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ARTICLE IX: COMPENSATION AND
FRINGE BENEFITS
9.1 Salary Schedule
The salary schedule shall be set forth in Appendix
A, which is attached hereto and incorporated into this
agreement.
9.1.1 Mid-Year Contract
Revisions
A bargaining unit member who earns credit which
allows a mid-year horizontal move on the salary
schedule shall be placed on the same vertical step
as indicated on the most recent bargaining agreement
and shall be paid on that step for the balance of
the semester.
9.2 Payroll Installments
Each bargaining unit member shall be paid by direct
payment or direct deposit on the basis of either twenty
(20) equal payments (September-June) or twenty-four (24)
equal payments (September-August) at the member's
option. The bargaining unit member shall indicate
preferred options on a form provided by the Board no
later than July 1.
9.2.1 Direct Deposit
The district will provide direct deposit of a
bargaining unit member's paycheck into approved
financial institutions. An approved institution
shall be defined as any bank, savings and loan, or
credit union.
9.3 Pay Days
If a regular pay date during the school term falls
on a day when school is not in session, the check shall
be presented to the bargaining unit member on the last
working day prior thereto. During the summer, a
bargaining unit member has the option of receiving the
check either in person, by direct deposit, or by mail.
The paydays shall be the fifteenth (15th) and the
thirtieth (30th) of the month.
9.4 Retirement Incentive
For the duration of this Agreement only, any
bargaining unit member of Unit Five who has completed
ten (10) years or more of creditable service with the
school district, who has contributed to Illinois
Teacher’s Retirement System (TRS) for twenty (20) years,
who is at least fifty-five (55) years of age as allowed
by TRS, and whose retirement will not result in a
penalty to Unit Five, shall be eligible for a retirement
incentive.
1. If a bargaining unit member
gives the Board an irrevocable notice of retirement
by May 1st three (3) years prior to the year of
retirement, the Board shall pay the bargaining unit
member a six percent (6%) retirement incentive,
inclusive of any other increase in compensation, for
each of his/her remaining years of service.
2. If a bargaining unit member
gives the Board an irrevocable notice of retirement
by May 1st two (2) years prior to the year of
retirement, the Board shall pay the bargaining unit
member a six percent (6%) retirement incentive,
inclusive of any other increase in compensation, for
each of his/her remaining years of service.
3. If a bargaining unit member
gives the Board an irrevocable notice of retirement
by May 1st one (1) year prior to the year of
retirement, the Board shall pay the bargaining unit
member a six percent (6%) retirement incentive,
inclusive of any other increase in compensation, for
each of his/her remaining years of service.
Notwithstanding the May 1st deadline
set forth in numbered paragraphs 1, 2, and 3 above,
because this Agreement was not in effect until August of
2005, an irrevocable notice of retirement submitted by
September 21, 2005 will be given the same effect as if
it had been submitted May 1, 2005.
This retirement incentive shall not
be available to any bargaining unit member whose
retirement would give rise to an ERO penalty or any
other penalty to the Board. In the event a bargaining
unit member’s contractual salary, independent of a
retirement incentive, would be more than a six percent
(6%) increase, the bargaining unit member will receive
the contractual salary and no retirement incentive.
9.5 Certified Nurses
A certified school nurse employed directly by Unit
Five shall be placed on the salary schedule and will be
accorded existing rights given by The Illinois School
Code.
9.6 Health Insurance
The Board shall pay the individual premium cost per
month for bargaining unit members. This allowance shall
be reduced pro rata for any bargaining unit member who
is employed less than full time. UFEA shall be allowed
an opportunity at the new teacher paperwork sessions to
discuss with bargaining unit members the matter of
waiver of individual health insurance plan coverage. The
form to be used by a bargaining unit member to waive
health insurance plan coverage shall be jointly agreed
to by the Administration and UFEA. The Board shall
assure the continued solvency of the insurance fund.
Beginning with the insurance year July 1, 2006 through
June 30, 2007, and for each insurance year thereafter
during the term of this Agreement, the Board shall pay
into the insurance fund the amount paid by the Board
into the fund in the prior year, plus an amount equal to
seven and one half percent (7.5%) of the total expected
cost of insurance for the then current plan year under
the existing plan, that is assuming for purposes of
calculation a continuation of the same benefits. The
“total expected cost of insurance” as used here shall
include the cost for all plan participants of expected
medical claims; the cost of administration of medical
claims; the cost for individual and aggregate stop loss
reinsurance; access fees, if any; and the projected
employee dental costs (claims plus administration),
taking into account any drug rebate, all as
traditionally determined by the District’s insurance
provider. As examples and by way of illustration only:
Based upon projections for
the insurance year July 1, 2005 through June 30,
2006, the Board will pay into the insurance fund for
employees $5,184,720. Assuming for purposes of
illustration the Board’s actual payment into the
fund for the insurance year July 1, 2005 through
June 30, 2006 is $5,200,000, slightly more than is
projected, and the total expected cost of insurance
coverage under the existing plan, that is assuming
for purposes of calculation a continuation of the
same benefits, is projected to be $6,500,000 for the
following year, then the Board shall contribute to
the insurance fund for the following insurance year,
July 1, 2006 through June 30, 2007, $5,687,500
($5,200,000 + (.075 x $6,500,000)). In this
hypothetical case, the Board would be paying an
additional 9.375% for insurance coverage ($5,687,500
- $5,200,000 = $487,500 and $487,500 / $5,200,000 =
.09375). Any subsequent change in the schedule of
benefits would not alter the Board’s contribution.
Assuming, for purposes of
illustration, the Board’s actual payment into the
fund for the insurance year July 1, 2006 through
June 30, 2007 is $5,700,000 and the total expected
cost of insurance coverage under the existing plan,
that is assuming for purposes of calculation a
continuation of the same benefits, does not change
for the following year, then for the following
insurance year, July 1, 2007 through June 30, 2008,
the Board shall contribute to the insurance fund
$6,127,500 ($5,700,000 + (.075 x $5,700,000)). Any
subsequent change in the schedule of benefits would
not alter the Board’s contribution.
In no event, commencing July 1,
2006, shall the Board pay into the insurance fund each
year less than seven and one half percent (7.5%) more
than what it paid into the insurance fund during the
preceding year. Likewise, notwithstanding any other
provision of this Agreement, commencing with July 1,
2006, the Board shall not be required to pay into the
insurance fund in any year more than the sum of what it
paid in the preceding year plus seven and one half
percent (7.5%) of the expected total cost of the
existing insurance plan. The Board’s contribution to the
insurance fund shall be a function of the expected total
insurance cost attributable to all plan participants.
The Board shall receive credit for all contributions it
makes to the plan, including those made on behalf of
members of other bargaining units and those made on
behalf of non-represented employees. Any subsequent
change made in the benefit schedule in reaction to the
projected total expected cost of insurance shall not
affect the Board’s obligation. Moneys paid into the
insurance fund shall first be used to offset the cost of
individual coverage for plan participants. Any
additional contribution the Board is required to make
hereunder or chooses to make shall be added to the
insurance fund reserve. In no event shall the Board’s
contribution relieve bargaining unit members of
responsibility for dependent coverage.
An insurance committee will be
formed consisting of three (3) bargaining unit members
appointed by the Association; the chief financial
officer/treasurer, representing the Board; one (1)
non-central administrator, appointed by the
superintendent; one (1) educational office personnel
representative; one (1) Unit Five retiree; and one(1)
additional employee representing cafeteria workers, bus
drivers, exempt personnel, and teaching assistants. All
committee members shall be currently enrolled in the
Unit 5 health insurance plan. As chairperson of the
committee, the chief financial officer/treasurer will be
responsible for scheduling meetings and preparing
written information for the meetings. The committee will
meet as necessary, but at least once a month. The
committee shall not engage in collective bargaining but
rather consensus building. The work of the committee is
to be collaborative in order to promote a wide range of
views and opinions on the subjects to be dealt with. The
recommendations, if any, reported by this committee will
be provided to both the Board and the Association. If
the Board of Education, UFEA, and UFSPA do not all agree
with the insurance committee’s recommendations, then the
recommendations shall be returned to the insurance
committee for re-evaluation. The Board and the
Association will be free to review the impact of the
recommendations in the collective bargaining process.
The committee shall have access to
all master policies, documents describing benefit
coverage or claim procedures and experience, and other
documents generated by the plan administrator which have
been customarily provided to the Board. The chief
financial officer/treasurer will supply these materials
to the committee from the plan administrator. However,
the chief financial officer/treasurer shall take what
ever steps are necessary to protect the confidentiality
of the individual plan participants as required by the
Americans with Disabilities Act, HIPAA, and other
applicable statutes.
The committee may utilize the
services of consultants who may attend meetings and who
shall inform the committee as to the recommendations in
modification of the plan design, interpret data
generated from the various reports and bidding carriers,
and provide projections of future plan performance.
The committee shall consider all
options which are in the best interests of the plan,
taking into account, without limitation, benefit designs
and options, cost savings, cost containment options,
managed care, preventative and wellness programs, and
the like.
The committee shall consider, but
not by way of limitation, the following:
• Additions to and modifications of the benefits
currently in effect;
• Selection of insurance and stop-loss reinsurance
carriers;
• Selection of third party administrators;
• Selection of managed care networks and brokers;
• Management of accumulated reserves;
• Selection of the funding mechanism for coverage (i.e.
fully funded conventional, self-funded, etc.)
• Establishment of premium levels for single and
dependent coverage
When insurance reserves reach three (3) months of
expected claims, the insurance committee may consider
benefit plan enhancement.
9.6.1 Term Life Insurance
The Board shall provide individual premium cost
per month per bargaining unit member to cover the
cost of a $50,000 term life insurance policy.
9.7 Travel Pay and Time Allowance
9.7.1
All bargaining unit members shall be reimbursed
for travel expense at the current Internal Revenue
Service rate for all approved mileage necessary to
perform their assigned duties.
9.7.2
All bargaining unit members required to travel
between buildings during the regular work day shall
be allowed adequate time to relocate and travel
safely. The assistant superintendent of operations
or designee and the UFEA president or designee
shall, at the beginning of each school year, review
the time demands for travel. A bargaining unit
member may request a review of his/her schedule by
the assistant superintendent or designee and UFEA
president or designee during the first fifteen (15)
school days of each semester or after any schedule
change. Adjustments will be made for special
assignments. Such travel time shall not be counted
as either duty-free lunch or planning time.
9.8. Supplemental Pay Rates
Extra duties that appear on Schedule B will be added
to the bargaining unit member’s salary and shall be paid
in equal installments each pay period. See Section
6.6.2.1 for posting requirements for Schedule B
vacancies. Extra duties that appear in Section 9.8,
Supplemental Pay Rates, shall be paid after completion
of the assignment as a part of special payroll.
Bargaining unit members will be notified, preferably in
writing, about opportunities for extra duty assignments
shown below. Written notification is not required for
Contract Extension Duties, Pay Rate 6.
9.8.1 Supervision – Pay Rate
1
A bargaining unit member who voluntarily accepts
an hourly assignment regarding the supervision of
students attending events sponsored by the district
which occur outside of the regular work day shall be
compensated at the hourly rate listed below as Pay
Rate 1. Examples of such work are event chaperon,
pep bus monitor, and after-school intramural program
supervisor.
9.8.2 In-Service
Participation – Pay Rate 2
A bargaining unit member who participates in a
district-sponsored in-service offered through the
Professional Development Academy shall receive Board
credit on the salary schedule based on one-half
(1/2) hour of credit for each six (6) hours of
in-service participation. In lieu of such salary
schedule credit, a bargaining unit member may choose
to be compensated at the stipend rate listed below
as Pay Rate 2. At the time of enrollment for a
particular in-service opportunity, a bargaining unit
member shall designate the method of compensation to
be awarded on a form provided by the district.
9.8.3 Internal Substitution –
Pay Rate 3
A bargaining unit member who voluntarily accepts
a duty to substitute for another certified
bargaining unit member due to a lack of a regular
substitute being hired shall be compensated at the
rate listed below as Pay Rate 3.
9.8.4 Curriculum
Work/Supplemental Instruction – Pay Rate 4
A bargaining unit member who voluntarily accepts
an hourly assignment to produce curriculum related
materials which benefit the district or to provide
supplemental instruction to students outside of the
regular workday, such as driver’s education, shall
be compensated at the rate listed below as Pay Rate
4. It is understood that for each one-hour of
instruction there will be twenty (20) minutes of
paid plan time.
9.8.5 Clubs – Pay Rate 5
A bargaining unit member who accepts a
leadership role as a sponsor of a club approved by
Administration shall be compensated at the rate
listed below as Pay Rate 5.
9.8.6 Contract Extension –
Pay Rate 6
A bargaining unit member who voluntarily accepts
an extended assignment requiring work to be
performed beyond the regular 180-day work-year shall
be compensated at the rate listed below as Pay Rate
6. It is understood that such work is determined to
be necessary to the district and is essentially
either an extension of the bargaining unit member’s
regular duties or is, by its nature, work that
requires the application of unique skills and
expertise which must be performed by the bargaining
unit member accepting the additional work
opportunity.
High School Counselors shall be
authorized to work twenty-eight (28) additional days
per high school and such additional days as may be
authorized by the superintendent. Each year building
counselors shall work with the building principal to
establish the number of days each counselor is to
work. Counselors should submit to the building
principal, in writing, the number of days they wish
to work. During this process, if it is determined
that one (1) counselor prefers not to work any
additional time, the days which would be allotted to
that counselor shall be divided among those who wish
to work. Additional pay shall be based upon the
working individual’s base salary divided by 180
days.
Junior High Counselors shall be
authorized to work five (5) additional days per
junior high school and such additional days as may
be authorized by the superintendent. Each year
building counselors shall work with the building
principal to establish the number of days each
counselor is to work. Counselors should submit to
the building principal, in writing, the number of
days they wish to work. During this process, if it
is determined that one (1) counselor prefers not to
work any additional time, the days which would be
allotted to that counselor may be allotted to
another counselor. Additional pay shall be based
upon the working individual’s base salary divided by
180 days.
Agriculture Teachers shall be
authorized to work a maximum of 40 additional days
District-wide.
Industrial Technology Teachers
are paid up to an additional five days if they work
the days to clean and repair machinery in the
department.
Inter-Agency Cooperative
Education (I.C.E) are paid an additional 15 days to
ensure proper placement of students and to conduct
follow-up interviews with employers at the end of
the school year.
Special Education Cooperative
Learning Teachers are each paid an additional 10
days to ensure proper placement of special education
student in work positions and to conduct follow-up
interviews with employers at the end of the school
year.
Juvenile Detention Center
Teachers are paid varying additional days to ensure
they are paid for every day worked.
New Beginnings Teachers are paid
an additional 20 days per year for the purpose of
starting and shutting down the New Beginnings
program for the year.
High School Activities Directors
are each paid an additional five days per year for
the purpose of establishing and closing down
accounts for the school year.
Psychologists and Social Workers
shall each be authorized to work ten (10) additional
days per school year and such additional days as may
be authorized by either the director of special
education-instructional or the director of special
education-operations. Each year, psychologists and
social workers shall work with the directors of
special education to establish the number of days
each psychologist and social worker is to work.
Psychologists and social workers should submit to
the directors of special education, in writing, the
number of days they wish to work. During this
process, if it is determined that a psychologist or
social worker prefers not to work any additional
time, the days which would be allotted to that
psychologist or social worker shall be divided among
those who wish to work. Additional pay shall be
based upon the working individual’s base salary
divided by 180 days.
9.8.7 Release of Supplemental
Assignment
If a bargaining unit member wishes to be
relieved of a Schedule B assignment, said member
shall make a written request. Upon receipt of said
request, the building administrator shall begin the
posting process as outlined in Section 6.6.2.1
within seven (7) days. The position shall stay
posted until it is filled, except if the position is
not filled within ninety (90) days of the usual
commencement of the activity/season, the bargaining
unit member will be required to fill the position
for the next school year only. If a bargaining unit
member is being reassigned, either voluntarily or
involuntarily, to another building and the Schedule
B assignment was performed at the building from
which the bargaining unit member is begin
reassigned, the one-year requirement for
continuation in the Schedule B assignment shall be
waived.
9.8.8 Supplemental Pay Rates
The following rates shall be applicable for the
term of the agreement.
a) Pay Rate 1 $20.00 per
hour
b) Pay Rate 2 $125.00 for six (6) hour
increments of in-service participation
c) Pay Rate 3 $20.00 per class period
d) Pay Rate 4 $30.00 per hour
e) Pay Rate 5 $175.00 per club, per year
f) Pay Rate 6 Per Diem (1/180th of Schedule A
salary)
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