Collective Bargaining Agreement

The work year for all licensed staff shall be one hundred and eighty-two days (182) consisting of:

• one hundred and seventy-eight (178) student attendance days, which shall include ½ day or full day (regular work day hours) school improvement days and two (2) parent teacher conference days, and;
• four (4) staff institute days; institute days shall have the duration of a regular work day, with a lunch consistent with the regular school day schedule; the district shall provide teacher/professional staff collaboration time during regular work day institute days
• the last day before Thanksgiving break and the last day of school shall be five (5) clock hours for teachers
• if a school holds parent teacher conferences during two evenings, the teachers shall have Friday of the same week off as a compensatory day

The work day for teachers shall be seven (7) hours and thirty minutes in length.  The Board shall have the right to designate up to forty-five (45) minutes once per month as a required in-service or meeting time added either before or after the regular work day. In the elementary buildings, the forty-five (45) minutes must be consecutive. The schedule for these meetings shall be established on or before the first day of school  but administration reserves the right to change the schedule due to extenuating circumstances. 

The Administration may schedule optional in-service or meeting time added either before or after the regular work day for which teachers shall be compensated at the Tier III rate.

4.2.1 Special Education Teachers and Elementary Speech Pathologists Assigned to Foundational Classrooms Extended Workday 

The workday of special education teachers and Elementary Speech Pathologists assigned to Foundational classrooms shall include an additional thirty (30) minutes on every student attendance day before student arrival time. This time shall be used in the classroom to set up the classroom for the day (e.g. ensuring alignment of responsibilities for each student’s daily schedule, designating support for each student) and, while doing so, meet with classroom team members and other team members as needed. The Foundational teacher shall be paid based on the Tier 1 rate. The formula to calculate shall be included in the Extra Duty Appendix as 178 x 0.5 x Tier 1 rate.

Prior to November 1 of each school year, the Labor-Management Committee shall meet and discuss the school calendar for the following school year. The Board shall consider the recommendations of the Committee, the Union and the Superintendent before adopting the school calendar. After the calendar is approved by the Board, the Union will be notified if there are any changes to the annual school calendar.

Teachers are expected to attend District Institute Days.  For other professional learning, including implementation of new curriculum, the District will provide professional learning through release time during the school day, and when possible, the option to attend professional learning during the summer, and/or after school during the school year.  A teacher may select which sessions the teacher attends but each teacher so assigned must participate in the sessions. In support of student learning, the administration encourages teachers to attend professional learning during the summer or after school whenever possible to reduce the amount of absence from the classroom.  Teachers who attend during the summer or after work shall be paid at the Tier III rate for the hours spent attending this professional learning time. 

The Superintendent or designee may exempt professional staff from general PD or training not relevant to them in their assignments/positions to provide additional release time to complete paperwork, other specific training, and/or curriculum work/planning.  The District shall create and provide a record-keeping process for such exemptions and use of the approved release time. 

For purposes of this Agreement, other than seniority, any teacher who has worked ninety-two (92) or more days of a school year (excluding sick or personal days) shall be considered to have worked a full year and shall be entitled to such advancement on the salary schedule. 

While on any approved leave, a member shall be prohibited from attending and/or shall not be requested or required to attend an Institute Day or other school training or in-service day. 

As part of their professional responsibilities, Junior High teachers shall participate in Fall Open House/Curriculum Night, Parent Teacher Conferences, and attend Graduation. Additionally, some teachers may have up to one responsibility outside of contract hours that is part of their grade level or teaching role. Junior High teachers that do not have a role-specific responsibility shall attend one event outside of contract hours. 

As part of their professional responsibilities, Elementary teachers shall participate in Fall Open House/Curriculum Night, and Parent Teacher Conferences. Additionally, some teachers may have up to two responsibilities outside of contract hours that is part of their grade level or teaching role. Elementary teachers that do not have a role-specific responsibility shall attend events outside of contract hours equating to two events. 

Attendance for the purposes of this provision means being present at the event for the entirety of an event (normally no more than one hour). For any role-specific responsibility that lasts more than two hours, the teacher will be compensated for that time beyond two hours at the Tier 2 rate.

Tentative evening events for the school year shall be posted by September 30th. 

In addition, teachers may be  required to attend or work no more than one additional evening, and they will be compensated at the Tier 2 rate. Any teacher requesting an absence from a required event must get the permission of the building principal. 

If supervising administrators need teachers to work any additional evenings, they may discuss the option. If the arrangement is beneficial to both the teacher and the supervising administrator, the teacher may be compensated for additional commitments. All paid evening work must be approved in advance by the teacher’s supervisor.  

The Board shall make every effort to maintain safe and healthy conditions in all rooms and buildings for students and staff. Union members must report any concerns about health and safety to the Administration in a timely manner.

Teaching positions to be filled during the current or subsequent school year shall be publicized on the District’s website and via electronic notice to all staff, and shall be posted internally for seven (7) calendar days prior to any external posting

Before the Board makes any reduction in force of licensed personnel covered by this Agreement, it shall first advise the Union regarding such potential reduction and before taking action, seek the Union’s input and discussion on ways to address the potential need for reduction.

If the Board reduces its teaching staff, the Board shall comply with the requirements of the Illinois School Code (105 ILCS 5/24-12, or any subsequent Code provisions governing reduction-in-force). Teachers so dismissed shall receive notices of honorable dismissal. The Union shall be included on all notices of honorable dismissals.

The Board will comply with the requirements of the Illinois School Code regarding the recall of teachers (105 ILCS 5/24-12, or any subsequent Code provisions governing recall). The teacher must notify the Board, in writing, within fourteen (14) calendar days of mailing or within seven (7) calendar days of receipt of this offer, whichever shall occur first, of the acceptance or rejection of any vacant position offered to the teacher during the recall period. Any teacher who fails to notify the Board of his/her acceptance or rejection of a tendered position within the timelines set forth above shall be deemed to have waived his/her recall rights and shall no longer be eligible for any other vacant positions that become available within the recall time period. Any recalled teacher shall retain his/her accrued rights and all accumulated seniority; however, any period after the honorable dismissal during which the teacher did not work shall not be counted towards seniority.

Seniority is defined as the continuous length of service as a licensed professional in the District. Part-time licensed professionals shall accumulate seniority on a pro-rated basis. If seniority is applicable and a conflict arises concerning two (2) teachers with identical seniority, the date of the Board hiring for a position in the District shall be the determining factor. If the Board hire date is the same, the application date shall be the determining factor.

A teacher shall be allowed fifteen (15) minutes between classes when required to travel between District 28 buildings. Travel time shall not count toward or otherwise reduce the amount of a teacher’s planning time.

The Board recognizes its responsibility to continue to give reasonable support and assistance to all teachers, including but not limited to annual review of such policies and procedures, with respect to supervision and discipline of students. Teachers shall continue to share responsibility for student supervision and discipline throughout the school day in the entire school facility. Any changes to the Board’s policy and procedures on student discipline shall be communicated to the Union and teachers and appropriate training, if necessary, shall take place within a reasonable amount of time after any change.

The Administration shall make all best effort to give tentative assignments to teachers on or before the last day of the school year for the following school year. If a teacher is concerned about a tentative teaching assignment, the teacher may request to speak with the Administration about it and such request shall not unreasonably be denied. A teacher being transferred to a different building shall be notified of any existing vacancies and shall be given consideration for those vacancies in accordance with the factors required under Section 24-1.5 of the School Code.

For purposes of this provision, a teaching assignment change shall mean a change in grade level or subject area to one that has not been taught by the teacher in the last three (3) years. If a teacher has received a teaching assignment change, the teacher may apply to the Superintendent or Superintendent’s designee for curriculum review and preparation time before or after the professional work day or during the summer, the hours to be performed on site at the school. Paid hours up to ten (10) may be granted to the teacher. Additionally, the teacher may request that a current teacher or teachers with the same teaching assignment who agrees to assist be granted paid hours up to five (5) hours total to assist the teacher. The rate of pay for these hours will be at the Tier 3 rate. The guidelines for approval of these hours will be developed by the Superintendent or designee with input from the Union and provided to the Union.

Any teacher having to move classrooms within the same building or to a different District building shall be paid up to six (6) hours at the Tier 1 rate.

The evaluation of teacher performance is subject to Illinois School Code. The District Evaluation Plan shall be developed and maintained in accordance with Illinois School Code by a District Evaluation Committee. This committee, agreed upon by the Union and the Superintendent, shall develop and maintain the criteria and procedures utilized by the District Evaluation Plan in accordance with the Illinois School Code. The District Evaluation Committee (shall) may meet to review the current District Evaluation Plan and may submit any recommended changes in writing to the Board and the Union to be implemented the following school year (by April 30 of each school year). The District Evaluation Plan shall apply to all licensed professional personnel. Adherence to procedural timelines in the Evaluation Handbook shall be subject to the Grievance provision of this agreement.

Every effort shall be made by the District to have a District/building administrator present and/or readily available at each school building throughout the entire school year. If unable to provide District administrator presence/availability in each  building, the Superintendent or designee shall have the option to request a building-specific teacher(s) who has appropriate administrative licensure for performing coverage for an absent administrator. If the bargaining unit member is required to perform administrative duties during the absence of the administrator, the bargaining unit member shall be paid hourly at twice (2x) the Tier 3 rate, not to exceed 4 hours per week, per building. Any teacher has a right to refuse this assignment, and such refusal shall not be evaluative in any way. Any teacher eligible to perform administrative coverages shall be required to participate in a yearly preparation meeting with building administrator(s) for the  upcoming school year and shall be provided a coverage handbook created by the administration which shall be reviewed at the preparation meeting.

Any teacher assigned an overload teaching assignment shall be paid a stipend.  The stipend calculation/amounts are set forth in Appendix 3.

Before any overload is assigned, administration shall ask for volunteers.  Any teacher/student services team member has a right to refuse an overload teaching assignment. 

The Board and the Union share a commitment to excellence in education for the students of this community. 

The parties agree that class size is an important aspect of the District’s educational program and is related to the effectiveness of a teacher’s work. The parties also agree that allocation of classroom support staff and other professional staff outside the classroom is essential to the health, well-being, and academic success of students and can impact the number of classes and sections.  

The Board shall endeavor to set class sizes equitably which reflect the shared values stated above.  If the Union is concerned about class size or teaching load, it may raise these concerns through the Labor-Management Committee which shall be the first avenue to address these concerns. The Labor-Management Committee may be convened as needed at the request of either party to address class size issues.  

Elementary classroom teachers shall receive the assistance of an instructional assistant for eight (8) hours at the beginning of the school year and four (4) hours at the end of the year to help with classroom preparations and summer maintenance and cleaning.

The District has developed a workload plan for the provision of special education services to its students with Individualized Educational Plans (IEPs), so that all of the services required under the IEPs can be met, as well as needed ancillary and support services. The workload plan shall be reviewed annually, in cooperation with the Union. For the educators identified in the workload plan, any concerns with an individual caseload or workload may be addressed through the process identified in the workload plan. 

FTE for specials teachers shall be within the range of seventeen and a half (17.5) and twenty-two and a half (22.5) hours of student contact time per week. Any specials teacher falling below this range shall be given a duty/assignment so that the teacher maintains at least seventeen and a half (17.5) hours of student contact time per week. Any specials teacher above this range shall be paid an overage based on the BA1 or MA1 amount depending on which lane the teacher is on prorated based on the number of additional sections. If the teacher is at or above BA4 or MA4, the teacher will receive a stipend based on BA4 or MA4 depending on which lane the teacher is on.

Specials teachers may be required to travel to another building to cover additional section(s) not to exceed this range (including travel time). If travel time results in a teacher exceeding 22.5 hours, the teacher shall be paid for the overage and cannot refuse the overage.

Elementary 

All elementary teachers (K-5) and Young Explorers teachers shall receive three hundred (300) minutes of individual plan time a week. Individual plan time may be used for collaboration at the individual teacher’s discretion.
 
Any time that is not student instructional time above three hundred (300) minutes of plan time, up to one hundred fifty (150) minutes shall be used by teachers for professional learning, and collaborative planning/work purposes. Of these 150 weekly minutes, ninety (90) minutes may be used for learning team meetings as directed by administration, the scheduling of which shall be in collaboration between the administration and the learning team.
 
Any additional time that is not student instructional time above four hundred and fifty (450) minutes may be administratively assigned. Any such assignments shall not require additional planning on the part of the assigned teacher.  Any plan time for teachers that results from STEM rotation shall be additional professional collaborative planning time and shall not be assigned a supervisory duty.

Junior High 

Junior High teachers, including special education classroom teachers and specials teachers, shall receive daily two (2) periods of individual planning time and one period of team time. Individual plan time may be used for collaboration at the individual teacher’s discretion. Any additional time that is not student instructional time above these three periods may be administratively assigned. Any such assignments shall not require additional planning on the part of the assigned teacher.

During the term of this Agreement, the Administration shall take affirmative steps to research and explore the use of early release and/or late start days (“Partial Days”) to provide professional development time for Teachers. The Administration shall, at minimum, seek formal input on the use of Partial Days from parents and Teachers and shall research the structure and effectiveness of Partial Days in comparable districts.  Any surveying and/or data collection from Teachers shall be conducted with the collaboration and input of the Union.  And all data collected by either party shall be shared with the other party.

The District and Union shall meet to negotiate on whether the District implements Partial Days and, if so, implementation date, as well as on Teacher Planning Time and Length of Teacher Workday limited to the issue of time immediately before and after student attendance and within the contractual 7.5 hour workday. These negotiations shall start no later than September 15th of the second year of this Agreement.  In the event that no agreement is reached, provisions on Teacher Planning Time, and Partial Days shall sunset and shall be negotiated in any successor agreement. 

Teachers shall have the right to form, join, or assist the Union, and to participate in Union activities or to refrain from any of these rights.

Each teacher shall have the right to be accompanied by a Union representative at meetings related to disciplinary action or that may affect the continuation of such teacher’s employment or salary. Reasonable advance notice of such a meeting and the nature of any possible disciplinary action shall be given.  If the teacher has not been assisted by the Union, the Core Council shall be given notice of any action/disciplinary action taken or recommended within a reasonable time following such meeting.

Any complaints regarding a teacher shall be promptly called to the attention of that teacher. If the complaint is received by the Board, it shall be reported to an administrator, who in turn shall inform the teacher. If received by an administrator, it shall also be promptly reported to the particular teacher. The administration may exercise its judgment as to the appropriate intervention for the purpose of resolving the matter satisfactorily.  The Board recognizes its responsibility to receive and listen to community suggestions and complaints and also recognizes its responsibility to forward such suggestions and complaints to the administration for proper handling. Positive written and/or oral communications concerning teachers may also be shared with the teacher. Administrators shall make every effort to share positive written communications concerning a teacher with the teacher.

Progressive discipline shall be followed except in cases involving substantiated, serious and egregious behaviors or actions that warrant more advanced disciplinary steps. The Board and the Administration believe in the tenets of progressive discipline. However, nothing herein will require the exhaustion of all disciplinary steps when a decision is made that an incident requires a more severe disciplinary outcome.

The Board shall continue its insurance protection against any loss or liability of the teachers by reason of death and bodily injury and property damage claims and suits, including defense thereof, when damages are sought for negligent or wrongful acts allegedly committed during the scope of employment or under the direction of the Board per law.

The Board shall maintain a central personnel file for each teacher. Each teacher shall have the right, upon reasonable request, to review the contents of the teacher’s own personnel file, except for confidential school or job references. A representative of the Union may, at the teacher’s request, accompany the teacher in this review. Such review may be by appointment during normal office business hours (but not including the time when teachers have instructional responsibility) and in the presence of a designated employee of the Board.

No teacher shall remove any material from a personnel file; however, a teacher shall have the right to copy any material available to the teacher under this Section, or to have such copies made by District office personnel at the usual and customary costs.

Teachers shall be notified prior to and given a copy of any document placed in the teacher’s personnel file that:

• Contains issues related to performance or behavior information;
• Documents a meeting where performance or behavior information is discussed; and/or
• Any disciplinary document

However, no such document shall be placed in a teacher’s personnel file without the teacher’s signature (does not mean agree) or electronic response from the bargaining unit member to indicate that the teacher has been notified of such placement. A teacher shall have a right to attach a written response to any such disciplinary document within thirty (30) days of placement in the teacher’s personnel file.

Teacher requests for transfer to vacant positions for which they are qualified shall be based upon a consideration of factors that include, without limitation, licensure, qualifications, merit (such as awards and recognitions) and ability (including performance evaluations, if available), and relevant experience, provided that the length of continuing service with the District will not be considered as a factor unless all other factors are determined to be equal. Notification will be provided to the teacher of whether or not the request is granted. The decision of a teacher to request a transfer shall not be evaluative nor be subject to any retaliation or other adverse action(s) by the teacher’s administrator/supervisor. Nothing in this section prevents the District from deciding not to fill a vacant position even after a request for transfer has been made.

A teacher leaving the school building at times other than the lunch period shall be allowed as long as the teacher has no teaching or supervisory responsibilities during that time, and the teacher must return to the school building prior to the end of the workday. Use of such time shall be non-evaluative.  If a teacher is leaving the school building at times other than lunch period and is not otherwise completing their job responsibilities, including but not limited to grading, communicating with parents, planning lessons and collaborating with colleagues, the principal may require the teacher to remain in the school building during the work day.  

Teachers may leave the school building during a regularly scheduled duty‑free lunch if the teacher advises the principal or the school office administrative assistant(s) where the teacher may be reached in case of emergency.

5.10.1 Purpose/Definition:  

Job sharing is the process through which two currently employed tenured teachers voluntarily share the responsibility for one full-time position.  Applying to job share does not guarantee approval, as there is an extensive review and approval process. 

A job sharing leave may be granted to tenured educators at the sole discretion of the Board.  The goal of a job sharing arrangement is to provide quality teachers in District 28 an opportunity to continue teaching in the District during periods of their lives when it might be better for them to work on a half-time basis.    

Job sharing may occur involving proportionate teaching responsibilities in amounts of 50%/50% or as determined by the administration to best meet the needs of students and building scheduling, in consultation with the job sharing educators.

5.10.2 Requirements:

• Job sharing must maintain a continuity of curriculum.
• Teachers must voluntarily agree to share one full-time position for a period of not less than one school year.
• Both teachers must be in attendance for all institute days, all school improvement days, and all parent/teacher conference days.
• Both teachers must attend other meetings and field trips as directed by the principal or superintendent.
• Special education staffing and building meetings will be attended by at least one of the teachers. Both teachers will have the responsibility to keep each other informed of activities covered at these meetings.
• Teachers should make an effort to participate in building and district-level committees, as their schedules allow. 
• Both teachers will jointly complete all required reports, including but not limited to students’ progress reports.
• When a teacher is absent, the partner will act as the substitute teacher and will be compensated according to the district’s usual and customary substitute pay. If the partner cannot act as a substitute teacher, an instructional assistant, if available, may act as the substitute teacher, otherwise a substitute teacher will be utilized.
• In a job share, the instructional assistant, if there is a regularly assigned assistant, should preferably be a certified teacher in order to act as the substitute teacher, if needed.
• For junior high school teachers, each teacher engaged in a job share will teach every day, but exclusively in the morning or the afternoon.  

5.10.3 Procedures:

The applicants will prepare and submit a narrative application to the principal by January 1 of the year prior to the school term in which they wish to job share. The application will address the following:

• A description of the responsibilities of both teachers, including a work schedule. Extra duties, such as recess, field trips, etc., must be addressed.
• A communication system between not only the job sharing partners themselves, but also between parents, special education personnel, and other teachers and supervisors.
• Other areas as deemed appropriate by the principal or supervisor.

Upon receipt of the completed application, the principal will process it as follows:

• Review the application and determine that it provides a satisfactory alternative to current staffing patterns.
• Determine its benefits to students.
• Make certain that the teachers’ experience is in the appropriate subject area or age range.
• Review any other related factors.
• With the applicants (if practical), review the application with other parties who will be impacted by the job share arrangement.
• The principal or supervisor will forward the approved application to the Superintendent for review by February 1. The superintendent shall make a recommendation to the Board of Education.

The granting or denial of a job share does not set a precedent with respect to the granting or denial of future job shares.  Refusal to grant such a job share shall not be subject to challenge through the grievance process and is in the Board’s discretion.

5.10.4 Limits on Job Shares:

• There will be no limit on the number of years a job share can last, except as follows:
  • There is a limit of one job share arrangement at the same grade level for elementary buildings, and no more than 2 job shares total in an elementary building.  
  • There is a limit of no more than 2 job shares total in the junior high school.
  • These limits can be exceeded, in the discretion of the Administration, if the Administration deems an additional job share(s) is in the best interest of the District.

5.10.5 Evaluation:

• Teachers on job shares shall be evaluated consistent with the District’s Evaluation Plan and their status as tenured teachers.  The District shall adjust the cycle of the teachers in a job share to place both teachers on the same evaluation cycle.

5.10.6 Tenure and Salary:

• Teachers participating in a job sharing shall retain their tenure status.
• Teachers will continue to move a step on the salary schedule.
• Teachers will continue to be compensated at their daily rate for the extra days they come in, as described above under “Requirements.”

5.10.7 Insurance coverage

Educators participating in the job-sharing program shall be eligible for insurance benefits.  The Board’s obligation toward the premium shall be on a pro-rata basis equal to the percentage of employment of each job sharing educator.  The job sharing educator shall pay the balance of any premium via payroll deduction.  Educators are eligible for the same insurance coverage they had during their last year of full-time employment.

5.10.8 Sick Days/Personal Leave Days

Sick days and personal leave days shall be provided in proportion to the time worked.

5.10.9 Length of Job Share/Returning to Full Time Status

• Teachers who wish to continue their job share arrangement beyond the first year must submit a new proposal. Approval by the Board is required for each additional year.
• Teachers in current job shares need to notify the District by January 1 of the current school year if they intend to return to full time status in the next school year.
• Teachers returning to full time status shall be provided with an equivalent position for which the teacher is qualified.

Any teacher who misses lunch time or is not provided a duty-free lunch to address a student issue, attend a required meeting, and/or tend to the supervision of students (excluding supervision of clubs) must consult with their administrative supervisor to problem-solve the issue first.  If no solution is found that is mutually agreeable, the teacher is eligible for compensation at the Tier 3 rate.

Any teacher who misses plan time to address a student issue, attend a required meeting, and/or tend to the supervision of students (excluding supervision of clubs) must consult with their administrative supervisor to problem-solve the issue first.  If no solution is found that is mutually agreeable, the teacher is eligible for compensation at the Tier 1 rate. Attendance at student services meetings, including but not limited to IEP or 504 meetings, is not included in this provision, however, should a general education teacher’s plan time be repeatedly impacted by such meetings, or a teacher being required to complete an extraordinary amount of paperwork for a student(s) evaluation, an IEP, or 504 meeting, or should a general education teacher miss multiple plan times over a two week period due to such meetings, the teacher should problem-solve this with their supervisor.  

• The building administration shall determine whether a Part-Time teacher must be in  attendance for all institute days, all school improvement days, parent/teacher conference days, and other events based on the nature of the teacher’s position.  
• Part-Time Teachers should make an effort to participate in building and district-level committees, as their schedules allow. 
• Part-Time Teachers shall receive prorated plan time based on the Part-Time Teacher’s percentage of FTE.

Salary 

• Part-Time Teachers will continue to move a step on the salary schedule.
• Part-Time Teachers will continue to be compensated at their daily rate for attending the institute days, all school improvement days, all parent/teacher conference days, and other events. 

Insurance Coverage 

Teachers in part-time positions shall be eligible for insurance benefits.  The Board’s obligation toward the premium shall be on a pro-rata basis equal to the percentage of employment.  The Part-Time Teacher shall pay the balance of any premium via payroll deduction.  

Sick Days/Personal Leave Days 

Sick days and personal leave days shall be provided on a prorated basis.

8.1.1 A teacher must complete at least 10 years of creditable service in a licensed position in District 28 by the end of the school year in which you give notice;

8.1.2 A teacher must be eligible to receive pension benefits through the Teachers’ Retirement System for the State of Illinois (TRS).  

8.1.3 At the time of retirement, the teacher cannot exceed the maximum years of creditable service necessary to receive a non-discounted annuity from TRS (currently 35 years), excluding the application of unused accumulated sick leave for retirement service credit, but may have less than 35 years of creditable service. The retirement benefit must be elected when one first becomes eligible or before the final year of necessary service to retire under this provision for less than the four (4) year maximum benefit.

8.1.4 A teacher who participates in the retirement benefit may receive no increases in TRS creditable earnings in excess of 6% from one year to the next during the last 4 years of employment (this includes all TRS reportable salary such as summer work, stipends, sub pay, paid-out sick or personal days, etc.).  

8.1.5 The District shall be responsible for notifying any teacher when pay is approaching the six percent (6%) cap.  However, any approved additional pay (stipends, extra duties) that goes beyond the six percent (6%) cap during any of these last four (4) years shall be set aside and paid post-retirement by August 1 after the teacher’s retirement date.

8.2.1 In order to receive retirement benefits under this provision, the teacher must provide an irrevocable notice and intent to retire to the Superintendent or designee no later than December 31st of the year which is the first year in which the teacher intends to receive the retirement benefit.  The notice shall indicate the year in which the teacher intends to retire which shall be no more than 4 years starting with the following school year.

8.2.2 The teacher’s notice to the Board and the Board’s approval of the request shall constitute an irrevocable commitment by both parties, except that at the Board’s discretion, the teacher may be permitted to continue in employment beyond the agreed-upon date of retirement in emergency circumstances (e.g. catastrophic illness incurred by the teacher or spouse, death of spouse or calamitous event incurred by teacher or spouse). If a teacher participating in the program begins to receive the benefits and the Board, in its sole discretion, accepts a request to rescind the retirement, the Board will not be obligated to continue payment of the benefits under the program.

8.2.3 As a condition of continuing in employment beyond the agreed-upon retirement date, the teacher and the District shall agree upon an extended date of retirement and a reasonable repayment agreement that may include adjusting the employee’s salary level so that the District does not incur a TRS penalty and so that the employee repays the full cost of the retirement benefit, less the compensation the teacher would have received if teacher had not submitted the notice of retirement.

8.2.4 If a teacher participating in the program resigns or is terminated prior to the date originally approved for the teacher’s retirement for any reason other than physical or mental disability which permanently renders the teacher unable to perform the teacher’s duties, the Board will have no obligation to provide the remaining retirement enhancements which would otherwise have been due under the program.

8.3.1 A teacher choosing to receive this retirement benefit shall receive a 6% increase to the teacher’s base salary from the previous school year each year for a maximum of four (4) years.

8.3.2 Post-retirement benefit:

• The teacher shall be paid five hundred dollars ($500.00) for each year of service in a licensed position in the District to be paid in a post-retirement paycheck.  OR
• The District shall contribute, upon retirement, an amount of twenty-three thousand dollars ($23,000.00) toward the retiring teacher’s Teacher Retirement Insurance Program (TRIP), to be used by the retiree for single or family coverage until the twenty-three thousand dollars ($23,000.00) has been paid out.

8.3.3 Sick Leave payout:

• The Board shall pay teachers who retire under this plan for unused, accumulated sick days in excess of 340 days at a rate of fifty dollars ($50) per day, provided such days are not calculated by TRS in a teacher’s service years’ credit, up to a maximum of fifteen (15) days. This payment for unused, accumulated sick days will be paid out not before July 31 of the year in which the teacher retires.

8.4 Teachers who are within 4 years of eligibility of retirement who are not participating may not receive an increase that could result in a penalty. If a teacher is within four (4) years of eligibility for TRS retirement and chooses not to participate in the program, the teacher may avoid this limitation above by signing an agreement with the Board. The agreement will provide that if the teacher resigns and the Board becomes subject to penalties from TRS, the teacher must repay to the Board all amounts of creditable earnings necessary to avoid penalties.

8.5 If a teacher is participating in the retirement benefit program and the teacher’s benefits extend into school years past the term of this Agreement, the teacher will remain in the retirement program. A teacher participating in the Retirement Program provided for in this Agreement will not be eligible for any new or revised retirement program under a subsequent agreement.

8.6 If the TRS law or regulations change in such a way that cause the Board to become subject to penalties TRS, then the Board and the teachers, with Core Council representation, will have the option to amend the retirement date and/or modify the timing of payments under the Plan to achieve the least amount of monetary hardship to the teacher and the District.

8.7 Should legislation be enacted that changes pension law or liability, either Party may seek to reopen bargaining and the other Party agrees to engage in good faith bargaining.  

8.8 The provision in 8.1.5 of this retirement benefit applies, prospectively, to all retirees currently receiving retirement benefits. 

The primary purpose of this procedure is to secure at the lowest possible level an equitable solution to the problems of the parties. Nothing contained herein shall be construed as limiting the right of any teacher with a grievance to discuss the matter informally with any appropriate member of the administration or the Board.

A grievance shall mean a complaint that there has been a specific violation or misinterpretation of any of the provisions of this Agreement.

The Union may be recognized as the official representative of the teachers in the grievance procedure. Upon a teacher’s request, a representative of the Union may attend any of the conferences and/or hearings at Level 1 through 5. A different administrator may be designated by the Board or the Superintendent to hear a grievance or any appeal hereunder. If the grievant chooses not to use Union representation for Level 2 or higher, the Union shall be kept informed of any grievance, its progress through the Levels, and resolution (if any).

Level 1

The grievant (or the Union on behalf of the grievant) shall first meet with the principal and orally and informally discuss the grievance in an effort to resolve the matter.

Level 2

If the informal process fails to resolve the issue, the grievant shall submit the grievance in writing to the principal within seventeen (17) days of the occurrence giving rise to the grievance, or within seventeen (17) days of the date the grievant should reasonably have known of such occurrence, whichever is later. The grievance shall contain a complete statement of the facts giving rise to the grievance, the provision(s) of this Agreement allegedly violated, and the specific relief requested. Within five (5) days after the filing of the grievance, a meeting shall be held at a time mutually agreed to by all parties concerned. If no settlement of the grievance is reached, the principal shall provide a written response to the grievance within ten (10) days after the meeting is held.

Level 3

If a satisfactory agreement is not reached at Level 2, the grievant may appeal to the Superintendent in writing, within ten (10) days after the grievant has received the decision of the principal. The Superintendent shall hold a conference within ten (10) days of the receipt of the appeal. The Superintendent shall provide a written response to the grievance within ten (10) days after the conference is held.

Level 4

If the grievant is not satisfied with the decision in Level 3, the grievant may appeal to the Board within (5) school days after having received the written decision of the Superintendent. The appeal shall be in writing, citing all of the pertinent information including the basis upon which the grievant believes the grievance was denied at Level 3. The Board shall, at its next meeting, hear the grievance in closed session, and it shall then render its written decision within ten (10) days after the hearing of the grievance, and shall communicate it in writing to the grievant or, at the Board’s option, the Board may waive its right to hear the grievance, in which event the Union may proceed directly to Level 5.

Level 5

In the event the grievant is not satisfied with the disposition of the grievance at Level 4, the grievance may be submitted by the Union (but not the teacher) to binding arbitration within ten (10) days of receipt of the Board’s answer in Level 4 or the Board’s waiver of Level 4. The Union shall provide notice of its decision to pursue binding arbitration to the Superintendent. The parties shall attempt to agree upon an arbitrator within ten (10) days after the Superintendent’s receipt of the Union’s demand for binding arbitration. In the event the parties are unable to agree upon an arbitrator within said ten (10) day period, the parties shall immediately jointly request the American Arbitration Association to submit a panel of arbitrators.

The Voluntary Labor Arbitration rules of the American Arbitration Association shall be used in the selection of an Arbitrator. However, each party retains the right to reject one panel in its entirety and request that a new panel be submitted. The time and place of the hearing shall be scheduled after the school day to afford a fair and reasonable opportunity for all persons entitled to be present to attend. The arbitrator shall have no right to amend, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only on the specific issues submitted in writing, including defenses set forth in the District’s responses, and shall have no authority to make decisions contrary to or inconsistent with or modifying or varying in any way the applicable laws and rules and regulations having the force and effect of the law. The arbitrator shall submit a decision in writing, which shall be final and binding on the parties, within thirty (30) days following the close of the hearing or the submission of post-hearing briefs by the parties, whichever is later. The fees of the arbitrator and the American Arbitration Association shall be divided equally between the Board and the Union. All other expenses shall be borne by the party incurring them. The Board and the Union each retain the right to employ legal counsel.

9.5.1 A grievance may be withdrawn by written notification to concerned parties at any level without prejudice or record. However, if in the judgment of the Union, the grievance affects a group of teachers, the Union may process the grievance at the appropriate level.

9.5.2 The failure of the teacher to act within the time limits shall act as a bar to further appeals.

9.5.3 The administrator’s failure to give a decision within the time limits shall permit the grievant to proceed to the next step.

9.5.4 A teacher shall be free to lodge and to persevere in a grievance without interference or penalty.

9.5.5 The Union or the Board shall have the right to use the grievance and arbitration procedure starting at the appropriate level.

9.5.6 An expedited grievance procedure can be adopted pursuant to the mutual agreement of the parties on a case-by-case basis.

9.5.7 Time limits may be extended only by mutual agreement.

9.5.8 The term “days” as used in this Article shall mean days on which the District office is open for business.

This Agreement shall be effective July 1, 2026 and shall continue in full force and effect through June 30, 2029. 

The Board and Union agree to negotiate in good faith, provided that the obligation to negotiate in good faith does not compel either party to agree to a proposal or require the making of a concession.  Each party shall select its own representatives.

It is the intent of the parties to begin negotiations for any successor Agreement by November 1 of the school year in which the existing Agreement expires. Nothing precludes the parties from beginning negotiations at a later mutually-agreed upon date. The Union shall initiate this process by submitting a demand to bargain to the Superintendent.

The respective negotiating representatives of the Board and the Union shall have the necessary power and authority to make proposals and counter proposals during negotiations and to be able to reach tentative agreements.  A full tentative agreement shall be taken to the Board and Union membership, respectively, for ratification.

The Union agrees not to strike, not to engage in any work stoppages and not to picket in any manner which would disrupt the operations of any schools in School District 28 during the term of this Agreement.