ARTICLE IX:  COMPENSATION AND FRINGE BENEFITS

9.1 Salary Schedule
The salary schedule shall be set forth in Appendix D, which is attached hereto and incorporated into this agreement. 

9.1.1 Mid-Year Contract Revisions
A bargaining unit member who earns credit which allows a mid-year horizontal move on the salary schedule shall be placed on the same vertical step as indicated on the most recent bargaining agreement and shall be paid on that step for the balance of the semester.

9.2 Payroll Installments
Until July 1, 2010, each bargaining unit member shall be paid by direct payment or direct deposit.  Beginning July 1, 2010, each bargaining unit member shall be paid by direct deposit. Payments will be made on the basis of either twenty (20) equal payments (September-June) or twenty-four (24) equal payments (September-August) at the member’s option.  The bargaining unit member shall indicate preferred options on a form provided by the Board no later than July 1.

9.2.1 Direct Deposit
The district will provide direct deposit of a bargaining unit member’s paycheck into approved financial institutions.  An approved institution shall be defined as any bank, savings and loan, or credit union.

9.2.2 Special Payroll
Starting July 1, 2009 all special payroll will be included on the regular 30th of the month payment, and clearly indicated on the statement rather than paid by special payroll check.

9.3 Pay Days
The paydays shall be the fifteenth (15th) and the thirtieth (30th) of the month. If a regular pay date during the school term falls on a day when school is not in session, the payment shall be presented to the bargaining unit member on the last working day prior thereto.  Until July 1, 2010, during the summer, a bargaining unit member has the option of receiving payment either in person, by direct deposit, or by mail.  Beginning July 1, 2010, all payment will be by direct deposit.

9.4 Retirement

9.4.1 Retirement Incentive
For the duration of this Agreement only, any bargaining unit member of Unit Five who has completed ten (10) years or more of creditable service with the school district, who has contributed to Illinois Teacher’s Retirement System (TRS) for twenty (20) years, who is at least fifty-five (55) years of age as allowed by TRS, and whose retirement will not result in a penalty to Unit Five, shall be eligible for a retirement incentive.

1. If a bargaining unit member gives the Board an irrevocable notice of retirement by May 1st three (3) years prior to the year of retirement, the Board shall pay the bargaining unit member a six percent (6%) retirement incentive, inclusive of any other increase in compensation, for each of his/her remaining years of service.

2. If a bargaining unit member gives the Board an irrevocable notice of retirement by May 1st two (2) years prior to the year of retirement, the Board shall pay the bargaining unit member a six percent (6%) retirement incentive, inclusive of any other increase in compensation, for each of his/her remaining years of service.

3. If a bargaining unit member gives the Board an irrevocable notice of retirement by May 1st one (1) year prior to the year of retirement, the Board shall pay the bargaining unit member a six percent (6%) retirement incentive, inclusive of any other increase in compensation, for each of his/her remaining years of service.

Any voluntary decrease in assignments from the previous year will cause a decrease below the 6% incentive based on the prior year’s schedule figures.

Upon occurrence of a life-changing event: e.g. death of spouse, divorce, grave illness of a child, etc., the prospective retiree may petition the Board to be release from his/her retirement resignation.

This retirement incentive shall not be available to any bargaining unit member whose retirement would give rise to an ERO penalty or any other penalty to the Board.  In the event a bargaining unit member’s contractual salary, independent of a retirement incentive, would be more than a six percent (6%) increase, the bargaining unit member will receive the contractual salary and no retirement incentive.

9.4.2 Grant of Additional Sick Leave Days
The District and the Association recognize that there may be circumstances under which a lump sum grant of additional sick leave days in order to qualify a bargaining unit member for additional credited service recognizable by TRS may be in the best interests of not only the bargaining unit member but also the District.  Consequently, the Association and the administration shall identify those bargaining unit members qualified to retire under the early retirement option who might upon a grant of lump sum sick leave achieve sufficient years of credited service to avoid an early retirement option penalty.  The parties shall then analyze whether or not the payment required of the District by reason of making a grant of additional sick leave days beyond the normal annual allocation would exceed the penalty to be incurred by the District by reason of a bargaining unit member taking advantage of the early retirement option.  Should TRS confirm that the ERO penalty would exceed the additional payment required of the District by reason of the grant of sick leave, the District shall grant such additional days of sick leave as would qualify the bargaining unit member for retirement without the imposition of an ERO penalty upon either the bargaining unit member or the District.

9.5 Certified Nurses
A certified school nurse employed directly by Unit Five shall be placed on the salary schedule and will be accorded existing rights given by The Illinois School Code.

9.6 Health Insurance
The Board shall contribute an amount to the Insurance Fund for each individual bargaining unit member toward their insurance benefits.  This allowance shall be reduced pro rata for any bargaining unit member who is employed less than full time.  UFEA shall be allowed an opportunity at the new teacher paperwork sessions to discuss with bargaining unit members the matter of waiver of individual health insurance coverage.  The form to be used by a bargaining unit member to waive health insurance plan coverage shall be jointly agreed to by the Administration and UFEA.  The District and the Insurance Committee will work towards developing a plan that will allow bargaining unit members access to alternative benefits.

The Board shall pay the following amounts toward individual premium cost per month for each bargaining unit member:

• For the insurance year July 1, 2009 through June 30, 2010, $460.
• For the insurance year July 1, 2010 through June 30, 2011, $480.

It is the intent of the Board and UFEA that the full monthly individual premium cost during the term of this Agreement will be covered by Board contributions, utilizing the contributions outlined above and a small portion of previous Board contributions currently in the fund reserves.  The amount the Board shall contribute in the future shall be determined through collective negotiations.

Moneys paid into the Insurance Fund shall first be used to offset the cost of individual coverage for plan participants. Any surplus contribution the Board makes shall be added to the Insurance Fund reserve. In no event shall the Board’s contribution relieve bargaining unit members of responsibility for dependent coverage.

An Insurance Committee will be formed and will be co-chaired by the UFEA President and a central office Administrator.  The Committee will consist of the two co-chairs and:

• (7) UFEA bargaining unit members appointed by the Association
• (2) UFSPA bargaining unit members appointed by UFSPA
• (2) Administrators
• additional employee representing transportation employees & other employee groups
• retiree; the retiree shall be chosen by the retirees participating in the plan, pursuant to an election administered by the Administration

All committee members shall be currently enrolled in the Unit 5 health insurance plan.  The co-chairs of the committee will be responsible for scheduling meetings and preparing written information for the meetings.

The committee will meet as necessary, but at least quarterly. The committee will:

• Provide regular and timely communication with participants
• Monitor the Insurance Fund and the reserve balance so as to maintain a healthy fund balance of between 3 and 6 months of claims costs
• Recommend changes (reduction or enhancements) to the benefit structure based on industry standards, actuarial data, plan performance, claims history, the status of the Insurance Fund balance and other applicable data
• Consult with experts as needed and periodically participate with the District in rebidding of the Insurance plan
• Have access to all information and data needed to carry out their responsibilities, including master policies, benefit documents, claim procedures and experience, etc. 
• Consider all options which are in the best interests of the plan, taking into account, without limitation, benefit designs and options, cost savings, cost containment options, managed care, preventative and wellness programs and the like
• Consider modifications of the benefits currently in effect, selection of insurance and stop-loss reinsurance carriers, selection of third party administrators, selection of managed care networks and brokers, management of accumulated reserves, selection of the funding mechanism for coverage (i.e. fully funded conventional, self-funded, etc.), establishment of premium levels for single and dependant coverage
• Educate plan participants concerning the Insurance Plan and the options and alternatives available to each participant

The Insurance Committee shall have authority to establish the benefit level, within the parameters set forth above.

The Board and UFEA agree that any other change recommended by the Insurance Committee is subject to approval by the Board and UFEA.

9.6.1 Term Life Insurance
The Board shall provide individual premium cost per month per bargaining unit member to cover the cost of a term life insurance policy that is equal to the bargaining unit member’s annual base salary, rounded up to the nearest $1,000, but no less than $50,000.

9.7 Travel Pay and Time Allowance

9.7.1 
All bargaining unit members shall be reimbursed for travel expense at the current Internal Revenue Service rate for all approved mileage necessary to perform their assigned duties. 

9.7.2 
All bargaining unit members required to travel between buildings during the regular work day shall be allowed adequate time to relocate and travel safely.  The assistant superintendent of operations or designee and the UFEA president or designee shall, at the beginning of each school year, review the time demands for travel.  A bargaining unit member may request a review of his/her schedule by the assistant superintendent or designee and UFEA president or designee during the first fifteen (15) school days of each semester or after any schedule change.  Adjustments will be made for special assignments.  Such travel time shall not be counted as either duty-free lunch or planning time. 

9.8. Supplemental Pay Rates
Extra duties that appear on Schedule B will be added to the bargaining unit member’s salary and shall be paid in equal installments each pay period.  See Section 6.6.2.1 for posting requirements for Schedule B vacancies.  Extra duties that appear in Section 9.8, Supplemental Pay Rates, shall be paid after completion of the assignment as a part of special payroll.  Bargaining unit members will be notified, preferably in writing, about opportunities for extra duty assignments shown below.  Written notification is not required for Contract Extension Duties, Pay Rate 6. 

9.8.1 Supervision – Pay Rate 1
A bargaining unit member who voluntarily accepts an hourly assignment regarding the supervision of students attending events sponsored by the district which occur outside of the regular work day shall be compensated at the hourly rate listed below as Pay Rate 1.  Examples of such work are event chaperon, pep bus monitor, and after-school intramural program supervisor. 

9.8.2 In-Service Participation – Pay Rate 2
A bargaining unit member who participates in a district-sponsored in-service offered through the Professional Development Academy shall receive Board credit on the salary schedule based on one-half (1/2) hour of credit for each six (6) hours of in-service participation.  In lieu of such salary schedule credit, a bargaining unit member may choose to be compensated at the stipend rate listed below as Pay Rate 2.  At the time of enrollment for a particular in-service opportunity, a bargaining unit member shall designate the method of compensation to be awarded on a form provided by the district. 

9.8.3 Internal Substitution – Pay Rate 3
A bargaining unit member who voluntarily accepts a duty to substitute for another certified bargaining unit member due to a lack of a regular substitute being hired shall be compensated at the rate listed below as Pay Rate 3. 

9.8.4 Curriculum Work/Supplemental Instruction – Pay Rate 4
A bargaining unit member who voluntarily accepts an hourly assignment to produce curriculum related materials which benefit the district or to provide supplemental instruction to students outside of the regular workday, such as driver’s education, shall be compensated at the rate listed below as Pay Rate 4.  It is understood that for each one-hour of instruction there will be twenty (20) minutes of paid plan time. 

9.8.5 Clubs – Pay Rate 5
A bargaining unit member who accepts a leadership role as a sponsor of a club approved by Administration shall be compensated at the rate listed below as Pay Rate 5. 

9.8.6 Contract Extension – Pay Rate 6
A bargaining unit member who voluntarily accepts an extended assignment requiring work to be performed beyond the regular 180-day work-year shall be compensated at the rate listed below as Pay Rate 6.  It is understood that such work is determined to be necessary to the district and is essentially either an extension of the bargaining unit member’s regular duties or is, by its nature, work that requires the application of unique skills and expertise which must be performed by the bargaining unit member accepting the additional work opportunity. 

High School Counselors shall each be authorized to work seven (7) additional days per school year and such additional days as may be authorized by the superintendent. Each year building counselors shall work with the building principal to establish the number of days each counselor is to work. Counselors should submit to the building principal, in writing, the number of days they wish to work. During this process, if it is determined that one (1) counselor prefers not to work any additional time, the days which would be allotted to that counselor shall be divided among those who wish to work. Additional pay shall be based upon the working individual’s base salary divided by 180 days.

Junior High/Middle School Counselors shall be authorized to work five (5) additional days per junior high/middle school and such additional days as may be authorized by the superintendent.  Each year building counselors shall work with the building principal to establish the number of days each counselor is to work.  Counselors should submit to the building principal, in writing, the number of days they wish to work.  During this process, if it is determined that one (1) counselor prefers not to work any additional time, the days which would be allotted to that counselor may be allotted to another counselor.  Additional pay shall be based upon the working individual’s base salary divided by 180 days. 

Agriculture Teachers shall be authorized to work a maximum of 40 additional days District-wide.

Industrial Technology Teachers are paid up to an additional five days if they work the days to clean and repair machinery in the department. 

Inter-Agency Cooperative Education (I.C.E) are paid an additional 15 days to ensure proper placement of students and to conduct follow-up interviews with employers at the end of the school year. 

Special Education Cooperative Learning Teachers are each paid an additional 10 days to ensure proper placement of special education student in work positions and to conduct follow-up interviews with employers at the end of the school year.  

Juvenile Detention Center Teachers are paid varying additional days to ensure they are paid for every day worked. 

New Beginnings Teachers are paid an additional 20 days per year for the purpose of starting and shutting down the New Beginnings program for the year. 

High School Activities Directors are each paid an additional five days per year for the purpose of establishing and closing down accounts for the school year.

Psychologists and Social Workers shall each be authorized to work ten (10) additional days per school year and such additional days as may be authorized by either the director of special education-instructional or the director of special education-operations. Each year, psychologists and social workers shall work with the directors of special education to establish the number of days each psychologist and social worker is to work.  Psychologists and social workers should submit to the directors of special education, in writing, the number of days they wish to work.  During this process, if it is determined that a psychologist or social worker prefers not to work any additional time, the days which would be allotted to that psychologist or social worker shall be divided among those who wish to work.  Additional pay shall be based upon the working individual’s base salary divided by 180 days.

High School Media Specialists shall be authorized to work ten (10) additional days per high school and such additional days as may be authorized by the superintendent.  Each year, building media specialists shall work with the building principal to establish the number of days each media specialist is to work.  Media specialists should submit to the building principal, in writing, the number of days they wish to work.  During this process, if it is determined that one (1) media specialist prefers not to work additional time, the days allotted to that media specialist shall be added to the specialist who wishes to work.  Additional pay shall be based upon the working individual’s base salary divided by one-hundred eighty (180) days.

Middle School Media Specialists shall be authorized to work two (2) additional days per middle school and such additional days as may by authorized by the superintendent.  Each year, building media specialists shall work with the building principal to establish the number of days each media specialist is to work.  Media specialists should submit to the building principal, in writing, the number of days they wish to work.  Additional pay should be based upon the working individual’s base salary divided by one-hundred eighty (180) days.

Elementary school specialists shall be provided with substitutes for three (3) days so that they may complete year-end IMC activities.

PBIS Coordinators/Behavior Interventionists shall be authorized to work an additional ten (10) days prior to the school year and ten (10) days after the school year for a total of twenty (20) days.  The additional pay shall be based upon the working individual’s base salary divided by one-hundred eighty (180) days.

Pre-K coordinators shall be authorized to work an additional ten (10) days prior to the school year and ten (10) days after the school year for a total of twenty (20) days.  The additional pay shall be based upon the working individual’s base salary divided by one-hundred eighty (180) days.

Certified School Nurses shall each be authorized to work an additional four (4) days prior to the school year.  If it is determined that a certified school nurse prefers not to work any additional time, the days which would be allotted to that certified school nurse shall be divided among those who wish to work.  The additional pay shall be based upon the working individual’s base salary divided by one-hundred eighty (180) days.

9.8.7 Principal’s Temporary Substitute - Pay Rate 7
On occasions when a principal must be out of the building, the duties of a principal may be undertaken temporarily by bargaining unit members.  A stipend of fifty dollars ($50) per half day and one hundred (100) dollars per full day will be paid to the bargaining unit member to reflect the extra time and responsibility necessary to carry out these temporary duties.  The position of ‘Principal’s Temporary Substitute” will be posted in each building at the beginning of the school year so that all interested bargaining unit members may apply.  When the need arises, Principal’s Temporary Substitutes will be selected from the pool of applicants.  Preference will be given to teachers with a Type 75 certificate or individuals working on that certification.

9.8.8 Supplemental Pay Rates
The following rates shall be applicable for the term of the agreement.

a) Pay Rate 1 $20.00 per hour
b) Pay Rate 2 $125.00 for six (6) hour increments of in-service participation
c) Pay Rate 3 $20.00 per class period
d) Pay Rate 4 $30.00 per hour
e) Pay Rate 5 $175.00 per club, per year
f) Pay Rate 6 Per Diem (1/180th of Schedule A salary)
g) Pay Rate 7 $50 per half day / $100 per full day

9.8.9 Release of Supplemental Assignment
If a bargaining unit member wishes to be relieved of a Schedule B assignment, said member shall make a written request.  Upon receipt of said request, the building administrator shall begin the posting process as outlined in Section 6.6.2.1 within seven (7) days.  The position shall stay posted until it is filled, except if the position is not filled within ninety (90) days of the usual commencement of the activity/season, the bargaining unit member will be required to fill the position for the next school year only.  If a bargaining unit member is being reassigned, either voluntarily or involuntarily, to another building and the Schedule B assignment was performed at the building from which the bargaining unit member is being reassigned, the one-year requirement for continuation in the Schedule B assignment shall be waived. 

Members on Sabbatical for Recipients of Distinguished Educational Award will also be on leave from their Schedule B assignment will be returned to the same Schedule B assignment that was held by the member prior to the leave, provided that position still exists.

9.9 Pro-rated Benefits 
Benefits for each part-time bargaining unit member employed after June 30, 1984, or who becomes less than half-time after June 30, 1984, shall be on a pro-rated basis.

9.10 Benefits
The parties agree that any benefits relating to wages, hours, or conditions of employment as set forth in the agreement which are enlarged as the result of enactment of statutes by the General Assembly of Illinois shall be incorporated into this agreement, provided, however, that in a similar manner the Board shall receive the benefit in any agreement if any benefits as provided in this agreement are diminished by the enactment of statutes by the General Assembly of Illinois.  This provision applies to those benefits which have been mandated by the General Assembly of Illinois, and nothing herein shall require the parties to incorporate any benefits which have been made optional by statute.