agreement - Queen Bee Schools, District 16

AGREEMENT:BOARD OF EDUCATIONSCHOOL DISTRICT NO. 16AND THEQUEEN BEE EDUCATION ASSOCIATION2008-2012

Queen Bee SchoolsSchool District No. 16AGREEMENT BETWEEN BOARD OF EDUCATION AND Q.B.E.A.CERTIFICATED AND E.S.P. EMPLOYEES2008-2012(WHITE) COMMON ELEMENTSREFERENCEPAGEDistrict 16 Commitments 1Letter of Support 2Recognition I 3Definitions II 3Members 2.01 3Full-time 2.02 3Part-time 2.03 3Probationary 2.04 3Employer 2.05 3Association 2.06 3Continuing 2.07 3Negotiation 2.08 3Layoff 2.09 4Supervisor 2.10 4Vacancy 2.11 4Transfer 2.12 4Board’s Rights III 4Framework IV 4Successor Agreements 4.01 4Mediation 4.02 4Agreement document 4.03 5Exclusivity (“zipper”) 4.04 5Employee/Association Rights: V 5to Organize 5.01 5to Law 5.02 5to Probation 5.03 5to Representation 5.04 5to Notification of Assignment 5.05 5to Board Meeting Agendas 5.06 5to Board Meeting Minutes 5.07 5to Fiscal information 5.08 6to Staff information 5.09 6to Use of Facilities 5.10 6to Mail 5.11 6to Released time 5.12 6to Credit Union 5.13 6to Dues Deduction 5.14 6to Fair Share 5.15 7

to Tax Sheltered Accounts 5.16 7to Payroll Schedule 5.17 7Labor/Management Committee VI 7-8Personnel Files VII 8Location 7.01 8Access 7.02 8Contents 7.03 8Grievance Procedure VIII 8Definitions 8.01 8Procedures 8.02 8-9Bypass 8.03 9Association 8.04 9Release Time 8.05 9Filing Materials 8.06 9Grievance Withdrawal 8.07 9Written Response 8.08 9Time Bar 8.09 9AAA Rules 8.10 10Multiple Remedies 8.11 10Adjustment 8.12 10Vacancies, Transfers, Promotions IX 10Posting 9.01 10Application 9.02 10Notification 9.03 10Trial Period 9.04 10-11Salary 9.05 11Involuntary 9.06 11Voluntary 9.07 11Compensation 9.08 11Strikes X 11Effect of Agreement XI 12Individual Contracts 11.01 12Severability 11.02 12Maintenance of Standards 11.03 12Terms of Agreement 11.04 12(BLUE) EDUCATIONAL SUPPORT PERSONNELREFERENCEPAGEJob Descriptions/Evaluation XII 2Job Descriptions 12.01 2Evaluations 12.02 2Seniority XIII 2Definition 13.01 2Part-time/ Probationary Seniority 13.02 2-3Classifications 13.03 3Lists 13.04 3

Loss 13.05 3Reduction, Layoff, Recall XIV 3Procedure 14.01 3Displacement 14.02 3Substitution 14.03 3Fringe Benefits 14.03A 3Recall 14.03B 3-4Recall Response 14.03C 4Probationary Period XV 4Working Conditions XVI 4Schedules 16.01 4Secretaries full-time 16.01A 4Paraprofessionals 16.01B 4Custodians/Maintenance full-time 16.01C 4-5Custodians part-time 16.01D 5Secretaries part-time 16.01E 5School Nurse Assistants 16.01F 5Overtime 16.02 5Weekends 16.03 5Holidays 16.04 5Health and Safety 16.05 5Vacations XVII 6General 17.01 6Part-time Secretaries 17.02 6Full-time Secretaries 17.03 6Part-time Custodians 17.04 6-7Fringe Benefits XVIII 7Major Medical 18.01 7Life 18.02 7Disability 18.03 7Retirement 18.04 7-8Leaves XIX 8Sick/Personal 19.01 8-9Jury duty 19.02 9Unpaid Leave 19.03 9Child Care 19.04 9-10Emergency Shutdown XX 10Salaries XXI 10Full-time Secretaries 21.01 10Full-time Custodians 21.02 10Full-time Maintenance 21.03 10Part-time Secretaries 21.04 10Part-time Custodians 21.05 11Paraprofessionals 21.06 11Lunch Supervisors 21.07 11Part-time School Nurse Assistants 21.08 11

(GOLDENROD) CERTIFICATED EMPLOYEESEvaluation XXII 2Definition 22.01 2Procedures 22.02 2-3Notification 22.03 3Multiple Assignments 22.04 3State Board of Education 22.05 3Seniority XXIII 3Definition 23.01 3Lost 23.02 3Retained 23.03 3Accrued 23.04 3Ties 23.05 3Lists 23.06 3Assignments XXIV 4Notice 24.01 4Involuntary Change 24.02 4Multiple Assignments 24.03 4Transportation Reimbursement 24.04 4Workload XXV 4Work year 25.01A - C 4Workday/hours 25.02A - F 4-5Retirement XXVI 5-8Leaves XXVII 8Sick Leave 27.01 8-9Personal Leave 27.02 9Jury Duty 27.03 9Maternity/Child Care 27.04 9-11General 27.05 11Fringe Benefits XXVIII 11Major Medical 28.01 11-12Life Insurance 28.02 12LTD Insurance 28.03 12Part-Time Teachers 28.04 12Insurance Committee 28.05 12Compensation XXIX 12Salaries 29.01 12Extra Duty 29.02 12-13Longevity 29.03 14Instructional Supply Fund 29.04 14District Committees 29.05 14-15Staff Reduction XXX 15Recall XXXI 15

APPENDICESA. CERTIFIED SALARY SCHEDULESB. EXTRA DUTY PAY SCHEDULESC. PARAPROFESSIONAL SALARIESDMAINTENANCE SALARIESE. CUSTODIAL SALARIESF. SECRETARIAL SALARIESG. NURSE ASSISTANT SALARIESH. HEALTH INSURANCE COVERAGE & BENEFITSI. MEMORANDA OF UNDERSTANDING1 - CLASS SIZE AND PLAN TIME2 - COMMITTEES3 - PACKING AND UNPACKING4 - TRANSLATION PROCEDURES

District 16 CommitmentsThis document reflects commitments made each to the other by the Board of Education,Administration and Queen Bee Education Association members in Queen Bee School District 16,DuPage County, Illinois. It is the result of open and frank discussions held between the groupswhich resulted in the Collective Bargaining Agreement which follows this document. It is createdcollaboratively as a renewed commitment to build more positive and effective workingrelationships.It is the desire and intent of the parties to celebrate differences because they enrich the possibilities,to stand united in deeper purposes and shared beliefs, to learn from each other and to work welltogether in order to build a strong and effective District 16. The parties believe that a strong andeffective District 16 is critical for the preservation and improvement of public education in ourschool community.To build a better working relationship and create a climate of trust, the parties commit to do thefollowing in their interactions at each work site and at all levels.• Respect one another• Actively listen to one another• Communicate with candor and honesty• Act in a trustworthy manner• Commit to build trust• Share appropriate authority and responsibility in decision-making• Seek information before reaching conclusions• Focus on the future and not the past• Embrace the challenges of the future• See problems as opportunities to work together• Recognize each other’s needs and interests• Seek consensus whenever possible• Celebrate our accomplishments• Recognize the dignity and contributions of each other• Encourage and support risk-taking• Build shared visionFinally, this commitment statement is not created as a part of the Collective Bargaining Agreement.Its effectiveness is to be evaluated and reviewed by representatives of the respective partiesregularly each year in an effort to make it an integral part of the behavior and culture in District 16.1

Letter of SupportThis letter acknowledges that the Queen Bee Education Association is supportive of the District 16Comprehensive Education Plan and its continuing development as a guiding mission for District 16schools. The QBEA encourages its content, contributes to its revision and refinement, and works toimplement the CEP in the work environment.2

ARTICLE I: RECOGNITION1.01 The Board of Education of School District No. 16, DuPage County, Illinois, hereinafterreferred to as the “Board,” recognizes the Illinois Education Association-NEA by its localaffiliate, the Queen Bee Education Association, hereinafter referred to as the “Association,”as the sole and exclusive negotiating agent for all full and part-time professional (certified)employees including teachers, psychologists, social workers and school nurses, and alleducational support personnel, but excluding the Superintendent, Business Manager,Assistant or Associate Superintendent, Director of Special Education, AdministrativeAssistant, Principals, Assistant or Associate Principals, temporary substitute teachers,employees regularly working less than three (3) hours per day, Director of Facilities andNetwork Systems, Supervisor of Buildings and Grounds, nighttime supervisor,Receptionist/Secretary to the Superintendent, Secretary to the Assistant or AssociateSuperintendent, Secretary to the Business Manager, Office Manager, bookkeeper,technician, employees who are temporary, day-time supervisor, and any other employeeshired hereafter as a supervisor or a managerial employee as defined in the IllinoisEducational Labor Relations Act.ARTICLE II: DEFINITIONS2.01 “Employee” or “ESP” or “Bargaining Unit Member” or “Teacher” as used in thisAgreement means any individual subject to the terms and conditions of this Agreement.2.02 “Full-time,” pertaining to educational support personnel, as used herein means an ESP whois normally employed thirty-seven and a half (37-1/2) hours per week or more. In addition,“full-time” applies to ESPs whose duties regularly follow the teachers’ work schedule.2.03 “Part-time,” pertaining to educational support personnel, as used herein means an ESP whois normally employed less than thirty-seven and a half (37-1/2) hours per week, exceptduring winter and spring breaks and during the summer months.2.04 “Probationary” as used herein means an ESP who has not entered upon employment oncontinuing status as defined in Article XV or as otherwise defined by law.2.05 “Board” or “Employer” as used herein means the Board of Education, District 16, DuPageCounty, Illinois, and its supervisory and administrative agents.2.06 “Association” as used herein means the Illinois Education Association-NEA by its localaffiliate, the Queen Bee Education Association.2.07 “Continuing Employee” or “Employee on Continuing Status” as used herein means anemployee who has successfully completed the probationary period defined in the relevantprovision of this Agreement or under Illinois law, if applicable.2.08 “Negotiation” as used herein means the mutual obligation of the Board and the Associationto meet at reasonable times and confer in good faith with respect to wages, hours, terms andconditions of employment.3

2.09 “Layoff” as used herein means a reduction in the hours of an employee or the honorabledischarge of an employee for economic reasons, either of which may occur as defined bylaw.2.10 “Supervisor” as used herein means the designee or representative of the Board of Educationwith responsibility to oversee and direct an employee in the performance of his/her job.2.11 “Vacancy” as used herein means an unoccupied position in the bargaining unit or anopening to a position outside the bargaining unit.2.12 “Transfer” as used herein means a change in an employee’s building or departmentassignment (i.e., the building to which the employee is assigned).ARTICLE III: BOARD’S RIGHTS3.01 The Association recognizes that the Board has full authority and responsibility under thelaws of the State of Illinois and responsibility to the Agreement with respect to employment,tenure or discharge of any of its employees, and except as limited by specific provisions ofthis Agreement, this Board shall continue to have all sole and exclusive rights customarilyreserved to management, including the right to hire, promote, suspend, discipline, transfer ordischarge for proper cause; the right to assign all personnel; and the right to establish rulespertaining to the operation of the schools and permissible conduct of personnel. The Boardand the Association recognize, understand and agree that the Board cannot enter into anyagreement that impairs the authority vested in the Board by law, and that the provisions ofany professional negotiations agreement that is negotiated by the Board with the Associationcannot conflict with the provisions of the Constitution of the United States and of the Stateof Illinois, the Illinois School Code, or other pertinent Statutes of the State of Illinois or theUnited States Code, as well as the decisions of the Courts of the United States and the Stateof Illinois.The Association recognizes the Board’s right to direct the operation of the Schools and theBoard’s right to delegate to its administrators the assignment of all personnel. The abovementionedBoard rights are not to be interpreted as being all-inclusive, but merely indicatethe type of rights which belong to and are reserved to the Board. It is understood that anyrights, power or authority the Board had prior to the signing of this Agreement are retainedby the Board, except those specifically abridged or modified by this Agreement.ARTICLE IV: FRAMEWORK FOR COLLECTIVE BARGAINING4.01 The parties shall commence bargaining for a successor agreement on February 1 of the lastyear of this Agreement.4.02 It is agreed that the parties will jointly request the services of the Federal Mediation andConciliation Service (FMCS) if either party to this Agreement declares impasse. ShouldFMCS be unavailable, the parties shall immediately commence discussions as to areplacement. In the event that the parties cannot agree upon a replacement, the IllinoisEducational Labor Relations Board shall be notified.4

4.03 There shall be two signed copies of any final agreement. One copy shall be retained by theEmployer and one by the Association.4.04 The parties acknowledge that during the negotiations which resulted in this Agreement andits appendices, each had the unlimited right and opportunity to make demands and proposalswith respect to any matter or subject not removed by law or by specific agreement of theparties from the area of collective bargaining, and that the understanding and agreementsarrived at by the parties after the exercise of that right are set forth in this Agreement.Therefore, the Board and the Association for the life of this Agreement, each voluntarily andunqualifiedly, waives any right which might otherwise exist under the law, practice, orcustom, to negotiate any further agreements effective for or during the term of thisAgreement. However, this Agreement may contain waivers on specific provisions whichsupersede this general provision.ARTICLE V: EMPLOYEE AND ASSOCIATION RIGHTS5.01 Right To Organize And Participate - Employees shall have the right to organize, join andassist the Association, to participate in negotiations with the Board through representativesof their own choosing and to engage in other activities for the purpose of establishing,maintaining and protecting or improving conditions of service.5.02 Rights Of Law - Nothing contained herein shall be construed to deny any employee his/herrights under the laws of Illinois, or state and federal statutes.5.03 No employee who has successfully completed any probationary period required by law orthis Agreement shall be disciplined without just cause. Discipline includes, but is notlimited to, written warnings, reprimands, and suspensions. At the time this action is taken,the employee shall be notified in writing of the specific grounds forming this action. Theparties agree that this provision does not apply to oral reprimands or other oralcommunication between an Administrator and the employee(s).5.04 At the employee’s request, the employee may be accompanied by an Associationrepresentative at any meeting which could reasonably result in disciplinary action. Theparties agree that this provision does not automatically apply to evaluation conferences orcommunication. In the event the Administrator conducting the meeting intends to disciplinethe employee at the meeting, the employee shall be given written notice of the right to anAssociation representative.5.05 Employee Notification of Assignment - Paraprofessionals shall be given written notice oftheir assignment for the forthcoming school year no later than August 15. In the eventchanges in employee’s assignment are proposed, the employee affected shall be notifiedpromptly.5.06 Board Meeting Agendas - The president of the Association shall receive notice of theagenda of each Board meeting at least twenty-four (24) hours prior to the scheduled time ofthe meeting.5.07 Board Minutes - The president of the Association shall receive within a reasonable period oftime after approval a copy of all Board minutes.5

5.08 Financial/Grievance Information - The Board agrees to furnish, upon written request, allavailable information concerning the financial resources of the district and such otherinformation as will be necessary for the Association to process any grievance or complaintor to prepare negotiation proposals. The Association also agrees to provide information anddata it possesses that would be necessary for the Board to process any grievance orcomplaint or to prepare negotiation proposals.5.09 Employee Names and Building Assignments - Names and building assignments of newlyhired employees shall be furnished to the Association within thirty (30) days ofemployment.5.10 Association Use of Facilities and Equipment - The Association shall be provided access todistrict facilities for committee, general or building employee meetings, outside of schoolattendance hours. In addition, the Association shall have the right to use equipmentincluding typewriter, computer, duplicating equipment, or other equipment necessary toconduct Association business at reasonable times when such equipment is not in use forschool-related business. The Association will pay a reasonable cost for use of districtsupplies and materials.5.11 Use of Bulletin Boards, Mailboxes, Interschool Mail - The Association shall have the rightto use employee bulletin boards, mailboxes, e-mail, and interschool mail for the purpose ofconducting Association business.5.12 The Association President or designee shall be granted release time for the purpose ofconducting Association business, without loss of pay. Such release time shall not exceedtwelve (12) school days per year. The Association shall pay the cost of any requiredsubstitute Teachers for days in excess of six (6) per year.5.13 Credit Union - The employer shall provide an optional payroll deduction plan for theDuPage Credit Union. The deduction may be initiated or adjusted by submitting suchrequest to the business office. All monies collected shall be forwarded to the DuPage CreditUnion within ten (10) working days following each pay period with a printout of amountdeducted for each employee.5.14 Dues Deduction - The Board shall deduct from the pay of each employee currentmembership dues of the Association provided that at the time of such deduction there is inpossession of the Board a written authorization for continuing dues deduction voluntarilyexecuted by the employee.The Association shall annually certify to the Board the annual dues for the school year.Such authorization shall continue in effect from year to year unless revoked in writing by theemployee between July 1 and September 15 of any year. Pursuant to such authorization, theBoard shall deduct membership dues beginning the first paycheck in October. Equalportions of 1/18th of such dues will be deducted from each paycheck through the end of thefollowing June. The Board shall remit said deducted funds to the Association within ten(10) days following the pay period deduction.6

5.15 Fair Sharea. Each employee, as a condition of his or her employment, on or before thirty (30) daysfrom the date of commencement of duties or the effective date of this Agreement,whichever is later, shall join the Association or pay a fair share fee to the Association inaccordance with the established procedures of the Association, the Illinois EducationalLabor Relations Board and applicable law, a copy of which shall be furnished to theBoard and be available in each attendance center.b. In the event that the employee does not pay the fair share fee directly to the Association,the Board shall deduct the fair share fee from the wages of the nonmembers. TheAssociation shall certify the amount of the fair share fee to the Board in writing byAugust 1st annually.c. Such fees shall be paid to the Association by the Board in installments on the sameschedule and manner as payroll deductions of Association dues.d. The Association shall indemnify, save and hold the Board harmless against any and allclaims, demands, suits or other forms of liability that shall arise out of or by reason ofany action taken by the Board for the purpose of complying with this Article or inreliance upon any list or notice furnished pursuant to this Article.e. Employees who were employed as of September 1, 1987, and who were not members ofthe Association at that time are exempt from the provisions of this Article, unless theysubsequently become members of the Association.5.16 Tax Sheltered Accounts - Upon written request of the employee, and in accordance withapplicable law, salary deductions shall be made for tax sheltered accounts. The employee isresponsible for determining that the total annual salary reduction amount does not exceedthe maximum amount which may be sheltered under the applicable law. Furthermore, theemployee agrees to indemnify and hold the Board harmless against any and all action,claims and demands that may arise from the purchase of annuities and/or custodial accountsfor employees.Salary reduction amounts shall be contributed on the employee’s behalf into the annuityand/or custodial account selected by the employee within five (5) working days followingeach pay period with a written record of the amount provided to the employee.5.17 Beginning at the start of the 2009-2010 work year employees whose work year is less thantwelve (12) months may elect to receive their annual salary paid over ten (10) or twelve (12)months. Once this election is made, it shall remain in effect for the duration of thisAgreement (2008-2013). Twelve (12) month employees will continue to receive their annualsalary over the 12-month work year.ARTICLE VI: LABOR/MANAGEMENT COMMITTEEThe QBEA and the Board of Education recognize the importance of communication in maintaininggood relationships and agree to meet at least quarterly to discuss district-wide matters. Thecommittee will not negotiate terms and conditions of employment, adjust grievances or addresspersonnel issues.7

The QBEA will appoint representatives from each building and from each employee group in thebargaining unit, not to exceed eight (8) members. The Board and Administration representativeswill include the Superintendent, the administrator responsible for curriculum, buildingadministrators, one member of the Board of Education and others as needed (5-6 members).The Labor/Management Committee will be co-chaired by the Superintendent and the President ofthe QBEA. All members of the committee will be trained in the interest-based process. Meetingminutes will be produced and distributed after each meeting.ARTICLE VII: PERSONNEL FILES7.01 Location - Except for incidental notes, all personnel records for any employee shall bemaintained in his/her file in the Administrative office. For purposes of this provision, theterm “incidental notes” shall mean those documents which are not used to make job-relateddecisions.7.02 Access - Access to personnel files shall be strictly limited to the employee and to authorizedadministrative personnel who have a legitimate purpose of access. By prior appointment, anemployee and/or his/her designee shall be able to review his/her personnel file.7.03 Contents - A copy of any material placed in an employee’s personnel file shall be promptlygiven to the employee and all material in the file shall bear an entry date. This is effectiveas of July 1, 1998.ARTICLE VIII: GRIEVANCE PROCEDURES8.01 DefinitionsA. A grievance is any claim by an Employee that there has been a violation,misinterpretation or misapplication of the terms of this Agreement.B. Days are scheduled school calendar days except when a grievance is filed after June 1,days shall be days when the District Business Office is open.8.02 Procedures - The parties hereto acknowledge that it is usually most desirable for anEmployee and the Employee’s immediately involved Supervisor to resolve problemsthrough free and informal communications. While grievants are encouraged to use informalcommunications to resolve problems, this is not a mandatory step in the grievanceprocedure. At the request of the Employee, an Association representative may accompanythe Employee to assist in the informal resolution of the grievance. If the informal processfails to satisfy the Employee, the grievance may be processed as follows:A. Step I - Within fifteen (15) days of the occurrence, the Employee shall present thegrievance in writing to the immediately involved Supervisor, who will arrange for ameeting to take place within ten (10) days of receipt of the grievance. The Employee,the Association representative, if requested, and the immediately involved Supervisorshall be present for the meeting. Within ten (10) days of the meeting, the Employee andthe Association shall be provided with the Supervisor’s written response including thereasons for the decision.8

B. Step II - If the grievance is not resolved at Step I, the Employee may, within twenty (20)days of the Step I response, refer the grievance to the Superintendent in writing.Superintendent or his designee shall arrange with the Employee and the Associationrepresentative, if requested, for the meeting to take place within ten (10) days of theSuperintendent’s receipt of the appeal. Each party shall have the right to include in itsrepresentation such witnesses and counselors as it deems necessary. Within ten (10)days of the meeting, the Employee and the Association shall be provided with theSuperintendent’s or the designee’s written response, including the reasons for thedecision.C. Step III - If the Association is not satisfied with the disposition of the grievance at StepII, the Association may submit the grievance to final and binding arbitration through theAmerican Arbitration Association, which shall act as the administrator of theproceedings. The demand for arbitration shall be filed with the Superintendent, with asimultaneous demand to AAA. If a demand for arbitration is not filed within thirty (30)days of the date for the Step II answer, then the grievance shall be deemed withdrawn.The arbitrator shall have no power to alter the terms of this Agreement.8.03 Bypass - By mutual written agreement, any step of the grievance procedure may bebypassed and the grievance brought directly to the next step.8.04 Association Participation - The Board acknowledges the right of the Association’s grievancerepresentative to be present at any level. The Association acknowledges the right of theEmployee to present grievances and have them adjusted without the intervention of theAssociation’s representative. No Employee shall be required to discuss any grievance if theAssociation’s representative is not present. If the Employee chooses to have the grievanceadjusted without the intervention of the Association’s representative, the Association shallbe notified and given the opportunity to have its representative present at such adjustment.8.05 Released Time - Should the Board schedule a grievance hearing/meeting during theworkday, the Employee and any Association representative necessarily involved shall bereleased without the loss of pay.8.06 Filing of Materials - Except as may be required by an award, any records related to agrievance shall be filed separately from the personnel file of a grievant. No reprisals shallbe taken by the Board or the Administration against any Employee because of theEmployee’s participation in a grievance.8.07 Grievance Withdrawal - A grievance may be withdrawn or settled at any level withoutestablishing precedent.8.08 No Written Response - If no written decision has been rendered within the time limitsindicated by a step, the grievance may be processed to the next step.8.09 Time Bar - Failure of the grievant or the Association to act on a grievance within theprescribed time limits will act as a bar to any further processing thereof.9

8.10 AAA Rules - By mutual agreement, the Expedited Arbitration Rules of the AmericanArbitration Association shall be used instead of the Voluntary Labor Arbitration Rules.8.11 Multiple Remedies - In the event the Association on its behalf commences an action in astate or federal court or administrative agency alleging a violation of any right, which rightis protected directly or indirectly under any term of this Agreement, then such filing shall actas a bar to the filing of or the further processing of a grievance already filed under the termsof this Agreement. This bar shall continue for the duration of the judicial or administrativeproceedings unless the court or agency orders the party to exhaust the grievance procedure.Should the Association receive recovery from such a collateral proceeding it is prohibitedfrom recovering again from the Board through the grievance procedure. While the partiesacknowledge and agree that decisional law permits the parties to agree to provide formultiple remedies of employment related matters, the parties expressly agree that amultiplicity of remedies to the Association for alleged violation of such rights would not bepermissible by utilizing the grievance procedures provided herein.8.12 Individual Right to Adjustment - Nothing contained in this Article shall be construed toprevent any individual employee from discussing a problem with the Administration andhaving it adjusted without intervention or representation of the Association representatives,provided the adjustment is not inconsistent with the terms of this Agreement and theAssociation is afforded an opportunity to be present at such adjustment.ARTICLE IX: VACANCIES, TRANSFERS, PROMOTIONS9.01 Posting of Vacancies - All vacancies shall be posted in a conspicuous place in each buildingof the district for a period of at least five (5) work days. Said posting shall contain thefollowing information: type of work, location of work, starting date, rate of pay, hours to beworked, classification, and minimum requirements.By June 1 of each year, the Personnel Office will post in each building any known vacanciesfor the forthcoming academic year, and will post additional vacancies from time to timethereafter.9.02 Application - Interested bargaining unit members may apply in writing to theSuperintendent, or designee, within the five (5) day posting period. The employer shallnotify bargaining unit members of vacancies occurring during the summer months bysending notice of same to each bargaining unit member to their last known address. In theevent that current bargaining unit members apply for vacancies or promotions, considerationin hiring shall apply to a bargaining unit member who is qualified for the position. Currentemployees who apply for a vacant position shall be interviewed for such position.Bargaining unit members who apply and are not selected to fill vacancies shall be notified.9.03 Notification to Applicants - Within ten (10) working days after the position is filled, theemployer shall make known its decision as to which applicant has been selected to fill aposted position.9.04 Trial Period - As related to educational support personnel only, in the event of promotion toor transfer from one classification to another, the bargaining unit member shall be given athirty (30) work day trial period in which to show his/her ability to perform on the new job.10

If the bargaining unit member is unable to demonstrate ability to perform the work requiredduring the trial period, the bargaining unit member shall be returned to his/her previousassignment.9.05 No Reduction of Salary - Employees shall not lose pay due to transfers.9.06 Involuntary Transfers - The parties agree that involuntary transfers of employees shall not beused for discipline without just cause.It is agreed that the Administration may initiate transfers when adequate reasons for thetransfer exist. Any employee involuntarily transferred shall be given written notice,including reasons. Such transfers shall give careful consideration to seniority and, unlessotherwise required by law, if there is more than one employee qualified for the position to befilled by the transfer, the one with least seniority will be transferred.When the Administration notifies an employee of an involuntary transfer, the employee shallbe released immediately from his/her contract if he/she so requests.9.07 Voluntary Transfer - The interests and aspirations of the individual employee shall beconsidered in all voluntary transfers.9.08 Compensation/Temporary Duties Assigned - Any ESP who temporarily assumes the dutiesof another bargaining unit member in a different classification will be paid the regular rateof such duties if such rate is higher than the ESP’s rate of pay. Employees’ pay rates shallnot be reduced as the result of any temporary change of duties.ARTICLE X: STRIKES10.01 For the duration of this Agreement the Association hereby agrees not to strike, or engage in,or support or encourage any concerted refusal to render full and complete services to theSchool District. The Board agrees that for the duration of this Agreement, it will not engagein a lockout of any employees.11

EDUCATIONAL SUPPORT PERSONNELArticles 12 through 21 apply only to those bargaining unit members who are defined under Section10-23.5 of the Illinois School Code (105 ILCS 5/10-23.5 (1994), and as may be amended) as“Educational Support Personnel” (ESP) employees.1

ARTICLE XII: JOB DESCRIPTIONS/EVALUATION12.01 Job Descriptions - Each ESP shall be provided upon request with an accurate and up-to-datecopy of his/her job description. New ESPs shall be provided with such job description at thetime of hire. Job descriptions for ESPs shall not be changed without prior discussion withthe affected ESP.12.02 Evaluations - The parties agree that the primary purpose of ESP evaluation is to improveemployment skills and all evaluations shall be conducted in good faith to this end inaccordance with the provisions of the Agreement.A. Within two weeks of employment, each ESP shall be advised by his/her supervisor ofthe evaluation procedures and standards of performance expected for his/her jobclassification. No evaluation shall take place until such orientation is completed.B. All planned formal and informal observations of the work performance of an ESP shallbe conducted with the full knowledge of the ESP.C. A probationary ESP shall be evaluated at least one time during the probationary period.D. An ESP on continuing status shall be evaluated at least one (1) time each school year,unless in the judgment of the ESP’s supervisor such evaluation is not necessary. Suchwaiver of evaluation shall be noted in the ESP’s personnel file and shall be deemed asacceptable performance.E. The ESP’s supervisor shall conduct evaluations. Such evaluations, observations andrecommendations for ESP improvements shall be delivered to the ESP within ten (10)days after the formal observation by the supervisor.F. A conference shall be held between the ESP and his/her supervisor within ten (10) daysafter delivery of the written report for the purpose of discussing the evaluation andperformance expectations.G. All written reports concerning evaluations shall be placed in the ESP’s personnel file.An ESP shall have the right to respond in writing to any contents of the writtenevaluation and such responses shall be attached to the supervisor’s written report in thepersonnel file.ARTICLE XIII: SENIORITY13.01 Definition - Seniority shall be defined as the length of continuous service within the districtas a member of what is now the bargaining unit. Accumulation of seniority shall begin fromthe bargaining unit member’s first working day. A paid holiday shall be counted as the firstworking day in applicable situations. In the event that more than one individual bargainingunit member has the same starting date of work, position on the seniority list shall bedetermined by drawing lots.13.02 Part-time/Probationary Seniority - Part-time bargaining unit members shall accrue seniorityon a pro-rata basis. Probationary bargaining unit members shall have no seniority until the2

completion of the probationary period at which time their seniority shall revert to the firstday of work. Part-time bargaining unit members shall not have the ability to assert theirseniority rights over those of full-time bargaining unit members with respect to anyprovisions of this Agreement dealing with seniority.13.03 Classifications within the Bargaining Unit - For all purposes of this Agreement, allbargaining unit members shall be placed in one of the following classifications based ontheir current assignments:A. CustodialB. MaintenanceC. SecretarialD. ParaprofessionalE. School Nurse Assistant13.04 Seniority Lists - The employer shall prepare, maintain and post the seniority list. Theseniority list shall be prepared and posted conspicuously in all buildings of the District, withrevisions and updates prepared and posted annually. A copy of the seniority list andsubsequent revisions shall be furnished to the Association.13.05 Loss of Seniority - An ESP shall lose seniority because of resignation, dismissal for cause,or retirement. Seniority is retained but shall not accrue during periods of a lay-off.ARTICLE XIV: REDUCTION IN PERSONNEL, LAYOFF, AND RECALL14.01 Procedure for Layoff - No bargaining unit member shall be laid off pursuant to a necessaryreduction in the work force unless said bargaining unit member shall have been notified ofsaid lay off at least thirty (30) days prior to the effective date of the layoff. In the event of areduction in work force, the employer shall first lay off probationary bargaining unitmembers within the affected job classification, then the part-time ESPs within the affectedclassification by seniority (least seniored, first laid off), then the least seniored full-timeESPs within the affected classification. In no case shall a new ESP be employed while thereare laid off bargaining unit members who are qualified for a vacant or newly-createdposition.14.02 In the event of a reduction in the work hours in a department or classification, bargainingunit members with the greater seniority may use same to maintain their normal workschedules by displacing bargaining unit members with less seniority on the work schedule.14.03 Laid Off ESPs/Substitution - A laid off bargaining unit member shall, upon application andat his/her option, be granted priority status on the substitute list for that classificationaccording to his/her seniority.A. Fringe Benefits/Laid Off ESPs - Laid off bargaining unit members may continue theirinsurance benefits for a period of time as defined by law by paying the regular monthlygroup rate premium for such benefits to the employer, or until subsequent employment isobtained, whichever is sooner.B. Recall Rights and Procedures - In the event the Board has any vacancies for thefollowing twelve (12) months, laid off bargaining unit members shall be recalled by3

order of seniority within their classification (most seniored, first recalled), to anyposition for which they are qualified. Any bargaining unit member who has served morethan thirty (30) working days in a classification shall be deemed qualified for anyposition in that classification. Notices of recall shall be sent by certified or registeredmail to the last known address as shown on the employer’s records. The recall noticeshall state the time and date on which the bargaining unit member is to report back towork.C. ESP’s Obligation to Respond to Recall - It shall be the bargaining unit member’sresponsibility to keep the employer notified as to his/her current mailing address. Arecalled bargaining unit member shall be given seven (7) calendar days from receipt ofnotice to respond, and eight (8) additional days to report to work. The employer may fillthe position on a temporary basis until the recalled bargaining unit member reports towork provided the bargaining unit member reports to work during the fifteen (15) dayperiod. Bargaining unit members recalled to full-time work for which they are qualifiedare obligated to take such work. A bargaining unit member who declines recall to fulltimework for which he/she is qualified shall forfeit his/her seniority rights.ARTICLE XV: PROBATION15.01 Probationary Period - Any new ESP shall be denominated a probationary ESP. Theprobationary period shall be ninety (90) days, and may be extended an additional ninety (90)days at the discretion of the Board. If the probationary period is extended, the ESP shall begiven reasons for extension. Having satisfactorily completed the probationary period, anESP shall be considered an ESP on continuing status. A probationary ESP shall not beentitled to any compensated absence including sick time, vacation time, and personal leave,and may be discharged at any time without recourse.ARTICLE XVI: WORKING CONDITIONS16.01 Unless an alternative work schedule and hours have been mutually agreed to between anESP and his/her immediate supervisor, the following work schedules and hours shall apply:A. School Secretaries:a. During the regular school year and, for the one week period immediately prior to andafter the teacher work year: 8 a.m. to 4:00 p.m. Secretaries who work through theirlunch break may leave at 3:30 p.m.b. During the summer recess: twenty-five (25) hours per week of time to be scheduledby the Superintendent/Designee.c. During winter and spring recess: twenty (20) hours per week of time to be scheduledby the Superintendent/Designee.B. Paraprofessionals: Paraprofessionals shall work the length of the regular teacher workyear, from 8:00 a.m. to 3:30 p.m. including a thirty (30) minute duty free lunch and two(2) employment breaks of fifteen (15) minutes each. Paraprofessionals shall not beassigned Teacher substitute duties as part of their regular work assignment.C. Full-time Custodians/Maintenance: Day Shift: 6:00 a.m. to 2:30 p.m., Monday throughFriday. Night Shift: 2:30 p.m. to 11:00 p.m., Monday through Friday.4

Full-time custodians/maintenance shall be entitled to two (2) breaks in duration of 15minutes per day (one before the meal break and one after the meal break). They shallreceive one duty-free meal break of thirty (30) minutes duration per day.D. Part-time custodians: During the school year, 4:00 p.m. to 9:00 p.m., Monday throughFriday, no meal breaks, other breaks as per current practice. During winter and springrecess, and summer, part-time custodians shall work 7:00 a.m. to 3:30 p.m., one 30minute duty-free lunch and two breaks in duration of 15 minutes (one before the mealbreak and one after the meal break).E. Part-time Secretaries: Part-time secretaries shall not be required to work more than1,000 hours per year. Work shall be scheduled between the hours of 8:00 a.m. and 4:00p.m., Monday through Friday. Breaks and lunch schedule shall be handled as percurrent practice. Work schedules shall be coordinated through the appropriate buildingprincipal.F. Part-time School Nurse Assistants: Part-Time School Nurse Assistants shall work four(4) hours per day. Their workdays shall coincide with student attendance days. SchoolNurse Assistants are eligible for benefits on a pro-rata basis.16.02 Overtime - ESPs shall be paid overtime at a rate which is one and one half (1-1/2) timestheir normal rate of pay. Overtime for ESPs shall be paid any time worked beyond eight (8)hours per day or forty (40) hours per week. In the event overtime is required, theSuperintendent or ESP’s immediate supervisor shall solicit volunteers to fill the overtimepositions. In the event no volunteers are available or the volunteers available are unqualifiedto perform the work required, overtime may be assigned. Overtime assignments shall bemade on a rotational basis at each work site to ESPs who normally do the work assigned.Reasonable advance notice will be given to ESPs assigned overtime.16.03 Weekend Work - ESPs shall be guaranteed at least two (2) hours overtime pay when calledin on weekends.16.04 Holidays - Paid holidays are days set aside on the calendar on which the ESPs are notrequired to work but for which they receive work credit and are paid their regular daily rateof pay. Any ESP who is required to work on a holiday shall be paid one and a half (1-1/2)times the regular rate of pay for hours worked. All holidays will be observed and paid forall ESPs except for Independence Day for those ESPs affected by summer shutdown.The paid holidays are: Independence Day, Labor Day, Columbus Day, Veteran’s DayThanksgiving Day, Thanksgiving Friday, Christmas Day, New Year’s Day, Martin LutherKing’s Birthday, Presidents’ Day, Pulaski Day, Spring Holiday, Memorial DayIn the event any of the above holidays are not celebrated as non-work days, ESPs affectedmay schedule a “floating” holiday in place of the lost holiday, the scheduling of such date tobe mutually agreeable to the ESP and the immediate supervisor.16.05 Health and Safety - The Board shall follow all applicable and lawful rules and regulationsconcerning the safety of ESPs and the workplace. ESPs shall not be required to work underhazardous conditions.5

ARTICLE XVII: VACATIONS17.01 Vacation - Full-time ESPs on a twelve (12) month basis shall begin to earn paid vacationdays as of the first day of the month commencing after their date of hire. (The term “days”means the number of hours in the normal full work day for the ESP’s job classification).Vacation time shall be earned at the rate of 1/12 of the applicable amount for each completemonth of service, according to the following schedule:Years of Employment Vacation Days Earned Each Year1-7 108-14 1515+ 20When an ESP reaches the end of his/her first year, he/she shall receive credit for thevacation earned from the time of employment to the end of the first year in whichemployment began, at the proper number of days for each complete month worked. Afterthe first year, vacation shall continue to accumulate at the rates noted above and shall beavailable for use by the ESP. No ESP shall take vacation during his/her first year ofemployment. Unused vacation days shall be cumulative to a maximum of 20 days. CurrentESPs who in the past have accumulated more than 20 days shall be capped at the number ofvacation days they have accumulated as of July 1, 1985. In the event employment isterminated, the ESP shall be paid for unused accumulated vacation days.Requests for vacations shall be submitted to the administrator to whom the ESP isresponsible and must be approved by the Superintendent. Every effort shall be made tomeet the desires of the ESP and the needs of the school system in establishing vacation datesprovided, however, that the scheduling of vacation time during the regular studentattendance year shall be discouraged. The Superintendent shall keep a record of vacationearned and the dates taken.17.02 Part-time Secretaries - Part-time secretaries shall receive paid vacation at one-half (1/2) therate of full-time ESPs employed on a twelve (12) month basis. Other procedural provisionsin Article XVII shall apply to part-time secretaries.17.03 Full-time secretaries may take two (2) weeks of their vacation, and shall not be required towork, during the month of July. Secretaries’ vacation time taken during the reducedsummer work schedule shall be credited at the rate of five (5) hours per day. Alternatively,these secretaries may choose to work the reduced schedule in July and take vacation asapproved during the regular work year, at which time vacation will be credited at the rate ofeight (8) hours per day.17.04 Part-time Custodians - Permanent, part-time custodians shall earn paid vacation at one (1/2)the rate of full-time, twelve (12) month custodians. In order to be eligible to take suchvacation the ESP must successfully complete two (2) years of service to the District as apermanent, part-time custodian. For purposes of this section, the term “permanent, part-timecustodian shall mean a custodian working more than four (4) hours per day. ESPs eligible toearn vacation as allowed thereunder shall be allowed to utilize vacation earned beginning inthe third year of employment, having begun to earn said vacation during the second year ofemployment. No vacation shall be earned or used during the first year of employment. All6

other procedural provisions of Article XVI not in conflict with this paragraph shall apply topart-time custodians.ARTICLE XVIII: FRINGE BENEFITS18.01 Major Medical, Health and Accident Insurance - The Board shall provide Major Medical,Health and Accident Insurance for each full-time ESP pursuant to the provisions of Sections28.01, 28.01.01, and 28.01.02 of this Agreement. ESPs working thirty (30) or more hoursper week may elect individual Major Medical, Health and Accident Insurance at Boardexpense or choose to decline such coverage and participate in the insurance waiver programprovided in those noted Sections of this Agreement relating to Certificated employees.The Board reserves the right to choose the company with which this insurance is placed.The Board will make available a major medical plan, a PPO plan and a health maintenanceorganization.18.02 Life Insurance - The Board shall provide a Term-Life Insurance Policy equal to the salary ofeach full-time ESP. The Board will also make available to each full-time ESP, the option topersonally purchase additional insurance equal to his/her salary. The Board, however,reserves the right to choose the company with which this insurance is placed.18.03 Long Term Disability Insurance - The Board shall continue to provide Long-Term DisabilityInsurance to each full-time ESP. The Board reserves the right to choose the company withwhich this insurance will be placed.18.04 RetirementA. Eligibility:Any employee who is at least fifty-five (55) years old and who has at least twelve (12)consecutive years of employment service in the District shall be eligible to apply for one (1)of the following retirement options and avail himself/herself of the provisions of thisSection:In so applying, the following procedures shall apply:1. Such electing employee must file written application for retirement by executing awritten request with the Superintendent.2. Such application shall be irrevocable.After all applications for early retirement have been received, the Superintendent shallpublish said names by sending them to the Association President. Thereafter, upon therecommendation of the Superintendent, the Board shall approve not more than thirty percent(30%) of such eligible applicants from such class of individuals, provided, however, that theBoard in no case shall approve less than three (3) employees for retirement when at leastthree (3) have so applied.B. Retirement Options:Eligible employees may select ONLY ONE (1) of the following retirement options:Option 1: Retirement InsuranceBased on all of the above eligibility requirements, as of the effective date of retirement theeligible retiree shall receive an annual grant from the Board to defray the cost of medical7

insurance after retirement. The amount of the annual grant shall be equal to the Board’scontribution toward hospitalization and major medical insurance as found in the collectivebargaining agreement in effect on the retiree’s effective date of retirement.The annual grant available to the retiree shall be applicable to the level of health insurancecoverage (individual or dependent/family) selected by the retiree and in effect during theschool year immediately preceding the effective date of retirement. For those retirees whodid not select or have in effect health insurance coverage during the school year immediatelypreceding the effective date of retirement, the annual grant shall be applicable to the cost ofindividual coverage only. Retirees desiring greater coverage than that in effect immediatelypreceding the effective date of retirement shall be responsible for cost of such coverage overand above the Board’s annual insurance grant.The Board’s obligation to provide the annual insurance grant shall continue until thecessation of such coverage, the retiree’s qualification for Medicare coverage, or the retireeattaining age 65, whichever shall first occur.Each retiree shall be solely responsible for applying and qualifying for such insurancecoverage. In the event the retiree and/or dependents are no longer eligible (whether forvoluntary or involuntary reasons) for insurance after enrolling for the same, said retireeand/or dependents shall not be entitled to re-enrollment with the District’s insurance plan.Option 2: Service Recognition StipendBased on all of the above eligibility requirements, an eligible employee shall receive on theeffective date of retirement a one-time stipend based on the following years of DistrictService:Years of District Serviceat Time of RetirementOne-Time Stipend Amount12-15 years $3,00016-19 years $3,80020-24 years $4,30025 years $5,000ARTICLE XIX: LEAVES19.01 Sick Leave/Personal Leave - ESPs shall be entitled to annual sick leave allocation basedupon the number of accumulated sick days at the start of each work year and calculated asfollows:Number of Accumulated Paraprofessionals Secretaries and CustodiansSick DaysLess than 100 12 + 2 personal days 15 + 2 personal days100-119 15 + 2 personal days 18 + 2 personal days120-149 18 + 2 personal days 20 + 2 personal days150 20 + 2 personal days N/A8

Sick leave shall be prorated for part-time employees. Sick leave may accumulate to 260days.Sick leave shall be interpreted to mean personal illness, quarantine at home, illness or deathin the immediate family or household, birth, adoption, or placement for adoption. Theimmediate family for purposes of this section shall include: parents, spouse, brothers, sisters,children, grandparents, grandparents-in-law, grandchildren, parents-in-law, brothers-in-law,sisters-in-law, and legal guardians. ESPs in their first 90 days of employment shall not bepaid for use of sick days.1. In addition, ESPs shall be entitled to two (2) personal absence days which, if unused,shall be cumulative as sick leave. In no case shall ESPs be required to give reasons foruse of personal absence days.2. ESPs who are entitled to vacation under Article XVII of this Agreement and who haveaccumulated, unused sick days at the end of the fiscal year may exchange five (5) suchaccumulated sick days for one (1) vacation day. Sick days so exchanged shall no longerbe available for use by the ESP. The additional vacation day must be used in the fiscalyear immediately following the exchange date. An ESP wishing to acquire the additionalvacation day must elect this option no later than June 30, annually.3. An ESP who accepts an assignment in a certificated bargaining unit position shall notlose any accumulated, unused sick leave by accepting such assignment.4. ESPs on unpaid leave of absence shall not be eligible for sick leave/personal leavebenefits.5. At the beginning of each school year the Board shall furnish each ESP with a writtenstatement setting forth total sick leave/personal leave credit.19.02 Jury Duty - Any ESP called for Jury Duty during working hours or who is subpoenaed totestify during working hours in any judicial matter shall be paid his/her full salary for suchtime. The ESP shall reimburse the Board for any daily rates received for such duties forthose working days when the ESP was absent because of such duties, but not including anycompensation received for food or travel.19.03 Leave of Absence Without Pay - Special leaves of absence without pay for up to one (1)year may be approved and granted at the discretion of the Board. Any such leaves grantedare of no precedential force or effect.19.04 Child Care - The Board shall provide upon written request of any ESP who has completedthe required probationary period a child care leave not to exceed one (1) year from the datesuch leave is granted. The ESP on such leave shall not accrue any employment benefits.Such leave shall be without pay but the ESP may elect to continue participation in thedistrict’s hospitalization insurance program at his/her own expense, payable in advance, andfurther provided that such continuation is approved by the carrier.The written terms and conditions of a child care leave will include not only the beginningand termination dates thereof, but shall also specify the date to which the ESP is to notify9

the Board of his/her intention to return to his/her duties. Upon return from a leave, the ESPshall be granted a position for which he/she is qualified.Nothing in this clause shall be construed to prohibit a pregnant ESP from working until suchtime as she is unable to continue her regular and customary duties, then during suchdisability, utilizing her accumulated sick leave, if any, and then returning to work when sheis no longer disabled, all in lieu of such child care leave provisions. The ESP’s ability toperform her usual and customary duties shall be acknowledged to the Superintendent, inwriting, by the attending physician.A. Use of extended sick leave for birth or adoption:1. ESPs must request the leave through the Superintendent at least 30 calendar daysbefore the intended commencement of the leave. If the ESP is adopting a child therequest for leave will be made as much in advance as possible.2. The ESP shall provide the Board of Education with documentation of need for theleave. This shall be either a letter from a health care provider or from an adoptionagency/attorney stating the anticipated date for the birth or placement for adoption.In the case of an ESP giving birth to a child, the doctor’s note shall specify the timeneeded for leave for the birth and care of the newborn.ARTICLE XX: EMERGENCY SHUTDOWN DAYS20.01 Emergency Shutdown Days - When an employer directive forces the closing of a school orother facility of the employer and a Bargaining Unit Member is excused from reporting toduty, there shall be no loss of pay. If the closing results in the use of an emergency closingday, paraprofessionals may be required to report for duty on the re-scheduled day. Whetherthe day is rescheduled or not, there shall be no loss of pay.ARTICLE XXI: SALARIES21.01 Full-time SecretariesSecretaries shall be paid at the hourly rates found on the appropriate salary schedule in theappendices of this Agreement.21.02 Full-time CustodiansCustodians shall be paid at the hourly rates found on the appropriate salary schedule in theappendices of this Agreement.21.03 Full-time MaintenanceMaintenance ESPs shall be paid at the hourly rates found on the appropriate salary schedulein the appendices of this Agreement.21.04 Part-time SecretariesPart-time secretaries shall be paid at the hourly rates found on the appropriate salaryschedule in the appendices of this Agreement.10

21.05 Part-time CustodiansPart-time custodians shall be paid at the hourly rates found on the appropriate salaryschedule in the appendices of this Agreement.21.06 ParaprofessionalsParaprofessionals shall be paid the daily rates found on the appropriate salary schedule inthe appendices of this Agreement.21.07 Lunchroom SupervisorAt the signing and ratification of this Agreement, ESPs with lunchroom supervision,including special education paraprofessionals, shall receive a stipend each year to be paid tothe ESP in equal installments in their regular paychecks (pro-rata portions).21.08 Part-Time School Nurse AssistantPart-Time School Nurse Assistants shall be paid the daily rates found on the appropriatesalary schedule in the appendices of this Agreement.11

CERTIFICATED EMPLOYEESArticles 22 - 31 apply only to those certificated members of the professional staff defined as“Teachers” under the Illinois School Code (105 ILCS, 1994, and as may be amended).1

ARTICLE XXII: TEACHER EVALUATION22.01 DefinitionsA. Scheduled Observations - Situations where a Supervisor observes the Teacher in theperformance of his/her responsibilities, only after the Supervisor has indicated inadvance the time and place for the observation.B. Unscheduled Observations - Situations where a Supervisor observes the Teacher in theperformance of his/her responsibilities, either in or out of the classroom without advancenotice of the time and place.C. Formative Evaluation - The continuous process of appraising a Teacher’s performanceusing scheduled and unscheduled observations as the basis for giving the Teacherfeedback regarding the Teacher’s performance.D. Summative Evaluation - A periodic written summary of the appraisal of the Teacher’sperformance.E. Immediate Supervisor - The Teacher’s immediate Supervisor or designee who must bequalified to evaluate Teachers.22.02 ProceduresA. Probationary Teachers - Each school year, the immediate Supervisor shall conduct atleast two (2) scheduled observations of all probationary Teachers who were employedbefore February 1. There shall be at least thirty (30) calendar days between the first andlast scheduled observation. Supervisors are not required to conduct a scheduledobservation of Teachers who begin their employment on or after February 1.Before April 1 of each school year, the immediate Supervisor of the probationaryTeacher shall schedule at least one conference with the Teacher at which time theTeacher shall be given a copy of the summative evaluation of the Teacher’sperformance. Two copies of the summative evaluation, signed by both the Supervisorand the Teacher, shall be prepared. One copy shall be given to the Teacher and the othercopy placed in the Teacher’s personnel file.B. Tenured Teachers - At least once every two (2) years the immediate Supervisor of eachtenured Teacher shall prepare a summative evaluation of the Teacher. Preceding thesummative evaluation, the Supervisor shall conduct a least one (1) scheduledobservation of the Teacher to assist in the development of the summative evaluation.Two (2) copies of the summative evaluation, signed by both the Supervisor and theTeacher, shall be prepared. One copy shall be given to the Teacher and the other copyplaced in the Teacher’s personnel file.C. Observations - The immediate Supervisor shall, within ten (10) working days after eachscheduled observation, conduct a post-observation conference with the Teacher. Theimmediate Supervisor shall make written notes of any unscheduled observation whichcould reasonably be considered to have a negative effect on the summative evaluation,and within a reasonable time after such observation, conduct a post-observation2

conference with the Teacher. The notes, if used or not used for the summativeevaluation, shall be destroyed after the summative evaluation. Teachers shall be madeaware that their performance is considered to be under continuous observation.22.03 Notification - Whenever possible, within two (2) weeks of the beginning of the school year,each Teacher shall be advised by a Supervisor of the evaluation procedures standards ofperformance and the summative evaluation instruments that will be used. Except in cases ofemergency, no scheduled observation shall take place until such orientation has taken place.22.04 Multiple Building Assignments - A Teacher with multiple building assignments may receivea summative evaluation from at least two (2) of his/her immediate Supervisors, if theTeacher so requests, according to the above procedures. However, any other immediateSupervisor of such Teacher shall have input.22.05 State Board of Education - The evaluation procedure for Teachers as submitted to the StateBoard of Education will not be changed without involving the Association to the extentrequired by law.ARTICLE XXIII: SENIORITY23.01 Seniority is the length of service of a Teacher within the employment of the District startingwith the first day on which duties are performed. Probationary Teachers do not haveseniority rights.23.02 Seniority is lost upon the following:a. Resignation.b. Dismissal for Cause.c. Retirement.d. Having been on layoff, pursuant to Section 5/24-12 of the School Code, for onecalendar year from the beginning of the school term following the layoff.23.03 Seniority is retained but shall not accrue during the following:a. Unpaid leaves of absence.b. Having been on layoff, pursuant to Section 5/24-12 of the School Code, for a periodof less than one calendar year from the beginning of the school term following thelayoff.23.04 Seniority continues to accrue during the following:a. Sick leave and personal leave day.b. Temporary disability or child care leave.23.05 Ties in seniority as herein defined shall be broken by the following order:a. Most total experience as reflected by step placement on the salary schedule.b. Most academic preparation as reflected by lane placement on the salary schedule.c. The Board’s discretion.23.06 By February 1st annually, the Board shall establish a seniority list showing the length ofseniority prepared according to the provisions herein.3

ARTICLE XXIV: ASSIGNMENTS24.01 Whenever possible, each Teacher shall be given written notice of any change in his/her classand /or subject and room assignment for the forthcoming year prior to the end of each schoolyear, but in no event later than June 30.24.02 In the case of an involuntary change after July 1, any Teacher affected shall be given promptwritten notice. Upon request by the Teacher, the Superintendent or his/her representativeand the Teacher affected shall meet promptly to discuss the proposed changes, provided,however, that nothing contained herein prohibits the making of such assignments prior tonotification of each Teacher.24.03 Any Teacher who is assigned to more than one school shall have his/her schedule arrangedso that travel time does not infringe upon the Teacher’s lunch period or preparation period.24.04 Any Teacher who is assigned to more than one school per day and who is required to usehis/her own transportation shall be reimbursed for all required travel between teacherstations at the rate of the maximum allowable IRS rate for all driving done between arrivalat the first location at the beginning of the workday and the close of the workday, providedthat no such reimbursement shall be made for any travel from the last teaching station.ARTICLE XXV: WORKLOAD25.01 Work YearA. The school calendar shall consist of 185 days of which 176 days shall be studentattendance days.B. The work year for teachers shall consist of 180 workdays.C. The Superintendent or his designee shall meet and confer with the Association to hearthe Association’s views on the school calendar prior to the Superintendent making arecommendation to the Board of Education.25.02 Workday and Work HoursA. The Board agrees that Teachers as professional employees are responsible for their ownschedules, outside of the regularly required duties.B. The workweek for PreK - Grade 5 employees shall not exceed thirty-seven and one-half(37-1/2) hours, including duty-free lunch period each day. For the duration of theAgreement, there shall be no change in the elementary school lunch schedules. WhenTeachers are scheduled to work more than a seven and one-half (7-1/2) hour workday,which can only occur twice each month, they shall be notified at least one month inadvance of the scheduled extended workdays. The Principal will adjust the otherworkdays in the week so as not to exceed eight (8) hours, including the duty free lunchperiod. On Fridays and on days preceding holidays and vacations, Teachers shall bepermitted to leave work at the time of student dismissal.4

C. The normal weekly teaching load in the middle school will not exceed thirty (30)teaching periods and five (5) unassigned preparation periods and a daily duty-free lunchperiod. Assignment to a supervised study period shall be considered a teaching periodfor the purposes of this Article.The workday of the middle school Teachers shall be seven and one-half (7-1/2) hoursincluding duty-free lunch. Teachers shall be permitted to leave work at the time themiddle school students are dismissed on Fridays and on days preceding holidays andvacations.D. Elementary Teachers will be provided a minimum of 175 minutes ofpreparation/planning time per week. Teachers of art, music, physical education,librarians, speech therapists, reading specialists and all special education Teachers at theelementary level shall be provided a minimum of 175 minutes duty-free period(s) perweek for preparation and planning time during the school day.The Administration may require Teachers to utilize up to fifty (50) minutes of plan timeper week for assigned professional activities, provided that Teachers shall receive atleast one (1) day’s advance notice of such assignment and Teachers so effected shall stillbe provided with the minimum of 175 minutes of planning time in the week(s) suchassignment is made. Any time to be made up as a result of such assignment shall,whenever possible, be scheduled during the student contact day, provided, however, thatsuch time may be made up before or after the student contact day when necessary.E. Nothing in this Article shall require the Board to keep schools open in the event ofsevere inclement weather or when otherwise prevented by an act of God. When theschools are closed to students due to the above conditions, Teachers shall not be requiredto report to duty.F. Teachers shall not be required to attend more than two (2) night meetings (i.e., OpenHouse, PTO, Science Fair, Education Fair, etc.) per year.ARTICLE XXVI: RETIREMENT26.01 Retirement OptionsEligible teachers may select ONLY ONE (1) of the following retirement options:Option 1 – Teacher Retirement System (TRS) Early Retirement Option (ERO)Any teacher who is eligible to participate in the TRS Early Retirement Option or other earlyretirement plan offered by the State may elect this option.A teacher who participates in the state’s early retirement plan will not receive any ofthe benefits of the District’s retirement program delineated in Option 2 – District Plan.For each eligible teacher electing to participate in ERO, the Board shall make the requiredone-time, non-refundable employer contribution to TRS. The retiring teacher shall beresponsible for paying the required one-time, non-refundable employee contribution to TRSwithout any contribution or reimbursement from the Board.5

The Board may limit the number of participants in this Option, annually, to 30% of thosewho are eligible and elect this Option. Any such limitation shall be on the basis of seniority,as determined by the District’s seniority list published annually.Option 2 – District PlanA retirement program shall be available for the duration of this Agreement for the teacherswho meet the following eligibility criteria:1. Complete at least ten (10) consecutive years of full-time service in the employ ofSchool District 16; and2. Eligible to retire and receive a regular pension annuity under TRS rules andregulations; and3. Have filed for participation in the retirement program of TRS with a retirement dateof June 30, but no later than June 30, 2014, provided, however, that this retirementprogram shall not be available to any teacher who elects to participate in any TRSretirement program which requires the Board to pay a TRS employer contribution or“penalty”; and4. Submitted a letter of intent to retire as required below.The Board may, in its discretion, consider retirement requests from teachers who do notmeet these eligibility requirements. Such requests may be considered on a case-by-casebasis. The granting of such requests shall not be precedential or subject to the grievanceprocedure found in this agreement.Procedures:In order to be eligible to participate in this retirement program, a teacher must submit anirrevocable letter of intent to retire to the Superintendent during one of the retirement“window” periods noted below:“Window” Retirement Date of June 30March, 2009 2009, 2010, 2011, or 2012May, 2010 2011, 2012, 2013, or 2014The Board may annually limit the number of qualified retirees to 30% of those eligible forretirement under TRS. Any such limitation shall be on the basis of seniority. Any teacherdenied participation because of such limitation shall be allowed to rescind his or her letter ofintent to retire and may apply the following year and be subject to the same eligibility andprocedural requirements noted in this Article.6

Participating teachers who elect to retire under the provisions of this program with theretirement date after June 30, 2012, will receive only the benefits of this retirement program,and will not be entitled to receive any benefits under any retirement program negotiated in asuccessor bargaining agreement.Benefits:Teachers eligible to participate under this retirement plan will receive all of the benefitsnoted below:1. Salary EnhancementAs a voluntary retirement benefit for teachers who qualify as noted above, the Board agreesto increase the teacher’s TRS creditable earnings by 6% over the teacher’s prior year’sreported TRS creditable earnings for each remaining year of the teacher’s employment in theDistrict. This increase is in lieu of any other raise, step or other creditable earnings increasethe teacher may otherwise have been entitled to receive under this Agreement. This increasewill be granted beginning in the school year in which the teacher gives notice as providedabove. A retiring teacher may receive no more than four (4) years of 6% creditable earningsincreases under this program.A teacher for whom an extra duty or extra schedule stipend was part of the teacher’screditable earnings in the school year prior to the school year in which notice is given andwho voluntarily ceases to perform such duty in any year prior to retirement will have thestipend for that duty subtracted from the creditable earnings increases provided under thisprogram for each remaining year, before the 6% increase is applied. Under nocircumstances may a teacher participating in this program receive a creditable earningsincrease exceeding 6% over the teacher’s prior year’s creditable earnings.2. Service StipendA post-retirement service bonus shall be paid to eligible retirees in the month of Januaryfollowing the teacher’s retirement date. The amount of the bonus will be determined by thetotal number of years of full-time, continuous teaching employment in the District at thetime of retirement. The service bonus shall be calculated as follows:Total Years of Full-Time ContinuousTeaching Service in District 16Percent of Final Year’sSalary10-14 10%15-19 15%20 + 18%In the event the compensation to which a teacher would otherwise be entitled under theprovisions of this Agreement in each of the years prior to retirement hereunder is less thanthe 6% stipend noted above, the Board will deduct from the amount represented by theservice bonus noted here, sufficient dollars to raise said teacher’s creditable earnings to therequired 6% level. Such deductions will be reflected in percentage increases to the teacher’snon-enhanced creditable earnings for each year such enhancement is required to reach the6% figure (difference between 6% and the negotiated increases). All such percentageincreases will be added and then the sum will be subtracted from the relevant “Percent ofFinal Year’s Salary”, as noted above, to determine the final amount of the service stipend, if7

any (see examples in Appendix J). Any dollars remaining from the service bonuscalculation thereafter, shall be the property of the teacher and paid as a post-retirementbonus as noted above.3. Insurance GrantIn addition to the benefits noted above, any teacher who is eligible to participate in thisprogram shall receive an annual, post-retirement health insurance grant for a period of three(3) years following the date of retirement. The amount of the grant shall be determined asnoted below:Total Years of Full-TimeContinuous Teaching Servicein District 16Annual Insurance Grant(3 years)10-14 $1,500 per year15-19 $2,000 per year20 + $2,500 per yearThis health insurance grant shall be applicable to any level of health insurance (individual ordependant/family) selected by the retiree. The grant shall be available as a reimbursement tothe retiree for the cost of health insurance selected, after proof of payment is provided to theDistrict, and shall be paid in the year immediately following the effective date of retirement.Each retiree shall be solely responsible for applying and qualifying for health insurancecoverage. In order to receive this insurance grant, the retiree and/or dependant shall not beentitled to maintain coverage in the District insurance plan.Program Duration:Regardless of the participation experience and the implementation of this Agreement, in noevent shall this Agreement create an expectancy of a property interest among staff membersbeyond June 30, 2012, nor shall the same be regarded as a policy, custom, practice orcontractual agreement between the parties beyond such date, except as noted above.Nothing in this Agreement however shall be deemed to prohibit the parties from mutuallyagreeing to amend this Agreement or to continue this Agreement after June 30, 2012.ARTICLE XXVII: LEAVES27.01 Sick LeaveA. Teachers shall be entitled to annual sick leave allocation based upon the number ofaccumulated sick days at the start of each year and calculated as follows.Number of Accumulated Sick Days Annual AllocationLess than 10012 + 2 personal days100 15 + 2 personal days120 18 + 2 personal days150 20 + 2 personal daysPart-time employees shall receive pro-rated sick leave based upon full-time equivalency.Sick leave shall be interpreted to mean personal illness, quarantine at home, seriousillness, or death in the immediate family, birth, adoption or placement for adoption.8

Immediate family shall mean the Teacher’s parents, spouse, brothers, sisters, children,grandparents, grandchildren, parents-in-law, brothers-in-law, sisters-in-law, aunts,uncles and legal guardians. Sick leave may be used for other purposes as approved bythe Superintendent provided, however, the same shall not be precedential or subject tothe grievance procedure with respect to the granting or denial of such sick leaverequests.B. Teachers on unpaid leave of absence are not eligible for sick leave benefits.C. At the beginning of each school year, the Board shall furnish each Teacher with awritten statement setting forth total sick leave credit. Sick leave may accumulate to 375days.D. Sick Leave Bank - The Board of Education in cooperation with the Association, shallestablish a Sick Leave Bank and shall establish rules for the implementation of the Bank.A copy of the established rules shall be on file in the District Office. The Associationshall provide to the District Office the names of participating members and thesubsequent charges against the Bank. The Association agrees to hold harmless theBoard of Education for any claim, damages, or legal actions initiated pursuant to thisSection.27.02 Personal LeaveA. Each Teacher shall be allowed two (2) days of personal leave annually, without loss ofpay, in addition to allowable sick leave, for conducting personal business which cannotbe otherwise conducted during nonworking hours. Part-time employees shall receivepro-rated personal leave based upon full-time equivalency.B. A request for personal leave is to be submitted to the Principal, on a District PersonalLeave Request form, at least two (2) Teacher workdays before the date of the leave,except in emergency. The Teacher will not be required to state a reason for the leave.C. Except for emergency, personal leave shall not be granted for the following:• First or last week of the school year;• Day before or after school vacation or holiday.D. Unused personal leave shall be noncumulative as such but shall, if unused, be convertedto accumulated sick leave each year.27.03 Jury DutyAny Teacher called for jury duty during working hours or who is subpoenaed to testifyduring working hours in any judicial matter shall be paid his/her full salary for such time.The Teacher shall reimburse the Board for any daily rates received for such duties for thoseworking days when the Teacher was absent because of such duties, but not including anycompensation received for food or travel.27.04 Child Care LeaveTeachers may use accumulated sick leave for the birth or adoption of a child.9

A. Request for leave1. Teachers must request the leave through the Superintendent at least 60 calendar daysbefore the intended commencement of the leave. If the teacher is adopting a childthe request for leave will be made as much in advance as possible.2. The teacher shall provide the Board of Education with documentation of need for theleave. This shall be either a letter from a health care provider or from an adoptionagency/attorney stating the anticipated date for the birth or placement for adoption.In the case of a teacher giving birth to a child, the doctor’s note shall specify the timeneeded for leave for the birth and care of the newborn.B. Return to work1. Every Teacher who is on leave as above described must notify the Superintendent ofSchools of her intent to return to duty in the fall of the year, when schoolcommences, and must accomplish such notification by March 1 prior to the return ofthe Teacher in the fall. Teachers who fail to inform the Superintendent by March 1will not be placed when school commences for the next school term.2. Those Teachers who go on child care leave after March 1 are required to notify theSuperintendent prior to July 1 of their intent to return to work at the commencementof the next school term. Teachers within this category who fail to so inform theSuperintendent will not be placed when school commences for the next school term.C. Duration of leaveAt the time the leave is requested, the teacher and the Superintendent shall mutuallydetermine the commencement and termination of the leave, provided that the teachershall be entitled to use all of his/her accumulated sick time if they so choose. The leaveshall not exceed the balance of the school term in which it commences and one (1)additional school term. Unless accepted by the Board, which exception shall not bereviewable or precedential, such leave shall terminate prior to the start of the new schoolterm.D. Leave Continuing Beyond the Use of Accumulated Sick Time (Unpaid Leave)If a teacher chooses, he/she may extend child care leave with unpaid time off. It shallcommence immediately upon exhaustion of the accumulated sick leave, subject to thefollowing:1. Probationary teachers. The teacher may choose to extend his/her leave for 90consecutive school days. Requests for leaves beyond the 90 days of unpaid leaveshall be granted at the sole discretion of the Board, subject to all the conditionsapplicable to a tenured Teacher, and provided the term of such leave shall not beconsidered in computing full-time employment under Section 5/24-11 of the IllinoisSchool Code for purposes of continuous employment necessary to attain contractualcontinued service status. Upon the return from such leave, the Teacher shall beconsidered to have commenced his/her first probationary year. The granting of suchleave to any non tenured Teacher shall not constitute a precedent for the granting orwithholding of leave to any other non tenured Teacher. Each request shall be judgedon its own merits and shall be within the sole and on non-reviewable discretion ofthe Board. Additional conditions may be considered for any such leave, providednothing herein shall be construed as requiring any non tenured Teacher to apply forsuch leave or to accept the conditions established therefore.10

2. Non-probationary teachers. The teacher may choose to extend his/her leave for up to180 consecutive school days.E. Subsequent Leaves - With the exception of use of accumulated sick time, a Teacher who hasbeen granted a child care leave of absence shall not become eligible for a subsequent childcare leave unless and until such Teacher has returned to full-time service for at least one (1)complete school term, provided, however, that under exceptional circumstances the Boardmay grant such a leave in its sole, absolute and nonreviewable discretion. The granting orwithholding of such leave shall be without precedential effect.F. Insurance Benefits - A Teacher may continue insurance benefits during unpaid portions ofleave provided by this Section (27.04) by paying the full premium to the District BusinessOffice, so long as such benefits continue to be offered by the carrier.27.05 General Leaves of Absence - The Board of Education may grant leave of absence forpurposes other than specified herein. Granting or denying such leave shall be nonprecedentialand nonreviewable. Such leave may be for the balance of the current schoolterm and one (1) additional full school term, unless otherwise specified by the Board, andshall be without pay and benefits. All requests for leaves shall be made on a form providedby the Administration. Reasons for the Board considering such leaves may be as follows:a. Exchange teaching programs in other states, territories, countries;b. Formal approval education program designed to acquire additional course creditthat is related to a Teacher’s current assignment as solely determined by theSuperintendent;c. Foreign, military or government-sponsored programs;d. Cultural travel or work programs related to professional activities;e. Campaigning for public office to the extent necessary for such activities;f. Health and hardship;g. Serving in a public office;h. Exploration of an alternative career;i. Other good reasons as determined solely by Board.ARTICLE XXVIII: FRINGE BENEFITS28.01 Major Medical, Health and Accident Insurance – The Board will make available a majormedical plan, a PPO plan and a health maintenance organization. Individual coverage shallbe provided at the Board’s expense based upon full-time equivalence (i.e., part-time teachersshall receive pro-rated coverage) and subject to the provisions found below. Marriedemployees, both of whom are employed by the Board, will each be entitled to the Boardcontribution for single coverage toward the plan chosen but in no event may such employeesreceive more than the actual cost of the coverage chosen. The Board reserves the right tochoose the company with which this insurance is placed. The coverage and benefits shall bethose found in the appendices of this Agreement. As an incentive to encourage Teachers notto accept this insurance if they are receiving primary coverage from another source, theBoard agrees to the following:A. For each Teacher who declines the coverage by July 1 (or within two weeks ofemployment for new hires) of each year of this negotiated contract, the Board shall paythat Teacher $750 over the pay periods of the fiscal year. If a Teacher is later accepted11

ack into the health insurance program, the Board shall adjust the Teacher’s payprorated according to the amount of time the Board was not required to pay an insurancepremium for that Teacher.B. In addition, each Teacher choosing family/dependent coverage shall be entitled to Boardcontribution of $2,000 per year toward the cost of the family/dependant coveragechosen. In no event however, will the employee cost for such family/dependentcoverage exceed sixty percent (60%) of the actual premium coverage.28.02 Life InsuranceThe Board shall provide a Term-Life Insurance Policy equal to the salary of each full-timeTeacher. The Board will also make available to each full-time Teacher, the option topersonally purchase additional insurance equal to his/her salary. The Board, however,reserves the right to choose the company with which this insurance is placed.28.03 Long-Term Disability InsuranceThe Board shall continue to provide Long-Term Disability insurance to each full-timeTeacher. The Board reserves the right to choose the company with which the insurance willbe placed.28.04 Part-time TeachersPart-time Teachers shall receive pro-rated benefits based upon full-time equivalency.28.05 Insurance CommitteeA Joint Health Insurance Committee will be convened and maintained to review options tocontain or reduce the cost of health insurance coverage. The Committee shall be composedof an equal number of representatives from each employee group, and also the Board ofEducation. QBEA representatives will be chosen by the QBEA President; exempt employeeand Administrator representatives will be chosen by the Superintendent or designee. TheCommittee will be co-chaired by the Superintendent or designee and the EMEA President ordesignee, who shall both be responsible for scheduling meetings and preparing necessarydocumentation for each meeting. The Committee will meet as deemed necessary, but noless than three (3) times each year. The Committee will maintain minutes of its meetings fordistribution on the District intranet system.Working in a collaborative fashion, Committee recommendations will be made by consensus.The Committee will have access to all relevant information, as allowed by law, necessary tofunction. The Committee may utilize individuals, who are not Committee members, asresources to assist in performing Committee work.Recommendations, if any, of the Committee will be made to the Board of Education andQBEA for review and consideration. Such recommendations may be used by the Board andthe various bargaining unit representatives in future collective bargaining.ARTICLE XXIX: COMPENSATION29.01 Salaries – Commencing on the first day of the 2008/2009 school year and continuing for theremaining school years of this agreement, teachers shall be paid the salaries found on theCertified Salary Schedules in the appendices of this Agreement.12

29.02 Extra-Duty Pay Schedule - Teachers shall be paid for extra-duty assignments according tothis Agreement. Acceptance of such assignments is voluntary.A. The Board of Education will pay the rates established in the agreement for the listedextra duties. Any staff member may apply for these duties in writing. The currentholder of any such extra duty position will be asked to submit a written indication ofhis/her desire to continue or not continue in such position. Ordinarily, the current holderof an extra-duty position will be retained in the position. In the event no qualifiedbargaining unit member applies for a specific extra-duty position, the Board maysubcontract such position for a period of one (1) year or less to a person not a member ofthe bargaining unit. As used herein, whether a bargaining unit member is “qualified” ornot shall be determined by the employer, but such determination shall not be basedprimarily on the won-lost record, where applicable, nor on a decision of the bargainingunit member regarding participation by a specific student. The pay rates will apply tonon-members of the bargaining unit when the duties are performed by such.B. The Board may transfer particular duties from one schedule to another when appropriate,based upon length of season, change in responsibilities, or number of studentsparticipating in the activity. Such changes must be made prior to the annual renewal ofsuch position and the change must be published to the faculty and the Association.C. The Board retains the right to offer or not offer any activity or position not listed herein.New positions may be commenced with duties and pay as determined by the Board,subject to paragraph F below.D. At any time between contracts for a particular extra-duty position, the Board is entitledto discontinue such position and/or activity. The effect of such action will be to removesuch position and/or activity from this Agreement as of August 1 following the date ofthe Board’s action discontinuing the position and/or activity.E. Extra-duty assignments are made for one (1) year.F. In the event of the transfer of a particular duty from one pay schedule to another and/orthe creation of a new position, the Association may serve written notice on the Board ofits desire to negotiate the terms and conditions of such duty. Negotiations, pursuant tosuch request, shall commence within a reasonable time. However, nothing shall bedeemed to prohibit the Board from instituting such change in and/or creation of duties,pay activity, or positions pending the outcome of such change in or establishment of anextra duty will constitute Association acceptance of terms and conditions of such changeor new creation and negotiated or not, they will become a part of the Agreement and besubject to its provisions.G. Internal Substitution - Teachers who serve voluntarily or are assigned as internalsubstitutes shall be paid at the rate established in this Agreement.H. Extra duty positions (other than student supervision assignments) which run for theentire school year will be paid stipends in three (3) equal installments: October, Februaryand May. Payments shall be made by separate checks. Those positions which are13

seasonal or for a period of time of less than the entire school year will be paid in one (1)separate check at the end of the season or activity.29.03 Longevity – Teachers with years of experience greater than those found at the last step ofthe lane in which they are placed on the appropriate salary schedule shall, upon completingone year at any such last step, be paid a longevity amount per this Agreement. However,any teacher whose longevity salary would be less than the salary in the last step of therelevant lane would receive the higher salary.Any teacher eligible for longevity who is credited with a horizontal lane change during thelife of this Agreement shall receive the salary increase attributable to the lane change ANDthe appropriate longevity payment listed in this Agreement, unless replacement on the salaryschedule would result in higher salary.29.04 Instructional Supply Fund - Each elementary Teacher may utilize up to $200.00 per year forincidental instructional supplies. Each middle school and special Teacher may utilize up to$50.00 per year for incidental instructional supplies.Teachers may choose to utilize said funds through either a reimbursement or purchase ordermethod. Reimbursements shall be made if approved by the building Principal.Requests for reimbursement must be submitted in either October or March, annually.Failure to submit such request(s) during the specified months will constitute a waiver of theright to reimbursement.Any funds not expended by the Teacher prior to April 1, annually, shall be forfeited andunavailable.Any expenditures in excess of $50.00 shall require the Teacher to complete a PurchaseOrder form and process the same through the District Business Office.29.05 District Committees - Teachers working on District-wide committees shall be compensatedat the committee rate per hour for attendance at committee meetings held beyond the regularworkday or work year. Teacher participation and compensation for committee work mustbe approved by the Superintendent or designee.Teachers serving on the following committees, only, shall be eligible for compensation fortheir participation:• Assessment Committee• Bilingual Committee• Comprehensive Education Plan Committee• Conflict Resolution Committee• Differentiated Instruction Committee• Evaluation Committee• Fine Arts Committee• Foreign Language Committee• Gifted Committee14

• Language Arts Committee• Math Committee• Physical Development and Health Committee• Science Committee• Social Studies Committee• Special Education Committee• Staff Development Committee• District Technology Committee• Mentoring Committee• CEC Committee• RTI CommitteeARTICLE XXX: STAFF REDUCTIONWhen the Board determines that a decrease in the number of Teachers or a discontinuance of someteaching service is necessary, it shall first dismiss Teachers who have not entered upon contractualcontinued service and are presently assigned to a particular type of teaching service beforedismissing a Teacher performing the same teaching service who has entered upon contractualcontinued service. In the event of the dismissal of Teachers on contractual continued service, theBoard shall base its decisions on seniority.This program is not evidence that the Board waives any rights it may have to determine thequalifications of a Teacher to perform the duties of a specific position, or that the Associationagrees that the Board may make such determination beyond the requirements of the School Codeand applicable rules and regulations of the State Board of Education.ARTICLE XXXI: RECALLWith respect to any Teacher who has been honorably dismissed, in the event the Board has anyvacancies for the following school term or within one (1) calendar year from the beginning of thefollowing school term, the positions thereby becoming available shall be tendered to the Teachersso honorably dismissed so far as they are legally qualified to hold such positions. The Board shalloffer available positions to the most senior legally qualified Teacher. Teachers are responsible forinforming the Office of the Superintendent of any changes in their qualifications after the date oftheir dismissal. The Board is responsible for sending notice to the most senior qualified Teacher. Acopy of this Article will be enclosed with the notice. Notice will be sent by registered mail to thelast address on file with the Board. The Teacher must give a written response postmarked withinseven (7) days of receipt of the notice of a vacancy, or within fourteen (14) days of the mailing ofthe notice of vacancy, whichever occurs first. Any Teacher who fails to respond to a proper noticeof a vacancy or who declines to accept the position offered shall be placed at the bottom of therecall list as it then exists, and shall be eligible for one more recall opportunity.9/15/200803/24/2009: Retirement Language Revision15

AGREEMENT:APPENDIX ABOARD OF EDUCATION SCHOOL DISTRICT NO. 16AND THEQUEEN BEE EDUCATION ASSOCIATION2008-2009 CERTIFIED SALARY SCHEDULESTEP BA BA +12 BA +24BA +30/MAMA +15 MA +30 MA +451 37,015 38,222 39,651 41,324 43,267 45,510 48,0902 37,308 38,522 39,962 41,650 43,604 45,866 48,4683 38,174 39,425 40,898 42,627 44,633 46,950 49,6154 39,066 40,347 41,861 43,630 45,688 48,061 50,7935 39,980 41,291 42,842 44,659 46,765 49,201 52,0036 40,917 42,261 43,852 45,710 47,872 50,367 53,2397 41,879 43,256 44,885 46,791 49,005 51,562 54,5058 42,860 44,274 45,944 47,898 50,167 52,791 55,8089 43,871 45,318 47,032 49,034 51,359 54,046 57,14110 44,903 46,388 48,142 50,197 52,580 55,334 58,50311 47,487 49,286 51,389 53,832 56,656 59,90612 48,609 50,452 52,610 55,116 58,011 61,33813 51,988 54,213 56,800 59,784 63,22214 53,572 55,867 58,536 61,620 65,16615 55,205 57,577 60,328 63,511 67,16816 59,339 62,178 65,462 69,23717 61,157 64,088 67,475 71,37318 63,034 66,061 69,556 73,57619 64,969 68,094 71,699 75,85220 66,968 70,192 73,912 78,199LongevityIncrease 500 750 1,000 3.7% 3.7% 3.7% 3.7%SEE ARTICLE 29.03 FOR ADDITIONAL LONGEVITY LANGUAGE

AGREEMENT:APPENDIX ABOARD OF EDUCATION SCHOOL DISTRICT NO. 16AND THEQUEEN BEE EDUCATION ASSOCIATION2009-2010 CERTIFIED SALARY SCHEDULESTEP BA BA +12 BA +24BA +30/MAMA +15 MA +30 MA +451 38,385 39,636 41,118 42,853 44,868 47,194 49,8702 38,688 39,947 41,440 43,191 45,218 47,563 50,2613 39,586 40,884 42,412 44,204 46,285 48,688 51,4514 40,512 41,840 43,410 45,244 47,379 49,839 52,6725 41,460 42,818 44,427 46,311 48,496 51,021 53,9276 42,431 43,824 45,475 47,402 49,643 52,230 55,2097 43,429 44,857 46,546 48,522 50,818 53,470 56,5228 44,446 45,912 47,643 49,670 52,023 54,745 57,8739 45,494 46,995 48,772 50,849 53,259 56,046 59,25510 46,565 48,104 49,924 52,054 54,526 57,382 60,66711 49,244 51,110 53,290 55,823 58,752 62,12212 50,407 52,319 54,557 57,155 60,157 63,60813 53,912 56,219 58,902 61,996 65,56214 55,555 57,934 60,702 63,899 67,57715 57,247 59,708 62,560 65,861 69,65316 61,535 64,479 67,884 71,79917 63,420 66,460 69,972 74,01418 65,366 68,506 72,129 76,29819 67,373 70,613 74,352 78,65920 69,446 72,789 76,647 81,092LongevityIncrease 500 750 1,000 3.7% 3.7% 3.7% 3.7%SEE ARTICLE 29.03 FOR ADDITIONAL LONGEVITY LANGUAGE

AGREEMENT:APPENDIX ABOARD OF EDUCATION SCHOOL DISTRICT NO. 16AND THEQUEEN BEE EDUCATION ASSOCIATION2010-2011 CERTIFIED SALARY SCHEDULESTEP BA BA +12 BA +24BA +30/MAMA +15 MA +30 MA +451 39,844 41,143 42,680 44,481 46,573 48,988 51,7652 40,158 41,465 43,015 44,832 46,936 49,370 52,1713 41,091 42,437 44,023 45,884 48,043 50,538 53,4064 42,051 43,430 45,059 46,964 49,179 51,733 54,6735 43,035 44,446 46,115 48,071 50,338 52,960 55,9766 44,043 45,489 47,203 49,203 51,530 54,215 57,3077 45,079 46,561 48,314 50,366 52,749 55,502 58,6708 46,135 47,657 49,454 51,558 54,000 56,825 60,0729 47,223 48,781 50,625 52,781 55,283 58,176 61,50710 48,334 49,932 51,821 54,032 56,598 59,562 62,97311 51,115 53,052 55,315 57,945 60,985 64,48312 52,323 54,307 56,630 59,327 62,443 66,02513 55,960 58,355 61,140 64,351 68,05314 57,666 60,136 63,009 66,328 70,14515 59,423 61,977 64,937 68,364 72,30016 63,873 66,929 70,463 74,52717 65,830 68,985 72,631 76,82618 67,850 71,109 74,870 79,19719 69,934 73,296 77,177 81,64820 72,085 75,555 79,560 84,174LongevityIncrease 500 750 1,000 3.8% 3.8% 3.8% 3.8%SEE ARTICLE 29.03 FOR ADDITIONAL LONGEVITY LANGUAGE

AGREEMENT:APPENDIX ABOARD OF EDUCATION SCHOOL DISTRICT NO. 16AND THEQUEEN BEE EDUCATION ASSOCIATION2011-2012 CERTIFIED SALARY SCHEDULESTEP BA BA +12 BA +24BA +30/MAMA +15 MA +30 MA +451 41,358 42,706 44,302 46,172 48,343 50,849 53,7322 41,684 43,041 44,650 46,536 48,719 51,246 54,1543 42,652 44,050 45,696 47,627 49,869 52,458 55,4364 43,649 45,080 46,771 48,748 51,048 53,699 56,7515 44,670 46,134 47,867 49,898 52,251 54,973 58,1036 45,717 47,218 48,996 51,073 53,488 56,275 59,4857 46,792 48,331 50,150 52,280 54,753 57,611 60,8998 47,888 49,468 51,333 53,517 56,052 58,984 62,3559 49,017 50,634 52,549 54,787 57,384 60,386 63,84410 50,171 51,829 53,790 56,085 58,749 61,826 65,36611 53,058 55,068 57,417 60,146 63,302 66,93312 54,311 56,371 58,782 61,582 64,816 68,53413 58,087 60,572 63,463 66,797 70,63914 59,857 62,421 65,403 68,848 72,81015 61,681 64,332 67,405 70,962 75,04816 66,300 69,473 73,141 77,36017 68,331 71,607 75,391 79,74618 70,428 73,811 77,715 82,20719 72,591 76,082 80,110 84,75020 74,824 78,427 82,583 87,372LongevityIncrease 500 750 1,000 3.8% 3.8% 3.8% 3.8%SEE ARTICLE 29.03 FOR ADDITIONAL LONGEVITY LANGUAGE

EXTRA DUTY SCHEDULE AND STIPENDS2008-2009SCHEDULE I II III IVSTUDENTCONTACT HOURS 151 - 200 101 - 150 51 - 100 Up to 50ACTIVITIES: Band (GS & Amer) Student Council Art (GS & Amer) Intramural coachesChorus Volleyball Newspaper Non-advisor clubsYearbook Chess Team Intramural Director Americana ClubsBaseball Basketball Cross Country Assistant Choral DirectorSoftball Wrestling Track Mentor (tier 3) - Year 2Cheerleading Soccer Mentor (tier 2)Athletic Director Mentor (tier 3) - Year 1 Mentor (tier 1) - half of stipendALL GLENSIDE AND AMERICANA CLUBS (Exploratory and Non-advisor) WILL HAVE A MINIMUM STUDENT ENROLLMENT OF 18THE BOARD OF EDUCATION WILL DETERMINE THE MAXIMUM NUMBER OF CLUBS AT GLENSIDE AND AMERICANADetermination of club acitivities is made by the building administrator with staff input.Base $ 37,015Experience level % on base Stipend $ % on base Stipend $ % on base Stipend $ % on base Stipend $0 - 1 years 0.060 $ 2,220.900.0475 $ 1,758.210.0450 $ 1,665.680.025 $ 925.382 - 4 years 0.070 $ 2,591.050.0575 $ 2,128.360.0550 $ 2,035.830.035 $ 1,295.535 - 7 years 0.075 $ 2,776.130.0625 $ 2,313.440.0600 $ 2,220.900.040 $ 1,480.608 - 10 years 0.080 $ 2,961.200.0675 $ 2,498.510.0650 $ 2,405.980.045 $ 1,665.6811+ years 0.090 $ 3,331.350.0775 $ 2,868.660.0750 $ 2,776.130.055 $ 2,035.83Committee WorkInternal SubbingTranslation (Certified)Translation (ESP)Game SupervisionBus SupervisionLunch SupervisionExploratory ClubTeam LeaderDept. Chair/SAC$24.65 hourly$24.65 hourly$24.65 hourlyhourly rate$43.35 event (maximum 3/event)$1,587 annual$2,040 annual for 1/2 hour period$850 annual$1,500 annual (stipend remains the same for the duration of the agreement)$1,500 annual (stipend remains the same for the duration of the agreement)See Article 29.02 for Additional Extra Duty InformationAPPENDIX B03/24/2009

EXTRA DUTY SCHEDULE AND STIPENDS2009-2010SCHEDULE I II III IVSTUDENTCONTACT HOURS 151 - 200 101 - 150 51 - 100 Up to 50ACTIVITIES: Band (GS & Amer) Student Council Art (GS & Amer) Intramural coachesChorus Volleyball Newspaper Non-advisor clubsYearbook Chess Team Intramural Director Americana ClubsBaseball Basketball Cross Country Assistant Choral DirectorSoftball Wrestling Track Mentor (tier 3) - Year 2Cheerleading Soccer Mentor (tier 2)Athletic Director Mentor (tier 3) - Year 1 Mentor (tier 1) - half of stipendALL GLENSIDE AND AMERICANA CLUBS (Exploratory and Non-advisor) WILL HAVE A MINIMUM STUDENT ENROLLMENT OF 18THE BOARD OF EDUCATION WILL DETERMINE THE MAXIMUM NUMBER OF CLUBS AT GLENSIDE AND AMERICANADetermination of club acitivities is made by the building administrator with staff input.Base $ 38,385Experience level % on base Stipend $ % on base Stipend $ % on base Stipend $ % on base Stipend $0 - 1 years 0.060 $ 2,303.100.0475 $ 1,823.290.0450 $ 1,727.330.025 $ 959.632 - 4 years 0.070 $ 2,686.950.0575 $ 2,207.140.0550 $ 2,111.180.035 $ 1,343.485 - 7 years 0.075 $ 2,878.880.0625 $ 2,399.060.0600 $ 2,303.100.040 $ 1,535.408 - 10 years 0.080 $ 3,070.800.0675 $ 2,590.990.0650 $ 2,495.030.045 $ 1,727.3311+ years 0.090 $ 3,454.650.0775 $ 2,974.840.0750 $ 2,878.880.055 $ 2,111.18Committee WorkInternal SubbingTranslation (Certified)Translation (ESP)Game SupervisionBus SupervisionLunch SupervisionExploratory ClubTeam LeaderDept. Chair/SAC$25.56 hourly$25.56 hourly$25.56 hourlyhourly rate$44.95 event (maximum 3/event)$1,646 annual$2,115 annual for 1/2 hour period$881 annual$1,500 annual (stipend remains the same for the duration of the agreement)$1,500 annual (stipend remains the same for the duration of the agreement)See Article 29.02 for Additional Extra Duty InformationAPPENDIX B03/24/2009

EXTRA DUTY SCHEDULE AND STIPENDS2010-2011SCHEDULE I II III IVSTUDENTCONTACT HOURS 151 - 200 101 - 150 51 - 100 Up to 50ACTIVITIES: Band (GS & Amer) Student Council Art (GS & Amer) Intramural coachesChorus Volleyball Newspaper Non-advisor clubsYearbook Chess Team Intramural Director Americana ClubsBaseball Basketball Cross Country Assistant Choral DirectorSoftball Wrestling Track Mentor (tier 3) - Year 2Cheerleading Soccer Mentor (tier 2)Athletic Director Mentor (tier 3) - Year 1 Mentor (tier 1) - half of stipendALL GLENSIDE AND AMERICANA CLUBS (Exploratory and Non-advisor) WILL HAVE A MINIMUM STUDENT ENROLLMENT OF 18THE BOARD OF EDUCATION WILL DETERMINE THE MAXIMUM NUMBER OF CLUBS AT GLENSIDE AND AMERICANADetermination of club acitivities is made by the building administrator with staff input.Base $ 39,844Experience level % on base Stipend $ % on base Stipend $ % on base Stipend $ % on base Stipend $0 - 1 years 0.060 $ 2,390.640.0475 $ 1,892.590.0450 $ 1,792.980.025 $ 996.102 - 4 years 0.070 $ 2,789.080.0575 $ 2,291.030.0550 $ 2,191.420.035 $ 1,394.545 - 7 years 0.075 $ 2,988.300.0625 $ 2,490.250.0600 $ 2,390.640.040 $ 1,593.768 - 10 years 0.080 $ 3,187.520.0675 $ 2,689.470.0650 $ 2,589.860.045 $ 1,792.9811+ years 0.090 $ 3,585.960.0775 $ 3,087.910.0750 $ 2,988.300.055 $ 2,191.42Committee WorkInternal SubbingTranslation (Certified)Translation (ESP)Game SupervisionBus SupervisionLunch SupervisionExploratory ClubTeam LeaderDept. Chair/SAC$26.53 hourly$26.53 hourly$26.53 hourlyhourly rate$46.66 event (maximum 3/event)$1,708 annual$2,196 annual for 1/2 hour period$915 annual$1,500 annual (stipend remains the same for the duration of the agreement)$1,500 annual (stipend remains the same for the duration of the agreement)See Article 29.02 for Additional Extra Duty InformationAPPENDIX B03/24/2009

EXTRA DUTY SCHEDULE AND STIPENDS2011-2012SCHEDULE I II III IVSTUDENTCONTACT HOURS 151 - 200 101 - 150 51 - 100 Up to 50ACTIVITIES: Band (GS & Amer) Student Council Art (GS & Amer) Intramural coachesChorus Volleyball Newspaper Non-advisor clubsYearbook Chess Team Intramural Director Americana ClubsBaseball Basketball Cross Country Assistant Choral DirectorSoftball Wrestling Track Mentor (tier 3) - Year 2Cheerleading Soccer Mentor (tier 2)Athletic Director Mentor (tier 3) - Year 1 Mentor (tier 1) - half of stipendALL GLENSIDE AND AMERICANA CLUBS (Exploratory and Non-advisor) WILL HAVE A MINIMUM STUDENT ENROLLMENT OF 18THE BOARD OF EDUCATION WILL DETERMINE THE MAXIMUM NUMBER OF CLUBS AT GLENSIDE AND AMERICANADetermination of club acitivities is made by the building administrator with staff input.Base $ 41,358Experience level % on base Stipend $ % on base Stipend $ % on base Stipend $ % on base Stipend $0 - 1 years 0.060 $ 2,481.480.0475 $ 1,964.510.0450 $ 1,861.110.025 $ 1,033.952 - 4 years 0.070 $ 2,895.060.0575 $ 2,378.090.0550 $ 2,274.690.035 $ 1,447.535 - 7 years 0.075 $ 3,101.850.0625 $ 2,584.880.0600 $ 2,481.480.040 $ 1,654.328 - 10 years 0.080 $ 3,308.640.0675 $ 2,791.670.0650 $ 2,688.270.045 $ 1,861.1111+ years 0.090 $ 3,722.220.0775 $ 3,205.250.0750 $ 3,101.850.055 $ 2,274.69Committee WorkInternal SubbingTranslation (Certified)Translation (ESP)Game SupervisionBus SupervisionLunch SupervisionExploratory ClubTeam LeaderDept. Chair/SAC$27.54 hourly$27.54 hourly$27.54 hourlyhourly rate$48.44 event (maximum 3/event)$1,773 annual$2,279 annual for 1/2 hour period$950 annual$1,500 annual (stipend remains the same for the duration of the agreement)$1,500 annual (stipend remains the same for the duration of the agreement)See Article 29.02 for Additional Extra Duty InformationAPPENDIX B03/24/2009

AGREEMENT:BOARD OF EDUCATION SCHOOL DISTRICT NO. 16AND THEQUEEN BEE EDUCATION ASSOCIATIONExperiencetHourly(7.5/day)DailyAnnual(190 days) tPARAPROFESSIONAL SALARIES2008-2009 2009-2010 2010-2011Hourly(7.5/day)DailyAnnual(190 days) tHourly(7.5/day)DailyAnnual(190 days)Hourly(7.5/day)2011-2012DailyAnnual(190 days)Schedule A - Hired after 7/1/2002New Hire $13.32 $99.91 $18,983.84 $13.81 $103.61 $19,686.24 $14.34 $107.55 $20,434.32 $14.88 $111.64 $21,210.82Comp. 1 - 3 Years $13.72 $102.91 $19,553.36 $14.23 $106.72 $20,276.83 $14.77 $110.78 $21,047.35 $15.33 $114.98 $21,847.15Comp. 4 - 6 Years $14.13 $106.00 $20,139.96 $14.66 $109.92 $20,885.13 $15.21 $114.10 $21,678.77 $15.79 $118.43 $22,502.56Comp. 7-10 Years $14.56 $109.18 $20,744.16 $15.10 $113.22 $21,511.69 $15.67 $117.52 $22,329.13 $16.27 $121.99 $23,177.64Comp. 11-14 Years $14.99 $112.46 $21,366.48 $15.55 $116.62 $22,157.04 $16.14 $121.05 $22,999.01 $16.75 $125.65 $23,872.97Comp. 15+ Years $15.44 $115.83 $22,007.47 $16.02 $120.11 $22,821.75 $16.62 $124.68 $23,688.98 $17.26 $129.42 $24,589.16Schedule B - Hired Prior to 7/1/2002Comp. < 1 Year NA NA NA NAComp. 1 - 3 Years $15.87 $119.00 $22,609.19 $16.45 $123.40 $23,445.73 $17.08 $128.09 $24,336.67 $17.73 $132.96 $25,261.46Comp. 4 - 6 Years $16.18 $121.38 $23,061.38 $16.78 $125.87 $23,914.65 $17.42 $130.65 $24,823.40 $18.08 $135.61 $25,766.69Comp. 7-10 Years $16.51 $123.80 $23,522.60 $17.12 $128.38 $24,392.94 $17.77 $133.26 $25,319.87 $18.44 $138.33 $26,282.03Comp. 11-14 Years $16.84 $126.28 $23,993.06 $17.46 $130.95 $24,880.80 $18.12 $135.93 $25,826.27 $18.81 $141.09 $26,807.67Comp. 15+ Years $17.17 $128.80 $24,472.92 $17.81 $133.57 $25,378.42 $18.49 $138.65 $26,342.79 $19.19 $143.91 $27,343.82APPENDIX C

AGREEMENT:BOARD OF EDUCATION SCHOOL DISTRICT NO. 16AND THEQUEEN BEE EDUCATION ASSOCIATIONMAINTENANCE SALARIES2008-2009 2009-2010Daily(8 hours)Annual(2080 hours) HourlyDaily(8 hours)Annual(2080 hours) Hourly2010-2011 2011-2012Daily(8 hours)Annual(2080 hours) HourlyDaily(8 hours)Annual(2080 hours)ExperienceHourlyNew Hire $17.35 $138.79 $36,085.94 $17.99 $143.93 $37,421.12 $18.67 $149.40 $38,843.12 $19.38 $155.07 $40,319.16Completed 1-3 Years $18.08 $144.62 $37,601.55 $18.75 $149.97 $38,992.81 $19.46 $155.67 $40,474.53 $20.20 $161.59 $42,012.57Completed 4-6 Years $18.84 $150.70 $39,180.82 $19.53 $156.27 $40,630.51 $20.28 $162.21 $42,174.46 $21.05 $168.37 $43,777.09Completed 7-10 Years $19.63 $157.02 $40,826.41 $20.35 $162.83 $42,336.99 $21.13 $169.02 $43,945.79 $21.93 $175.45 $45,615.73Completed 11-14 Years $20.45 $163.62 $42,541.12 $21.21 $169.67 $44,115.14 $22.02 $176.12 $45,791.52 $22.85 $182.81 $47,531.59Completed 15+ Years $21.31 $170.49 $44,327.85 $22.10 $176.80 $45,967.98 $22.94 $183.52 $47,714.76 $23.81 $190.49 $49,527.92APPENDIX D

AGREEMENT:BOARD OF EDUCATION SCHOOL DISTRICT NO. 16AND THEQUEEN BEE EDUCATION ASSOCIATIONDaily(8 hours)Annual(2080 hours) HourlyCUSTODIAL SALARIES2008-2009 2009-2010 2010-2011Daily(8 hours)Annual(2080 hours) HourlyDaily(8 hours)Annual(2080 hours) Hourly2011-2012Daily(8 hours)Annual(2080 hours)ExperienceHourlyNew Hire $13.57 $108.59 $28,234.61 $14.08 $112.61 $29,279.29 $14.61 $116.89 $30,391.90 $15.17 $121.33 $31,546.79Completed 1 - 3 Years $14.47 $115.76 $30,098.09 $15.01 $120.05 $31,211.72 $15.58 $124.61 $32,397.77 $16.17 $129.34 $33,628.88Completed 4 - 6 Years $15.43 $123.40 $32,084.56 $16.00 $127.97 $33,271.69 $16.60 $132.83 $34,536.02 $17.23 $137.88 $35,848.39Completed 7 - 10 Years $16.44 $131.55 $34,202.15 $17.05 $136.41 $35,467.63 $17.70 $141.60 $36,815.39 $18.37 $146.98 $38,214.38Completed 11-14 Years $17.53 $140.23 $36,459.49 $18.18 $145.42 $37,808.49 $18.87 $150.94 $39,245.21 $19.58 $156.68 $40,736.53Completed 15+ Years $18.69 $149.48 $38,865.81 $19.38 $155.01 $40,303.85 $20.11 $160.91 $41,835.39 $20.88 $167.02 $43,425.14Part Time $12.91 $103.29 $16,783.85 $13.39 $107.11 $17,404.85 $13.90 $111.18 $18,066.23 $14.43 $115.40 $18,752.75APPENDIX E

AGREEMENT:BOARD OF EDUCATION SCHOOL DISTRICT NO. 16AND THEQUEEN BEE EDUCATION ASSOCIATION2008-2009Daily(8 hours)Annual(1900 hours) HourlySECRETARIAL SALARIES2009-2010 2010-2011 2011-2012Daily(8 hours)Annual(1900 hours) HourlyDaily(8 hours)Annual(1900 hours) HourlyDaily(8 hours)Annual(1900 hours)ExperienceHourlyNew Hire $13.71 $109.67 $26,047.37 $14.22 $113.73 $27,011.12 $14.76 $118.05 $28,037.54 $15.32 $122.54 $29,102.97Completed 1 - 3 Years $14.61 $116.91 $27,766.49 $15.15 $121.24 $28,793.85 $15.73 $125.84 $29,888.02 $16.33 $130.63 $31,023.76Completed 4 - 6 Years $15.58 $124.63 $29,599.08 $16.15 $129.24 $30,694.25 $16.77 $134.15 $31,860.63 $17.41 $139.25 $33,071.33Completed 7 - 10 Years $16.61 $132.85 $31,552.62 $17.22 $137.77 $32,720.07 $17.88 $143.00 $33,963.43 $18.55 $148.44 $35,254.04Completed 11-14 Years $17.70 $141.62 $33,635.09 $18.36 $146.86 $34,879.59 $19.06 $152.44 $36,205.02 $19.78 $158.23 $37,580.81Completed 15+ Years $18.87 $150.97 $35,855.01 $19.57 $156.55 $37,181.64 $20.31 $162.50 $38,594.55 $21.08 $168.68 $40,061.14Part Time $13.04 $104.28 $24,766.67 $13.52 $108.14 $25,683.04 $14.03 $112.25 $26,658.99 $14.56 $116.51 $27,672.04APPENDIX F

AGREEMENT:BOARD OF EDUCATION SCHOOL DISTRICT NO. 16AND THEQUEEN BEE EDUCATION ASSOCIATIONNURSE ASSISTANT2008-2009 2009-20102010-2011 2011-2012DailyDailyDailyDailyHourly (4 hours) Hourly (4 hours) Hourly (4 hours) Hourly (4 hours)NURSE ASSISTANT $18.93 $75.70 $19.63 $78.50 $20.37 $81.49 $21.15 $84.58APPENDIX G

APPENDIX HQueen Bee School District #16BenefitsSummary2008This summary is designed to give you an outline of the health benefit programs offered throughQueen Bee School District #16. Contained in the summary are tips for you on using the plans.The Who’s Who of Your Employee Benefit PlansBlue Cross and Blue Shield of IllinoisBlue Cross Blue Shield of Illinois is the claims administrator foryour district’s medical plan(s). They determine if you and yourdependents are eligible for benefits and process your claims. ContactBlue Cross for questions concerning eligibility, plan benefits, orstatus of claim payments. PPO members call 800-458-6024. HMOCustomer Service can be reached at 800-892-2803.Blue Cross Blue Shield is your PPO (Preferred ProviderOrganization) network. The network includes select hospitals,clinics, physicians, and medical services that provide quality healthcare at a reduced rate. Contact Blue Cross to determine if yourHealth Care provider is part of the network. Call them at800-458-6024 or visit their website at www.bcbsil.com to conducta provider search.Please remember to present your insurance ID card to your healthcare provider at your appointment. This informs providers wherethey need to send your claims and identifies you as a Blue Crossmember. Of special note - you, your doctor, or a family membermust call Blue Cross Blue Shield for any hospital stay that you have.A call must be made one business day before a planned hospitaladmission or within two hospital days after an emergency admission.This would also apply to private duty nursing, skilled nursingfacilities and home care. If you fail to pre-certify your stay, you willnot be eligible for maximum benefits! Call 800-826-8551 to precertify.Drug Card Inc.Drug Card Inc. is the administrator of the PPO prescription drugprogram for both retail and mail order prescriptions. Use yourRxAmerica ID card for prescriptions obtained through a pharmacy.To find a pharmacy, contact RxAmerica at 800-770-8014. For mailorder prescriptions contact Precision Rx at 800-293-2202. DrugCard Inc., the plan’s administrator can also answer questions whenyou contact them at 630-420-3900.Blue Cross Blue Shield HMO CoverageYour HMO Illinois Plan number is located on your ID Card (BlueCrossBlueShield of IL)For HMO members, most of service needs can be accomplishedby calling HMO Illinois’ Customer Service at 800-892-2803. Youcan request additional or replacement ID cards, change primarycare physicians, or update your personal information.HMO Prescription InformationThe HMO Plan has three-tiered drug coverage as outlined in thePlan Comparison on the following pages. Your HMO medical IDcard also serves as your prescription ID card. Prime Therapeuticsis the retail and mail-order vendor (90-day supply). For HMOmembers only, a 90-day supply of maintenance medications canalso be purchased at your local retail Osco or Walgreens Pharmacy,or through Prime Therapeutics mail-order program. If you havequestions regarding your prescription plan contact the HMOPrescription Drug Inquiry Unit at 800-423-1973 or visit them atwww.bcbsil.com.HMO Prior Authorization for PrescriptionDrugsIn an effort to provide members with quality and cost-effectivepharmacy care, BCBS has a prior authorization program to managethe use of specific medications. Certain drugs have been targetedfor Prior Authorization due to their high cost or their potential formisuse.MetLife Dental CoverageMetLife is the administrator of the dental benefits for you and yourfamily. As a member of this plan you are free to use any dentist;however, additional discounts will be realized if you use one thatparticipates in the MetLife network.MetLife offers you both telephonic and web access to your personalinformation to assist you in managing your dental benefits, as wellas find dentists within the network. You can contact MetLife at800-942-0854 to verify eligibility status, review plan benefits, checkon the status of a claim, get claim forms, or order a customizeddirectory. Additionally, you can access MyBenefits atwww.metlife.com/mybenefits. This website offers you the abilityto manage your personal information on your own personalizedhomepage, where you can view claims status and eligibilityinformation, as well as view a summary of your dental benefits.(continued on next page)

MetLife Dental PPODental Plan ComparisonBenefitDeductibles (calendar year)PPOIndividual $50Family (3) $150Preventive Services (cleanings& exams)Basic Services (fillings,endodontics, periodontics &oral surgery)Major Restorative (crowns,bridges & dentures)Orthodontics - to age 19Annual Maximum Benefit(combined)Deductible waived; reimbursed at 100%Deductible applies; reimbursed at 80%Deductible applies; reimbursed at 50%Deductible waived; reimbursed at 50% to alifetime maximum of $1,000$1,000Blue Cross Blue Shield Member ResourcesBlue Access for MembersTo access the many resources available to Blue Cross Blue Shieldmembers, register to participate in Blue Access for members atwww.bcbsil.com. Members can easily check the status of a claim,obtain benefit information, locate network providers, and accessextensive health and wellness information. Blue Access for membersis available from 6 a.m. to 3 a.m. Monday through Friday, and from6 a.m. to 12 a.m. on weekends.Blue Access Features:Claim Status: You can view an explanation of your plan benefits,view a summary of doctor visits and claims for you and your covereddependents, receive e-mail notifications of claims and even choosenot to receive paper explanation of benefits.View Your Personal Information. You can confirm your coverageand your dependent coverage. You can access information aboutyour plan of benefits, including emergency care and coverage whenyou are away from home.Locate a Provider. With Blue Cross’s provider finder you canquickly locate the address and phone number of a participatingprovider. You can even view a map and print driving directions tothe provider’s location.Access to health and wellness information. Through MayoClinic’s extensive health library, you can find practical selfmanagementtools for common health problems, informationregarding specific conditions and interactive health and lifestyletools to help you lose weight, quit smoking, or start exercising.Compare hospitals. You can make informed decisions by usingthe hospital comparison tool to compare area hospitals on lengthof-stayand how many procedures that hospital has performed.Receive e-mail alerts. Check the message center for e-mail alertsabout your claim activity and other news.Print a temporary ID card or order a replacement card. If youneed a temporary ID card, you can print one from your computer.You can also order a replacement ID card.How do I sign up for Blue Access?Step 1. Go to Blue Cross’s web site www.bcbsil.com and have yourBlue Cross ID card handy. On the first screen, there will be a boxdedicated to Blue Access. Highlighted in blue it says, sign up, andlearn more. Click on the highlighted section and it will take youto the sign-up screen.Step 2. At the next screen you will see a blue button that says Signup. You can also take a tour of Blue Access from this screen view.Step 3. This next screen asks you to fill in specific information.You will need to enter the unique identifier from your medical IDcard. If you cannot get beyond this point, you can call Blue Cross’sMembership Unit and they will connect you to the Blue Accessspecialist, who will assist you.Step 4. You will need to assign yourself a user ID and a password.You will be asked to create a reminder question in case you forgetyour password.Step 5. You are now accessing your own personal information!Blue Care ConnectionAPPENDIX HBlue Cross Blue Shield continues to add services and resources toBlue Care Connection, an integrated medical care managementprogram, to help members take charge of their health.The Blue Care Connection program is designed to help you takecharge of your health and provide you with the tools to bettermanage your health benefits. Through Blue Cross’s secure websiteand Blue Access for Members you’ll have access to the followingtools:Personal Health Manager (PHM). Here you can complete aHealth Risk Assessment to identify your own personal health risks.You can set up a personal health record to manage your healthinformation. You can store information such as test results, so youcan track how your health has changed year over year.Ask An Expert. This program allows you to e-mail a nurse or apersonal trainer to ask any specific health or fitness questions.Health Library. Blue Care Connection offers a wealth of medicalinformation through the Mayo Clinic if you are interested inresearching specific health conditions and treatments.Targeted Wellness or Condition-Specific Messaging. You canuse the calendar feature to remind you about medical appointmentsor medication refills. You may receive specific email updates fromBlue Cross about topics of interest to you.Healthy Expectations. The Blue Care Connection program helpsto guide members through pregnancy and postpartum care withwritten materials and access to a toll-free nurse line.Member Decision Tools. Now you’ll have access to comparehospital outcome data or compare HMO Medical groups on clinicalperformance and customer satisfaction, which will allow you tomake more informed decisions.All of these tools are available to you when you sign up for BlueCare Connection. To access the program you first need to registerat www.bcbsil.com for Blue Access for Members.(continued on back)

MedicalPlansBenefit Summary ComparisonAPPENDIX HBlue Cross Blue ShieldPPO PlanBlue Cross Blue ShieldHMO Illinois & Blue Advantage HMODeductible In Network Out-Of-Network In Network Out-Of-NetworkIndividual combined $250 $500 N/AFamily $625 $1,250 N/ACoinsurance 90% 70% 100% No CoverageOut-of-pocket limit(deductible not included)Individual $1,000 $2,000 $1,500 in copays N/AFamily (Aggregate) $2,500 $5,000 $3,000 in copays N/ALifetime Maximum $5,000,000 No MaximumCovered ExpensesHospitalInpatient Services 90% 70% 100% No CoverageOutpatient Surgery 100% 70% 100% No CoverageEmergency RoomFAC 100%PHY 90%FAC 70%PHY 70%100% after $50 copay(waived if admitted)100% after $50 copay(waived if admitted)PhysicianInpatient Surgery 90% 70% 100% No CoverageOutpatient Surgery 90% 70% 100% No CoverageOffice Visits 100% after $20 copay 70% 100% No CoverageOtherX-ray and Lab 90% 70% 100% No CoverageTherapy - Speech,occupationalor physical therapyMental/Nervous–Inpatient80% 80%90% - 30 days75 days lifetime70% - 25 days75 days lifetimeMental/Nervous–Outpatient 90% - 50 visits 70% - 50 visitsSubstance abuse-Inpatient90% - 30 days75 days lifetime70% - 25 days75 days lifetimeSubstance abuse–Outpatient 90% - 50 visits 70% - 50 visits100% (60 visits combinedper calendar year)100%(20 days annual maximum)100% after $20 copay(20 visits annual maximum)100%(20 days annual maximum)100% after $20 copay(20 visits annual maximum)No CoverageNo CoverageNo CoverageNo CoverageNo CoverageWellcare to age 16 100% after $20 copay 70% 100% No Coverage90% after $20 copay 70%Adult Wellness 16 +$200 combined annual max.Prescription Drugs Drug Card Inc. Blue Cross Blue ShieldRetail Pharmacy34-day supplyMail Order90-day supply$10 Generic$10 Brand$25 Brand with Generic Available$20 Generic$20 Brand$50 Brand with Generic AvailableDependent Age: to 19 or to 25 if a full-time student; eligibility ends on date age is attained (birthdate).$3 Generic$8 Formulary Brand$23 Non-Formulary Brand$3 Generic$8 Formulary Brand$23 Non-Formulary BrandNote: This is an outline of the benefit schedules. This exhibit in no way replaces the plan document ofcoverage, which outlines all the plan provisions and legally governs the operation of the plans.

APPENDIX I-1MEMORANDUM OF UNDERSTANDINGCLASS SIZE AND PLAN TIMEThe Board and QBEA recognize the legal requirement to develop and implement a “Response toIntervention” (“RTI”) model. Additionally, the District is moving to explore and implement the“Professional Learning Communities” model. The Board and QBEA have also agreed to join theConsortium for Educational Change.The Board and QBEA recognize that as implementation of these initiatives occurs, issues may ariseregarding the impact of these initiatives on wages, hours, and other terms and conditions ofemployment, including class size and teacher plan time. The parties agree that such impact issuesmay give rise to the need to negotiate these issues. As a result, the Board and QBEA agree tonegotiate the impact, if any, of the implementation of these initiatives prior to the anticipated date(s)of implementation.

APPENDIX I-2MEMORANDUM OF UNDERSTANDINGCOMMITTEESThe Board of Education and the QBEA recognize that there are occasions when committees arerequired to be convened to deal with issues relating to District-wide matters (for example, RTI,curriculum mapping, instructional technology, etc.). In order to maximize the academic andcreative resources of the District via meaningful committee collaborative efforts, the followingcommittee procedures will be instituted for District level committees:1. Annually, no later than September 15, the Superintendent and the QBEA President,or their designees, will review those committees which will be utilized during thatschool year. At this meeting, the Superintendent and QBEA President will reviewthe progress to date of any existing committees.2. Each committee shall have:a) A specific charge or purposeb) A description of the size and the composition of the committeec) A description of how committee members will be chosend) Suggested or specific timelines for the committee to complete its worke) An articulation of the specific authority of the committee (either decisionmaking or advisory)f) An articulation of where committee recommendations, if any, are to be madeand when3. Each committee created will be co-chaired by a representative of theBoard/Administrative group and the QBEA. The co-chairs will be responsible forcreating the committee agenda for each meeting, calling the meeting, arranging forthe location of each meeting, and determining what resources, if any, are necessaryfor the committee to function.4. Each committee will publish minutes of its meetings on the District intranet service.5. Prior to beginning its work, committee members shall receive training to enhance thecommittee process and success. This training may include, interest based problemsolving, collegial interaction, consensus decision making, team building, etc. Thisspecific training and delivery of the same will be determined by the Superintendentand the QBEA President prior to actually convening each committee.

APPENDIX I-3MEMORANDUM OF UNDERSTANDINGPACKING AND UNPACKINGThe Board of Education of Queen Bee District 16 (District 16) and the Queen Bee EducationAssociation (QBEA) agree that the following procedures will be in place at all schools in theDistrict. The QBEA and District 16 Administration will advise all teachers and administrators ofthis Agreement and its contents.1. All classroom teachers may cover all permanent fixtures in their classrooms withpaper. This includes shelves, bookcases and “cubbies.” Bulletin boards may also becovered with paper. Teachers may leave credenzas, enclosed cabinets, and filecabinets full. Covered areas will not be cleaned. There may be circumstances whenrepairs or maintenance will necessitate the packing of built-in storage.2. Items attached to the wall above the chalkboards may remain on the walls.3. Work in the classrooms may be provided by outside contractors. District 16 will notbe responsible or liable for any damage or destruction of teachers’ property orequipment that has not been packed and removed from the classrooms.4. Teachers will be provided one half (1/2) day during the first three days of school toinstructionally prepare for student arrival. Reasonable efforts will be made toprovide this time prior to student arrival. District 16 will grant all teachers in theDistrict a third early release day at the end of the school year so that teachers maypack their classrooms.5. The District will make every reasonable effort to obtain additional assistance inmoving boxes and packing, if such assistance is deemed necessary. Teachers whoneed assistance with physical packing will request assistance from the Principal. Theteacher shall provide an explanation for the need for assistance. For example, helpmay be needed in the following circumstances: removing items from walls, movingboxes, putting heavy items in boxes, packing a large volume of books, packing anentire classroom or for an extenuating personal circumstance. The principal will bereasonable. The Association and teachers acknowledge that custodial assistance isnot intended to substitute for the teacher’s efforts to pack his/her classroom.6. District 16 will give notice of the year-end deadline for packing up rooms during thefirst week of May. Boxes and tape will be made available to staff by the district atthis time. In most circumstances, rooms should be packed up by the end of the weekafter the last day of school. The exact date will vary year to year. The teacher willpost a diagram of the classroom setup on the classroom door and provide a copy tothe building principal during the checkout process.7. Every reasonable effort will be made to ensure that classrooms will be ready forunpacking two weeks in advance of the first day of teacher attendance. If that is not

APPENDIX I-3possible, the District will e-mail staff advising them of the status of rooms and whenthey will be ready.8. Starting August 1 st the buildings will be open and rooms may be accessible. Staffshould call in advance of arriving.9. Supervisors will check each room two weeks prior to the beginning of the schoolyear and complete the “Classroom Summer Cleaning Sequence” form. If rooms arenot set up in accordance with the diagram provided, custodial staff will be availableto make necessary changes.10. District 16 has made a long-term commitment to resolve ongoing storage issues atQueen Bee District 16 with built-in furniture, furniture on wheels, etc.11. The Labor-Management committee shall be responsible for the implementation andmonitoring of this agreement.

APPENDIX I-4MEMORANDUM OF UNDERSTANDINGTRANSLATION PROCEDURESIt is the policy of Queen Been Schools to provide translation services for parents/guardians who areunable to communicate effectively with school personnel regarding their child’s educationalservices. To that end, upon the request of the parent/guardian, or evidence provided from theclassroom teacher that the parent/guardian is unable to participate in communication without thebenefit of a translator, the building administrator will secure a translator who is fluent in the nativelanguage of the family.During the 2008-09 school year, many formal documents will be translated into Spanish to assist inour efforts to improve communication with our bilingual families. The emphasis on Spanish isbased on the requirements by ISBE to provide a bilingual Spanish program in the district due to thelarge number of Spanish-speaking students. Translation services for families other than Spanishspeakingwill be provided on an as needed basis.In the event of an emergency, any staff member who is able to assist in translating for abilingual family can and will be called upon.Several support systems have been initiated to assist our Spanish-speaking bilingual population:• The implementation of a “help” line. This involves the use of a phone message machinewhere parents/guardians can call and leave a message in Spanish. The machineautomatically forwards an email to the district bilingual parent liaison who can respond tothe message after consultation with the appropriate staff members. This is to be used fornon-emergency situations. Administrators, secretaries and teachers are to referparents/guardians to this number when the situation is not an emergency.• The implementation of weekly translation activities. The Central Office has secured timeweekly for staff members to forward documents or messages to be translated by the districtparent liaison.• The district has implemented an “APPLE LETTER” model. This document has beentranslated into the top five languages in the system and alerts bilingual families that thedocument is important and requires them to seek out assistance/translation so that they canrespond. This is used when the administrator or teacher needs to get a message out to thefamilies that is informal or needs immediate attention.Additionally, several staff member positions have been secured to assist with translation servicesand are expected to assist with translation during school hours in the building to which they areassigned. These staff members are bilingual (Spanish-speaking) staff members who have beenassigned to the following positions: secretary, paraprofessionals, and TBE teacher. It is ourexpectation that the TBE teacher and paraprofessional not be pulled from the assigned duties toengage in this type of translation unless it is an emergency.Staff members who are bilingual may serve in the capacity of a translator under the followingconditions:

APPENDIX I-4• The translation is scheduled at a time mutually convenient for all parties.• The oral translation activity falls outside the demands of their teaching assignment (i.e. aplan period, before/after school, during lunch time).• Bargaining Unit Members required to perform language translation services beyond theregular work day will be paid as follows:o Teachers will be compensated at the committee rate per the negotiated agreement.o ESP staff will be compensated at their hourly rate.Any staff member who is seeking compensation must complete a time sheet that outlines that detailsthe particulars of the translation (whom, what, where, duration) and have that signed by theadministrator who secured their services.

APPENDIX JNAME Masters +45, Step 20YEARFT QB YEARS 20DIST INSYTRS Reported 07-08 76,159BASE SALARY2007-2008 75,409NEGOTIATEDINCREASE% DIFFERENCETAKEN FROMSERVICESTIPENDTRS MAX(INCLUDINGINSURANCEVALUE ANDENHANCEMENT)% WITHENHANCEMENT2008-2009 78,199 3.70% 2.30% 80,729 6.00%2009-2010 81,093 3.70% 2.30% 85,572 6.00%2010-2011 84,174 3.80% 2.20% 90,707 6.00%2011-2012 87,373 3.80% 2.20% 96,149 6.00%9.00%Average for Pension Calculation 82,710 88,289Years for Retirement Option >19 15-19 10-14Original Service Stipend % 18.00% 15.00% 10.00%Service Stipend % After Reduction 9.00% 6.00% 1.00%Service Stipend Paid to Teacher 8,653 5,769 961NAME Masters +45, Step 14YEARFT QB YEARS 20DIST INSYTRS Reported 07-08 61,717BASE SALARY2007-2008 60,967NEGOTIATEDINCREASE% DIFFERENCETAKEN FROMSERVICESTIPENDTRS MAX(INCLUDINGINSURANCEVALUE ANDENHANCEMENT)% WITHENHANCEMENT2008-2009 65,166 6.89% -- 65,420 6.00%2009-2010 69,653 6.89% -- 69,345 6.00%2010-2011 74,527 7.00% -- 73,506 6.00%2011-2012 79,746 7.00% -- 77,916 6.00%0.00%Average for Pension Calculation 72,273 71,547Years for Retirement Option >19 15-19 10-14Original Service Stipend % 18.00% 15.00% 10.00%Service Stipend % After Reduction 18.00% 15.00% 10.00%Service Stipend Paid to Teacher 14,025 11,687 7,792

APPENDIX JNAME Master's +30, Step 18YEARFT QB YEARS 20DIST INSYTRS Reported 07-08 65,818BASE SALARY2007-2008 65,068NEGOTIATEDINCREASE% DIFFERENCETAKEN FROMSERVICESTIPENDTRS MAX(INCLUDINGINSURANCEVALUE ANDENHANCEMENT)% WITHENHANCEMENT2008-2009 69,556 6.89% -- 69,767 6.00%2009-2010 74,352 6.89% -- 73,953 6.00%2010-2011 79,560 7.00% -- 78,390 6.00%2011-2012 82,583 3.80% 2.20% 83,094 6.00%2.20%Average for Pension Calculation 76,513 76,301Years for Retirement Option >19 15-19 10-14Original Service Stipend % 18.00% 15.00% 10.00%Service Stipend % After Reduction 15.80% 12.80% 7.80%Service Stipend Paid to Teacher 13,129 10,636 6,481NAMEBachelor's, LongevityYEARFT QB YEARS 20DIST INSYTRS Reported 07-08 49,205BASE SALARY2007-2008 48,455NEGOTIATEDINCREASE% DIFFERENCETAKEN FROMSERVICESTIPENDTRS MAX(INCLUDINGINSURANCEVALUE ANDENHANCEMENT)% WITHENHANCEMENT2008-2009 48,955 1.03% 4.97% 52,157 6.00%2009-2010 49,455 1.02% 4.98% 55,287 6.00%2010-2011 49,955 1.01% 4.99% 58,604 6.00%2011-2012 50,455 1.00% 5.00% 62,120 6.00%19.93%Average for Pension Calculation 49,705 57,042Years for Retirement Option >19 15-19 10-14Original Service Stipend % 18.00% 15.00% 10.00%Service Stipend % After Reduction -1.93% -4.93% -9.93%Service Stipend Paid to Teacher - - -