it so desires. The Board shall give full and complete
cooperation to the Association and its counsel in complying with reasonable
requests to secure and give evidence, obtain witnesses and making relevant
information available to both trial and all appellate levels.
ARTICLE III
GRIEVANCE PROCEDURE
3.1 Definition
A grievance shall be: Any
claim by the Association or any teacher that there has been a violation,
misinterpretation, or misapplication of the terms of this Agreement.
3.2 Time Limits
All time limits consist of school days, except that when a
grievance is submitted fewer than ten (10) days before the close of the current
school term, time limits shall consist of all weekdays.
3.3 Statement Of Basic
Principles
A. No reprisals shall
be taken by the Board or the Administration against a teacher because of his/her
participation in a grievance.
B. A grievance may be
withdrawn at any level without establishing precedent.
C. Time Bar - Failure
of a teacher or the Association to act on any grievance within the prescribed
time limits will bar any further appeal.
D. Class Grievance -
Class grievances involving one (1) or more teachers or one or more supervisors
shall be initially filed by the Association at Step B.
3.4 Procedure
Informal Step: An attempt shall be made by the grievant to
resolve any grievance by means of an informal, verbal discussion between the
grievant and his/her immediately involved Principal. The Association may have a representative
present at the informal step at the request of the teacher. If, however, the informal process fails to satisfy
the grievant, a grievance may be processed as follows:
A. The Teacher and/or
the Association shall present the grievance in writing within ten (10) days of
the alleged contract violation, specifying the Article and Clause alleged to
have been violated and stating the remedy sought, to the Principal immediately
involved, who will arrange for a meeting to take place with the grievant within
five (5) days after the receipt of the grievance. The Principal shall provide a written answer
to the grievant within ten (10) days of the receipt of the grievance. In the
event a teacher was not represented at the informal level, the Association, if
it wishes to process the grievance further, shall present the grievance, in
writing to the Principal within ten (10) days from the date the Association is
given notice in writing of the grievance meeting and/or of any adjustment at
the informal step, and the grievance will be processed in the same manner as
provided herein.
B. If the grievant is
not satisfied with the disposition of the grievance at Step A, the grievant may
refer the grievance in writing to the Superintendent within five (5) days after
the receipt of the Step A Answer. The Superintendent will arrange for a meeting
to take place with the grievant within ten (10) days after his receipt of the
grievance. The Superintendent shall
provide a written answer to the grievance within ten (10) days after the
meeting.
A. The Teacher and/or
the Association shall present the grievance in writing within ten (10) days of
the alleged contract violation, specifying the Article and Clause alleged to
have been violated and stating the remedy sought, to the Principal immediately
involved, who will arrange for a meeting to take place with the grievant within
five (5) days after the receipt of the grievance. The Principal shall provide a
written answer to the grievant within ten (10) days of the receipt of the
grievance. In the event a teacher was not represented at the informal level,
the Association, if it wishes to process the grievance further, shall present
the grievance, in writing to the Principal within ten (10) days from the date
the Association is given notice in writing of the grievance meeting and/or of
any adjustment at the informal step, and the grievance will be processed in the
same manner as provided herein.
C. If the Association
and/or grieving teacher is not satisfied with the disposition of the grievance
at Step B, or the time limits expire without the issuance of the
Superintendent’s written reply, the Association may submit the grievance to
binding arbitration under the Voluntary Labor Arbitration Rules of the American
Arbitration Association which shall act as the administrator of the
proceedings. If a demand for arbitration
is not filed within thirty (30) days of the date for the Step B answer, then
the grievance shall be deemed withdrawn.
B. If the grievant is
not satisfied with the disposition of the grievance at Step A, the grievant may
refer the grievance in writing to the Superintendent within five (5) days after
the receipt of the Step A Answer. The Superintendent
will arrange for a meeting to take place with the grievant within ten (10) days
after his receipt of the grievance. The Superintendent shall provide a written
answer to the grievance within ten (10) days after the meeting.
1. Neither the Board
of Education nor the Association shall be permitted to assert any grounds or
evidence before the arbitrator which has not been previously disclosed to the
other party.
C. If the Association
and/or grieving teacher is not satisfied with the disposition of the grievance
at Step B, or the time limits expire without the issuance of the
Superintendent’s written reply, the Association may submit the grievance to
binding arbitration under the Voluntary Labor Arbitration Rules of the American
Arbitration Association which shall act as the administrator of the
proceedings. If a demand for arbitration is not filed within thirty (30) days
of the date for the Step B answer, then the grievance shall be deemed withdrawn.
1. Neither the Board
of Education nor the Association shall be permitted to assert any grounds or
evidence before the arbitrator that has not been previously disclosed to the
other party.
2. 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 issues presented to him in writing by the
3. Each party shall
bear the full costs for its representation in the grievance procedure.
4. If either party
requests a transcript of the proceedings, that party shall bear full costs for
that transcript. If both parties order a transcript, the cost of the two
transcripts shall be divided equally between the Board and the Association.
5. Each party shall
share equally the cost of the arbitrator and the
3.5 Bypass To Arbitration
If the Superintendent and the Association agree, a grievance may
be submitted directly to arbitration.
3.6 Association Participation
Teacher Represented: -the
Board acknowledges the right of the Association’s grievance representative to
be present at any formal step in the grievance procedure, and no teacher shall
be required to discuss any grievance at any step if the Association’s
representative is not present.
3.7 Association Not Represented
Teacher Not Represented-When a teacher is not represented by the
Association;, the Association shall have the right to
have its representative Presentpresent at any formal
step of the grievance procedure.
Additionally, the Association shall be notified of any adjustment that
is made at the informal step.
3.8 Documents And Written
Materials
Both parties to a grievance shall be provided, upon reasonable
request, any written information or documents pertinent to the grievance.
3.9 Released Time
Should the processing of any grievance before an arbitrator
require that a teacher or an Association representative be released from their
regular assignment, the teacher or Association representative shall be released
without loss of pay or benefits.
3.10 Filing Of Materials
All records related to a grievance shall be filed separately from
the personnel files of the teacher until such time as the grievance is fully
determined.
3.11 No Written Response
If no written decision has been rendered within the time limits
indicated by a step, then the grievance may be processed to the next step.
3.12
Upon the mutual consent of both parties, the Expedited Arbitration
Rules of the American Arbitration Association shall be used instead of the
Voluntary Arbitration Rules.
ARTICLE IV
TEACHER EVALUATION
4.1 Intent
The purpose of teacher evaluation is to assess teacher performance
and to encourage professional growth.
4.2 Criteria
The evaluation forms which are currently being used in the high
school, junior high school and elementary schools shall continue to be used in
their present form, or in revised form as approved by the parties, for the term
of this Agreement.
The parties agree to maintain an eight (8) member committee,
consisting of four (4) Board members/administrators and four (4) members of the
Association, for the purpose of studying and preparing recommendations, if
needed, for the revision of the District’s formal classroom teacher evaluation
procedures. The evaluation committee may
be convened upon the request of either the Association or the Board. The formal classroom evaluation instrument
now in use is as found in Appendix D of this Agreement.
4.3 Orientation
Within three (3) weeks after the beginning of each school term,
the Building Principal or immediate supervisor shall acquaint each new teacher
under said Principal or supervisor’s supervision with the teacher evaluation
procedures and instruments and advise each teacher as to who will observe and
evaluate said performance. No formal
evaluation shall take place until such orientation has been completed. Formal evaluation shall mean evaluation of
classroom teaching performance.
A formal evaluation shall consist of a required formal classroom
observation and any informal classroom observations deemed appropriate by the evaluator. The formal classroom observation requires
prior notice to the teacher.
Teachers assigned to a building shall be evaluated by the
Principal, and teachers not assigned to a building shall be evaluated by their
immediate supervisor as determined by the administration. This section shall not preclude evaluations
by other District administrators as deemed appropriate by the Board. In the event that more than one (1) administrator
participates in the post-evaluative conference, prior notification will be
given to the teacher; and the teacher shall have the right to have an
Association representative present at any given time.
A formal evaluation shall consist of a required formal classroom
observation and any informal classroom observations deemed appropriate by the
evaluator. The formal classroom observation requires prior notice to the
teacher.
Teachers assigned to a building shall be evaluated by the
Principal, and teachers not assigned to a building shall be evaluated by their
immediate supervisor as determined by the administration. This section shall
not preclude evaluations by other District administrators as deemed appropriate
by the Board. In the event that more than one (1) administrator participates in
the post-evaluative conference, prior notification will be given to the
teacher; and the teacher shall have the right to have an Association
representative present at any given time.
A nontenured teacher shall be formally
evaluated at least three (3) times during each year. At least two (2) such evaluations shall occur
prior to the end of January.
A tenured teacher shall be formally evaluated at least once every
other school year.
A nontenured teacher shall be formally
evaluated at least three (3) times during each year. At least two (2) such
evaluations shall occur prior to the end of January.
A tenured teacher shall be formally evaluated at least once every
other school year.
4.4 Procedures
A. A pre-evaluation
conference will be held in a classroom or the principal’s office before each
formal classroom observation.
B. At the
pre-evaluation conference, the evaluator shall notify the teacher of the date
and time for the formal classroom observation.
C. The formal
observation shall be of at least thirty (30) consecutive minutes of a class
period.
D. A post-evaluation
conference will be held no later than seven (7) school days following the
formal classroom observation.
A copy of each formal written evaluation shall be given to the
teacher one (1) day prior to the post-evaluation conference. Two (2) evaluation forms shall be signed by
the teacher and filed as follows: one
(1) copy to the teacher and one (1) copy in the unit personnel file. It is understood that a teacher’s signature
on the evaluation form denotes only that the teacher has seen the written
evaluation and not necessarily that the teacher agrees with the contents of
such evaluation.
E. The teacher may
put any comments concerning the formal evaluation in writing, present them to
the evaluator, and have them attached by the evaluator to the written
evaluation and be placed in the teacher’s personnel file. A copy of the attached comments, signed by
both parties, shall be given to the teacher.
F. Except under
extenuating circumstances, teachers shall not be formally evaluated the day
before or the day after Thanksgiving vacation, Christmas vacation, Spring
break, the day following an absence due to illness or during the first or last
week of school.
4.5 Remediation
If an unsatisfactory rating is rendered in any of the five (5)
rated areas on the evaluation form, the Principal shall make written
suggestions for improvement. Any
suggestions for improvement shall be specific in nature.
ARTICLE V
LEAVES
5.1 Sick Leave
At the beginning of each school year, each teacher shall be
credited with thirteen (13) days of sick leave, which shall be applied in
accordance with the provisions of Section 24-6 of the
Any teacher with at least ten (10) years of service in the
District shall be credited with fourteen (14) days of sick leave, which shall
be applied in accordance with the provisions of Section 24-6 of the
Any teacher with at least ten (10) years of service in the
District shall be credited with fourteen (14) days of sick leave, which shall
be applied in accordance with the provisions of Section 24-6 of the
Any teacher with at least twenty (20) years of service in the
District shall be credited with fifteen (15) days of sick leave, which shall be
applied in accordance with the provisions of Section 24-6 of the
5.2 Sick Leave Bank
In the event the sick leave bank established by the Board on
The parties agree to establish an eight (8) member committee,
consisting of four (4) Board members/administrators and four (4) members of the
Association, for the purpose of studying and preparing recommendations, if
needed, for the revision of the District’s sick leave bank provisions of this
Agreement and existing Board policy. The
committee may be convened upon the request of either the Association or the
Board.
5.3 Sick Leave Record
The Board shall furnish each teacher with a written statement,
within fifteen (15) school days from the first day of classes, setting forth
that teacher’s total accumulated sick leave days.
5.4 Personal Business Leave
Annually, each full-time certificated employee shall be credited
with two (2) days to be used for personal business. Employees may carry-over one (1) unused
personal business day from the previous year to be added to the two (2) granted
by the School District, making a maximum of three (3) personal business days
available during any year of this Agreement.
Any unused personal business days not carried over will be applied to
the accumulated sick leave total.
At the discretion of the Superintendent and on a
first-come/first-served basis, personal business days may be used in
conjunction with the beginning or ending of a holiday leave period or during
the first or last week of a school year.
Only ten percent (10%) of the certified staff at each building may be
granted personal business leave before or after a holiday leave period or
during the first and last week of school, unless more substitute teachers are
available. In calculating the number of
faculty eligible at a school, a fraction shall be considered as a whole number
and subsequently an eligible employee.
At the discretion of the Superintendent and on a
first-come/first-served basis, personal business days may be used in
conjunction with the beginning or ending of a holiday leave period or during
the first or last week of a school year. Only ten percent (10%) of the
certified staff at each building may be granted personal business leave before
or after a holiday leave period or during the first and last week of school,
unless more substitute teachers are available. In calculating the number of
faculty eligible at a school, a fraction shall be considered as a whole number
and subsequently an eligible employee.
A teacher must notify, in writing on a form provided by the
District, use of the day at least two (2) teaching days in advance of the
personal business leave day. Teachers
shall not be required to give reasons; however, they may do so
voluntarily. In the case of an
emergency, personal business leave may be requested less than two (2) days in
advance. Emergency will be defined as a
situation beyond the individual’s control.
5.5 Bereavement Leave
At the beginning of each school year, each teacher shall be
granted up to three (3) days ofdays’ death
bereavement leave. Said leave shall not
accumulate.
5.6 Association Leave
The President of the Association shall notify the Superintendent
of Schools of a teacher’s intention to attend to Association business. Such notification shall be made at least five
(5) working days prior to the date of release time in order to attend the
conference. The Association shall pay
for the substitute teacher, if one is required.
There shall be no reduction in a teacher’s salary for using such
leave. The total amount of leave time
shall not exceed six (6) days per school year and no more than two (2) teachers
shall be excused for the same day under this provision.
5.7 Unpaid Leave Of Absence
1. An unpaid leave of
absence may be granted to any teacher at the discretion of the Board of
Education for reason or reasons deemed appropriate by the Board.
2. The period of a
leave of absence shall be determined by the Board of Education on a case- by-
case basis. Each leave of absence shall
be of the shortest possible duration to meet the purpose of the leave, provided
that in no case shall the period of a leave of absence exceed one (1) school
term unless the Board grants an extension upon the request of the teacher.
3. A teacher shall
not be eligible for sick leave pay during the period of a leave of
absence. In the event the period of the
leave of absence is in excess of ninety (90) creditable service days, (as defined
by the Teachers’ Retirement System), a teacher shall not be entitled to
vertical advancement (years of teaching experience) on the salary schedule.
4. In those cases
where a leave of absence is granted to a teacher who is on probation within the
meaning of Section 24-11 of the School
Code, the period of the leave shall not be counted toward the completion of
the probationary period and acquisition of continued contractual service.
5. At the conclusion
of a leave of absence and upon return to employment duties, the teacher shall
be returned to the position thatwhich he/she held at
the commencement of the leave if the position still exists. Should the position no longer exist, the
teacher shall have the right to be placed in any position for which he/she is
legally qualified commensurate with his/her seniority.
6. Whenever possible,
application for leave of absence shall be made in writing and shall be
submitted by the teacher to the Superintendent, or his designee, not less than
sixty (60) calendar days before the commencement of the requested leave.
7. The teacher shall
be notified by the Superintendent, or his designee, of the Board’s decision
regarding the requested leave within five (5) calendar days after a decision is
made.
8. A teacher on an approved
leave of absence may continue group insurance benefits, including life
insurance, at his/her expense for the period of the leave.
9. A teacher on an
approved leave of absence shall lose no accrued seniority thatwhich
has been earned prior to the date of the leave.
10. After commencement
of an approved leave of absence should the reasons for the leave no longer
exist, the teacher shall have the right to terminate the leave and return to
active employment subject to approval by the Board.
5.8 Jury Duty Leave
Any teacher called for jury duty or subpoenaed to testify in court
on a matter which the teacher is not a party of interest shall suffer no loss
of salary or benefit, provided, however, the teacher shall reimburse the
District for any payment received, exclusive of mileage or expense
reimbursement, for such court appearance.
If the teacher fails to reimburse, the District shall have the option of
making a salary deduction for any such payment the teacher receives.
ARTICLE VI
REDUCTION IN FORCE
6.1 Reduction In Force
In the event of a reduction of certificated staff, reductions
shall be made as follows:
A. Attrition
B. All nontenured teachers within a teaching area to be reduced
shall be honorably discharged before the first tenured teacher in that area is
honorably discharged. To the extent that
it is possible to do so, tenured teachers shall be shifted within the area of
their qualifications consistent with paragraph 6.1.C. below in order to protect
tenure teacher jobs; provided, however, there shall be no requirement to move a
tenured teacher with more seniority to create a position for a less senior
tenured teacher unless the more senior teacher agrees to the shift.
C. In the event a
reduction of tenured teachers is necessary, the following order of reduction
shall apply: A series of seniority lists
shall be developed and made an Appendix to this Agreement. Said lists shall be updated between September
1 and February 1st of each school year. Teachers shall have fifteen (15) school days
from the date the list is posted in all buildings to notify the Superintendent
or the Superintendent’s designee in writing of any discrepancies in the
seniority lists. The list shall record
teacher in order of seniority in the District and in the various subject areas
for which they are legally qualified by certification and Document 1. Seniority shall attachattached
from the first day of consecutive service to the District. Part-time consecutive service shall be
prorated. Teachers having equal seniority
by this method shall be listed by the following criteria until the tie is
broken:
1. highest
degree attained in their major field and recognized on the salary schedule;
2. most
graduate hours attained and recognized on the salary schedule;
3. length
of total teaching service in
4. ability
to perform duties other than classroom teaching;
5. random
selection, (lottery or drawing).
D. Teachers will
automatically be placed on the appropriate seniority list in the area currently
teaching. To achieve placement on other
subject area lists it shall be the obligation of the teacher to apply and show
proof of state certification and qualification by the State Board of
Education’s Document 1.
Said evidence required under this clause shall be provided by the
teacher prior to February 1st of the school year in which the
Reduction in Force notices are effective.
No additions to the lists will be permitted between February 1st
and September 1st of each year.
6.2 Recall
If the Board has any vacancies for the following school term or
within one (1) calendar year from the beginning of the following school term
recall shall be as follows:
A. Upon recall,
teachers with the most seniority, subject to the conditions set forth in 6.1.C
and 6.1.D of this Article, will be placed in the first
available position for which they are qualified. No teacher with greater seniority shall be
moved to create any position.
B. Failure to respond
within twenty (20) calendar days after the mailing of the Board’s letter to recall
sent by certified mail to the teacher’s address on file with the Board
recalling such teacher, shall result in termination of the teacher’s right of
recall hereunder.
6.3 Notification
In the event the Board intends to reduce certified staff because
of economic considerations, the Association shall be notified of the proposed
reductions at least thirty (30) calendar days prior to the date of the meeting
at which the Board enacts the reductions.
The Board shall provide the Association specific information when
possible regarding the names and positions where the cuts are to be
effected. Upon request, the Board will
provide the Association with its rationale for the cuts. The right of the Association to bargain the
decision to reduce staff and/or the impact of such decision will be controlled
by the Illinois Supreme Court’s decision in Board of Education v. Central
City Education Association, IEA/NEA.
ARTICLE
TEACHER ASSIGNMENTS
7.1 Assignments
All teachers shall be notified in writing of their tentative
teaching assignments for the forthcoming school year no later than July 1st.. Any changes in a teacher’s assignment after July 1st
shall be preceded by a conference with the appropriate administrator to allow
the teacher to provide input. A teacher
must request such a conference within ten (10) days after notification of the
proposed change.
ARTICLE VIII
TRANSFER
8.1 Notice
Whenever any certified vacancy occurs the Superintendent shall,
within five (5) days, post a vacancy notice in all school buildings on the
office and faculty bulletin boards and mail a copy to the Association
President. If any teacher wishes to be
notified of a vacancy during the summer months, a self-addressed, stamped
envelope shall be left in the Superintendent’s office.
No vacancy shall be permanently filled prior to five (5) working
days from the date such notice is posted; except in the event of an emergency,
unexpected resignation, suspension, etc., the
8.2 Involuntary Transfer
Any teacher who is involuntarily transferred to another building
or reassigned to another teaching position shall be given written notice of
said change by the administration at least ten (10) school days before said
change becomes effective. The teacher,
upon written request, shall be entitled to a conference with the appropriate
administrator to discuss the transfer or reassignment. If the teacher is not
satisfied with the transfer or reassignment, he/she may resign immediately without
penalty. All pay and benefits due the
teacher shall be payable within three (3) business days of said resignation.
ARTICLE IX
9.1 Work Day
The teacher workday shall consist of no more than seven (7) hours and no more than
seven (7) hours and twenty (20) minutes. Teachers may be required to work
beyond the regular school day on occasion to accommodate:
A. parent/student/teacher
conferences;
B. special education
staffing provided a teacher will be compensated in accordance with Article 9.10
for attendance at initial placement Multi-Disciplinary Conference staffings beyond the contract day;
C. faculty meetings as
scheduled pursuant to Section 9.8 of this Agreement;
D. open houses;, and;
E. emergency
situations requiring immediate attention
E. emergency
situations requiring immediate attention.
9.2 Work Year
Teachers will not be required to work more than the minimum number
of days required by law (currently 180 days) without extended contract or extra
duty pay.
9.3 Copies
The Board agrees to provide each teacher with a copy of the
calendar for the forthcoming school year within thirty (30) calendar days after
its adoption by the Board.
9.4 Modification
Before any modification in the Board approved school calendar, the
Superintendent shall notify the Association President shall be notified of this
proposed change. by the Superintendent. The President may request a conference with
the Superintendent to discuss the proposed modification.
9.5 School Closing
When all schools are closed by the administration due to inclement
weather or Act of God, teachers shall not be required to report for duty. On days when extracurricular schedules are
not canceled, the teacher(s) responsible for the extracurricular activity or
assignment shall attend such activity provided the aforementioned conditions no
longer exist.
9.6 Additional Use Of
Personal Leave
Teachers who are unable to report for work because of severe
inclement weather or Acts of God will be allowed to use personal leave days, if
those days have not already been used, under the emergency clause of the
Personal Leave Article of this Agreement. The Board may request evidence of
this condition from the teacher such as verification from State, County, or
9.7 Internal Substitution
Any teacher who agrees to teach a class other than his/her own
shall be compensated at the rate of Twenty and 00/100 Dollars ($20.00) per hour
beginning in the 2004-2005 school year.
For purposes of this section, an “hour” shall mean one (1) regular class
period or any part of a regular class period.
After all available teachers have been asked,
if no available teacher agrees to substitute, the Principal may appoint a
substitute. Appointment of teachers to
do internal substitution, when none agree to substitute, will be done on a
rotating basis by using a list of available teachers.
9.8 Meetings
Regular teachers’ meetings will be scheduled by each Building
Principal on a specific date(s) each month, said date(s) to be published no
later than fifteen (15) days after the first pupil attendance day of the school
term. Regular meetings shall normally be
held once per month. However, Principals
may schedule additional meetings as needed, with the understanding that advance
notice shall be given at least three (3) days prior to any additional meetings
whenever possible.
9.9 Teachers’ Records Day
A
Grades will be distributed uniformly throughout the District. The semesters will end consistently
throughout the District and will be divided into two (2) semesters. The first semester will end with a records
day in January. Teacher grades will be
due no earlier than
9.10 Hourly Compensation
Teachers attending a Multi-Disciplinary Conference, for actual
time that is not included within the contract day, shall receive Fifteen and
00/100 Dollars ($15.00) per hour.
ARTICLE X
SALARY
10.1 Salary Schedules
See Appendices A-1, A-2 and A-3.
10.1.1 Stipends
See Appendix B.
10.2 Insurance
For each contract year, in addition to the amounts paid by the
Board for the previous contract year, the Board shall pick up and pay on behalf
of each participating teacher any premium increase up to a maximum of twenty
percent (20%) of the previous year’s premium amounts for each respective Plan.
10.3 Life Insurance
The Board shall provide, to the employee, life insurance
protection in the amount of Thirty Thousand and 00/100 Dollars ($30,000) for
2000-2001 and Thirty-Five Thousand and 00/100 Dollars ($35,000) beginning in
2001-2002. Employees shall be permitted
to purchase additional life insurance at the group rate, up to the permissible
limits of the District’s carrier and with the approval of the carrier. A teacher may continue term life insurance
coverage at his or her own expense after leaving employment with the District.
10.4 Carrier Selection
Selections of carriers for insurance plans required by this
Agreement are subject to approval by the Knoxville Board of Education.
10.5 Itemized Deductions
Each deduction including year to date earnings shall be itemized
on all paychecks.
10.6 Paydays
Beginning
10.7 Retirement
Teachers who elect to retire from the
To be eligible for the retirement incentive, a teacher must meet
the following requirements.
1. Be at least sixty
(60) years of age by December 31st of the year of retirement.
OR
2. Be at least
fifty-five (55) years of age with thirty-five (35) years of creditable service
as defined by the Illinois Teachers’ Retirement System by December 31st
of the year of retirement.
3. A minimum of ten
(10) years of full-time service in Knoxville CUSD 202.
4. Whenever a teacher
is first eligible to retire without an ERO cost to the Board, he or she must
retire by the close of the school year in which he or she first gains
eligibility. Failure to retire at the
close of the year in which he or she first gains eligibility will forever
foreclose the teacher from the benefits of this incentive for the remainder of
the teacher’s employment within the District.
A teacher who is less than sixty (60) years of age but has thirty-five
(35) years of creditable service cannot defer eligibility until he or she
reaches age sixty (60). Eligibility
occurs only once. This section will
remain applicable so long as there is a statutory ERO penalty provision.
5. Upon retirement,
the teacher’s retirement cannot cost the
In the event the General Assembly enacts any legislation that
affects the provision of Section 10.7, this Agreement shall be amended to
reflect the changes enacted with no penalty to the employer or employee.
Any teacher who retires under either option above shall receive an
additional retirement bonus of fifty percent (50.00%) of the substitute teacher
pay in effect at the time of the teacher’s retirement for any unused
accumulated sick leave in excess of three hundred forty (340) days. Such payment shall be made no less than
thirty (30) days after the effective date of the teacher’s retirement or the
receipt by the teacher of his or her paycheck for final compensation, whichever
is later. If the General Assembly enacts
legislation or if TRS adopts regulations or changes in interpretation of
current legislation or regulations so that said payment is considered
creditable earnings, this paragraph shall be deleted from the agreement, and no
payment shall be made for accumulated sick days.
FOR THE 2010-2011 SCHOOL
YEAR ONLY; THE DEADLINE FOR SUBMITTING AN IRREVOCABLE LETTER OF RETIREMENT
SHALL BE NO LATER
One- Year Plan
If an eligible teacher gives the Board an irrevocable letter of
retirement no later than May 1st of the year prior to his/her final
year, stating that he/she shall retire at the end of the next school year, the
teacher will be removed from the salary schedule and for the final year
of employment the teacher’s nonexempt TRS creditable earnings shall be
increased by five percent (5%) over the teacher’s previous year’s nonexempt TRS
creditable earnings.
Example: The teacher’s prior year nonexempt TRS creditable earnings were
$40,000.00. The teacher’s final year nonexempt TRS creditable earnings will be
$42,000.00 (i.e., $40,000.00 x 1.05 =
$42,000.00).
Two-Year Plan
If an eligible teacher gives the Board an irrevocable letter of
retirement no later than May 1st of the year prior to his/her final
two (2) years, stating that he/she shall retire at the end of his/her final corresponding
school year, the teacher will be removed from the salary schedule and for the
final two (2) years of employment the teacher’s nonexempt TRS creditable
earnings shall be increased by five percent (5%) over the teacher’s previous
year’s nonexempt TRS creditable earnings.
Example: The teacher timely submits an irrevocable letter to retire on
Three-Year Plan
If an eligible teacher gives the Board an irrevocable letter of
retirement no later than May 1st of the year prior to his/her final
three (3) years, stating that he/she shall retire at the end of his/her final
corresponding school year, the
teacher will be removed from the salary schedule and for the final three (3)
years of employment the teacher’s nonexempt TRS creditable earnings shall be
increased by five percent (5%) over the teacher’s previous year’s nonexempt TRS
creditable earnings.
Example: The teacher timely submits an irrevocable letter to retire on
Four-Year Plan
If an eligible teacher gives the Board an irrevocable letter of
retirement no later than May 1st of the year prior to his/her final
four (4) years, stating that he/she shall retire at the end of his/her final
corresponding school year, the teacher will be removed from the salary
schedule and for the final four (4) years of employment the teacher’s nonexempt
TRS creditable earnings shall be increased by five percent (5%) over the
teacher’s previous year’s nonexempt TRS creditable earnings.
Example: The teacher timely submits an irrevocable letter to retire on
Five-Year Plan
If an eligible teacher gives the Board an irrevocable letter of
retirement no later than May 1st of the year prior to his/her final
five (5) years, stating that he/she shall retire at the end of his/her final
corresponding school year, the teacher will be removed from the salary
schedule and for the final five (5) years of employment the teacher’s nonexempt
TRS creditable earnings shall be increased by five percent (5%) over the
teacher’s previous year’s nonexempt TRS creditable earnings.
Example: The teacher timely submits an irrevocable letter to retire on
The Board, in its sole discretion, may allow a teacher to rescind
his/her letter of retirement because of serious illness or life changing
circumstances, provided the teacher returns o the board any nonexempt TRS
creditable earnings paid to the teacher in excess of the amount the teacher
would otherwise have received under the salary schedule for such year(s) in which
the creditable earnings were paid.
10.8 Tuition Reimbursement
The Board will reimburse each certified teacher the cost of the
tuition credit and required course-related costs, including, but not limited
to, lab/material fees not to exceed Two Thousand Two Hundred Fifty dollars and
No cents ($2,250.00) per twelve (12) month period for credit earned in his/her
teaching field. An application must be submitted to the Superintendent before
the course is taken for course and fee approval. It is the responsibility of
the teacher to provide documentation describing and defining the course cost. The
Board will reimburse each certified teacher the cost of the tuition credit and
required course-related costs, including, but not limited to, lab/material fees
not to exceed Two Thousand Two Hundred Fifty dollars and No cents ($2,250.00)
per twelve (12) month period for credit earned in his/her teaching field. An application must be submitted to the
Superintendent before the course is taken for course and fee approval. It is the responsibility of the teacher to
provide documentation describing and defining the course cost. A teacher working on a master’s program may
submit the entire program for approval in lieu of each course, and resubmit
this program only when changes occur.
Reimbursement will be given upon evidence of completion of course. Evidence may be in the form of a grade slip
or letter from the college. Salary
adjustments will be made no later than the second paycheck of each
semester. The Superintendent’s decision
disapproving a fee request shall be final and non-grievable.
Each twelve (12) month period begins on the first day of the
school year.
10.9 Mileage Reimbursement
Mileage submitted to and approved by the Superintendent for
payment shall be reimbursed at the current
10.10 Certified Employee Benefits
All teachers, spouses, and their children shall receive an
activity pass for all athletic events and all other school functions requiring
entry fees.
10.11 Signing Bonus
The Board at its discretion may offer a one (1) time signing bonus
to any new teacher in the amount of not less than Five Hundred Dollars ($500)
and not more than Two Thousand Dollars ($2,000).
10.12 Experience Credit
Newly hired teachers
shall be given a year for year credit for teaching experience in either public
or private schools for placement on the salary schedule.
ARTICLE XI
DURATION
11.1 Duration
This Agreement is for a duration of three
(3) years and shall become effective on
11.2 No Strike
During the term of this Agreement, the certificated full-time
teaching employees represented by the Association agree not to strike, or
engage in or support or encourage any concerted refusal to render full and
complete services in the
11.3 Complete Understanding
The terms and conditions set forth in this Agreement represent the
full and complete understanding between the parties. It is understood that all rights, powers, and
authority of the Board and/or its administrative staff not specifically limited
by the language of this Agreement are retained by the Board. The Board, however, shall not take any action
which shall violate any of the specific provisions of this Agreement.
11.4 Savings Clause
Should a court of competent jurisdiction declare any article,
section, or clause of this Agreement be declared
illegal by a court of competent jurisdiction, then that part shall be deleted
from this Agreement to the extent that it violates the law. In a multi-year contract, the article,
section or clause that has been declared illegal shall be reopened to
negotiation during the term of the current contract, unless it is declared
illegal during the final year of the contract.
The remaining articles, sections, and clauses shall remain in
effect. Should any additional
modification or change be made in this Agreement it shall be necessary that the
parties mutually agree in writing.
Dated:__________________ Dated:__________________
For the
Education Association
_______________________________ __________________________________
President President
_______________________________ __________________________________
Secretary Secretary
APPENDIX A
A.1 2010-2011 Salary Schedule
|
Exp. |
BS |
BS+8 |
BS+16 |
BS+24 |
MA |
MA+8 |
MA+16 |
MA+24 |
MA+32 |
||||||||
|
1 |
31,000 |
31,500 |
32,000 |
32,500 |
33,000 |
33,500 |
34,000 |
34,500 |
35,000 |
||||||||
|
2 |
31,500 |
32,000 |
32,500 |
33,000 |
33,500 |
34,000 |
34,500 |
35,000 |
35,500 |
||||||||
|
3 |
32,000 |
32,500 |
33,000 |
33,500 |
34,000 |
34,500 |
35,000 |
35,500 |
36,000 |
||||||||
|
4 |
32,500 |
33,000 |
33,500 |
34,000 |
34,500 |
35,000 |
35,500 |
36,000 |
36,500 |
||||||||
|
5 |
33,000 |
33,500 |
34,000 |
34,500 |
35,000 |
35,500 |
36,000 |
36,500 |
37,000 |
||||||||
|
6 |
33,500 |
34,000 |
34,500 |
35,000 |
35,500 |
36,000 |
36,500 |
37,000 |
37,500 |
||||||||
|
7 |
34,000 |
34,500 |
35,000 |
35,500 |
36,000 |
36,500 |
37,000 |
37,500 |
38,000 |
||||||||
|
8 |
34,500 |
35,000 |
35,500 |
36,000 |
36,500 |
37,000 |
37,500 |
38,000 |
38,500 |
||||||||
|
9 |
35,000 |
35,500 |
36,000 |
36,500 |
37,000 |
37,500 |
38,000 |
38,500 |
39,000 |
||||||||
|
10 |
35,500 |
36,000 |
36,500 |
37,000 |
37,500 |
38,000 |
38,500 |
39,000 |
39,500 |
||||||||
|
11 |
36,000 |
36,500 |
37,000 |
37,500 |
38,000 |
38,500 |
39,000 |
39,500 |
40,000 |
||||||||
|
12 |
36,500 |
37,000 |
37,500 |
38,000 |
38,500 |
39,000 |
39,500 |
40,000 |
40,500 |
||||||||
|
13 |
37,000 |
37,500 |
38,000 |
38,500 |
39,000 |
39,500 |
40,000 |
40,500 |
41,000 |
||||||||
|
14 |
37,500 |
38,000 |
38,500 |
39,000 |
39,500 |
40,000 |
40,500 |
41,000 |
41,500 |
||||||||
|
15 |
38,250 |
38,750 |
39,250 |
39,750 |
40,250 |
40,750 |
41,250 |
41,750 |
42,250 |
||||||||
|
16 |
39,000 |
39,500 |
40,000 |
40,500 |
41,000 |
41,500 |
42,000 |
42,500 |
43,000 |
||||||||
|
17 |
39,750 |
40,250 |
40,750 |
41,250 |
41,750 |
42,250 |
42,750 |
43,250 |
43,750 |
||||||||
|
18 |
40,500 |
41,000 |
41,500 |
42,000 |
42,500 |
43,000 |
43,500 |
44,000 |
44,500 |
||||||||
|
19 |
41,250 |
41,750 |
42,250 |
42,750 |
43,250 |
43,750 |
44,250 |
44,750 |
45,250 |
||||||||
|
20 |
|
42,500 |
43,000 |
43,500 |
44,000 |
44,500 |
45,000 |
45,500 |
46,000 |
||||||||
|
21 |
|
|
43,750 |
44,250 |
44,750 |
45,250 |
45,750 |
46,250 |
46,750 |
||||||||
|
22 |
|
|
|
45,000 |
45,500 |
46,000 |
46,500 |
47,000 |
47,500 |
||||||||
|
23 |
|
|
|
|
46,250 |
46,750 |
47,250 |
47,750 |
48,250 |
||||||||
|
|
|
|
|
|
|
|
|
|
|
||||||||
|
|
|
|
|
|
|
|
|
|
|
||||||||
|
|
Off Schedule Teachers will
receive an increase of |
2236 |
|
|
|
||||||||||||
|
|
|
|
|
|
|
|
|
|
|
||||||||
A.2
2011-2012 Salary Schedule
|
Exp. |
BS |
BS+8 |
BS+16 |
BS+24 |
MA |
MA+8 |
MA+16 |
MA+24 |
MA+32 |
|
1 |
32,500 |
33,100 |
33,700 |
34,300 |
34,900 |