Contract

Starting rates, market rates, annual increases, and movement between compensation groups.

Appendix A lists each classification's compensation group and the starting, maximum-starting, and market rates for both contract years. Article 17.1 and Appendix B govern annual increases. Article 17.10 sets minimum rates or percentage increases when an employee moves between groups.

When overtime applies and which paid time counts toward 40 hours.

Paid holidays and preapproved vacation count toward the 40-hour threshold; other paid or unpaid time off does not. Hours over 40 are paid at one and one-half times the regular rate. Sunday or holiday work has a two-hour minimum, and holiday work is paid at double time without pyramiding.

Sick, personal, bereavement, family and medical, and other leave rules.

Articles 8 and 9 explain leave eligibility, increments, approval rules, and insurance responsibilities. Sick leave is charged in quarter-day increments. Eligible employees receive three personal days per term; beginning with the tenth year, unused personal days may accumulate to five. Vacation is limited to full-time 52-week employees and increases with service.

Holiday counts by schedule and the pay rules for working a holiday.

Paid holidays are identified on the District calendar and count toward the 40-hour threshold. Appendix C lists 14 holidays plus 5 Superintendent days for 52-week employees, 14 plus 3 for 42-week employees, and 9 plus 2 for eligible school-term employees. Holiday work is paid at double time.

Just cause, notice, representation, and progressive discipline.

Suspension without pay, withholding a step or raise, and other formal discipline require just cause and written notice. The progressive process runs from notice of performance expectations through a letter, suspension or pay action, and termination, subject to exceptions for serious misconduct. Employees have representation rights during fact-finding.

Posting, applying for, and temporarily filling bargaining-unit vacancies.

Vacancies are posted electronically for at least five consecutive workdays and must state the job type, location, date, compensation range, hours, classification, and minimum requirements. Employees apply during that period. Temporary higher-classification work lasting more than five consecutive workdays is paid retroactive to the first day at the employee's step in the temporary classification.

Notice, discussion, copies, and employee responses to evaluations.

New employees are informed of evaluation procedures within 45 days. The evaluator provides a written copy within 10 days after the evaluation, and the employee's signature acknowledges discussion rather than agreement. An employee may submit a written response within 15 working days.

Seniority lists, reduction in force, and the recall period.

The District maintains seniority lists by job category and provides the annual list by February 1. Reductions in force follow the District seniority list within categories and applicable School Code requirements. Recall rights continue for 24 months and are exercised in seniority order.

The four-step process and deadlines for raising a contract grievance.

Begin informally at Step 1. A written Step 2 grievance must be filed within 20 days of the event or when the employee reasonably should have known of it. Step 3 appeals are due within 6 days. The Association may request arbitration within 20 days after the Step 3 response or its deadline. Deadlines may be extended by mutual written agreement.

Union representation and advance notice during conduct questioning.

An employee questioned about conduct has the right to Association representation. The employee must receive reasonable prior written notice of the reasons for questioning. When a representative is present, the administrator may have a note-taker from the same employee group, but that person does not ask investigatory questions.

Insurance coverage, schedule categories, and leave-related premiums.

Article 17 describes employee insurance coverage and District contributions, while Appendix C organizes leave and payroll provisions by work schedule. Coverage continues for 12 months for covered employees. During unpaid leave outside FMLA, the employee pays the full medical, dental, vision, and life-insurance premiums.