*draft contractual agreement - vvsd
TRANSCRIPT
*DRAFT
CONTRACTUAL
AGREEMENT
between the
BOARD OF EDUCATION
of
VALLEY VIEW COMMUNITY
UNIT SCHOOL DISTRICT 365-U
and the
VALLEY VIEW COUNCIL
of
LOCAL 604
AMERICAN FEDERATION OF
TEACHERS, AFL-CIO
2015-2016
2016-2017
2017-2018
*Please note that this is a draft copy of the Collective Bargaining Agreement. We are in the
process of reviewing and correcting any typing, grammatical and/or indexing issues.
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TABLE OF CONTENTS
Preamble ......................................................................................................................................... 1
ARTICLE I ..................................................................................................................................... 1 Definitions....................................................................................................................................... 2 ARTICLE II .................................................................................................................................... 2 Recognition ..................................................................................................................................... 2
A. Agreement ........................................................................................................................... 2
B. AFT Recognition ................................................................................................................ 2 C. Scope ................................................................................................................................... 2 D. Fair Practices ....................................................................................................................... 3 E. Code of Ethics ..................................................................................................................... 3 F. Board Meetings ................................................................................................................... 3
G. Use of District Facilities ..................................................................................................... 3
H. Ombudsmen ........................................................................................................................ 4 I. Establishment of the Collective Bargaining Agent ............................................................. 5
J. Fair Share ............................................................................................................................ 5 ARTICLE III ................................................................................................................................... 6 Board-AFT Relations ...................................................................................................................... 6
A. Meetings .............................................................................................................................. 6 B. Statistical Data .................................................................................................................... 6
C. Distribution of School Policies ........................................................................................... 7 ARTICLE IV .................................................................................................................................. 7 Employee Rights ............................................................................................................................. 7
A. Employment Procedure ....................................................................................................... 7 B. Probationary Period ............................................................................................................ 7
C. Seniority .............................................................................................................................. 8 D. Posting of Positions............................................................................................................. 8
E. Promotions .......................................................................................................................... 9 F. Voluntary Transfer Policies ................................................................................................ 9
G. Involuntary Transfer Policies ............................................................................................ 10 H. Policies for Releasing due to a Reduction in Force (RIF) and Recalling ......................... 11
I. In-Service Training ........................................................................................................... 12 J. Academic Freedom ........................................................................................................... 13 K. Student Discipline Authority ............................................................................................ 13 L. Employee Rights ............................................................................................................... 13 M. Public Rights and the Procedure for Reconsideration of a District Practice .................... 13
N. Disciplinary Action ........................................................................................................... 15 O. Personnel Files .................................................................................................................. 15
P. Observation and Evaluation of Employees ....................................................................... 16 Q. Employee Termination...................................................................................................... 22
ARTICLE V .................................................................................................................................. 22 Educational Program ..................................................................................................................... 22
A. Teacher Load .................................................................................................................... 22 B. Textbook Selection ........................................................................................................... 22
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C. Classroom Interruptions .................................................................................................... 22
D. Educational Duty .............................................................................................................. 23 E. Lunchroom/Playground Aides .......................................................................................... 23 F. Paraprofessionals .............................................................................................................. 23
G. Building Activities ............................................................................................................ 23 H. Student Teaching Program ................................................................................................ 24 I. Tuition Reimbursement .................................................................................................... 24
J. Mentoring ......................................................................................................................... 42
K. Early Childhood Center ................................................................................................. 42
Working Conditions ...................................................................................................................... 34 A. Physical Examination........................................................................................................ 34 B. Regular Assignment policies ............................................................................................ 35 C. Daily Schedule .................................................................................................................. 40 D. Student Medication ........................................................................................................... 42
E. School Calendar ................................................................................................................ 42
F. Employees’ Meetings........................................................................................................ 42 G. Double or Split Sessions ................................................................................................... 43
H. Job Classification and Work Responsibility ..................................................................... 43 I. Lead Security Staff Work Calendar, Week and Hours ..................................................... 44 J. Supportive Staff Work Week ............................................................................................ 45
K. Supportive Staff Work Hours ........................................................................................... 45 L. Time Clocks ...................................................................................................................... 45
M. Board Obligation for Legal Support ................................................................................. 45 N. Theft of or Damage to Employee Personal Property ........................................................ 46 O. Safety ................................................................................................................................ 46
P. Employees’ Facilities ........................................................................................................ 46 Q. Tool Requirements ............................................................................................................ 46
Leave Policies ............................................................................................................................... 48 A. Sick Leave ......................................................................................................................... 48
B. Notice of Accumulated Sick Leave .................................................................................. 50
C. Certified & Classified Employee Sick Bank ..................................................................... 58
D. Worker’s Compensation ................................................................................................... 52 E. Personal Leave .................................................................................................................. 52
F. Religious Holidays or Observances Leave ....................................................................... 52 G. Civic Duty Leave .............................................................................................................. 52 H. Professional Meetings ....................................................................................................... 53 I. Sabbatical Leave ............................................................................................................... 53 J. Leave of Absence Without Pay......................................................................................... 55
K. Bereavement Leave ........................................................................................................... 55 ARTICLE VIII .............................................................................................................................. 56
Grievance Procedure ..................................................................................................................... 56 A. General Information .......................................................................................................... 56 B. Procedures ......................................................................................................................... 57 C. Impasse Provisions............................................................................................................ 60
ARTICLE IX ................................................................................................................................ 60 Fringe Benefits .............................................................................................................................. 60
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A. Preventive Medicine ......................................................................................................... 60
B. Group Health Insurance .................................................................................................... 60 C. Dental Insurance ............................................................................................................... 61 D. Group Life Insurance ........................................................................................................ 62
E. Disability Insurance .......................................................................................................... 62 F. Paid Holidays .................................................................................................................... 62 G. Paid Vacation for Supportive Staff Employees ................................................................ 63 H. Supportive Staff Uniforms ................................................................................................ 64 I. Security Staff Uniforms .................................................................................................... 65
ARTICLE X .................................................................................................................................. 65 Salary Provisions .......................................................................................................................... 65
A. Salary Schedules ............................................................................................................... 65 B. Supportive Staff Overtime Work ...................................................................................... 99
C. Beyond the Normal Work Load Pay ................................................................................. 93
D. Placement on Salary Schedule .......................................................................................... 94
E. Pay Periods........................................................................................................................ 94 F. Pay Checks ........................................................................................................................ 94
G. Deductions ........................................................................................................................ 94 H. Advancement on the Salary Schedule ............................................................................... 94 I. Traveling Employees ........................................................................................................ 95
J. External Staff Teacher and Paraprofessional Substitution ................................................ 95 ARTICLE XI ................................................................................................................................ 95
Retirement Benefits ...................................................................................................................... 95 A. Certified Staff-Salary Enhancement & Severance Pay for Non-Discounted Annuity
Retirement Plan ................................................................................................................. 95
B. Certified Staff-Board Contributions Toward State TRS Early Retirement Option Plan .. 97 C. Certified Staff Re-Opener ................................................................................................. 98
D. Certified Staff Payment for Unused Sick Leave Days ...................................................... 98 E. Certified Staff Retirement Contracts ................................................................................ 99
F. Classified Staff Retirement Incentive ............................................................................... 99 G. Classified Staff Retirement Contracts ............................................................................. 100
H. Classified Staff Re-Opener ............................................................................................. 108
I. IMRF and TRS Pension or Retirement Fund .................................................................. 102
J. Reimbursement for Unused Sick Leave ......................................................................... 102 ARTICLE XII ............................................................................................................................. 103 Extra Curricular Provisions......................................................................................................... 103
A. Co-Curricular Positions .................................................................................................. 103 B. Homebound Pay .............................................................................................................. 120
C. Regular Staff Teacher Substitution ................................................................................. 120 D. Department Chairperson ................................................................................................. 120
E. Middle School and Specialist Key Leaders .................................................................... 123 F. Elementary Grade Level Representative ........................................................................ 124 G. Middle School Athletic Directors ................................................................................... 124 H. District Coordinators ....................................................................................................... 124 I. Summer Programs ........................................................................................................... 125
J. Building Tech Support .................................................................................................... 133
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K. Consulting Teacher ......................................................................................................... 133
L. National Board Certified Teachers .................................................................................. 134
ARTICLE XIII ............................................................................................................................ 134
Conformity to Law ...................................................................................................................... 134
A. Conformity to Law-Saving Provisions ........................................................................... 134
ARTICLE XIV........................................................................................................................... 128 Memorandums of Understanding ............................................................................................... 128 ARTICLE XV ............................................................................................................................. 133 Duration and Acceptance of Agreement ..................................................................................... 133
A. Duration of Agreement ................................................................................................... 133 B. Ratification of Agreement............................................................................................... 133 C. Expenses of Printing Agreement .................................................................................... 133 D. No Strikes or Lockouts ................................................................................................... 134
FORMS AND APPENDICES
Page 18 Performance Ratings
Pages 19-20 Certified Teacher Evaluation Report
Pages 21-22 Classified Staff Evaluation Report
Pages 23-33 Professional Teaching Standards – Certified Teacher Evaluation
Pages 41-42 Certified Tuition Reimbursement Forms Part I and II
Pages 43-44 Classified Tuition Reimbursement Forms Part I and II
Page 47 Teacher’s Contract
Page 48-49 Temporary Teacher’s Contract
Page 50 Paraprofessional’s Contract
Page 57 Personal Property Statement Form
Page 67 Grievance Form
Page 95 Certified & Classified Staff Retirement Benefits Promissory Note
Page 103 Co-Curricular Activity Form
Page 104 Co-Curricular Activity Approval
Pages 105-106 Co-Curricular Staff Evaluation Report
Page 109 Department Chairperson Evaluation Form
Page 131 AFT Code of Ethics
MEMORANDUMS OF UNDERSTANDING
Exhibit 1 Docking Staff Who Exceed Sick Leave (December 13, 2004)
Exhibit 2 Staff Lounge/Lunch Area Pop Machines (March 19, 1989)
Exhibit 3 Temporary Employees (August 22, 2013)
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FORMS AVAILABLE IN THE MAIN OFFICE
OF THE EMPLOYEE’S BUILDING
Appendix A Public rights: request waiver
Appendix B Public Rights: request for reconsideration Form
ON THE HUMAN RESOURCES PAGE OF THE DISTRICT’S INTRANET
Appendix C Request to Review Personnel File
Appendix D Religious holidays or observances leave application form
Appendix E Request to attend professional meetings form
Appendix F Waiver of right of representation
Appendix G Vacation request form
Appendix H Practical experience application form
Appendix I Authorization for change in payroll deduction for the Canals and Trails Credit
Union
FORMS AVAILABLE ON THE VVSD WEBSITE UNDER THE HUMAN RESOURCES
WEB PAGE:
Appendix V Evaluation Plan
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Preamble
The Board of Education of Valley View Community Unit School District 365-U, Will County,
Illinois, and the Valley View Council of the AFT Local 604 of the American Federation of
Teachers, AFL-CIO recognize that the ultimate aim of the Valley View public schools is to
provide the best education possible for the youth of the District.
Attainment of this education objective is a joint responsibility of the Board, the AFT and the
Employees of the District.
ARTICLE I
Definitions
Where used in this Contractual Agreement:
1. “Agreement” shall mean this Contractual Agreement.
2. “Board” shall mean the Board of Education of Valley View Community Unit School
District 365-U, Will County, Illinois 60446.
3. “AFT” shall mean the Valley View Council of the AFT Local 604 of the American
Federation of Teachers, AFL-CIO.
4. “Administration” shall mean those individuals employed by the Board of Education in
management positions.
5. “District” shall mean the Valley View Community Unit School District 365-U, Will
County, Illinois 60446.
6. The singular shall include the plural.
7. The masculine shall include the feminine.
8. “Employees” shall mean all full or part-time Teachers, Coordinators, ROTC Instructors,
Certified School Nurses, Classified Nurses, Paraprofessionals, Security, Athletic Trainers
and Supportive Staff Personnel.
9. “Teachers” shall mean all Employees who are certified in accordance with Article XXI,
entitled “Certification of Teachers,” of the current Illinois School Code, as amended, but
shall not include members of the administration.
10. “ROTC Instructors” shall mean personnel employed as teachers of subjects in the
Reserve Officers’ Training Corps.
11. “Certified School Nurses” shall be defined as under the Illinois School Code.
12. “Classified Nurses” shall mean non-certified Registered Nurses and/or Paraprofessionals
working as Health Paraprofessionals.
13. “Paraprofessionals” shall mean all personnel employed under the titles of Instructional
Aide, Bilingual Aide, Clerical Aide, Supported Ed Instructional (SEIA) Aide, 1/on/1
Aide, STLR (Autism) Aide, CARES (ED) Aide, Multi-Needs Aide, Cross Categorical
Aide, Early Childhood Aide, Bilingual Special Ed Aide, Bilingual Speech/SPED Aide
and Transition/STEP Aide.
14. “Security Staff Employee” shall include the Lead Security Staff, full-time and part-time
Security staff employees.
15. “Supportive Staff’ shall mean all personnel employed under the titles as described in the
Supportive Staff Hourly Rate Schedule in Article X of this Agreement.
16. “School Code” shall be defined as Chapter 122, Illinois Revised Statutes, as amended.
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17. “District Seniority” is defined as the length of service with District 365-U and shall
accumulate from the date of original hire into said District (or its previous Districts of 96,
205, and 211) on a full time basis.
18. “Building Seniority” is defined as the length of service in a particular building on a full
time basis.
19. “Classification Seniority” is defined as the length of service in a particular classification
on a full time basis.
20. A “Transfer” is defined as a change related to a different building, organizational level of
the school system, subject matter field, or to a special field within the bargaining unit
(i.e., counseling, etc.).
21. “Core Content Courses” shall be defined as courses taken in the Teacher’s current
content area, Special Education, the core content areas of Math, English, Science and
Social Studies and those courses that in the opinion of the Superintendent or his/her
Designee will enrich the teacher’s instructional skills. Examples include: a) a Physics
teacher takes a Chemistry course to improve his/her understanding of a subject within the
Science category; b) a general education teacher taking a special education course to
increase his/her understanding of working with students; c) an elementary teacher taking
a course in Math to increase his/her knowledge and skills in a particular subject.
ARTICLE II
Recognition
A. Agreement
This Contractual Agreement is made and entered into by the Board of Education of
Valley View Community Unit School District 365-U, Will County, Illinois and the
Valley View Council of the AFT Local 604 of the American Federation of Teachers,
AFL-CIO.
B. AFT Recognition
The Board recognizes the AFT as the sole and exclusive collective bargaining agent of all
full and part-time Employees as described in Article I, Definitions, Section No. 8
employed in District 365-U.
C. Scope
1. It is the intention of this Agreement to provide for an effective and continuing
means of communication between the Employees, represented by the AFT, the
Board and the Administration, as well as to provide for salaries, fringe benefits,
working conditions, etc., of the Employees.
2. The Appendixes hereof are integral parts of this Agreement and by this reference
are incorporated herein.
3. This Agreement and its provisions shall terminate and supersede any and all prior
agreements, practices, rules and regulations concerning subjects covered herein.
Board policy shall not unilaterally void or alter any existing clause during the life
of the Agreement.
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4. The AFT recognizes that the authority for the administration of the District is
vested in the Superintendent and the Administration by the Board except as
limited by the provisions of this Agreement.
5. In the event that any provision of this Agreement is or shall be contrary to
statutory law or decision of the courts, all other provisions of the Agreement shall
continue in effect. The provision in question then shall be performed or enforced
only to the extent permitted by law and any substitute action shall be subject to
appropriate consultation and negotiation with the AFT.
6. Neither the Board nor the AFT shall engage in any activity of any kind for the
purpose of defeating or evading the terms of this Agreement.
D. Fair Practices
1. The Board and the AFT shall continue their policies of equal employment or
membership of all Employees regardless of race, color, creed, age, national origin,
sex, marital status, membership or lack of membership in the Employees’
organizations.
2. The Board and the AFT shall administer all their policies uniformly and fairly.
3. Both parties to this Agreement believe that the services of the Employees are
essential to the success of the educational program of the District. Therefore, all
Employees shall be dealt with in a professional and ethical manner. In addition, it
is recognized that a congenial and cooperative atmosphere is necessary for
maximum productivity.
E. Code of Ethics
The Employees of District 365-U accept their responsibility to practice their professions
according to the highest ethical standards and as such endorse the “Code of Ethics” as
adopted by the AFT on February 10, 1971. (See Appendix 1)
F. Board Meetings
The AFT will have public access to the Board Agenda for every Board meeting as soon
as it is made public. The official Board minutes and notice of all Board meetings and
Board Committee meetings will be available and accessible on the District website. The
AFT President will be placed on the agenda of Board meetings as an avenue of
communications to be used whenever the AFT deems it necessary.
G. Use of District Facilities
1. The AFT may hold meetings on District property upon approval of the building
administrator.
2. The AFT shall have the right to use Employee mailboxes, e-mail and bulletin
boards and the Employee bulletin for the purpose of communication provided the
communications are documented and providing such business does not interfere
with the educational and maintenance processes and shall be subject to
termination upon order of the building administrator. It is further understood that
such an order is to be issued only when the educational or maintenance process is
interrupted.
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3. Duly authorized representatives of the AFT and their respective affiliates shall
have the right to transact official AFT business on District property providing
such business does not interfere with the education and maintenance processes,
and shall be subject to termination upon order of the building administrator. It is
further understood that such an order is to be issued only when the educational or
maintenance process is interrupted.
4. The AFT shall have the right to use District audiovisual and specified business
equipment when such equipment is not otherwise in use and reservations have
been made and approval obtained from the building or District administration.
This equipment is to be used by the AFT President or his/her designated
representative during AFT meetings and/or organization connected business.
5. AFT Office Space
The District will provide office space for the AFT to conduct its regular business.
The office space currently occupied by the AFT will continue to be provided as
long as the District does not need the space for classroom use.
If it becomes necessary for the District to use the current office space occupied by
the AFT, the District will provide replacement office space. The replacement
office space will be substantially equivalent (in terms of space and equipment) to
the office space previously occupied.
6. Wednesday Meetings
When a meeting is scheduled by a district administrator on the 1st, 3rd, 4th, or 5th
Wednesday of the month, the date will be approved in advance. The appropriate
Building Administrator will notify the Educational Services Division five (5) days
prior to the proposed meeting date. If the Union has the need to call an emergency
meeting, the Union President or Vice President will contact the Assistant
Superintendent for Educational Services. The Union has the right to the 2nd
Wednesday of each month. Administrators may use the other Wednesdays as
needed, but if the union requires the 1st, 3
rd, 4
th or 5
th Wednesday of the month for
an emergency meeting, the district will cancel all other meetings that have been
scheduled.
H. Ombudsmen
1. The AFT President and Vice-President shall be granted release time daily, without
loss of pay, to serve as Employee Ombudsmen in District 365-U provided such
business does not interfere with the educational and maintenance process, and
shall be subject to termination upon order of the building administrator. It is
further understood that such an order is to be issued only when the educational or
maintenance process is interrupted.
2. The superintendent and the AFT president and/or their representatives shall meet
monthly, when deemed necessary by either party, at a mutually agreeable time to
discuss matters of educational and maintenance policy and development as well
as matters relating to the implementation of this Agreement. In the event that a
time cannot be mutually agreed to, then the meeting shall automatically be held at
1 p.m. on the third Wednesday of each month.
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I. Establishment of the Collective Bargaining Agent
1. If any Employees’ organization desires to have an election held to determine
which organization shall represent the Employees as sole and exclusive
bargaining agent, a written request shall be made of the Board to hold such an
election.
2. This written request must be made within the first thirty (30) calendar days of the
beginning of any school year and such election shall take place within thirty (30)
calendar days of receipt of the request. The request shall carry the signatures of at
least thirty percent (30%) of the bargaining unit for that school term.
3. A civic organization shall be requested to carry out the election with guidelines
established by the Employees’ organizations involved in the election.
J. Fair Share
1. All employees covered by this Agreement who are not members of the Valley
View Council, AFT Local 604, commencing on the effective date of this
Agreement, or sixty (60) days after their initial employment, and continuing
during the term of this Agreement, and so long as they remain nonmembers of the
Valley View Council, AFT Local 604, shall pay to the Valley View Council, AFT
Local 604, each month their fair share of the costs of the services rendered by the
Valley View Council, AFT Local 604, that are chargeable to nonmembers under
state and federal law.
2. Such fair share payment by nonmembers shall be deducted by the Board from the
earnings of the nonmember employees and remitted to the Valley View Council,
AFT Local 604, provided, however, that the Valley View Council, AFT Local
604, shall submit to the Board an affidavit which specifies the amount
constituting said fair share not exceeding the dues uniformly required of members
of the Valley View Council, AFT Local 604, and which describes the rationale
and method by which the fair share was determined, including a list of the
expenditures which were excluded in determining the fair share.
3. Upon receipt of said affidavit the Board shall provide information to the Valley
View Council, AFT Local 604, to assist the Valley View Council, AFT Local
604, in ascertaining the names of all employee nonmembers of the Valley View
Council, AFT Local 604, from whose earnings the fair share payments shall be
deducted and their work locations.
4. The procedures employed for the implementation of fair share and the rules for
the implementation of fair share shall be those established by the Educational
Labor Relations Act, III. Rev. Stat. Ch. 48, Sec. 1711 and by the Illinois
Educational Labor Relations Board.
5. If an ultimate decision in any proceeding hereunder directs that the amount of the
fair share fee should be lower than the amount fixed by the Valley View Council,
AFT Local 604, the Valley View Council, AFT Local 604, shall promptly adopt
and comply with said decision, notify the Board to reduce deductions from the
earnings of nonmembers to said prescribed amount, and otherwise comply with
said decision.
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6. The Board shall use its best efforts to comply with the provisions of this Article,
and shall not be liable for inadvertent errors or omissions and the like in sections
2, 3 and 4 above.
7. The Valley View Council, AFT Local 604, shall indemnify and hold harmless the
Board, its members, officers, agents and employees from any and all claims,
demands, actions, complaints, suits, costs, losses and expenses or other forms of
liability including, but not limited to, the cost of defense thereof and attorneys’
fees therewith in any manner resulting from or arising out of or connected with
this Agreement or this Article or the consequences therefore or that shall arise out
of or by reason of action taken by the Board for the purposes of complying with
the above provisions of this Article, or in reliance on any list, notice, certification,
affidavit, or assignment furnished under any of such provisions.
ARTICLE III
Board-AFT Relations
A. Meetings
The appropriate Board Committee and the appropriate AFT Committee shall hold a
meeting, if mutually agreeable, within ten (10) calendar days of the date of receipt of
request by any one segment, or immediately following the next regular Board meeting.
B. Statistical Data
1. The AFT President shall be supplied when requested, with current information
concerning the financial position of the District. This shall include:
a) A copy of the annual audit report.
b) A monthly statement of financial position.
c) Copies of the tentative budget upon which a Public Hearing will be held,
and the final budget.
2. Upon request, the AFT President and/or the Board President shall be supplied
with the following information when available:
a) A copy of a specific building or department’s budget.
b) Notice of laws passed by the legislature that will bring additional funds
into the District.
c) Notice of additional District revenue received or loss thereof.
d) Notice of any other information which might be relevant to negotiations or
necessary for the proper enforcement of this Agreement.
3. When requested, the Superintendent or his/her delegated representative will give
the AFT President information containing the salary, years experience, and degree
held by each Employee and all public information, except confidential personnel
items, that is available to each Board Member.
4. A copy of any District notice, directive, posting, or bulletin relating to Employee
job descriptions, reorganization, etc., will be supplied simultaneously to the AFT
President.
5. The Board shall endeavor to keep the AFT President informed of any new
programs, research projects, changes in programs, etc., which directly and
significantly affect the Employees.
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C. Distribution of School Policies
A copy of the current Board Policy Manual and this Contractual Agreement shall be on
our district website, in the office of each building administrator, and in each departmental
or grade level office in the respective buildings.
ARTICLE IV
Employee Rights
A. Employment Procedure
The following procedure shall be followed with respect to the hiring of Paraprofessionals
and Supportive Staff Employees:
1. If the appropriate supervisor is of the opinion that an additional Employee should
be hired, he/she shall so recommend to the appropriate member of the
administration.
2. If the administration concurs with the recommendation, it shall propose to the
Board that it approves the advertising of such position for hiring.
3. If the Board so approves, it shall direct the appropriate administrative official to
arrange for the advertising of the position, the interviewing of applicants, and
compilation of data sheets on each applicant. The data sheets shall be turned over
to the appropriate supervisor who, together with the appropriate administrative
official, shall fairly consider all applicants. Applicants residing in the District
shall be given preference over non-resident applicants only if all other
qualifications are approximately equal.
4. A joint written recommendation shall be made to the Board by the appropriate
supervisor and the administration concerning which applicant shall be hired.
5. The applicant so recommended shall be presented to the Board for approval.
B. Probationary Period
1. A new classified Employee shall work under the provisions of this Agreement but
shall be considered a probationary Employee for the first one hundred-twenty
(120) work days of continuous employment after which his/her seniority shall
date back to the date of hire. If the employee successfully completes the
probationary period, the employee shall receive retroactively any difference in
pay between the probationary and permanent employee for any period of time
after 90 days until the person begins receiving the regular employee rate of pay.
2. Before a decision is made to discharge or retain a probationary Employee, a
written evaluation shall be made of the Employee by his immediate supervisor
and/or the appropriate Director with a recommendation to retain or discharge the
Employee:
3. Probationary Employees may be discharged in accordance with the preceding
paragraph of this section and such action shall not be subject to the grievance
procedure of this Agreement, except where it is claimed that such discharge was
due to discrimination because of membership in the AFT or because of race,
religion, color, sex, age, or national origin.
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C. Seniority
1. The Board shall recognize seniority and the District Human Resources Office
shall keep three (3) up-to-date lists of all employees according to District,
building, and classification seniority.
2. Seniority lists are based on the following criteria: Start Date, Board Approval
Date and Application Date. Start Date is used first, followed by Board Approval
Date, then by Application Date. If a teacher is part-time or partial year (hired to
work less than 120 days after the start of the school year) his/her start date will
change each year he/she is rehired until he/she becomes a full-time teacher.
Temporary contracts were created during the 2002/2003 school year for teachers
that were a) less than full-time, b) teachers that were hired to work less than 120
days after the start of the school year, c) Teachers that had certificates pending
and d) teachers that were filling a one year leave of absence. These teachers
would have a new start date if they were re-hired for the following year. The
exception to this would be if they were filling a full year leave of absence and
were re-hired the following year as a full-time permanent teacher. These
individuals would then get credit for the full year, full-time position they worked
with regards to tenure and seniority.
As in the past, any teacher hired as part-time or partial year will not be able to
retain the original start date with regards to their seniority.
D. Posting of Positions
1. The Human Resources Administrator shall make available a posting of all
administrative and Employee vacancies and all newly created positions that exist
in the District as they occur. Said posting shall be made known to the Employees
in each building via the website. Buildings may, but are not required to place the
postings in a prominent location such as:
a) in the room(s) containing staff mailboxes;
b) in the staff cafeteria-lounge room(s);
c) at the Clock Station;
d) at one (1) specific location in the District Human Resources Office.
Positions will be held open for at least five (5) school days.
2. Notification of all existing vacancies/positions will be sent to the AFT President.
3. Applications shall be completed on-line and all candidates shall be screened by
the Building/District Administrator. All interviews will be conducted by the
appropriate supervisory personnel.
4. If all applicants for a vacancy/position are found to be unacceptable, the
vacancy/position will be re-opened and the “Posting of Positions Procedures”
followed again.
5. Employees applying for any vacancy/position shall be entitled to a phone
interview. If the employee applies for multiple positions in the same building, the
Administrator is not required to interview them more than once per semester for
similar positions. If the employee is brought in for a face to face interview,
he/she shall be notified if he or she is not appointed. If requested, a meeting shall
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be held with such an Employee to discuss the reason for his/her rejection and an
AFT representative shall be present.
6. All non-administrative vacancies/positions shall be filled within six months from
the date that the first posting notice was issued.
E. Promotions
1. It is the desire and policy of the Board to promote from within the present staff of
Employees wherever it is practicable, educationally desirable and consistent with
the educational and maintenance needs of the District. This policy thereby gives
each Employee the opportunity to use his/her ability and interest in his/her work
to better his/her position.
2. All openings for promotional and/or new positions and positions paying salary
differentials shall be publicized according to the “Posting of Positions
Procedures”.
3. All Supportive Staff Employees promoted to a higher classification shall be on
probation for sixty (60) calendar days.
a) During the Employee’s probationary period, the pay will be at the rate of
the classification in which he/she is working.
b) Before the end of the Employee’s probationary period, the Employee will
be evaluated by the appropriate supervisory personnel in consultation with
the appropriate Directors. A copy of the Classified Staff Evaluation Report
can be found in Article IV.P of this Agreement.
c) If the Employee fails in the higher classification, he/she shall be returned
to his/her original job at his/her former rate of pay.
F. Voluntary Transfer Policies
1. An Employee requesting a transfer in order to fill an existing vacancy shall
complete an online voluntary transfer request. This request can be found on the
District’s website under the Human Resources Department. These requests may
be submitted any time a vacancy occurs.
2. When feasible, an Employee shall be allowed to transfer in order to fill an
existing vacancy consistent with sound educational principles. The Board, in
assessing each request for a transfer, will be fair and reasonable.
3. Employees serving on a probationary status should not request a transfer during
the period of probation.
4. When filling vacant positions, it is acknowledged that the Board has the
responsibility, upon recommendation of the Human Resources Administrator, to
evaluate qualifications and to make final judgments. Criteria for evaluation shall
include an Employee’s overall blend of experience and education, as these relate
to District needs, and district, building and classification seniority. When other
factors are nearly equal, seniority shall be utilized as the final and determining
factor by the appropriate supervisory personnel, and the Human Resources
Administrator.
5. Needs of the District must include the availability of a suitable replacement as
well as the implementation of a policy of nondiscrimination in assignment and
actively seeking integrated staffs in all buildings.
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G. Involuntary Transfer Policies
1. When dictated by the needs of the District or when there is a reduction in the
number of Employee assignments, the District will comply with the provisions of
the Illinois School Code in effect at that time. The Employee with the least length
of service, when qualifications are determined to be nearly equal, will be
considered for transfer to another building, shift or job classification by the
Human Resources Administrator, after consultation with the appropriate
supervisory personnel and Directors and with the Employee involved.
a. Such transfers shall be made by notice in writing after consultation with
those involved.
2. If the Employee desires, an AFT representative will be present during any
conference concerning a permanent transfer of the Employee.
3. When the transferred Supportive Staff Employee performs work in a higher pay
scale, he shall be paid the wages for that classification.
4. Certified Employees affected by an involuntary transfer shall be given a listing of
vacant positions within their *level, based upon the following indicators in this
order:
a. Current assignment at current *grade level
b. Prior work/teaching experience
c. Certification, if applicable
5. Classified Employees, except paraprofessionals, affected by an involuntary
transfer shall be given a list of assignments by the District based on:
a. An open position within his/her current position category within their
current *grade level.
b. If there are no open positions, he/she may choose an open position within
current position category at any *grade level.
6. Paraprofessional Employees affected by an involuntary transfer shall be given a
list of assignments by the District based on:
a. If the member chooses to stay within his/her building, he/she must:
i. Choose from open positions within his/her building on the open
positions list.
ii. If there are no open positions, he/she may displace the lowest senior
paraprofessional within his/her building and that displaced member will be
put on the involuntary transfer list in accordance with his/her seniority.
iii. If there are no paraprofessionals with less seniority then he/she must
follow the guidelines listed immediately below.
b. If the member does not choose to stay in his/her building or cannot based on
6.a.iii, he/she must:
i. Choose an open position within his/her current position category or a
position category with which the member has prior formal District work
experience, but within current *grade level.
ii. If there are no open positions at their current grade level, he/she may
choose an open position within current position category or position
category within which member has prior formal District work experience
at any *grade level.
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iii. If there are no open positions at their current grade level, he/she may
choose any available position within current designation of either general
education or special education.
iv. Choose any available positions if all opportunities for movement listed
previously in this section are unavailable.
c. (Refer to Article 1, “Definitions” for Category of the positions)
7. Staff members wishing to be placed into a position for which special certification,
training, or language proficiency is needed must possess that specific skillset in order
to be placed into that assignment. The District may require the employee to take a
test in order to prove his or her abilities and proficiencies.
8. An employee affected by an involuntary transfer will also have a prior right to return
to the original building, shift or job classification from which he was transferred
provided that he has qualifications suitable to fill an existing vacancy, except for
those positions listed below, which require high levels of leadership skills such as
SRT Leader, Dean of Students, and Coordinator. The District reserves the right to
post and interview for these positions and the hiring decision is not grievable. Notice
of desire to return shall be communicated to the Human Resources Administrator
within five (5) school days of the posted notice of the first available vacancy.
*The four grade levels are defined as, in order: Early Childhood, Elementary, Middle,
High/STEP
H. Policies for Releasing due to a Reduction in Force (RIF) and Recalling
1. When there is a reduction in the number of Employee assignments which results
in the necessity of releasing and recalling an Employee, the District will comply
with the provisions of the Illinois School Code in effect at that time. Any
reduction in the number of Employee assignments shall be for sufficient cause.
Such a release shall be made by notice after consultation with those involved. Any
such release must be approved by the Board.
2. If re-employed within one (1) year, the Employee shall regain all accumulated
benefits accruing to him/her at the time of his/her release.
a. Certified and classified employees will be recalled by following language in
the current Illinois School Code, legislation, and state regulations, with the
exception of Paraprofessionals.
b. Paraprofessionals will be contacted in seniority order and placed as listed
below.
i. If their position from the previous year is available, they will
automatically be recalled into this position.
ii. If their position from the previous year is not available, they shall
be given a list of open positions within the same position category
in the same grade *level or one *level higher or lower that they
were working in prior to the RIF.
iii. If there are no open positions within the same category and
iv. program and grade level that they were working in prior to the
RIF, they will be given a list of open positions from another
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category, program or grade level if they have worked in that
category at VVSD in the past or have had experience in the
position before coming to VVSD, and received a satisfactory or
better on their evaluations at that time.
v. If specific certification, language or training is required, they must
possess that specific certification, training or be able to fluently
speak, read and write that language in order to be placed in that
assignment. Testing may be required of the employee to confirm
their ability and proficiency.
vi. If there are no open positions within their current category and
program and they are not eligible as per iii And iv above, they will
be kept on the recall list and called back as positions open up per
Illinois School Code language.
3. Some voluntary transfers may occur on a limited basis at this time for serious
cause (for example: health reasons). At this point, a voluntary transfer out of a
category requiring special certification is discouraged in order to ensure that
RIF’d people will have the opportunity to be recalled.
4. Placement procedures for teachers of Art, Music, PE, LMC, Social Workers,
Psychologists, Speech & Language Pathologists: When a major reorganization in
one of the above categories occurs (ie: major changes in assignment clusters,
closing of a school, elimination of one of the above categories in a building or the
reduction of a substantial portion of one of the above categories in a building)(a
major change in assignment cluster is defined as a change of more than forty
percent (40%) of an employee’s five (5) day weekly assignment), the following
shall be adhered to:
a) All positions starting with the most senior person affected in the respective
categories of position within the affected *level are considered vacant.
Cluster assignments only apply in the case of Social Workers,
Psychologists and Speech & Language Pathologists, and *level does not
apply.
b) Persons in these categories shall be contacted in seniority order to choose
from the vacant positions within their own *level. If no position in their
respective category exists or when only a traveling or split position exists
within their own *level, they may choose a position (in their category) at
another *level by seniority.
c) Staff released in a RIF situation in these categories will then be called
back in seniority order to an available position for which they are qualified
in accordance with the Release and Recall section of the contract and the
law.
*The four grade levels are defined as, in order: Early Childhood, Elementary, Middle,
High/STEP
I. In-Service Training
The District will continue its program of in-service training using instructors from the
local and college levels or other experts in their field. The Superintendent or his/her
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Designee shall determine which in-service training instruction shall be considered for
credit to the Employee’s academic record.
J. Academic Freedom
Employees shall have academic freedom in the implementation of the Board approved
curriculum. This includes the design of lessons/activities and methods as long as they are
aligned to the approved curriculum, providing the results lead to an expected student
growth as determined by the District. This does not conflict with the right and obligation
of the Administration to question, instruct and direct. Within the framework, the
employee is free to deliver instructional materials which are pertinent to the subject and
level taught within the appropriate course content and within the planned instructional
program as determined by normal instructional and/or administrative procedures.
Nothing herein shall be construed as to imply the negotiability of matters relating to
curriculum, textbook selection or the like.
K. Student Discipline Authority
1. The Board and the administration shall continue to support Employees in the
appropriate and proper exercise of disciplinary authority relating to students in
accordance with applicable provisions of the District’s recognized procedures for
dealing with student misconduct.
2. The administration, students and the Employees shall jointly consider problems
relating to student behavior and discipline. Said parties shall be responsible for
making recommendations to the Board for a uniform student disciplinary policy
in the District.
L. Employee Rights
1. The Board shall attempt to restrain all persons from voicing personal grievances
or complaints against any Employee at its public meeting. Such personal
grievances or complaints shall be documented on the “Request for
Reconsideration,” signed and shall be filed with the board, the Superintendent, the
Employee and the AFT President for disposition.
2. No anonymous communications shall be placed in the Employee’s file(s) or be
used in any proceeding or given any credibility anywhere by the Board or the
Administration.
M. Public Rights and the Procedure for Reconsideration of a District Practice
The primary purpose of this procedure is to secure at the lowest level of consultations, an
equitable solution to the problem of all parties involved.
If there is an allegation that an Employee has proceeded improperly in the performance of
his/her assigned duties, the following steps must be taken:
1. The complainant must first contact the teacher for possible clarification or
explanation. Any other person contacted by the complainant will insure that the
complainant has first contacted the teacher against whom the complaint is being
lodged.
2. If the issue is not resolved between the teacher and the complainant, the
complainant shall contact the building administrator for possible clarification or
14
explanation. At this time, the complainant will also be provided with a complaint
withdrawal form to be used at any time the complainant may choose to withdraw
the complaint.
3. The building administrator will then immediately contact the teacher and shall
keep the teacher informed of each contact and/or meeting with the complainant
and the substance thereof.
4. If satisfaction is not received from the teacher’s/building administrator’s
explanation, the complainant must fill out the “Request for Reconsideration”
form. These forms shall be initialed by the building administrator before being
given out. ONLY a building administrator may give out the “Request for
Reconsideration” form. This form must be completed before proceeding to the
steps outlined in paragraph five (5) of this section and within twenty (20) calendar
days of the alleged incident which formed the basis for the complaint. Copies of
the completed form must be sent to the Superintendent, the building
administrator, the employee and the AFT President within five (5) calendar days
of the date on the completed form.
5. Upon receipt of the “Form for Reconsideration”, the Superintendent may have the
alleged improper procedure discontinued for ten (10) calendar days or until the
following steps are completed:
a) The request will first be considered by a meeting of the person making the
request, the employee, his/her immediate supervisor, the building
representative and an AFT representative, if desired, by the employee.
This meeting will occur within ten (10) calendar days of the date this form
is received by the employee.
b) If necessary, further action will take the form of a second meeting to be
held within ten (10) calendar days of the meeting in paragraph 5-a. Present
at this meeting will be the employee, his/her immediate supervisor, an
AFT representative, if desired by the employee and two (2) members of
the administration and these parties will determine the merit of the
“Request for Reconsideration”.
c) In the event that:
1) the committee mentioned above in (b) cannot reach a unanimous
decision: or
2) the complainant is not satisfied with the decision rendered;
then all sides at this second meeting, including the persons who made the
original request, will present their views to the Board and the Board shall
consider the request only in executive session.
6. When a complaint against an Employee is found to have merit, the copy of the
form and the attendant materials will be filed in the Employee’s personnel file.
All other complaint forms will be filed in the office of the Superintendent or
his/her delegated representative. The form will include a place for the Employee’s
response and shall be listed as optional. The form will also include a place for the
Employee’s signature. The signature will be mandatory, but will not indicate
necessary agreement with the complaint but will serve as verification that the
Employee has seen the complaint.
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N. Disciplinary Action
1. If the appropriate supervisor, administration and/or Board feels that an Employee
has not performed his/her duties as listed in his/her job classifications and work
responsibilities list, notice shall be given in writing to said Employee of his/her
deficiencies and mention made that the lack of improvement or correction on
his/her part, may result in his/her termination.
2. If any disciplinary action is taken, it shall be appropriate and reasonable
according to the situation. In addition, the Employee disciplined will be given a
notice, in writing, specifying the action that is being taken.
3. Oral reprimands shall be done in a manner that will not embarrass the Employee
before other Employees or the public except in emergency cases where health and
safety are immediately affected.
O. Personnel Files
1. Upon written request, an Employee shall have the right to review and have
reproduced all material, with the exception of confidential references used by the
Employee to secure a position, in his/her District Office personnel file and in
his/her building personnel file.
Such review shall take place under the supervision of the designated District
Office or Building administrator concerned.
Reproduction of the non-confidential materials will be made only by District 365-
U. A nominal fee will be charged for this service.
2. No materials, derogatory to an Employee’s conduct, service, character, or
personality shall be placed in his/her files unless the Employee receives a copy of
said material and notification that said material is being placed in his/her files.
Confidential references and transcripts are excepted from the requirement. An
Employee shall have the right to answer such derogatory material within thirty
(30) calendar days in writing and his/her answer shall be attached to the
corresponding file material. The Employee’s reply must be specifically related to
the particular derogatory material in question.
3. Each Employee shall have the right to insert materials relevant to his/her service
in the District, including the right to answer any evaluatory statement of his/her
work performance and the right to add statements concerning his/her
qualifications as an Employee except as otherwise set forth in paragraphs 1, 2 and
3 above.
4. No confidential reference in an Employee’s District Office and Building
Personnel files shall be copied or made known to anyone other than appropriate
School District officials or through court subpoenas either during or after his/her
service in the District.
5. Upon written request, a list of the contents of each file will be kept on the cover of
the file. The Employee will compile the list and each item on the index will be
initialed by the Employee and the District or building administrator.
6. Upon advanced notice, any Employee may pick up his/her transcripts at the
District Office upon leaving District 365-U.
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P. Observation and Evaluation of Employees
1. Certified Educators:
The Board, Administration and the Union will collaborate and maintain the state
mandated performance evaluation plan for teachers consistent with the requirements
of Illinois Law. which as of the date this agreement is being ratified is found at 105
ILCS 5/24A1-20 and 23 Ill. Admin. Code Part 50. If the state laws addressing
teacher evaluation plans are amended, the District will comply with the law in effect
at that time. The procedural aspects shall be cooperatively developed and agreed
upon based on the Evaluation Study Committee’s recommendations. A committee
comprised of representative s from both the District and the Union shall convene on
an as needed basis to review and reach an agreement on procedural changes.
a. The provisions in this section and in Appendix V pertaining to certificated
Employees will be disseminated to all appropriate Employees as described in
Appendix A.
b. Departmental Observations of Non-Tenured Teachers
i. The purpose of the departmental observation is to help non-tenured
teachers attain their full professional potential as educators by giving
them aid, assistance and feedback.
ii. Secondly, the observation and associated form will aid the appropriate
building administrator in their guidance of the non-tenured teacher and
in the administrator’s evaluation of the teacher regarding continued
employment and the granting of tenure. The departmental observation
and associated form is not a formal evaluation. Formal evaluations are
the sole responsibility of the building administrator.
iii. The department chairperson will complete two observations for each
non-tenured teacher per year. Each observation shall not exceed thirty
(30) minutes.
iv. The observation form will be filled out in triplicate with one copy
given to the teacher, one to the appropriate building administrator and
one retained by the department chairperson.
v. The form will be signed and dated by the department chairperson and
the teacher. The teacher’s signature does not indicate concurrence but
merely that they have seen the completed form.
vi. The teacher shall have five (5) work days from the date they received
the form to respond to it, in writing, and have it as an attachment to the
observation form prior to it being forwarded to the building
administrator.
vii. As a condition for holding the position of Department Chair, the
employee must pass the Growth Through Learning training modules
mandated as a requirement by the State of Illinois prior to engaging in
the process.
viii. As a condition for holding the position of Department Chair, the
employee must pass the Growth Through Learning modules mandated
17
as a requirement by the State of Illinois prior to engaging in the
process.
c. Certified staff members may serve as Reflective Coaches for the purpose of
supporting educators in the reflection and goal-setting process of the
professional practice and student growth components of evaluations.
Reflective Coaches will not assign ratings, complete formal evaluations, or
determine employment status. Additionally, Reflective Coaches may not
conduct unscheduled observations or walkthroughs. Reflective Coaches may
not collect data beyond that which is necessary to assess the professional
practice and student growth of the employees, unless information is collected
to observe best practices for instructional support, in which case the teacher
being observed will receive advanced notice of the purpose of the visit.
i. In order to qualify for the position of a Reflective Coach, an employee
must have at least eight (8) years of teaching experience with at least
the last four (4) of those years being served consecutively in the Valley
View School District. Additionally, he or she must not have anything
less than an overall Proficient rating in any of the three (3) most recent
evaluations. If there are no viable candidates, Union and District
leadership can agree to alternative qualifications. These certified
members must, as a condition for holding the position of Reflective
Coach, pass the Growth Through Learning Modules mandated as a
requirement by the State of Illinois prior to engaging in the
process. The District will pay for the modules regardless of the
outcome of the individual certified employee. The certified employee
will receive no compensation for the time it takes to pass the modules.
These individuals must also partake in any other required state and/or
district trainings. For attendance at district trainings outside of the
normal school day, Reflective Coaches will be reimbursed at the
hourly rate of $31 per hour.
ii. Recommended staffing for Reflective Coach positions shall be as
follows, but individual staffing decisions are subject to the identified
need based on number of evaluations per building and may be adjusted
accordingly subject to the District administration’s discretion. At the
high school level, BHS may have a maximum of seven (7) Reflective
Coaches and RHS may have a maximum of four (4) Reflective
Coaches. Each will be given one (1) release period per day within
which he or she can accomplish the tasks relevant to the position.
At the middle school level, AVM, Humphrey, Jane Addams, and
Lukancic may each have a maximum of two (2) Reflective
Coaches. Brooks may have a maximum of three (3) Reflective
Coaches and STEP may have a maximum of one (1) Reflective
Coach. Each will be given one (1) release period per day within which
he or she can accomplish the tasks relevant to the position.
At the early childhood and elementary level, there may be a maximum
of six (6) full-release Reflective Coaches. Each Reflective Coach will
18
be assigned to work with educators at 2-4 sites, dependent upon need.
Every effort will be made for each Reflective Coach to have a
comparable workload, although some minor variance may exist based
on need at each site.
For related service providers, Reflective Coach positions may be
allocated to serve a district role for the designated group(s).
The District will review the proposed allocations and assignments with
the AFT on an annual basis or as needed.
iii. The recommendation for the staffing of these positions shall be made
by a joint committee of building/district administrators and certified
employees. Each committee shall include a Union representative from
the building or level being represented; the remaining Union members
shall be selected by building/district administrators. The amount of
members on the committee may be decided at each level, but the ratio
of certified members to administrators shall be 2:1.
iv. Each member on the committee will use a jointly developed rubric to
provide a quantitative rating of each applicant. An employee’s current
or past leadership role within the district (department chair, key leader,
coordinator, etc.) or lack thereof shall not be used as a determining
factor in the decision-making process.
v. Once all interviews are completed, the committee members will place
all rubrics into an envelope. The envelope will be sealed and signed
across the seal by all members.
vi. The AFT President and the Superintendent and/or his designee(s) will
be sent the sealed envelopes. They will evaluate the data and agree to
assign the positions to the candidates with the highest average ratings.
d. Any teacher who is placed on remediation will not be allowed to exercise
voluntary or involuntary transfer rights, and will not receive a raise until
he/she has successfully completed the remediation.
Pursuant to the Illinois School Code and provisions scheduled to take effect
during the life of this Agreement, the performance evaluations of teachers are
to include student growth as a significant factor in performance reviews. A
Joint Committee comprised of District representatives and Union
representatives will develop and incorporate the use of data and indicators on
student growth into the performance evaluation plans consistent with the
School Code. If the Joint Committee is not successful in timely developing
student growth into the performance evaluation plans consistent with the
School Code, the student growth components of the performance evaluation
plan developed by the Illinois State Board of Education will be used.
2. All Classified personnel shall be evaluated at least once a year.
a. A probationary employee may be evaluated within his/her one hundred twenty
(120) work day probationary period if concerns are noted.
3. The building or district administrator is encouraged to visit any Employee at any time
for any reason. Any evaluation with appropriate written comments may be made by
19
any evaluator at any time provided that the Employee receives a copy and has the
opportunity to reply to it.
4. If the building or district administrator is visiting any Certified Employee for the
purpose of making an evaluation, then he/she will adhere to the provisions of the
VVSD Educator Evaluation Plan.”
20
VALLEY VIEW COMMUNITY UNIT SCHOOL DISTRICT 365U
Classified Staff Evaluation Report _______________________ ___________________ ___________________
Employee Name Building Position
_______________________ ___________________
Date of Evaluation School Year
The purpose of this evaluation is to:
- recognize and reinforce effective job performance
- enhance communication between supervisor and employee
- assess domains of job performance
- identify existing performance goals
- provide a basis for employment recommendations
Rating Code: Excellent, Proficient, Needs Improvement, Unsatisfactory – E, P, NI, U
DOMAIN A: Skill and Knowledge Rating:
1. Possesses sufficient skill and knowledge to adequately perform responsibilities. _____
2. Seeks to broaden skill and knowledge in area(s) of responsibility. _____
3. Exhibits accuracy, thoroughness and effectiveness in carrying out duties. _____
Comments:
DOMAIN B: Problem Solving
1. Recognizes problems and concerns, and works towards prompt resolution with minimal direction. _____
2. Effectively communicates concerns to appropriate individuals in a timely fashion. _____
3. Makes sound and logical judgments. _____
Comments:
DOMAIN C: Planning, Organizing and Accomplishing Work
1. Follows directions. _____
2. Meets deadlines and schedules without compromising results. _____
3. Monitors work in progress, and informs supervisors when changes arise _____
to timelines or priorities.
Comments:
DOMAIN D: Attendance and Punctuality
1. Arrives on time for work. _____
2. Confers with supervisor regarding attendance related issues. _____
3. Overall attendance is within contractual parameters. _____
Comments:
DOMAIN E: Communicating and Working with Others
1. Develops and maintains positive working relationships with others. _____
2. Works cooperatively with others to resolve concerns. _____
3. Represents the District in a professional manner and fosters a collaborative working environment. _____
Comments:
DOMAIN F: Safety and Security
21
1. Understands and follows all safety guidelines and procedures. _____
2. Understands and follows all security guidelines and procedures. _____
3. Appropriately handles sensitive or confidential information. _____
Comments:
AREAS OF STRENGTH:
Comments:
OPPORTUNITIES FOR IMPROVEMENT:
Comments:
PERFORMANCE GOALS:
OVERALL RATING:
_____ EXCELLENT
_____ PROFICIENT
_____ NEEDS IMPROVEMENT
_____ UNSATISFACTORY
EMPLOYMENT RECOMMENDATION:
_____ Re-employment
_____ Improvement Plan
_____ Termination
My signature indicates that I have read this evaluation, participated in an evaluation conference and received a copy
of the evaluation. It does not necessarily mean that I am in agreement. I understand that I may attach a narrative
response within 30 calendar days after I have received a copy of the evaluation report and having attended a post
evaluation conference with the evaluator, I do_____ do not_____ concur with this evaluation.
________________________ __________________
Employee’s Signature Date
________________________ ___________________
Evaluator’s Signature Date
Copy to: Personnel File Human Resources Administrator Employee
22
Q. Employee Termination
1. Supervisory and administrative personnel shall make a written recommendation to
the Human Resources Administrator stating the reasons for termination after
following the steps in this Article, either sections H or P.
2. After Board action, the Human Resources Administrator shall notify the
Employee, where applicable and as required by the School Code and case law, of
his/her termination in writing, stating the reasons and termination date. A copy of
said notice shall be forwarded to the AFT President.
ARTICLE V
Educational Program
A. Teacher Load
1. The Board and the Administration shall adhere to the standards set forth by the
North Central Accrediting Association in determining class size and pupil-
Teacher ratio.
2. The AFT shall continue to work jointly with the Administration to resolve class
size and pupil-Teacher ratio problems as they arise. This provision does not
require joint agreement by the parties to this Agreement.
B. Textbook Selection
1. Textbooks and instructional materials, both print and non-print, are selected based
upon their quality, educational value and alignment to the Illinois Learning
Standards (Common Core) and must contribute to a general sense of the worth of
all individuals regardless of sex, race, religion, nationality, ethnic origin,
disability, or any other differences which may exist.
Textbooks and instructional materials shall be adopted consistent with provisions
of The Illinois School Code. The Superintendent shall recommend to the Board of
Education for consideration and adoption all textbooks and instructional materials
based upon the recommendations of the curriculum committees, the Educational
Services Department staff, and the Superintendent’s Liaison Committee on
Academics.
2. No textbooks or other materials mentioned above may be purchased until adopted
by the Board as prescribed by State Law.
C. Classroom Interruptions
Classroom interruptions, by individuals or intercom, are to be kept to a minimum and are
to be avoided whenever possible. When participating in walk-throughs and informal
observations, the Administration will ensure that there are limited classroom/student
interruptions. The District will make every effort to limit the loss of classroom
instructional time due to staff attending meetings, workshops and/or committee work.
23
D. Educational Duty
Employees are urged not to take time from their teaching/working duties or
educational/maintenance school time responsibilities for outside business, personal, or
organizational activities without prior arrangement with the building administrator. This
includes the planning/conference or rest periods.
E. Lunchroom/Playground Aides
The District shall employ Lunchroom/Playground Aides as determined by the
administration, to relieve K-5 Teachers of lunchroom duty, playground supervision, etc.
F. Paraprofessionals
1. The District shall employ a full-time paraprofessional for each self-contained
class of 35 or more students. For class sections (a group of students for one
period), of 35 or more, paraprofessional time shall be assigned for the equivalent
of each period with said enrollment, said paraprofessional will be assigned per the
above by October 1 of each school year. Exception to the above is where the AFT
and the Administration agree that such class can function adequately without a
paraprofessional. The following classes are excluded from the language which
provides for a paraprofessional in self-contained classes or sections of 35 or more
students: Band, Physical Education, Internal Suspension, Chorus, Study Hall.
2. The AFT and the Administration shall consider and resolve all requests for
Paraprofessionals.
3. If a sixth, seventh or eighth grade teacher in the middle school who is assigned to
teach reading, mathematics, language arts, science or social studies has more than
174 students per day, five (5) minutes of paraprofessional time will be allotted for
each student in excess of 174. The total allotted paraprofessional time in each
building will be allotted by the building principal to the appropriate individual(s).
4. Effective for the 2013/2014 school year and thereafter, each Middle School will
have a minimum of one clerical aide.
G. Building Activities
1. The AFT and the Board recognize the value of communication between parents
and teachers. Therefore, in addition to those individual situations which arise
from time to time during the course of the school year which will require parent-
teacher conferences, two (2) full days per year for elementary, middle and high
schools will be scheduled by the District for a formal program of parent-teacher
conferences. The second parent-teacher conference will be in lieu of the fourth
teacher institute day. Each building principal may establish an appropriate
schedule delineating the utilization of the time provided for this formal program
of conferences. In the event that a parent(s) cannot meet during the parent-teacher
conference day, the teacher and principal will arrange for an alternate conference
time for such parents.
Each building will hold conferences in the evening for two and a half (2.5) hours
and then for three (3.0) hours the next day. ISBE allows school districts to hold
conferences in the evening instead of during the school day. However, it is
24
ISBE’s position that if districts decide to hold conferences in the evening after a
regular full day of school, it can only be done provided that the evening
conference session and next morning conference session are the equivalent in
time of a full day of instructional time (minimum five (5) clock hours), and the
following morning conference session is a minimum of three (3) clock hours. If
conferences are held in the evening, teachers are required to teach all day before
the evening conferences, come back for two and a half (2.5) hours that evening,
and come back to school and hold conferences again the next day for no less than
three (3.0) hours. Compensatory time will be granted accordingly as determined
by the Superintendent or his/her Designee.
2. The Employees, administration, and the parents of the particular building
involved, shall continue to jointly work out the policies involving said building’s
other such activities. It is required that certified employees work open house
and/or curriculum night not to exceed two (2) hours annually between the two.
Classified Employees will be paid their hourly rate if they are required to work
open house and/or curriculum night.
3. The AFT and the Board recognize the importance of the various community
organizations and, therefore, encourage the active participation by Employees in
the numerous community activities which occur after work hours.
H. Student Teaching Program
Recognizing the desirability of assisting in the professional preparation of prospective
teachers, both parties agree to the following procedures for placement and assistance for
student-teachers:
1. Placement of student-teachers in the various grade levels shall be done in a
reasonable manner;
2. The immediate supervisor shall be consulted before placement;
3. Acceptance of student-teacher supervision shall be voluntary.
I. Tuition Reimbursement
1. Certified Employees
During the term of this agreement $360,000 will be allocated annually for the use
of tuition reimbursement. There shall be two (2) tuition reimbursement pay
periods, with $180,000 allocated for each period. When the requests exceed the
budget allocation, the per-credit reimbursement shall be adjusted pro-rata, and
documentation to that effect shall be provided to the Valley View Council. Any
teacher employed on a regular contract who has completed two (2) years of
satisfactory service and who has been notified of reemployment for the
succeeding year may apply for reimbursement of tuition cost incurred in a study
for credit at an accredited college/university (North Central, NCATE or
equivalent).
Content Area Coursework
All courses must be pre-approved for reimbursement by the Superintendent or
his/her designee using the following guidelines:
25
Reimbursement will be provided for courses taken in the Teacher’s current
content area, Special Education, the core content areas of Math, English,
Science and Social Studies and those courses that in the opinion of the
Superintendent or his/her Designee will enrich the teacher’s instructional
skills.
Reimbursement will be provided to teachers who have paid a tuition fee at
his/her own expense. No reimbursement shall be given for a course taken
with the use of a tuition waiver.
Tuition will be reimbursed after the course is completed and the Part II
Finalizing Request Form, official transcript and receipt showing proof of
payment has been submitted to the Human Resources administrator. A
grade of "B" or better or a "pass", if a pass/fail course is offered, must be
earned to qualify for tuition reimbursement.
Teachers will receive tuition reimbursement of two hundred and six
dollars ($206.00) per semester hour, to a maximum of twelve (12)
semester hours per year. Payment shall not exceed the actual cost per
credit. In the event the total approved requests exceed the dollar limitation
allocated, payments will be prorated on a per credit basis. The
reimbursement rate is based upon the rate in effect at the time of pre-
approval.
Teachers on a leave of absence will not be eligible for reimbursement. In
addition, teachers who submit an irrevocable notice of retirement to the
District will not be eligible for tuition reimbursement.
Video courses, on-line courses, travel courses and correspondence courses
would be eligible for tuition reimbursement if taken from an accredited
college/university, and if pre-approved by the Superintendent or his/her
designee.
The Part I Initializing Request Form shall be completed and submitted to
the Human Resources administrator prior to the start of the course. A
separate Part I Initializing Request Form must be completed for each
course submitted for approval. Part I Initializing Request Forms submitted
after the start of the course will be denied. A copy will be returned to the
employee, and the original will be kept on file. When the course is
completed, the employee shall submit the Part II Finalizing Request Form,
official transcript and the college/university receipt for payment of tuition
to the Human Resources administrator. Cancelled checks, credit card
statements, or money order receipts will not be sufficient.
In the event a teacher misses the first applicable deadline, he/she may
submit the Part II Finalizing Request Form provided that all coursework
submitted for reimbursement shall be submitted no later than twelve (12)
months after the course completion.
Completion of an approved Degree Program
Upon the completion of a pre-approved Master’s Degree, Certificate of Advanced
Study or Doctoral Degree in the field of Education or Educational Administration,
26
the Board of Education will reimburse teachers up to 24 semester hours at the rate
of one hundred twenty-eight dollars and seventy-five cents ($128.75) per hour.
All degree courses must be pre-approved for reimbursement by the
Superintendent or his/her designee using the following guidelines:
Reimbursement will be provided for approved programs in education that
lead to additional educational degrees.
Reimbursement will be provided to teachers who have paid a tuition fee at
his/her own expense. No reimbursement shall be given for a course taken
with the use of a tuition waiver.
Tuition will be reimbursed after the Part II Finalizing Request Form,
official transcript showing the conferred degree and receipt showing proof
of payment has been submitted to the Human Resources Administrator. A
grade of "B" or better or a "pass", if a pass/fail course is offered, must be
earned to qualify for tuition reimbursement.
Teachers will receive tuition reimbursement as listed above.
Reimbursement will only be allowable for those semester hours taken as
part of the degree program, by the employee after the pre-approval.
Courses taken prior to pre-approval for the degree program or as a
content/teaching area course are not eligible as part of the 24 semester
hours. Payment shall not exceed the actual cost per credit.
Video courses, on-line courses, travel courses and correspondence courses
required within the approved degree program would be eligible for tuition
reimbursement as long as they were part of the pre-approved degree
program and authorized by the Superintendent or his/her designee.
The Part I Initializing Request Form shall be completed and submitted
along with documentation from the College or University showing proof
of their enrollment in a degree program and the program requirements to
the Human Resources Administrator prior to the start of the program or
portion of the program for which the employee is requesting tuition
reimbursement. A copy will be returned to the employee, and the original
will be kept on file. When the program is completed, the employee shall
submit the Part II Finalizing Request Form, official transcript and the
college/university receipts for payment of tuition to the Human Resources
Administrator. Cancelled checks, credit card statements, or money order
receipts will not be sufficient.
A teacher who applies for tuition reimbursement must agree to remain a full time
teacher in Valley View School District (in writing) for a minimum of one (1)
complete school year after payment of such reimbursement. If through his/her
choice, employment is terminated before completing one (1) full school year of
service after each such reimbursement, he/she will repay Valley View School
District for such professional reimbursement.
Reimbursement shall be calculated from each July 1, through the following June
30. There shall be two (2) tuition reimbursement pay periods. The first pay period
shall be prior to the December Winter Break with the deadline for submitting Part
27
II Finalizing Request Forms, official transcripts and receipts to the Human
Resources administrator by the preceding October 15. The second pay period
shall be no later than the week of the first school board meeting in June with the
deadline for submitting Part II Finalizing Request Forms, official transcripts and
receipts to the Human Resources administrator by the preceding April 15. In the
event a teacher misses the first applicable deadline, he/she may submit the Part II
Finalizing Request Form provided that all coursework submitted for
reimbursement shall be submitted no later than twelve (12) months after the
course completion.
Tuition reimbursement shall be issued on a separate check from the regular
payroll check.
2. Classified Employees
The Board of Education will contribute towards the tuition cost of Classified
Employees for pre-approved undergraduate/graduate level courses. During the
term of this agreement $46,000 will be allocated annually for the use of tuition
reimbursement. There shall be two (2) tuition reimbursement pay periods, with
$23,000 allocated for each period. When the requests exceed that budget
allocation, the per-credit reimbursement shall be adjusted pro-rata, and
documentation to that effect shall be provided to the Valley View Council. Any
Classified Employee employed on a regular full-time employee contract who has
completed two (2) years of satisfactory service and who has been notified of
reemployment for the succeeding year may apply for reimbursement of tuition
cost incurred in a study of credit at an accredited college/university (North
Central, NCATE or equivalent).
Field of Employment Courses
All courses taken within their field of employment must be pre-approved for
reimbursement by the Superintendent or his/her designee using the following
guidelines:
Reimbursement will be provided for courses taken within their field of
employment as approved by the Superintendent or his/her designee
Reimbursement will be provided to Classified Employees who have paid a
tuition fee at his/her own expense. No reimbursement shall be given for a
course taken with the use of a tuition waiver.
Tuition will be reimbursed after the Part II Finalizing Form, official
transcript and receipt showing proof of payment have been submitted to
the Human Resources administrator. A grade of “B” or better or a “pass”,
if pass/fail course is offered, must be earned to qualify for tuition
reimbursement.
Classified Employees will receive tuition reimbursement of one hundred
fifty-four dollars and fifty cents ($154.50) per semester hour, to a
maximum of six (6) semester hours per year. Payment shall not exceed
the actual cost per credit. In the event the total approved requests exceed
the dollar limitation allocated, payments will be prorated on a per credit
28
basis. The reimbursement rate is based upon the rate in effect at the time
of pre-approval.
Classified Employees on a leave of absence will not be eligible for tuition
reimbursement. In addition, Classified Employees who submit an
irrevocable notice of retirement to the District will not be eligible for
tuition reimbursement.
Video courses, on-line courses, travel courses and correspondence courses
would be eligible for tuition reimbursement if taken from an accredited
college/university, and if pre-approved by the Superintendent or his/her
designee.
The Part I Initializing Request Form shall be completed and submitted to
the Human Resources administrator prior to the start of the course. A
separate Part I Initializing Request Form must be completed for each
course submitted for approval. Part I Initializing Request Forms submitted
after the start of the course will be denied. A copy will be returned to the
employee, and the original will be kept on file. When the course is
completed, the employee shall submit the Part II Finalizing Request Form,
official transcript and the college/university receipt for payment of tuition
to the Human Resources administrator. Cancelled checks or money order
receipts will not be sufficient.
In the event a Classified Employee misses the first applicable deadline,
he/she may submit the Part II Finalizing Request Form provided that all
coursework submitted for reimbursement shall be submitted no later than
twelve (12) months after the course completion.
Completion of an Education Degree
Upon the completion of a pre-approved Associate or Bachelor degree in the field
of education, the Board of Education will reimburse Classified Employees up to
24 semester hours at the rate of eighty-seven dollars and fifty cents ($87.50) per
semester hour.
All programs must be pre-approved for reimbursement by the Superintendent or
his/her designee using the following guidelines:
Reimbursement will be provided for approved programs in education that
lead toward teacher certification.
Reimbursement will be provided to Classified Employees who have paid a
tuition fee at his/her own expense. No reimbursement shall be given for a
course taken with the use of a tuition waiver.
Tuition will be reimbursed after the Part II Finalizing Form, official
transcript and receipt showing proof of payment have been submitted to
the Human Resources Administrator. A grade of “B” or better or a “pass”,
if pass/fail course is offered, must be earned to qualify for tuition
reimbursement.
Classified Employees who submit an irrevocable notice of retirement to
the District will not be eligible for tuition reimbursement.
Video courses, on-line courses, travel courses and correspondence courses
required within the approved degree program would be eligible for tuition
29
reimbursement as long as they were part of the pre-approved degree
program and authorized by the Superintendent or his/her designee.
A Classified Employee who applies for tuition reimbursement must agree to
remain in Valley View School District (in writing) for a minimum of one (1)
complete school year after payment of such reimbursement. If through his/her
choice, employment is terminated before completing one (1) full school year of
service after each such reimbursement, he/she will repay Valley View School
District for such professional reimbursement.
Reimbursement shall be calculated from each July 1, through the following June
30. There shall be two (2) tuition reimbursement pay periods. The first pay period
shall be prior to the December Winter Break with the deadline for submitting Part
II Finalizing Request Forms, official transcripts and receipts to the Human
Resources administrator by the preceding October 15. The second pay period
shall be no later than the week of the first school board meeting in June with the
deadline for submitting Part II Finalizing Request Forms, official transcripts and
receipts to the Human Resources administrator by the preceding April 15. In the
event a Classified Employee misses the first applicable deadline, he/she may
submit the Part II Finalizing Request Form provided that all coursework
submitted for reimbursement shall be submitted no later than twelve (12) months
after the course completion.
Tuition reimbursement shall be issued on a separate check from the regular
paycheck.
30
PART I – INITIALIZING REQUEST
REQUEST FOR CERTIFIED TUITION REIMBURSEMENT (Print or type and submit to Human Resources Office for approval)
*Core Content Coursework is defined as for courses taken in the Teacher’s current content area, Special Education, the core content areas of Math, English, Science and Social Studies and those courses that in the opinion of the Superintendent or his/her Designee will enrich the
teacher’s instructional skills.
I certify that I understand that according to the contractual agreement I am to be employed on a regular contract and have completed two years of
satisfactory service and have been notified of reemployment for the succeeding year to apply for reimbursement of tuition cost incurred in a study for credit at an accredited college/university (North Central, NCATE or equivalent). I also understand that I will receive tuition reimbursement of
$128.75 per semester hour up to a maximum of 24 hours upon completion of a pre-approved degree program or $206.00 per semester hour up to
a maximum of twelve (12) semester hours per year for pre-approved coursework completed in a core content area. In the event the total approved
requests exceed the dollar limitation allocated, payments will be prorated on a per credit basis. It is my responsibility to make full payment for
the course I intend to take. I understand that I will receive tuition reimbursement, per the guidelines, after successfully completing a pre-approved
degree or content area course, per contractual agreement, and submitting official transcripts, payment receipts for the degree/content area course, and the Part II Finalizing Request form. I understand that I am responsible for any educational expense reimbursement in accordance with
current tax codes. As a teacher who has received reimbursement under this program, I commit to working for Valley View School District 365U
for one (1) complete school year following the final expense reimbursement I receive. I understand that if I choose to terminate my employment before completing one (1) full school year of service, I will repay Valley View School District for such professional reimbursement.
Tuition reimbursements are not taxable or reportable to TRS, therefore a separate check will be issued. I understand that tuition reimbursement shall be calculated from each July 1 through the following June 30. Tuition reimbursements will be paid in December and June. I understand
that the Part I Initializing Request form must be completed and submitted to the Human Resources Administrator PRIOR TO the start
of the Degree/Core Content course and that a separate Part I Initializing Request form must be completed for each degree program or
content area course submitted for approval. I also understand that the Part II Finalizing Request form, official transcript and receipt
must be submitted to the Human Resources Administrator by October 15th to ensure payment in December and by April 15th to ensure
payment in June. I understand that all coursework submitted for reimbursement shall be submitted no later than twelve (12) months after the
course completion.
_______________________________________________________ ___________________________________
Applicant Signature Date
TO BE COMPLETED BY THE EXECUTIVE DIRECTOR FOR HUMAN RESOURCES OR DESIGNEE Degree program or Core Content Coursework is allowable within the guidelines as specified by contract. ___Yes ___No
I certify that the applicant is eligible to request reimbursement according to the guidelines and pending satisfactory completion of Part II of this request.
_________________________________________________ ___________________________________
Executive Director for Human Resources Date
Name (Please Print or type) Employee ID Number
School Position
Degree Program
($128.75 per semester hour) *Core Content Coursework
($206 per semester hour)
University:_________________________________________
Start Date:_________________________________________
Expected End Date: ________________________________
Expected Degree ___________________________________
Major: ___________________________________________
Total Credit Hours for Degree _______________________
________ Degree course requirements must be attached
University:__________________________________
Course Title: ________________________________
Course #: ___________________________________
# Semester hours_____________________________
Start Date: ____________ End Date: ___________
Is this also part of a Degree program you are enrolled
in? ____Yes ____ No
If yes, list Degree and Major
______________________________________________
31
PART II – FINALIZING REQUEST
REQUEST FOR CERTIFIED TUITION REIMBURSEMENT
(Print or type and submit to Human Resources Office for approval)
Applicant’s Name School Home Address City / State / Zip Code
Reimbursement Request is for: DEGREE PROGRAM ____________ Yes ____________ No ($128.75 per semester hour up to 24 semester hours) Degree/Major: ______________________________________________________________________ Date Degree Conferred: _____________________________________________________________
Reimbursement Request is for: CORE CONTENT COURSEWORK ____________ Yes ____________ No ($206.00 per semester hour up to 12 semester hours per year) Course Title Course # Credit Hours Course Title Course # Credit Hours Course Title Course # Credit Hours
Applicant has submitted the following: (attached)
1. Course receipt(s) confirming payment for credit. Yes No
2. Official transcripts. Yes No
The transcripts indicate the applicant received
an “A” or “B”; or a “P” for Pass/Fail degree program or content area course.
Total Reimbursement if Applicable: $__________________
I understand that if ALL of the required documents are not submitted to the Human Resources Administrator by October 15
th for the December payout and by April 15
th for the June payout, this form will be returned to me
and will be subject to processing during the next two processing deadlines, provided the required forms are timely submitted and that all coursework submitted for reimbursement shall be submitted no later than twelve (12) months after the course completion.
_______________________________________________ _____________________
Employee Signature Date
_______________________________________________ ______________________
Executive Director for Human Resources Date
32
PART I – INITIALIZING REQUEST
REQUEST FOR CLASSIFIED TUITION REIMBURSEMENT
(Print or type and submit to Human Resources Office for approval)
I certify that I understand that according to the contractual agreement I am to be employed on a regular contract and have completed two years of satisfactory service and have been notified of reemployment for the succeeding year to apply for reimbursement of tuition cost incurred in a study
for credit at an accredited college/university (North Central, NCATE or equivalent). I also understand that I will receive tuition reimbursement of
$87.50 per semester hour up to a maximum of 24 hours upon completion of a pre-approved degree program or $154.50 per semester hour up to a maximum of six (6) semester hours per year for pre-approved coursework completed in field of employment. In the event the total approved
requests exceed the dollar limitation allocated, payments will be prorated on a per credit basis. It is my responsibility to make full payment for
the course I intend to take. I understand that I will receive tuition reimbursement, per the guidelines, after successfully completing a pre-approved
degree or content area course, per contractual agreement, and submitting official transcripts, payment receipts for the degree/field of employment
course, and the Part II Finalizing Request form. I understand that I am responsible for any educational expense reimbursement in accordance
with current tax codes. As a teacher who has received reimbursement under this program, I commit to working for Valley View School District 365U for one (1) complete school year following the final expense reimbursement I receive. I understand that if I choose to terminate my
employment before completing one (1) full school year of service, I will repay Valley View School District for such professional reimbursement.
I understand that tuition reimbursement shall be calculated from each July 1 through the following June 30. Tuition reimbursements will be paid
in December and June. I understand that the Part I Initializing Request form must be completed and submitted to the Human Resources
Administrator PRIOR TO the start of the Degree/field of employment course and that a separate Part I Initializing Request form must
be completed for each degree program or field of employment course submitted for approval. I also understand that the Part II
Finalizing Request form, official transcript and receipt must be submitted to the Human Resources Administrator by October 15th to
ensure payment in December and by April 15th to ensure payment in June. I understand that all coursework submitted for reimbursement
shall be submitted no later than twelve (12) months after the course completion.
_________________________________________________________ ___________________________________
Applicant Signature Date
TO BE COMPLETED BY THE EXECUTIVE DIRECTOR FOR HUMAN RESOURCES OR DESIGNEE
Degree program or Field of Employment coursework is allowable within the guidelines as specified by contract. ___Yes ___No
I certify that the applicant is eligible to request reimbursement according to the guidelines and pending satisfactory completion of Part II of this
request.
_________________________________________________ ___________________________________
Executive Director for Human Resources Date
PART II – FINALIZING REQUEST
Name (Please Print or type) Employee ID Number
School Position
Degree Program
($87.50 per semester hour) Field of Employment Coursework
($154.50 per semester hour)
University:_________________________________________
Start Date:_________________________________________
Expected End Date: ________________________________
Expected Degree ___________________________________
Major: ___________________________________________
Total Credit Hours for Degree _______________________
________ Degree course requirements must be attached
University:__________________________________
Course Title: ________________________________
Course #: ___________________________________
# Semester hours_____________________________
Start Date: ____________ End Date: ___________
Is this also part of a Degree program you are enrolled in?
____Yes ____ No
If yes, list Degree and Major
______________________________________________
33
REQUEST FOR CLASSIFIED TUITION REIMBURSEMENT
(Print or type and submit to Human Resources Office for approval)
Applicant’s Name School Home Address City / State / Zip Code
Reimbursement Request is for: DEGREE PROGRAM ____________ Yes ____________ No ($87.50 per semester hour up to 24 semester hours) Degree/Major: ______________________________________________________________________ Date Degree Conferred: _____________________________________________________________
Reimbursement Request is for: FIELD OF EMPLOYMENT COURSEWORK ____________ Yes ____________ No ($154.50 per semester hour up to 6 semester hours per year) Course Title Course # Credit Hours Course Title Course # Credit Hours Course Title Course # Credit Hours
Applicant has submitted the following: (attached)
1. Course receipt(s) confirming payment for credit. Yes No
2. Official transcripts. Yes No
The transcripts indicate the applicant received
an “A” or “B”; or a “P” for Pass/Fail degree program or field of employment course.
Total Reimbursement if Applicable: $__________________
I understand that if ALL of the required documents are not submitted to the Human Resources Administrator by October 15
th for the December payout and by April 15
th for the June payout, this form will be returned to me
and will be subject to processing during the next two processing deadlines, provided the required forms are timely submitted and that all coursework submitted for reimbursement shall be submitted no later than twelve (12) months after the course completion. _______________________________________________ _____________________
Employee Signature Date
_______________________________________________ ______________________
Executive Director for Human Resources Date
TO BE COMPLETED BY ASSISTANT SUPERINTENDENT FOR HUMAN RESOURCES
Course is allowable within the guidelines of course options as specified by contract. Yes No
I certify that the applicant is eligible to request reimbursement according to the guidelines and pending satisfactory completion of Part II of this Request.
_______________________________________________ ______________ Assistant Superintendent for Human Resources Date
34
J. Mentoring
1. All certified staff members new to Valley View School District (VVSD) will be required
to participate and complete the New Teacher Induction and Mentoring Program. There is
no opt out provision. The program consists of New Teacher Orientation, and four years
of trainings; building-level meetings; district-level meetings; face-to-face meetings for
reflection on planning, assessment, and classroom environment; instructional methods
with a designated mentor; peer observations (in-person and/or video-taped) with
reflective collaboration with mentor; and observations of colleagues.
2. With the exception of peer observations, the New Teacher Induction and Mentoring
Program activities will occur outside of the contractual workday. New Teachers
participating in the New Teacher Induction and Mentoring Program will not receive
additional pay for attendance or participation in the Program activities described above.
New Teachers will, however, receive professional development clock hours, when
applicable, for use towards licensure renewal.
3. At any time when it is agreed to be appropriate, the Union and the District may convene a
committee to review and amend the mentoring program that follows the State
requirements and meets the needs of the District and its Teachers.
4. Mentors will receive the hourly rate of $35.00 for non-student contact time used for face-
to-face conferencing with protégés. Any limitations to the number of face-to-face
conferencing hours allowable for compensation are subject to the program guidelines.
Teachers identified by the Professional Development department to facilitate District-led
meetings with New Teachers will be compensated at the hourly rate provided for in this
Agreement.
5. Mentors are required to attend training meetings to remain eligible to mentor. Mentors
will be able to participate in training meetings at their convenience, depending on the
availability of training sessions. Training meetings offered only during times outside of
the contractual day will be compensated at a daily stipend rate equivalent to the substitute
teacher rate of pay. This daily rate will be pro-rated based on the number of hours
devoted to training.
K. Early Childhood Center
Representatives from the Early Childhood Center, the AFT, and the District shall meet
annually to discuss how best to honor the Early Childhood Center Employees’ rights to a
duty-free lunch, planning time, and breaks. All discussions will take into account the
guidelines of any Early Childhood grant money the District is receiving at that time.
ARTICLE VI
Working Conditions
A. Physical Examination
The laws of the State of Illinois require all new Employees to provide evidence of
physical fitness to perform duties assigned and freedom from communicable diseases.
Such evidence shall consist of a physical examination made by a licensed physician not
more than ninety (90) calendar days preceding the time of presentation to the Board. The
cost of said initial examination shall rest with the Employee.
35
All subsequent physical examination required by the Board, thereafter, shall be at the
expense of the Board.
B. Regular Assignment policies
1. Employees are employed to serve the needs of the District in those areas in which
they are highly qualified consistent with state and federal guidelines. Any
assignment of an Employee outside of this scope shall be temporary and for good
cause.
2. Teachers and Paraprofessionals new to the District will continue to sign
individual contracts when hired. A copy of a new Teacher’s, Temporary
Teacher’s and Paraprofessional’s Contracts can be found in Article VI.B of this
Agreement. All other employees on continued contractual service and
paraprofessionals employed for the school year will be provided with the District
school year calendar which sets forth the dates of employment.
3. Departments and grade levels, in so far as possible, will determine Employee
assignments based on the master schedule and sound educational principles.
4. Whenever possible, the District will hire Teachers, Nurses, and Paraprofessionals
qualified in the particular area in which they will work as substitutes for Teachers,
Nurses, and Paraprofessionals.
5. Paraprofessionals shall not be utilized as substitutes for or replacements for
Teachers nor shall they be expected to cover classes because of the unavailability
of Teachers. If mutually agreeable, however, Paraprofessionals who are fully
certificated as Teachers, may be employed as substitutes for or replacements for
Teachers. Payment for said employment shall be according to the appropriate
sections of the Teachers’ Salary provisions.
6. The Chairperson or immediate supervisor shall be consulted in all matters relating
to his/her department or grade level and its personnel except when impossible.
7. Based on available information, each Employee shall be notified of a tentative
work assignment for the following school year prior to May 1st of the present
school year. Changes in assignment subsequent to the above date shall be made
only when necessary to implement the educational and maintenance program, and
any Employee so affected shall be given prompt, written notification of change.
36
37
38
39
40
C. Daily Schedule
1. Each full-time Employee shall have a duty free lunch period of no less than thirty
(30) minutes.
a. The Elementary Teachers lunch period will be expanded from 30 minutes
to 35 minutes daily.
b. All other Teachers follow School Code provision.
c. The Employee is not required to remain on District property during his/her
lunch period.
2. The Pre-K, Elementary and Middle School Teacher’s normal work day shall
begin 30 minutes before first period and end 10 minutes after the last period. The
High School Teacher’s work day shall begin 15 minutes before first period and
end 25 minutes after the last period. Each full-time Teacher shall be granted a
minimum of one (1) daily planning period as part of his/her normal work day.
The ten (10) minutes before the first period and the five (5) minutes after the last
period in C.2.a. shall not be used to extend professional development time.
On Institute days all buildings will follow the same work schedule. The work
schedules for those full-time employees who work 185 days will be:
Pre-K, Elementary, Middle and High School – 8:00 a.m. - 2:50 p.m. Other
employees will work their normal work hours.
Pre-K, Elementary and Middle School teachers will follow their daily current
schedule except for on Friday’s or when the last day of the week falls on a
different day in which they will be able to arrive to school 20 minutes after the
contractual start time. Their professional development time on Fridays will be
banked on a monthly basis to be used one day a month after students leave for
district professional development, which will not exceed 1 hour (60 minutes) past
their contractual time.
High School teachers will follow the current daily schedule except for the first
day of the week and the last day of week on which they will be able to leave 10
minutes prior to the contractual end time.
The 60 minutes of banked professional development time will be added to the
Early Release day for middle and high school teachers, except when the Early
Release day has been cancelled due to unforeseen circumstances (i.e. inclement
weather, school closings, and security concerns).
When that occurs, the 60 minutes of professional development time will be
rescheduled for another day, except Fridays following the end of the contractual
day.
The 20 minutes in the morning for elementary and middle school and the 20
minutes after the students are dismissed for the high school will still be
considered student non-contact time and used by the teachers at their discretion
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for the following, but not limited to: preparation, team/grade/subject
collaboration, retakes, tutoring, viewing GCN modules.
3. The Middle School Teacher’s day shall consist of seven periods as follows:
a) Six (6) periods of six (6) academic/special classes of equal length
(including Art, Music, P.E., Vocational Education) with no additional
student/teacher contact time, and one (1) planning period.
b) Five (5) periods of five (5) academic/special classes of equal length
(including Art, Music, P.E., Vocational Education) and one (1) planning
period. This configuration may include one (1) duty period limited to
lunchroom supervision, internal suspension or hall duty.
4. The following will be adhered to regarding planning period time, except under
extraordinary circumstances when the input of a majority of staff members
involved would be considered:
a) Elementary teachers (K-5) shall be granted a minimum of thirty (30)
consecutive minutes planning time per day.
b) Middle/Jr. High and High School teachers shall be granted a minimum
planning period equivalent to one regular class period per day.
5. All Paraprofessionals and Classified Nurses will work a seven (7) hour work day.
Those work schedules shall be staggered and aligned with elementary, middle and
high school student arrival or dismissal time provided such work schedules shall
not begin more than 30 minutes before student arrival time or end 30 minutes
after student dismissal time.
6. All Classified Employees shall be allowed a fifteen (15) minute rest period in the
morning and a fifteen (15) minute rest period in the afternoon.
Professional development time may include, but is not limited to:
• Training and staff development
• Curriculum development and alignment
• Analyzing student learning results and educator’s impact on student
learning
• Grade level and/or departmental articulation
• Development of common assessments
• Developing action plans aligned to school, district or state improvement
goals
• Team building and planning
• Informational staff meetings
• Student problem solving meeting
• Student academic intervention services
In the development of the District’s professional development offerings, each building
administrative team will partner with a group of certified members and seek their input and
feedback as to how to craft monthly professional development so it is useful, productive,
meaningful and serves to advance established district building goals. The building team,
known as the Visible Learning Team, will also include an appointed PD Representative(s)
who will engage as an active team member. The appointed PD Representative(s) will be
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decided by a vote of the teachers in each building; however, current team members will have
the right to serve as PD Representative prior to seeking candidates outside of the committee.
The PD Representative(s) will be compensated with an annual stipend of $750 each for their
duties above and beyond the normal work of the team. The Union will be represented by a
maximum of five PD Representatives at each high school, three members at each middle
school, two members at each elementary school (one member representing grades K-2; the
other representing grades 3-5), one member in STEP, and two members in the early
childhood program.
The purpose of the PD Representative is to increase two-way communication between the
staff as a whole and the planning committee and administration as well as increase
transparency in the process identifying needs, creating learning opportunities and reflecting
on implementation.
Must serve on the professional development committee (known as the Visible
Learning Team)
Responsible for regularly reporting out to staff through written or electronic means
regarding work of the VL team (minimum of 1 x per month)
Responsible for collecting staff voice and bringing input to the committee to use to
identify needs and create/adjust plans (through written or electronic means)
Responsible for collecting staff voice to assess professional learning opportunities
that are being provided in alignment with building and district goals to determine if:
Staff found professional development relevant to their role
Staff found professional development valuable to support their growth
Staff found reflection and collaboration associated with professional
development to be meaningful
If more than one representative is identified in each building, the representatives are
expected to work collaboratively with one another to collect staff voice and
communicate with staff and administration
Administrators have an obligation to be responsive to the need of the teachers as
specified in the survey results in relation to educator growth and achievement.
D. Student Medication
No Teacher, Paraprofessional or Supportive Staff member will be required to administer
medication to a student.
E. School Calendar
The AFT Calendar Committee shall continue to work jointly with the administration in
establishing the working school year calendar. This provision does not require joint
agreement by the parties to this Agreement.
F. Employees’ Meetings
1. There shall be no more than one (1) general Employees’ meeting per month at the
building or District level under the direction of the Superintendent, Building
administrator or their representatives. Said meeting shall be mandatory for all
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Employees and shall not extend more than one (1) hour past the Employee’s
normal work day. However, if agreeable to the majority of the Employees
involved, said meeting may be held an (1) hour or less before the beginning of the
Employee’s normal work day. An Employee may be excused from said meeting
only by the person in charge of the meeting.
2. If more than one (1) general meeting is called per month at the building or District
level, Employee attendance shall be voluntary for this meeting. However, a
general building or District level meeting held during or as part of the Employee’s
normal work day shall be mandatory.
3. In the event of a true emergency the administration may schedule an additional
general Employees’ meeting during a month at which attendance shall be
mandatory.
4. Each chairperson or immediate supervisor is urged to schedule meetings when
dictated by sound educational principles, and all employees in said department or
grade level shall attend said meetings. In the event that more than one meeting per
month is necessary, it shall be scheduled to address an emergency situation or
pressing department/grade level matters only that cannot reasonably be handled
by individual contact or by written communication from the chairperson.
5. The Board recognizes the right of the AFT to hold its regular monthly scheduled
meeting. Inasmuch as the AFT schedules its monthly meeting on the second
Wednesday of each month, the District agrees that, it will not schedule any
employee meetings on the second Wednesday.
6. Any deviation from the meeting schedule herein presented may be made by
mutual agreement.
7. Whenever possible, important information will be disseminated by use of
bulletins or e-mails in lieu of calling meetings.
G. Double or Split Sessions
In the event of double or split sessions, the AFT and the administration will meet to
discuss resulting Employee problems.
H. Job Classification and Work Responsibility
1. All Employees shall have job classifications and work responsibilities assigned to
them in writing. These classification and responsibilities shall be issued to said
Employees upon hiring.
2. The Board agrees to discuss and consider any major and important changes in
existing work rules and job responsibilities or any major changes in job
classification or creation of new positions within the bargaining unit with the
AFT.
3. Daily job assignment for Teachers is the responsibility of the appropriate
immediate supervisor in consultation with the appropriate administrator.
4. Daily job assignment for Nurses within each building is the responsibility of the
appropriate immediate supervisor in consultation with the appropriate
administrator.
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5. Daily job assignment for Classified Employees except Support Staff within each
building is the responsibility of the appropriate immediate supervisor in
consultation with the appropriate administrator.
a) The Classroom Paraprofessional supports and assists the Teacher in the
classroom in achieving the aims, objectives and goals of the District’s
educational program. Immediate job assignment is the responsibility of the
Teacher.
b) The Clerical Paraprofessional performs tasks such as record-keeping,
inventory, arranging for Teacher materials, etc. Immediate job assignment
is the responsibility of the Teacher.
c) The Learning Resource Center Paraprofessional performs various tasks to
extend the service of the school learning resource center to all children and
Teachers in the school under the direction of the librarian.
d) The Security Staff and Lead Security Staff perform tasks associated with
promoting and facilitating school, student, and staff safety and security.
6. For Supportive Staff Employees:
a) Daily job assignment within each building relative to custodians and 9
month security persons are the responsibility of the appropriate immediate
supervisors in consultation with the appropriate administrators.
b) Daily job assignment for maintenance Employees will be considered
District responsibility under the Director of Facility Operations.
Immediate job assignment is the responsibility of the working Leadman in
conjunction with the building administrator.
c) Daily job assignment for the District Facility Operations Employees is
considered district responsibility under the Director of Facility Operations.
Immediate job assignment is the responsibility of the working Leadman.
d) Daily job assignment for the transportation Employees is considered
District responsibility under the Director of Transportation or designee.
7. Immediate supervisors of Employees shall be responsible for the jobs to be
completed by said Employees consistent with the Employee’s job description.
I. Lead Security Staff Work Calendar, Week and Hours
1. The Lead Security Staff shall work the same school calendar as other teachers and
Paraprofessionals. Similar to teachers and Paraprofessionals, the Lead Security
Staff shall not work contractual holidays, including July 4th, Thanksgiving,
Winter and Spring Breaks. They shall be employed 48 more days than the
teachers’ and Paraprofessionals’ regular 185 day contract. The additional 48 days
shall be fulfilled during the summer months of June, July, and August. The Lead
Security Staff Employee shall work an 8 hour day. The basic work week for Lead
Security Staff Employees normally shall consist of five (5) regularly scheduled
workdays within the workweek. Normally, there shall be two (2) regularly
scheduled consecutive days off. Neither of these two (2) days shall be considered
as part of the basic work week. All hours worked in a week over the regular forty
(40) hours will be considered overtime and shall be paid at the rate of time and
one-half for said hours worked. If these individuals choose to work an after-hour
event, they shall be paid the regular event pay.
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J. Supportive Staff Work Week
1. The basic work week for Supportive Staff Employees normally shall consist of
five (5) regularly scheduled work days within the work week. Normally there
shall be two (2) regularly scheduled consecutive days off. Neither of these two (2)
days shall be considered as part of the basic work week even though the
Supportive Staff Employee may be scheduled to work either or both of these days.
K. Supportive Staff Work Hours
1. Any Supportive Staff Employee working less than forty (40) hours will be
considered a part-time Employee.
2. All full-time Supportive Staff Employees covered under this Agreement will be
guaranteed forty (40) hours of work per week.
3. All hours worked in a week over the regular forty (40) hours (See Article X,
Section B, for additional information pertaining to 40-hour guidelines) will be
considered overtime and will be paid at the rate of time and one-half for said
hours worked. Time and one-half plus regular pay is paid for working on the
holidays listed in this Agreement. (This amounts to double time and one-half for
holiday pay.)
4. Each Supportive Staff Employee will have a work day divided into two (2) parts
each separated by an unpaid lunch period of thirty (30) minutes, as determined by
immediate supervisor. A rest period of fifteen (15) minutes shall be permitted
once in each four (4) hour part. Lunch period and breaks cannot be combined and
used at the end of the day.
5. Working hours for Supportive Staff Employees will be at the discretion of the
appropriate Director. A twenty-four (24) hour notice for change of regular hours
(Monday thru Friday) shall be given. (See section I of this Article for the
exception.)
6. The twenty-four (24) hour notice for change of regular hours may be waived if
mutually agreed upon.
L. Time Clocks
1. All Supportive Staff Employees will observe regular working hours and will use
the District’s current Timekeeper System. When the timekeeper system is not
available, the Supportive Staff Employee will write in the beginning and ending
time on a designated timesheet and have it authorized by the immediate
supervisor. Everyone must comply with this regulation. No Supportive Staff
Employee shall punch the timekeeper system for any other person. Anyone found
punching in or out for another Employee will be subject to immediate dismissal.
2. Each Supportive Staff Employee shall be allowed to take ten (10) minutes of
shift-time at the end of his/her shift for clean-up of equipment and himself/herself.
M. Board Obligation for Legal Support
The Board shall provide all legal support and defense of Employees in cases arising out
of the course of employment as may be required by the School Code.
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N. Theft of or Damage to Employee Personal Property
1. If, through no fault of the Employee, the personal property (excluding cash) of an
Employee is stolen or vandalized on District premises or while the property is
being used by the Employee on District business the Board shall reimburse the
Employee for his loss, or shall replace the property, provided that the Employee
first reports the loss to the Police Department.
2. No claim for loss shall be honored by the Board for any property stolen or
vandalized on District premises unless, prior to the loss, the Employee had
completed and filed with the appropriate supervisor or member of the
administration a Personal Property Statement Form, a copy of which appears in
Article VI.P of this Agreement, describing the property.
3. This section shall apply only to property valued in the amount of Fifty Dollars
($50.00) or more.
4. To the extent that the Employee may recover his loss through insurance coverage
in effect on any property which is stolen or vandalized the Board shall be relieved
of any obligation to reimburse the Employee for his loss.
O. Safety
1. All Employees will follow all safety procedures and no Employee shall be
required to work in an unsafe environment that would jeopardize the Employee’s
personal safety.
2. Safety manuals will be furnished providing safety guidelines.
3. Each party to this Agreement shall designate members for a standing safety
committee to meet periodically.
P. Employees’ Facilities
The Building administrator of each building will work with a committee of Employees
from their building in the selection of a room, if available, separate from the present
Employee dining area, to be designated as an Employee work-study area. This room will
be furnished with necessary equipment.
Q. Tool Requirements
All Mechanics shall furnish small hand tools while the Board shall furnish all heavy duty
tools. In the event of a difference in opinion as to what constitutes “small hand tools”, the
grievance procedure will be used.
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VALLEY VIEW COMMUNITY UNIT SCHOOL DISTRICT 365-U
Personal Property Statement Form
Name Building
Address
Contract provision “Theft of or Damage to Employee Personal Property” is printed on the back
of this form. IMPORTANT: read this contract provision - you must read this contract provision
- you must comply to receive benefits.
For Personal Vehicles
Make of Vehicle
Type of Vehicle
Color of Vehicle
Date of Purchase
Year of Vehicle
Serial No. of Vehicle
License No.
Purchase Price
Date(s) of use at or for school
For Other Personal Property
Item (describe)
Date of Purchase
Purchase Price
Date(s) of use at or for school
Date
(Employee’s Signature) (Administrator’s Signature)
Date Received
NOTE: Administrator must sign, giving authorization to employee to leave personal property on
school premises.
PLEASE CHECK ONE:
_____ This is the first time I have submitted.
_____ This car is a replacement for the ______________(year) (make) ______________
presently on file in the business office.
_____ This car is in addition to the ________________(year) (make)________________
presently on file in the business office.
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ARTICLE VII
Leave Policies
A. Sick Leave
The granting of sick leave shall be subject to the following:
1. Employees (except Supportive Staff Employees) shall notify the District’s
Automated Attendance Center at least two (2) hours prior to the beginning of the
normal work day. In case of emergency, i.e. accident on road, etc., the Employee
shall call in as soon as possible.
2. All Supportive Staff Employees on the day shift will call their appropriate
Director when they are sick and cannot report to work. This call should be made
at least one (1) hour before their starting time. All Supportive Staff Employees on
the afternoon and night shifts will call the Assistant Principal’s office or
immediate supervisor when they are sick and cannot report to work. This call
should be made at least two (2) hours before their starting time. In case of an
emergency, i.e., accident on road, etc., the Employee shall call in as soon as
possible.
3. Each school year, annual sick leave with pay shall be granted to each full-time
and part-time Employee on the basis of one day for each twelve (12) days of
contracted work. These days will be granted upon return to active duty. If the
employee resigns, retires or is terminated mid-year, their will be pro-rated based
on the number of days worked for that fiscal year.
“Sick Leave” as used in this section means leave for personal illness, pregnancy,
birth, adoption, or placement for adoption, injury, quarantine, or serious illness or
injury, or death in immediate family or household. “Immediate family” as used in
this section means the Employee’s parent, spouse, child, brother, sister,
grandparent, grandchild, parent-in-law, brother-in-law, sister-in-law, daughter-in-
law, son-in-law, party to a civil union pursuant to 750 ILCS 75/10, and legal
guardian. “Household” as used herein means any relative who resides with the
Employee.
Sick leave, for all AFT Employees, is given on July 1 of each year. If the
Employee is on a paid leave on July 1 by way of using the Employee’s sick leave
or vacation leave, the Employee will be granted additional sick leave on the basis
specified in this section 3 (one day for each twelve (12) days of contracted work).
If the employee is on an unpaid leave, IMRF disability or TRS disability, he/she
will not be granted any additional leave days. The sick days will be prorated upon
return to work.
For purposes of this Section, “birth” shall include not only the actual birth but
also any period of disability of the mother or child due to birth. However, “birth”
shall not be interpreted to include a non-disability child-rearing leave. Child-
rearing leaves shall be available in accordance with the terms of Section VII.I of
this Agreement and/or provisions of the District’s Family and Medical Leave
Policy. For purposes of this Section, “adoption” and “placement for adoption”
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shall include only those activities reasonably related and appropriate to the
process for adoption or placement for adoption, including travel time where
necessary.
4. Employees shall be granted accumulation of sick leave subject to the following
terms and conditions:
a) Certified staff may accumulate a maximum of 360 days. Once they reach
the maximum of 360 days, they will not be given the current year’s annual
allotment.
b) Effective July 1, 2012, those classified staff that currently have 300 or
more sick days, will be grandfathered in to a maximum allowable
accumulation of 360 days.
c) Effective July 1, 2012, those classified staff that currently have less than
300 sick days, they will have a maximum allowable accumulation of 300
days.
After the employee has used all of their accumulated leave, all health insurance
costs will be assumed by the employee at the current experience rate.
Upon attaining the 360/300 day maximum accumulation the employee will not
receive any additional yearly allotment unless their balance has dropped below
the 360/300 day maximum on each July 1st each fiscal year.
Certified Staff – In the event the teacher has sufficient accumulated sick leave
such that it exceeds the number of days that he/she may decide to use towards
TRS retirement, the teacher will be compensated for the extra days according to
Article XI.D. up to a maximum of 360 days.
Classified Staff - At retirement, a maximum of 240 days of the accumulated sick
leave may be used to purchase IMRF retirement credit. The employee may use
any combination of retirement credit and pay for accumulated sick leave as listed
below.
Sick leave that totals no more than 360 days for those classified staff who had
300 or more unused sick days prior to July 1, 2012.
Sick leave that totals no more than 300 days for those classified staff who had
less than 300 unused sick days prior to July 1, 2012.
Compensation for accumulated sick days not used for IMRF retirement credit
shall be compensated for the extra days according to Article XI.I.3.
Upon leaving the district, unused/unpaid sick leave is reported to TRS or IMRF.
5. A doctor’s or practitioner’s certificate may be required by the appropriate
immediate supervisor or building administrator for any sick leave which exceeds
three (3) consecutive days. Example: If sick Monday, Tuesday, Wednesday, and
Thursday, the Employee may need a doctor’s or practitioner’s certificate when
he/she comes back on Friday.
6. Excessive use of sick leave may result in the Employee being required to obtain a
doctor’s or practitioner’s certificate. The Board may question the propriety of
using accumulated sick leave beyond the number of sick days allotted each year
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provided the convalescence period is not usual and/or customary. Under these
circumstances both the Employee and the Board shall each nominate a Doctor;
both said Doctors shall agree upon and appoint a third independent Doctor to rule
upon the Employee’s request that he/she be allowed to utilize his/her accumulated
sick days for said convalescence period. All costs of said examination shall be
borne by the District.
7. A Teacher, Nurse or Paraprofessional who exceeds his/her sick leave shall be
docked on a pro-rated fraction of one (1) over his/her contracted days per day
absent. A Supportive Staff Employee shall be docked his/her regular day’s pay.
Procedures for docking staff whose absences exceed accumulated sick leave in a
given school year. The per diem fraction used during the course of the school
year, shall also be used at the end of the school year. That per-diem shall be
multiplied times the number of work days missed (excluding emergency days that
are not accessed as work days at the end of the school year). That amount shall
then be subtracted from the employee’s gross salary for the school year to get the
docked pay amount. Example: If a teacher’s TRS salary is $50,000 and the
teacher missed six work days at the end of the school year (excluding emergency
days that are not accessed as work days at the end of the school year), the per
diem is calculated at 1/185th
of the TRS column/gross amount.
$50,000 X 1/185 = $270.27
$270.27 X 6 = $1,621.62
$50,000 - $1,621.62 = $48,378.38
The gross pay for the school year for this teacher would be $48,378.38.
8. An Employee who has paid holidays shall not be charged a day of sick leave
when one of the paid holidays falls within his/her sick leave.
9. Extended illness cases will be determined individually by the Board to see what
relief can be given.
B. Notice of Accumulated Sick Leave
Employees shall have access at the beginning of each school year, and thereafter, as to
the current number of sick leave days they have accumulated.
C. Certified and Classified Employee Sick Day Bank
1. The District shall maintain one sick day bank for certified Employees and classified
Employees. The purpose of the sick day bank is to provide additional financial
protection for certified and classified Employees who have exhausted their own leave
benefits but continue to be unable to work for specified health reasons.
2. Eligibility for participation in the sick day bank begins after Employees complete one
full school year of service with the District.
3. Any Employee who wishes to use the sick day bank must contribute a minimum of
one day to the bank by September 1 in the year of requested withdrawal; the failure to
do so bars participation.
4. Employees who contribute to the sick day bank shall be able to request days from the
sick day bank upon the exhaustion of the entirety of his or her own sick days and
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personal days and being faced with taking unpaid leave due to a mental or physical
health condition that afflicts the Employee and prevents him or her from carrying out
the required duties of his or her job for more than three consecutive days, or if the
condition manifests intermittently, prevents the Employee from carrying out the
required duties of his or her job on a recurring basis for at least two consecutive
weeks.
5. Use of the sick day bank is not appropriate for the following: elective procedures,
maternity/paternity leave, temporary or commonplace illnesses such as a common
cold, and absences concurrent with leave for which the Employee is receiving
benefits under a disability coverage plan (e.g., short or long-term disability coverage
under the Teachers’ Retirement System, the Illinois Workers’ Compensation Act, 820
ILCS 305/1 et seq., or the Illinois Workers’ Occupational Disease Act, 820 ILCS
310/1 et seq.).
6. Employee contributions to the sick bank shall not expire.
7. Each day an Employee donates shall be treated as a full day available for withdrawal
by any participating member, regardless of any difference in compensation between
the donating or receiving Employee.
8. Employees cannot designate particular Employees to receive their donated time.
9. Employee requests for withdrawal from the sick bank shall be submitted on an
application form that will be provided upon request by the Union and submitted to the
Union. The application form will be jointly created by the Union and the District.
10. Any leave granted to an Employee under the sick bank shall run concurrently with
leave available under the Family and Medical Leave Act (FMLA), and shall not
impact an Employee’s eligibility for leave under the Leave of Absence Without Pay
provision found in Article VII, Section I.
11. The Superintendent or his/her designee and the AFT President shall jointly decide the
validity of each Employee's request for days from the sick day bank. The District or
the Union may request that the Employee sign a release of medical privacy rights and
provide a certification from a licensed physician that is limited to identifying the date
the Employee was seen, stating that the absence from work is medically necessary,
and stating the date on which the Employee will be able to return. Refusal to provide
the requested medical certification may justify denying the Employee’s use of the
sick leave bank. Information provided in the certification will be limited to review by
the Superintendent and AFT President, or their designees.
12. In the event that the sick day bank has a balance of zero days, the District is under no
obligation to provide additional paid sick leave to an Employee already receiving the
benefits of this bank, and Employees make any additional donations until the
following school year.
13. All requests made of the sick bank are on a first-come-first-served basis. An
Employee may make a request for days from the employee sick day bank in
increments of no greater than twenty (20) days, and no less than half days, and must
resubmit his or her request should the terms of the illness extend beyond a twenty-day
period.
14. An Employee with five years of consecutive service with Valley View School District
in any certified or classified capacity shall be entitled to use up to ninety (90) days of
sick day bank leave within any three (3) school years. An Employee with less than
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five years of service with the District shall not be entitled to use more than twenty-
five (25) days in one school year.
15. Sick days withdrawn from the bank may be used intermittently by the Employee upon
the joint approval of the Superintendent or his/her designee and the AFT President.
16. The Superintendent or his/her designee and the AFT President shall reconcile the
balance of the sick bank at least once annually.
17. Upon termination, retirement, or separation from employment for any other cause,
participating Employees shall not be entitled to payment for sick days previously
donated.
18. The decisions of the Superintendent and AFT President, or their designees, in regard
to the sick day banks shall be final and are not subject to the grievance or arbitration
procedures.
D. Worker’s Compensation
Worker’s Compensation information is available in each building or by contacting the
Human Resources Department.
E. Personal Leave
1. Each school year, personal leave with pay and without deduction from sick leave,
shall be granted for each full-time and part-time Employee on the basis of one-half
(1/2) day for each thirty (30) days of contracted work. “Personal Leave” as used in
this section may be taken for one of the following reasons:
a) Doctor or dentist appointment that cannot be scheduled at any other time;
b) Closing a home mortgage;
c) Attorney appointments, tax audits, court hearings that cannot be set except
during school hours;
d) Funeral other than for family (which are covered under sick leave policy);
e) An emergency, or business over which the Employee has no control and
requires his/her immediate attention.
2. Personal leave may be allowed in increments of one-half (1/2) day.
3. Unused personal leave will be credited to cumulative sick leave at the end of the
school year.
4. If an Employee resigns, retires or is terminated mid-year, their personal days will be
pro-rated based on the number of days worked for that fiscal year.
F. Religious Holidays or Observances Leave
Employees shall be granted three (3) leave days without loss of salary or deduction from
other leave days for required observance of a recognized religious denomination when
such observance is not possible outside working hours. The appropriate administrator
shall be notified by application form five (5) days prior to the anticipated religious
holiday or observance leave.
G. Civic Duty Leave
1. Any Employee shall be paid his/her regular salary for the period of any absences
for which he/she is serving jury duty less the amount received for said duty. Said
absences will not be deducted from the Employee’s accumulated leave days.
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Any Employee who is a member of any reserve component of the United States
Armed Services, including the Illinois National Guard, and who is mobilized to
active military duty shall receive the same regular compensation that he/she
receives or was receiving as an employee of the school board at the time he/she
was mobilized to active military duty, plus any health insurance and other benefits
he/she was receiving or accruing at that time, minus the amount of his/her base
pay for military service, for the duration of his/her military services. Such
activity shall not result in the loss or diminishment of any employment benefit,
service credit, or status accrued at the time the duty commenced, if commenced
on or after September 1, 2001.
2. Subject to the approval of the Superintendent or his/her delegated representative,
an Employee may be allowed time off from his/her work day without loss of
salary or deduction from accumulated leave for necessary District connected
performance of public duties, court appearance, or other services or obligations.
3. Any information received at any time pertaining to Military obligations which
will in any way affect the Employee’s contract or Work Day Calendar shall be
disclosed to the appropriate administrator as soon as possible.
H. Professional Meetings
1. The District will continue its program of allowing any Employee, without
deduction in pay or reduction in other leave days, to attend, with approval,
professional meetings or visit other educational facilities each year.
2. Permission to attend professional meetings must be requested in writing through
the immediate supervisor, building administrator, and the Educational Service
Administrators.
3. The Superintendent or his/her delegated representative will consider all requests
fairly and have the authority to grant or deny said requests. When an Employee’s
request is rejected, he/she shall be sent immediate written notification of said
decision. In said notification, the reasons for the rejection shall be specified.
I. Sabbatical Leave
Sabbatical leave will be granted in accordance with the applicable provisions of the
School Code.
1. Eligibility
a) Sabbatical leave may be granted after completion of at least six (6) years
of satisfactory service as a full-time Employee and shall not exceed twelve
(12) months in length. Employees who have never had a leave will have
priority over Employees who have already had such a leave.
b) Ordinarily two (2) percent of the Employees who qualified for Sabbatical
leaves may be granted such leave in any year, provided their positions can
be satisfactorily filled during such leaves.
2. Application:
a) Applications for Sabbatical leave shall be submitted to the Human
Resources Administrator by April 1st for the following semesters and
prior to October 1st for the Spring semester, and shall set forth the purpose
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of the leave and the plans and programs to be pursued, all of which shall
be in accordance with the applicable provisions of the School Code.
3. Selection:
a) The Human Resources Administrator shall consider applications in the
order received and shall submit his/her recommendations to the Board for
approval on or before the first regular Board meeting in April and/or
October. The purpose of the leave, seniority, and departmental or grade
level representation shall be considered in granting such leaves.
4. General Provisions:
a) Before such leave is granted, the Employee must agree in writing that if at
the expiration of such leave, he/she does not return to and perform
contractual continued service in the District for at least one (1) normal 180
day contract school year after his/her return, all sums of money received
from the Board during the leave will be refunded to the Board unless
return and performance are prevented by illness or incapacity.
b) Before taking such leave the Employee shall sign a judgment note to the
amount of the salary to be received while on leave. The note shall be held
by the Board until all of the terms and conditions of the leave are fulfilled.
If the terms and conditions of the leave are satisfied, the note shall be
cancelled one (1) year after his/her service with the District is resumed.
c) Evidence of compliance with the purpose, plans and programs for which
such leave was granted shall be presented to the Human Resources
Administrator, in writing, at the completion of the leave. A minimum of
eight (8) semester hours of approved undergraduate, except for Teachers,
or graduate work on campus or the equivalent of each semester will be
required where study is the purpose of the leave. If an Employee fails to
begin his/her second semester of work or the equivalent, sabbatical pay
will be terminated. If an Employee requests immediate reinstatement in
the District, his/her request will be considered on an individual basis by
the Human Resources Administrator.
d) Any change of plans from those contained in the application and approved
by the Board shall not thereafter be made without approval of the Board.
e) If, because of illness or any other unforeseen contingency either before or
after such leave begins, it becomes impossible to utilize the leave for the
purpose for which it was granted, notice must be given to the Human
Resources Administrator in writing.
f) Compensation during the sabbatical leave shall be the legal minimum
salary as prescribed by the School Code based on an approximate 180 day
work year. The salary prescribed shall be paid in the same manner and at
the same time as salaries are paid to other Employees.
g) Employees on sabbatical leave shall progress on the salary schedule
during such leave.
h) Employees on sabbatical leave will retain their status as members of the
appropriate Illinois Retirement Fund.
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i) Upon an Employee’s return from sabbatical leave, he/she shall be entitled
to the same position as he/she held at the time he went on leave or if
his/her position is not available, to a comparable position.
J. Leave of Absence Without Pay
1. A leave of absence without pay for educational, travel, political activities and
military service purposes or physical incapacity, including maternity or adoption,
may be granted by the Board upon recommendation of the Human Resources
Administrator for not more than twelve (12) months. A written request for such
leave must be made prior to April 1st for the following semesters and prior to
October 1st for the Spring semester. A written request, accompanied by a
statement completed by the attending physician, will be made as early as possible
for physical incapacitation.
2. The board shall continue a pregnant Employee’s health and hospital coverage for
a period of two (2) months after the birth of the child or termination of pregnancy.
To keep the insurance in effect, the Employee must make the required
contribution, if any, to the District. Within thirty (30) calendar days after the birth
of the child or after termination of pregnancy, the Employee shall notify the
Insurance Department.
3. An Employee not on maternity leave may keep his/her insurance in effect during
his/her leave by requesting COBRA.
4. An employee granted leave under this provision shall not accrue seniority or
advance on the salary schedule while on such leave. However, he/she shall, on
his/her return from a granted leave for military service call-up, be entitled to the
same position as he/she held at the time he/she went on leave for a period of two
(2) years should the leave be extended or, if his/her position is not available, to a
comparable position. All others on return from a granted leave shall be entitled to
the same position as they held at the time they went on leave for a period of one
(1) year or if this position is not available to a comparable position.
5. The Employee shall notify the District Human Resources Office of his/her
decision to return to or terminate his/her position at least sixty (60) calendar days
before his/her leave is to officially end. Prior to reinstatement, the Employee
returning from a leave granted for physical incapacity must provide the District
with a written statement from his/her attending physician certifying satisfactory
health and physical condition which warrants return to normal and customary
duties.
6. An employee who ends the school year on leave of absence without pay will not
receive compensation for snow days. An employee who ends the school year on a
medical leave will be paid for their snow days. An employee hired after January
1st will receive a pro-rated number of snow days as follows:
January 1st thru March 1
st will receive three (3) snow days.
After March 1st, they will receive one (1) snow day.
K. Bereavement Leave
1. With the commencement of the 1996-97 school year, each full time employee will
be granted three (3) days of bereavement leave with pay. At the beginning of the
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next school year one (1) additional bereavement day with pay will be granted for
a total of four (4) days. Each school year thereafter the employee will have four
(4) days of bereavement leave available for death in the immediate family or
household as defined in Article VII, Section A3. Any additional bereavement
days in a given year shall be covered in Section A - Sick Leave.
2. Employees new to the district will be granted three (3) days of bereavement leave
with pay the first year of employment and one (1) the second year for a maximum
of four (4) days as described above.
3. Unused bereavement leave shall accumulate up to a maximum available
bereavement leave of four (4) days with pay.
ARTICLE VIII
Grievance Procedure
A. General Information
1. Grievance - Definition: a grievance shall mean a complaint that contends:
a) that there has been a violation, misinterpretation or misapplication of any
provision of this Agreement;
b) that an Employee has been treated unfairly or inequitable by reason of any
act or condition which is contrary to established District policy or practice
governing or affecting Employees.
2. Grievance - Purpose: The primary purpose of this procedure is to secure at the
lowest level, an equitable solution to the problem of all parties involved.
3. Grievance - Principles:
a) every Employee shall have the right to present a grievance and not be
subjected to reprisal because of it.
b) a grievance must be filed with the AFT Grievance Committee within ten
(10) calendar days after the Employee becomes aware of an alleged
violation which provides the basis for the Grievance. Written notification
of intent to grieve must be filed with the Superintendent or his/her
Designated Representative within twenty (20) calendar days after the
Employee becomes aware of an alleged violation which provides the basis
for the Grievance. Notwithstanding the above, written notification of
intent to grieve must be filed with the Superintendent or his/her
Designated Representative in no event later than ninety (90) calendar days
after the alleged incident which provides the basis for the Grievance. If the
time periods specified herein are not adhered to, said Grievance is void. It
is agreed that all grievance timelines will be waived while school is out of
session during the summer. Employees wishing to file a grievance during
the summer months will not be denied the right to file that grievance once
timelines resume when school is back in session. This applies also to
those persons who work during the summer months.
c) discussions shall be confidential during the procedural stages of the
grievance. No tape recordings will be made at any step of the procedure,
or at any other meeting of the Employee and administrator, unless there
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has been prior written agreement between the AFT and the administration
as to the use, possession, and ultimate disposition of the tapes.
d) any Employee who is formally reprimanded, disciplined, or discharged
shall have the right of grievance and will be given the option of waiving
his/her right to AFT representation.
e) the AFT Executive Board has the right to withdraw from any grievance at
any level without establishing precedent in which event the grievance shall
be considered immediately terminated. This decision shall be
communicated in writing to all appropriate parties.
f) through mutual agreement, any step of the grievance procedure may be
bypassed and the grievance brought directly to the next step.
g) through mutual agreement, time limits may be extended at any step.
h) an administrator’s failure to give a decision within the time limits shall
permit the grievant to proceed to the next step.
i) an Employee’s failure to file his/her grievance, at the various steps, within
the time periods shall be deemed a waiver of his/her right to carry his/her
grievance to the next step.
j) a grievance must be brought to Step One within ten (10) calendar days
after the Employee has filed said written notification of intent to grieve
with the Superintendent or his/her Designated Representative.
B. Procedures
Step One: A complaint shall first be discussed with the complainant and the person
against whom the complaint is registered with the object of resolving the matter
informally. Both parties shall initial a statement that this meeting was held. If the
Grievant desires, an AFT Grievance Committee Representative shall be present at
this step.
Step Two: If the grievance is not satisfactorily resolved in Step One, a meeting shall
be held within ten (10) calendar days of the meeting described in Step One. A
request for the meeting shall be made in writing by the complainant to the
appropriate administrator and the grievance shall be specifically stated on the
grievance form.
A copy of said form can be found in Article VIII.B of this Agreement. Present at
this meeting shall be: the complainant, his/her immediate supervisor, the person
against whom the complaint is registered, the appropriate administrator, a
designee of the administrator if he/she so desires, and the AFT Grievance
Committee Representative if a Waiver has not been filed.
Step Three: In the event the matter is not resolved informally, the complainant shall
within ten (10) calendar days of the meeting in Step Two, file a written appeal to
the Superintendent or his/her delegated representative. A meeting with the object
of resolving the matter shall be held within ten (10) calendar days after receipt of
this appeal letter by the Superintendent or his/her delegated representative.
Present at this meeting shall be the Superintendent or his/her delegated
representative, the appropriate administrator, the complainant, his/her immediate
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supervisor, the person against whom the complaint is registered, and the AFT
Grievance Committee Representative, if a Waiver has not been filed, with the
object of resolving the matter.
Within ten (10) calendar days of the meeting in Step Three, the Superintendent or
his/her delegated representative shall communicate his/her decision, in writing,
together with the supporting reasons to the participants at the meeting at Step
Three and to the AFT President.
Step Four: Within ten (10) calendar days after receiving the decision of the
Superintendent or his/her delegated representative, an appeal may be made to the
Board. This appeal shall be in writing and shall be accompanied by a copy of the
appeal and decision at Step Three.
Within ten (10) calendar days following receipt of the appeal, the Board shall
meet on the matter. Those entitled to be present and participate at this meeting
shall be the entire Board, the counsel for the Board, the Superintendent or his/her
delegated representative, the complainant, the AFT Grievance Committee
Representatives, counsel for the AFT, the AFT President, and anyone else named
in the grievance.
Within ten (10) calendar days after the meeting on the appeal, the Board shall
communicate its decision, in writing, together with supporting reasons to the
participants at the meeting at Step Four.
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VALLEY VIEW COMMUNITY UNIT SCHOOL DISTRICT 365-U
Grievance Form
This form is to be completed before preceding to Step Two and all subsequent steps outlined in
the Grievance Procedure.
Copies of this form shall be given to each person attending Step Two, Three, and Four of the
Grievance Procedure.
Name Building Date
1. Date(s) of the actual grievance:
2. Statement of grievance:
3. Violation of Agreement (give specific Article(s) and/or Sections(s)
4. Redress sought
Employee’s Signature
Date Received
AFT Grievance Committee
Representative’s Signature
Date Received
Immediate Supervisor’s Signature
(Where Appropriate)
Date Received
Appropriate Administrator’s Signature
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C. Impasse Provisions
1. If a decision is made to take a case to impasse, a letter specifying this intent shall
be filed with the Board within ten (10) calendar days of the receipt of the Board’s
decision at Step Four of the grievance procedure.
2. Within ten (10) calendar days of the receipt of this letter of intent, the Board and
the AFT shall request arbitration from the American Arbitration Association. The
selection of the arbitrator shall follow the standard operating procedures set forth
by the American Arbitration Association.
3. The American Arbitration Association will be asked to make an administrative
appointment; binding on both parties, if the Board and the AFT cannot agree on
an arbitrator within ten (10) calendar days after the original proposed list of
arbitrators is received.
4. The arbitrator shall issue his/her decision, in writing, to all parties involved in
Step Four, not later than thirty (30) calendar days from the date of the closing of
the hearing or, if oral hearings have been waived, then from the date of
transmitting the final statements and proofs to the arbitrator.
5. The arbitrator, in his/her opinion, shall not amend, modify, nullify, ignore, or add
to the provisions of this Agreement. His/her authority will be strictly limited to
deciding only the issue presented to him/her in writing by the Board and the AFT,
and his decision must be based solely upon his/her interpretation of the meaning
of application of the express relevant language of this Agreement.
6. The decision of the arbitrator, if made in accordance with his/her jurisdiction and
authority under this Agreement will be accepted as final by the parties and all
shall abide by it.
7. Expenses for the arbitrator’s services and the expenses which are common to both
parties to the arbitration shall be borne equally by the Board and the AFT. Each
party to an arbitration proceeding shall be responsible for compensating its own
representatives and witnesses.
ARTICLE IX
Fringe Benefits
A. Preventive Medicine
1. Each school year, the Board will provide flu shots to all Employees.
Participation by the Employees in this program shall be optional.
B. Group Health Insurance
The Board will provide a Health Plan covering the negotiated benefits in Plan No.
20090101.
1. Full-time Employees hire before July 1, 1996, shall be entitled to receive group
health coverage only upon the payment of an agreed contribution. The annual
contribution for single coverage will be $360; the annual contribution for family
coverage will be $600.
2. Full-time employees hired between July 1, 1996 and June 30, 2012, shall be
entitled to receive individual group health coverage only upon payment of an annual
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premium of 25% of the average rate for single coverage. If such employees wish to
obtain additional health coverage for any eligible family member, other than for
himself/herself, the employee shall receive individual and dependent(s) coverage only
upon payment of an annual premium of 21% of the average rate for family coverage.
After 5 years of service, an employee hired by the District shall be entitled to receive
group health coverage only upon the payment of an agreed contribution. The annual
employee contribution for single coverage will be $360. The annual employee
premium for family coverage will be 21% of the average rate of family coverage, plus
$600, less the annual employee share of single premium
3. Full-time employees hired on or after July 1, 2012, shall be entitled to receive group
health coverage only upon the payment of an annual premium. The annual premium
will be based upon 30% of the average experience rate for single and family
coverage.
4. Effective September 1, 2015 all Valley View Council members will be subject to a
working spouse eligibility provision within their Health/Vision Plan.
If your spouse is eligible for health insurance through his/her employer, that spouse
will be ineligible for the Valley View’s Health/Vision Plan. All employees affected
by the ineligibility, on September 1, 2015, will receive a $1,000 one-time payout on
the October 23, 2015 payroll or within 60 days after the spousal eligibility effective
date. No other payouts will be made after this date.
5. Health Insurance Booklets reflecting all negotiated changes must be provided by the
District and distributed by the District to all eligible employees within ninety (90)
days of said changes. A complete Plan Document for Group Health Insurance,
reflecting any negotiated change(s), must be distributed to the President and Vice-
President of the AFT no later than thirty (30) days from the date of said change(s).
6. The District will provide for one coverage per family in the event that more than one
family member works in the District.
7. All full-time employees participating in the health plan will be provided prescription
drug coverage and vision coverage. The Prescription Drug Program and the Vision
Program will be in accordance with the benefits and eligibility provisions included in
the Health Plan No. 20090101.
8. Upon termination of employment of an Employee, the District will stop coverage for
said Employee at the end of the month following termination of employment.
(Example: If an employee resigns on Nov. 10, his/her coverage will stop on Nov. 30).
(Laid off Employees - also see Article XI, Section N, No.2).
9. Upon the death of the Employee, the District shall continue his/her dependency
coverage for at least ninety (90) calendar days after his/her death.
10. Employees on Sabbatical Leave shall be offered COBRA continuation.
11. Benefits will be provided in accordance with Health Plan No. 20090101
C. Dental Insurance
1. The Valley View School District shall provide dental plan coverage to full-time
employees in accordance with the benefits listed in Plan No. 20090101-D.
2. Effective January 1, 2009, dental coverage shall be optional and at the discretion
of the Employee. The Board assumes no responsibility for payment of premiums
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for employee or dependent coverage, and each Employee who elects dental
coverage shall be fully responsible for payment of premiums. The Board will
allow dental insurance costs to be payroll deducted over the number of paychecks
an employee receives.
3. Effective January 1, 2009, there shall be three categories available to those
employees electing dental coverage: Single (employee only) at an annual
premium of $65, Employee +1 dependent (for employees who have only one
eligible dependent) at an annual premium of $250, and Family Coverage
(employee +2 or more dependents) at an annual premium of $500.
D. Group Life Insurance
Group life double indemnity insurance will be provided by the Board for all current full-
time employees while they are employed by the district. This policy shall be in the
amount of the employee’s base salary to the nearest thousand, the minimum of which will
be $30,000. Employees hired after June 30, 1993 will receive Life Insurance coverage in
the amount of their base salary to the nearest thousand.
E. Disability Insurance
The District shall provide disability insurance for full-time employees in accordance with
the negotiated Plan #002D. Up-to-date booklets describing the disability coverage will be
provided and distributed by the District. Booklets reflecting any negotiated changes must
be distributed to the employees no later than ninety (90) days from the date of said
change.
F. Paid Holidays
1. Supportive Staff Employees who must work on an actual holiday will receive
double-time and one-half pay for the day. See Article X.B.8. for additional
information pertaining to 40-hour guidelines. The instances when the “actual”
and “observed” are different days, double time and one-half (1/2) will be paid for
time worked on the “actual” holiday. Time worked on the “observed” holiday
will count toward the employee’s forty (40) hour work week.
2. All Supportive Staff Employees must have the approval of the Superintendent or
his/her delegated representatives to take the work day before or the work day after
a Holiday off.
3. Part-time Supportive Staff Employees are not eligible for Holiday pay.
Holidays granted with full pay for full-time Supportive Staff Employees are:
Independence Day (July 4th
or District Observed Date)
Labor Day (First Monday in September)
Columbus Day (Second Monday in October)
Veterans’ Day* (November 11th or District Observed Date)
Thanksgiving Day (Fourth Thursday in November)
Friday after Thanksgiving
Christmas Eve (December 24th
or District Observed Date)
Christmas Day (December 25th
or District Observed Date)
New Year’s Eve (December 31st or District Observed Date)
New Year’s Day (January 1st or District Observed Date)
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Lincoln’s Birthday* (February 12th)/President’s Day
(Third Monday of the Month of February)
First Day of Spring Break or Good Friday
Memorial Day
4. King/Pulaski Paid Holidays
Supportive Staff
The birthday of Dr. Martin Luther King, Jr. (the third (3rd) Monday in January)
and the birthday of Casimir Pulaski (the first (1st) Monday in March) will be paid
holidays for supportive staff.
Should the state or federal government repeal the act proclaiming one or both of
these as legal school holidays, the union and district agree to modify and/or
rescind this language.
In the event that the Board secures a waiver to keep school in session for any of
the holidays (as indicated by an asterisk), eligible employees will be able to use a
floating holiday as approved by the immediate supervisor on the basis of
seniority. A day of vacation will not be charged if a paid holiday occurs during
the vacation time off.
All other provisions of Article IX, Section E, paid holidays shall apply.
G. Paid Vacation for Supportive Staff Employees
1. Schedule
Paid vacation periods for full year Employees begin after the completion of one
(1) year of service and the anniversary date of July 1 each year thereafter.
Vacation days are not earned from the previous year and will be pro-rated if the
employee resigns, retires or is terminated mid-year based on the number of days
the employee worked for that fiscal year.
LENGTH OF SERVICE VACATION ENTITLEMENT
Completion of 1 year 5 Days
Completion of 2 years 10 Days
Completion of 5 years 11 Days
Completion of 6 years 12 Days
Completion of 7 years 13 Days
Completion of 8 years 14 Days
Completion of 9 years 15 Days
Completion of 10 years 16 Days
Completion of 11 years 17 Days
Completion of 12 years 18 Days
Completion of 13 years 19 Days
Completion of 14 years 20 Days
2. Vacation Requests
Vacation requests are to be filed through the appropriate Supervisor at least thirty
(30) calendar days prior to the anticipated vacation. The appropriate Supervisor
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will submit a copy to the appropriate Director with his/her endorsement of
approval. Requests must be stated in writing before any vacation is begun.
3. Vacation Seniority
Vacation dates will be according to rank and then according to seniority when
Employees are from the same building. The intent is that every building has
Employees on duty at all times. After an Employee selects a vacation period, no
change will be allowed, except in case of an emergency. Seniority shall not be an
excuse for a hold up in deciding on a vacation period.
4. Vacation Time
a) Vacations will be coordinated with the school program in a way that will
provide sufficient Employee coverage at all times. The appropriate
Supervisory personnel in consultation with the appropriate Director, shall
have the authority to arrange the vacation schedule for the benefit of the
District.
b) Vacation time can be divided or split during the twelve (12) month period
with the approval of the appropriate Supervisory personnel in consultation
with the appropriate Director.
5. Vacation Pay
a) Paychecks for Supportive Staff Employees on vacation shall be sent to a
pre-designated address at the expense of the District.
b) If requested thirty (30) calendar days in advance, and if possible, vacation
pay will be available to Supportive Staff Employees before their vacation
period starts.
6. Vacation Time Non-Accumulative
Vacation time cannot be accumulated. That is, if it is not used, it is forfeited.
Vacation time must be taken. A Supportive Staff Employee cannot choose to
work and draw both work and vacation pay simultaneously.
7. Full-time Support Staff Employees will receive 10 non-work days annually.
These non-work days may be used at anytime throughout the year with the
Director of Facility Operations approval. Non-work days may not be used on
snow days. Employees should give the Director of Facility Operations and their
immediate supervisor the same notice as is required for vacation approval. Once
approved, changes will not be made (i.e. swap a non-work for vacation and vice
versa).
H. Supportive Staff Uniforms
The District shall provide each full-time Supportive Staff Employee with:
1. Two (2) uniforms per year which will be required to be worn.
2. Cloth and rubber gloves which will be replaced on a turn in system.
3. Coveralls, upon the recommendation of the Building Administrator for jobs which
require them. The District will provide for the maintenance of the coveralls.
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I. Security Staff Uniforms
The District shall provide each Security Staff Employee with at least:
1. Five (5) uniforms per year which will be required to be worn.
2. The District’s Coordinator of School Safety will provide a District-approved
vendor catalog or business from which to purchase 5 shirts at the District’s
expense up to predetermined dollar amount. Security Personnel will be able to
select from Men’s or Women’s garments and choose seasonal long and/or short
sleeve shirts. All Security Personnel will be required to wear the supplied
District/School/Security Logo shirt every day.
3. Additional outdoor District/School/Security Logo garments will also be provided
to those Security Personnel whose assignments include outdoor duties.
ARTICLE X
Salary Provisions
A. Salary Schedules
1a. All certified staff, paraprofessionals, classified nurses, and security staff hired
between July 1, 2012 and July 1, 2013 will be placed on Salary Schedule A. All
maintenance staff hired between these dates will be placed on Salary Schedule B.
b. All certified, paraprofessional, and security staff hired on or after July 1, 2013
will be placed on the Salary B Schedule. Maintenance staff will be placed on the
Salary C Schedule. At the time of hire, staff hired on or after July 1, 2013 will
be informed that they are on Salary Schedule B or C and a copy of the B or C
schedule will be provided to the staff.
All certified, paraprofessional, classified nurses, and security staff hired prior to
July 1, 2013 will continue on Salary Schedule A and will move one step in
advancement.
2. The Teacher’s, Nurse’s, and Paraprofessional’s salary shall be the daily rate times
(x) the number of days contracted to work.
3. Teachers contracted to teach for one hundred sixty-one (161) days or more and
not contracted as regular full-time teachers shall be paid in accordance with the
above mentioned salary schedules and receive all benefits that normally accrue to
regular full-time teachers under the Agreement.
4. ROTC Instructor pay shall be negotiated by the Board and the AFT.
5. Athletic Trainers are contracted to work forty hours a week (Eight (8) hour work
day plus thirty (30) minutes for lunch and two (2) fifteen (15) minute rest periods)
for twelve (12) months (two hundred twenty-eight day position). The workday
will be determined by the building. Athletic Trainers shall be paid in accordance
with the following example of calculations.
Example:
If the Co-Curricular Step 1 salary is $48,000.00
$48,000/228 = $210.53 per diem
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228 – 185 = 43 difference from teacher
work year
43 X $210.53 = $9,052.79
$48,000 + $9,052.79 = $57,052.79
With the salary established, the trainer would receive the same percentage
increase as the teachers.
6. Lead Security Staff shall be compensated 48 more days than the teachers’ and
Paraprofessionals’ regular 185 day contract at a rate of 2.5% greater than their
position on the salary schedule.
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B. Supportive Staff Overtime Work
1. When a Supportive Staff Employee is scheduled for an activity beyond the
employee’s normal working day, he/she shall be guaranteed wages as follows:
when the employee is physically dispatched to the site, he/she shall be guaranteed
at least two (2) hours of wages and must wait a minimum of one (1) hour before
going home if a group does not show up to the activity. When the employee is
not physically dispatched to the site, and takes action remotely that results in the
resolution of an issue, he/she shall be guaranteed at least one half (1/2) hour of
wages and must document the action taken.
2. On the first day of an illness, all authorized over-time shall be first allowed to the
Supportive Staff Employee in the Employee’s building. The appropriate
Supervisor will contact the Employees in his/her building to check if they would
be able to work before calling the office of the appropriate Director for a
substitute.
3. On the second day and subsequent days of absence, Supportive Staff Substitutes
will be provided on a full-time basis to fill the vacancy. The Supportive Staff
Substitutes will be assigned by the Coordinator of Facility Operations to fill the
vacancy. Supportive Staff Substitutes are not assigned to any one building; they
fill in where a need exists.
4. If a Supportive Staff Substitute cannot be provided by the District Coordinator,
the Supportive Staff Employees of the building involved will be given the
opportunity to work overtime for the absent Employee.
5. All school and outside organizational activities schedules to be covered by the
absent Supportive Staff Employee will be covered by the regular Supportive Staff
Employees of the building involved.
6. When a Supportive Staff Employee accepts a building activity beyond the normal
working day, the Building Engineer (where they exist) or Building Administrator
will assign work to be done on this time period. The employee working this
activity will be required to assist the group using the building, and complete as
much as possible of the work assigned.
7. A rotating sheet may be used in giving out over-time. The Building Engineer
(where they exist) or Building Administrator is responsible for handling this
matter in a fair and equitable manner. Notice is to be given out early in the week.
No last minute notice should be given because of a hold up by another Supportive
staff Employee. If the Employee is undecided about whether he/she can work or
not, the next Employee on the list should be allowed the overtime work.
Overtime Rotation Procedures
1. All overtime (OT) work will be authorized by the Director of Facility of
Operations.
2. Building maintenance staff will complete and sign form annually indicating,
a. “Only want OT work in my building”
b. “Interested in all OT work”
c. “Not interested in OT work”
3. Overtime will be offered on a per-job basis. Once started, that person (crew)
will see that job to completion. Crews will not be rotated mid-job.
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4. All overtime hours refused shall be considered equivalent to hours worked.
OT rotation will be assigned to the next scheduled OT job.
5. Opportunities for OT work can occur with two types of maintenance activities
a. District projects and work orders.
b. Saturday/Sunday Church and recreation activities.
6. There are three categories of work orders – emergency, skilled (plumbing,
carpentry and electric) and general maintenance work orders. Following the
OT rotation process, OT jobs shall be assigned with fair consideration of skills
and abilities.
a. There may be added overtime opportunities for general maintenance
under the category, “Skilled Work Orders or Projects”
7. The Director of Facility Operations and Managers will determine whether the
district project or general maintenance work order requires general
maintenance OT.
8. The OT rotation process applies only to general maintenance OT tasks
associated with both district projects and work orders.
9. Overtime begun on an emergency basis can be completed without regard to
rotation as long as the hours are properly reported.
10. When it is determined that a general maintenance OT task is necessary, the
following steps will occur:
a. Step 1: The Facility Operations Office will offer OT opportunity to the
maintenance staff where the task takes place. After leaving a message
notifying staff of an OT opportunity, Facility Operations Office will
wait two hours to hear back from staff, before moving on to next
person on the list. That person will go to the bottom of the rotation
list.
b. Step 2: If declined, that person will go to the bottom of the rotation
list.
c. Step 3: Tasks shall be assigned with fair consideration and abilities
instead of random rotation. Task Force staff, which includes long-
term subs, is not eligible for OT until maintenance staff rotation list
has been depleted.
11. Building overtime that involves light maintenance (things that could be done
by custodians – moving chairs, tables, etc would be offered in the following
category order: Building Supervisor/Engineer, Custodians, Building
Maintenance Repairmen, and District Maintenance.
In case of an emergency call back, the Supportive Staff Employee called back
will receive a minimum of two (2) hours straight time pay and if the call back
exceeds two (2) hours, he/she will continue to be paid at the straight time rate of
pay for the hours worked. If at the end of the work week these hours exceed the
forty (40) hour work week, this call back will be computed at the overtime rate of
time and one-half. The Fair Labor Standards Act (FLSA) requires an employer
to pay a non-exempt employee one and one-half their regular hourly rate for all
hours actually worked over forty in one week. When calculating overtime, the
FLSA requires the employer to only consider the hours actually worked by the
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employee. Payment for vacation time, sick leave, holidays, and other non- work
days cannot be counted as part of the 40-hour rule for overtime eligibility. The
following days will count toward meeting the 40-hour work week requirement for
time and one-half eligibility:
Non-work days, Paid holidays, Bereavement days, Jury duty.
The following days will not count toward meeting the 40-hour work week
requirement for time and one-half eligibility:
Personal days
Sick days
Vacation days
Dock days
Worker’s compensation
For the purpose of tracking when the workweek begins and ends, the 40 hours per
week will begin on Monday through the following Sunday, effective July 1, 2013.
C. Beyond the Normal Work Load Pay
1. For each period (approximately sixty (60) minutes) assigned over the normal
Teacher/Certified School Nurse load or day, the Teacher/Certified School Nurse
will be paid at the rate of one-sixth (1/6) of his/her contractual teaching salary for
that period.
2. For each hour assigned over the normal Employee work load or day, the
Employee will be paid accordingly. Said hours must be approved by the Building
Administrator.
3. All assignments beyond the normal Employee working load or day, must be
agreed upon by the Employee and the administration.
4. Whenever a certified staff member attends a meeting sponsored by the District
which takes place either before or after the regular school day or on a day not
scheduled as a normal work day, in order to perform curriculum or other District-
related tasks, or to enhance the development and/or job skills of the employee, the
employee will be compensated at the rate of thirty-one dollars ($31.00) per
hour. This rate is also applicable for an occasion in which a certified staff misses
a plan period to attend an IEP meeting or another meeting where he/she is not
directly responsible for the management of students.
5. Whenever the work above takes place outside of the normal school year (i.e.
summer) will be $28.00.
Paraprofessionals, Security Personnel or Classified Nurses will receive their
regular hourly rate. The preceding language excludes the required mandatory
meetings stipulated in Article VI.F. All provisions are effective/applicable
August 15th
of the new school year.
6. School Counselors at the High School level are annually required to work six (6)
full days, beyond their normal 185 day contract, at the end of each school year to
complete “wrap up” duties and for registration in early August. The number of
days dedicated to wrap up or registration will be determined by the Building
Principal on an annual basis and will be paid at the normal per diem
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rate. Additional days for summer office hours will be offered on an as-needed
basis and will be paid at the hourly rate of thirty-five dollars ($35.00).
D. Placement on Salary Schedule
New Teachers/Certified Nurses employed shall be granted up to ten (10) years’ credit for
prior teaching experience on all the M.A. levels and up to nine (9) years’ credit for prior
teaching experience on all the B.A. levels.
E. Pay Periods
1. The salary for an Employee shall begin at the time he/she reports for duty and
shall be paid every other Friday during the length of his/her contract or work year.
All Employees are encouraged to participate in Direct Deposit. Pay stubs are
available via Employee Portal.
2. In no case shall the first payday of any school term be later than September 1 of
any given year for certified and classified employees. All new Employees will
receive their annual salary in 26 pays. When applicable, Employees may exercise
the further option of receiving the last five paychecks on the 22nd
payday in June,
providing that notification of change is received by the Payroll Office by May
31st.
F. Pay Checks
1. I.M.R.F. and F.I.C.A. deductions shall be labeled separately on each Employee’s
pay check stub.
2. Employee pay for extra activities, etc. shall be in the form of a separate check.
Said check shall be clearly labeled as to dates involved and kind, i.e., coaching,
substituting, etc.
G. Deductions
The District will make payroll deductions upon written request by the Employee on the
forms provided by the District Business Office for Employee organization dues, Canals
and Trails Credit Union, annuity plans, person life insurance, loss of income insurance,
and U.S. Savings Bonds. Two (2) weeks’ notice must be provided the Business Office for
such deductions.
H. Advancement on the Salary Schedule
Effective July 1, 2014, certified employees will be allowed to advance on the salary
schedule only upon completion of a pre-approved Master’s Degree, Certificate of
Advanced Study or Doctoral Degree or upon completion of coursework within the core
content areas. Core Content area is defined as courses taken in the Teacher’s current
content area, Special Education, the core content areas of Math, English, Science and
Social Studies and those courses that in the opinion of the Superintendent or his/her
Designee will enrich the teacher’s instructional skills. Employees will only be allowed to
advance one time on the salary schedule within a school year. This advancement may
include movement of more than one column or lane.
1. All course work will be reported to the Human Resources Administrator in
official transcript form. All graduate hours within the Employee’s core content
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area as defined above, will count toward horizontal advancement on the salary
schedules regardless of when they were completed (after completion of
Bachelor’s Degree and prior to attainment of the Master’s Degree.) All graduate
course work in the core content area, which is not included in the Master’s Degree
shall count toward the Master’s plus columns.
2. All undergraduate core content courses taken between the Bachelor’s and
Master’s Degrees will be given full credit and will be counted only for
advancement toward the Master’s Degree column. Any further undergraduate
core content course work taken after the Master’s Degree shall count 2/3 credit.
3. To affect current placement on the salary schedule, all credits must be filed with
the Human Resources Administrator by January 15th
. All credits filed with the
Human Resources Administrator on or before January 15th
will retroactively
apply as a salary adjustment from the beginning of the school year.
4. Salary adjustments for longevity or to correct an error are to be made whenever
they are submitted and approved. Proof of such shall be filed by the Employee
with the Human Resources Administrator.
I. Traveling Employees
Employees traveling in personal vehicles for authorized district business shall be
reimbursed at a rate equal to the current internal revenue service allowance per mile.
J. External Staff Teacher and Paraprofessional Substitution
1. The administration shall make every effort to obtain qualified substitute teachers
and substitute paraprofessionals at all times.
ARTICLE XI
Retirement Benefits
A. Certified Staff - Salary Enhancement and Severance Pay for Non-Discounted
Annuity Retirement Plan
Provisions applicable only to Non-Discount retirees. If ERO sunsets on June 30, 2013 or
during this contract agreement, the District and Union will convene a meeting to discuss
the impact to those members affected.
1. Requirements to Qualify for Salary Enhancement Retirement Benefits:
Must have completed a minimum of fifteen (15) years of full-time
employment as a certified teacher in District 365-U by June 30 of the year
of retirement. Service need not be consecutive.
Must qualify for a TRS non-discounted annuity retirement.
Must have given written irrevocable notice of retirement as provided in
paragraphs a, b, or c below of this Article, whichever is applicable.
Must be at least 60 years of age by December 31 of the year of retirement
with 10 or more years of service with the Illinois Teachers’ Retirement
System; OR
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Must be at least 55 years of age by December 31 of the year of retirement
with 35 or more years of service with the Illinois Teachers’ Retirement
System.
Must have submitted a signed promissory note wherein the teacher
promises to pay back the difference between the total salary enhancements
received under this plan and the actual salary the teacher would have
received in accordance with the regular salary schedule of the District if a
change in the teacher’s retirement date results in any TRS penalty to the
District.
a. If a teacher gives the Board an irrevocable written notice of retirement by the first
Board meeting in January three (3) years prior to the year of retirement, the Board
shall pay him/her a 6% retirement incentive, inclusive of all other increases in
TRS creditable compensation, for each of his/her remaining three (3) years of
service, less compensation for any services not rendered.
b. If a teacher gives the Board an irrevocable written notice of retirement by
the first Board meeting in January two (2) years prior to the year of
retirement, the Board shall pay him/her a 6% retirement incentive,
inclusive of all other increases in TRS creditable compensation, for each
of his/her remaining two (2) years of service, less compensation for any
services not rendered.
c. If a teacher gives the Board an irrevocable written notice of retirement by
the first Board meeting in January one (1) year prior to the year of
retirement, the Board shall pay him/her a 6% retirement incentive,
inclusive of all other increases in TRS creditable compensation, for his/her
remaining one (1) year of service, less compensation for services not
rendered.
1. Once a teacher submits an irrevocable written notice of retirement
before the first Board meeting in January as provided in paragraphs
a through c above, that employee shall be removed from the salary
schedules contained in Article X of this Agreement. All
calculations for increased TRS creditable earnings will be based on
the TRS creditable earnings in the year prior to the submission of
the irrevocable written notice of retirement, less compensation for
services not rendered. Once the employee submits an irrevocable
written notice of retirement, in no case will the employee’s TRS
creditable earnings increase exceed 6% of the previous year.
2. If, after submitting an irrevocable written notice of retirement
before the first Board meeting in January provided in paragraphs a
through c above, the teacher resigns from or is dismissed from
duties for which the teacher was paid a stipend or additional
compensation in the previous year, the retirement incentive for that
employee will be recalculated accordingly.
d. Certified Staff – 6% Ineligibility for Retirement Benefits in Section A. No
retirement benefits as provided under this Article XI shall be available to
any teacher if the teacher received an increase in creditable earnings of
greater than 6% in any year which if combined with the years under of
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plan A, would have resulted in a TRS penalty to the District (so-called
“look back”).
2. Those teachers who qualify for the non-discounted annuity retirement benefits
shall be paid a severance payment of $1,500 for each year of written advance
notice of retirement given to the Board under paragraph A. of this Article up to a
maximum of three (3) years or $4,500.
3. This compensation shall be paid as a post-retirement severance payment within
thirty (30) days after the teacher’s last day of TRS creditable service or the
employee’s receipt of his/her last regular paycheck, whichever occurs later. The
teacher shall have no actual or constructive right to the receipt of this payment
until such time. Withholdings required by law or authorized by the teacher shall
be deducted from this payment.
4. For those teachers who qualify for non discounted annuity retirement benefits, the
Board will pay the cost of the health insurance premium for group hospitalization
major-medical coverage under TRS for five (5) years up to $3,000 annually. The
employee must elect health insurance coverage upon entering the retirement plan.
Should the employee elect to drop insurance coverage, either upon entering the
retirement plan or at some later date, coverage may not thereafter be reinstated.
B. Certified Staff - Board Contributions Toward State TRS Early Retirement Option
Plan
1. Requirements to Qualify for TRS Early Retirement Option Plan
Must have completed a minimum of fifteen (15) years of full-time
employment in District 365-U by June 30 of the year of retirement.
Service need not be consecutive.
Must qualify for a discounted TRS early retirement option annuity and not
be taking a TRS non-discounted annuity as provided in paragraph B. of
this Article.
Must have given written irrevocable notice of retirement by the first board
meeting in January of the 3rd
, 2nd
or 1st year prior to retirement. Must be at
least 55 years of age by December 31 of the year of retirement with 20 or
more years of service with the Illinois Teachers’ Retirement System.
2. The Board shall pay only the employer’s one time contribution.
3. Teachers who are at age 55, 56, 57, 58, or 59 by December 31 of the year of their
retirement and who elect retirement under this plan shall be paid a severance
payment as shown in the chart below. This compensation shall be paid as a post-
retirement severance payment within thirty (30) days after the employee’s last day
of TRS creditable service or the employee’s receipt of his/her last regular
paycheck, whichever occurs later. The employee shall have no actual or
constructive right to the receipt of this payment until such time. Withholdings
required by law or authorized by the employee shall be deducted from this
payment
Years Notice 1yr. 2yr. 3yr.
Age 55 $750 $1,000 $1,250
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Age 56 $875 $1,250 $1,625
Age 57 $1,000 $1,500 $2,000
Age 58 $1,125 $1,750 $2,375
Age 59 $1,250 $2,000 $2,750
Example: A teacher who gives a 2 year notice by the first Board meeting in
January of his/her intent to retire and who is 58 by December 31 of the year of
retirement year and otherwise meets the eligibility requirements set forth would
receive $1,750 additional severance pay as described above.
4. For those teachers who qualify for a discounted TRS early retirement option, the
Board will pay a portion of the cost of the health insurance premium for group
hospitalization major-medical coverage under TRS for five (5) years per the table
below. The employee must elect health insurance coverage upon entering the
retirement plan. Should the employee elect to drop insurance coverage, either
upon entering the retirement plan or at some later date, coverage may not
thereafter be reinstated.
Age Annual Insurance Stipend
Age 55 $500
Age 56 $750
Age 57 $1,000
Age 58 $1,250
Age 59 $1,500
C. Certified Staff - Re-Opener
The parties agree that if legislation is enacted or administrative rules adopted during the
life of this agreement that materially and adversely affects the Board’s obligations or
employee’s rights under any of the benefits set forth in this Article, the parties agree to
meet within thirty days of the passage of the legislation to renegotiate the provision and
the impact on any and all employees.
D. Certified Staff - Payment for Unused Sick Leave Days
1. A teacher who qualifies for participation in any of the District’s Retirement Plans
as set forth above is eligible to apply his/her District 365-U earned unused sick
leave accumulation to the Illinois Teachers’ Retirement System to receive
additional creditable service for retirement purposes. The teacher is also entitled
to receive the District 365-U incentive program stipend for his/her unused sick
leave days, (see Article XI.I.3.), which are not used for additional creditable
service.
2. Payment for unused sick leave days pursuant to Article XI.I.3 and not used for
additional TRS creditable service shall be made as a post-retirement severance
payment within thirty (30) days after the employee’s last day of TRS creditable
service or the employee’s receipt of his/her last regular paycheck, whichever
occurs later. The employee shall have no actual or constructive right to the
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receipt of this payment until such time. Withholdings required by law or
authorized by the employee shall be deducted from this payment.
E. Certified Staff-Retirement Contracts
Prior to the Board’s payment of any retirement benefits pursuant to the provisions of this
Article XI, the terms of a teacher’s retirement, including the effective date of the
teacher’s retirement, including the effective date of the teacher’s resignation of
employment, shall be set forth in writing, signed by the teacher and the Superintendent or
designee, and submitted to the Board for action.
F. Classified Staff Retirement Incentive 1. The Early Retirement incentive set forth below will be offered to Classified
Employees every year during the length of the contract. Requests to take
advantage of the retirement incentive must be submitted, in writing, to the Human
Resources Division by the first Board Meeting in January prior to the 3rd
, 2nd
or 1st
year of retirement.
To qualify for this retirement incentive, the employee must:
a. Have reached age 55
b. Have at least eight (8) years of full-time service with the district
c. Must have at least eight (8) years of service with IMRF
d. Has not received retirement benefits from the District previously as a certified
employee.
2. For those employees who qualify and give the Board an irrevocable written notice
of retirement by the first Board meeting in January three (3) years prior to the
year of retirement, the Board shall pay him/her a 6% retirement incentive,
inclusive of all other increases in IMRF creditable compensation, for each of
his/her remaining three (3) years of service, less compensation for any services
not rendered.
3. If an employee gives the Board an irrevocable written notice of retirement by the
first Board meeting in January two (2) years prior to the year of retirement, the
Board shall pay him/her a 6% retirement incentive, inclusive of all other increases
in IMRF creditable compensation, for each of his/her remaining two (2) years of
service, less compensation for any services not rendered.
4. If an employee gives the Board an irrevocable written notice of retirement by the
first Board meeting in January one (1) year prior to the year of retirement, the
Board shall pay him/her a 6% retirement incentive, inclusive of all other increases
in IMRF creditable compensation, for his/her remaining one (1) year of service,
less compensation for services not rendered.
a. Once an employee submits an irrevocable written notice of retirement
before the first Board meeting in January as provided in paragraphs 2
through 4 5 above, that employee shall be removed from the salary
schedules contained in Article X of this Agreement. All calculations for
increased IMRF creditable earnings will be based on the IMRF creditable
earnings in the year prior to the submission of the irrevocable written
notice of retirement, less compensation for services not rendered. Once
the employee submits an irrevocable written notice of retirement, in no
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case will the employee’s IMRF creditable earnings increase exceed 6% of
the previous year.
b. If, after submitting an irrevocable written notice of retirement before the
first Board meeting in January provided in paragraphs 2 through 4 5
above, the employee resigns from or is dismissed from duties for which
the employee was paid a stipend or additional compensation in the
previous year, the retirement incentive for that employee will be
recalculated accordingly.
5. Those employees who qualify for the retirement benefits shall be paid a severance
payment of $1,500 for each year of written advance notice of retirement given to
the Board up to a maximum of three (3) years or $4,500.
6. This compensation shall be paid as a post-retirement severance payment within
thirty (30) days after the employee’s last day of IMRF creditable service or the
employee’s receipt of his/her last regular paycheck, whichever occurs later. The
employee shall have no actual or constructive right to the receipt of this payment
until such time. Withholdings required by law or authorized by the employee shall
be deducted from this payment.
7. Must have submitted a signed promissory note wherein the retiring employee
promises to pay back the difference between the total salary enhancements
received under this plan and the actual salary the retiring employee would have
received in accordance with the regular salary schedule of the District if a change
in the employee’s retirement date results in any IMRF penalty to the District.
8. The Board will pay the cost of the health and dental insurance premium for
coverage under the Districts major medical/dental carrier for five (5) years up to
$3,000 annually. If the cost rises above an annual premium of $3,000 the
employee will be required to pay the difference to the District. At the end of the
five years, the employee may pick up the cost of the insurance at the IMRF
Retiree Health Coverage premium at that time. Should the Employee elect to
drop insurance coverage, either upon entering the retirement plan or at some later
date, coverage may not thereafter be reinstated.
G. Classified Staff-Retirement Contracts
Prior to the Board’s payment of any retirement benefits pursuant to the provisions of this
Article XI, the terms of a Classified Employee’s retirement, including the effective date
of the employee’s retirement, including the effective date of the employee’s resignation
of employment, shall be set forth in writing, signed by the employee and the
Superintendent or designee, and submitted to the Board for action.
H. Classified Staff Re-opener
The parties agree that if legislation is enacted or administrative rules adopted during the
life of this agreement that materially and adversely affects the Board’s obligations or
employee’s rights under any of the benefits set forth in this Article, the parties agree to
meet within thirty days of the passage of the legislation to renegotiate the provision and
the impact on any and all employees.
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Valley View Community Unit School District 365U
Salary Enhancement Retirement Benefits Plan
Promissory Note
Employee Name:
Date:
I have requested to participate in the Salary Enhancement Retirement Benefits Plan as outlined in
Article IX, Section A and F of the 2012-2015 Collective Bargaining Agreement.
As a condition of participation in the Plan, I understand that I must meet all of the requirements of
Article XI, Section A, which include among them the following pertinent part:
Must have submitted a signed promissory note (See Exhibit 15 for promissory note)
wherein the teacher/retiring employee promises to pay back the difference between
the total salary enhancements received under this plan and the actual salary the
teacher/retiring employee would have received in accordance with the regular salary
schedule of the District if a change in the teacher/employee’s retirement date results
in any TRS/IMRF penalty to the District.
In the event that I decide to retire earlier than indicated in my initial notice of retirement, I
understand that I must reimburse the District for any retirement salary enhancements the District paid
if my decision to retire early will cause the District to pay an “excess salary contribution” to
TRS/IMRF. If my early retirement causes the District to pay an “excess salary contribution” to
TRS/IMRF, I will repay to the District an amount equal to the difference between the retirement
salary enhancement and my ordinary, creditable earnings had I not participated in the Program. Such
repayment shall be made by equal payroll deductions for the remainder of the school year in which I
notify the Board of Education of my inability to fulfill the terms of the agreement. In the event that
there are no remaining payroll checks due to me, any amount due to the Board of Education will be
repaid over a time period established by the Board of Education. In addition to the repayment of the
salary enhancement benefits, I also understand that I will not be eligible to receive any of the
retirement benefits set forth in Article XI of the 2012-2015 Collective Bargaining Agreement.
I agree that should I default in the above referenced payment, I hereby waive any notice of default
and service of process and confess to a judgment that may be entered against me in a court of
competent jurisdiction. I further agree that in the event of a default of this Promissory Note I will pay
all costs and fees incurred by the Board of Education in collecting the balance due.
By signing this agreement, I agree to the terms stated above. Failure to return this agreement will
negate my request for participation in the Plan.
I freely consent to the terms of this Agreement.
Name ___________________________________________________________________________
Date ___________________________________________________________________________
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I. IMRF and TRS Pension or Retirement Fund
1. All new full-time Paraprofessionals and new full-time non-probationary
Supportive Staff Employees are automatically members of the Illinois Municipal
Retirement Fund. Monthly contributions are withheld from salaries on a
percentage basis. Each Paraprofessional and Supportive Staff Employee receives
notice of any change in the amount of deductions at the time such change is
determined by the Fund. Further information is available from the District
Business Office concerning the operation of and benefits available under the
Retirement Fund. The parties agree that if there is new case law, legislation
enacted, or administrative rules adopted during the life of this agreement that
materially and adversely affects the Board’s obligations or employee’s rights
under any of the benefits set forth in this Article and the parties agree to meet
within thirty (30) days of the passage of the legislation to renegotiate the
provision and the impact on any and all employees.
2 The retirement policy of the District follows the regulations of F.I.C.A., I.M.R.F.
and the Illinois Teachers’ Retirement System.
3. Upon retiring from the District, in accordance with the regulations of the
appropriate provisions of the Illinois Retirement Act, a full-time Employee shall
receive twenty-nine ($29.00) dollars per day for all unused accumulated sick
leave paid out in their last check so long as the payout does not exceed the current
6% limit established by TRS or IMRF. Part-time Employees will receive a pro-
rated payout based upon their FTE status. If the 6% cap changes, the reduced
limit shall apply.
a. Payment for all unused sick leave days is subject to TRS/IMRF
regulations and will not cause the District to incur penalty costs due to
increasing the Employee’s pay that are above the 6% TRS/IMRF limit
and shall be made as a post-retirement severance payment within sixty
(60) days after the Employee’s last day of service or the Employee’s
receipt of his/her last regular paycheck, whichever occurs later.
Employees shall have no actual or constructive right to the receipt of
this payment until such time. Withholdings required by law or
authorized by the Employee shall be deducted from this payment.
J. Reimbursement for Unused Sick Leave
1. Upon layoff from the District, a full-time employee shall receive twenty-nine
($29.00) dollars per day for all unused accumulated sick leave. Part-time
Employees will receive a pro-rated payout based upon their FTE status. This
payment will be made at the time of the first payroll after the beginning of the
new school year if the employee has not been recalled and has not accepted a
comparable position with the district prior to that time. If said employee is
subsequently recalled and accepts a comparable position with the District the
employee will be required to reimburse the District and sick days will be restored
to the original number.
2. Up until the beginning of the new school year, a laid off employee may apply
unused sick leave credit toward the continuation of medical/dental insurance
coverage. Such credit will be computed at the rate of thirty ($30.00) dollars per
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day for unused sick leave. If the employee is recalled, no reimbursement for the
medical/dental insurance coverage will be required and no deduction of sick leave
will be made for medical/dental insurance coverage.
ARTICLE XII
Extra Curricular Provisions
A. Co-Curricular Positions
1. The Co-Curricular program shall be considered as an integral part of the
educational program and all Employees, who are legally qualified, shall be
encouraged to participate in it.
2. Co-Curricular positions, after approval, shall be compensated in accordance with
the Co-Curricular Salary Schedules A & B. A copy of said schedule can be found
in Article XII.A. of this Agreement. All responsibilities and work of the activity
shall be assumed for the complete school year/or season and shall be completed
before payment is received. However, all activities with percentages of ten (10) or
above (except seasonal sports) shall be paid twice yearly. One installment
following the first Board meeting in December and one installment by the last day
of school.
Fall Co-Curricular activities shall be paid immediately following the first Board
meeting in November; Winter Co-Curricular activities shall be paid immediately
following the first Board meeting in March; Spring Co-Curricular activities shall
be paid the last day of School; and Summer Co-Curricular activities shall be paid
immediately following the first Board meeting in August.
The submission of requisitions for payment for Co-Curricular duties shall be the
responsibility of the administration in each building.
3. All Co-Curricular positions shall be made known to Employees through the same
procedure as stated in Article IV. Section D “Posting of Positions”.
4. The “A” co-curricular salary schedule step one is based on the 2011-2012 salary
schedule BA+10 column step plus TRS salary (actual salary) plus 10%. The “B”
co-curricular salary schedule step one is based on the 2012-13 “B” salary
schedule BA+10 column step plus TRS salary (actual salary) plus 10%. The co-
curricular salary is computed by multiplying the percent for the activity times the
appropriate co-curricular step.
Example: 2012/2013 Salary Schedule
Activity is 8.4% (Category I)
Sponsor is on step 10
($63,614)(.084)=$5,344
All off schedule co-curricular salaries beyond step 25 will receive the same percentage
increase as is placed on step one of that year’s salary schedule or step 25, whichever is
greater.
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105
106
107
108
109
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Co-Curricular Sports/Activities/Clubs
HIGH SCHOOL MIDDLE SCHOOL ELEMENTARY
Category A
17.4%
Band (40 week season)
Athletic Director
Category B
14.8%
Assistant Athletic
Director
Category C
13.2%
Head Basketball
Head Football
Category D
12.0%
Head Wrestling
Head Volleyball
Category E
11.5%
Head Speech
Category F
10.8%
Head Baseball
Head Softball
Head Track Outdoors
Assistant Basketball
Assistant Football
Head Soccer
Category G
9.6%
Head Math Team
Head Scholastic Bowl Team
Chess Team
Head Golf
Head Tennis
Assistant Volleyball
Assistant Wrestling
Head Bowling
Head Badminton
Head Cross Country
Band
Category H
8.6%
Winter Head Cheerleading
Yearbook
Category I
8.4%
Speech Assistant
Assistant Baseball
Assistant Softball
Assistant Outdoor Track
Assistant Soccer
Wrestling
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HIGH SCHOOL MIDDLE SCHOOL ELEMENTARY
Category J
7.2%
Math Assistant
Assistant Scholastic Bowl Team
Detention
Student Government (Head)
Assistant Tennis
Assistant Golf
Fall Head Cheerleading
Winter Head Pom Pons
Assistant Bowling
Assistant Badminton
Assistant Cross Country
Intramural
Basketball
Cheerleading
Yearbook
Volleyball
Category K
6.0%
Art Fest/Art Club
Assembly
Coordinator
Debate
Fall Play
Spring Musical
Madrigals
National Honor
Society
Newspaper
Swing Choir
Non-Student
Activity Assembly
Coordinator
Pep Band
Fall Had Pom Pons
Winter Cheerleading Assistant
Chorus
Track
Category L
4.8%
Publicity (Student Activities)
Junior Class Sponsor
Senior Class Sponsor
Publicity (Non-Student
Activities)
Assistant Newspaper
Fall Cheerleading Assistant
Winter Assistant Pom Pons
Intramural/Conditioning:
Fall
Winter-2 Stipends
Spring
Assistant Yearbook
Head Indoor Track
Scholastic Bowl
Newspaper
Math Club
Detention
Baseball
Softball
Soccer
Cross Country
Detention
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HIGH SCHOOL MIDDLE SCHOOL ELEMENTARY
Category M
4.2%
Color Guard (ROTC)
Drill Team
Rifle Team
Sabre Team
Best Buddies
Fall Pom Pons Assistant
Eighth Grad Sponsor
Family and Consumer
Sciences Club
Industrial Technology
Club
Science Club
Student Council
National Junior Honor
Society
Safety Patrol
Category N
3.6%
Crisis Counseling
Assistant Debate
Assistant Fall Play
Assistant Spring Musical
Assistant Student Government
Ticket Sellers
Media Club
Seventh Grade
Sponsor
Sixth Grade Sponsor
Drama – Fall
Drama – Spring
Musical
Category O
3.2%
American Field
Service (AFS)
Co-operative
Education Club
Freshman Class Sponsor
Sophomore Class Sponsor
Distributive
Education Clubs of America
(DECA)
Foreign Language
Peer Mediation
Radio Control
Key Club
Interact
Letterman
Students Against Drunk Driving
(SADD)
Science Club
Snowball
Thespian
Assistant Indoor Track
High School Clubs (Any)
Literary Magazine (1st Semester)
Literary Magazine (2nd
Semester)
Business Professionals of America
Clubs (any)
Dance Chair
Jazz/Prep Band
Art/Craft Club
Literary Writer
Book Club
Spirit/Club
Homework Club
(Study Skills)
Students Taking A
Responsible Stand
(STARS)
Elementary School Clubs (Any)
Reading Club
There will be no restrictions as
to the number of clubs per
building. It will be determined
on the basis of per need/interest.
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The above list contains only those activities and approved clubs that may be recommended for
compensation by the Superintendent or his/her designated representative. When the same person
coaches/supervises two teams/related activities at the same time, that person will receive an
additional 50% of the listed stipend.
ACTIVITIES PAID PER EVENT
The following activities will be paid at the rates per the event matrix below.
2.0 hours $51.50
2.1 to 4.0 hours $67.00
4.1 to 8.0 hours $100.50
8.1 hours or more $134.00
Bus Chaperone
Box and/or Chain-Football
Clock Operator-Athletic Events
Scorekeeper-Athletic Events
Track Meet Helpers
Supervision-Crowd Control/Any Co-curricular or
School Activity Needed.
HIGH SCHOOL MIDDLE SCHOOL ELEMENTARY/EC
Category P
2.5%
Arrival Safety Supervisor
Dismissal Safety Supervisor
*Number of supervisors per
building will be determined on a
needs basis
Arrival Safety Supervisor
Dismissal Safety
Supervisor
*Number of supervisors
per building will be
determined on a needs
basis
Arrival Safety
Supervisor
Dismissal Safety
Supervisor
*Number of supervisors
per building will be
determined on a needs
basis
Category Q
2.0%
Category R
1.6%
Junior Engineering Technical Society
(Club-JETS) Head Summer Varsity Athletic Coach Junior Engineering Technical Society
(Activity-JETS) Assistant Summer Varsity Athletic
Coach
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PAY FOR EXTENDED SEASON
A season is to be considered extended when a team qualifies for the state play-offs or when other
sports or activities advance beyond the first round of a state tournament or competition.
Only those coaches/sponsors directly involved are to be paid. This will always include the head
coach/ sponsor and may include other(s) as determined by the Athletic Director/Assistant
Principal.
Coaches/sponsors will be paid for involvement in practice and scouting in addition to actual
competition when determined to be necessary by the Athletic Director/Assistant Principal.
The additional stipend will be computed at the rate of 1/6 of the coaches/sponsors weekly co-
curricular salary for each day of involvement in extended season activities as described above.
1. The superintendent or his/her delegated representative shall make annual
assignment with regard to an Employee’s overall blend of experience and
education, suitability for the assignment as they relate to the District and reflect
the recommendations of the Building Administrator; and seniority in that position.
When other factors are nearly equal, seniority (in the order listed in Article
IV.C.2) shall be utilized as the final and determining factor by the administration.
2. Each year, Co-Curricular assignments shall be made by mutual agreement in
writing between the Employee, Building administrator and the Superintendent or
his/her delegated representative. These assignments shall note the approximate
date and amount of payment for the Co-Curricular activity and shall have attached
the approved written job description.
3. To be considered for a Co-Curricular position, the interested Employee shall
notify the Building Administrator in writing, using the approved form by May 1st
of the current year. The bottom of said form, when completed and mutually
agreed to, will represent a formal approval for the Co-Curricular position
indicated on it. A copy of the approved Co-Curricular Form and Approval can be
found in Article XII.A. of the Agreement.
4. Based on available information, all Employees shall be notified of the tentative
Co-Curricular assignments for the following school year prior to the end of the
current school year. Changes in assignment subsequent to the above date shall be
made only when necessary to implement the educational program, and any
Employee so affected shall be given prompt, written notification of change.
5. When an Employee is involuntarily released from a Co-Curricular assignment,
he/she shall be sent immediate written notification of this decision. A Co-
Curricular Staff Evaluation Report will be completed by the appropriate school
administrator for all Employees who are being involuntarily released. See Article
XII.A. of this Agreement.
6. Approved written job descriptions for each Co-Curricular activity shall be
furnished to each Employee who assumes the Co-Curricular activity.
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7. The steps in the Co-Curricular Salary Schedule are to be determined by the
number of years the employee is employed in his/her particular Co-Curricular
position. Up to five years of previous experience will be credited.
116
VALLEY VIEW COMMUNITY UNIT
SCHOOL DISTRICT 365-U
Co-Curricular Activity Form
(Submit in Triplicate)
The Co-Curricular program is an integral part of Valley View Community Unit School District
365-U’s educational program.
Indicate below all Co-Curricular activities you sponsored or coached this school year and check
“yes” or “no” if you wish to continue work in this area for the next school year.
Activities Responsible
This School Year
Next School Year
Yes No
Please let us know if you are interested in any other Co-Curricular activity for the coming school
year - or in the future - list below.
Future Activity Requests
Please return this completed form to your appropriate administrator.
Date Employee
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VALLEY VIEW COMMUNITY UNIT
SCHOOL DISTRICT 365-U
Co-Curricular Activity Approval
If mutually agreeable with ____________________ , I, ____________________________
(Employee’s Name) (Appropriate Administrator’s Name)
recommend him/her for the Co-Curricular position of _____________________________
(List Activity)
At __________________ school for the school year 20____ -at the salary of $______________
for _________ days. After all responsibilities and work of the activity are completed, said salary
will be paid immediately following the first Board Meeting in:
March ; June ; November ; December . (Check date of payment)
I agree to the above listed statements.
_______________________________ ___________________________
Appropriate Administrator Signature Date
_______________________________ ____________________________
Employee Signature Date
I concur do not concur with the above appropriate administrator’s recommendation.
________________________________________________ ________________________
Superintendent or his/her delegate representative Signature Date
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VALLEY VIEW COMMUNITY UNIT SCHOOL DISTRICT 365U
Co-Curricular Staff Evaluation Report _______________________ ___________________ ___________________
Employee Name Building Co-Curricular Position
_______________________ ___________________
Date of Evaluation School Year
Rating Code: Exceeds Expectations, Meets Expectations, Needs Improvement, Not Applicable – E, M, N, NA
DOMAIN A: Skill and Knowledge of Co-Curricular Activity Rating:
1. Is knowledgeable, innovative and uses sound, proven methods to adequately perform responsibilities. _____
2. Seeks to broaden skill and knowledge in area(s) of responsibility by attending in-service, clinics,
and required activity or League Rules Meetings. _____
3. Stresses conditioning, physical fitness, and teaches injury avoidance. _____
4. Exhibits enthusiasm and interest in the Co-Curricular activity. _____
Comments:
DOMAIN B: Exhibits Professionalism
1. Promotes Co-Curricular Activities within School, District and Community. _____
2. Recognizes the role of Co-Curricular in the development of lifelong values; including the importance
of team work, good sportsmanship, and individual excellence. _____
3. Students’ physical, emotional and academic well being are the highest priority. _____
4. Represents the District in a professional manner and exhibits high ethical standards. _____
5. Supervises and evaluates assistant coaches; and works to develop and improve their abilities. _____
Comments:
DOMAIN C: Communicating and Working with Others
1. Develops and maintains positive working relationships with others. _____
2. Works cooperatively with Athletic Director and other Administrators. _____
3. Communicates effectively with students, parent, and community. _____
Comments:
DOMAIN D: Safety and Security
1. Understands and follows all safety guidelines and procedures. _____
2. Maintains individual and group discipline and control, and provides proper supervision at all times. _____
3. Cares for equipment; including issue, collection and storage. _____
4. Deals with injuries in a caring and professional manner. _____
Comments:
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AREAS OF STRENGTH:
Comments:
OPPORTUNITIES FOR IMPROVEMENT:
Comments:
PERFORMANCE GOALS:
My signature indicates that I have read this evaluation, participated in an evaluation conference and received a copy
of the evaluation. It does not necessarily mean that I am in agreement. I understand that I may attach a narrative
response within 30 calendar days after I have received a copy of the evaluation report and having attended a post
evaluation conference with the evaluator, I do_____ do not_____ concur with this evaluation.
________________________ __________________
Employee’s Signature Date
________________________ ___________________
Evaluator’s Signature Date
Copy to: Personnel File Principal Employee
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B. Homebound Pay
Pay for homebound instruction shall be thirty-five dollars ($35.00). All provisions are
effective/applicable August 15th
of the new school year.
C. Regular Staff Teacher Substitution
1. The administration shall make every effort to obtain qualified substitute Teachers
at all times. When substitute Teachers cannot be obtained, qualified regular staff
may be used as substitutes on a per period basis.
2. Any substituting performed by qualified regular staff shall be on an optional basis
when possible. The building Principal will establish a list of teachers who would
like to volunteer as internal substitutes when a qualified substitute is unavailable.
This list would be utilized first in trying to fill an open position. Teachers may
become a part of this list at any time during the year or take themselves off the list
at any time during the year. If more than one teacher volunteers in any given class
period, the position will be filled on a rotating basis beginning with the most
senior person.
When the building administrator is unable to obtain a qualified regular staff
member to substitute on an optional basis, the administrator shall assign an
available regular staff member for the period in question.
Such assignments shall be made on a rotating basis among available qualified
personnel, starting with the available qualified staff member with the least
seniority. Regular staff substitutes shall be paid for each and every period of
substitution.
3. Study halls and libraries shall be utilized as housing areas for classes (where no
substitute Teacher can be obtained) only in emergency situations. When utilized
as such, the supervising Teacher in either of these areas shall receive the regular
seventeen dollars and fifty cents ($17.50) substitution rate for that period when
the number of students exceeds ten (10). In no case (except by mutual agreement)
shall the same supervising Teacher receive the successive classes of an absent
Teacher. All provisions are effective/applicable August 15th
of the new school
year.
4. In all instances, the receiving Employee shall be informed in advance of the
circumstances under which he/she is being asked to substitute.
5. The approval Regular Staff Teacher Substitution form will be used in every case
of substitution.
6. Substitute pay shall be eight dollars and seventy-five cents ($8.75) per one-half
(1/2) period. For purposes of this section, a period is defined as thirty (30)
consecutive minutes of student contact time. All provisions are
effective/applicable August 15th
of the new school year.
D. Department Chairperson
1. The pay and release time of the Department Chairperson for a school year shall be
based on the following schedule:
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No. of Teachers Chairperson Released Time
in Dept. Pay (by period)
1-5 5% 1
6-11 6.75% 1.5
12-17 7.75% 2.5
18-25 8.75% 3.5
26 and over 9.75% 3.5
Explanation:
a) A Teacher shall be considered to be in a department whenever assigned to
two (2) or more classes within that department. Three (3)
Paraprofessionals shall be considered equivalent to one (1) Teacher.
b) The percent of pay will be based on the Co-Curricular Salary Schedule,
with the number of years as department l chairperson, determining that
exact position on that schedule.
c) Stipends are reserved for only those who teach students on a regular basis
during the day.
d) The pay of the Department Chairperson shall be in addition to his/her
salary as a Teacher.
e) Released time does not include the Department Chairperson’s
planning/conference period.
2. The position of Department Chairperson is an annual appointment by the
Superintendent or his/her delegated representative based on the evaluation of the
chairperson during the previous year. As with other positions, this position of
chairperson will be posted when it becomes vacant. A copy of the Department
Chairperson Evaluation Form can be found in Article XII.E. of this Agreement.
3. As an integral part of the building leadership team, the department chairperson is
to provide day to day instructional leadership and lead curriculum development.
Such instructional leadership may include:
• Assisting teachers in establishing specific, measurable instructional goals
for the department.
• Assisting teachers in creating action plans to address instructional goals
• Gathering, sharing and analyzing student learning results.
• Suggesting alternative strategies
• Assisting teachers in clarifying what students must learn by course, grade
level, and unit of instruction
• Ensuring the use of a variety of instructional strategies and assessments
• Facilitating professional development opportunities
• Observations of non-tenured teachers
(See Article IV Q. 5)
4. Those Employees covered under 1-C of this section shall be paid twice yearly;
one installment following the first Board meeting in December and one
installment by the last day of school in June.
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VALLEY VIEW COMMUNITY UNIT
SCHOOL DISTRICT 365-U
Department Chairperson
Evaluation Form
(Complete in Triplicate)
Name Department
School
Building Year
1. Department Chairperson:
2. Professional Qualities:
3. General Comments:
Signature of Department Chairperson Evaluated
Date
Signature of Evaluator
Date
Superintendent’s or Delegated Representative’s Signature Date
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E. Middle School and Specialist Key Leaders
The pay for Middle School and Specialist Key Leaders for a school year shall be an annual
$2,000.00 stipend per Key Leader.
Each building’s allocation of Key Leaders will be determined by the Superintendent or his/her
designee and will be based on student enrollment. In addition to building Key Leaders in the
core content areas and Physical Education, the Administration will appoint one middle school
representative as the Key Leader for all of the middle school’s career courses in the areas of Art,
Music, Band, Applied Tech and Family & Consumer Science.
The position of the Middle School Key Leader is an annual appointment by the Superintendent
or by his/her delegated representative based on the evaluation of the position during the previous
year. As with other positions, this position of Middle School Key Leader will be posted when it
becomes vacant.
The Middle School Key Leader serves as an instructional leader, working directly with
teachers, teacher leaders, and building and district administrators regarding curriculum
for school content areas. Job duties include:
Coordinate implementation of new curriculum
Organize and provide varied materials and resources which aid the teacher in meeting
course objectives
Recommend and/or model instructional strategies to teachers
Demonstrate knowledge of curriculum appropriate to assignment
Coordinate/provide in-service training for teachers in areas of assigned responsibility
Attend and actively participate in building and District Teams to facilitate early
involvement and resolution of academic or behavior problems
Assist teachers in identifying students with specific learning problems and planning
appropriate action
Coordinate special activities or programs (e.g., Career Day, math tutoring, science
fair)
Serve as a liaison between the central office staff, teachers, and building
administration.
Serves as a member of the building leadership team.
The Administration will also appoint a total of five Specialist Key Leaders across the District in
the areas of: Psychologists, Social Workers, Speech & Language Pathologists, Vision Teachers,
and Hearing Teachers. Specialist Key Leaders will be assigned duties by building administrators
in consultation with District Leadership. Specialist Key Leaders’ duties will include, but not be
limited to:
Assist with coordinating professional development for staff across the District
working in the Key Leader’s area of expertise,
Provide technical assistance as needed, and
Provide support as needed throughout the evaluation process of staff across the
District working in the Key Leader’s area of expertise.
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F. Elementary Grade Level Representative
The pay for Elementary Grade Level Representatives for a school year shall be an annual
stipend of $800. Each building will have six General Ed Grade Level Representatives
(K-5). In addition the District Administration will appoint one representative to each of
the special areas such as, PE, Art, Music, and LMC. Appointment of the position of the
Elementary Grade Level Representative is based on a two year rotation cycle or upon a
vacated position. Appointment will be determined by the building administrator.
The Elementary Grade Level Representative serves as a liaison between the grade-level
teachers and the school/district leadership. Other duties include:
Provide open communication and carry a consistent message between your grade
level team and school/district level personnel in a constructive and professional
manner.
Assist in communication of teachers’ needs and questions regarding
implementation of instructional programs, trainings and timelines.
Contact appropriate departments for guidance or additional information, in
collaboration with their building administrator.
Coordinate/schedule grade level meetings
o gather data to bring to meetings
o complete the minutes and provide copies to all grade level members and
administrators
o follow-up with appropriate departments or district admin to gather
additional information as needed and communicate back to team within
one week.
Attend a monthly meeting with building administration. (Additional meetings
may be necessary based on urgency of need.)
.As part of your stipend you may be required to attend District Grade Level
Representative training sessions up to three hours annually.
G. Middle School Athletic Directors
The position of Middle School Athletic Director is an annual appointment by the
Superintendent or by his/her delegated representative based on the evaluation of the
position during the previous year. As with other positions, this position of Middle School
Athletic Director will be posted when it becomes vacant. In the case of emergency or
cancellation, the Building Administrator will work in conjunction with the Athletic
Director to provide appropriate release time.
H. District Coordinators
1. The purpose of this Section is to set forth the rate of pay and a posting
requirement for any positions of District Coordinator which the Board may decide
to establish.
2. The salary of the District Driver Training Coordinator, which is presently a part-
time position, shall be eight percent (8%) of the co-Curricular Salary Schedule for
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180 days. The position of the Employee on the Salary Schedule shall be
determined by the number of years the Employee has held the position of Driver
Training Coordinator. The salary of the Driver Training coordinator shall be
included in his regular bi-weekly paycheck.
3. The board may also establish full-time or part-time District Coordinators in any or
all of the following areas:
Health Services
Professional Development
Language Arts
Mathematics
Music
Learning Media Center
Physical Education
Reading
Science
Social Studies
Special Education
Vocational Education
or in whatever other areas or combination thereof it may deem to be in the best
interests of the District to establish.
4. The salary for any full-time District Coordinator position shall be in accordance
with the Teacher salary schedule. District Coordinators shall be employed and
compensated 15 more days than the teachers’ regular 185 day contract at their
current per diem rate.
5. The position of District Coordinator is an annual appointment by the
Superintendent or his/her delegated representative and may be renewed, based on
evaluation of the coordinator during the previous year. Results of the
Superintendent’s or his/her delegated representative’s evaluation and
recommendation to the Board shall be given to the Coordinator involved prior to
the end of the regular school year.
6. The position of District Coordinator will be posted when it becomes vacant in
accordance with the procedure set forth in the “Posting of Positions” section of
Article IV.
I. Summer Programs
All summer school and/or curricular positions shall be posted prior to May 15 when
practicable and district employees will be given priority for these positions.
Criteria for the selection of summer employees will be the teachers’ qualifications for the
position, including past teaching performance.
Employees teaching in summer school programs shall receive thirty-five dollars ($35.00)
per hour. Paraprofessionals and Classified Nurses shall receive their regular hourly rate.
All provisions are effective/applicable August 15th
of the new school year.
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Written notice of assignments to summer programs shall be given to all employee
applicants prior to June 1, when feasible. Any assignment will be contingent upon
adequate student enrollment.
J. Building Tech Support The function of the Building Tech Support personnel is to provide support to certified
staff in the area of technology as it pertains to the deployment and professional
development of prioritized technology initiatives, as defined by VVSD Senior
Leadership. Additionally Building Technology Support personnel will act as a liaison
between their assigned school and the Manager of Instructional Technology.
The pay for Building Tech Support personnel shall be an annual stipend of $1,500.00,
which will be paid out in one installment during the June Extra-Curricular pay cycle.
Each building’s allocation of tech support personnel will be determined by the
Superintendent or his/her designee and will be based on student enrollment. The position
will be posted when it becomes vacant. Building Tech Support personnel may be
evaluated at any time by the building administrator in conjunction with a Technology
Department Administrator. If the evaluator(s) has performance concerns, a Co-Curricular
Staff Evaluation Report will be completed by the appropriate administrator and the
employee shall be notified via the evaluation report of their release from the position.
The individual positions may change as technology continues to evolve; however, if a
position is added or removed, the union will be notified by the Manager of Instructional
Technology and the Human Resources Administrator. In addition, if a position is
removed, the personnel supporting this position will be notified in writing that they are
being involuntarily released. At this time, the following positions are available:
Technology Coach
Google Gooru
Webmaster
Employees may not be allowed to act in multiple Building Technology Support roles. As
positions evolve the job description will include information as to whether existing roles
can be combined and supported by a single employee. With the current positions
available no employee shall be allowed to act as both the Technology Coach and the
Google Gooru, however they may accept one of these positions in conjunction with the
Webmaster position.
K. Consulting Teacher
Teachers serving as a consulting teacher for a tenured teacher being placed on
remediation shall be paid a one-time stipend of $1,000. This stipend will be paid out by
the second pay period following the completion of the remediation plan and upon receipt
of the Consulting Teacher Log. Withholdings required by law or authorized by the
employee shall be deducted from this payment. The consulting teacher will be required
to submit a log, documenting the time spent supporting the teacher on remediation. This
127
log should include the date of each contact (in person, via e-mail, etc) along with the
activity and time spent supporting the remediating teacher. In addition, the log should be
initialed by the consulting teacher and the teacher on remediation each time.
L. National Board Certified Teachers
The District will allocate up to $100,000 annually to be used by National Board Certified
Teachers as listed below. When the requests exceed the budget allocation, the
reimbursement amount shall be adjusted pro-rata and documentation to that effect shall
be provided to the Valley View Council.
1. An annual stipend for National Board Certified Teachers (NBCT) of $2,500,
which will be pro-rated when a teacher takes a leave of absence during that
school year.
2. A one-time reimbursement for National Board Certification program fees
upon successful attainment of the certification. The employee must provide
appropriate supporting documentation (i.e. receipts), along with proof of
submission to ISBE for available reimbursement by ISBE. The District will
pay any difference between available State funding and amounts listed below.
If no State funding is made available, the district will provide full payment as
listed below. This one-time reimbursement for completion of the program is
only available to those who complete the program after June 1, 2014.
3. Renewal cost every ten (10) years for certification up to a maximum of
$2,000.
4. Payment for up to five (5) National Board Certified Teachers to attend the
annual conference with a cost cap of $2,000 per attendee.
5. To receive the same benefits as NBCT stipend, Related Service Providers
must request approval and provide requested documentation prior to starting a
program. The AFT president and the Superintendent or his designee shall
review each request and determine its validity. If approved, benefits would be
paid out as listed above.
ARTICLE XIII – Conformity to Law
A. Conformity to Law-Saving Provision
1. The union recognizes that the authority for the administration of the schools is
vested in the Superintendent and Administration by the Board except limited by
the provisions of this Agreement.
2. If any provisions of this Agreement are, or shall be at any time contrary to
statutory law or decisions of the courts, or adversely affect the payment of state or
federal funds to the district, or the recognition or accreditation of the district by
the State of Illinois, then that provision shall be unenforceable while all other
provisions of this Agreement shall continue in effect. However, this invalidation
of any provision of this Agreement shall be contingent upon the official written
notification from the Superintendent of the Illinois /State Board of Education.
128
ARTICLE XIV
Memorandums of Understanding and Exhibits
The following lists include all known Memorandums of Understanding (MOUs) between the
parties that are currently in effect during the term of this Agreement. Any MOUs not contained
on this list shall not be considered part of this Agreement.
In the event a Memorandum of Understanding arises that is not on one of the following lists, the
Administration and the Union representatives will meet and confer over whether or not said
Memorandum of Understanding is in effect. In the absence of an agreement, the parties agree to
negotiate the newly found MOU. The parties acknowledge that any MOU that affects working
conditions is negotiable.
1) Procedures for Docking Staff Who Exceed Sick Leave (December 13, 2004) (Exhibit 1)
2) Staff Lounge/Lunch Area Pop Machines (March 19, 1989) (Exhibit 2)
3) Revised MOU Regarding Temporary Employment Contracts for Temporary Employees
(Electricians) (Exhibit 3)
4) AFT Code of Ethics (Exhibit 4)
129
130
131
Add PDF of Temporary Employees – MOU 8-22-13
132
CODE OF ETHICS
(Adopted by AFT Local 1291 on February 10, 1971)
The employees of District 365-U recognize the magnitude of the responsibilities that they have accepted
in choosing careers in education. Therefore, they engage themselves, individually and collectively, to
judge their colleagues, and to be judged by them, in accordance with the provisions of this code.
I. EMPLOYEE–STUDENT COMMITMENT
1. The employee works to develop each student’s potential as a worthy and effective citizen.
2. The employee works objectively to stimulate the spirit of inquiry, the acquisition of
knowledge and understanding, and the thoughtful formulation of worthy goals in each of his
students for their advancement.
3. The employee works to develop and provide sound and progressively better educational
opportunities for all students.
II. EMPLOYEE–PUBLIC COMMITMENT
1. The employee believes that patriotism in its highest form requires dedication to the principles
of our democratic heritage.
2. The employee shares with all other citizens the responsibility for the development of sound
public policy and assumes full political and citizenship responsibilities.
3. The employee has the privilege and the responsibility to enhance the public image of his
school in order to create a positive community atmosphere which will be beneficial to
education.
III. EMPLOYEE–PROFESSION COMMITMENT
1. The employee believes that the quality of his services in the education profession directly
influences the nation and its citizens.
2. The employee exerts every effort to raise professional standards, to improve a climate in
which the exercise of professional judgment is encouraged, and to achieve conditions which
attract persons worthy of the trust to careers in education.
3. The employee urges active participation and support in professional organizations and their
programs.
IV. EMPLOYEE–DISTRICT 365-U COMMITMENT
1. The employee strives to do the job for which he was hired to do with honesty and to the best
of his ability.
2. The employee pledges to communicate this code, along with a positive attitude toward it, to
all employees.
3. The employee discourages the breaching of this code and requests that all charges be
presented in writing to the AFT Executive Board for their deliberation and judgment.
Appendix 1
133
ARTICLE XV
Duration and Acceptance of Agreement
A. Duration of Agreement
1. This Agreement is for three (3) years language with the agreement for a re-
opener after two years (for the 2014-2015 SY) on the following economic
provisions if the State increases the District’s cost for retirement contributions:
Article V – Tuition Reimbursement
Article X – Salary including horizontal movement
Article X - Beyond the normal workload pay
Article XI - Retirement Benefits
Article XII – Co-Curricular Provisions
The Board of Education will honor the retirement provisions for the term of this
contract for those employees who submit their irrevocable notice of retirement by
the first Board Meeting in January 2014, regardless of any changes in the
Teachers Retirement System which have a direct financial impact on the school
district.
If the State does not increase the District’s cost for retirement contributions, then
the agreement is for three (3) year language with the agreement for a re-opener
after two years (for the 2014-15 SY) on:
Article X - Salary including horizontal movement
Article XII – Co-Curricular Provisions[WU1]
The language of this Agreement shall be effective as of August 15, 2015, and
shall continue in full force through August 14, 2018. Wage and salary schedules
for all certified and classified employees covered herein shall be in effect from the
first day of the 2015-2016 school year through the last day of the 2017-2018
school year, with the exception of supportive staff whose contracts begin July 1.
2. Items to be negotiated for the next Agreement shall be submitted by either the
Board or the AFT by February 1, 2018, and negotiations shall commence on or
before March 1, 2018 shall continue until a new or revised Agreement is reached.
B. Ratification of Agreement
Ratification of this Agreement shall be accomplished by the simple majority vote of the
Board and the simple majority of the Employees voting.
C. Expenses of Printing Agreement
1. The cost of printing this Agreement shall be shared equally by the Board and the
AFT.
2. A complete copy of this Agreement is available on the District intranet, but any
employee requesting a hard copy shall be provided one.
134
D. No Strikes or Lockouts
1. The AFT shall not call a strike, work stoppage or cessation of or other
interference with work during the term of this Agreement and the Employees
covered hereunder shall not participate in a strike, work stoppage or cessation of
or other concerted interference with work during the term of this Agreement.
2. There shall be no lockout during the term of this Agreement.
135
136
INDEX
Activity Approval ........................................................................................................................ 104
Activity Form .............................................................................................................................. 103
Academic Freedom ....................................................................................................................... 12
Administration-Definition ............................................................................................................... 1
Advancement on the Salary Schedule ........................................................................................... 88
AFT
Definition .................................................................................................................................... 1
Recognition ................................................................................................................................. 2
Agreement
Definition .................................................................................................................................... 1
Duration .................................................................................................................................. 116
Execution ................................................................................................................................ 118
Expenses of Printing ............................................................................................................... 116
Ratification .............................................................................................................................. 116
Scope ........................................................................................................................................... 2
Assignment Policies ...................................................................................................................... 46
Bereavement Leave ....................................................................................................................... 64
Beyond the Normal Work Load Pay ............................................................................................. 87
Board Definition ............................................................................................................................. 1
Board Meetings ............................................................................................................................... 3
Building Activities ......................................................................................................................... 34
Building Seniority .......................................................................................................................... 2
Certified School Nurses -Definition ................................................................................................ 1
Civic Duty Leave ........................................................................................................................... 61
Class Size ...................................................................................................................................... 34
Classification Seniority - Definition ............................................................................................... 2
Classified Nurse - Definition .......................................................................................................... 1
Classroom Interruptions ............................................................................................................... 34
Co-Curricular
Activity Approval ................................................................................................................... 104
Activity Form .......................................................................................................................... 103
Positions .................................................................................................................................... 97
Sports/Activities/Clubs ........................................................................................................... 100
Staff Evaluation Report .......................................................................................................... 105
Code of Ethics ................................................................................................................................. 3
Collective Bargaining Agent
Establishment .............................................................................................................................. 5
Conformity To Law ..................................................................................................................... 112
Core Content Courses - Definition ................................................................................................. 2
Daily Schedule .............................................................................................................................. 51
Deductions
Payroll ....................................................................................................................................... 88
137
Department Chairperson
Evaluation Form ..................................................................................................................... 109
Pay and Release Time Provisions ........................................................................................... 107
Disciplinary Action ....................................................................................................................... 14
Distribution of School Policies ....................................................................................................... 7
District
Definition .................................................................................................................................... 1
District Coordinators .................................................................................................................. 111
Dock Days MOU ......................................................................................................................... 114
Double or Split Sessions ............................................................................................................... 53
Duration ...................................................................................................................................... 116
Educational Duty .......................................................................................................................... 34
Elementary ULT-Team/Grade Level Leaders ............................................................................. 110
Employee Rights............................................................................................................................ 13
Employees
Definition .................................................................................................................................... 1
Employment Procedure ................................................................................................................... 7
Evaluation of Employees
Certified Teachers ..................................................................................................................... 19
Classified Staff .......................................................................................................................... 21
General Information .................................................................................................................. 15
Procedures ................................................................................................................................. 16
Execution..................................................................................................................................... 117
Expense of Printing ..................................................................................................................... 116
Facilities
Employees ................................................................................................................................. 56
Fair Practices ................................................................................................................................. 3
Fair Share ...................................................................................................................................... 5
Flu and Cold Shots..................................................................................... See Preventive Medicine
Grievance ...................................................................................................................................... 64
Grievance Form ........................................................................................................................ 67
Impasse Provisions ................................................................................................................... 68
Procedure-General Information ................................................................................................ 64
Procedure-Steps ........................................................................................................................ 65
Holidays ............................................................................................................... See Paid Holidays
Homebound Pay .......................................................................................................................... 106
Illinois Professional Teaching Standards ..................................................................................... 23
In-Service Training ...................................................................................................................... 12
Insurance
Group Dental ............................................................................................................................. 70
Group Disability ....................................................................................................................... 70
Group Health ............................................................................................................................. 68
Group Life ................................................................................................................................. 70
Involuntary Transfer Policies ....................................................................................................... 10
Job Classification and Work Responsibility ................................................................................ 53
Jury Duty ......................................................................................................... See Civic Duty Leave
138
Lead Security Staff Work Calendar .............................................................................................. 54
Leave of Absence Without Pay ..................................................................................................... 63
Legal Support-Board Obligation .................................................................................................. 56
Masculine
Definintion .................................................................................................................................. 1
Maternity Leave ............................................................................................................................ 63
Medication
Student ...................................................................................................................................... 52
Meetings
Board and AFT ........................................................................................................................... 6
Employee .................................................................................................................................. 53
Memorandum of Understanding ................................................................................................. 113
Middle School Athletic Directors................................................................................................ 111
Middle School Key Leaders ........................................................................................................ 110
No Strikes or Lockouts ................................................................................................................ 117
Notice of Accumulated Sick Leave ................................................................................................ 60
Nurse
Daily Job Assignment ............................................................................................................... 54
Ombudsmen.................................................................................................................................... 4
Overtime Work .............................................................................................................................. 85
Paid Holidays
Supportive Staff ........................................................................................................................ 71
Paid Vacation
Supportive Staff ........................................................................................................................ 72
Paraprofessionals
Class Size .................................................................................................................................. 34
Contract ..................................................................................................................................... 50
Daily Job Assignment ............................................................................................................... 54
Definition .................................................................................................................................... 1
Lunchroom/Playground (School) ............................................................................................. 34
Parent-Teacher Conferences ........................................................................................................ 35
Payroll Information
Pay Checks ................................................................................................................................ 88
Pay Periods ............................................................................................................................... 88
Pension or Retirement Fund ......................................................................................................... 96
Personal Leave.............................................................................................................................. 60
Personal Property
Form .......................................................................................................................................... 57
Theft or Damage ....................................................................................................................... 56
Personnel Files ............................................................................................................................. 14
Physical Examination ................................................................................................................... 46
Placement on Salary Schedule ...................................................................................................... 87
Positions ...................................................................................................................................... 100
Posting of Positions ........................................................................................................................ 8
Preamble ......................................................................................................................................... 1
Preventive Medicine
139
Flu and Cold Shots .................................................................................................................... 68
Probationary Period
Support Staff ............................................................................................................................... 7
Professional Meetings .................................................................................................................. 61
Promotions ...................................................................................................................................... 9
Ratification .................................................................................................................................. 115
Reconsideration of a District Practice ......................................................................................... 13
Regular Staff Teacher Subs ......................................................................................................... 107
Reimbursement for Unused Sick Leave......................................................................................... 96
Release and Recall Policies .......................................................................................................... 10
Religious Holidays or Observances Leave ................................................................................... 61
Retirement Benefits ....................................................................................................................... 89
Reimbursement for Unused Sick Days .......................................................................................... 96
ROTC Instructors
Definition .................................................................................................................................... 1
Sabbatical Leave ........................................................................................................................... 62
Safety ............................................................................................................................................. 56
Salary Provisions .......................................................................................................................... 73
School Calendar............................................................................................................................ 52
School Code
Definition .................................................................................................................................... 1
Security - Definition ........................................................................................................................ 1
Seniority .......................................................................................................................................... 8
Sick Leave ..................................................................................................................................... 58
Singular
Definition .................................................................................................................................... 1
Soda Pop Machine MOU ............................................................................................................ 115
Sports Activity Clubs ..................................................................................................................... 98
Staff Evaluation Report ............................................................................................................... 105
Statistical Data................................................................................................................................ 6
Student Discipline Authority ......................................................................................................... 12
Student Teaching Program ........................................................................................................... 35
Substitution
Teachers and Paraprofessionals ................................................................................................ 89
Summer Program ........................................................................................................................ 112
Supportive Staff
Definition .................................................................................................................................... 1
Teachers
Class Size .................................................................................................................................. 34
Contract ..................................................................................................................................... 47
Contract-Temporary .................................................................................................................. 48
Daily Job Assignment ............................................................................................................... 53
Definition .................................................................................................................................... 1
Load .......................................................................................................................................... 33
Ratings ...................................................................................................................................... 18
Termination .................................................................................................................................. 33
140
Textbook Selection ....................................................................................................................... 33
Time Clocks ................................................................................................................................... 55
Tool Requirements
Mechanics ................................................................................................................................. 56
Transfers
Definition .................................................................................................................................... 2
Involuntary ................................................................................................................................ 10
Voluntary .................................................................................................................................... 9
Traveling Employees
Mileage Reimbursement ........................................................................................................... 89
Tuition Reimbursement ................................................................................................................. 36
Uniforms ....................................................................................................................................... 73
Supportive Staff ......................................................................................................................... 73
Security ......................................................................................................................................... 73
Use of District Facilities ................................................................................................................. 3
Work Hours ................................................................................................................................... 55
Work Week .................................................................................................................................... 55
Worker’s Compensation................................................................................................................ 60
