Cumulative Agreement Between

CUMULATIVE

AGREEMENT

2019 - 2024

Township High School District 214

Arlington Heights, Illinois

The Board of Education of District 214

and

The District 214 Education Association

Timothy Waters

President

D214 Education Association

David R. Schuler

Superintendent

June 2019

An Equal Employment and Equal Education Opportunity Agency"

TABLE OF CONTENTS

Section Page

3.200 ............................................. Limited Renegotiations 1

3.300 ........................... Cumulative Agreement Document 1

3.310Board of Education and District 214 Education Association

................................ Professional Negotiation Agreement 2-8

3.320 ................. Publication of the Negotiated Agreement 8-9

3.400 ................................................. Grievance Procedure 9-13

3.500 ................................................ Board Policy Manual 13

3.510 ........................................................ School Calendar 13-15

3.512 ............................................................ School Safety 15

3.513 .............................................. Instructional Materials 15

3.515 ............................................... Probationary Program 15-16

3.520 ............................................................ Teacher Load 16-18

3.521 ..................................................... Special Education 18-19

3.524 ................................................. Teacher Work Week 19-23

3.525 Education Association President and Vice President 23

3.526 .................................... Evaluation of Staff Members 23-24

3.535 ....................................................Reduction in Force 24

3.536 ....................................................................... Leaves 24

3.540 ........................................................... Personnel File 24-25

3.545 ......................... Procedure for Leaving the Premises 25

3.600 ...................................... Salary Schedule 2019-2024 25-31

3.610 ................................... Experience Credit Allowance 31

3.611 ............................................ Tuition Reimbursement 31-32

3.612 ............................... Professional Development Fund 32-35

3.613 ....................... Extended Master’s Degree Programs 35

3.650 .......................................How EA members are Paid 35

3.680 ................................................ Co-Curricular Hiring 35-37

3.700 ........................... Co-Curricular Increment Schedule 37-40

3.702Increments for Extra-Administrative and Instructional

......................................................... Related Assignments 41-42

3.705 ............................................................. Mileage Rate 42

3.710 .......... Paid and Non-Paid Supervisory Assignments 42-44

3.714 .................................................................. Job Share 44-46

3.715 .................................. Part-Time Teacher Guidelines 46-47

3.716 ................................. Commuter Teacher Guidelines 47-49

3.722Substitutes for Prof. Growth Activities & Field Trips 49

3.723 ........................................................... Substitute Pay 49

3.749 .....................................Summer School Assignment 50

TABLE OF CONTENTS

Section ............................................................................... Page

3.750 ..................................................Summer School Pay 50

3.752 ............................................ Summer Workshop Pay 50

3.753 ........... Credit Recovery/Academic Intervention Pay 50-51

3.754 ...................................... School Year Workshop Pay 51

3.800 ................................................................ Sick Leave 51

3.801 ....................................................... Sick Leave Bank 51-52

3.803 ....................................... Family and Medical Leave 53

3.825 ................................................ Personal Leave Days 53

3.840 ................................. Voluntary Retirement Program 54-58

3.850 ...................................................................Insurance 58-62

3.910 ............................................................. Endorsement 63

Memoranda of Understanding

Teacher Work Week .......................................................... 63

Index .................................................................................. 64-67

Cumulative Agreement between

the Board of Education of District 214

and

the District 214 Education Association

June, 2019

3.200 LIMITED RENEGOTIATIONS

If, in the judgment of the Board of Education, fundamental changes occur

in the method of financing public education in the State of Illinois which are

reasonably likely to adversely affect the financial condition of the District,

Section 3.510, Section 3.600, item 5.; Section 3.840, item 2.; and Section

3.850, items 2. and 3. shall be subject to renegotiation. To open negotiations

for a subsequent school year, the School Board shall notify the Association

in writing no later than February 1 prior to that school year.

3.300 CUMULATIVE AGREEMENT DOCUMENT

1. The Board of Education and the District 214 Education Association

will work together in the development and maintenance of a single and

cumulative negotiated agreement. The agreement will be subject to

review and negotiation as provided for in Section 3.310 item 4 (1).

Further, this document will become the only written agreement

between the two parties, and it shall contain all acceptable and residual

items from previous agreements. Upon approval of this agreement by

the membership of the District 214 Education Association and the

Board of Education of District 214, all previous agreements become

null and void.

2. We recognize that memos of understanding may be necessary during

the term of this agreement.

Memos that involve a clarification of existing contractual language

shall be ratified by affirmative votes of the Board of Education and by

the Association, as represented by its Board of Representatives.

3.310 BOARD OF EDUCATION AND DISTRICT 214 EDUCATION

ASSOCIATION PROFESSIONAL NEGOTIATION AGREEMENT

1. Preamble

(1) The Board of Education, District 214, hereinafter referred to as

the "Board," and the District 214 Education Association,

hereinafter referred to as the "Association," recognize that the

aim of the parties to this agreement is to provide the best

education possible for the youth of this district. Accordingly,

the Board and the Association agree to participate in the

exchange of proposals and views in the context of good faith

collective bargaining negotiations.

(2) It is recognized that teaching is a profession requiring

specialized educational qualifications, and that the success of the

educational program in the district depends upon the maximum

utilization of the abilities of the teachers who are reasonably

well satisfied with the conditions under which their services are

rendered. It is further recognized that teachers have the right to

join, or not to join, any organization for their professional or

economic improvement(s), but membership in any organization

shall not be required as a condition of employment.

(3) The Board and Association recognize that our fundamental

objective is to provide the best possible education and lifelong

learning opportunities for our students. This goal is best

achieved by developing relationships based on cooperation,

coordination, and collaboration. Our vision encourages

partnerships between and among District 214 personnel and

between District 214 personnel and other individuals or groups

within the community. Through partnerships we will pursue our

goal of quality service to each other, to our students, and to our

community.

(4) In the event the Board and/or the EA desires to effectuate a

change, not covered by this Cumulative Agreement, in wages,

hours, or working conditions, the parties shall meet to discuss

and bargain in good faith with respect to the proposed changes.

2. Recognition

(1) The Board recognizes the Association as the sole negotiating

agent for all regularly employed licensed teachers, except for all

administrators.

(2) The term "District 214 teachers" when used hereinafter shall

refer to all those individuals properly covered under the

description of "sole negotiating agent for" in Section 3.310, item

2 (1).

(3) The Board agrees not to negotiate with any teacher individually

on items pending in negotiations.

3. Responsibilities, Limitations, and Rights

(1) The Board retains and reserves unto itself all powers, rights,

authority, duties, and responsibilities conferred upon and vested

in it by the statutes of the State of Illinois.

(2) The Association and its representatives shall have the privilege,

after reservation of space through the normal school processes,

to use school buildings for Association business meetings

provided that any additional custodial services required be

obtained and paid for in the normal manner.

(3) The Association shall have the privilege to post notices of its

activities on at least one bulletin board in each building as agreed

to by the Principal/Director and Association building

representative of each building, and shall have the privilege to

distribute its information to its members through the normal

mailbox and electronic arrangements.

(4) The Association shall have the privilege to use school equipment

normally used for clerical or instructional functions within the

buildings at times when such equipment is not otherwise in use,

as determined by the Principal/Director. The privilege of the

Association to use this equipment within the property of District

214 shall at no time interfere with or interrupt normal school

operation.

The Association will reimburse District 214 for the cost of all

materials consumed when using district equipment.

(5) The Board will provide the President of the Association with all

available public information concerning the district that might

assist the Association to evaluate any item pending in

negotiations or currently involved as an item of negotiation.

Two copies of all Board agendas, Board minutes, and other non-

confidential materials normally sent to the Board of Education

members, shall be delivered to the President of the Association

as soon as they are available. These copies will be sent either

electronically (if available) and/or in paper form as the

Education Association President prefers.

(6) In accordance with the provisions of the Illinois Educational

Labor Relations Act, hereinafter referred to as the "IELRA,"

neither the Board nor the Association will discriminate against

any teacher for participation in any lawful activities of the

Association or for refraining from participation in the activities

of the Association.

(7) Matters referred to the Board by the Association in writing,

which are considered appropriate by the Superintendent for

Board action, will be placed as an early item on the Board

agenda.

(8) It shall be the responsibility of the Superintendent to inform the

Association when modification of district policy which affects

the Association and/or teachers is under consideration. The

Association may send a representative to any committee or study

group considering such policy modification.

(9) In the event that the Association desires to send representatives

to local, state, or national conferences or on other business

pertinent to Association affairs, these representatives shall be

excused without loss of pay for an aggregate number of school

days not to exceed sixty (60) with not more than ten (10) school

days (or the equivalent) per individual in any school year. This

ten (10) school day limit for an individual may be extended by

special approval of the Superintendent. The Association shall

reimburse the district for the cost of the substitute teachers.

Further, written request for leave for such purposes shall be

submitted through the Association to the Superintendent for

approval.

(10) The Association shall not strike, nor disrupt the operation of

any public school or of the administrative offices of the Board

of Education during the term of this contract, or any extension

thereof.

(11) The Board of Education shall not lock out the members or

similarly disrupt the operation of the schools during the term of

this contract, or any extension thereof.

(12) This agreement shall be subject to such legislation and rules and

regulations thereunder as may be enacted by the General

Assembly of the State of Illinois together with subsequent court

decisions relating to any matter covered by this agreement.

4. Negotiations Procedure

(1) This Cumulative Agreement shall be open to negotiations, if

between November 15 and November 30 of the year preceding

the year of expiration, either the President of the Association or

the President of the Board notifies the other of that intention.

This notification shall be in writing, exchanged through the

Superintendent, and will include the names of the negotiating

team members. The other party will be required to respond with

the names of its negotiating team members no later than

December 7.

(2) Each party shall select its negotiating representatives according

to its own internal provisions, provided there is Board

representation on the Board Team and a minimum of one Board

member in attendance at any negotiations meeting. There shall

be teacher representation on the Association Team and a

minimum of one teacher in attendance at any negotiations

meeting. Each team shall consist of five (5) members.

(3) The Board and the Association shall confer upon their respective

representatives the necessary power and authority to make

proposals, consider the proposals, and make counter proposals

in the course of negotiations, and to reach tentative agreements

which shall be presented to the Board and Association

respectively for approval/ratification.

(4) By the completion of the first full week of December or one

week after the names of the negotiating team members have

been exchanged, whichever is later, the two teams shall meet to

present their concerns in general terms. No specific proposals

of changes, additions, or deletions will be made and nothing

discussed will be binding.

(5) By midnight of the first school day following winter break, five

(5) copies of any changes, additions, or deletions to the

Agreement either party wishes to open for negotiations shall be

submitted to the other party in writing, along with rationale for

the changes. Only these changes, additions, or deletions will be

subject to negotiation unless the ground rules in sub-paragraph

(6) allow otherwise. This information will be exchanged

through the Superintendent who will notify the other party(ies)

of such receipt within 24 hours.

(6) The first negotiations meeting shall be held on or before the end

of the second week of the second semester. The chairperson of

the first negotiations meeting shall be the Association

spokesperson. Thereafter, the chairperson role will alternate.

The date, time, and place for this meeting shall be arranged by

the respective presidents or their designees.

(7) The first negotiations meeting shall conform to, but not be

limited to, the following agenda:

(a) Introduction of team members along with relevant

background information about the members.

(b) Agreement on the ground rules under which the meetings

and teams will operate:

[1] Time, place and frequency of subsequent

meetings;

[2] Subsequent chairpersonships;

[3] Handling of proposals not currently on the table;

[4] Handling of counter proposals;

[5] Handling of press releases and responses to press

inquiries;

[6] Constitution of a quorum of respective teams;

[7] Handling of privileged information;

[8] Calendar of Phase expiration dates;

[9] These ground rules shall not conflict with written

regulations of the Association or the Board, with

the statutes of the State of Illinois, or with the

current Cumulative Agreement;

[10] Other items as deemed necessary by the teams.

(d) Other business mutually agreed to by the Board Team and

Association Team.

(8) PHASE I negotiations will continue for 60 calendar days from

the date of the first negotiations meeting unless both parties

mutually agree to extend it to 90 days. The extension can be

proposed by either party at any time during the process.

(9) If tentative approval or ratification/approval has not been

reached during PHASE I, an impasse condition, PHASE II, will

exist. This PHASE II impasse will last for 25 calendar days.

(a) The Board and the Association shall select, within the

first 5 calendar days of PHASE II, their respective

representatives to this impasse resolving committee.

(b) The impasse resolving committee shall consist of three

(3) representatives of the Board, who are presently Board

members or administrators, and three (3) representatives

of the Association, all of whom are presently teaching

staff. The Association's representatives must be from the

EA staff of District 214 and shall include at least one (1)

member of the current Association negotiating team. The

Board's representatives shall include at least one (1)

Board member and two (2) members of the current Board

negotiating team. Two observers for each side will be

allowed provided that they are selected from the PHASE

I team members.

proposed Cumulative Agreement for

ratification/approval.

(d) By mutual agreement, the length of this impasse PHASE

II condition may be extended.

(10) If either team decides it needs additional direction from its

membership concerning some item(s) involved in negotiations

during PHASE I or PHASE II, it may suspend negotiations for

this purpose for no more than ten (10) calendar days. This

provision may be used only once by each team during the time

periods outlined under PHASE I and PHASE II. A specific

statement as to the item(s) involved in this suspension shall be

submitted prior to the declaration.

(11) If tentative approval or ratification/approval has not been

reached in PHASE II, a MED-ARB PHASE III condition will

exist.

(a) Within five (5) business days, the parties will select a

mediator/arbitrator. The expenses of PHASE III shall be

shared equally by the parties.

(b) The mediator/arbitrator will have twenty (20) calendar

days from the selection of his/her name in which to

mediate the unresolved issues.

exists, each team will submit its final offer on those items.

If there is no agreement, the mediator/arbitrator will then

have five (5) business days in which to submit

recommendations for resolving those items. These

recommendations will not be binding on either party.

(d) If all issues are resolved through this process of PHASE

III, the parties will present the proposed Cumulative

Agreement for ratification/approval.

(12) Upon the completion of PHASE III, if agreement as to the

recommendations submitted by the mediator/arbitrator cannot

be reached within five (5) business days, each party is then free

to seek assistance through whatever means are available to it.

(13) When the Association and Board teams arrive at a tentative

agreement for all negotiated items, the exact wording shall be

submitted to the membership of the Association for ratification

and to the Board for approval. Association ratification is not

contingent upon Board approval and vice versa. In the event of

a negative vote by either party, the designated representatives of

the teams will communicate such to the other within 24 hours.

The process will then be picked up, at the exact time frame from

where it left off and will continue from that point.

5. Representative Election

Any labor organization or individuals who desire to decertify the

Association as the exclusive bargaining representative must, in

accordance with the provisions of the IELRA, file a petition with the

IELRB, accompanied by the signatures of at least thirty percent (30%)

of the teachers, between January 15 and March 1 of the last year of this

agreement. Such a petition shall be processed in accordance with the

IELRA and the Rules and Regulations of the IELRB.

6. Duration of Agreement

(1) This Cumulative Agreement shall be in force until June 30,

2024.

(2) Should any section, sentence, or clause of the agreement be

declared illegal by a court of competent jurisdiction, or become

illegal as a result of action of the Illinois or United States

legislatures, said section, sentence, or clause shall be

automatically deleted from this arrangement to the extent that it

violated the law, but the remaining sections, sentences, and

clauses shall remain in force.

3.320 PUBLICATION OF THE NEGOTIATED AGREEMENT

1. The items included in the current negotiations package shall be printed

and distributed to all District 214 Education Association members by

the Education Association of the District prior to a vote by the

membership of the Association.

2. After approval by the Board of Education and the membership of the

Education Association, the Cumulative Agreement shall be printed and

distributed by the Board of Education. This agreement will be sent

electronically (if available) and/or in paper form to the Education

Association President. The agreement shall contain a written

endorsement by the Board of Education.

3.400 GRIEVANCE PROCEDURE

1. Definitions

(1) A grievance is any claim by the Association or a teacher that

there has been a violation, misinterpretation, or misapplication

of a district policy, or this Agreement; however, only grievances

alleging a violation, misinterpretation, or misapplication of the

Cumulative Agreement may be processed to arbitration. A

grievance cannot be filed soley on the basis of the

Administration exercising its managerial perogatives without

first consulting the EA. No grievance shall be entertained or

processed unless it is submitted at Step 1 within thirty (30)

school days after the occurrence of the event giving rise to the

grievance or within thirty (30) school days after the aggrieved

teacher, through the use of reasonable diligence, could have

obtained knowledge of the occurrence of the event giving rise

to the

grievance. School days for the purposes of a grievance

procedure shall mean teacher attendance days.

(2) All time limits consist of school days, except that when a

grievance is submitted less than ten (10) school days before the

close of the current school term, time limits shall consist of

business days in order that the matters may be resolved before

the close of the current school term, or as soon thereafter as

possible.

(3) The Board shall recognize the Association Welfare and Ethics

Committee as the Association Grievance Committee. The

Association shall notify the Superintendent at the earliest

possible date, as to who the committee members are, and who is

the designated chairperson.

2. Procedure

The parties hereto acknowledge that it is usually most desirable for a

teacher and his/her immediately involved supervisor to resolve

problems through free and informal communications. When requested

by the aggrieved teacher, a representative of the Association may

accompany the teacher to assist in the informal resolution of the

grievance. The Association Welfare and Ethics chairperson shall also

contact the Associate Superintendent for Human Resources to see if

assistance may be given to resolve the grievance at the informal level.

If, however, such informal processes fail to satisfy the aggrieved or the

Association, if the aggrieved has notified the Association, a grievance

may be processed as follows:

(1) Step 1

The teacher or the Association may present a grievance in

writing to the Association Welfare and Ethics Committee. The

Welfare and Ethics Committee will arrange for a meeting to take

place within ten (10) school days after receipt of the grievance.

The Association's representative, the aggrieved teacher, and the

immediately involved supervisor and/or Principal/Director shall

be present for the meeting. If the grievance is resolved at this

meeting, the supervisor and/or an Association Welfare and

Ethics Committee representative shall provide a written answer

to the aggrieved teacher and the Association within ten (10)

school days after the meeting. The answer shall include the

reasons for the decision.

(2) Step 2

If the grievance is not resolved at Step No. 1, to the satisfaction

of the party initiating the grievance, the Association shall refer

the grievance to the Superintendent or designee within five (5)

school days after receipt of the Step No. 1 answer or within ten

(10) school days after the Step No. 1 meeting, whichever is later.

The Superintendent shall arrange for a meeting with the

aggrieved individuals and the representatives of the Association

Welfare and Ethics Committee to take place within five (5)

school days of his/her receipt of the appeal. Each party shall

have the right to include in its representation such witnesses and

counselors as it deems necessary to develop facts pertinent to

the grievance. Upon conclusion of the hearing, the

Superintendent shall have five (5) school days in which to

provide a written decision, with reasons, to the Association and

the grievant(s).

The decision of the Association Welfare and Ethics Committee

to continue or terminate a specific grievance at the end of Step

No. 2 does not deter the right of the party initiating the grievance

as an individual to refer the grievance to the Board of Education

through the President of the Board for a hearing concerning the

original situation, as long as this action does not violate the

terms of Section 3.310, item 2 (3) of this agreement.

(3) Step 3

If the grievance is not resolved, at Step No. 2, to the satisfaction

of the Association Welfare and Ethics Committee, the

Association may refer the grievance to the Board of Education

through the President of the Board, within ten (10) school days

of his/her receipt of the written decision of the Superintendent.

The President of the Board shall arrange for a meeting to take

place with representatives of the Association Welfare and Ethics

Committee within ten (10) school days of his/her receipt of the

appeal. Each party shall have the right to include in its

representation such witnesses and counselors as it deems

necessary to develop pertinent facts to the grievance. Upon

conclusion of the hearing, the Board shall have ten (10) school

days in which to provide a signed written decision, with reasons,

to the grievant(s) and the Association.

(4) Step 4

Arbitration

(a) If the grievance is not settled in Step No. 3 and the

Association wishes to appeal the grievance from Step No.

3 of the grievance procedure, the Association may

refer the grievance to arbitration, as described below,

within ten (10) school days of receipt of the Board's

written answer, as provided to the Association at Step No.

[1] The parties shall attempt to agree upon an

arbitrator within five (5) school days after receipt

of the notice of referral. In the event the parties

are unable to agree upon the arbitrator within said

five (5) school day period, the parties shall jointly

request the American Arbitration Association

(AAA) to submit a panel of seven (7) arbitrators,

pursuant to its Voluntary Labor Arbitration Rules.

[2] Upon receipt of the AAA list, the Association

shall strike a name first, followed by the Board,

the Association, and so forth until one name

remains.

[3] The arbitrator shall be notified of his/her selection

and shall be requested to set a time and place for

the hearing, subject to the availability of

Association and Board representatives.

[4] The Board and the Association shall have the right

to request the arbitrator to require the presence of

witnesses or documents. The Board and the

Association retain the right to employ legal

counsel.

[5] The arbitrator shall submit a decision in writing

within thirty (30) calendar days following the

close of the hearing or the submission of briefs by

the parties, whichever is later.

[6] More than one grievance may be submitted to the

same arbitrator if both parties mutually agree in

writing.

[7] The fees and expenses of the arbitrator, if any,

shall be divided equally between the Board and

the Association, provided however, that each

party shall be responsible for compensating its

own representatives and witnesses. If both

parties order a transcript, the cost will be divided

equally. If only one party orders a transcript, that

party will bear the full cost.

(b) Limitations on Authority of Arbitrator

The arbitrator shall have no right to amend, modify,

nullify, ignore, add to, or subtract from the provisions of

this Cumulative Agreement. The arbitrator shall be

empowered to determine the issue raised by the grievance

as submitted in writing at Step No. 3. Any decision or

award of the arbitrator rendered within the limitations of

this Section D shall be final and binding upon the Board,

the Association, and the teachers covered by this

Cumulative Agreement.

3. General Provisions

(1) If a grievance is not presented by the employee or the

Association within the time limits set forth above, it shall be

considered "waived" and may not be further pursued by the

teacher or the Association. If a grievance is not appealed to the

next step within the specified time limit or any agreed extension

thereof, it shall be considered settled on the basis of the Board's

last answer. If the Board does not answer a grievance or an

appeal thereof within the specified time limits, the aggrieved

teacher and/or the Association may elect to treat the grievance

as denied at that step and immediately appeal the grievance to

the next step.

(2) If the Association and the Superintendent agree, Step No. 1

and/or Step No. 2 of the grievance procedure may be bypassed

and the grievance brought directly to the next step.

(3) Class grievances involving one or more teachers or one or more

supervisors and grievances involving an administrator at

the district level may be initially filed by the Association at Step

No. 2.

(4) The Board and the administration shall cooperate with the

Association in its investigation of any grievance, and further,

they shall furnish the Association with such non-confidential

information requested for the processing of any grievance.

(5) No reprisals of any kind shall be taken by the Board or the

administration against a teacher because of his/her participation

in this grievance procedure.

(6) Should the attendance at a meeting involving 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.

(7) A grievance may be withdrawn at any level without prejudice.

3.500 BOARD POLICY MANUAL

The Board will provide one (1) paper copy and one (1) electronic copy of

the Board Policy Manual and updates thereof, to the Association President.

The Board Policy Manual will be available to all Association members

electronically.

All Board Policy and Procedural changes will be made available to the

Association President within 30 days of the approved change and the

electronic copy will be updated within 30 days of the approved change.

3.510 SCHOOL CALENDAR

The school year calendar shall consist of 185 days, with the maximum

number of consecutive school days to be taken as needed from weekdays

at the end of August and at the beginning of June (institute or student

attendance) not to exceed seventeen. To the greatest extent that is practical

to do so, the first day of each school year shall be a Monday in August. The

exceptions to the 185 days are addressed in the Probationary Program,

section 3.515.

The school calendar will include three (3) Institute Days and two (2) In-

service days each year. Two In-Service Days each year will be dedicated

to teacher work and shall take place on the day before the first day of student

attendance at the beginning of each semester. Administrative meetings on

the two In-Service Days will not exceed two hours each day.

A Calendar Committee will be co-led by the Superintendent (or his/her

designee) and the EA Negotiations Chairperson (or his/her designee). The

Calendar Committee will meet periodically to review the school calendar

and school bell schedule. The EA President will receive a copy of the notes

from each of the Calendar Committee meetings. The following parameters

will be in effect unless changes are made by mutual consent of the EA and

the Board/Administration upon recommendations by the Calendar

Committee:

1. Thursday mornings will remain reserved for Professional

Learning Community (PLC) activities. No morning co-

curricular practices or Zero-hour classes will be held on

Thursdays without the approval of the Superintendent or

his/her designee. Principals will have the option of holding six

(6) before school professional development meetings per

semester for all EA staff in addition in addition to Thursday

morning PLC meetings. Those additional meetings must be on

a Tuesday or Wednesday at the Principal’s discretion. Those

staff approved for a zero-hour class or before school co-

curricular practice may be excused from that professional

development day with pre-approval from the Principal. The

administration may also call and facilitate additional meetings

to address any emergency situations that may arise. An

emergency might involve safety/security concerns that could

affect the school or community, or any issue that may prompt

the response of the School Crisis Team.

2. On Monday, Tuesday, Wednesday, and Friday full-time EA

staff members will have the time between the contractual

report time and the start of period/block one classes designated

as “unassigned time”. During this time EA staff may not be

assigned specific duties to be performed. Exceptions may be

made for zero-hour teachers.

3. The first ten minutes of each workweek at Buffalo Grove, Elk

Grove, Prospect, and John Hersey will be designated as “duty

free time” to maintain a consistent number of minutes with

current practice for full-time staff.

3.512 SCHOOL SAFETY

The Board and the Association agree that providing a safe environment for

students and staff is a mutual concern.

(1) Guidelines and training in school safety will be provided to all

employees in managing sensitive situations they may face in

their jobs.

(2) If a physical altercation should arise, it will be reported to the

administration and the Association President in a timely manner.

(3) In the event an employee is in an altercation during the

performance of District 214 duties, the Board shall reimburse

the employee for replacement of any personal property that is

damaged or destroyed during such altercation. Reimbursement

will be up to $500 per incident, with a $60,000 district-wide

limit per year, upon approval of building administration after the

employee submits a receipt.

(4) The Association will be represented on each Building Safety

Committee. The Association President or his/her designee will

be a member of the annual district safety committee.

3.513 INSTRUCTIONAL MATERIALS

Instructional materials relevant to students’ academic needs will be provided

to teachers through a collaborative process that includes input from teachers

and administrators. This collaborative process will inform the timely

development or acquisition of materials that are up-to-date and aligned with

learning standards consistent with the “guaranteed curriculum” for each

academic program (the definition of “guaranteed curriculum” along with

procedures and guidelines related to this topic, can be found in Board Policy

6.210).

3.515 PROBATIONARY PROGRAM

All full-time full-term probationary EA staff employed after January 1,

1999, shall be required to fulfill the requirements listed below in addition

to statutory requirements to receive consideration for tenured status. The

requirements in Items 1 and 2 change Section 3.510 for the probationary

teacher’s work year to 188 days and five hours in the first year. The earliest

teacher attendance day for staff members specified herein would be one

week before the earliest attendance day for tenured staff.

1. Probationary EA staff shall be required to attend three (3) days of staff

development activities prior to the start of the first year of probationary

employment. These three days are in addition to any other calendar

specifications contained in this contract. Full-time, full-term

probationary EA staff will be paid for the hours of work as stated in this

item at the summer workshop rate.

2. Probationary EA staff shall be required to participate in six (6) hours of

additional staff development activities during the first school year of

probationary employment. Full-time, full-term probationary EA staff

will be paid for the hours of work as stated in this item at the summer

workshop rate.

3. In addition, all first year probationary EA staff will be released during the

regular school year for up to three (3) days of staff development

activities.

The District Staff Development Committee should be involved in the

annual planning of this program. The district will share agendas and plans

for this program with the Association on a yearly basis before the start of

each school year.

3.520 TEACHER LOAD

It is agreed that the term “Maximum Teacher Loads,” as used in this Policy,

refers to the number of students for whom grade and credit are awarded.

The following maximum teacher loads reflect the Board of Education’s

belief that a sound educational environment can be provided by classroom

assignments leading to daily loads within the limits shown.

Teaching Areas Maximum Teacher Loads

Art 140 per day

Business Education 145 per day

English 140 per day

World Languages 140 per day

Health 145 per day

Life Studies 140 per day

Math 140 per day

Physical Education 210 per day

Science 140 per day

Social Science 140 per day

Technology Education 140 per day

Music No Maximum*

*If an individual full-time music teacher (1.0 FTE) has more than 175

students assigned to him/her during a given semester, a conversation will

occur between the instructor and the administration to discuss the situation

and determine how best to support the instructor and the students in the

program.

The Board recognizes that individual cases may arise where it is desirable

to exceed the above limits. Such cases will require the mutual consent of the

teacher and the principal/director and the concurrence of the Associate

Superintendent for Teaching & Leaning.

Special Education Caseload Parameters:

No special education case management caseload shall exceed sixteen (16)

students.

Transition Program Caseload Parameters:

Teacher caseloads in the Career Life Skills (CLS) program, The Academy at

Forest View, and the District Transition Program (LIFE) will not exceed

eleven (11) students.

Laboratory Class Parameters:

No laboratory class (including keyboarding/word processing) shall exceed

the number of laboratory stations available.

Counseling Staff Parameters:

The aggregate ratio for counseling staffs shall not exceed 285 students per

counselor. This means that the total enrollment of a school divided by the

total number of counselors on a counseling staff excluding the college-

career counselor shall not exceed 285:1.

The intention of this ratio is not to raise the load to 285 students per

counselor, but rather to establish general parameters in recognizing that the

counseling staff in each school functions as a team with different loads per

counselor, depending on the nature of the responsibilities for each team

member. If the aggregate ratio (discounting the college-career counselor)

exceeds 285:1, the “overage” will be assigned to the college-career

counselor, with a maximum case load of 85 students.

Assisting 8th-grade students (i.e. rising ninth-graders) with course selection

and enrollment will continue to be part of the school counselor’s regular

responsibilities and does not affect the aforementioned aggregate ratio of

285:1. The point person for 8th-grade inquiries to the counseling office will

be an administrator, who may assign the requests for assistance to specific

staff members as needed.

Social Worker and School Psychologist Parameters:

The combined number of social workers and school psychologists will be

four per school, as long as building enrollment remains between 1,600 –

2,400 students. Should a school principal consider employing fewer than

four social workers and school psychologists combined per building, a

conversation between the EA President, the Associate Superintendent for

Human Resources, and the Principal will occur to evaluate the decision.

Co-Taught Class Parameters:

Students in co-taught classes will be counted toward an individual teacher’s

load in one of two ways:

1. In a class in which two regular-education instructors are teaching

combined content (e.g. American Studies) half the students will be

counted toward each teacher’s load for each period that class meets. In

other words, if there are 50 students being co-taught over two periods,

each teacher will count 25 students each period for a total of 50 students

for the double-period course.

2. In a class in which a regular-education instructor is co-teaching with

a special-education instructor, all students will count toward both the

special education teacher and the regular teachers’ loads.

3.521 SPECIAL EDUCATION

District 214 will adhere to all portions of Illinois Administrative Code that

pertain to special education classes.

1. The EA and the District Administration will work collaboratively to achieve

greater consistency and balance between the schools and programs in the

district relative to special education caseloads, teacher loads, course content

areas, and the number of preps per teacher to create the best possible

educational environment for students and teachers in order to provide a full

continuum of services for students with disabilities, ages 14-21 within an

appropriate individual program for each student in the least restrictive

environment.

2. Nurses will work with special education teams to develop specialized

healthcare plans.

3. Whenever possible, special education teachers must be notified of and receive

a copy of the IEP a minimum of 24 hours before assignment to the teacher’s

class.

4. Special Education teachers will not be assigned a student/program support

assignment beyond case-management responsibilities.

3.524 TEACHER WORK WEEK

1. The work week of each 1.0 F.T.E. classroom teacher shall consist of 40

hours* including the following:

(1) (a) up to 1500 minutes of direct instruction and/or student/

program support;

(b) at Wheeling High School, as long as the current schedule

variance remains in place, up to 1350 of direct instruction with

no student/program support assignnment:

(2) not more than five classroom teaching assignments within the

1500 minutes of direct instruction and/or student/program support;

(3) 500 minutes of professional discretion time:

• 250 minutes of which must be duty free allowing for a

minimum of 30 minutes duty-free lunch each day. Duty-

free lunch cannot include lunch and learns, training

sessions, mentoring and evaluation conferences, or any

other meetings or duties, and

• 250 minutes allowing for unassigned teaching

responsibilities. Such time shall be spent on the school

premises with opportunity for attending to related school

business off site through sign-out arrangements;

(4) continuous time throughout the work day.

2. Any teacher asked to teach an additional credit bearing class will be

compensated at the teacher’s current rate of pay. If a teacher is asked

to teach an additional class, there will be no consequences or judgment

of the teacher if he/she doesn’t agree.

3. The work week of each 1.0 F.T.E. counselor, social worker,

psychologist, nurse, speech therapist, and librarian shall consist of 40

hours* including the following:

(1) 250 minutes of duty free time, allowing for a minimum of 30

minutes duty-free lunch each day. Duty-free lunch cannot

include lunch and learns, training sessions, mentoring and

evaluation conferences, or any other meetings or duties, and

(2) up to 250 minutes of program support for a counselor.

4. The work week of each 1.0 F.T.E. adaptive P.E. teacher shall consist

of 40 hours* including the following:

(1) up to 1500 minutes of direct instruction and/or student program

support;

(2) 500 minutes of professional discretion time:

• 250 minutes of which must be duty free allowing for a

minimum of 30 minutes duty-free lunch each day. Duty-

free lunch cannot include lunch and learns, training

sessions, mentoring and evaluation conferences, or any

other meetings or duties, and

• 250 minutes allowing for unassigned teaching

responsibilities. Such time shall be spent on the school

premises with opportunity for attending to related school

business off site through sign-out arrangements.

5. School requests for variations of time use within the teacher work week

or work day to support a change in instructional practice and school

schedule will be allowed upon a three-fifths vote of approval by the

Association members of the school seeking the variance and upon

approval by the Board of Education.

6. Part-time teaching assignments will be prorated based upon the F.T.E.

percentage of the individual contract.

7. Assigned teacher preparations:

Teachers will normally be assigned no more than three numbered

course preparations per semester except where a teacher has unique

qualifications unavailable in other staff members and for curricular

needs which cannot be accommodated by other means. Teachers with

four or more preparations (each course number shall be considered a

preparation), will be given additional discretionary time of 250 minutes

per week in lieu of a program support assignment. Special Education

Teachers assigned more than three (3) preparations shall be

compensated for each additional prep on a pro-rated basis at their rate

of pay.

A preparation is further defined as a specific section of a course

(typically taught or co-taught by a teacher who holds a specialized

licensure and/or endorsement) that requires specialized planning,

materials, pacing, and whole-class modification in order to meet the

needs of the students enrolled in the course. Examples of courses that

share the same course number, yet may be considered as separate preps,

include but are not limited to, sheltered EL classes and Instructional

special education classes. Should a course seem to warrant designation

as a distinct prep, the teacher and/or EA representative will initiate a

conversation with the building administration to determine whether or

not to count it as an additional prep. Courses with common essential

outcomes in which several levels are stacked, where the same general

planning and instruction is delivered to the entire class, will not count

as separate preparations. Examples include, but are not limited to,

Yearbook, Acting 1-4, and Senior P.E. leaders being assigned to

another PE class.

8. Activity Period:

The principal/director has the option of permitting the teacher to spend

the activity period time before or after the academic day.

9. Flex Time:

Student services staff members shall be eligible for flex time,which

will be governed by the following guidelines:

(1) Flex time will only be earned for school-related evening or

weekend activities pre-approved by the administrator as expected

in the position of student services staff, or in an emergency with

approval provided by the administrator;

(2) The designated administrator will manage and maintain records of

flex time earned and used;

(3) No more than 12 hours of flex time may be earned and used each

semester;

(4) Flex time may not be carried over to subsequent years;

(5) Student services personnel shall complete and submit a staff leave

request form to his/her supervisor for approval;

(6) Use of flex time will follow the same guidelines as personal leaves.

10. Student/Program Support:

Sixth assignments include both curricular and non-student contact

responsibilities. Assignments for all teachers may include two

semesters of curricular/student contact responsibilities. Sixth

assignments will not require lesson plans or assigning student grades.

Sixth assignments will be assigned on a rotating basis, with teacher

preference for assignments being considered in an equitable manner by

the assigning administrator. Appropriate non-student contact

responsibilities include maintenance of laboratories and related

equipment, supervision of hallways (including periodic washroom

checks), stairways and foyers, school publicity, and academic study to

qualify for another teaching area. Appropriate student contact

responsibilities include study hall supervision, resource room

supervision, student-tutoring assignments, and lunchroom supervision.

The number of students in a study hall supervised by an EA staff

member shall not exceed a teacher-to-student ratio of 1:45.

11. Rolling Meadows Variance: Consistent with Section 3.524, item 7, the

following variance has been approved by the faculty of Rolling

Meadows High School and the Board of Education of District 214:

Teachers with four or more preparations at Rolling Meadows High

School will have a 45 minute obligation in seminar block with the

remaining 45 minutes being teacher discretionary time.

Wheeling Variance: By mutual consent between the Administration

and the teacher, the work week assignment of a 1.0 F.T.E. classroom

teacher at Wheeling High School may consist of one 90-minute block

class per day and four 45-minute skinny period classes per day with no

program support assignment or two 90-minute block classes per day

and two 45-minute skinny period classes per day with no program

support assignment. If either of these two assignments would have one

less 45-minute skinny period class per day, then the assignment could

include a 45-minute skinny program support assignment per day.

As long as the schedule variance at Wheeling high School remains in

place, teaching loads at Wheeling will be capped accordingly:

 teachers with three blocks will teach a maximum of 78 students

per day;

 teachers with two blocks and one skinny will teach a maximum of

84 students per day;

 teachers with one block/three skinnies or two blocks/two skinnies

or one block/four skinnies will teach a maximum of 110 students

per day.

12. Whenever possible, teachers in a co-teaching assignment will have a

common planning period that is not their duty-free lunch.

13. All professional development and training activities will be conducted

during the professional-development portion of the contract day. This

includes Thursday morning PLC time, PDD mornings, and Institute

days. This does not include duty-free lunch, planning periods, or

activity periods.

14. EA members cannot be required to participate in any committee or

attend any training sessions that meet outside of the contract day.

* The 40 hours will normally be assigned in 5 eight-hour week days.

However, by mutual agreement between the teacher and the

Principal/Director, the 40 hours could be configured in alternative

arrangements, not to exceed 600 minutes in any one day.

3.525 EDUCATION ASSOCIATION PRESIDENT AND VICE

PRESIDENT

The President of the Education Association may be a full-time position, and

the Vice President of the Education Association may be a part-time

position. The Education Association will reimburse the Board of Education

for the time excused at the rate of their actual base salaries and will

contribute the pro-rated cost less the teacher's premium of the District's

hospital and major medical and life insurance.

3.526 EVALUATION OF STAFF MEMBERS

Each teacher shall be formally evaluated in accordance with the

requirements of the Illinois School Code using “The District 214

Licensed Staff Individual Professional Development and Evaluation

Program.”

“The District 214 Licensed Staff Individual Professional Development

and Evaluation Program” was developed collaboratively and adopted

by the Education Association, the Administration, and the Board of

Education in compliance with the Performance Evaluation Reform Act

of 2010. It was first approved under the title “District 214 EA Staff

Individual Professional Development and Evaluation Program.” The

evaluation program is reviewed annually by the Joint Committee,

consisting of the EA President, the EA Vice President, the

Superintendent, and the Associate Superintendent for Human

Resources. The Joint Committee may recommend revisions to the

evaluation program annually and present those recommendations to the

Board for approval.

3.535 REDUCTION IN FORCE

Reduction in force and recall procedures shall be conducted pursuant

to the Illinois School Code.

With respect to the sequence of dismissal process, seniority status for

teachers is district-wide and EA members with multiple licenses or

endorsements will have seniority in each category in which they are

legally qualified. Seniority considerations do not apply to probationary

staff.

3.536 LEAVES

Leaves for full-time approved graduate study, medical leave, Education

Association Presidency and Education Association Vice Presidency,

and assignment as an administrator, will be considered as full-time

continuous service and as creditable service. Other approved leaves

will be counted as full-time continuous service. However, they will not

be counted toward creditable service unless the leave is part-time. In

this case the teacher will be granted creditable service on a prorated

basis for the time the teacher is actually employed.

All statements regarding seniority, creditable service, and continuous

service deal with the regular school term.

3.540 PERSONNEL FILE

1. In accordance with the Illinois Personnel Records Review Act, each

employee shall have the right, upon filing a signed written request to

the Associate Superintendent for Human Resources, to review the

contents of his/her official personnel file, which includes any records

in digital format that belong in the personnel file. An employee may,

by filing a written release to the district, request an Association

representative to examine his/her personnel file. Staff members shall

receive a copy of any document added to their personnel file within ten

work days of placement in the file. In all cases, the file shall not be

taken out of the human resources office. The Superintendent, members

of the superintendency, administrators within the building in which the

employee is assigned, and members of the human resources department

may view the contents of an employee’s file at any time. All other

administrators, upon approval from the Superintendent or Associate

Superintendent for Human Resources, may view the contents of an

employee’s personnel file. In all cases, a record will be maintained in

the human resources office containing the names of anyone who has

viewed a personnel file.

2. The personnel file shall contain an official transcript(s) designating the

degree(s) granted from each college or university attended and

descriptive or evaluative records of the teacher's performance and any

other relevant materials while the teacher is employed in District 214.

The file shall be made available for the teacher's observation at his/her

request but shall not be removed from the human resources office.

3.545 PROCEDURE FOR LEAVING THE PREMISES

Any teacher leaving the premises during a non-lunch period is required to

sign out in the stipulated office.

3.600 SALARY SCHEDULES 2019-2020 through 2023-2024

1. As teachers qualify for different steps based on experience and lane

qualifications, their salaries shall be adjusted at regular adjustment

times (the beginning of each semester) in accordance with the salary

schedules. Course work must be completed before the first day of the

first semester for advancement first semester and by the first day of the

second semester for advancement second semester. Confirmation of

completed work must be received in the human resources office by

the last day of the first quarter for advancement first semester and by

the last day of the third quarter for advancement second semester.

2. A teacher working less than full-time will receive a pro-rated salary. A

2/5, but less than 4/5, assignment for the entire school year shall qualify

the teacher for a 1/2 step advancement on the salary schedule. A 4/5

assignment for the entire year shall qualify as a full step on the

schedule.

3. Evidence of Professional Advancement and Evaluation

A teacher's yearly vertical step advancement may be denied for either

of the following reasons:

(1) A vertical step may be denied a tenured teacher if he/she does

not present a program of at least three (3) semester hours of

college credit or its equivalent, related to his/her teaching field

to the building Principal or Director at least one week prior to

the end of the school year in which the teacher is in the sixth,

eleventh, fifteenth, ninteenth, and twenty-third salary step. The

decision as to what constitutes "equivalent credit" or "related to

the teacher's teaching field" shall be the Principal's or Director's.

A step will still be denied even though a proper program was

submitted, if evidence of successful completion of the program

is not presented to the Principal or Director during the first

quarter of the school year following the sixth, eleventh,

fifteenth, ninteenth, and twenty-third salary step.

If a step advance is denied, the teacher may, by submitting

proper verification of credit during the third quarter, be

advanced one step on the salary schedule for the 2nd semester.

The Building Principal/Director or his/her designee, shall notify

all teachers eligible for advancement to the sixth, eleventh,

fifteenth, nineteenth, and twenty-third step by August 15 of the

year prior to the teacher’s advancement and explain the

requirement involved.

(2) A tenured teacher may also be denied a vertical advancement on

the salary schedule on the basis of performance if all of the

following conditions are met:

Step 1

(a) There must be a written notice (memo) to the teacher

from the Division Head/Supervisor stating that the

teacher is not meeting minimal expectations.

(b) The Division Head/Supervisor and the teacher will confer

at the earliest possible date to discuss the matter.

both (a) and (b) above information about specific areas of

deficiency as well as suggestions for improvement.

(d) A follow-up evaluation will be conducted by the Division

Head/Supervisor after allowing sufficient time for

corrective action to take place.

(e) The Division Head/Supervisor will then report back to

the teacher as to his/her observation. The Division Head

may [1]state that successful corrective action has taken

place; [2] repeat Step 1 (b) (c) (d) (e) or; [3] move to Step

2 of the procedure.

(f) The teacher may respond orally or in writing at any time

during the process.

Step 2

(a) Step 2 will be initiated by a written notice of

unsatisfactory performance supplied to the teacher stating

that the process has moved into Step 2 of the procedure.

(b) Prior to December 1, the teacher will receive from the

Division Head/Supervisor a specific notice which

indicates that performance is not meeting expectations.

Such notice shall be initiated by the Division

Head/Supervisor and transmitted as a formal resolution

of remediation to the Board by the Associate

Superintendent for Human Resources and shall specify

the areas of deficiency and state suggestions for

remediation. The resolution shall be signed by the

Secretary of the Board.

individual receiving such notice. This team shall consist

of the Building Principal/Director, the Division Head,

the Association President, and any other teacher of the

individual's choosing.

(d) The teacher shall receive monthly written notification

from the remediation team indicating progress toward

remediation of the areas cited in the first notice of

deficiency. This notice shall be signed by the

Principal/Director and the Superintendent.

(e) By April 1, a final evaluation report of the remediation

team shall be written and submitted to the Board of

Education. The report may include a minority opinion.

If the evaluation report indicates that sufficient

improvement in performance has not taken place, the

teacher will be notified no later than thirty (30) calendar

days prior to the end of the school year. If there is no

majority opinion (i.e., a tie vote) in the final evaluation

report, a mutually acceptable fifth person will evaluate

the remediation of the teacher and cast the tie breaking

vote.

(f) A teacher who does not receive a vertical advancement

will receive the full value of the step to which he or she

is entitled, including any negotiated change in the value

of that step. (Exception: A teacher at the top of the salary

schedule will be frozen at his/her current salary.)

(g) The teacher may request a hearing before the Board of

Education on the matter by sending a formal request to

the Board of Education President no later than ten (10)

calendar days after receiving the notice. The teacher may

use the services of counsel of his/her choice at this

hearing.

(h) This advancement denial is a one-year denial, and

subsequent denials must follow the same sequence.

(i) The teacher held on the step could be advanced at the end

of this first semester upon recommendation of the

Principal/Director and the Superintendent.

4. RETIREMENT CONTRIBUTION

The Board shall pay as employer contributions, the full member

contribution portion of each teacher's salary to the Illinois State

Teachers' Retirement System. The word "salary" here shall include

monies received from the salary schedules for 2019-20, 2020-2021,

2021-2022, 2022-2023, and 2023-2024, as well as for any additional

duties or responsibilities for which retirement contributions are made

If, at any later date, it is determined that personal income tax is due

upon the member contributions, this obligation shall be the teacher's,

not the school district's.

5. SALARY SCHEDULE 2019-2020 through 2023-2024

The table below illustrates a 25-step salary schedule that will be adjusted

annually according to the following terms:

Should pension “cost shift” occur during the time frame of this

Cumulative Agreement, the total salary increase will be offset by the

percent shift each year to absorb the financial impact of pension costs

shifting from the State to the District. The effect of cost shift will be

limited by a minimum/maximum of 1%/4%.

In the event of a tax freeze that adversely affects the financial condition

of the District, all raises—other than scheduled step increases—will be

reduced by 50% with a minimum annual raise of 1%, and the

Board/Administration and EA will meet to discuss implications for the

remainder of the Agreement, as per Section 3.200.

2019-2020: Increase base by 2.0%.

2020-2021: Increase base by 2.0%.

2021-2022: Increase base by 1.75%

2022-2023: Increase base by 1.5%.

2023-2024: Increase base by 1.5%.

All TRS covered salaries and increments listed in this document include

the full TRS member contributions which are paid by the Board to the

Teachers' Retirement System.

2019-2020 EA SALARY SCHEDULE

MA+30

MA+60

STEP

SALARY

$56,903

$63,162

$68,853

$72,836

$58,610

$64,869

$70,560

$74,543

$60,317

$66,577

$72,267

$76,250

$61,740

$68,284

$73,974

$77,957

$63,162

$69,991

$75,681

$79,664

$64,585

$71,698

$77,388

$81,371

EVIDENCE OF PROFESSIONAL ADVANCEMENT AND EVALUATION

$66,007

$73,405

$79,095

$83,078

$67,430

$75,112

$80,802

$84,785

$68,853

$76,819

$82,509

$86,493

$70,275

$78,526

$84,216

$88,200

$71,698

$80,233

$85,924

$89,907

EVIDENCE OF PROFESSIONAL ADVANCEMENT AND EVALUATION

$73,974

$83,647

$89,338

$93,321

$76,250

$87,062

$92,752

$96,735

$78,526

$90,476

$96,166

$100,149

$80,802

$93,890

$99,580

$103,563

EVIDENCE OF PROFESSIONAL ADVANCEMENT AND EVALUATION

$97,304

$102,994

$106,978

$100,718

$106,409

$110,392

$104,132

$109,823

$113,806

$107,547

$113,237

$117,220

EVIDENCE OF PROFESSIONAL ADVANCEMENT AND EVALUATION

$110,961

$116,651

$120,634

$113,806

$119,496

$123,480

$116,651

$122,341

$126,325

$119,496

$125,187

$129,170

EVIDENCE OF PROFESSIONAL ADVANCEMENT AND EVALUATION

$122,341

$128,032

$132,015

$130,877

$134,860

Top of

Schedule

$131,553

$135,556

LONGEVITY

During the 2019-2020, 2020-2021, 2021-2022, 2022-2023, and 2023-

2024 school years, employees with 25 years of experience or greater,

and in the M+30 lane will receive a longevity payment of $750 each

year. Employees with 25 years of experience or greater, and in the

M+60 lane will receive a longevity payment of $1500 for each year.

These payments will be made with the December 15 paycheck each of

those years.

3.610 EXPERIENCE CREDIT ALLOWANCE

Candidates with prior kindergarten through twelfth grade teaching

experience shall normally be credited with a maximum of six (6) years

previous teaching experience on the salary schedule. When in the best

interest of the district, the Superintendent may grant additional years of

credit.

3.611 TUITION REIMBURSEMENT

Tuition incentives will be provided for EA staff for taking courses which

match district priorities for growth and change.

Program Guidelines:

1. Eligibility: Licensed, full-time EA staff members and one of the

following:

a) said staff member in his/her first year of teaching and is a first year

staff member of District 214 will be eligible for tuition support

starting the first summer after he/she has completed one year as a

staff member of District 214 and has been given a second-year

probationary contract.

b) or said staff member is in his/her first year of teaching at District 214

and he/she has at least one year of full-time teaching prior to being a

District 214 staff member will be eligible for tuition support during

his/her second semester of his/her first year as a staff member with

District 214. However, reimbursement payment will be made only

if the said staff member is given a second-year probationary contract.

c) or tenured staff and probationary teachers in their third or fourth

years shall be eligible for tuition reimbursement.

d) tenured staff who are on Board approved part-time leave of absence

must be .8 FTE or greater for tuition reimbursement eligibility.

2. Tuition support will be provided for up to six (6) semester hours of

credit per semester and up to twelve (12) semester hours in the summer

which are taken at fully accredited colleges or universities.

3. Tuition support will be contingent upon successful completion of the

course.

3.612 PROFESSIONAL DEVELOPMENT FUND

A Professional Development Committee will be responsible for the

administration of all professional development functions and appropriation

of professional development funds.

The District will provide a total of $850,000 for distribution at the building

and district levels for the duration of this Agreement. If the full $850,000 is

not paid out in a given year, the overage will be added to the next year’s

allocation and made available for disbursement. Part of the annual

allocation $850,000 will be dedicated to each building’s PDF team in the

amount of $300 per FTE annually, with the balance of the money to be

allocated at the district level.

District Level

The District level money will be distributed by the PDF Committee based

on the following priorities and in the order listed:

 Coursework toward a Master’s degree in content areas;

 Graduate level courses in content areas

 National Board Certification;

 Coursework toward a Doctoral degree;

 Coursework toward a Master’s degree in areas other than content;

 Graduate level courses in non-content areas;

 Undergraduate courses for additional endorsement purposes.

Reimbursement will be allocated as listed below. Teachers will be required

to secure pre-approval of their plans in accordance with district procedures.

All coursework to be applied for credit on the salary schedule must be

approved in accordance with the District’s Policies and Procedures for

Professional Growth.

Master’s Degree in Content Areas

 Tuition reimbursement rate will be 75% of tuition up to a maximum

of $800 per credit hour;

 $1,000 bonus upon successful completion of the Master’s program.

Graduate Level Courses in Content Areas

 Tuition reimbursement rate will be 75% of tuition up to a maximum

of $800 per credit hour. (Includes current teaching assignments as

well as other licensures and endorsements and ELL/ESL, Reading,

and Special Education.)

 After Education Association members have completed a minimum

of 30 hours for a Master’s in their content area, a Curriculum and

Instruction Program approved by the Education Association and

administration will be reimbursed at the 75% rate with a maximum

of $800 per credit.

National Board Certification

 District will allow two (2) days per year of professional

development leave for teacher enrolled in the program for work

directly related to the completion of the requirements necessary to

successfully complete the program;

 $1,000 bonus upon successful completion of and eligibility for the

certification.

 District will reimburse for the cost of recertification for National

Board Certification at 75% of the cost.

Doctoral Degree

 Tuition reimbursement rate will be 50% of tuition up to a maximum

of $600 per credit hour;

 $2,000 bonus upon successful completion of a pre-approved

doctoral program.

Master’s Degree in Areas Other Than Content

 Tuition reimbursement rate will be 50% of tuition up to a

maximum of $600 per credit hour.

Graduate Level Courses

 Tuition reimbursement rate will be 33% of tuition up to a maximum

of $450 per credit hour.

Undergraduate Courses for Additional Licensure Purposes

 Tuition reimbursement rate will be 33% of tuition up to a maximum

of $450 per credit hour.

No reimbursement will be provided for undergraduate classes other than

those listed above, practicums, internships, dissertation study or thesis hours

unless university credit and grades are provided for such experiences.

Reimbursement will only be provided within the funding limits as identified

in the FUNDING section above.

Staff may be reimbursed at 100% for courses in a curricular area that is

deemed of high demand by the Administration or as part of an initiative that

supports Board/District goals. Reimbursement at 100% for the

aforementioned reasons must be pre-approved by the building principal and

director of professional learning. High-demand areas will be determined

annually by the Director of Professional Learning and the Associate

Superintendent for Teaching and Learning.

If staff are enrolled in a program leading to a specific credential, credits

earned in the program cannot be applied to lane advancement until the staff

member completes and passes the required test for the credential. If enrolled

in a program leading to either an endorsement or a qualification, lane

advancement will be contingent on the staff member obtaining the

endorsement of qualification.

Teachers can request an exception for reimbursement. That request must be

submitted to the District Professional Development Committee in writing

with a detailed rationale for the exception.

Building Level

The building level teams will be responsible for the distribution of the

building allocations. The funds will be allocated based on the following

priorities and in the order listed:

 Building initiatives and goals;

 District initiatives and goals;

 Curriculum development;

 Instruction/pedagogy;

 Content areas;

 Co-curricular.

ADMINISTRATION OF FUNDS

District Level

The District Professional Development Funds will be administered by a

committee made up of the following representatives:

 Director of Prof. Learning & Student Services;

 Associate Superintendent for Teaching & Learning;

 One building administrator assigned by the Superintendent or

designee;

 Three tenured teachers from different buildings and subject areas

selected by the Educational Association.

Building Level

The building teams comprised of both administrative and teacher

representatives will determine the allocation of funds in their respective

buildings based on the priority list designated above.

3.613 EXTENDED MASTER'S DEGREE PROGRAMS

EA members in Master's degree programs requiring more than thirty-eight

but less than sixty hours, may apply the additional hours toward an M+30

or M+60 program. For example, in a Master's program of 40 hours (two

hours more than thirty-eight), two hours may be applied in the M+30 or

M+60 program. This provision is not retroactive but will apply to those

currently enrolled in a program (not completed) or beginning such a

program as of August 21, 2000. An EA member holding a master's degree

which required 60 or more semester hours shall be placed on the M+30

salary track. The EA member must provide verification that the 60 hours

are a requirement of the degree.

3.650 HOW EA MEMBERS ARE PAID

1. Salaries for EA members are distributed on the 15th and 30th of each

month over a period of twelve months. The first paycheck will be

issued on August 30, and the last issued on August 15 of the following

year. Where such dates fall on weekends, the checks shall be

distributed on the last business day preceding the weekend.

2. Deductions shall be made on the following basis:

Authorized deductions shall normally be divided equally

between the 15th and 30th checks for the twelve month period

from August 30 through August 15. Exceptions are made for

court ordered payments, community contributions, and

Association dues.

3.680 CO-CURRICULAR HIRING

Both the Education Association (EA) and the administration recognize the

importance and necessity of identifying skills, qualities and expertise

specific to the needs of a position and/or activity. When positions are

posted, it is agreed that the administration will include specific

qualifications in the posting. In determining qualifications for co-curricular

positions, the administration agrees not to structure those to deliberately

prevent a specific person or persons from qualifying or not to limit

qualifications so only one specific person could qualify. Fair consideration

also will be given to qualified entry-level candidates.

District 214 Education Association members, herein referred to as internal

candidates, include all current EA members and those whom the district will

employ as an EA member in the current or next school year. External

candidates include all non-EA members.

1. Head coaching positions will be simultaneously posted internally and

externally. Qualified internal candidates will be given priority

consideration.

2. Assistant coaching positions, activity positions, and fine arts positions

will be posted internally first. If there are no qualified internal

candidates, external candidates will be considered.

3. Every co-curricular position will be posted internally for five (5)

workdays.

4. It is understood that any co-curricular position is a one-year position.

However, the EA and the Board recognize the value of maintaining

continuity within the co-curricular program and support the continued

employment of any individual hired according to mutually agreed upon

district procedures, assuming that he or she is performing effectively.

5. Any staff member who leaves District 214 through retirement or

resignation will be released from all co-curricular responsibilities.

These individuals will be considered external candidates for any future

employment.

6. Stipends are paid for work to be completed outside of stated contract

hours.

7. At the beginning of each season, all coaches and sponsors working

during that season will attend a general meeting run by the

administration to address procedural matters, clarify logistical details,

receive updates, etc. These meetings may be held during “unassigned”

time within the school day. In the event of an emergency or serious

matter that requires immediate intervention, coaches and sponsors may

be expected to attend other meetings with the Administration as a

condition of employment.

8. The Administration reserves the right not to hire all or any of the

coach/sponsor positions identified in Section 3.700, should an advisory

board consisting of the APSAs, one Athletic Director from each

building, an EA Representative from each building, the District Fine

Arts Coordinator, and the District administrator overseeing athletics and

activities, deem participation in a particular sport/program insufficient

to warrant the full allocation of stipends. The advisory board will meet

at least once a school year to make recommendations for the following

school year. While this Cumulative Agreement encumbers resources to

support the athletics/activities listed, the stipends delineated in 3.700

constitute maximum allocations, not minimum obligations that must be

met regardless of student interest.

3.700 CO-CURRICULAR INCREMENT SCHEDULE

Step 1 Those teachers with no previous experience as a coach or

director.

Step 2 All teachers paid or assigned as a coach or director with one

year's previous experience in an activity requiring similar

knowledge and skills.

Step 3 All teachers paid or assigned as a coach or director with two

years previous experience in an activity requiring similar

knowledge and skills.

Step 4 All teachers paid or assigned as a coach or director with three

years previous experience in an activity requiring similar

knowledge and skills.

Step 5 All teachers paid or assigned as a coach or director with four

years previous experience in an activity requiring similar

knowledge and skills.

Step 6 All teachers paid or assigned as a coach or director with five or

more years previous experience in an activity requiring similar

knowledge and skills.

(Exception: A coach practicing with two teams at different times shall

receive regular increment plus appropriate step of Lane E.)

Those entering from outside of the district will receive a maximum Step 2

placement. Those new to the activity will receive a maximum Step 2

placement. In exceptional circumstances, as determined by the Associate

Superintendent for Human Resources, additional steps may be granted, if in

the best interest of the district.

The dollar value of each step shall be determined by multiplying the index

values here by the dollar value of the B.A. Step 1, base salary in Section

3.600.

Co-curricular Index Schedule 2019-2020

Lanes AA A B C D E F

Step 1 0.1519 0.1365 0.1190 0.1043 0.0868 0.0630 0.0350

Step 2 0.1649 0.1482 0.1292 0.1132 0.0942 0.0684 0.0380

Step 3 0.1779 0.1599 0.1394 0.1222 0.1017 0.0738 0.0410

Step 4 0.1910 0.1716 0.1496 0.1311 0.1091 0.0792 0.0440

Step 5 0.2040 0.1833 0.1598 0.1401 0.1166 0.0846 0.0470

Step 6 0.2170 0.1950 0.1700 0.1490 0.1240 0.0900 0.0500

Co-curricular Increment Schedule 2019-2020

Lanes

AA A B C D E F

Step 1 $8,644 $7,767 $6,771 $5,935 $4,939 $3,585 $1,992

Step 2 $9,383 $8,433 $7,352 $6,441 $5,360 $3,892 $2,162

Step 3 $10.123 $9,099 $7,932 $6,954 $5,787 $4,199 $2,333

Step 4 $10,868 $9,765 $8,513 $7,460 $6,208 $4,507 $2,504

Step 5 $11,608 $10,430 $9,093 $7,972 $6,635 $4,814 $2,674

Step 6 $12,348 $11,096 $9,674 $8,479 $7,056 $5,121 $2,845

Lane placements for co-curricular increment schedule are not a part of negotiations.

They are determined by a district council, and the Education Assocation will be

notified of any changes.

ATHLETIC INCREMENTS

Lane "AA" Increments (7) Lane “C” Increments (38)

Boys' Athletic Director AD Boys’ Baseball Asst. Coach (4)

Boys’ Football Head Coach Boys’ Golf Head Coach

Boys’ Basketball Head Coach Boys’ Soccer Asst. Coach (5)

Boys’ Track Head Coach Boys’ Swimming Asst. Coach (2)

Girls’ Athletic Director AD Boys’ Tennis Asst. Coach

Girls’ Track Head Coach Boys’ Volleyball Asst. Coach (2)

Girls' Basketball Head Coach Boys' Water Polo Head Coach (1)

Girls’ Bowling Head Coach

Lane “A” Increments (14) Girls’ Golf Head Coach

Boys’ Baseball Head Coach Girls’ Soccer Asst. Coach (4)

Boys’ Gymnastics Head Coach Girls’ Softball Asst. Coach (3)

Boys' Soccer Head Coach Girls’ Swimming Asst. Coach (3)

Boys' Swimming Head Coach Girls’ Tennis Asst. Coach (2)

Boys' Volleyball Head Coach Girls’ Volleyball Asst. Coach (4)

Boys’ Wrestling Head Coach Girls' Water Polo Head Coach

Girls’ Gymnastics Head Coach Trainer (1 per season) Assistant (3)*

Girls’ Soccer Head Coach

Girls’ Softball Head Coach Lane "D" Increments (12)

Girls’ Swimming Head Coach Boys' Cross Country Asst. Coach

Girls’ Volleyball Head Coach Boys' Golf Asst. Coach

Trainer (1 per season) Head Boys' Water Polo Asst. Coach

Girls' Badminton Asst. Coach (2)

Lane “B” Increments (37) Girls' Bowling Asst. Coach (2)

Boys’ Basketball Asst. Coach (4) Girls' Cross Country Asst. Coach

Boys’ Cross Country Head Coach Girls' Golf Asst. Coach

Boys’ Football Asst. Coach (9) Girls' Water Polo Asst. Coach

Boys’ Gymnastics Asst. Coach (2) Competitive Cheering Asst. Coach

Boys’ Tennis Head Coach Comp. Dance/Poms Asst. Coach

Boys’ Track Asst. Coach (3)

Boys’ Wrestling Asst. Coach (3)

Girls’ Badminton Head Coach *Schools that do not have an

Girls’ Basketball Asst. Coach (4) Athletic-Trainer Supervisor will

Girls’ Cross Country Head Coach receive two additional Lane C

Girls’ Gymnastics Asst. Coach (2) stipends for training purposes.

Girls' Tennis Head Coach

Girls’ Track Asst. Coach (3)

Competitive Cheering Head Coach

Competitive Dance/Poms Head Coach

ACTIVITY INCREMENTS

Lane "AA" Increments (1) Lane “E” Increments (32)

Band Director* Academic Bowl Sponsor (2)

*Contingent on directing a competitive Sideline Cheer. Sponsor (2)

marching band program; otherwise band Chess Club Sponsor

director will receive a B lane stipend. Class Sponsor Sponsor (4)

Concessions Director

Lane “A” Increments (4) Drill Team (Fall) Sponsor

Debate/Student Congress Head Coach Drama Asst.Dir. (2)

Fine & Performing Arts Coordinator Drama - All shows House Manager

Individual Events-Speech Head Coach Drama-Musical Asst.Director (3)

Student Council Coordinator Multi-Cultural Club Sponsor

Non-Specified Various (12)

Student Council Asst.Coordin.

Variety Show Director

Lane “B” Increments (7)

Chorus Director

Forensics (Debate/Speech) Asst. Coach (3)*

*Assigned by administration based on participation

Orchesis Sponsor

Orchestra Director

Special Olympics (for District) Head Coach (1)

Lane “C” Increments (5) Lane “F” Increments (31)

Drama-Musical Director Boys' Event Superv. Event Super. (3)

Drama-Musical-Tech. Director Drill Team (Winter) Sponsor

Music Assistant Assistant Girls' Event Superv. Event Super.(3)

Newspaper Sponsor Graduation Sponsor

Yearbook Sponsor Math Team Coach (4)

National Honor Soc. Sponsor

Non-Specified Various (12)

Orchesis Assistant

Orchesis/Variety Director

Show-Technical

Lane “D” Increments (6) Science Olympiad Sponsor (2)

Drama Director (2) Showcase 214/ Sponsor

Drama-Technical Director (2) Arts Unlimited

Special Olympics (for District) Asst. Coach (2) Sideline Poms Sponsor (1)

*Any head varsity coach or head activity sponsor whose team or athletes/participants

travel to IHSA events beyond the sectional level or qualify for state quarter-final

competition shall receive a one-time per annum bonus of $50.

3.702 INCREMENTS FOR EXTRA-ADMINISTRATIVE AND

INSTRUCTIONAL RELATED ASSIGNMENTS

Librarians/media specialists will receive ten days of additional pay over the

summer, paid at .005 per day of their base salary, provided they meet in

advance, prior to the end of the school year, with their building principal or

his/her designee and agree on the work to be done. The following categories

of teachers, if agreed to by the administration to extend their work year, will

be paid .005 per day, of their base salary, with a ten-day maximum,

technology learning facilitators, instructional coaches, Practical

Construction teachers, and the Young Adult Coordinator. Other EA staff

may be approved to work additional days at the authorization of the

Associate Superintendent for Human Resources. The staff member and

his/her Principal/Director must agree in advance on the specific dates and

number of days that the staff member may work, as well as the nature of the

work to be completed, or else compensation will not be awarded for any

work done outside the regular school year.

Resource Teachers positions in each division will be assigned annually by

the supervising administrator. Each Resource Teacher may perform

different duties as determined by the Administration relative to the

respective needs of each division, but the Administration and the EA

Leadership will confer annually to review resource-teacher assignments and

to assess parity between them. Resource Teacher stipends will be allocated

based upon total FTE in a division. In Special Education and EL, the

number of staff counted will include district teachers and aides only. The

dollar value of each assignment shall be determined by multiplying the

index shown here by dollar value of B.A., Step 1, for the current year, as

indicated in Section 3.600

2019-2020

Assignment Index Base

Resource Teacher (7-10) 0.0540 $3,073

Resource Teacher (11-20) 0.0810 $4,609

If there are more than 20 teachers in a division, an additional increment shall

be allocated to the division as follows:

2019-2020

Resource Teacher (21+) 0.0270 $1,536

This additional allocation must be assigned to another teacher.

Professional Learning Community (PLC) shall have EA staff as PLC

Leaders. PLC Leaders will have autonomy in creating and implementing

PLC agendas that align with the instructional goals of the building and

district. PLC Leaders will be awarded comp time if they meet with their

PLC at least twice per month, share agendas and follow-up notes with their

division head/administrator, and meet regularly with their division

head/administrator to update him/her on the progress of the PLC.

Compensatory time will be granted as a “professional leave” based on the

amount of time spent facilitating the PLC up to a maximum of 16 hours a

year, with notification of an approval by the division head/administrator.

Definition of a Professional Learning Community (PLC): Course-alike

teams, program-alike teams, or specialized instructional teams of teachers

who meet on designated PLC days with the specific purpose to share

expertise, discuss best practices, review/revise the implementation of

curriculum, and evaluate student performance in alignment with building

and district instructional goals and initiatives.

3.705 MILEAGE RATE

1. The mileage rate reflects reimbursement for use of private vehicles by

district employees. Reimbursement is for business mileage only.

Mileage from one's residence to a meeting site is not reimbursable.

Reimbursable mileage begins at the place of employment.

2. The mileage reimbursement rate shall be the maximum nationally

established Internal Revenue Service rate.

3.710 PAID AND NON-PAID SUPERVISORY ASSIGNMENTS

1. Each supervisory assignment shall be adjusted annually by the percent

change in the B.A. Step 1, Base Salary.

2. The following supervisory assignments shall be paid:

2019-2020

(1) Outdoor: $87.78

Outdoor ticket sellers, ticket takers, crowd or bus supervisors,

announcers, photographers, scorers, timers, and starters. (5-07)

(2) Indoor 2019-2020

$79.03

Indoor ticket sellers, ticket takers, crowd or bus supervisors,

announcers, photographers, scorers, timers, and starters.

(3) Upon pre-approval by the Principal/Director, non-paid sponsors

of clubs and organizations will be reimbursed for special

activities of these groups conducted on non-school time, on the

following basis:

2019-2020

(a) One-half day $96.58

(b) All day $193.13

(4) Non-paid supervisory assignments for the activity and athletic

programs will be made in each building by a committee

consisting of two EA members from that building and two

members selected by the Principal. This committee will

determine the list of events and activities requiring non-paid

supervision, the number of supervisors required for each event,

and the method for making assignments.

(5) Each EA staff member will be required to provide non-paid

supervision during the school year as follows:

(a) One activity or event scheduled for Saturday, Sunday, the

day preceding or following a school holiday or a non-

attendance day designated in the school calendar, or

vacation period, or located off-campus; or

(b) Two activities or events scheduled for week nights

(Monday through Friday) at the school site, except those

days preceding or following school holidays, or non-

attendance days designated in the school calendar, or

vacations.

(6) Teacher-Parent Night (TPN)

Each EA staff member is expected to participate in up to two

Teacher Parent Nights per year, not to exceed a total of eight

hours. Each TPN will include a minimum twenty-minute break.

Every effort will be made to schedule these TPN’s on the day

before a late arrival, non-attendance day, or on an institute day.

If the TPN occurs before a late arrival day, the first hour of the

late arrival morning will be unassigned.

3.714 JOB SHARE

Job Sharing

Township High School District 214 will consider teacher requests for job

sharing on an individual basis under the terms and conditions outlined

below.

Definition

Job sharing is defined as a voluntary program that will allow two full-time

tenured teachers the opportunity to request the sharing of one full-time

position in the District.

Requests for Job Sharing

Requests for job sharing shall be submitted in writing to the Associate

Superintendent for Human Resources with a copy of the request to the

President of the Education Association. Requests shall be submitted no later

than February 1 of the year prior to the beginning of the year for which the

request is made. Requests must clearly indicate:

 The names, licensure and endorsements of the two applicants;

 A description of the job to be shared;

 The teaching arrangement desired;

 The percent of time each participant will work;

 Any special provisions different from the normal full-time contract.

All job share assignments will be limited to one full year duration. Requests

for renewal must be submitted annually to the Associate Superintendent for

Human Resources by February 1. An employee will be allowed to

participate in a job share for no more than six (6) consecutive years. After

the sixth consecutive year the teachers will be assigned by administration to

open full-time positions in the District and must serve in those positions at

least one year before becoming eligible to apply for another job share

opportunity.

Approval Process

Each job share will be evaluated by the administration and recommendations

will be submitted to the School Board. The Board of Education will make

the final decision on all renewals. The Board’s decision to approve or deny

the job share request shall be final and will not be subject to the grievance

and arbitration provisions of this Agreement.

The Board’s decision will be communicated to both teachers and the

Education Association in writing within five (5) days of the date of the

decision. If the request is approved the applicants will be notified of the

conditions and terms of the approval. Such notice shall include a description

of the job to be shared, the percentage of time each participant will work,

provisions controlling salary and benefits, and any unique or unusual

conditions. Each request will be considered by the Board on its individual

merits. Job sharing requests will be considered for the following reasons:

 Child-rearing;

 Health (personal or family member);

 Continuance of education.

The number of job shares in the District shall not exceed two (2) in each

building in any one year. Additional requests may be considered at the

discretion of the administration.

Conditions

The following conditions will apply to all participants in District 214 job

 Each teacher shall return to full-time status in the year following

the job sharing year unless an application for renewal is approved;

o The teacher will be assigned by the administration to a

full-time open teaching assignment in the district for

which he/she has the proper license and endorsements to

teach.

 the two teachers participating in the job share must have the

licensure and endorsements necessary to teach any of the classes

both teachers are assigned to teach;

 the two teachers participating in the job share must be from the

same building;

 if one of the participants leaves during the school year for any

reason, the other participant in the job share will assume the full-

time position for the balance of the school year;

 if one of the participants is absent for more than one week, the other

participant, whenever possible, will teach the full day;

 each teacher participating in a job sharing agreement will be

expected to attend all district/building staff development sessions,

building meetings, open houses, and parent/teacher conferences;

 both applicants must be full-time tenured teachers at the time their

request is submitted;

 supervisory assignments will be pro-rated based.

Benefits and Salaries

Teachers participating in job sharing shall be paid on a pro-rata basis.

In addition, contributions to the Teachers’ Retirement System shall

also be provided pro-rata. Participants will not be eligible for insurance

benefits. It is also understood that all participating teachers understand

that they will not be eligible for unemployment benefits.

3.715 PART-TIME TEACHER GUIDELINES

1. Definition

An EA staff member who has an assignment of fewer than five periods

per day is considered on part-time status. There are currently two

categories of part-time EA staff members:

(1) the person who has a part-time contract and is hired on a year-to-

year basis;

(2) the tenured person who is on part-time leave.

Category (1) part-time EA staff members will be granted semester

contracts with fringe benefits allocated on a semester basis. Category

(2) part-time EA staff members will be granted fringe benefits allocated

on a full-year basis if the full-year assignment average is 4/5 or more.

Otherwise, category (2) part-time EA staff members will be granted

fringe benefits allocated on a semester basis. Any change in part-time

assignment (F.T.E.) may result in employee retroactive payment of

insurance premiums or loss of coverage.

2. Guidelines

(1) Part-time EA staff members are paid on a prorated basis with a

one period assignment per semester being given the value of 10

percent of the step and lane for which the individual would be

eligible on the EA salary schedule.

(2) A 4/5 assignment is eligible for the full fringe benefit package

of medical, dental, and life insurance.

(3) All part-time teachers are eligible for a pro rata allocation of sick

days.

(4) All part-time teachers are eligible for a pro rata allocation of

personal leave days.

(5) A 2/5, but less than 4/5 assignment shall qualify the part-time

teacher for one-half step advancement on the salary schedule. A

4/5 assignment qualifies for a full step on the salary schedule.

(6) Program Support Assignments:

(a) A person on a 4/5 assignment will serve a full program

support assignment.

(b) A 2/5 and 3/5 assignment will serve one-half of the

program support assignment of the full-time teacher.

support assignment.

(7) All EA staff on part-time leaves are required to participate for

the entirety of all institute days. All other part-time EA

employees are required to participate on a pro rata basis, but are

encouraged to participate fully as well.

(8) Professional expenses shall be allocated on a pro rata basis.

(9) Part-time EA staff will participate in all parent-teacher

conferences/open houses in their entirety.

3.716 COMMUTER TEACHER GUIDELINES

Each year High School District 214 has a number of teachers who commute

from school to school. The district values the services these teachers offer

as well as their flexibility and adaptability in adjusting to more than one

school to best meet the academic needs of students. When

teachers do commute, the administration in each school affected will work

with those teachers to help them become acclimated to the schools in the

most efficient manner. The administration will make appropriate

accommodations for the commuting teachers, as needed. The following

guidelines are intended to guide the work of administrators and commuter

teachers throughout the school year.

1. Administrative Guidelines

(1) Each principal/director who has a new commuting teacher will

provide an opportunity for the teacher to visit the school and to

meet with the division head once the teacher's assignment has

been formalized. This orientation session should occur as soon

as assignments have been completed.

(2) At the beginning of each school year, principals/directors will

designate the home school for the commuting teacher based on

the number of classes taught in each school.

(3) Commuting teachers will have a preparation period and a duty

free lunch period.

(4) Each school in which the commuting teacher has teaching

responsibilities will provide the teacher with use of a desk and

with space available in a file cabinet.

(5) Professional expense reimbursement shall be allocated by the

home school.

(6) During the August Institute, the principal/director should

introduce the new commuting teacher to the staff, recognizing

the contribution that the commuting teacher makes to the overall

educational program of the building and to the district.

(7) Evening activity supervision for the commuting teacher is to be

assigned by the home school. The assignment will be

coordinated by the Assistant Principal for Student Activities

utilizing the same building process which is in place for all EA

staff members.

(8) Commuting teachers will not have a program support

assignment.

(9) The division head in the home school will prepare the

commuting teacher's evaluation with input from the division

head in the commuting teacher's other school(s).

(10) To assure ease of entry and exit in the parking lot, schools should

make available parking spaces for commuting teachers.

(11) When the commuting teacher is delayed due to inclement

weather or conflicting schedules, the division head is

responsible for coverage of classes until the commuting

teacher's arrival at school.

2. Commuting Teacher Guidelines

(1) The commuting teacher is required to attend one Teacher Parent

Night of the year in each school in which he/she has teaching

responsibilities. Teacher Parent Night is defined as Open House

or Parent Teacher Conference Night.

(2) The commuting teacher should attend home school division

meetings. In the event of an absence, he/she should meet with

the division head to review meeting agenda items and

responsibilities.

(3) The commuting teacher will attend late arrival sessions in the

school where he/she begins the day. He/she will arrange

coverage of classes in the other school with that division head

as needed.

(4) The commuting teacher will have opportunities to attend

building institutes in any of the schools in which he/she has

teaching responsibilities. These arrangements must be worked

out in advance with division heads in each school.

(5) The commuting teacher who attends a Teacher-Parent meeting

at more than one school will be reimbursed for mileage between

schools when those meetings are held on the same night.

3. Reporting Procedures

(1) The commuting teacher will submit an Expense Reimbursement

Form monthly to the home school principal/director for

approval. He/She will be reimbursed for mileage from the first

school to the second school utilizing the mileage rate in Section

3.705 of the Cumulative Agreement. Since the fastest route may

not be the shortest, this mileage may exceed the district's

guidelines.

(2) When it is necessary for the commuting teacher to make more

than one trip between assigned schools in a given day, the

teacher will be reimbursed for these expenses.

4. Qualifications for Additional Pay

A full-time, full-term classroom teaching commuting teacher in his/her

fourth year of commuting for District 214 will receive additional base

pay per year of $1,000. For this item, full-time commuting years need

not be consecutive.

3.722 SUBSTITUTES FOR PROFESSIONAL GROWTH

ACTIVITIES AND FIELD TRIPS

Substitutes shall be provided for teachers excused for staff development

activities and field trips.

3.723 SUBSTITUTE PAY

Teachers who elect to substitute for another teacher during his/her

preparation time or lunch hour shall be paid an hourly rate based on .0009

of the B.A., Step 1 base salary for the current school year. This rate applies

to teachers employed at least half time for the semester in which the

substitute assignment occurs. Part-time teachers employed less than half

time in the given semester will be paid the standard rate of pay for external

subs. The amount for internal subs will be calculated based on the actual

time worked.

2019 - 2020 $51.21 hr.

3.749 SUMMER SCHOOL ASSIGNMENT

District 214 teachers and teaching administrators will be given first

preference for summer school assignments.

3.750 SUMMER SCHOOL PAY

1. Teachers shall be paid .00114 of the B.A., Step 1 base salary from the

preceding school year per hour.

Summer 2020 $64.87

2. Summer school assignments shall be voluntary and beyond the 185 day

regular school schedule.

3. Summer Student Services pay shall be .00114 of the B.A., Step 1, base

salary from the preceding school year, per hour, with a maximum of

six hours per day.

Summer 2020 $64.87

3.752 SUMMER WORKSHOP PAY

Summer workshops shall be voluntary and not involve instruction of

students. Summer workshop participants shall be paid .00067 of the BA,

Step 1, base salary from the preceding school year per hour.

Summer 2020 $38.13

3.753 CREDIT RECOVERY/ACADEMIC INTERVENTION PAY

Teachers who are approved by adminstrators to provide credit-recovery

and/or academic intervention instruction during the school year will be paid

an hourly rate based on .0009 of the B.A., Step 1 base salary for the current

school year for instructional time spent with students outside of the

contractual day. This work does not include the creation or development of

new or additional curriculum and is independent of summer workshop

activity or summer school responsibilities.

Credit recovery is defined as a means to access a course to earn lost credit

when the student has failed to meet graduation requirements. A course could

be a repeat of the same course, a portion of the same course, or a different

course that meets the graduation requirement. Credit Recovery will occur

after the official grades for the semester in which the student received either

a grade of I or F have been recorded, but other academic interventions may

be implemented before final grades are issued.

The .0009 pay rate will apply to academic interventions occurring outside

the contractual school day, such as tutoring, that are proactive and

preventative and may be offered to students throughout the course of a

semester, with prior administrative approval, while students are still enrolled

in their courses and prior to students earning grades in their courses.

3.754 SCHOOL YEAR WORKSHOP PAY

School year workshops shall be voluntary and not involve instruction of

students. School year workshop participants shall be paid .00067 of the

BA, Step 1, base salary per hour.

2019-2020 $38.13

3.800 SICK LEAVE

1. The annual sick leave shall be 14 days per year with the unused days

to be accumulated.

2. Sick leave shall be interpreted to mean personal illness, quarantine at

home, or serious illness or death in the immediate or extended family

or household, or birth, adoption or placement for adoption. Use of sick

leave for quarantine at home or serious illness or death in the immediate

or extended family or household other than spouse, children, qualified

domestic partners, or foster children shall be limited to a maximum of

thirty (30) days per year. Under special circumstances the

superintendent may approve exceptions to this policy.

3. When the schools are officially closed by the Superintendent, no sick,

or personal days previously arranged by a teacher, shall be deducted

for any days that schools are closed.

4. If a teacher is unable to start the school year due to illness, the teacher

will be granted the annual allotted sick days as if the teacher has started

the school year.

3.801 SICK LEAVE BANK

1. The Board of Education in cooperation with the District 214 Education

Association will establish a sick leave bank. The sick leave bank will

be subject to the following guidelines:

(1) All EA staff as defined in Section 3.310, item 2, who have

completed one full year of service, will participate in the sick

leave bank. Summer employment shall be excluded from this

plan, but EA staff employed beyond the end of the school term

as a continuation of their school term employment shall continue

to participate in the plan during such extended employment.

(2) The Board of Representatives of the District 214 Education

Association, in consultation with the Superintendent, will act as

an Advisory Board in all matters that concern the policies and

the administration of the sick leave bank.

(3) The Board of Education will place 1,000 days in the bank at the

beginning of the 1971-72 school year and then add an additional

1,000 days per year until a maximum of 3,000 days is

established. Each year thereafter the Board of Education will

add the lesser of 1,000 days or a sufficient number of days to

bring the reserve to the previous 3,000.

(4) No one will be able to withdraw days from the bank until after

his/her own accrued sick leave days have been depleted, he/she

has presented a doctor's written verification of his/her condition,

and the request has been approved by the Board of

Representatives of the Association and the Board of Education

or its designee.

(5) Each EA member will be eligible for a maximum of two times

the amount of his/her accumulated sick leave from the sick leave

bank at the beginning of each school year. The EA member's

entitlement in the bank shall not be reduced unless actually used.

However, in no case shall the accumulated days in the sick leave

bank exceed 240.

(6) If a prolonged illness or hospitalization for any EA member

continues from one school year to another, the EA member will

be entitled to no more and no less than the total number of days

accrued from the accumulated sick leave and the sick leave bank

as calculated at the beginning of the illness when disability was

first caused.

(7) The intent of this plan is to provide extended sick leave to those

EA staff members who themselves incur a period of prolonged

illness or hospitalization.

2. Under special circumstances the Superintendent may approve

exceptions to this policy for family members (as defined by School

Code).

3.803 FAMILY AND MEDICAL LEAVE

The Family and Medical Leave Act (FMLA) was enacted in 1993 to help

employees balance the demands of work requirements and family

obligations, and to care for their own and their families’ medical problems

without risking their jobs. The District adheres to the FMLA rules and

regulations, and questions about FMLA should be directed to the HR

department.

In the situation where an eligible employee takes Family and Medical Leave

due to the birth and care of a newborn, the employee’s recovery period from

childbirth would be Family and Medical Leave time that is paid, assuming

the employee has accrued paid benefits. The standard recovery period for a

vaginal birth is 6 weeks and the standard recovery period for a cesarean

section is 8 weeks. The remaining weeks of the Family and Medical Leave

are unpaid bonding time. Recovery from childbirth does include weekends,

holidays, and breaks (i.e. winter vacation), as recovery is a continuous

process.

3.825 PERSONAL LEAVE DAYS

1. Each teacher is entitled to up to four (4) personal leave days per year.

Request for use of personal leave shall be submitted in writing to the

Principal/Director. Written notification shall be submitted prior to the

leave unless circumstances necessitate a verbal request to the Building

Principal/Director. These days will not accumulate; however, any

unused personal days at the end of a school year will be added to the

individual teacher's accumulated sick leave. Personal leave may not be

used on the first or last days of each semester or on the days

immediately preceding or following holidays, and non-attendance days

designated in the school calendar. Deductions will be made from the

individual teacher's salary for such absences. Under special

circumstances, when the event cannot be scheduled at any other time,

the Principal/Director may approve exceptions to these limitations.

2. Personal leave days shall not be used for employment for which

remuneration is received. Any stipend received by an individual

teacher while on personal leave shall be surrendered to the Board. If

the remuneration is greater than the teacher's daily salary, the

individual teacher shall have the option of retaining the stipend and

taking a salary deduct for the day.

3.840 VOLUNTARY RETIREMENT PROGRAM

1. Eligibility Requirements

To be eligible, staff must meet the following requirements:

(1) Be eligible to retire under the provisions of the Teachers'

Retirement System of the State of Illinois within six months of

date of retirement;

(2) Have completed at least 5 years of full-time employment (.8 or

greater employment in any given year is equivalent to full-time)

in District 214;

(3) Retire on the last day of the employee's contract year in May or

June of the Board approved school year, only if Section 3.840,

item 3, entitled Procedure, sub-item (2) is followed.

2. Provisions

Under the agreement, the Board of Education will provide the

following:

(1) A retirement incentive pool will be established for the teacher.

The total retirement incentive pool shall equal the dollar

amount calculated by subtracting A from B, where A and B have

the following values:

A equals the teacher’s base salary in the year before the letter of

intent to retire is approved by the Board, multiplied by the

number of school years the teacher participates in the Voluntary

Retirement Program.

B equals the teacher’s base salary in the year before the letter of

intent to retire is approved by the Board, but increased by 3%

for each school year the teacher participates in the Voluntary

Retirement Program.

When the teacher submits his/her intent to retire he/she is taken

off of the salary schedule and the retirement incentive pool shall

become due and payable to the teacher as provided below.

Employees must declare their intent to retire five years in

advance by April 1 of the fifth year before retirement. Using

the teacher’s current salary and longevity, if applicable, the

teacher will receive a bonus of $500 for each year in District

214 added to his/her TRS creditable earnings in the same

year. This retirement incentive will be paid by June 15 in the

same year. As a voluntary retirement benefit for qualifying

teachers, the Board agrees to increase the teacher’s TRS

creditable earnings on salary, longevity and retirement

bonus, by three percent (3%) over the preceding year—

meaning the fifth year prior to retirement. This adjusted

amount, paid in the fourth year prior to retirement, constitutes

the new “base salary” for those in the retirement pipeline and

excludes stipends, workshop pay, substitute pay, etc. The

teacher will then receive 3% raises each year on top of the

previous year’s “base salary” for his/her three (3) final years of

employment, in lieu of any other raise, step, or other creditable-

earnings increase to which the teacher may otherwise have been

entitled. If a teacher declares for retirement less than five years

before the intended retirement date, he/she will be eligible for a

3% increase for each year preceding the retirement date, but

will not be eligible for the “retirement bonus” that teachers will

receive if they declare five years in advance. All requests must

be received by the Human Resources office before April 1 of

the current year. Once the request is received and the

Board approves the request, the teacher will have an increase in

his/her base salary of 3% for each of the years remaining in

his/her career, not to exceed 4 years.

Under no circumstances may a teacher participating in this

program receive a creditable earnings increase which exceeds

the TRS maximum-salary-increase threshold.

If a teacher performs any new or different activities that would

cause the teacher to incur an earnings increase in excess of the

TRS maximum-salary-increase threshold, the teacher shall

have the choice of not performing the activity or accepting a

reduced retirement incentive that would not cause his/her

earnings to exceed the TRS maximum-salary-increase

threshold. If a teacher ceases to perform prior activities, the

earnings for the year will be adjusted to account for the

reduction in work.

The difference between the base salary the teacher received in

the year before his/her letter of intent to retire was approved by

the Board, and the modified base salary that the teacher actually

receives shall be deducted from his/her retirement incentive

pool each year. If any amount remains in the retirement

incentive pool which has not been paid at the time of retirement,

the remainder shall be due and payable to the teacher as a lump

sum retirement incentive within 45 days after the teacher’s final

paycheck for regular earnings and after the teacher’s retirement

from TRS.

(2) EA members who retire after June 30, 2012, are responsible for

100% of the annuitant’s premium for the TRS Health and

Prescription Drug Insurance Plan.

(3) EA members who retire after June 30, 2012, are responsible for

100% of the annuitant’s Medicare Supplement monthly

premium for the TRS Health and Prescription Drug Insurance

Plan.

(4) By April 1, five (5) years prior to the retirement date, an

employee shall be eligible for additional sick days that the

district shall grant to the employee. The maximum number of

additional days shall be granted within the extent of the

provisions of the Teacher Retirement System of the State of

Illinois or as revised by the State Legislature. In order to be

eligible for the granting of sick days, the employee must have

accumulated at the time of the request, 70 days of sick leave, or

at the time of the request, experienced a serious, life threatening

or terminal illness within the previous six (6) years that required

the teacher to apply and qualify for FMLA and be absent from

work for a prolonged period of time. If the employee meets the

eligibility requirements for the granting of sick days, one of the

following options shall apply.

a. If an employee gives the district notice by declaring her/his

intent to retire by April 1, five years prior to his/her retirement

date, the member, upon his/her request, will be granted a

maximum amount of 270 days that would bring her/his total

accumulated sick leave to 340 days. Those days will be

deposited into his/her account no more than 10 school days after

Board approval of the retirement request. If the employee’s

accumulated sick leave is below 70 days at the time of the

request because of a prolonged absence that meets the exception

defined above, the employee is eligible for the amount of days

that would bring his/her total to 340 days.

b. If an employee does not give the district his/her intent to retire

by April 1, five years prior to his/her retirement date, but does

give notice no later than April 1 two years prior to his/her

retirement date, the member, upon his/her request, will be

granted within the extent of the provisions of the Teacher

Retirement System of the State of Illinois a maximum amount

of 270 days that would bring his/her total accumulated sick

leave to 340 days. Those days will be deposited into his/her

account no more than 10 school days after Board approval of the

retirement request.

(5) Eligibility total from the Sick Bank will be determined by the

accumulated number of sick days a member had before

additional sick days were granted following her/his declaration

of intent to retire.

(6) A teacher who as of October 1, 2011, is eligible for retirement

but has not yet submitted a letter of intent will, upon submission

of intent to retire will, upon his/her request, receive the

maximum number of additional days allowed within the extent

of the provisions of the Teacher Retirement System of the State

of Illinois and will be responsible for 90% of the employee

TRS/ERO penalties. Those days will be deposited into his/her

account no more than 10 school days after Board approval of the

retirement request.

3. Procedure

Eligible staff who intend to participate in the Voluntary Retirement Program

must provide the following:

(1) Submit written notification of intent to retire under the

provisions of this program to the Associate Superintendent for

Human Resources by February 1 of the year of retirement to be

eligible for Section 3.840, item 2, entitled Provisions, sub-items

#2, #3; or

(2) Submit written notification of intent to retire under the

provisions of this program to the Associate Superintendent for

Human Resources by April 1 one school year prior to the year

of retirement to be eligible for Section 3.840, item 2, entitled

Provisions, sub-items #1 (only paragraphs 2 & 3), #2, #3, and

#4; or

(3) Submit written notification of intent to retire under the

provisions of this program to the Associate Superintendent of

Human Resources by April 1 two school years prior to the year

of retirement to be eligible for Section 3.840, item 2, entitled

Provisions, sub-items #1 (only paragraphs 2 and 3), #2, #3, and

#4; or

(4) Submit written notification of intent to retire under the

provisions of this program to the Associate Superintendent of

Human Resources by April 1 three school years prior to the year

of retirement to be eligible for Section 3.840, item 2, entitled

Provisions, sub-items #1 (only paragraphs 2 and 3), #2, #3, and

#4; or

(5) Submit written notification of intent to retire under the

provisions of this program to the Associate Superintendent of

Human Resources by April 1 four school years prior to the

school year of retirement to be eligible for Section 3.840, item

2, entitled Provisions, sub-items #1, #2, #3, and #4 (sub-item

“a” or “b”, whichever applies).

4. Severe Medical Exception to Voluntary Retirement Program

A staff member may request to have his/her retirement request

withdrawn if a severe medical condition results in the loss of

accumulated sick leave below 340 days at a time when those days would

not be recoverable. Requests must be submitted to the Superintendent

and subsequently approved by both the Superintendent and Board.

Severe medical condition is defined as a serious, life threatening or

terminal illness of the teacher that requires the teacher to apply and

qualify for FMLA and be absent from work for a prolonged period of

time.

Should this situation occur, the employee’s retirement and salary

incentive shall not exceed the TRS/ERO cap limit, and there will be no

redundancy in the retirement incentive.

3.850 INSURANCE

1. The details of the insurance program are available online, and the terms

cannot be changed except through negotiations or a memo of

understanding or in accordance with item 7 below.

2. Employee Medical/Dental Coverage

EA staff who elect employee medical/dental coverage will pay a

premium and deductible. (See chart)

3. Three health insurance options will be offered to EA staff:

1. a High Deductible Health Plan with a Health Savings Account

contribution (HDHP w/HSA);

2. a PPO with increasing deductibles and premiums over time;

3 an HMO

The details of all three plans are delineated on the following chart

(note: this chart respresents terms effective July 1, 2019, and are subject

to modification that may be necessary to maintain compliance with IRS

code or as a result of the process detailed in item 7 below):

In-

Network

PPO

Single /

Family

Deductible

% of Premium

2019-2020

Single

$750

15%

Family

$1,500

20%

HDHP

w/HSA

Single /

Family

Deductible

% of Premium

2019-2020

Single

$2,700

Family

$5,200

12%

2019-2020

HMO

Single

Family

12%

PPO/HMO RX

Copay

Non Preferred Generics

$10

Preferred Formulary

$30

Non Preferred Formulary

$60

Specialty

$100

4. Medical/Dental Program

A committee representing all employees covered by the

Medical/Dental Program, the administration, and Board of Education

will confer to develop recommendations for coverage, cost

containment, and premium changes. Such recommendations will

require approval by the Education Association and the Board of

Education.

5. Section 125 Plan

A Section 125 Plan is offered and includes four options. The first

involves pre-tax payment of dependent medical/dental premiums. The

second involves pre-tax payment of medical/dental expenses which are

not reimbursed by insurance. The third involves pre-tax payment of

dependent care expenses. The fourth involves the cost of over-the

counter drugs, supplies, and dietary supplements used to treat an

illness, injury, or condition. Participation in each option will be

voluntary. The terms and conditions for participation will be specified

in a plan document which will be prepared by the Board to comply with

provisions of the Internal Revenue Code.

6. Domestic Partner Insurance

Beginning July 1, 2010, qualified domestic partners of Education

Association members shall be entitled to the same benefits as are

available throughout this agreement to spouses. If the qualified

domestic partnership ends and the non-employee qualified domestic

partner has been receiving such benefits, the employee must send

written notification of termination to the District’s benefits office

within (30) calendar days of the end of the qualified domestic

partnership, with a copy of that notification to the former non-

employee qualified domestic partner.

In order for an employee to enroll a domestic partner in the district’s

Qualified Domestic Partnership coverage, the employee must be

eligible for and participating in the district’s insurance program. In

addition, the Education Association member must complete and file

with the Associate Superintendent for Human Resources an affidavit

of a qualified domestic partnership in which all of the following criteria

are met:

(1) They are each other’s sole qualified domestic partner,

responsible for each other’s common welfare;

(2) Neither party is legally married to another individual or legally

separated;

(3) The partners are not parent, child, sibling, grandparent, or

another blood relative that would bar marriage under the laws of

the State of Illinois;

(4) Each partner is of the same sex and resides at the same residence

continuously for at least the past 12 months;

(5) They are not legally allowed to marry under the current laws of

the State of Illinois, but, in the event of a change in the law, will

marry or establish a legally recognized qualified domestic

partnership if it were available to them under the laws of the

State of Illinois.

(6) They are both at least eighteen (18) years of age and legally

competent;

(7) Two of the following four conditions exist for the partners:

a. The partners have common or joint ownership of a

residence;

b. The partners have a lease for a residence identifying

both qualified domestic partners as tenants;

c. The partners have at least two (2) of the following:

 Joint ownership of a motor vehicle

 A joint credit account

 A joint checking account

d. The Education Association member declares that the

qualified domestic partner is identified as a primary

beneficiary in the bargaining unit member’s will.

(8) The employee qualified domestic partner must attach to the

affidavit of qualified domestic partnership copies of

documentation proving the existence of these two conditions.

(9) The Board will determine eligibility for coverage based on

whether the employee and his or her domestic partner meet these

criteria.

The District 214 Insurance Committee, representing the Board of

Education, the administration, and all employees covered by the

medical/dental program, will meet monthly during the school year or as

determined by the committee, to confer and review recommendations

and changes to the program regarding coverage and cost-containment

strategies. If program costs increase by more than 3% in any given

year, it will trigger a review of the situation by the Insurance

Committee, which will consider if money is available in the budget

elsewhere (relative to the Education Fund Balance target) to offset the

overage in a given year. If the overage cannot be offset, and the

Insurance Committee deems it necessary to take action, the Insurance

Committee will implement measures to contain costs within the 3%

threshold.

The Board reserves the right to make changes, if necessary, to any of the

following:

 insurance carrier

 insurance broker

 plan benefits

 procedures for premiums

 benefit costs and utilization rates

 potential savings.

The Insurance Committee may elect, through the process described herein,

to make changes to the following:

 cost sharing of premiums

 deductibles

 medical co-pays

 out of pocket maximums

 co-insurance rates

 prescription co-pays

 other aspects of the plan as recommended.

The Education Association will be represented by two members on this

committee (each of the other employee groups, along with the

administration, and the Board, will have one voting member), and the EA

representatives will have the authority to vote on behalf of the Association

on any proposed changes to the health insurance plans. After proposed

changes are presented and discussed at a meeting, there will be a minimum

two-week interval (to allow for communication and consideration of the

proposed change(s) by the respective governing boards of the employee

associations, followed by a second meeting at which the seven voting

representatives on the Insurance Committee would approve or reject the

change(s). Five votes of approval (5/7) will constitute a passing vote.

Making changes to the health insurance plans in this manner will not

constitute “opening up the contract,” as the process for modifying the

medical/dental program is hereby allowed “by contract,” if the terms set

forth in this section are met.

3.910 ENDORSEMENT

The preceding document is endorsed as representing the official and total agreement

between the District 214 Education Association and the Board of Education. It has

been developed through direct negotiations by representatives of the Association and

a Board/Administrative team.

Ratified by a vote of the Education Association membership on May 24, 2019, and

by a vote of the Board of Education on June 13, 2019.

MEMORANDUM OF UNDERSTANDING

TEACHER WORK WEEK

It was the intention of the Teacher Work Day Task Force (1994-1995) to translate

the extent of teacher responsibilities from the existing daily basis to a weekly basis.

In so doing, it was not the intention of the Task Force to reduce the time or

responsibilities for which teachers were accountable at the time the Agreement was

revised (May, 1995). Therefore, the Association will not regard a school to be in

violation of the Agreement if the time to which teachers are committed to the

supervision of students includes an additional 5 minutes per day for morning

announcements beyond the 1,500 minutes per week specified in section 3.524.

(4-97)

INDEX

Page

Absence from building ........................................................................................... 25

Activity period ........................................................................................................ 21

Adaptive Physical Education teacher, work week .................................................. 20

Advancement on salary schedule ............................................................................ 25-26

Agreement - see Cumulative Agreement

Aim of public school .............................................................................................. 2

Appropriation of Professional Development funds ................................................. 32-35

Association

responsibilities, limitations, rights .............................................................. 3-5

Athletic trainer......................................................................................................... 39

Attendance dates .................................................................................................... 15-16

Board of Education ................................................................................................. 2-8

Board Policy Manual .............................................................................................. 13

Calendar, school ..................................................................................................... 13-15

Class size ................................................................................................................ 16-18

Clubs, non-paid supervisors of ............................................................................... 43

Co-curricular hiring ................................................................................................. 36-38

external candidates .................................................................................. 36

internal candidates ................................................................................... 36

retirement ................................................................................................ 36

Co-curricular increment schedule ............................................................................ 37-40

Commuter teachers ................................................................................................. 47-49

Content Areas ......................................................................................................... 32-34

Counselor(s)

summer ....................................................................................................... 50

work week .................................................................................................. 20

Credit Recovery/Academic Intervention ................................................................. 50-51

Cumulative Agreement

deletion of causes in .............................................................................. 5

duration of .................................................................................................. 8

endorsement of ........................................................................................... 63

extension of ................................................................................................. 4

publication of .............................................................................................. 8-9

Dismissal (EA staff), notification of ....................................................................... 24

Dues, Association ................................................................................................... 35

Duty free time ........................................................................................................ 20

Education Association - see Association

Evaluations ....................................................................................................... 23-24

Evening, weekend activities ................................................................................... 21

Experience credit allowance ................................................................................... 31

Extra administrative and instructional assignments ................................................ 41-42

Family and Medical Leave ...................................................................................... 53

Flex time ............................................................................................................. 21

INDEX

Page

Grievance procedure ...................................................................................................... 9-13

Head librarian ................................................................................................................... 41

Illinois Teachers' Retirement System .......................................................................... 28-29

Increment, extra administrative and instructional related assignments ......................... 42-43

Increment schedule(s) ....................................................................................................... 38

Insurance program ........................................................................................................ 58-62

domestic qualified partners .................................................................................... 60

employee coverage table ....................................................................................... 59

family coverage table ............................................................................................ 59

premiums ............................................................................................................... 59

Job Share .................................................................................................................. 44-46

Leave(s)

approved ............................................................................................................... 24

creditable service ................................................................................................... 24

family and medical ................................................................................................ 53

personal ................................................................................................................ 53

sick ....................................................................................................................... 51

Leaving the building, procedure for ................................................................................. 25

Librarian(s) - see also Head librarian

weeks extra ........................................................................................................... 41

work week ............................................................................................................ 20

Limited Renegotiations ....................................................................................................... 1

Load, teacher ................................................................................................................ 16-21

Longevity ....................................................................................................................... 31

Master’s Degree – content area ......................................................................................... 32

Master's Degree program, extended ................................................................................. 35

Maximum Teaching Load, WHS .................................................................................. 22-23

Medical leave - see Sick leave

Memoranda of Understanding ..............................................................................................

Teacher Work Week

....................................................................................

Mileage Reimbursement rate ............................................................................................. 42

National Board Certification ............................................................................................. 33

Negotiations, limited ........................................................................................................... 1

procedure for ...................................................................................................... 5-8

Non-tenured teachers

and RIF ........................................................................................................... 24

evaluation of .................................................................................................... 23-24

probationary program ....................................................................................... 15-16

Nurse(s) - work week ....................................................................................................... 20

Paid supervisory assignments ...................................................................................... 42-44

Part-time teachers ........................................................................................................ 46-47

Parent-teacher conferences ........................................................................................... 43-44

Performance rating (State required).............................................................................. 23-24

Personal leave ................................................................................................................... 53

Personnel file ............................................................................................................... 24-25

INDEX

Page

Practical architectural construction teacher(s) .................................................................. 40

Preparation period see Professional discretion time

President & Vice President, Education Association ......................................................... 23

Probationary teachers - see Non-tenured teachers

Professional discretion time ........................................................................................ 19-20

Professional Development Fund ................................................................................... 32-35

administration of funds ..................................................................................... 34-35

committee ......................................................................................................... 34-35

distribution of funds ......................................................................................... 33-35

Professional Learning Community (PLC) ......................................................................... 42

Psychologist(s) - work week ............................................................................................ 20

Reduction in force (RIF) .................................................................................................. 24

Remediation ................................................................................................................ 27-28

Renegotiations, limited ........................................................................................................ 1

Representative election ........................................................................................................ 8

Resource teacher(s), increment for ................................................................................... 41

Retirement contribution .................................................................................................... 28

Retirement-severe medical exception ................................................................................ 58

Retirement, voluntary .................................................................................................. 54-58

Rolling Meadows High School variance ........................................................................... 22

Salary

chart .................................................................................................................... 30

deductions on ...................................................................................................... 35

payment of .......................................................................................................... 35

summer school .................................................................................................... 50

Salary schedule

2019-2020 ............................................................................................................ 30

advancement on ............................................................................................. 25-28

part-time teachers ........................................................................................... 46-47

Salary schedule(s) ....................................................................................................... 25-31

extra administrative and instructional related ................................................. 41-42

co-curricular ........................................................................................................ 38

supervisory assignments ................................................................................. 42-43

School calendar ........................................................................................................... 13-15

School safety ..................................................................................................................... 15

Section 125 plan ............................................................................................................... 59

Seniority ........................................................................................................................ 24

Sick days - additional ........................................................................................................ 56

Sick leave ........................................................................................................................ 51

Sick leave bank............................................................................................................. 51-52

Signing out of building ..................................................................................................... 25

Sixth assignment - see Student/Program support

Social worker(s) - work week ........................................................................................... 20

Speech therapist(s) - work week ....................................................................................... 20

State required performance rating ............................................................................... 23-24

INDEX

Page

Strike clause ....................................................................................................................... 4

Student services - see Counselor(s)

Student services, summer pay ........................................................................................... 50

Student/Program support .................................................................................................. 22

Substitute pay ................................................................................................................... 49

Summer school ................................................................................................................. 50

Summer school pay ........................................................................................................... 50

Summer workshop pay ..................................................................................................... 50

Supervisory period - see Student/Program support

Supervisory assignments

non-paid (voluntary) ...................................................................................... 43-44

paid ................................................................................................................ 42-43

Teacher-parent night .................................................................................................... 43-44

Teacher(s)

commuting ..................................................................................................... 47-49

evaluation of ................................................................................................... 23-24

load ................................................................................................................ 16-18

part-time ......................................................................................................... 46-47

preparations .................................................................................................... 20-21

recall of ............................................................................................................... 24

reduction of ......................................................................................................... 24

resource ........................................................................................................... 41-42

student/program support ...................................................................................... 22

work week ...................................................................................................... 19-23

work year ...................................................................................................... 15-16

Tuition reimbursement ................................................................................................ 31-32

Variance .................................................................................................................. 20-23

teaching load – Wheeling High School ................................................................ 22

work week – Rolling Meadows High School ....................................................... 22

work week – Wheeling High School .................................................................... 22

Voluntary retirement program ..................................................................................... 54-58

severe medical exception ..................................................................................... 58

Weekend, evening activities .............................................................................................. 21

Work week .................................................................................................................. 19-23

variance – Rolling Meadows High School ........................................................... 22

Work year .................................................................................................................. 15-16

Workshop (school year) pay ............................................................................................. 51

Workshop (summer) pay .................................................................................................. 50

Young adult teachers ........................................................................................................ 41