2016-2019 SEIU Local #15 Officer Contact Information

President & Business Agent

Mark Goeringer Work: 741-7881 Cell: 416-9498

Vice-President Ernie Nudo Work: 525-3309 Cell: 725-3921

Recording Secretary

Julie Pitchford Work: 585-5802

Financial Secretary Gail Rister Work: 525-3170 Cell: 638-9393

Executive Board

Terrance Herrington Work: 525-3051 Cell: 553-3977

Andrew Kirkham Work: 525-3134 Cell: 553-0601

Joanna Thompson Work: 585-5800 Cell: 899-3244

Clerical Steward Becky Kidd Work: 525-3100

Food Service Steward

Stella Sponsler Work: 585-5810 Cell: 725-0894

LPN/Health Clerk Steward Connie J. Riegel Work: 525-3130

O&M Steward Terrance Herrington Work: 525-3051 Cell: 553-3977

Special Ed. Attendant Steward

Joanna Thompson Work: 585-5800 Cell: 899-3244

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TABLE OF CONTENTS PROPOSAL -------------------------------------------------------------------------------- 6 PREAMBLE -------------------------------------------------------------------------------- 7 ARTICLE I -------------------------------------------------------------------------------- 8

1. RECOGNITION------------------------------------------------------------------ 8 2. BOARD OF EDUCATION RIGHTS------------------------------------------8 3. UNION RIGHTS----------------------------------------------------------------- 8

A. Membership----------------------------------------------------------------- 8 B. Representation-------------------------------------------------------------- 8 C. Employee-------------------------------------------------------------------- 8 D. Agreement Copy------------------------------------------------------------ 8 E. Fair Share------------------------------------------------------------------- 8

4. THE UNION---------------------------------------------------------------------- 10 A. Use of District Facilities--------------------------------------------------- 10 B. Seniority List---------------------------------------------------------------- 10 C. Conventions, Workshops-------------------------------------------------- 10 D. Board of Education Agenda----------------------------------------------- 10 E. Membership Representation-----------------------------------------------10 F. Storing Union Materials--------------------------------------------------- 10

5. NEGOTIATIONS----------------------------------------------------------------- 10 A. Committee------------------------------------------------------------------- 10 B. Outside Representation---------------------------------------------------- 11 C. Time Off--------------------------------------------------------------------- 11 D. Union/Administration Meeting------------------------------------------- 11 E. Notification------------------------------------------------------------------ 11 F. First Meeting---------------------------------------------------------------- 11

6. GRIEVANCE PROCEDURE---------------------------------------------------11 A. Definition-------------------------------------------------------------------- 11 B. Levels------------------------------------------------------------------------ 11 C. Time Limits------------------------------------------------------------------12 D. Continue Grievance-------------------------------------------------------- 12 E. Drop Grievance------------------------------------------------------------- 12 F. Arbitration Hearings--------------------------------------------------------12 G. Participation----------------------------------------------------------------- 12

ARTICLE II----------------------------------------------------------------------------------- 13 1. PERSONNEL FILES------------------------------------------------------------ 13

A. Official File------------------------------------------------------------------13 B. Examination----------------------------------------------------------------- 13

2. NON-PROBATIONARY EVALUATION------------------------------------- 13 A. Frequency-------------------------------------------------------------------- 13 B. Response--------------------------------------------------------------------- 13 C. Submission-------------------------------------------------------------------13 D. Clerical----------------------------------------------------------------------- 13

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E. Remedial Evaluation------------------------------------------------------- 13 3. PROCEDURE FOR DISCIPLINING EMPLOYEES----------------------- 13 4. REPRESENTATION AT DISCIPLINARY MEETINGS------------------- 14 5. DISCIPLINARY REPORTS----------------------------------------------------14

A. Written Report-------------------------------------------------------------- 14 B. Rebuttal---------------------------------------------------------------------- 14 C. Removal----------------------------------------------------------------------14

6. WORKSHOPS-------------------------------------------------------------------- 15 A. Address Participants--------------------------------------------------------15

7. DEFINITION OF DAYS-------------------------------------------------------- 15 ARTICLE III---------------------------------------------------------------------------------- 15

1. VACANCIES AND EMPLOYMENT-----------------------------------------15 A. VACANCIES---------------------------------------------------------------- 15 B. PROMOTIONS------------------------------------------------------------- 17 C. HOURS OF EMPLOYMENT-------------------------------------------- 18 D. EMPLOYMENT PROVISIONS----------------------------------------- 22 E. REDUCTION IN FORCE------------------------------------------------- 22

2. EMPLOYEE TRANSFERS-----------------------------------------------------24 A. Involuntary-------------------------------------------------------------------24 B. Voluntary-------------------------------------------------------------------- 24 C. Contracted Day--------------------------------------------------------------24

ARTICLE IV---------------------------------------------------------------------------------- 25 1. DUTIES OF EMPLOYEE-------------------------------------------------------25

A. Head Custodians’ Responsibilities--------------------------------------- 25 B. Work Schedule-------------------------------------------------------------- 25 C. Building Check--------------------------------------------------------------25 D. Emergency Closing---------------------------------------------------------25 E. Incidents/Custodian Not Responsible------------------------------------26 F. Custodial Absenteeism-----------------------------------------------------26 G. Food Service Absenteeism------------------------------------------------ 27 H. Failure to Notify Employer, Special Education Attendants-----------27 I. Failure to Notify Employer (3 days)------------------------------------- 27 J. Special Education Attendant Responsibilities-------------------------- 27 K. Special Education Attendant Sign In/Out------------------------------- 27

2. GENERAL PROVISIONS------------------------------------------------------ 28 A. Building Permits------------------------------------------------------------ 28 B. Custodial Supply and Equipment Testing------------------------------- 28 C. Food Handler Permits------------------------------------------------------- 28 D. Cafeteria Managers--------------------------------------------------------- 29 E. Bank Deposits--------------------------------------------------------------- 29 F. Jury Duty---------------------------------------------------------------------29 G. Working at Elections------------------------------------------------------- 29 H. Withholding Union Dues-------------------------------------------------- 29 I. Uniforms--------------------------------------------------------------------- 29 J. Death of Employee--------------------------------------------------------- 29

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K. Discrimination---------------------------------------------------------------29 L. Food Service Additional Training---------------------------------------- 29

ARTICLE V----------------------------------------------------------------------------------- 30 1. LEAVE OF ABSENCE----------------------------------------------------------30

A. Sick Leave------------------------------------------------------------------- 31 B. Personal Leave-------------------------------------------------------------- 31 C. BEREAVEMENT LEAVE------------------------------------------------33

2. EXTENDED LEAVES----------------------------------------------------------- 33 A. ILLNESS OR INJURY LEAVE------------------------------------------33 B. GENERAL LEAVE-------------------------------------------------------- 33 C. OTHER REASONS-------------------------------------------------------- 34

3. HOLIDAYS----------------------------------------------------------------------- 34 A. Custodial, Warehouse, Maintenance, Clerical-------------------------- 34 B. Food Service and Special Education Attendants----------------------- 35

4. VACATIONS---------------------------------------------------------------------- 35 A. Twelve Month Employees-------------------------------------------------35 B. Scheduling Vacations------------------------------------------------------ 35 C. Clerical Vacations---------------------------------------------------------- 37 D. Scheduling – Clerical------------------------------------------------------ 38 E. Compensation/Accumulated Time--------------------------------------- 38 F. Purchase of Additional Week--------------------------------------------- 39

5. INSURANCE--------------------------------------------------------------------- 39 A. Major Medical---------------------------------------------------------------39 B. Termination of Benefits----------------------------------------------------39 C. Conversion to Private Coverage------------------------------------------ 39 D. Retirement Options--------------------------------------------------------- 39 E. Involuntary Termination of Coverage----------------------------------- 39 F. Life--------------------------------------------------------------------------- 40 G. Eligibility-------------------------------------------------------------------- 40 H. Criteria/Paid Hospitalization---------------------------------------------- 40

6. SERVICE CREDIT--------------------------------------------------------------- 40 7. SALARY---------------------------------------------------------------------------41

A. Schedules-------------------------------------------------------------------- 41 B. Shift Compensation-------------------------------------------------------- 41 C. Certification Reimbursement--------------------------------------------- 41 D. Prorated Work Days - Holidays------------------------------------------ 41 E. 26 Pay Periods-------------------------------------------------------------- 41 F. Clerical Training------------------------------------------------------------ 41 G. Special Education Attendant Earned College Hours------------------ 41

8. MILITARY SERVICE-----------------------------------------------------------41 ARTICLE VI---------------------------------------------------------------------------------- 43

1. DEFINITION OF REGULAR EMPLOYEE--------------------------------- 43 2. ELIGIBILITY OF FRINGE BENEFITS-------------------------------------- 43 3. GENERAL CONDUCT--------------------------------------------------------- 43

A. Work Schedules------------------------------------------------------------ 43

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B. Use of School Property---------------------------------------------------- 43 C. Duties-------------------------------------------------------------------------43 D. Use of Position-------------------------------------------------------------- 43 E. Conduct---------------------------------------------------------------------- 43 F. Cooperation------------------------------------------------------------------44 G. Performance----------------------------------------------------------------- 44 H. Drug/Alcohol/Stimulant Violators--------------------------------------- 44 I. Absenteeism and Tardiness------------------------------------------------44 J. Following Instructions/Rules/Policies----------------------------------- 44 K. Proper Care of Equipment------------------------------------------------- 44

ARTICLE VII--------------------------------------------------------------------------------- 45 1. TERMS OF AGREEMENT-----------------------------------------------------45

A. Legality-----------------------------------------------------------------------45 B. Effective Date--------------------------------------------------------------- 45 C. Strikes------------------------------------------------------------------------ 45

EFFECT OF AGREEMENT---------------------------------------------------------------- 46 APPENDIX A - Vacation Schedule – 12 Month Clerical---------------------------- 47 APPENDIX B - Guidelines for Allocating Sick Days-------------------------------- 49 APPENDIX C - Evaluation Form/Custodial, Food Service, Special Education

Warehouse and Maintenance Departments------------------------- 49 APPENDIX D - Evaluation Form/Office Personnel---------------------------------- 51 APPENDIX E - Evaluation Form/LPN Personnel-------------------------------------53 APPENDIX F - Initiation, Level II Grievance Form--------------------------------- 55 APPENDIX G - Response, Level II Grievance Form--------------------------------- 56 APPENDIX H - Initiation, Level III Grievance Form---------------------------------57 APPENDIX I - Response, Level III Grievance Form-------------------------------- 58 APPENDIX J-1 - Salary Schedule for Clerical 2014-2015---------------------------- 59 APPENDIX J-2 - Salary Schedule for Food Service, Special Education

Attendant 2014-2015-------------------------------------------------- 60 APPENDIX J-3 - Salary Schedule for Custodial, Maintenance, Warehouse and

Utility 2014-2015------------------------------------------------------ 61 APPENDIX J-4 – Salary Schedule for LPN/Health Clerks 2014-2015-------------- 62 APPENDIX K-1 - Calendar - 191 day Special Education Attendants 2014-2015--- 63 APPENDIX K-2 - Calendar - 194 day Food Service 2014-2015---------------------- 64 APPENDIX K-3 - Calendar - 214 day Clerical 2014-2015---------------------------- 65 APPENDIX K-4 - Calendar - 260 day Clerical 2014-2015----------------------------- 66 APPENDIX L - Clerical Sick Bank----------------------------------------------------- 67 APPENDIX L-1 - Noon-Hour Supervision---------------------------------------------- 68 APPENDIX L-2 - Clerical Reclassification Guidelines-------------------------------- 69 APPENDIX M - MOU LPN Vacancies------------------------------------------------- 70 APPENDIX M-2 - MOU Matheny-Withrow School Improvement Grant------------ 71

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PREAMBLE

This Agreement is adopted as part of the rules and regulations of the Springfield Board of Education, School District #186, Springfield, Illinois. This working Agreement made by and entered into between the Springfield Public School District #186 of Sangamon County, Springfield, Illinois, party of the first part, hereinafter referred to as the “Employer”, and the Service Employees International Union, Local #15, party of the second part, hereinafter referred to as the “Union”.

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ARTICLE I 1. RECOGNITION

A. The employer hereby recognizes the Union as the exclusive representative for the

purpose of collective bargaining with respect to rates of pay, hours of employment and working conditions for all employees in the Custodial, Warehouse, Maintenance, Food Service Departments, Special Education Attendants, Clerical & LPN/Health Clerks.

2. BOARD OF EDUCATION RIGHTS

A. The Union recognizes the right of the Employer to manage its operations and to plan,

direct and control the policies and conditions of employment of the employees insofar as such policies are not inconsistent with the expressed provisions of the Agreement. The Employer recognizes the interests of the Union in any changes which materially affect the working conditions of those represented by the Union and agrees to keep the Union informed prior to any such changes.

3. UNION RIGHTS

A. All employees covered by this Agreement who are members of the Union in good standing on the date which the Agreement is signed shall remain members in good standing as a condition of continued employment. If an employee who is a member of the Union in good standing at the time of the signing of this Agreement shall discontinue his membership in the Union, it shall be grounds for discharge, upon written demand from the Union.

B. The Board of Education recognizes that the Union is the bonafide negotiating

representative for the individuals set forth in Article I, Section I, and will not enter into collective bargaining agreement with any other unit of such employees. Nothing in this part, however, shall preclude individuals or groups of employees from being heard by either the Administration or the Board of Education.

C. The employees represented by the Union and covered by this Agreement are

hereinafter referred to as the “Employees” and individually as the “Employee.”

D. The Board of Education shall furnish a copy of this Agreement to all employees covered by said Agreement.

E. FAIR SHARE

1. It is recognized that the negotiations and administration of this Agreement entail expenses which appropriately are shared by all employees who are beneficiaries of said Agreement. To this end, effective with the commencement of the forthcoming school year, if an employee does not join the Union, such employee shall:

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1. Execute an authorization for the deduction of a sum equivalent to the proportionate share of the cost of the collective bargaining process and contract administration; or

2. Pay directly to the Union a like sum.

2. In the event such an authorization is not signed or such direct payment is not

made within thirty (30) days following the commencement of the employment of the employee or the effective date of this section, whichever is later, the Board shall deduct from the regular salary check of the employee the fair share fee in payments of equal installments, starting with the subsequent payroll period provided:

1. The Union has posted the appropriate notices of imposition of such fair

share fee in accordance with the rules and regulations of the Illinois Educational Labor Relations Board (IELRB); and

2. The Union has annually certified in writing to the Board the amount of

such fair share fee and has annually certified in writing to the Board that such notice has been posted

3. The parties expressly recognize the right of the employees to challenge the

amount of fair share. The parties acknowledge that such challenges shall be handled pursuant to rules adopted by the Illinois Educational Labor Relations Board (IELRB).

4. In the event an employee objects to the amount of such fee, the Board shall

continue to deduct the fee and transmit the fee (or the portion of the fee in dispute) to the IELRB which shall hold the fee in escrow in an account established for that purpose. The Board shall continue to transmit all such fees to the IELRB until further order of the IELRB. If the employee is entitled to a refund, the employee shall receive such refund plus any interest earned on the refund during pendency of the action pursuant to applicable IELRB procedures.

5. The parties expressly recognize their obligations to and the rights of nonmembers

based upon their bona fide religious tenets or teachings of a church or religious body of which such employee is a member, such employee shall be required to pay an amount equal to his or her proportionate share to a non-religious charitable organization mutually agreed upon by the employee and the Union. If the employee and the Union are unable to reach agreement on the matter, a charitable organization shall be selected from a list established and approved by the Illinois Educational Labor Relations Board in accordance with its rules.

6. The Union agrees to indemnify and save the Board harmless against any

demands, claims, charges, suits, or other forms of liability which may arise by

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reason of any action taken or omitted by the Union or the Board in complying with the provisions of this section, including reimbursement for any legal fees or expenses incurred in connection therewith.

7. The Board agrees to notify the Union promptly in writing of any written claim,

demand, or suit in regard to which it will seek to implement the provisions of the Number 4 above, and if the Union so requests in writing, to surrender claims, demands, suits, or other forms of liability.

4. THE UNION

A. The Union shall be allowed to use district facilities for the purpose of holding meetings, provided such meetings do not interfere with regularly scheduled district activities. The building department should be notified at least two weeks in advance so that a building permit may be issued. Such authorization shall be on a gratis basis except when custodial services are provided or required.

B. By November 1st, two (2) copies of the current Seniority List will be provided to the

Union President. These lists will furnish the name, date of employment, salary grade and step, years of employment, salary, longevity and building assignment for all employees covered by this Agreement.

C. Not more than four (4) duly authorized officials of the Union may request to be

allowed to attend conventions, workshops, or educational programs beneficial to the school district. Such attendance, if approved, will be without loss of pay. Not more than two (2) people per department or building may attend unless approved by the Director. Such requests must be received by the Director of the appropriate Department and/or Coordinator of Human Resources at least ten (10) days in advance of the date of the meeting.

D. A copy of the Agenda of the Board of Education will be mailed to the residence of the

President and Treasurer of Local #15 preceding each Board meeting.

E. Four (4) duly appointed officers of the Union may represent the Union in all matters that may arise between the Union and the Employer except in arbitration matters such as in Article I, Section 1.6, Letter F.

F. Union officials shall be allowed to store union materials in their assigned buildings, in

areas not accessible to students. Such location shall be assigned by the building administrator and the division of Operations and Maintenance office.

5. NEGOTIATIONS

A. For the purpose of negotiating, each committee shall consist of not more than three (3)

members from Local #15 and not more than three (3) members appointed by the Board.

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Each team may have in attendance one person to serve as recorder. One Board member may be in attendance as a non-participating observer.

B. The Union or Board of Education Negotiating Committee may, if it desires, be

accompanied by representatives of the local, state, national affiliated groups, or legal counsel at any of their meetings.

C. The negotiating committee members shall be assured such time off without loss of pay to

attend District negotiating sessions.

D. Twice a year there shall be, upon request, a meeting by the duly authorized representatives of the Union and the Administration and/or Board of Education to discuss problems that may arise from time to time.

E. By the first Thursday in May, each party shall submit to the other, notification of its

desire to amend, modify, or continue the provisions of the Agreement. Such notifications shall contain the full lists of items for negotiations or a statement of the desire to continue the Agreement and/or the present policy.

F. The first meeting shall take place by the third Thursday in May, unless delayed by mutual

agreement.

6. GRIEVANCE PROCEDURE

A. A grievance is a claim made by the Union or by a member of the Union, based upon an alleged violation, misinterpretation, or misapplication of provisions of this Agreement.

B. The Grievance procedure shall consist of four levels.

1. Level One

An attempt shall be made to resolve any problem in informal discussions at the level where the problem occurs. Such discussion must take place within forty-five (45) calendar days after the incident.

2. Level Two

If the problem is not resolved after informal discussions, the grievance may be submitted to the Union and subsequently heard by the next immediate supervisor (the Director of operations, the supervisor of Food Services or the Director of Special and Alternative Education) within thirty (30) calendar days of the Level One discussion. A written response shall be provided within ten (10) calendar days of the Level Two meeting.

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3. Level Three

If the grievance is not satisfactorily resolved at the second level, it may be filed with the Superintendent or his designee within ten (10) calendar days after receipt of the Level Two written response. Within fifteen (15) calendar days of the notice, the parties involved shall attempt to resolve the problem.

4. Level Four

If the grievance is not resolved or no decision has been rendered within thirty (30) calendar days from the date of the Level Three conference, the Union may submit the grievance to binding and final arbitration. The arbitration shall be conducted under the Voluntary Labor Arbitration Rules of the American Arbitration Association (AAA). Each party shall bear the full cost of its representation in the arbitration. The cost of the arbitration shall be divided equally between the parties.

C. The failure of an employee or the Union to act on any grievance within the prescribed time limits will act as a bar to further appeal.

D. Should a union member choose to discontinue a grievance at either Level Two or Level

Three, the Union may continue the grievance, providing it represents a class of action.

E. The Union may drop a grievance at any Level. The decision to drop a grievance, by the Union member and/or the Union, shall not determine a precedent.

F. Two (2) Union officers shall be allowed to attend arbitration hearings under this

Agreement, if scheduled during working hours, without suffering loss of pay.

G. Union members who participate in grievance procedures shall not be subjected to any form of written reprisal or discipline because of such participation.

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ARTICLE II

1. PERSONNEL FILES

A. Employees shall have only (1) official file located in the Administration Center.

B. With an appointment, an employee may examine his/her file in the Personnel Office in the presence of a personnel officer. A union representative may accompany the employee.

2. NON-PROBATIONARY EVALUATION

A. Non-probationary employees shall be formally evaluated annually the first three (3) years of employment with District #186. Thereafter, employees shall be formally evaluated at least once every five (5) years. An evaluation (typed or written in ink) of each employee shall be conducted by his/her employee in charge, or the immediate supervisor. Cafeteria Managers will be evaluated by the Principal and/or the Food Service Director. Each evaluation will be discussed with the employee, signed by both parties and forwarded to the Personnel Office for review and filing.

B. In the event the evaluation is unsatisfactory, the employee shall be given two (2) days

advance notice of the conference and informed of his/her right to Union representation. The employee will sign the evaluation at the conclusion of the conference, indicating he/she has read the evaluation.

C. If the employee disagrees with the evaluation, he/she may write a response within fifteen

(15) calendar days of the conference. The evaluator shall sign the response indicating that he/she has read the response.

D. The Directors of Maintenance, Food Services and Special and Alternative Education shall

submit the original evaluation and response to the Personnel Office to be placed in the employee’s file. Copies of all submissions shall be filed in the offices of Maintenance, Food Services and Special and Alternative Education.

E. If remedial action is taken against an employee, that employee shall be formally

evaluated by their immediate supervisor annually for three (3) years following the remedial action.

3. PROCEDURE FOR DISCIPLINING EMPLOYEES

Employees shall be disciplined for cause, and the discipline shall be progressive. Discipline shall be in the form of verbal reprimand reduced to written form, written reprimand, suspension without pay and termination.

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Employees who are accused of the most serious offenses, such as fighting, theft, drug or alcohol use on the job, gross insubordination or other such serious actions, may be placed on unpaid administrative leave until the investigation is completed. Upon completion of the investigation, should the accusations be deemed false, the employee will be returned to his/her assignment, and suffer no loss of salary or be otherwise disciplined. Should the employer find just cause for disciplinary action, the employee may be disciplined at the higher level of the progression discipline schedule.

4. REPRESENTATION AT DISCIPLINARY MEETINGS

Disciplinary Meetings shall be held whenever the Employer decides to formally reprimand an employee, either by reducing an oral reprimand to writing, or issuing a written reprimand for placement in the employee’s official file. A written notice stating the specific cause or causes for the meeting shall be given the employee no less than two (2) days prior to the meeting. The notice shall also inform the employee to his/her right to have Union representation during the Disciplinary Meeting. The Union President or his/her designee shall be sent a copy of the notice at the same time the employee receives his/her notice.

This shall not preclude the employer’s right to investigate facts without the employee or his/her Union representative. In cases of misconduct involving a student, the two (2) days notice may be waived. Should the matter involve minor children or students, the employer may conduct an immediate investigation with the employee. The employee, in these cases, shall have a Union representative present before his/her statement is requested. The administrator(s) conducting the investigation shall contact a Union representative to inform the Union of the investigation.

5. DISCIPLINARY REPORTS

A. A written disciplinary report must be signed by the employee and placed in his/her file within thirty (30) calendar days of the alleged occurrence. The employee must sign the disciplinary report indicating that he/she has read said report. Failure to sign the report will be grounds for dismissal of the employee. A copy of the signed report will be given to the employee at the time of signing.

B. An employee may submit a rebuttal to the report within ten (10) calendar days from the

date the report was signed. Such rebuttal will be attached to the report.

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C. Employees who receive a Disciplinary Report(s) may, after a period of three (3) years for minor offenses and five (5) years for more serious offenses, request that the Disciplinary Report(s) be removed from his/her personnel file. Upon determination that no other Disciplinary Reports have been placed in the employees file during the three (3) year period for minor offenses, the request shall be granted. If there are no additional disciplinary reports during the five (5) year period than the request shall be considered. Request to purge items from the personnel file shall be in writing if possible, two days in advance. If the request is granted, the request to purge shall be along with any Disciplinary Reports.

6. WORKSHOPS

There may be periodic workshops planned by the District Administration to improve the level of service of the employees of the District. Attendance at these workshops will be required and will be on days for which the employees receive regular compensation. Other opportunities to attend in-service workshops emphasizing various areas of the total Clerical, Special Education, LPN/Health Clerks, Custodial, Maintenance or Food Service Program may be offered. Appropriate employees shall be urged to attend workshops which will upgrade their services.

A. The Union shall be allowed to address participants after workshops for a period not to exceed thirty (30) minutes, after notifying the Department providing said workshop. No expense to the District shall be incurred.

7. DEFINITION OF DAYS

Days shall be working days unless otherwise noted. During the summer, days for Food Service employees, LPN/Health Clerks, and Special Education Attendants including 200 and 190 day clerical employees shall be calendar days.

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ARTICLE III

1. VACANCIES AND EMPLOYMENT

A. VACANCIES

1. A vacancy occurs whenever an employee(s) is promoted, demoted transferred, terminated or resigns his/her position, or a new position(s) is created.

a. By October 1, the Director of Food Service will meet with the duly

authorized representative of the Union to review the Meals Per Man Hour formula that determines the number of hours needed per kitchen for the current school year. If additional hours are needed and not taken by current employees, the positions must be posted no later than fourteen (14) days after the meeting.

2. Any employee who wishes to be considered for such vacancy must file a written

application with the Office of Personnel, as specified on the Notice of Vacancy. All applicants for clerical positions shall be tested for the skills pertinent to the position being sought. Such tests will be given under supervision of the Office of Personnel.

3. If the If the employer decides to fill a vacancy, said vacancy will be posted

throughout the district. When school is in session, additional copies of the vacancy will be mailed to the Union President at the location of his/her school assignment. When school is not in session, Notice of Vacancies will be mailed to the residence of the Union President, Head Custodians and Kitchen Managers. It shall be their responsibility to post the Notice of Vacancy on a designated bulletin board.

4. When a vacancy/vacancies occurs and the employer decides to fill the

vacancy/vacancies, the Notice of Vacancy shall be posted within ten (10) calendar days, for a minimum of seven (7) calendar days, and the interviews are to be held and selection made within thirty (30) calendar days. The Union President shall be notified of the time and place of the interviews and, if requested by an applicant, the Union President or his/her designee shall be allowed to be present as an observer. All appointments are subject to a ninety (90) calendar day probationary period.

a. Interviews are not required for Kitchen Helper, Assistant Custodian, or

Special Ed Attendant positions. If the Employer decides to interview for these positions, they shall be in accordance with this Agreement.

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5. The qualifications, skills, ability, past performance, length of service with the District, and recommendations shall serve as the basis for selecting the applicant to be recommended.

6. The President of the Union shall be provided a list of candidates who have

submitted applications as specified for each Notice of Vacancy two (2) work days following the deadline specified on the Notice of Vacancy.

7. The Union President or his/her designee shall be notified within three (3) working

days after the recommended applicant is selected.

8. An annual review of appointments or transfers to positions represented by the Union shall be scheduled in June of each school year when requested by either the Employer or the Union. The review committee will be composed of two (2) members from the Union (including the Union President or his/her designee) and two (2) representatives of the Employer.

B. PROMOTIONS

1. A regular employee, promoted or transferred to a new position shall remain on the

same step of the new salary grade on which he/she is presently paid. Progression in the new salary grade to the next column shall occur as of July 1, except longevity, which shall be achieved only by those persons beginning their fifth, tenth, fifteenth, twentieth, twenty-fifth, thirtieth or thirty-fifth (5th, 10th, 15th, 20th, 25th, 30th or 35th) year of service.

2. If for any reason an employee is dissatisfied, he/she shall be eligible, within

ninety (90) days, to request to return to a position comparable to his/her former position, when such a position occurs. (Employee request not to exceed one time per contract year.)

3. If, in the assessment of the Employer, an employee appointed to a new position

proves to be unsatisfactory regarding the performance of duties and responsibilities required of that position during the probationary period, he/she may be returned to a position comparable to his/her former position when such a position materializes.

4. With regard to promotional positions, the promotion and/or lateral transfer of

regular employees shall be considered before the hiring of new employees. Test scores for clerical employees who have been continuously employed by the District for at least five (5) years will not be sent when application for a vacancy occurs. The supervisor may require retesting for consideration of vacancy.

5. Employees within the Food Service Classification shall be qualified and have at least six (6) months seniority per SEIU Local 15 contract before becoming

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a Kitchen Manager/Head Cook. In addition, the aspiring Kitchen Manager/Head Cook may seek opportunities for additional training for basic food prep knowledge to be considered to become a Kitchen Manager/Head Cook. A basic food production test will be given to candidates who wish to be promoted to Kitchen Manager/Head Cook. The test will be jointly developed with the Union.

Employees within the Operations and Maintenance classification shall be qualified and have at least six (6) months seniority per SEIU LOcal 15 contract before becoming a Warehouse Manager, Utility Crew, Head Custodian, Night Foreman, Delivery Truck Driver, Utility Foreman, or Physical Plant Supervisor.

a. If the department If the department does not receive any qualified applicants, the position may be reposted outside of contractual language found at 3.1 B 5.

6. Lateral transfers shall be limited to no more than two (2) per employee per school

year. This limitation does not include an involuntary transfer by Administration. Employees may change assignment from within the current school of employment without limitations. There are no limitations to applications for positions outside of their job classification. All lateral transfers are subject to a ninety (90) day probation.

C. HOURS OF EMPLOYMENT

1. Five (5) consecutive eight (8) hour days shall constitute a regular work week

unless mutually agreed otherwise.

2. A.With regard to Food Service and Special Education Attendants, a lunch period not exceeding thirty (30) minutes may be assigned. B. With regard to full-time Special Education Attendants, a one (1) hour early release will occur each Wednesday of the regular school calendar.

C. With regard to custodians, clerical and other covered employees, a lunch period not exceeding thirty (30) minutes may be assigned. D. Clerical employees shall have an annual option of forgoing the two (2) daily fifteen (15) minute breaks. This may be used to increase their lunch period to one (1) hour maximum. E. Clerical employees should normally begin their lunch hour no earlier than 11:00 a.m., nor later than 1:30 p.m.

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3. Employees working four (4) hours but less than six (6) hours daily shall be granted one fifteen (15) minute break.

4. Employees working six (6) or more hours daily shall be granted two (2) fifteen (15) minute breaks.

5. After December 1st of the school year, there will be no reduction in hours for

hourly employees unless mutually agreed between the Administration and the Union.

a. The parties agree that article 3.1 C 5 includes all hourly employees and

that the 60 day notice requirement does not apply for any reduction of hours.

6. All work in excess of eight (8) hours in any one (1) working day shall be paid at

the rate of time and one-half the regular rate. It is the duty of an employee to work when needed for special activities. Other overtime pay shall be paid accordingly: after forty (40) hours, unpaid non-work days, and on Saturdays, time and one-half; Sundays and holidays, double time.

All overtime requires prior administrative approval. Failure to receive such approval may result in denial of pay. Clerical Only:

a. Compensatory time (hours in excess for forty (40) hours per week), as assigned and approved by the immediate supervisor, shall be limited to four (4) hours during any given two (2) week pay period and may be used at the rate of time and one-half (1-1/2) or double time for Sundays and/or holidays at a time mutually agreed upon by the employee and his/her immediate supervisor.

b. If the clerical employee is denied the use of the earned compensatory time, the time shall be reimbursed at the end of the fiscal year as overtime at the rate earned if in excess of forty (40) hours per week, by the third paycheck of the next fiscal year.

7. When a situation requires an employee to return to his/her assignment for an

emergency or special building activity, his/her compensation shall be for a minimum of three (3) hours at the overtime rate of pay.

8. Whenever it becomes necessary for the Head Custodian to assign overtime, he/she

shall distribute the overtime equally among the personnel qualified to accept the said overtime. Employees who desire to work overtime should contact their supervisors and make arrangements to acquire the knowledge needed to become qualified for overtime.

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a. Regular overtime opportunities shall be made available to custodial employees within a school as equitably as possible and rotated on the basis of seniority. Sub Custodians will not be offered overtime until regular employees have been exhausted.

9. When it becomes necessary, due to illness, injury, vacation, bereavement leave,

vacancy, creation of a new position, etc., to temporarily appoint a Head Custodian, Kitchen Manager, Utility Foreman, Warehouse Foreman, or other employee in charge, the appointee shall be from the present district staff.

When a replacement is needed for a Kitchen Manager, and there are no Food Service employees willing to accept the position, management personnel may fill the Manager’s position temporarily. Food Service employees should be allowed, if qualified, to receive additional hours whenever an employee who is assigned more hours is absent. Substitutes shall then be assigned the shorter hours. Food Service employees working over their contractual hours, at their home school, within their classification, in any quarter will receive the same hours of pay for any holiday within that quarter. In order to receive the increased holiday pay, the employee’s average hours worked must exceed their contractual hours by one-half hour or more. This rate does not include employees working extra hours to cover and employee that is absent due to personal or sick days.

10. A district employee who is assigned to a position at a higher pay scale shall receive pay based on the employee’s present step of the new salary grade.

11. When school is not in session, but the building is operating year round, or has

either Summer School, Scope or construction, a replacement shall be required for the Head Custodian or the Physical Plant Supervisor. Other activities, if agreed upon by the Union and the Operations and Maintenance Division, may require a replacement for the Head Custodian or Physical Plant Supervisor.

12. Special Education Attendants or Food Service Employees assigned to work

Summer School or other activity when school is not in session shall be covered by this Agreement.

Summer School salary, Sick Leave, Holidays and hours shall be set by the employer. All other conditions of employment, excluding Article III, except for C., Article IV and Article V shall be covered by this Agreement unless mutually agreed otherwise.

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13. Normal work shifts for employees of the Operations and Maintenance Division are as follows:

7:00 a.m. till 3:30 p.m. Day Shift 3:00 p.m. till 11:00 p.m. 2nd Shift 10:30 p.m. till 6:30 a.m. 3rd Shift

Except by mutual agreement between the Building Department and the Union, shifts shall begin or end, within two (2) hours of the normal time, as long as not exceeding eight (8) hours. Shifts which exceed eight (8) hours shall be paid according to the overtime rate. Involuntary assignments to different or adjusted shifts shall be made by seniority, with the least senior employee being assigned first.

14. Clerical Only:

a. Ten (10) month employees will be contracted for 214 days. Twelve (12) month employees will be contracted for 260 days. Nine (9) month employees will be contracted for 194 days.

b. A list of clerical substitutes will be maintained by the Office of Personnel.

When more than one request is received for the same day, assignments will be made based on the following priorities.

First: Buildings where only one clerical employee is authorized and said employee is absent. Second: Any building where a clerical employee is absent. Third: Special Projects or Grants.

15. Employee Protection

For safety’s sake, no clerical employee shall be required to work in a building alone.

16. Early Office Closings

a. Clerical employees may leave their offices 30 minutes early during winter break and spring break when school is not in session.

b. A 45 minute early dismissal shall be granted to the clerical staff on the day

before Thanksgiving.

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c. Eight hour clerical employees on duty may leave offices one-half hour early during June, July and August as designated in the 180 day calendar, unless mutually agreed otherwise by the employer and the Union. Part time clerical employees hired before July 1, 2004 are exempt from the eight hour requirement.

D. EMPLOYMENT PROVISIONS

1. In the event a regular working employee working five (5) days weekly and less

than eight (8) hours per day is hired as a full-time employee, his/her previous service shall be credited.

2. New employees hired on or before November 1 shall have their probationary

period extend for the length of that school year. Employees hired after November 1 shall have their probationary period extend until December 31 of the following year. Lay-off and subsequent recall by the District shall not cause a probationary period to be repeated.

3. Upon termination of services, an employee in good standing and having fifteen

(15) years of service with District #186 or eight (8) years for retirement in IMRF shall be reimbursed for one-half (1/2) pay for all sick leave days accumulated based upon salary received at the prevailing rate of pay during the current period of service.

4. To receive pay increases and benefits, a person must be employed by the District

on the date the negotiated package is approved by the Board of Education.

E. REDUCTION IN FORCE

1. Seniority shall govern in the reduction of forces and the re-employment of same.

2. Employees whose jobs are RIF’d shall be notified by certified mail at least sixty (60) days prior to the end of the school year.

3. When vacancies occur within a classification which has or is about to receive

Notice of Reduction In Force, the vacancy/vacancies shall be filled by temporary employees. The employment of temporary employees shall be allowed from March 15 through June 30, at which time any vacancies which are to be filled, shall be allotted among the RIF’d employees, and any remaining vacancies filled according to this Agreement.

4. Employees in the Clerical Department who are displaced for any reason may

displace the most junior employee within their classification, and that bumped employee may bump downward within the Clerical Department only, bumping the most junior employee within the classification to which he/she bumps.

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Should a reduction in the number of contracted hours or the number of contracted days occur, the employees with the least seniority shall be bumped into the positions of reduced hours or days, in the manner stated. As vacancies occur, employees are entitled to claim positions equal in hours and/or days held by the employee prior to being displaced. Failure to claim the first position, equal to the employee’s former position, shall cause the employee to forfeit his/her right to claim any other position that may occur.

5. When an employee of the School District in the Maintenance, Warehouse or Custodial Departments is displaced for any reason, including but not limited to school closing, that employee may displace the most junior employee within his/her classification. That bumped employee in turn may bump downwards within the Maintenance, Warehouse or Custodial Departments, in each case bumping the most junior employee in the classification to which he/she bumps, as his/her seniority may permit, and with the Maintenance, Warehouse or Custodial Department to which he/she is assigned. When an individual is displaced during a fiscal year, he/she shall suffer no loss of pay by virtue thereof during that fiscal year, provided that during the balance of the fiscal year he/she allows himself/herself to be placed in the vacancy created by furloughing the junior employee within his/her classification.

Should a reduction in the number of contracted hours or the number of contracted days occur, the employees with the least seniority shall be bumped into the positions of reduced hours or days, in the manner stated. As vacancies occur, employees are entitled to claim positions equal in hours and/or days held by the employee prior to being displaced. Failure to claim the first position, equal to the employee’s former position, shall cause the employee to forfeit his/her right to claim any other position that may occur.

6. When a Special Education Attendant is displaced for any reason, including but not limited to school closings, that employee may displace the most junior employee within the several categories of Special Education Programs only.

7. Employees in the Food Services Department who are displaced for any reason

may displace the most junior employee within their classification, and that bumped employee may bump downward within the Food Services Department only, bumping the most junior employee within the classification to which she bumps.

8. All bumping of a different classification in the Maintenance, Warehouse or

Custodial Departments and within the Food Services Department, must have the approval of the Director of Operations or the Director of Food Services, as the

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case may be, who shall approve the bump unless it is determined that the bumping employee is not qualified for the position to which he or she seeks to bump.

9. In the event of two (2) or more positions of the same classification being RIF’d,

the most senior displaced employee is bumped into the position previously held by the most junior employee. The next most senior employee is then bumped into the position previously held by the next most junior employee. This continues until all positions are filled.

10. A bumped employee shall be allowed to claim the first position which opens in

the classification from which he/she was bumped. Failure to claim or refusal to claim the first position shall cause that employee to forfeit his/her right to claim any other position that may occur.

11. Employees who are RIF’d shall have recall rights for a period of one (1) year for jobs in the classification from which they were RIF’d. An employee who is reinstated shall be granted the same years of experience, vacation, longevity and accumulated sick leave as was recorded at the time of release.

12. One year only employees shall be released at the end of the year, and are not

eligible for all rights aforementioned in Section 3.1 E.

2. EMPLOYEE TRANSFERS

A. If it should become necessary to involuntarily transfer an employee for any reason, it shall be the responsibility of the person or persons requesting the transfer to show cause, if the employee so requests.

B. If two (2) employees of the same classification, wish to exchange locations, and it is

agreed upon by the employee in charge, the building Administrator and the Department Head, the employees may submit their requests for transfer to the Department of Personnel Services.

C. When an employee is transferred to a new position prior to December 1, the contracted

day may not be reduced for the remainder of that fiscal year.

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ARTICLE IV

1. DUTIES OF EMPLOYEE

A. Head Custodians have a responsibility to inspect and report the quality of work of assistants assigned to their building.

B. Head Custodians are to file with the building principal the daily work schedule of all such

custodial personnel. A copy of same shall be provided to the Operations and Maintenance Division office.

C. It shall be the responsibility of the Head Custodian or Physical Plant Supervisor, whichever applies, to perform building checks of his/her building each day that school is not in session. Building checks shall be performed during the summer at buildings operating year round, hosting Summer School and/or SCOPE and/or construction. Other activities may warrant building checks if agreed to by the Operation and Maintenance Division and the Union.

Buildings are to be checked before 9:00 a.m. Should service or repairs be necessary, calls are to be made to the Maintenance Department. Head Custodians and Physical Plant Supervisors shall be given a telephone number to call for information as to making a second building check. Should the forecast call for temperatures of eighteen (18) degrees or less, the second building check shall be made between 5:00 p.m. and 8:00 p.m. Failure to check the building shall be sufficient reason for disciplinary action and/or discharge. Should the Head Custodian or Physical Plant Supervisor be unable to perform his/her responsibility, it becomes his/her responsibility to designate or secure the services of another custodian to perform the necessary building checks. The employee who actually performs the building checks shall receive the compensation. Compensation for performing building checks shall be time and one half the regular rate of pay for building checks performed on Saturday, and double the regular rate of pay for Sundays and Holidays. Allowed time for performing building checks shall be set at one (1) hour. In the event that repairs are necessary, compensation shall continue until the employee is allowed to leave the building.

D. When school(s) is closed for emergencies such as broken water main, snow days, severe weather, power failure, etc., Local #15 employees may be scheduled to work the 1st shift. If it is deemed necessary by the Operations and Maintenance office to have an employee

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work his/her regular scheduled shift, the employee to work shall be the most junior employee located in each building. Anyone failing to report for duty will suffer disciplinary action, the form of which shall be loss of compensation for that day.

1. When schools and offices are closed for emergency purposes, employees will

make up each day in one of the following ways.

a. Operations and Maintenance employees may use days as follows.

1. Sick day – may be used with a doctor’s certificate of illness.

b. All 260-day Clerical employees may use days as follows.

1. Vacation day

2. Compensatory day

3. Sick day – may be used with a doctor’s certificate of illness.

4. Personal day

Any 260 day employee unable to use the days listed above, and failing to report for duty will suffer disciplinary action, the form of which shall be loss of compensation for that day.

c. Food Service employees, Special Education Attendants, LPN/Health Clerks and Clerical employees who work less than 260 days will make up each day at the end of their contractual periods.

2. Act of God days are excluded from Article IV.

On a day designated as an Act of God day by the District due to a natural disaster or other catastrophe, unless otherwise informed/directed by the superintendent/designee, employees are not expected to report for duty with salary and benefits unaffected and are not subject to use of vacation, personal or sick time. Act of God days as they pertain to student attendance and exhausted emergency days do not apply to employees.

E. A custodian shall not be held responsible for incidents which occurred at a time when he/she is not responsible for opening and closing the building.

F. Head Custodians, Physical Plant Supervisors, Utility Foreman and Warehouse Foreman

who are unable to work should designate or secure the services of another employee

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within their building, and with the necessary knowledge to perform their duties for that day. If unable to do this they must notify their Supervisor in the Operations and Maintenance Division before the beginning of their shift.

Other employees working the first shift must notify the Division of Operations and Maintenance before the beginning of their shift if they are unable to work. Employees working the second shift, who are unable to work, must notify the Division of Operations and Maintenance office before 11:00 a.m. of that day. Employees working the third shift, who are unable to work, must notify the Division of Operations and Maintenance office before 2:00 p.m. of that day. Except in an emergency, failure to make the proper notification shall result in forfeiture of wages for that day. Any employee reporting to his/her assigned shift tardy or leaving work early must report his/her absence to the employee in charge and/or immediate supervisor. Any employee failing to do so shall suffer forfeiture of earnings and/or disciplinary action.

G. Except in an emergency, a Food Service employee unable to work must notify his/her manager or the Food Service office the night before or no later than 6:00 a.m. if their start time is before 7:00 a.m. If the employee’s start time is after 7:00 a.m., the employee has until 7:00 a.m. to notify his/her manager or the Food Service Office. A Food Service Manager will do the same as above, notify his/her assistant, who will in turn call the Food Service office to fill the vacancy. Any regular employee failing to notify the Food Service Department as stated above shall forfeit all earnings for that day.

H. Except in an emergency, Special Education Attendants unable to work must notify

his/her employer not later than one (1) hour before the beginning of his/her shift. In addition, Special Education Attendants must call Student Support Services to request a sub. Employees shall be given a telephone number to reach the proper individual for notification.

Special Education Attendants should give 24 hour notice for sub cancellation when possible. If cancellation is for Monday, cancellation should be on the previous Friday.

I. Any employee failing to notify the employer within a three-day period of his/her absence

shall be considered to have resigned from his/her position, effective the third (3rd) day of absence. The Union President and/or the appropriate Steward shall be notified of the absence before the termination of the employee.

J. Special Education Attendants are not expected to perform duties which require teacher

certification. Their responsibilities include, but are not limited to:

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1. Filing and grading papers 2. Duplicating materials 3. Preparing bulletin boards 4. Taking care of physical needs of children 5. Serving lunch and remaining with students 6. Playground duty 7. Working with children under direct supervision of the teacher 8. Bus duty

K. Special Education Attendants are to sign in and out each day. The sign in at arrival

and sign out at departure will take place in the main office of the building. Failure to do so may result in employee discipline and deduction in wages.

2. GENERAL PROVISIONS

A. A copy of all Building Permits will be mailed to the Head Custodian at least one (1) week

in advance of the activity, unless the lateness of the request makes this impossible.

B. A committee of custodial employees and supervisory personnel will be involved in carrying out the Board of Education’s program for testing custodial supplies, equipment and related items.

C. All Food Service employees, including new hires as of February 6, 2018 must

take an ANSI accredited Food Service Managers test. The District Food Service department will pay for one (1) test and compensate the employee for eight (8) hours at their individual hourly rate for attending the class. The District will pay for one (1) test for each renewal cycle.

An employee hired before February 6, 2018 will have up 3 attempts to pass the Food Service Managers test. Failure to pass that test after 3 attempts is not grounds for separation of such an employee so long as the employee obtains an ANSI accredited Food Handlers Card. The online course will be administered by the Food Service Director or their designee. The employee is responsible for the fee. An employee hired after February 6, 2018 must pass the Food Service Managers test within his or her probationary period or such employee will be released. Upon expiration of such employee’s initial Food Service Manager’s Certification, such employee must make up to (3) attempts to renew his or her certification by passing the Food Service Managers test. Failure to pass that test after 3 attempts is not grounds for separation of such an employee so long as the employee obtains an ANSI accredited Food Handlers Card. The online course will be administered by the Food Service Director or their designee. The employee is responsible for the fee.

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Employer and employees should ensure that renewal tests are taken at least two weeks before the expiration date of an employee’s license to ensure the employee can continue to work. All Food Service employees, including new hires, Kitchen Managers, Head Cooks and those in a 2-person kitchen are required to possess a Food Service Managers Sanitation Certification. An employee in a 2-person kitchen who is unable to maintain a Food Service Managers Sanitation Certification shall be moved to another kitchen within the District.

D. Cafeteria Managers will comply with requirements of the National School Lunch and Breakfast Program.

E. Employees shall be granted sufficient time within the work day to deliver daily records

and deposits to the Food Service/Business Office.

F. An employee serving jury duty or an employee who is subpoenaed to appear in a matter in which said employee is not a party or party of interest, during his/her scheduled working hours, shall receive his/her full salary for the time served on the jury duty or subpoenaed to appear in court, surrendering to the employer all payments received as juror, less payments for non-duty days, mileage allowance, meal allowance and parking fees.

G. If chosen, employees may elect to work at elections, providing their absences create no

hardships upon the school. Employees shall receive no pay from District #186 for these days.

H. The Administration shall check off and withhold the S.E.I.U. C.O.P.E. contributions and

forward these monies to the Local #15 C.O.P.E. chairperson. All requests for check off shall be in writing and processed through the Union and the Employer.

I. If a specific uniform shall be required, it shall be furnished and maintained by School

District #186.

J. When the death of an employee occurs, the person legally entitled shall be given all pay and other benefits due under this Agreement to the employee.

K. There shall be no discrimination against any employee in the matter of training,

upgrading, promotion, transfer, lay-off, discipline, discharge or otherwise because of race, color, creed, sex, national origin or marital status.

L. Food Service employees will have an opportunity for additional training outside

their contractual calendar. Payment for this training will be in the form of a stipend. If employees do not attend, then they will not be compensated. No sick or personal leave can be used for this training day.

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ARTICLE V

1. LEAVE OF ABSENCE

A. SICK LEAVE

1. The Board of education will annually grant sick leave at the following rate:

190 day employees (Food Service & Special Education) 12 days 194 day employees (Clerical & LPN/Health Clerks) 12 days 214 day employees (Clerical) 13 days 260 day employees 14 days

2. Sick leave shall be interpreted to mean personal illness (including pregnancy), quarantine at home or serious illness in the immediate family or household. The immediate family is defined in the Bereavement Leave Section, 5.1 C.2.

a. Upon returning from leave, the employee will enter leave or ask a

designated staff member to enter leave on the on-line Absence Manager within 48 hours, identifying the cause of absence as sick leave.

3. Any absence of three (3) or more consecutive days may require a doctor’s certificate upon request by the employer.

4. Employees abusing sick day usage may be required by the employer to furnish a

doctor’s certificate for each sick leave absence. Notification shall be written.

5. Employees, after exhausting their sick leave, shall be notified that a doctor’s certificate will be required for any further absences. Failure to provide a doctor’s certificate shall be grounds for disciplinary action.

6. For employees covered by this Agreement, sick days earned but not used may be

accumulated up to the number of contract days per year, excluding paid holidays, but not less than 180 days.

The unused sick leave days above are covered under Article III, 3.1 D.3. Any unused sick leave accumulated over the amount stated above shall not be reimbursed by the employer. They shall be for serious illness or credit towards retirement. Accumulated sick days for each employee above their contractual days shall be held in escrow for each employee, to be used as credit for retirement. Following the completion of the 25th year of employment with District 186, an

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exception to the annual allotment of sick days will be 20 days per year which will be allocated to those with at least 100 accumulated sick days.

7. Sick days accumulated will be recorded on each paycheck. Sick leave for first year employees shall be prorated on a monthly basis according to employment year as per Appendix B.

8. If an employee fails to report for duty on the first working day of the fiscal year

because of reasons mentioned above, he/she will be eligible for days of sick leave, as indicated in 5.1, A.1, for the current year when he/she returns to duty.

9. All employees of the District are protected under the Worker’s Compensation

laws of Illinois for injuries arising out of and in the course of the employment. District paid fringe benefits should continue for one year in the event of disability approved by Workers’ Compensation and/or IMRF. The employee will be allowed to pay for any optional coverage which he/she desires to continue upon expiration of paid sick leave. The employee should file for Worker’s Compensation within twenty-four (24) hours of an accident. It is the employee’s responsibility to make contact with the Board of Education Secretary upon expiration of sick days and file, if appropriate, for disability compensation with the IMRF. Employees are required to complete Form 45 which may be obtained in any District #186 office and return same to that office. Employees shall submit original copies of medical bills to the District Personnel office. Employees shall not have sick days deducted for lost time covered by said leave.

B. PERSONAL LEAVE

1. Allowance

Employees may use up to three (3) sick leave days as personal days. Employees may carry over a maximum of two (2) unused personal leave days, for a maximum of five (5) personal leave days per year.

2. Usage -- Monday through Friday

a. Personal days may be used any day of the week, as long as such days do not immediately precede or follow a holiday. If possible, twenty-four (24) hour advance notice will be given to the employee’s immediate supervisor.

b. Upon returning from leave, the employee will enter leave or ask a

designated staff member to enter leave on the on-line Absence Manager within 48 hours, identifying the cause of absence as personal business. Such leave will be automatic with no prior approval necessary except on days before or after a holiday.

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3. Usage -- Before or After a Holiday

a. Use of personal leave days on a day before or after a holiday will require

at least a twenty-four (24) hour advance notice to the Operations and Maintenance office, Food Service office, Department of Special Education or the Superintendent for clerical staff. This advance notice must be accompanied by a written statement signed by the staff member outlining the reason(s) for the personal leave request. Prior approval by the Operations and Maintenance office, Food Service office, Department of Special Education or the Superintendent for clerical will then be granted if one or more of the following conditions listed under 5.1, B.3.b. have been satisfied.

b. Emergency or Personal Obligations

Appointments with university advisors; imminent danger to one’s person, family or personal possessions; handling details of settling an estate; being present for dire personal or family problems requiring immediate attention; receiving an award or degree; attending ceremonies for children or spouse receiving a college degree; participation in a family wedding; attendance at a church or civic convention as an official delegate; attendance at a professional meeting, conference, or convention as an officer or delegate of a local, state, regional, or national professional group; legal hearings, court proceedings and other legal matter of any kind and nature whatsoever in which the employee or any member of his/her family is a party or a direct pecuniary or penal part of interest. This rule shall not apply to any employee subpoenaed to appear in a matter in which said employee is not a party or a direct pecuniary or penal party of interest.

c. Additional Bereavement Leave

Days needed in addition to the approved days allowed for members of the immediate family, or to attend the funeral of a close friend or relative not listed for approved bereavement leave. Upon returning from leave, the staff member will fill out a Certificate of Absence Card identifying the cause of absence as personal business along with the specific reason(s) as found in 5.1.B.2.b.

4. Half Days

If conditions warrant, half days may be used, but the total may not exceed six (6) half or three (3) full days.

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C. BEREAVEMENT LEAVE

1. Employees may use up to three (3) days, per incident, connected with the death of

members of the immediate family or household. Such leave shall be an annual allowance and not cumulative.

2. The immediate family shall include spouse, father, step-father, mother,

step-mother, father-in-law, mother-in-law, brother, step-brother, sister, step-sister, children, step-children, grandmother, grandfather, son-in-law, daughter-in-law, sister-in-law, brother-in-law, nieces, nephews, grandchildren, aunts, uncles, legal guardian and executors to ones estate. The household shall include those individuals actually residing in the household of an employee.

2. EXTENDED LEAVES

The Board of Education may grant unpaid leaves of absence to employees per the following:

A. ILLNESS OR INJURY LEAVE

When absence, due to illness or injury of an employee with at least one (1) year of service, immediately preceding the date of disability exceeds the employee’s accrued sick days, such employee may be placed on disability under IMRF. The employee’s position may be bid and filled for a twelve (12) month period. Upon certification of the employer’s physician that the individual is physically able to return, he/she shall be reinstated to the same position and the same building at the prevailing rate of pay with full restoration of seniority benefits in effect. If the employee does not return within twelve (12) months, he/she shall be given preference of the first available vacancy. If an employee is injured on the job, said position shall be filled by temporary personnel. When, with proper certification, the injured employee returns, he/she will be reinstated at his/her former place of employment at the prevailing rate of pay.

B. GENERAL LEAVE

After five (5) years of employment and upon the recommendation of the Superintendent, the Board of Education may grant an employee a leave of absence for such reasons as deemed appropriate. Such leave may not extend beyond a twenty-four (24) month period. Upon request to return within a twelve (12) month period, the employee shall be placed in the position occupied prior to time of leave. Upon request to return from month twelve (12) to twenty-four (24), the employee shall be given preference to the first available vacancy equal to the position held at the time the leave was granted.

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C. If any Food Service employee requests to be absent for reasons other than those covered by the contract, it will be approved providing a substitute can be secured or arrangements can be made to continue smooth operation of the cafeteria. Requests should be sent to the Director of Food Services two (2) weeks in advance. Such absences are without pay and shall not exceed ten (10) days per year.

3. HOLIDAYS

A. The following specified fifteen (15) days shall be observed as holidays without loss of

pay for all custodial, warehouse, maintenance and 260 day clerical employees covered by this contract:

Independence Day Labor Day Columbus Day Veterans’ Day Thanksgiving Day Day after Thanksgiving Day before Christmas Christmas Day Day before New Year New Year’s Day Dr. Martin Luther King’s Birthday Presidents’ Day Casimir Pulaski Day Good Friday Memorial Day Additionally, one-half (1/2) day may be used for attendance at the Illinois State Fair.

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B. The following specified fourteen (14) days shall be observed as holidays without loss of pay for Food Service, Special Education Attendants, LPN/Health Clerks, 214 and 190 day clerical employees covered by this contract:

Labor Day Columbus Day Veterans’ Day Thanksgiving Day Day after Thanksgiving Day before Christmas Christmas Day Day before New Year New Year’s Day Dr. Martin Luther King’s Birthday Presidents’ Day Casimir Pulaski Day Good Friday Memorial Day Additionally, one-half (1/2) day may be used for attendance at the Illinois State Fair by 214 day employees.

4. VACATIONS

A. Twelve (12) month Custodial, Warehouse, maintenance Employees:

Vacations are earned annually by employees covered by this Agreement. The fiscal year, for accumulation purposes, shall be July 1st to June 30th. The accumulation of vacation shall begin with the first full calendar month of actual service at the rate of one (1) working day per month to a maximum of ten (10) working days for employees with less than five (5) years of service (See Appendix A). Employees who have completed five (5) years of consecutive service with the district shall be entitled to fifteen (15) working days of paid vacation. Employees who have completed twenty (20) years of consecutive service shall be entitled to twenty (20) working days paid vacation. Employees who have completed thirty (30) years of consecutive service with the district shall be entitled to twenty-two (22) working days paid vacation. Employees who have completed thirty-five (35) years of consecutive service with the district shall be entitled to twenty-four (24) working days paid vacation.

B. Employees under this agreement will schedule earned vacations with the Director of Maintenance. Except between the week before school starts and through the first full week of school, vacation days may be approved any time after permanency is established and must be used within a sixteen month period , July 1 through October 31 of the

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following year. End to end vacations are not acceptable - a sixty (60) day period of grace must be acknowledged between scheduled vacations. Eighteen custodians district wide will be allowed to take vacation days concurrently. Vacations shall be granted on a first come first served basis, except in cases of scheduling conflicts in a building. In these cases, seniority shall prevail. Twenty-four hours notice should be given.

VACATION SCHEDULE

(12-MONTH OPERATIONS & MAINTENANCE EMPLOYEES)

The following schedule for accruing and usage of accrued vacation shall be followed for twelve (12) month employees with one (1) or more years of service. V.A.P. 1-4 5-19 20-29 30-34 35+ July 1 – Aug 3 10 15 20 22 24 Aug 4 – Sept 4 9 13 18 21 21 Sept 5 – Oct 8 8 11 16 19 19 Oct 9 – Nov 13 7 9 14 16 16 Nov 14 – Dec 8 6 7 12 13 13 Dec 9 – Jan 25 5 5 10 10 10 Jan 26 – Mar 1 4 4 8 8 8 Mar 2 – Apr 1 3 3 6 6 6 Apr 2 – May 7 2 2 4 4 4 May 8 – June 20 1 1 2 2 2 The number of days allotted above may be used the following July 1 and must be used by October 31 of the following year. Examples of Vacation usage:

A custodian who has worked for the District for 3 years will accrue and earn from July 1, 2007 – June 30, 2008, ten (10) vacation days to be given to him on July 1, 2008. These 10 days must be used prior to October 31, 2009. A new employee hired on August 12, 2008, will accrue and earn from August 12, 2008 – June 30, 2009 nine (9) vacation days to be given to him on July 1, 2009. These nine days must be used by October 31, 2010. If a custodian retires on June 19, 2009, he will be paid for any unused vacation days, as well as those days accrued from July 1, 2008 – June 19, 2009. The following schedule for accruing and usage of accrued vacation shall be followed for twelve (12) month employees with less than one (1) year of service.

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Beginning Date Eligible # of Vacation Days July 1 – Aug 3 10 Aug 4 – Sept 4 9 Sept 5 – Oct 8 8 Oct 9 – Nov 13 7 Nov14 – Dec 8 6 Dec 9 – Jan 25 5 Jan 26 – Mar 1 4 Mar 2 – Apr 1 3 Apr 2 – May 7 2 May 8 – June 30 1

The number of days allotted above may be used the following July 1 and must be used by August 31 of the following year.

C. Twelve (12) month clerical employees:

Clerical employees who have completed one (1) through five (5) years of consecutive service shall be entitled to ten (10) working days of paid vacation. Employees who have completed six (6) through ten (10) years of consecutive service shall be entitled to fifteen (15) working days paid vacation. Employees who have completed eleven (11) through nineteen (19) years of consecutive service shall be entitled to eighteen (18) working days of paid vacation. Employees with twenty (20) or more years of consecutive service shall be entitled to twenty (20) working days of paid vacation. The following schedule for accruing and usage of accrued vacation shall be followed for twelve (12) month employees with one (1) or more years of service.

Years of Service Vacation 1-5 10 days 6-10 15 days 11-19 18 days 20 or more years 20 days

The number of days allotted must be used within a fourteen (14) month period between July 1 and August 31 of the following year.

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Clerical employees with less than one (1) year of service shall use their accrued vacation by August 31 of the following year according to the following schedule.

Beginning Date Eligible # of Vacation Days July 1 – Aug 3 10 Aug 4 – Sept 4 9 Sept 5 – Oct 8 8 Oct 9 – Nov 13 7 Nov 14 – Dec 8 6 Dec 9 – Jan 25 5 Jan 26 – Mar 1 4 Mar 2 – Apr 1 3 Apr 2 – May 7 2 May 8 – June 30 1

These days must be used within a fourteen month period between July 1 and August 31 of the following year and may not be accumulative. Employees transferring from a 214 day to a 260 day position shall be credited vacation based on the following schedule. Date change of Eligible Number of Vacation Days Assignment Occurs 1-5 yrs 6-10 yrs 11-18 yrs 20 + yrs Jul 1 – Aug 3 10 15 18 20 Aug 4 – Sept 4 9 13 16 18 Sept 5 – Oct 8 8 11 14 16 Oct 9 – Nov 13 7 9 12 14 Nov 14 – Dec 8 6 7 10 12 Dec 9 – Jan 25 5 5 8 10 Jan 26 – Mar 1 4 4 6 8 Mar 2 – Apr 1 3 3 5 6 Apr 2 – May 7 2 2 3 4 May 8 – June 30 1 1 1 2 The number of days allotted above may be used at any time within the fiscal year as mutually agreed upon by employee and supervisor.

D. Full time clerical employees must request preference as to vacation time from their supervisor. Every effort will be made to grant the time requested, as long as it does not interfere with the smooth functioning of the district. If the time requested is not granted the supervisor shall provide a written reason for denial. Each employee shall fill out a Certificate of Absence card indicating the days used for vacation.

E. Any employee who retires or resigns from his/her position shall be entitled to receive

compensation for his/her accumulated days of earned vacation time.

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F. Employees, upon completing fifteen (15) years of consecutive service at the option of the employee, may purchase one (1) additional week of vacation, in accordance with the following guidelines.

Purchased vacation time shall be used before earned vacation time. Employees may voluntarily have one (1) week of salary deducted annually in equal amounts per pay, 1/24th per pay, beginning with the first pay in July. Should an employee retire or resign from his/her position, having used more vacation days than he/she has earned, the employer shall be allowed to recover the days that were unearned.

5. INSURANCE

A. The employer will provide Major Medical Insurance of at least the benefits included in

the plan available at the time of the signing of this Agreement. Employees may elect, through payroll deduction, to cover their families and dependents at their own expense. Fringe benefits including payroll deductions shall become effective for regular employees on the first of the calendar month following the issuance of the first regular payment of salary to said employee. Employees shall be eligible for the same group health insurance and life insurance benefits as are available to other full-time employees of the Sisdrice, pursuant to the same terms and conditions as shall apply from time to time to such employees.

B. Said fringe benefits shall terminate on the last day of the calendar month following the

month during which deductions were made.

C. Conversion to private coverage of District sponsored Medical or Life Insurance shall be as specified in the Board of Education contract then in effect with the respective carrier.

D. Retirement Options

1. An employee credited with eight (8) years or more of service and being fifty-five

(55) or more years of age, shall at retirement, have the option to remain in the District’s hospitalization plan. The employee shall bear the cost for such coverage.

2. An employee credited with 30 years of service and being 55 years of age or 15

years of service and being 60 years of age, will upon retirement receive a paid hospitalization policy until that time he/she will be permitted by law to enroll in the Medicare program.

E. In conformity with law, the Board will provide for the continuation of an employee’s

insurance coverage for eighteen (18) months after his involuntary termination. The cost of this continued insurance coverage is to be borne by the employee at the prevailing premium rate.

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F. The Board of Education shall provide $20,000 term Life Insurance double-indemnity policy for each employee covered by this Agreement, whose regularly assigned duties require twenty (20) or more hours of service during a normal work week. The employee has the option to purchase additional coverage through the payroll deduction plan.

G. To receive pay increases and benefits, a person must be employed by the District on the

date the negotiated package is approved by the Board of Education.

H. An employee who meets the following criteria will, upon retirement, receive a paid hospitalization policy until that time he/she will be permitted by law to enroll in the Medicare program.

* The employee is disabled in some manner * The employee has made application to IMRF for Disability * The employee has exhausted all sick leave and sick bank possibilities * The employee meets all IMRF requirements for retirement * The employee meets the following schedule:

30 years of service and is 55 27 years of service and is 56 24 years of service and is 57 21 years of service and is 58 18 years of service and is 59 15 years of service and is 60

6. SERVICE CREDIT

A. For service credit purposes, individuals employed prior to January 1 will be given one (1) full year’s service credit toward all benefits. Those employed after January 1 will receive no additional service credit toward benefits on July 1, and anniversary date.

B. Effective July 1, 2004, employees who have worked for the employer in the past shall

receive credit for past employment, provided the employee meets the following requirements:

1. For past employment service credit, break in service may not exceed one year.

2. The employee verifies his