AGREEMENT BETWEEN DISTRICT U-46 SECRETARIAL ASSOCIATION AND THE BOARD OF EDUCATION ... · 2015-10-08 · DISTRICT U-46 SECRETARIAL ASSOCIATION AND THE BOARD OF EDUCATION DISTRICT

2015- 2017

AGREEMENT

BETWEEN

DISTRICT U-46

SECRETARIAL ASSOCIATION

AND THE

BOARD OF EDUCATION

DISTRICT U-46

Table of Contents

ARTICLE I ................................................................................5RECOGNITION ..................................................................5

ARTICLE II ...............................................................................5ASSOCIATION AND EMPLOYEE RIGHTS .......................5

2.1 DUES DEDUCTIONS.......................................52.2 AGENCY SHOP ...............................................62.3 INTERNAL COMMUNICATIONS......................72.4 SCHOOL FACILITIES.......................................72.5 RIGHT TO ORGANIZE.....................................82.6 NON-DISCRIMINATION ...................................82.7 INFORMATION SHARING ...............................82.8 PRESIDENT RELEASE TIME ..........................8

ARTICLE III ..............................................................................9BOARD’S RIGHTS.............................................................9

ARTICLE IV..............................................................................9NEGOTIATIONS ................................................................9

4.1 PROCEDURES ................................................94.2 IMPASSE PROCEDURE................................10

ARTICLE V.............................................................................12GRIEVANCE PROCEDURE ............................................12

5.1 GRIEVANCE DEFINITION .............................125.2 EMPLOYEE PROTECTION ...........................125.3 EMPLOYEE RIGHTS .....................................125.4 TIME LIMITS...................................................125.5 CONFORMITY WITH AGREEMENT..............135.6 ADVANCED STEP FILING .............................135.7 WITHDRAWING GRIEVANCES.....................135.8 PROCEDURE.................................................145.9 REPRESENTATION AND WITNESSES.........17

ARTICLE VI............................................................................17WORKING HOURS..........................................................17

6.1 HOURS...........................................................176.2 PART TIME .....................................................176.3 SHORT TERM/TEMPORARY POSITIONS....186.4 BREAKS .........................................................186.5 LUNCH PERIOD.............................................19

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6.6 OVERTIME.....................................................196.7 SECRETARIAL FILL-IN PAY ..........................206.8 STAFFING LEVELS........................................20

ARTICLE VII...........................................................................24WORKING CONDITIONS ................................................24

7.1 PAYROLL........................................................247.2 STAFF DEVELOPMENT ................................257.3 SUPERVISOR ABSENCES............................297.4 CLASSIFICATION ..........................................297.5 JOB DESCRIPTIONS.....................................297.6 SPECIAL CONDITIONS .................................29

ARTICLE VIII..........................................................................30EMPLOYMENT PROCEDURES......................................30

8.1 EMPLOYMENT...............................................308.2 RE-EMPLOYMENT ........................................348.3 ORIENTATION TRAINING..............................348.4 PROBATIONARY PERIOD.............................348.5 EVALUATIONS ...............................................358.6 DISCIPLINE-DISCHARGE .............................358.7 RETIREMENT AND SOCIAL SECURITY.......368.8 RESIGNATIONS.............................................368.9 RETIREMENT INCENTIVE ............................37

ARTICLE IX............................................................................38VACANCIES.....................................................................38

9.1 VACANCIES ...................................................389.2 DETERMINATION OF SENIORITY................419.3 INVOLUNTARY TRANSFERS........................439.4 REDUCTION IN FORCE ................................43

ARTICLE X.............................................................................47LEAVES OF ABSENCE....................................................47

10.1 SICK LEAVE DAYS ........................................4710.2 PERSONAL LEAVE DAYS .............................4710.3 JURY DUTY....................................................4810.4 MATERNITY LEAVE.......................................4810.5 ASSOCIATION LEAVE ...................................5010.6 PROFESSIONAL MEETINGS ........................5010.7 LEAVE OF ABSENCE - PERSONAL..............50

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10.8 LEAVE OF ABSENCE - MEDICAL .................5210.9 ACCEPTANCE OF A LEAVE OF

ABSENCE POSITION................................5310.10 ADOPTION LEAVE.........................................5310.11 FAMILY AND MEDICAL LEAVES ...................5410.12 BEREAVEMENT DAYS ..................................5510.13 MODIFIED DUTY ...........................................55

ARTICLE XI............................................................................56CALENDAR......................................................................56

11.1 WORK YEAR..................................................5611.2 HOLIDAYS......................................................5811.3 VACATIONS ...................................................5911.4 EMERGENCY DAYS ......................................61

ARTICLE XII...........................................................................62INSURANCE ....................................................................62

12.1 HEALTH INSURANCE PLAN .........................6212.2 LIFE INSURANCE..........................................6312.3 LIABILITY INSURANCE .................................6312.4 DENTAL INSURANCE....................................6312.5 FLEXIBLE SPENDING ACCOUNTS ..............6412.6 LONG TERM DISABILITY ..............................64

ARTICLE XIII..........................................................................64SALARY ........................................................................64

13.1 STARTING SALARIES FOR UNITMEMBERS..................................................64

13.2 SALARY INCREASES....................................6513.3 INCREASES/DECREASES BETWEEN

GROUP LEVELS ........................................65SECRETARIAL CLASSIFICATION SCHEDULE(Effective July 1, 2015).................................................70

SECRETARIAL CLASSIFICATION CRITERIA.................72ARTICLE XIV .........................................................................74

SAVINGS CLAUSE ..........................................................74ARTICLE XV ........................................................................74

NO STRIKE; NO LOCKOUT ............................................7415.1 NO STRIKE; NO LOCKOUT...........................74

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ARTICLE XVI ........................................................................74WAIVER CLAUSE; DURATION AND TERMINATIONCLAUSE ........................................................................74

16.1 WAIVER CLAUSE ..........................................7416.2 DURATION AND TERMINATION ...................75

Memorandum HOME/SCHOOL LIAISONS............................76INDEX ....................................................................................78

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ARTICLE I

RECOGNITION

The Board of Education recognizes the District U-46 SecretarialAssociation, an affiliate of the Illinois Education Association andthe National Education Association, as the sole and exclusivebargaining agent for all secretarial employees, clerical assistants,and Level 2 computer technicians of the District except for Infor-mation Services personnel assigned to the Educational ServiceCenter (ESC) and the secretary to each of the following cabinetlevel positions: Superintendent, Chief of Staff, Chief of Equityand Social Justice, Chief Legal Officer, Chief Operations Officer,Assistant Superintendent for Elementary Schools, Assistant Su-perintendent for Secondary Schools, and other cabinet level po-sitions approved by the Board of Education. Also excluded arethe Director of Information Services, department managers, helpdesk employees, programmers, software developers, networkengineers, system analysts, and all other supervisors, manage-rial and confidential employees as defined under the Illinois Ed-ucational Labor Relations Act.

ARTICLE II

ASSOCIATION AND EMPLOYEE RIGHTS

2.1 DUES DEDUCTIONS

The Board shall deduct from the pay of each member thedues of the Association.

1) A member may authorize dues deductions byhaving presented an authorization to the Boardon or before September 1, or the first of anymonth thereafter. The amount specified by theAssociation will be pro-rated and deducted fromthe employee’s paycheck starting in the month inwhich authorization begins and ending in June.

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2) Such authorization shall not be revocable for pe-riod, which is the lesser of one (1) year or the re-mainder of the term of the Agreement. If amember resigns from the employment of theBoard prior to termination of the effective periodof the current authorization, the Board shalldeduct the dues for the month in which the resig-nation takes place from the employee’s lastcheck.

3) All dues deducted by the Board shall be remittedto the treasurer of the Association no later thanten (10) days after such deductions are made.

2.2 AGENCY SHOP

2.2.1

It is recognized that the negotiations and administrationof this Agreement entail expenses, which appropriatelyare shared by all employees who are beneficiaries of saidAgreement. To this end, if an employee does not join theAssociation, such employee will:

a) Execute an authorization for the deduction of asum equivalent to the proportionate share of thecost of the collective bargaining process and con-tract administration, measured by the amount ofdues uniformly required by members; or

b) Pay directly to the Association a like sum. In anyevent, the money shall be handled in the samemanner as Section 2.1.

2.2.2

In the event such an authorization is not signed or suchdirect payment is not made within thirty (30) days follow-ing the commencement of employment of the employee

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PPart Time • 17Payroll • 16Personal Leave • 47, 50Probation • 34

RReduction in Force • 43Resignation • 36Retirement • 37

SSalary • 64Seniority • 41Sick Leave • 28Staff Development • 25Staffing Levels • 20

TTemporary Positions • 18Travel Reimbursement • 30

VVacancies • 38Vacation Days • 59

WWaiver Clause • 74Work Year • 56

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or the effective date of this Agreement, whichever is later,the Board shall deduct the Agency Fee in equal pay-ments as provided for in 2.1 (1) and transmit suchamount to the Association.

2.2.3

The Association agrees to indemnify and save the Boardharmless against any liability, which may arise by reasonof any action taken by the Board in complying with theprovisions of Section 2.2.2 including reimbursement forany legal fees or expenses incurred in connection there-with.

2.2.4

The Board agrees to promptly notify the Association inwriting of any claim, demand, suit or other form of liabilityin regard to which it will seek to implement the provisionsof Section 2.2.2 above and, if the Association so requestsin writing, to surrender claims, demands, suits or otherforms of liability.

2.3 INTERNAL COMMUNICATIONS

The Association will have the right to use the school dis-trict mail and e-mail services for communications pro-vided; however, that such communications are done onlyon non-work time.

2.4 SCHOOL FACILITIES

The Association and its representatives will be able touse school facilities for meetings, provided the proper ad-ministrator has been contacted and the Associationagrees to pay reasonable costs in the event there are anyspecial costs to the District.

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2.5 RIGHT TO ORGANIZE

Employees shall have the right to organize, join and as-sist the Association and to participate in collective nego-tiations with the Board. The Board shall not discriminateagainst any employee with respect to hours, wages, andother terms and conditions of employment by reason ofmembership in the Association, participation in negotia-tions with the Board, or the institution of any grievance,complaint, or proceeding under this Agreement.

2.6 NON-DISCRIMINATION

Neither the Board nor the Association will discriminateagainst any employee because of race, creed, color, na-tional origin, age (as defined by law), membership or non-membership in the Association.

2.7 INFORMATION SHARING

The Association President shall be furnished all regularand routinely prepared information concerning the finan-cial condition of the school district and all semi-monthlyBoard reports and minutes.

2.8 PRESIDENT RELEASE TIME

The Association President and/or designee shall be re-leased four (4) hours per week for the purpose of con-ducting Association business. There shall be noreduction in pay or benefits as a result of such releasetime. The Association will reimburse to the District anamount equal to four (4) hours times the base rate of payfor time spent in President release time. The AssociationPresident will give 24 hours notice for such leave, when-ever possible.

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HHealth Insurance • 62Holidays • 58Home/School Liaisons • 76Hours • 17

IInsurance • 62Involuntary Transfers • 43

JJob Descriptions • 29Jury Duty • 48

LLiability Insurance • 63Life Insurance • 63Long-term Disability • 64Lunch • 19

MMaternity Leave • 48Medical Leave • 52Mediation Administration • 30Modified Duty • 55

OOrientation • 34Overtime • 19

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INDEX

AAdoption Leave • 53Association Leave • 50

BBereavement Leave • 55Breaks • 18

CClassification • 29, 70

DDental Insurance • 63Discipline • 35Dues Deduction • 5Duration of Agreement • 75

EEarly Retirement • 37Emergency Days • 61Employee Procedures • 32Evaluations • 35Experience Credit • 34Extra Duty Compensation • 31

FFair Share • 5Family and Medical leave • 54Flexible Spending • 64

GGrievance Procedure • 12, 13, 14

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ARTICLE III

BOARD’S RIGHTS

The Association recognizes that the Board has responsibilitiesand authority to manage and direct, on behalf of the public, allthe operations and activities of the school district to the full extentauthorized by law and shall be limited only by the provisions ofthis Agreement.

ARTICLE IV

NEGOTIATIONS

4.1 PROCEDURES

Negotiations for a successor collective bargaining agree-ment will commence on April 1 or on another mutuallyagreed upon date. Negotiations meetings will be held asnecessary at times and places mutually agreed to by bothparties.

In any negotiations described in this Article, neither partyshall have any control over the selection of the negotiat-ing representatives of the other party. A maximum ofeight (8) designated representatives to be selected by theBoard and a maximum of eight (8) designated represen-tatives to be selected by the Association shall meet forthe purpose of negotiating and seeking agreement. It isrecognized that no final agreement between the partiesmay be executed without ratification by a majority of theBoard and by a majority of the membership of the Asso-ciation, but the parties mutually pledge that representa-tives selected by each shall be clothed with all necessarypower and authority to make proposals, consider propos-als, and/or compromise in the course of negotiations,subject only to such ultimate ratification.

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Throughout negotiations, all tentative agreements shallbe signed by a representative designated by each party.During the course of any negotiations described in thisArticle, the parties mutually pledge to deal with eachother openly and fairly and to sincerely endeavor to reachagreement.

For the purpose of this section, to bargain collectively isthe performance of the mutual obligation of the employerand the representatives of the employees to meet at rea-sonable times and confer in good faith with respect towages, hours and other terms and conditions of employ-ment, or the negotiations of an agreement or any ques-tion arising there under, the execution of a writtencontract incorporating any agreement reached if re-quested by either party, but such obligation does notcompel either party to agree to a proposal or require themaking of a concession.

4.2 IMPASSE PROCEDURE

4.2.1 Impasse

If agreement is not reached on all items prior to August1, either party may declare that an impasse has beenreached. Prior to August 1, if further negotiations appearunproductive, impasse procedures shall be as follows:

4.2.2 Mediation

In the event that an impasse is reached by either or bothof the parties during the course of negotiations, the par-ties hereby mutually agree to mediation as a means ofattempting resolution of the item or items in dispute. TheFederal Mediation and Conciliation Service shall be re-quested by the parties to appoint a mediator from its staff.

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Memorandum HOME/SCHOOL LIAISONS

It is agreed that DUSA will continue to cooperate in dis-cussions with the District and with DUEA in an effort toassure that the interests of all bargaining unit membersand the needs of the District are addressed with regardto the duties and responsibilities of the home/school li-aisons. This provision shall not be subject to the griev-ance procedure.

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16.2 DURATION AND TERMINATION

This Agreement shall constitute the Agreement betweenthe parties. This Agreement shall be in effect July 1, 2015through June 30, 2017 and shall continue in effect fromyear to year thereafter unless either party gives writtennotice of its desire to amend or terminate this Agreement.Grievances over the provisions new to this Agreement (incomparison to the 2008 to 2011 Agreement) may only bebased on events occurring after ratification of the Agree-ment by the Association and the Board.

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4.2.3 Fact Finding

If mediation has failed to bring about agreement on all is-sues within five (5) days, excluding Saturday and Sun-day, after the first mediation session, either the Board orthe Association may request that the issues which remainin dispute be submitted to a fact finder. The fact findershall be selected by the American Arbitration Associationin accordance with its rules, which shall likewise governthe fact-finding proceedings.

The fact finder will have the authority to hold hearingsand make procedural rules. Within thirty (30) days afterthe conclusion of such hearings or a date set by the factfinder, the fact finder shall submit a report in writing to theBoard and the Association only, and shall set forth in thereport his/her findings of fact, reasoning, and recommen-dations on the issues submitted. The report shall be ad-visory only and binding neither on the Board nor theAssociation. The report shall not be released to the pub-lic earlier than five (5) days following its receipt by bothparties.

Within five (5) days after receiving the report of the factfinder, the Board and the Association will meet to discussthe report. The respective parties shall take official actionon the report of the fact finder no later than five (5) daysafter the meeting.

4.2.4 Costs

Any cost incurred through mediation or fact finding willbe shared equally by the Board and the Association.

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ARTICLE V

GRIEVANCE PROCEDURE

5.1 GRIEVANCE DEFINITION

Any claim by an employee or the Association that therehas been a violation, misinterpretation, or misapplicationof any provision of this Agreement may be processed asa grievance as hereinafter provided.

5.2 EMPLOYEE PROTECTION

All employees will be entitled to fair, reasonable and eq-uitable treatment when processing grievances. An em-ployee who participates or intends to participate in anygrievance as described herein shall not be subjected todiscipline, reprimand, warning, or reprisal because ofsuch participation or intention. All documents, commu-nications, and records dealing with the processing of agrievance will be filed separately from the personnel filesof the participant.

5.3 EMPLOYEE RIGHTS

Any employee shall have the right to present grievancesin accordance with this procedure and to be representedby the Association. Nothing contained herein shall beconstrued as limiting the right of any employee having agrievance to discuss the matter informally with his/her im-mediate supervisor and having the grievance resolved,provided the resolution is consistent with the provisionsof this Agreement.

5.4 TIME LIMITS

The time limits provided in this Article shall be strictly ob-served, but may be extended by written agreement of theparties. In the event a grievance is filed after May 15th

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ARTICLE XIV

SAVINGS CLAUSE

Should any Article, Section, or clause of this Agreement be de-clared illegal by a court of competent jurisdiction, said Article,Section or clause, as the case may be, shall be automaticallydeleted from this Agreement to the extent that it violated the lawbut the remaining Articles, Sections, and clauses shall remain infull force and effect for the duration of this Agreement, if not af-fected by the deleted Article, Section or clause.

ARTICLE XV

NO STRIKE; NO LOCKOUT

15.1 NO STRIKE; NO LOCKOUT

The Association will not strike or engage in a sympathystrike during the term of this Agreement. The Board willnot lockout employees during the term of this Agreement.

ARTICLE XVI

WAIVER CLAUSE; DURATION ANDTERMINATION CLAUSE

16.1 WAIVER CLAUSE

The Board and the Association, for the life of this Agree-ment, each voluntarily agrees that the other shall not beobligated to bargain collectively with respect to any sub-ject or matter referred to or covered in this Agreement orany subject or matter not specifically referred to or cov-ered in this Agreement.

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CLASSIFICATION C(Proficiently demonstrates all criteria listed, including classifica-tion A+B)

Demonstrates appropriate decision making in support of or inabsence of director or supervising administratorKnowledge and ability to perform necessary tasks to ensurethe smooth operation of the district level department/buildingProficient in specialized computer programs and applicationsResponsible for creating and initiating written and verbal com-munication (community and district officials/representatives)Responsible for maintaining director or supervising administra-tor calendar/schedule (if applicable)Responsible for office management, environment, staff, fi-nances (banking and financial software)Ultimately responsible for coordination, organization, facilitationof district level department/building

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of any year and strict adherence to the time limits mayresult in hardship to any party, the Board shall use its bestefforts to process such grievance prior to the end of theschool term or as soon thereafter as possible. Wheneverillness or other incapacity of the grievant and/or involvedadministrator prevents his/her presence at a grievancemeeting, the time limits shall be extended to such timethat said party can be present. When such grievancemeetings and conferences are held during school hours,all employees whose presence is required shall be ex-cused, with pay, for that purpose.

5.5 CONFORMITY WITH AGREEMENT

Adjustment of any grievance as described herein shallbe consistent with the provisions of this Agreement.

5.6 ADVANCED STEP FILING

A grievance claim on behalf of two or more employeeshaving the same grievance and grievances involving anadministrator other than building level administrators maybe filed by the Association at Step II of the formal griev-ance procedure. In all instances, grievances filed by theAssociation must be filed within ten (10) school days afterthe event giving rise to the grievance unless the griev-ant(s) could not have known about the event in the exer-cise of reasonable diligence, in which case the period willbe ten (10) school days from the time when the eventshould have been known in the exercise of reasonablediligence. No grievance shall be adjusted without priornotification to the Association and opportunity for an As-sociation representative to be present.

5.7 WITHDRAWING GRIEVANCES

A grievance may be withdrawn at any level by the griev-ant.

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5.8 PROCEDURE

Any employee who believes there is basis for a grievancemay discuss the matter informally with his/her immediatesupervisor.

5.8.1 Formal Grievances

The following formal grievance procedure may be in-voked by a grievant:

Step I (Immediate Supervisor)

The grievant may submit to the immediate supervisor,within ten (10) school days after the event giving rise tothe grievance, unless the grievant(s) could not haveknown about the event in the exercise of reasonable dili-gence, in which case the period will be ten (10) schooldays from the time when the event could have beenknown in the exercise of reasonable diligence, a state-ment of the nature of the grievance and provisions of theAgreement allegedly violated, and the relief sought. Acopy of the grievance shall be submitted by the employeeto the Association representative and by the immediatesupervisor to the Superintendent. Within five (5) schooldays of receipt of the Grievance Report Form, the imme-diate supervisor shall meet with the employee and theAssociation representative in an effort to resolve thegrievance. The immediate supervisor shall indicatehis/her disposition of the grievance within five (5) schooldays after such meeting by completing Step I of theGrievance Report Form and returning it to the employee.The Association and the Superintendent shall both be no-tified in writing as to the disposition of the grievance.

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SECRETARIAL CLASSIFICATION CRITERIA

CLASSIFICATION A (Proficiently demonstrates all criteria listed)

Ability to communicate and interact with staff and co-workers ina professional mannerDemonstrates positive customer service skillsDemonstrates confidentialityAbility to work independentlyAbility to prioritize tasksDemonstrates organizational skillsKeeps accurate filingMaintaining appropriate inventories and online file manage-ment.Able to use office machines (ex. laminator, fax, intercom,phone, and copier)Accurate typing/keyboardingWorking knowledge of computer programsWillingness and ability to learn

CLASSIFICATION B(Proficiently demonstrates all criteria listed, including classifica-tion A)

Perform reception dutiesPerform student attendance dutiesUtilize excellent written and verbal communication skills (par-ents, staff and students)Responsible for tracking and balancing building/department ex-penditures (if applicable)Working knowledge of computer programs Word and ExcelWillingness to learn and become proficient in advanced appli-cations and specialized computer programs (Mail Merge, Stu-dent Information Systems, Business Portal, etc.)

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Coordinators of:Assessment, Research, Student Discipline, AVID, Stu-dent ServicesDistrict RecordsDistrict Safety & SecurityLiteracy Instruction LearningMath, Science, Planetarium, Instructional TechnologyRegional Vocational/Career & Technology EducationGifted Program

Supervisor of:Central School ProgramsSpecial Education Elementary, Middle, & High School)Special Education-Health Services

*The high school guidance secretary classifications are deter-mined by duties assigned in the job description by the highschool Principal and approved by Human Resources.

This list shall not limit the creation of any new position in anyclassification.

2008-2011 Agreement Memorandum – Added to 2011-2015and 2015-2017 Agreements

The current positions of “HR Help Desk” and “Certification Spe-cialist” will be grandfathered as non-bargaining unit positionsuntil the employees currently assigned to those positions areno longer so assigned. At such time as the assignments endand the positions are posted without change in the job duties,the positions shall become bargaining unit positions. If the du-ties of the positions are changed, the bargaining unit status willbe addressed by the Association and the District and, if noagreement is reached, the bargaining unit status shall be sub-ject to resolution through the applicable provisions and proce-dures of the Illinois Educational Labor Relations Act.

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Step II (Superintendent)

If the grievant is not satisfied with the disposition of thegrievance, or if no disposition has been made within theabove-stated time limits, the grievant shall completeGrievance Report Form, Step II within seven (7) schooldays after receiving the immediate supervisor’s disposi-tion or after the above-stated time limits have expired,and submit the grievance to the Superintendent or his/herdesignee. Within five (5) school days the Superintendentand/or his/her designated representative shall meet withthe grievant and his/her Association representative.Within five (5) school days of the meeting the Superin-tendent or his/her designee shall indicate in writinghis/her disposition by completing his/her portion of StepII and forwarding it to the grievant. The Association andthe immediate supervisor shall be notified of said dispo-sition.

Step III (Board of Education)

If the grievant is not satisfied with the disposition madeby the Superintendent or his/her designee, or if no dis-position has been made within the above-stated time lim-its, then the grievant shall complete Grievance ReportForm, Step III within seven (7) school days after receivingthe disposition of the Superintendent or his/her designeeor after the above-stated time limits have expired, andsubmit the grievance to the Board by filing a copy withthe President of the Board and the Superintendent or,upon mutual written agreement of the Board and the As-sociation, to arbitration before an impartial arbitrator ishereinafter provided.

If the grievance is submitted to the Board, the Board, atits next regularly-scheduled meeting, shall meet with thegrievant, the Association representative, and the Super-intendent and/or his/her designee, to review such griev-ance in executive session or give such grievances the

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consideration as it shall deem appropriate. The disposi-tion by the Board shall be made to the grievant by com-pleting Grievance Report Form, Step III, within seven (7)days of the meeting. A notification of such dispositionshall be furnished the grievant, the Association, and theimmediate supervisor.

Step IV (Arbitration)

If the Association is not satisfied with the disposition ofthe grievance by the Board, or if no disposition has beenmade by the Board within the period above provided, orif the Board and the Association have chosen to insteadsubmit the grievance to arbitration, the grievance may besubmitted to arbitration before an impartial arbitrator bythe Association’s completion of Grievance Report Form,Step IV, and filing of same with the Board. If the Associ-ation fails to forward to the Board the grievance reportform, Step IV, within twenty (20) school days of receiptby the Association of the Board’s disposition, when StepIII has been used, then the grievance shall be consideredwaived.

If the American Arbitration Association is not notifiedwithin thirty (30) days of the notification to the Board, thegrievance shall be considered waived. If the parties can-not agree as to the arbitrator, he/she shall be selected bythe American Arbitration Association in accordance withits rules, which rules shall likewise govern the arbitrationproceedings. The arbitrator shall have no power to alter,add to, or subtract from the terms of this Agreement. TheBoard and the Association shall not be permitted to as-sert in such arbitration proceeding any ground or to relyon any evidence not previously disclosed to the otherparty. Both parties agree that the award of the arbitratorshall be final and binding. The Board and the Associationshall share equally the cost of the arbitration.

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GROUP C

Accounts PayableAccounts ReceivableEarly ChildhoodElementary PrincipalFood Service BookkeeperHigh School:

Assistant PrincipalAthletics*GuidancePrincipalRegistrarTreasurerHealth Secretary

Human ResourcesIndependence SchoolMiddle School PrincipalPayrollPlant OperationsSAFESchool Community RelationsSpecial Education

Directors of:Alternative EducationBusiness ServicesEarly ChildhoodEarly Language Learners (ELL)Financial ServicesFine ArtsFood ServiceHuman ResourcesInformation ServicesInstruction-ElementaryInstruction-SecondaryPlant OperationsSpecial EducationTeacher Effectiveness Initiatives

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SECRETARIAL CLASSIFICATION SCHEDULE(Effective July 1, 2015)

GROUP A

Clerical Assistant

GROUP B

District Records ReceptionistElementary SecretaryEnglish Language Learners (ELL) SecretaryHealth Secretary – Elementary/MiddleHigh School Secretaries:

AttendanceDeanDivisional ChairpersonEnglish Language Learners (ELL)*GuidanceSchedulingSub-caller

Middle School Assistant Principal Secretary (10 month)Middle School SecretarySwitchboard/Receptionist

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5.9 REPRESENTATION AND WITNESSES

In any grievance meeting or hearing, either party maybring such witnesses and/or representatives as the re-spective party may select.

ARTICLE VI

WORKING HOURS

6.1 HOURS

Unless otherwise defined in this article, a full time bar-gaining unit member is an employee who works morethan six (6) hours per day and more than 30 hours perweek and more than six (6) months per year performingwork within the DUSA bargaining unit.

A full time bargaining unit member in the EducationalServices Center will work from 7:30 a.m. to 4:30 p.m. withan hour lunch period. Exceptions to the above are to beapproved by the immediate supervisor.

All full time Level 2 Technicians will work an eight (8) hourshift. Level 2 Technicians will be given prior notificationof any change in assignment. It is the intent of the Asso-ciation and the District to provide as much notice as pos-sible before the beginning of each school year of anyassignment changes for the upcoming year. It is under-stood that unforeseen changes in personnel and/or Dis-trict operations may preclude previously announcedassignments, in which case notice will be provided assoon as is administratively possible.

6.2 PART TIME

All part time personnel (secretaries and clerical assis-tants) shall be hired on an hourly basis as established inSection 6.8, Staffing Levels. A person filling a short term

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or temporary position for less than six months if for atwelve month position or for less than one semester if fora ten month position, shall be paid no less than the GroupA rate. All permanent part time employees working morethan thirty (30) hours per week and more than 6 monthsper year for work performed within the DUSA bargainingunit in a single position or combination position will re-ceive full benefits as provided by this Agreement. Forwork outside the unit combined with work in the unit thecut off will be 37.5 hours per week to receive full benefitsas provided by this agreement.

6.3 SHORT TERM/TEMPORARY POSITIONS

A short-term position shall be defined as an additional jobcreated for the purpose of a special district project. If theduration of such a job exceeds 12 months, the job shallbe posted as a bargaining unit position subject to 9.1.

A temporary position shall be defined as a position cre-ated by a temporary absence of a bargaining unit mem-ber. A temporary absence of 6 months or less for a12-month position or 90 school days or less for a 10-month position may be filled temporarily at the district’sdiscretion. If the temporary absence exceeds 6 monthsfor a 12-month position or more than 90 school days fora 10 month position, the temporary position shall be filledin accordance with 9.1 of this agreement.

The District will notify DUSA monthly in an agreed uponmanner with an accounting of all short term/temporarypositions in effect during the prior month.

6.4 BREAKS

Each bargaining unit member shall receive a ten (10)minute break for the first four (4) hours worked and a sec-ond ten (10) minute break will be given to those bargain-ing unit members who work more than six (6) hours.

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lower group level on the pay chart for the correspondingfiscal year.

When a part-time secretary moves to a full-time secretaryposition in a higher group level, she/he shall receive halfcredit in the higher group level on the pay chart for thecorresponding fiscal year. A part- time secretary, whomoves to a clerical assistant position in a lower grouplevel, will receive full credit on the pay chart for the cor-responding fiscal year.

A clerical assistant who moves to a full-time or part-timesecretarial position in a higher group level will be givenhalf credit in the higher group level on the pay chart forthe corresponding fiscal year.

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ARTICLE XIII

SALARY

13.1 STARTING SALARIES FOR UNIT MEMBERS

Group A - $12.50 per hourGroup B - $14.00 per hourGroup C - $16.00 per hourLevel 2 Technicians* - $22.50 per hour

* Level 2 Technicians shall possess A+ Certificationas a condition of employment

13.2 SALARY INCREASES

13.2.1 Secretaries/Clericals/Level 2 Techs

For FY16, the hourly rates will be increased across alllevels at a rate of 3.5%.

For FY17, the hourly rates will be increased across alllevels at a rate of 3%.

13.3 INCREASES/DECREASES BETWEEN GROUP LEV-ELS

By June 1 of each fiscal year (July 1-June 30), HumanResources and DUSA will collaborate on creating a PayChart for the upcoming fiscal year based on the contrac-tual agreement of rate increases for that year. This chartwill be used by Human Resources to determine in-creases and decreases in hourly rates for members mov-ing group levels during the corresponding fiscal year.

When a full-time secretary moves to either a part-timesecretary position or a clerical assistant position in alower group level, she/he shall receive full credit in the

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6.5 LUNCH PERIOD

All employees working more than four (4) hours per daymust take at least a half hour lunch period.

6.6 OVERTIME

All bargaining unit members shall be paid time and a halffor hours worked in excess of forty (40) hours per week.Sundays and holidays will be paid at a double time rateproviding the employee works forty (40) hours during thatweek. If for any reason an employee is recalled to workafter regular working hours she/he must be guaranteedno less than two (2) hours pay. Bargaining unit membersmay, at their option, elect to take the equivalent time offas payment for overtime, up to a maximum of 240 hoursof compensatory time. Bargaining unit members may se-lect the option to take the compensatory time. The takingof compensatory time must be mutually agreed upon withthe immediate supervisor. The immediate supervisor willstate in writing his/her reason for denying the taking ofcompensatory time. Also, an employee who decides tobe paid for overtime in one case may have the option oftaking compensatory time in another case, or visa-versa.Bargaining unit members shall be paid for the accruedcompensatory time in accordance with normal payrollprocedures if such time has not been used prior to theend of the fiscal year in which it was accrued or upontransfer to another position in the bargaining unit or forseparation from the District.

For the computation of overtime, the following days willbe included: paid holidays, vacation days, (includingfloating holidays and non-cumulative break days) andjury duty.

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6.6.1 Overlap Training of New Secretaries

When a secretary is hired, the effected supervisors willmake reasonable arrangements for the transition. If theprior secretary is still employed by the District, the secre-taries involved will be given release time or after hourswith pay for training.

If the prior secretary is no longer employed by the Districtor is unable to participate, the District will provide job spe-cific training for the newly hired secretary.

A member of the secretarial pool may be used to cover aposition during a training session.

6.7 SECRETARIAL FILL-IN PAY

When a bargaining unit member is assigned by their im-mediate supervisor to temporarily fill a vacancy for eight(8) hours or more in a day in a bargaining unit position ofa higher criteria group, the employee shall receive thehourly rate for that higher group at the same step on thepay chart for the corresponding fiscal year per section13.3 of this agreement. The District-authorized time sheetmust be completed and submitted to Human Resourceswith the appropriate authorization and explanation to re-ceive the increased wage difference through payroll. Ifthe employee has been temporarily filling the vacancy fortwenty (20) or more consecutive working days, any paidvacation, holiday, or approved absences taken during thistime will also be compensated at the higher rate.

6.8 STAFFING LEVELS

6.8.1 The Board shall not reduce the hours of work inany of the full-time positions (including splitting ofpositions) listed in the Secretarial ClassificationSchedule on pages 41-42 of this Agreement if the

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Board shall provide payroll deductions for those bargain-ing unit members who desire family coverage.

12.5 FLEXIBLE SPENDING ACCOUNTS

In accordance with federal law and regulations, the Dis-trict shall make available to each employee a dependentcare flexible account and health care flexible spendingaccount. These accounts shall be funded solely throughsalary-reduction contributions made by the employee tocover eligible expenses which the employee may incur.However, an employee who elects a medical program op-tion which also provides a Health Savings Account maynot elect to have a health care flexible spending account.The maximum contribution to the health care spendingaccount shall be $2,500 per calendar year. The currentand future maximum contribution to the dependent carespending account shall be in accordance with federal lawand regulations.

12.6 LONG TERM DISABILITY

The District will provide each bargaining unit member along-term disability plan with plan details and premiumcosts available to each member through Human Re-sources. Any necessary premiums will be paid by themember.

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coverage elected. Contributions shall be made on a pro-rated basis through payroll deduction, and, in accord withapplicable federal laws and regulations, will be on a pre-tax basis to the extent allowed by state and federal lawand regulations.

Members of the bargaining unit who are eligible underIMRF requirements to receive retirement benefits will beeligible during their retirement to participate in the Dis-trict’s medical insurance program but will be required topay all premiums connected with this coverage, exceptwhat is covered in Section 8.9. All premiums must bepaid in advance of the month due.

12.2 LIFE INSURANCE

The Board shall provide group life insurance protection,which shall pay to the designated beneficiary the sum of$40,000 upon the death of the employee. Upon retire-ment this life insurance is convertible at the employee’sexpense. The Board will select the carrier and the insur-ance program to be installed.

12.3 LIABILITY INSURANCE

The Board shall provide liability insurance as requiredunder the law of the State.

12.4 DENTAL INSURANCE

New members hired after July 1, 2015, who elect dentalcoverage will be required to pay the rate established bythe district for the type of coverage they select. For em-ployees that were hired prior to July 1, 2015, and whowork more than 6 hours per day and more than thirty (30)hours per week and more than six (6) months of the yearwill be provided single coverage in the dental insuranceprogram underwritten by the Board of Education. The

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result is to reduce the hours associated with theposition below the number necessary to qualifyfor participation in the health insurance planunder Sections 12.1 and 12.4 of this Agreement;provided, however, the Board may reduce thehours of a full time position below the minimumnecessary to qualify for participation in the healthinsurance plan in Sections 12.1 and 12.4 if thereare demonstrably substantive changes in the du-ties, and/or reduction in the workload, associatedwith the position are made. Additionally, theBoard may dismiss any of the employees holdingsuch full-time positions in accordance with the re-duction in force provisions of Section 9.4 of thisAgreement. Before taking any of the actions per-mitted by this Section, the Board shall give writtennotice to the Association President or designeebetween 60 and 90 days before the effective dateof the reduction in hours or position and providean opportunity to meet to discuss the intended ac-tions.

6.8.2 Secretarial and clerical: The following minimumguidelines are for the staffing of secretaries andclerical aides in the elementary, middle, and highschools with the intent of providing an effectiveand efficient level of secretarial support to thebuilding and school community. Factors to beconsidered in determining part time secretary andclerical hours include, but are not limited to: stu-dent enrollment, special programs (i.e. special ed-ucation, bilingual, early childhood, etc.), studentmobility, at-risk status, new technologies, new ini-tiatives, customer service, and school/communityrelations.

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Elementary

A minimum of (1) full time secretary:8 hours per day, 40 hours per week.

A minimum of (1) part time secretary:2.0 hours per day

Part time secretarial hours shall be allocated asfollows:

>300 students – 2 hrs. per day>500 students – 3 hrs. per day>600 students – 4 hrs. per day>700 students – 5 hrs. per day

One clerical aide: 1.5 hours per day minimum.Clerical hours shall be allocated as follows:

<649 students – 1.5 hrs. per day>650 students – 2 hrs. per day>700 students – 3 hrs. per day

Middle School

A minimum of (2) full time secretaries:8 hours per day, 40 hours per week.


>500 students – 2 hrs. per day>700 students – 3 hrs. per day>900 students – 4 hrs. per day

One clerical aide: 3.25 hours per day minimum ifnot in combination with another DUSA position toqualify for IMRF; 3.0 hours per day minimum if incombination with another DUSA position to qual-ify for IMRF.

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ARTICLE XII

INSURANCE

12.1 HEALTH INSURANCE PLAN

All members of the bargaining unit who work more thansix (6) hours per day and more than thirty (30) hours perweek and more than six (6) months of the year will be in-cluded in the health insurance program underwritten bythe Board of Education. The Board and Association un-derstand that plan design and the monitoring of the com-prehensive insurance plan will be the responsibility of theDistrict Insurance Committee of which the Association isa charter member. The District Insurance Committee willsee that appeal procedures are in place with providersfor matters of plan and benefit interpretation and, there-fore, such matters will not be subject to the grievanceprocedure contained within this Agreement.

The contribution for employees for single, employee +spouse, employee + dependent children, or employee +spouse + dependent children (family) coverage will be10% of the rate established in the applicable calendaryear by an independent actuary selected by the Boardafter consultation with the District Health Insurance Com-mittee. If the estimated aggregate per employee per cal-endar year cost of the medical program (determined bythe independent actuary) increases by more than 5% ina single calendar year, each employee’s contribution of10% of the medical plan and coverage elected will in-crease by $130 per calendar year regardless of the typeof medical option or coverage elected. If the estimatedaggregate per employee per calendar year cost of themedical program increases by more than 8% in a singlecalendar year, each employee’s contribution will increaseby the amount set forth above for the 5% change plus anadditional $65 regardless of the type of medical option or

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11.4 EMERGENCY DAYS

11.4.1 Emergency Days

Bargaining unit members who work less than twelvemonths will not be required to work on days when schoolsare closed for students as a result of an emergencyday(s). Their work year will be extended, however, theirday count will be dictated by section 11.1.2. All twelve-month bargaining unit members who are unable to reportto work on an emergency day(s), must use one of theiravailable allotment of leave time. However, when theBoard of Education declares the entire U-46 school sys-tem closed no bargaining unit member will be required towork or suffer a loss of pay or benefits.

11.4.2 Part Time Secretaries

Part time secretaries will be paid only for days actuallyworked.

11.4.3 Pay For Work On Special Release Days

Any bargaining unit member who works on a special re-lease day as granted by the Board shall receive an addi-tional day off with pay at a mutually agreed upon time. Inthe event such additional day(s) have not been taken bythe following May 30, then the bargaining unit membershall receive the additional day (s) pay on their June pay-check.

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High School

Full time high school secretarial positions aresubject to the provisions of 6.8.1. Additional fulltime or part time positions may be added.

Two clerical aides: 3.25 hours per day minimumif not in combination with another DUSA positionto qualify for IMRF; 3.0 hours per day minimum ifin combination with another DUSA position toqualify for IMRF.

Fourteen (14) Clericals, who had lost IMRF eligibilitydue to cuts in hours by the District in the Spring of2010, will be increased by .25 of an hour to re-instatetheir participation in IMRF. Once the position is va-cated by the current employee, the District may chooseto reduce the hours by .25. This section only appliesto the clerical positions listed below:

(1) Bartlett HS(1) Elgin HS(2) Larkin HS(2) Streamwood HS(1) Abbott MS(1) Canton MS(1) Eastview MS(1) Ellis MS(1) Tefft MS(3) Health Services

6.8.3 New Positions

In the event the District creates a position that isnot currently set forth in the Secretarial Classifi-cation Schedule, the District will determine theclassification based on the Secretarial Classifica-tion Criteria of this Agreement.

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ARTICLE VII

WORKING CONDITIONS

7.1 PAYROLL

All DUSA members will be paid on a Bi-weekly (26 pay)compensation system. Pay will be in arrears for the pre-vious two weeks of work. Each pay period will begin witha Monday and end on a Sunday covering two weeks.The fiscal pay schedule will be shared with the DUSAleadership at least thirty (30) days prior to the first payperiod.

7.2 STAFF DEVELOPMENT

7.2.1 Professional Development

A joint committee made up of four (4) representatives ap-pointed by the District and four (4) representatives ap-pointed by the Association will plan professionaldevelopment programs which will be held on studentnon-attendance days. At least one (1) of the administra-tive members will supervise Technicians and one (1) ofthe Association representatives will be a Level 2 Techni-cian. The committee will structure the programs so thatminimal secretarial staffing of buildings and/or depart-ments can be maintained when necessary.

The goal of the committee is to implement a program thatwill work to maximize the bargaining unit’s potential byproviding an accurate profile of necessary qualificationsand the program and opportunities for skill building toachieve those qualifications as outlined below:

1. Each school year, July 1 through June 30, full-time bargaining unit members will attend eight (8)hours of district-wide mandatory professional de-velopment and part-time bargaining unit mem-

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All vacation will be figured on a fiscal year basis and mustbe taken during the period of July 1 to August 31 of thefollowing year. This will allow a 14 month period for tak-ing vacation days. No more than three (3) weeks maybe taken at one time. Upon termination of employment,full salary will be paid for all earned vacation days. If anemployee uses vacation time not yet earned and resignsor is terminated, this vacation pay will be deducted fromthe final check. Employees with continued service of tenor more years will receive a vacation of three (3) weeks(15 working days) figured on the employee’s anniversarydate.

Secretarial employees (10 month and 12 month) and full-time clerical assistants who have completed their eighth(8th) year with the district shall be granted one additionalday off with pay. This would be considered a floating hol-iday, and would be taken at any time during the fiscalyear with the approval of his/her supervisor. This timewill not be accumulative. This too, shall be figured on theanniversary date.

Twelve month employees will be notified no later thanJune 1st, when the final employee day count calendar isset, of any days their offices will be officially closed dueto the holidays. If offices are closed on days other thanthose notified in June, members will not suffer any lossof salary or benefits. All non-probationary twelve monthsecretarial personnel will be given six (6) non-cumulativedays off with pay. These days are to be taken duringChristmas, Spring Break, and Special Holidays not cov-ered in 11.2 and /or any other student non-attendancedays during the school year. The immediate supervisor’sapproval is required for days taken other than on studentnon-attendance days.

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day after the holiday off with pay as long as school is notin session on either of those days; if school is in sessionon both the business day before and the business dayafter the holiday, an additional floating holiday will beadded to the allotment for each bargaining unit member.Such days will be indicated on the approved employeeday-count calendar and distributed to employees no laterthan June 1st.

An employee absent on the day before or the day after aholiday will not receive pay for the holiday if the absenceis not provided for in this Agreement.

A twelve month employee may be granted an option of

taking off without pay, any day(s) during the school termwhere school is not in session that are not legal schoolholidays or institute days.

The immediate supervisor will justify in writing his/herreason for denying this option in the event he/she deemsit necessary to insist that the employee work on suchday(s).

11.3 VACATIONS

Full time 12 month secretaries will receive the equivalentof two weeks paid vacation. During the first year, this va-cation will be pro-rated and may be taken at a mutuallyagreed upon time. For example, an employee workingthree months would be eligible for 3/12 of 10 days or 2.5days.

Full time 12 month secretaries who have worked for theschool district for more than one full year may take vaca-tion time as long as prior approval has been given by theimmediate supervisor at least two (2) weeks in advanceof the first day of the vacation.

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bers will attend mandatory professional develop-ment of at least six (6) hours with pay by submit-ting the proper attendance verification form.

2. The District budget for the cost of the program willbe $30 per bargaining unit member, not to exceed$10,000 per fiscal year. An extraordinary needfor professional development beyond the bud-geted amount will require District Approval.

3. The joint committee will monitor progress of thefollowing timeline:

a. August 30 – A professional developmentschedule for the upcoming school yearwill be developed and communicated toall administrators and bargaining unitmembers. The committee will make rec-ommendations for tracking participationusing Coursewhere.

b. January 31 – The committee will do a mid-year evaluation of the professional devel-opment/assessment program. Thisevaluation will be used as a tool for futureplanning.

c. June 30 – A final evaluation of the profes-sional development/assessment programwill be completed. The joint committeewill develop the schedule for the upcom-ing year based upon the district approvedschool calendar.

7.2.2 Individualized Staff Development

The District will provide job specific orientation inthe various skill areas appropriate to the bargain-ing unit position to which an employee is newly

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assigned. The intent of orientation is to enhancethe employee’s successful transition to the newlyassigned position. The District will also provideskill training in functions or criteria newly applica-ble to existing positions. In-district sessions willbe provided at no cost to the employee. Thesesessions may include the coordination of out ofdistrict opportunity for more specialized areas ofbargaining unit work. The District shall maintainrecords of participation and of test scores, if ap-plicable, for all sessions provided.

7.3 SUPERVISOR ABSENCES

At the beginning of each year the employee will be ad-vised of the person to contact in emergency situationswhen the immediate supervisor is absent. In the eventthis person cannot be contacted the employee shouldcontact the office of the appropriate Area Assistant Su-perintendent, or Central Office Administrator.

7.4 CLASSIFICATION

Job classification criteria will be established and set forthin this Agreement as the Secretarial Classification Crite-ria.

7.5 JOB DESCRIPTIONS

A job description for each position in the bargaining unitshall be maintained by the Director of Human Resourcesso as to be in compliance with Section 7.4. The devel-opment of job descriptions shall include the involvementof the secretaries. The clerical assistant committee, withthe principal or supervisor in each school, shall mutuallydescribe in writing the duties to be performed by the as-sistants who are to be assigned to their school or depart-ment with the primary, but not exclusive, duties being thepreparation of instructional materials.

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11.2 HOLIDAYS

The following holidays will be paid holidays:

Twelve (12) Month Ten 10 Month & Clerical Assistants

New Year’s Day New Year’s Day Martin Luther King Day February Holiday** February Holiday** Spring Holiday* Spring Holiday* Memorial Day Memorial Day Labor Day July 4th Columbus Day Labor Day Veteran’s Day*** Columbus Day Thanksgiving Day & Day

after Veteran’s Day*** Christmas Day Thanksgiving Day & Day after Christmas Eve Day Christmas Day New Year’s Eve Day

* This day will be announced annually by the Boardof Education.

** This day will be announced annually by the Boardof Education as either Lincoln’s Birthday or Pres-ident’s Day.

*** Veteran’s Day may be a scheduled work day asdetermined by the Board of Education. If Vet-eran’s Day is a work day for employees, the fol-lowing compensations will be made:

12-month employees will be granted a floatingholiday at a mutually agreed upon date by em-ployee and supervisor.

10-month & Clerical Assistant employees will begranted Christmas Eve Day as a paid holiday.

If a paid holiday falls on a weekend, employees will begranted either the business day before or the business

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b. Working with administrators so that secretariesare not left alone in buildings while registration isoccurring;

c. Working with administrators to ensure that propersafeguarding of registration materials and moneyoccur.

11.1.4 Clerical Assistants

The work year for clerical assistants will be aligned withthe teachers work year with the following adjustmentswithin the *teacher work year calendar to support thepreparatory work prior to student attendance:

Clerical Work Days: The day before the First day of student at-

tendance for first semester (August); The day before the First day of student at-

tendance for the second semester (afterWinter Break),

Clerical Non-Work Days: Parent/Teacher Conference Day (during

the fall semester); SIP Day (and/or Teacher Professional De-

velopment day) Thanksgiving week.

*Additional days are not being added to the clerical workyear, there is an adjustment to what days will be workedwithin the teacher calendar.

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7.6 SPECIAL CONDITIONS

7.6.1 Changes in Working Conditions

The immediate supervisor will discuss changes in the du-ties or working conditions of a secretary with the secre-tary involved prior to a final decision on the change.

In emergency or limited instances where there exists arequirement for translation duties, administrators and cer-tified employees shall be asked first if available.

7.6.2 Travel Reimbursement

A secretary who uses her own personal automobile whenon school business shall be reimbursed by the Board ofEducation at a rate equivalent to the IRS mileage al-lowance.

7.6.3 Administration of Medication

Under no circumstances shall bargaining unit membersbe required to administer medication to students. Thisprovision shall not prohibit the District from adoptingguidelines for self-administration of medication by stu-dents nor does it prohibit any school employee from pro-viding emergency assistance to students. Any bargainingunit member providing such assistance will be held harm-less by the District which will also agree to defend andindemnify the employee against all civil rights and bodilyinjury claims and suits when damages are sought fornegligent or wrongful acts alleged to have been commit-ted in the scope of employment or under the direction ofthe Board.

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7.6.4 Unsafe or Hazardous Working Conditions

Bargaining unit members shall not be required to workunder unsafe or hazardous conditions or to performtasks, which endanger their health, safety and well-being.

7.6.5 Employee Supervision and Responsibility forthe Building

In cases of administrative absence from the building,each building supervisor (principal) shall inform his/hersecretary of the administrator or other certified person tobe contacted should the need arise.

In the absence of a building supervisor (principal), or de-signee, bargaining unit members shall not be held ac-countable or made responsible for the administration orsupervision of the building or the discipline of students.

At least annually, the administrator will review with thesecretary all relevant safety plans and procedures.

7.6.6 Supervision/Extra Duty Compensation

Bargaining unit members who are offered positions of su-pervision and/or extra duties that could not be filled bycertified employees shall be compensated at the full ratethat would have been paid to the certified employees.

7.6.7 Extra Bargaining Unit Work

Any clerical, secretarial, or related bargaining unit workthat occurs beyond the contractual work year of a bar-gaining unit member (non-twelve month members), andwhen deemed appropriate bargaining unit work by theDistrict, shall be work that is available to that member.The District, with input from the Association, shall developprocedures for notifying members of this work and the

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11.1.2 Ten (10) Month Employees

Ten month secretaries’ work year will be 206 days. asspecified in the Human Resources calendar for DUSAwhich includes::

(1) The teacher work year of 180 days, excludingProfessional Practice Days.

(2) Five days in addition to the teacher work yearwithin the school term (emergency days),

(3) Ten holidays as set forth in 11.2,

(4) Eleven days in addition to the school term. Suchdays shall be immediately prior to or immediatelyfollowing the school term. No less than the firstday of the work year will be for the purpose oftraining for specific District initiatives and/orpreparing for registration, at the District’s discre-tion.

Ten month secretaries will be paid their regular hourlyrate for any day(s) worked in addition to the 206 days asset forth above.

11.1.3 Guidelines for Annual District-Wide Registra-tion

The following guidelines shall be used for the schedulingof the annual District-wide registration of students and forthe beginning of the year secretarial training and prepa-ration:

a. Setting registration dates in two different weeks,preferably no Friday or Monday dates, so thatsecretaries can compile registration materials oradequately prepare for registration;

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due to pregnancy under Section 10.4.3) or Workers’ com-pensation reasons to a modified position consistent withthe medical restrictions which are imposed due to the na-ture of the employee’s illness or injury and which meetthe work needs of the District. The general format andcontent of modified duty plans will be developed by theDistrict and discussed with the Union in labor manage-ment meetings from time-to-time. In consultation with theemployee and the Union, if requested by the employee,the District will develop the modified duty plan before theemployee begins the modified duty. The Plan will takeinto account available medical information, available bar-gaining and non-bargaining unit work and minimizing in-trusion into the work of other bargaining units. After theinitial period, if the employee is not released from modi-fied duty to return to work without restrictions, the Districtwill evaluate the employee’s status and may extend themodified duty for up to an additional sixty (60) work daysafter notice to the Union. Modified duty is not applicableto an employee on a medical leave of absence underSection 10.8 of this Agreement.

ARTICLE XI

CALENDAR

11.1 WORK YEAR

11.1.1 Twelve (12) Month Employees

The work year for all twelve month secretaries and Level2 Technicians will be a minimum of 260 days betweenJuly 1 and June 30. The regular work week will be be-tween Monday and Friday not to exceed forty (40) hours.Any hours over forty (40) for the week will be compen-sated according to Section 6.6 of this Agreement.

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selection of members to do the work. Such work shall in-clude, but not be limited to, work during summer school,intercessions, and other break times. Members will notbe available for such work if the work time involved willregularly create an overtime situation. Any such workthat remains available after the above procedures haveoccurred may then be made available outside of the bar-gaining unit. This Section is not intended to cover super-vision or extra-curricular duties which are covered under7.6.6 of this bargaining agreement.

ARTICLE VIII

EMPLOYMENT PROCEDURES

8.1 EMPLOYMENT

The employment of all bargaining unit members shall bemade with the advice and approval of the Superintendentas executed by the Human Resources Department. Allapplications for employment will be made through theHuman Resources Department. At the time of initial ap-plication, a complete form will be placed on file for eachapplicant.

The procedures for securing bargaining unit help shall beas follows:

1) A letter of request is sent to the Human Re-sources Department indicating the need and thejustification for the position.

2) Upon approval of the request, the Human Re-sources Department will do the following:

a) Post and fill all permanent and temporarypositions as listed on the job descriptionwithin thirty (30) days of the notification ofvacancy.

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b) All new applicants will be tested in HumanResources.

c) Contact the originator of the request witha list of DUSA applicants to be inter-viewed. The originator will sign the inter-view log and return the log to HR prior tooffering employment. All postings will beonline and all applicants internal and ex-ternal must apply online.

d) Follow up on previous experience.

e) If it is necessary for interviews for DUSAbargaining unit positions to take placeduring the regular workday, current DUSAmembers who are applicants may inter-view for a position without any loss forsalary or benefits.

f) Human Resources will send written notifi-cation to unsuccessful candidates withintwo (2) working days.

g) Notify the Association of bargaining unitmember hiring, permanent and temporary.

h) At the time of employment, each em-ployee will be expected to furnish:

(1) Evidence of good health (physicalexam if needed);

(2) T.B. test; (3) Withholding information cards; (4) Other information as requested.

All permanent records for each employee will be kept onfile in the Human Resources Department. Copies ofrecords may be made available to other offices asneeded and upon notification to the employee.

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10.11 FAMILY AND MEDICAL LEAVES

Certain of the above leaves are covered by the Familyand Medical Leave Act of 1993 (FMLA) and will be avail-able as such to all full-time bargaining unit members whoqualify under the Act and District policy. Such leaves willprovide the employee with up to twelve (12) weeks ofcontinued insurance coverage in any twelve month pe-riod. Procedures for intermittent or reduced leave, noticerequirements, medical certification, effect on benefits, jobprotection, forms to be submitted shall be according toDistrict Policy.

FMLA leaves are available for the birth of a child; the careof such child; placement of a child with the employee foradoption or foster care, the care of a spouse, son ordaughter, or parent of the employee if such relative hasa serious health condition; or because of a serious healthcondition that makes the employee unable to perform thefunctions of his/her job.

10.12 BEREAVEMENT DAYS

Each bargaining unit member working twenty (20) ormore hours per week shall be granted annually non-cu-mulative paid days of bereavement leave in the event ofa death in the immediate family as follows: 12 month em-ployees = 3 days; less than 12 month employees = 2days. The immediate family shall be defined as parent,spouse, brother, sister, children, grandparents, grandchil-dren, parents-in-law, brothers-in-law, sisters-in-law andthose over whom the employee has legal guardianshipor relatives living in the employee’s immediate house-hold.

10.13 MODIFIED DUTY

The District may assign, for a period of up to sixty (60)work days, an employee absent for disability (other than

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10.10 ADOPTION LEAVE

10.10.1 Purpose

Any employee shall be permitted leave of absence with-out pay to adopt a child.

10.10.2 Application Procedure

If applying for adoptive leave, the employee shall notifyHuman Resources in writing as soon as possible after fil-ing an application for adoption of a child.

10.10.3 Length of Leave

Adoptive leave shall commence when the child is physi-cally turned over to the employee or on a date reasonablein advance of such placement of the child as may beagreed by the District and the employee.

10.10.4 Return from Leave (Adoptive)

An employee returning from adoptive leave shall be re-turned to his/her former position, if the position still exists,or to a mutually agreed upon position.

Upon returning, the employee will be reinstated to thehourly rate to which he/she would have been eligible priorto commencement of his/her leave.

10.10.5 Insurance Availability

The employee will be given an opportunity to continue in-surance coverage in the school insurance program dur-ing adoption leave, but will be required to pay allpremiums connected with this coverage. All premiumsmust be paid in advance of the month.

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8.2 RE-EMPLOYMENT

Any bargaining unit member re-employed by the Districtwill be reinstated at their previous hourly rate unless theyhave accepted a position in a higher or lower group level.If a higher or lower group level position is accepted, themember will receive an hourly rate in that group level atthe same step on the pay chart for the corresponding fis-cal year.

8.3 ORIENTATION TRAINING

The District will provide a consistent general orientationsession for new Bargaining Unit Members during theirfirst week of employment. This would reference the sec-retarial handbook and district policies and procedures.All employment forms should be completed at this time.

8.4 PROBATIONARY PERIOD

All newly hired bargaining unit personnel shall be placedon a ninety (90) calendar day probationary period. Ben-efits, except for medical and dental insurance as providedin Section 12.1 and 12.4, shall take effect immediatelyupon employment. Medical and dental insurance shallbe effective upon completion of (30) calendar days. Va-cation may not be taken during probation. All new per-sonnel will be provided with a mid-probationary writtenevaluation. If the evaluation reveals areas of unsatisfac-tory or needs improvement ratings, the District may re-quest, and the Association will not unduly deny, anextension of the probationary period of not more than anadditional ninety (90) calendar days, upon written demon-stration of need by the District. The District may terminatea probationary employee for any reason within the pro-bationary period(s). The employee will be given reasonsfor such termination in writing.

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8.5 EVALUATIONS

All bargaining unit members will meet with their immedi-ate supervisor to review the evaluation process, reviewjob responsibilities and align job expectations prior to No-vember 1. All bargaining unit members will have their finalevaluation by their immediate supervisor(s) by April 30 atleast annually. This evaluation shall be done on the formprovided by the Human Resources Department and sum-marized in a conference by the supervisor with the em-ployee.

Any concerns that are identified should also carry withthem recommendations for improvement. Before any fur-ther evaluation is conducted, a reasonable period of timeshould be allowed for remediation and/or staff develop-ment training to improve skills.

8.6 DISCIPLINE-DISCHARGE

8.6.1 Standard to be Applied

The Board of Education will not discipline or dischargeany non-probationary employee without just cause andwill use a progressive discipline procedure. This will notprevent the Board from taking immediate action for un-usual or severe circumstances.

8.6.2 Notification

The Board will notify the Association in writing that an em-ployee has been disciplined or discharged. Such notifi-cation will occur within forty-eight (48) hours.

8.6.3 Representation

An employee may have an Association representative atany meeting he/she has with the administration when the

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of absence (10.7). Human Resources must approve anydeviation from this procedure. Any future medical leave,other than for the employee, cannot be taken within oneyear of the conclusion of the previous medical leave un-less required by law.


An application with a supporting doctor’s statement is tobe submitted to Human Resources. A periodic medicalstatement may be requested.


The employee will be given the opportunity to continueinsurance coverage as set forth in this Agreement duringthe leave of absence, but will be required to pay all pre-miums connected with this coverage. All premiums mustbe paid in advance of the month due.

10.8.4 Return From Leave

The employee shall submit written confirmation of his/herintent to return from leave no less than one (1) week priorto the end of the leave. The Human Resources Depart-ment may waive such time requirement. Upon return, theemployee shall be returned to his/her former position ifthe position still exists or to a mutually agreed upon po-sition. Upon returning, the employee will be reinstatedto the hourly rate to which he/she would have been eligi-ble prior to commencement of his/her leave.

10.9 ACCEPTANCE OF A LEAVE OF ABSENCE POSI-TION

A bargaining unit member who takes a temporary posi-tion will continue to accumulate seniority and maintain allcontractual rights as a bargaining unit member.

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The employee shall submit written confirmation of his/herintent to return from leave sixty (60) days prior to the endof the leave. Upon returning, the employee will be rein-stated to the hourly rate to which he/she would have beeneligible prior to commencement of his/her leave.

The employee will be placed in the secretarial pool (see9.1.1) at the same rate of pay or the pay of the temporaryposition; whichever is greater, for a maximum period ofone year, after which the individual will drop one classifi-cation level from where they began in the pool.

10.8 LEAVE OF ABSENCE - MEDICAL

10.8.1 Purpose

A leave of absence without pay for up to one (1) year fol-lowing the exhaustion of an employee’s sick leave dayswill be granted for temporary disability. Disability meansthe employee’s inability, by reason of any medically de-terminable physical or mental impairment due to injury orsickness, to perform the duties of his/her occupation.Such leave may also be requested in order for the em-ployee to care for a member of her/his immediate family(as defined by the Illinois School Code) or household.Such leave may be extended for up to one additional yearif the medical condition of the employee or member ofthe immediate family or household persists. Any furtherextension of the leave must be taken as a personal leave

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employee is being reprimanded, warned, disciplined, ordismissed, excluding informal criticisms or suggestionsfor improvement. The Association representative may beanyone selected by the Association.

8.7 RETIREMENT AND SOCIAL SECURITY

All bargaining unit employees working in a position re-quiring six-hundred (600) or more hours per year mustparticipate in the Illinois Municipal Retirement Fund(IMRF) and the Social Security program.

8.7.1 IMRF Early Retirement Incentive

The District and the Association will at least annually re-view the possibility of offering the IMRF Early Retire-ment Incentive to IMRF employees of the District. Ifsuch a plan is deemed feasible, it will be submitted tothe Board of Education for its consideration.

8.8 RESIGNATIONS

When an employee desires to resign, the following willbe the procedure:

1) Notify immediate supervisor and Human Re-sources in writing at least two (2) weeks in ad-vance of resignation date.

2) Complete necessary forms for Human Resourcesand Payroll Departments. It may be necessary toarrange an appointment in each of these officesto insure that all forms are completed.

3) Human Resources shall notify the Associationupon receipt of resignation.

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8.9 RETIREMENT INCENTIVE

The following retirement program shall be available tobargaining unit members who work at least 600 hours peryear.

1) A bargaining unit member will be eligible for thisincentive if he/she is at least 55 years of age andhas at least 15 years of service credit in the Dis-trict and is eligible to retire under the provisionsof the Illinois Municipal Retirement Fund.

2) To be eligible for participation, the employee mustapply at least six (6) months prior to retirement.

3) A bonus will be paid over the last four months ofemployment. The payment will be in an amountthat is sufficient to increase the employee’s IMRFreported earnings in the final twelve months ofemployment by exactly 6.0% over the employee’sIMRF reported earnings in the immediately pre-ceding twelve (12) months, so long as suchamount does not cause the Board to be subjectto accelerated payments to IMRF under Section7-172(k) of the Illinois Pension Code.

4) The District will extend single health insurancecoverage and pay 50% of the current single ratecoverage (up to a maximum of $4,000 per year)until the employee reaches the age of Medicareeligibility or has received this benefit for 60months, whichever comes first. The remainder ofthe individual cost and any family cost would bethe responsibility of the retiree. Any subsequentincrease in the individual cost and/or cost of fam-ily would be paid by the retiree.

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within a twelve-month period exceeds fifteen the Presi-dent of the Association will notify the Superintendent andthe Association will pay the cost of the employee’s days’pay figured on the Group A base salary rate.

The Association shall also have available up to three (3)leave days for the sole purpose of supplying to IEA Re-gional 63 leave days for the exclusive use by the Regionfor matters approved by the District, if such an arrange-ment can be found to be acceptable to the District and tothe member locals of Region 63.

10.6 PROFESSIONAL MEETINGS

Employees shall be entitled to attend professional meet-ings upon the approval of the Human Resources Depart-ment.

10.7 LEAVE OF ABSENCE - PERSONAL

10.7.1 Purpose

Upon request of a non-probationary employee, the Boardmay grant an unpaid leave of absence for up to one (1)year. The Assistant Superintendent of Human Resourcesmay grant extensions, upon approval, for not greater thana total of two (2) years from the beginning of the leave.As a condition of this leave, the employee will be requiredto waive all rights to reinstatement in her/his positionupon termination of the leave. This employee will retainonly the right to be immediately placed into the secretarialpool as described in Section 9.1.1.


Applications are to be submitted to the Human Re-sources Department thirty (30) days prior to the date onwhich the leave is to begin.

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The leave will commence when deemed medically nec-essary by the employee and her physician and the em-ployee will return when medically qualified as determinedby the employee’s physician.

An employee will not be required to submit proof of dis-ability for pregnancy and the birth of the child for a periodof two weeks prior and four weeks after the birth. Proofof physical disability may be required where the disabilityextends beyond the limits as set forth in this paragraph.

Sick leave benefits will be paid for the period of time thedisability occurs, but only up to the individual’s accumu-lated sick leave.

10.4.4 Return From Maternity Leave

An employee returning from maternity leave shall be re-turned to her former position, if the position still exists, orto a mutually agreed upon position.

Upon returning, the employee will be reinstated to thehourly rate to which he/she would have been eligible priorto commencement of her leave.


The employee will be given an opportunity to continue in-surance coverage in the school insurance program dur-ing a maternity leave, but will be required to pay allpremiums connected with this coverage. All premiumsmust be paid in advance of the month due.

10.5 ASSOCIATION LEAVE

The Association will be allowed to use up to fifteen (15)leave days per year. The Association president shall au-thorize to the Superintendent the names of those personsto be granted such leave. If the number of days needed

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5) The employee may revoke his/her election to re-tire in the case of death or total disability of thespouse, or for a major life change as deemed ac-ceptable by Human Resources. An employeewho revokes his/her election to retire must repayall monies paid as part of the retirement program.

ARTICLE IX

VACANCIES

9.1 VACANCIES

A vacancy shall be any position, which the administrationdetermines must be filled to maintain District operations.

Whenever a vacancy occurs, notice of the existing va-cancy will be sent to all building/department locations.Summer vacancy notices will be emailed to each schoolterm non-probationary bargaining unit member. In thenotice there will be included the job description currentlyon file in the Human Resources Department, the qualifi-cations expected, the classification of the position, thenumber of hours worked per day, and the closing date forthe application for the vacancy. Every non-probationarymember of the bargaining unit currently employed whoapplies for a vacancy, will be granted an interview. TheHuman Resources Department will notify each applicantin writing of the final disposition of the vacancy. A bar-gaining unit member who is not awarded the position maymeet with the Director of the Human Resources depart-ment to discuss the specific reasons for not receiving theposition.

Qualifications of applicants will be based on secretarialskills, experience and potential. Qualified candidatesfrom inside the district will receive first consideration overqualified candidates from outside the district for each va-cancy by:

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1) Interviewing bargaining unit applicants before anynon-bargaining unit applicants:

2) After interviewing the bargaining unit applicantsbut before interviewing non-bargaining unit appli-cants, the administrator responsible for interview-ing candidates for a given position shall inform theAssistant Superintendent for Human Resources,or a Director of Human Resources (the districtrepresentative), of the Administrator’s desire to in-terview non-bargaining unit applicants and thereasons therefore.

3) If the district Human Resources Department rep-resentative agrees that the consideration of non-bargaining unit candidates is desirable, the districtrepresentative shall discuss with the AssociationPresident, or his/her designee, of any decision tointerview non-bargaining unit applicants beforeseeking or interviewing such outside applicants.The Association President, or designee, shallhave two (2) working days to provide a responseto the district representative before any new in-terviews commence.

a. The successful candidate will receive the in-creased rate of pay upon the designatedstarting date for the position or upon thedate any duties of the new position are as-sumed, whichever is earlier. The startingdate will be indicated on the posting sheet.

When a vacancy occurs due to a medical leave of ab-sence as defined in Section 10.8, these vacancies will beposted including the anticipated length of the vacancyand filled according to Section 6.3. The posting will alsoinclude the procedures of assignment to the secretarialpool upon the conclusion of the leave. If the person onleave chooses to permanently vacate the position, then

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ployee will continue while on jury duty, but may be de-ducted if the per diem pay is not reimbursed to the schooldistrict.

10.4 MATERNITY LEAVE

10.4.1 Notification

Any employee shall be permitted a maternity leave of ab-sence. The employee shall notify her immediate super-visor in writing accompanied by a physician’s certificateof pregnancy not later than thirty (30) days prior to thedate on which the leave is to begin. Such notice shall in-clude the intended dates on which the leave shall beginand end.


A female employee may request a maternity leave withinthe following conditions:

1) A maternity leave shall commence uponthe date requested by the employee orwhen deemed medically necessary by theemployee and her physician.

2) A maternity leave shall be for up to two (2)years from the beginning of the leave. Anemployee on maternity leave may, if med-ically qualified, request that such leaveterminate earlier than as requested.

10.4.3 Disability Leave

A female employee may request a disability leave due topregnancy by informing her immediate supervisor in writ-ing accompanied by a physician’s certificate of preg-nancy.

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(10) sick days per year. Unused sick days will accumu-late from year to year without limit. Employees beginningduring the year will receive sick days on a pro-ratedbasis. For example, an employee working nine (9)months during his/her initial year of employment wouldreceive 9/12 of 12 or 9 sick days.

Each clerical assistant who works twenty or more hoursper week shall receive ten (10) sick days per year. Un-used sick days will accumulate without limit.

10.2 PERSONAL LEAVE DAYS

All full-time twelve month secretarial personnel will re-ceive three (3) personal leave days per year. All full-time10 month employees will receive two (2) personal leavedays per year. A personal leave day may be used for anypurpose, excluding recreational purposes, at the discre-tion of the employee provided any personal day that isused adjacent to a holiday or vacation period shall be re-quested in writing with a statement of supporting reasons.Notification for personal leave must be made to the im-mediate supervisor 24 hours in advance. Unused per-sonal leave will be added to sick leave at the end of theyear.

Full-time clerical assistants will receive two (2) personalleave days per year.

10.3 JURY DUTY

An employee summoned for jury duty shall be excusedfrom his/her regularly assigned duties. The employee willreceive his/her regular pay for the period of jury duty ex-cept that any money received for travel allowance maybe etained by the employee. The per diem pay for serv-ice as a juror must be turned into the Human ResourcesDepartment as soon as received. All benefits of the em-

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the position will be posted as a regular vacancy.

9.1.1 Secretarial Pool

A secretarial pool will be established from the followingsituations:

1.) Those bargaining unit members returning from apersonal leave of absence approved after the rat-ification of this agreement.

2.) Those bargaining unit members who have com-pleted the filling of a vacancy resulting from anapproved medical leave of absence.

Human Resources will assign these members of the poolto a position or positions of a secretarial/clerical nature.The employee will receive her/his previous rate of pay orthe pay of the temporary assignment position; whicheveris greater, for a maximum of one year. Thereafter the in-dividual will drop one classification level from where theybegan in the pool or the rate of pay of the temporary as-signment position, whichever is greater. Human Re-sources will make assignments in a fair and equitablemanner. Each member of the pool will be a bargainingunit member. The pool may be expanded to more thanfour bargaining unit members at the discretion of theBoard.

This pool concept and assignments will be monitoredduring the life of this Agreement in Labor-Managementmeetings. Changes and/or modifications will be madeonly if mutually agreeable between the Administrationand the DUSA Board.

9.1.2 Secretarial/Clerical Substitute Pool

A secretarial/clerical substitute pool of retired bargainingunit members will be established from which the District

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may, at its discretion, draw from for the purpose of pro-viding experienced substitutes during absences of bar-gaining unit members. The substituting secretarialemployee will be paid at the rate of Nineteen Dollars($19.00) per hour and the substituting clerical employeewill be paid at the rate of Sixteen Dollars ($16.00) perhour.

This pool concept, assignments, and rate of pay will bemonitored during the life of this Agreement in Labor-Man-agement meetings. Changes and/or modifications will bemade only if mutually agreeable between the Administra-tion and the DUSA Board.

9.2 DETERMINATION OF SENIORITY

Separate seniority lists will be maintained for Full-TimeSecretaries, Part-Time Secretaries, Clerical Assistants,and Level 2 Technicians. In the event two or more em-ployees possess the same length of continuous service,then previous experience with the District shall be used.If two or more employees still have the same seniority,then lot shall resolve the tie(s) in length of service.Leaves of absence shall not generate additional senioritynor break the continuous service record of any employee.

Full-Time Secretary Seniority shall be defined as thelength of continuous full-time service in a secretarial po-sition in the bargaining unit and will apply irrespective ofintervening transfers from one secretarial position to an-other. When a full-time secretary moves to either a part-time secretary position or a clerical assistant position,she/he shall receive full credit for the years of experienceserved as a full time secretary in the District. She/heshall retain seniority on the full-time secretary senioritylist. If a RIF occurs, she/he may return to the full-timesecretary seniority list.

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9.4.2 Recall

Recall shall extend for a period of twelve (12) monthscommencing from the beginning of the following schoolterm. The employees on such layoff shall be reinstated(if the Board, within twelve (12) months thereafter, in-creases the number of employees, grants a leave of ab-sence, has an employee(s) resign, and/or a vacancyoccurs for any other reason) in reverse order of their ter-mination as established in 9.4.4. An employee on recallmay refuse a position, one time only, that becomes avail-able as set forth in this clause and will still retain his/herseniority status on the recall list. Employees on layoffshall maintain a current address, email address and pre-ferred phone number at the Human Resources Depart-ment of the District. During recall an employee will beallowed a period of 24 hours from the time of 1st contactby Human Resources (phone, voicemail, or email) to ac-cept or refuse a position.

9.4.3 Recall Benefits

All benefits, to which an employee was entitled at thetime of his/her layoff, including unused accumulated sickleave and seniority, will be restored to the employee uponhis/her recall to active employment and the employee willbe reinstated at the same step on the pay chart to whichhe/she would have been eligible prior to his/her layoff andto the hourly rate in the accepted position’s group levelfor the corresponding fiscal year.

ARTICLE X

LEAVES OF ABSENCE

10.1 SICK LEAVE DAYS

Each 12 month employee will receive twelve (12) sickdays per year. Each 10 month employee will receive ten

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g) Displaced employees not selected to fill anopening under either e) or f) above shall beoffered a choice of the remaining open posi-tions based on seniority, so long as the dis-placed employee has the ability to perform thefull job responsibilities as set forth in the jobdescription.

h) In the event a displaced employee is not of-fered a position under g) above, the displacedemployee shall choose from the remainingopen positions, with the requirement that dur-ing the next school year the displaced em-ployee must attend District providedprofessional development to acquire the nec-essary skills needed to perform the full job re-quirements as set forth in the job descriptionfor the chosen position. A quarterly review willbe completed using the evaluation documentduring that next school year to assessprogress, identify concerns and provide sug-gestions for improvement.

Alternatively, if the displaced employee is notqualified to take any of the open positions, theemployee may choose to be honorably dis-missed and placed on the recall list pursuantto Section 9.4.3.

i) Any employee dismissed as a result of the ap-plication of subsections e) through h) may behonorably dismissed in accordance with the30-day notice and delivery requirement of thesupport staff RIF provisions of the IllinoisSchool Code.

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Part-Time Secretary Seniority shall be defined as thelength of continuous part-time service in a secretarial po-sition in the bargaining unit and will apply irrespective ofintervening transfers from one such part-time position toanother. When a part-time secretary moves to a full-timesecretary position, she/he will be placed on the full-timesecretary seniority list beginning with the first day of thenew position. A part-time secretary moving to a clericalassistant position will be given full credit on the clericalassistants’ seniority list. She/he shall retain seniority onthe part-time secretary seniority list. If a RIF occurs,she/he may return to the part-time secretary seniority list.

Clerical Assistant Seniority shall be defined as the lengthof continuous service in any clerical assistant position.Moving to another type of bargaining unit position will notinterrupt nor add to clerical assistant seniority. When aclerical assistant assumes the position of a full- or part-time secretary, she/he shall be placed on the appropriateseniority list beginning with the first workday of the newposition. She/he shall retain seniority on the clerical as-sistant seniority list. If a RIF occurs in the secretary po-sition, she/he may return to the clerical assistant list.

For Level 2 Technicians hired prior to July 1, 2008, sen-iority shall be defined as the length of continuous servicein the Information Services Department. For Level 2Technicians hired on or after July 1, 2008, seniority shallbe defined as the length of continuous full-time servicein the bargaining unit and will apply irrespective of inter-vening transfers from one bargaining unit position to an-other. If a Level 2 Technician moves to anotherbargaining unit classification, he/she will be placed at thebeginning of the seniority list for that classification butshall retain his/her Level 2 classification seniority. If aRIF occurs, he/she may return to the Level 2 seniority list.

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9.2.1 Seniority List

The District shall maintain and provide to the Associationby October 31st and follow up with an updated listing onFebruary 1st a seniority listing as defined in Section 9.2.

9.3 INVOLUNTARY TRANSFERS

No employee will suffer a reduction in group level pay fora period of twelve (12) months as a result of an involun-tary transfer. If after the twelve (12) month period the em-ployee does not secure a position comparable to theirformer position, the employee’s hourly rate will be re-duced to the lower group level rate, at the same step asstated in the pay chart for the corresponding fiscal year.If a comparable position becomes available within twelve(12) months of the involuntary transfer, the employee willbe given first consideration for such position.

9.4 REDUCTION IN FORCE

9.4.1 If for any reason the Board acts to decrease thenumber of bargaining unit employees or reducethe hours of employees employed by it through aReduction In Force (RIF), the following proce-dures shall be applied:

a) The Association shall be given written noticeof the Board’s intention to RIF. The noticeshall be given between sixty (60) and ninety(90) days before the effective date of the RIFand include the maximum number and iden-tity of the positions to be affected by the RIF.

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b) Notice of honorable dismissal shall be given tothose employees actually to be RIFed by nolater than 45 days before the end of theschool term, in accordance with the RIF no-tice delivery requirements of the IllinoisSchool Code.

c) Employees shall be RIFed in reverse order oftheir respective lengths of service as deter-mined by Section 9.2 above.

d) The employees filling the positions to be elim-inated or reduced are referred to below as“displaced employees.” The positions held bythe employees actually dismissed as a part ofthe RIF are referred to below as “open posi-tions.”

e) Open positions resulting from the RIF, andother positions open at the time the Boardacts on the RIF, shall be posted for all remain-ing bargaining unit employees to apply to fill.Only those employees who have the neces-sary qualifications should apply to fill an openposition. The supervising administrators shallselect from among the applicants to fill theopen positions, based on the administrator’sassessment of the applicant’s qualificationsand the applicant’s fit with the particular worksite.

f) All open positions remaining unfilled afterStep e) above shall be posted and filled by thesupervising administrators who must selectfrom the displaced employees based on thesame criteria applied in e) above.

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9.2.1 Seniority List

The District shall maintain and provide to the Associationby October 31st and follow up with an updated listing onFebruary 1st a seniority listing as defined in Section 9.2.

9.3 INVOLUNTARY TRANSFERS

No employee will suffer a reduction in group level pay fora period of twelve (12) months as a result of an involun-tary transfer. If after the twelve (12) month period the em-ployee does not secure a position comparable to theirformer position, the employee’s hourly rate will be re-duced to the lower group level rate, at the same step asstated in the pay chart for the corresponding fiscal year.If a comparable position becomes available within twelve(12) months of the involuntary transfer, the employee willbe given first consideration for such position.

9.4 REDUCTION IN FORCE

9.4.1 If for any reason the Board acts to decrease thenumber of bargaining unit employees or reducethe hours of employees employed by it through aReduction In Force (RIF), the following proce-dures shall be applied:

a) The Association shall be given written noticeof the Board’s intention to RIF. The noticeshall be given between sixty (60) and ninety(90) days before the effective date of the RIFand include the maximum number and iden-tity of the positions to be affected by the RIF.

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b) Notice of honorable dismissal shall be givento those employees actually to be RIFed byno later than 45 days before the end of theschool term, in accordance with the RIF no-tice delivery requirements of the IllinoisSchool Code.

c) Employees shall be RIFed in reverse order oftheir respective lengths of service as deter-mined by Section 9.2 above.

d) The employees filling the positions to be elim-inated or reduced are referred to below as“displaced employees.” The positions held bythe employees actually dismissed as a part ofthe RIF are referred to below as “open posi-tions.”

e) Open positions resulting from the RIF, andother positions open at the time the Boardacts on the RIF, shall be posted for all remain-ing bargaining unit employees to apply to fill.Only those employees who have the neces-sary qualifications should apply to fill an openposition. The supervising administrators shallselect from among the applicants to fill theopen positions, based on the administrator’sassessment of the applicant’s qualificationsand the applicant’s fit with the particular worksite.

f) All open positions remaining unfilled afterStep e) above shall be posted and filled by thesupervising administrators who must selectfrom the displaced employees based on thesame criteria applied in e) above.

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g) Displaced employees not selected to fill anopening under either e) or f) above shall beoffered a choice of the remaining open posi-tions based on seniority, so long as the dis-placed employee has the ability to perform thefull job responsibilities as set forth in the jobdescription.

h) In the event a displaced employee is not of-fered a position under g) above, the displacedemployee shall choose from the remainingopen positions, with the requirement that dur-ing the next school year the displaced em-ployee must attend District providedprofessional development to acquire the nec-essary skills needed to perform the full job re-quirements as set forth in the job descriptionfor the chosen position. A quarterly review willbe completed using the evaluation documentduring that next school year to assessprogress, identify concerns and provide sug-gestions for improvement.

Alternatively, if the displaced employee is notqualified to take any of the open positions, theemployee may choose to be honorably dis-missed and placed on the recall list pursuantto Section 9.4.3.

i) Any employee dismissed as a result of the ap-plication of subsections e) through h) may behonorably dismissed in accordance with the30-day notice and delivery requirement of thesupport staff RIF provisions of the IllinoisSchool Code.

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Part-Time Secretary Seniority shall be defined as thelength of continuous part-time service in a secretarial po-sition in the bargaining unit and will apply irrespective ofintervening transfers from one such part-time position toanother. When a part-time secretary moves to a full-timesecretary position, she/he will be placed on the full-timesecretary seniority list beginning with the first day of thenew position. A part-time secretary moving to a clericalassistant position will be given full credit on the clericalassistants’ seniority list. She/he shall retain seniority onthe part-time secretary seniority list. If a RIF occurs,she/he may return to the part-time secretary seniority list.

Clerical Assistant Seniority shall be defined as the lengthof continuous service in any clerical assistant position.Moving to another type of bargaining unit position will notinterrupt nor add to clerical assistant seniority. When aclerical assistant assumes the position of a full- or part-time secretary, she/he shall be placed on the appropriateseniority list beginning with the first workday of the newposition. She/he shall retain seniority on the clerical as-sistant seniority list. If a RIF occurs in the secretary po-sition, she/he may return to the clerical assistant list.

For Level 2 Technicians hired prior to July 1, 2008, sen-iority shall be defined as the length of continuous servicein the Information Services Department. For Level 2Technicians hired on or after July 1, 2008, seniority shallbe defined as the length of continuous full-time servicein the bargaining unit and will apply irrespective of inter-vening transfers from one bargaining unit position to an-other. If a Level 2 Technician moves to anotherbargaining unit classification, he/she will be placed at thebeginning of the seniority list for that classification butshall retain his/her Level 2 classification seniority. If aRIF occurs, he/she may return to the Level 2 seniority list.

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may, at its discretion, draw from for the purpose of pro-viding experienced substitutes during absences of bar-gaining unit members. The substituting secretarialemployee will be paid at the rate of Nineteen Dollars($19.00) per hour and the substituting clerical employeewill be paid at the rate of Sixteen Dollars ($16.00) perhour.

This pool concept, assignments, and rate of pay will bemonitored during the life of this Agreement in Labor-Man-agement meetings. Changes and/or modifications will bemade only if mutually agreeable between the Administra-tion and the DUSA Board.

9.2 DETERMINATION OF SENIORITY

Separate seniority lists will be maintained for Full-TimeSecretaries, Part-Time Secretaries, Clerical Assistants,and Level 2 Technicians. In the event two or more em-ployees possess the same length of continuous service,then previous experience with the District shall be used.If two or more employees still have the same seniority,then lot shall resolve the tie(s) in length of service.Leaves of absence shall not generate additional senioritynor break the continuous service record of any employee.

Full-Time Secretary Seniority shall be defined as thelength of continuous full-time service in a secretarial po-sition in the bargaining unit and will apply irrespective ofintervening transfers from one secretarial position to an-other. When a full-time secretary moves to either a part-time secretary position or a clerical assistant position,she/he shall receive full credit for the years of experienceserved as a full time secretary in the District. She/heshall retain seniority on the full-time secretary senioritylist. If a RIF occurs, she/he may return to the full-timesecretary seniority list.

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9.4.2 Recall

Recall shall extend for a period of twelve (12) monthscommencing from the beginning of the following schoolterm. The employees on such layoff shall be reinstated(if the Board, within twelve (12) months thereafter, in-creases the number of employees, grants a leave of ab-sence, has an employee(s) resign, and/or a vacancyoccurs for any other reason) in reverse order of their ter-mination as established in 9.4.4. An employee on recallmay refuse a position, one time only, that becomes avail-able as set forth in this clause and will still retain his/herseniority status on the recall list. Employees on layoffshall maintain a current address, email address and pre-ferred phone number at the Human Resources Depart-ment of the District. During recall an employee will beallowed a period of 24 hours from the time of 1st contactby Human Resources (phone, voicemail, or email) to ac-cept or refuse a position.

9.4.3 Recall Benefits

All benefits, to which an employee was entitled at thetime of his/her layoff, including unused accumulated sickleave and seniority, will be restored to the employee uponhis/her recall to active employment and the employee willbe reinstated at the same step on the pay chart to whichhe/she would have been eligible prior to his/her layoff andto the hourly rate in the accepted position’s group levelfor the corresponding fiscal year.

ARTICLE X

LEAVES OF ABSENCE

10.1 SICK LEAVE DAYS

Each 12 month employee will receive twelve (12) sickdays per year. Each 10 month employee will receive ten

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(10) sick days per year. Unused sick days will accumu-late from year to year without limit. Employees beginningduring the year will receive sick days on a pro-ratedbasis. For example, an employee working nine (9)months during his/her initial year of employment wouldreceive 9/12 of 12 or 9 sick days.

Each clerical assistant who works twenty or more hoursper week shall receive ten (10) sick days per year. Un-used sick days will accumulate without limit.

10.2 PERSONAL LEAVE DAYS

All full-time twelve month secretarial personnel will re-ceive three (3) personal leave days per year. All full-time10 month employees will receive two (2) personal leavedays per year. A personal leave day may be used for anypurpose, excluding recreational purposes, at the discre-tion of the employee provided any personal day that isused adjacent to a holiday or vacation period shall be re-quested in writing with a statement of supporting reasons.Notification for personal leave must be made to the im-mediate supervisor 24 hours in advance. Unused per-sonal leave will be added to sick leave at the end of theyear.

Full-time clerical assistants will receive two (2) personalleave days per year.

10.3 JURY DUTY

An employee summoned for jury duty shall be excusedfrom his/her regularly assigned duties. The employee willreceive his/her regular pay for the period of jury duty ex-cept that any money received for travel allowance maybe etained by the employee. The per diem pay for serv-ice as a juror must be turned into the Human ResourcesDepartment as soon as received. All benefits of the em-

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the position will be posted as a regular vacancy.

9.1.1 Secretarial Pool

A secretarial pool will be established from the followingsituations:

1.) Those bargaining unit members returning from apersonal leave of absence approved after the rat-ification of this agreement.

2.) Those bargaining unit members who have com-pleted the filling of a vacancy resulting from anapproved medical leave of absence.

Human Resources will assign these members of the poolto a position or positions of a secretarial/clerical nature.The employee will receive her/his previous rate of pay orthe pay of the temporary assignment position; whicheveris greater, for a maximum of one year. Thereafter the in-dividual will drop one classification level from where theybegan in the pool or the rate of pay of the temporary as-signment position, whichever is greater. Human Re-sources will make assignments in a fair and equitablemanner. Each member of the pool will be a bargainingunit member. The pool may be expanded to more thanfour bargaining unit members at the discretion of theBoard.

This pool concept and assignments will be monitoredduring the life of this Agreement in Labor-Managementmeetings. Changes and/or modifications will be madeonly if mutually agreeable between the Administrationand the DUSA Board.

9.1.2 Secretarial/Clerical Substitute Pool

A secretarial/clerical substitute pool of retired bargainingunit members will be established from which the District

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1) Interviewing bargaining unit applicants before anynon-bargaining unit applicants:

2) After interviewing the bargaining unit applicantsbut before interviewing non-bargaining unit appli-cants, the administrator responsible for interview-ing candidates for a given position shall inform theAssistant Superintendent for Human Resources,or a Director of Human Resources (the districtrepresentative), of the Administrator’s desire to in-terview non-bargaining unit applicants and thereasons therefore.

3) If the district Human Resources Department rep-resentative agrees that the consideration of non-bargaining unit candidates is desirable, the districtrepresentative shall discuss with the AssociationPresident, or his/her designee, of any decision tointerview non-bargaining unit applicants beforeseeking or interviewing such outside applicants.The Association President, or designee, shallhave two (2) working days to provide a responseto the district representative before any new in-terviews commence.

a. The successful candidate will receive the in-creased rate of pay upon the designatedstarting date for the position or upon thedate any duties of the new position are as-sumed, whichever is earlier. The startingdate will be indicated on the posting sheet.

When a vacancy occurs due to a medical leave of ab-sence as defined in Section 10.8, these vacancies will beposted including the anticipated length of the vacancyand filled according to Section 6.3. The posting will alsoinclude the procedures of assignment to the secretarialpool upon the conclusion of the leave. If the person onleave chooses to permanently vacate the position, then

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ployee will continue while on jury duty, but may be de-ducted if the per diem pay is not reimbursed to the schooldistrict.

10.4 MATERNITY LEAVE

10.4.1 Notification

Any employee shall be permitted a maternity leave of ab-sence. The employee shall notify her immediate super-visor in writing accompanied by a physician’s certificateof pregnancy not later than thirty (30) days prior to thedate on which the leave is to begin. Such notice shall in-clude the intended dates on which the leave shall beginand end.


A female employee may request a maternity leave withinthe following conditions:

1) A maternity leave shall commence uponthe date requested by the employee orwhen deemed medically necessary by theemployee and her physician.

2) A maternity leave shall be for up to two (2)years from the beginning of the leave. Anemployee on maternity leave may, if med-ically qualified, request that such leaveterminate earlier than as requested.

10.4.3 Disability Leave

A female employee may request a disability leave due topregnancy by informing her immediate supervisor in writ-ing accompanied by a physician’s certificate of preg-nancy.

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The leave will commence when deemed medically nec-essary by the employee and her physician and the em-ployee will return when medically qualified as determinedby the employee’s physician.

An employee will not be required to submit proof of dis-ability for pregnancy and the birth of the child for a periodof two weeks prior and four weeks after the birth. Proofof physical disability may be required where the disabilityextends beyond the limits as set forth in this paragraph.

Sick leave benefits will be paid for the period of time thedisability occurs, but only up to the individual’s accumu-lated sick leave.

10.4.4 Return From Maternity Leave

An employee returning from maternity leave shall be re-turned to her former position, if the position still exists, orto a mutually agreed upon position.

Upon returning, the employee will be reinstated to thehourly rate to which he/she would have been eligible priorto commencement of her leave.


The employee will be given an opportunity to continue in-surance coverage in the school insurance program dur-ing a maternity leave, but will be required to pay allpremiums connected with this coverage. All premiumsmust be paid in advance of the month due.

10.5 ASSOCIATION LEAVE

The Association will be allowed to use up to fifteen (15)leave days per year. The Association president shall au-thorize to the Superintendent the names of those personsto be granted such leave. If the number of days needed

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5) The employee may revoke his/her election to re-tire in the case of death or total disability of thespouse, or for a major life change as deemed ac-ceptable by Human Resources. An employeewho revokes his/her election to retire must repayall monies paid as part of the retirement program.

ARTICLE IX

VACANCIES

9.1 VACANCIES

A vacancy shall be any position, which the administrationdetermines must be filled to maintain District operations.

Whenever a vacancy occurs, notice of the existing va-cancy will be sent to all building/department locations.Summer vacancy notices will be emailed to each schoolterm non-probationary bargaining unit member. In thenotice there will be included the job description currentlyon file in the Human Resources Department, the qualifi-cations expected, the classification of the position, thenumber of hours worked per day, and the closing date forthe application for the vacancy. Every non-probationarymember of the bargaining unit currently employed whoapplies for a vacancy, will be granted an interview. TheHuman Resources Department will notify each applicantin writing of the final disposition of the vacancy. A bar-gaining unit member who is not awarded the position maymeet with the Director of the Human Resources depart-ment to discuss the specific reasons for not receiving theposition.

Qualifications of applicants will be based on secretarialskills, experience and potential. Qualified candidatesfrom inside the district will receive first consideration overqualified candidates from outside the district for each va-cancy by:

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8.9 RETIREMENT INCENTIVE

The following retirement program shall be available tobargaining unit members who work at least 600 hours peryear.

1) A bargaining unit member will be eligible for thisincentive if he/she is at least 55 years of age andhas at least 15 years of service credit in the Dis-trict and is eligible to retire under the provisionsof the Illinois Municipal Retirement Fund.

2) To be eligible for participation, the employee mustapply at least six (6) months prior to retirement.

3) A bonus will be paid over the last four months ofemployment. The payment will be in an amountthat is sufficient to increase the employee’s IMRFreported earnings in the final twelve months ofemployment by exactly 6.0% over the employee’sIMRF reported earnings in the immediately pre-ceding twelve (12) months, so long as suchamount does not cause the Board to be subjectto accelerated payments to IMRF under Section7-172(k) of the Illinois Pension Code.

4) The District will extend single health insurancecoverage and pay 50% of the current single ratecoverage (up to a maximum of $4,000 per year)until the employee reaches the age of Medicareeligibility or has received this benefit for 60months, whichever comes first. The remainder ofthe individual cost and any family cost would bethe responsibility of the retiree. Any subsequentincrease in the individual cost and/or cost of fam-ily would be paid by the retiree.

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within a twelve-month period exceeds fifteen the Presi-dent of the Association will notify the Superintendent andthe Association will pay the cost of the employee’s days’pay figured on the Group A base salary rate.

The Association shall also have available up to three (3)leave days for the sole purpose of supplying to IEA Re-gional 63 leave days for the exclusive use by the Regionfor matters approved by the District, if such an arrange-ment can be found to be acceptable to the District and tothe member locals of Region 63.

10.6 PROFESSIONAL MEETINGS

Employees shall be entitled to attend professional meet-ings upon the approval of the Human Resources Depart-ment.

10.7 LEAVE OF ABSENCE - PERSONAL

10.7.1 Purpose

Upon request of a non-probationary employee, the Boardmay grant an unpaid leave of absence for up to one (1)year. The Assistant Superintendent of Human Resourcesmay grant extensions, upon approval, for not greater thana total of two (2) years from the beginning of the leave.As a condition of this leave, the employee will be requiredto waive all rights to reinstatement in her/his positionupon termination of the leave. This employee will retainonly the right to be immediately placed into the secretarialpool as described in Section 9.1.1.


Applications are to be submitted to the Human Re-sources Department thirty (30) days prior to the date onwhich the leave is to begin.

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The employee shall submit written confirmation of his/herintent to return from leave sixty (60) days prior to the endof the leave. Upon returning, the employee will be rein-stated to the hourly rate to which he/she would have beeneligible prior to commencement of his/her leave.

The employee will be placed in the secretarial pool (see9.1.1) at the same rate of pay or the pay of the temporaryposition; whichever is greater, for a maximum period ofone year, after which the individual will drop one classifi-cation level from where they began in the pool.

10.8 LEAVE OF ABSENCE - MEDICAL

10.8.1 Purpose

A leave of absence without pay for up to one (1) year fol-lowing the exhaustion of an employee’s sick leave dayswill be granted for temporary disability. Disability meansthe employee’s inability, by reason of any medically de-terminable physical or mental impairment due to injury orsickness, to perform the duties of his/her occupation.Such leave may also be requested in order for the em-ployee to care for a member of her/his immediate family(as defined by the Illinois School Code) or household.Such leave may be extended for up to one additional yearif the medical condition of the employee or member ofthe immediate family or household persists. Any furtherextension of the leave must be taken as a personal leave

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employee is being reprimanded, warned, disciplined, ordismissed, excluding informal criticisms or suggestionsfor improvement. The Association representative may beanyone selected by the Association.

8.7 RETIREMENT AND SOCIAL SECURITY

All bargaining unit employees working in a position re-quiring six-hundred (600) or more hours per year mustparticipate in the Illinois Municipal Retirement Fund(IMRF) and the Social Security program.

8.7.1 IMRF Early Retirement Incentive

The District and the Association will at least annually re-view the possibility of offering the IMRF Early Retire-ment Incentive to IMRF employees of the District. Ifsuch a plan is deemed feasible, it will be submitted tothe Board of Education for its consideration.

8.8 RESIGNATIONS

When an employee desires to resign, the following willbe the procedure:

1) Notify immediate supervisor and Human Re-sources in writing at least two (2) weeks in ad-vance of resignation date.

2) Complete necessary forms for Human Resourcesand Payroll Departments. It may be necessary toarrange an appointment in each of these officesto insure that all forms are completed.

3) Human Resources shall notify the Associationupon receipt of resignation.

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8.5 EVALUATIONS

All bargaining unit members will meet with their immedi-ate supervisor to review the evaluation process, reviewjob responsibilities and align job expectations prior to No-vember 1. All bargaining unit members will have their finalevaluation by their immediate supervisor(s) by April 30 atleast annually. This evaluation shall be done on the formprovided by the Human Resources Department and sum-marized in a conference by the supervisor with the em-ployee.

Any concerns that are identified should also carry withthem recommendations for improvement. Before any fur-ther evaluation is conducted, a reasonable period of timeshould be allowed for remediation and/or staff develop-ment training to improve skills.

8.6 DISCIPLINE-DISCHARGE

8.6.1 Standard to be Applied

The Board of Education will not discipline or dischargeany non-probationary employee without just cause andwill use a progressive discipline procedure. This will notprevent the Board from taking immediate action for un-usual or severe circumstances.

8.6.2 Notification

The Board will notify the Association in writing that an em-ployee has been disciplined or discharged. Such notifi-cation will occur within forty-eight (48) hours.

8.6.3 Representation

An employee may have an Association representative atany meeting he/she has with the administration when the

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of absence (10.7). Human Resources must approve anydeviation from this procedure. Any future medical leave,other than for the employee, cannot be taken within oneyear of the conclusion of the previous medical leave un-less required by law.


An application with a supporting doctor’s statement is tobe submitted to Human Resources. A periodic medicalstatement may be requested.




The employee shall submit written confirmation of his/herintent to return from leave no less than one (1) week priorto the end of the leave. The Human Resources Depart-ment may waive such time requirement. Upon return, theemployee shall be returned to his/her former position ifthe position still exists or to a mutually agreed upon po-sition. Upon returning, the employee will be reinstatedto the hourly rate to which he/she would have been eligi-ble prior to commencement of his/her leave.

10.9 ACCEPTANCE OF A LEAVE OF ABSENCE POSI-TION

A bargaining unit member who takes a temporary posi-tion will continue to accumulate seniority and maintain allcontractual rights as a bargaining unit member.

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10.10 ADOPTION LEAVE

10.10.1 Purpose

Any employee shall be permitted leave of absence with-out pay to adopt a child.


If applying for adoptive leave, the employee shall notifyHuman Resources in writing as soon as possible after fil-ing an application for adoption of a child.


Adoptive leave shall commence when the child is physi-cally turned over to the employee or on a date reasonablein advance of such placement of the child as may beagreed by the District and the employee.

10.10.4 Return from Leave (Adoptive)

An employee returning from adoptive leave shall be re-turned to his/her former position, if the position still exists,or to a mutually agreed upon position.

Upon returning, the employee will be reinstated to thehourly rate to which he/she would have been eligible priorto commencement of his/her leave.


The employee will be given an opportunity to continue in-surance coverage in the school insurance program dur-ing adoption leave, but will be required to pay allpremiums connected with this coverage. All premiumsmust be paid in advance of the month.

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8.2 RE-EMPLOYMENT

Any bargaining unit member re-employed by the Districtwill be reinstated at their previous hourly rate unless theyhave accepted a position in a higher or lower group level.If a higher or lower group level position is accepted, themember will receive an hourly rate in that group level atthe same step on the pay chart for the corresponding fis-cal year.

8.3 ORIENTATION TRAINING

The District will provide a consistent general orientationsession for new Bargaining Unit Members during theirfirst week of employment. This would reference the sec-retarial handbook and district policies and procedures.All employment forms should be completed at this time.

8.4 PROBATIONARY PERIOD

All newly hired bargaining unit personnel shall be placedon a ninety (90) calendar day probationary period. Ben-efits, except for medical and dental insurance as providedin Section 12.1 and 12.4, shall take effect immediatelyupon employment. Medical and dental insurance shallbe effective upon completion of (30) calendar days. Va-cation may not be taken during probation. All new per-sonnel will be provided with a mid-probationary writtenevaluation. If the evaluation reveals areas of unsatisfac-tory or needs improvement ratings, the District may re-quest, and the Association will not unduly deny, anextension of the probationary period of not more than anadditional ninety (90) calendar days, upon written demon-stration of need by the District. The District may terminatea probationary employee for any reason within the pro-bationary period(s). The employee will be given reasonsfor such termination in writing.

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b) All new applicants will be tested in HumanResources.

c) Contact the originator of the request witha list of DUSA applicants to be inter-viewed. The originator will sign the inter-view log and return the log to HR prior tooffering employment. All postings will beonline and all applicants internal and ex-ternal must apply online.

d) Follow up on previous experience.

e) If it is necessary for interviews for DUSAbargaining unit positions to take placeduring the regular workday, current DUSAmembers who are applicants may inter-view for a position without any loss forsalary or benefits.

f) Human Resources will send written notifi-cation to unsuccessful candidates withintwo (2) working days.

g) Notify the Association of bargaining unitmember hiring, permanent and temporary.

h) At the time of employment, each em-ployee will be expected to furnish:

(1) Evidence of good health (physicalexam if needed);

(2) T.B. test; (3) Withholding information cards; (4) Other information as requested.

All permanent records for each employee will be kept onfile in the Human Resources Department. Copies ofrecords may be made available to other offices asneeded and upon notification to the employee.

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10.11 FAMILY AND MEDICAL LEAVES

Certain of the above leaves are covered by the Familyand Medical Leave Act of 1993 (FMLA) and will be avail-able as such to all full-time bargaining unit members whoqualify under the Act and District policy. Such leaves willprovide the employee with up to twelve (12) weeks ofcontinued insurance coverage in any twelve month pe-riod. Procedures for intermittent or reduced leave, noticerequirements, medical certification, effect on benefits, jobprotection, forms to be submitted shall be according toDistrict Policy.

FMLA leaves are available for the birth of a child; the careof such child; placement of a child with the employee foradoption or foster care, the care of a spouse, son ordaughter, or parent of the employee if such relative hasa serious health condition; or because of a serious healthcondition that makes the employee unable to perform thefunctions of his/her job.

10.12 BEREAVEMENT DAYS

Each bargaining unit member working twenty (20) ormore hours per week shall be granted annually non-cu-mulative paid days of bereavement leave in the event ofa death in the immediate family as follows: 12 month em-ployees = 3 days; less than 12 month employees = 2days. The immediate family shall be defined as parent,spouse, brother, sister, children, grandparents, grandchil-dren, parents-in-law, brothers-in-law, sisters-in-law andthose over whom the employee has legal guardianshipor relatives living in the employee’s immediate house-hold.

10.13 MODIFIED DUTY

The District may assign, for a period of up to sixty (60)work days, an employee absent for disability (other than

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due to pregnancy under Section 10.4.3) or Workers’ com-pensation reasons to a modified position consistent withthe medical restrictions which are imposed due to the na-ture of the employee’s illness or injury and which meetthe work needs of the District. The general format andcontent of modified duty plans will be developed by theDistrict and discussed with the Union in labor manage-ment meetings from time-to-time. In consultation with theemployee and the Union, if requested by the employee,the District will develop the modified duty plan before theemployee begins the modified duty. The Plan will takeinto account available medical information, available bar-gaining and non-bargaining unit work and minimizing in-trusion into the work of other bargaining units. After theinitial period, if the employee is not released from modi-fied duty to return to work without restrictions, the Districtwill evaluate the employee’s status and may extend themodified duty for up to an additional sixty (60) work daysafter notice to the Union. Modified duty is not applicableto an employee on a medical leave of absence underSection 10.8 of this Agreement.

ARTICLE XI

CALENDAR

11.1 WORK YEAR

11.1.1 Twelve (12) Month Employees

The work year for all twelve month secretaries and Level2 Technicians will be a minimum of 260 days betweenJuly 1 and June 30. The regular work week will be be-tween Monday and Friday not to exceed forty (40) hours.Any hours over forty (40) for the week will be compen-sated according to Section 6.6 of this Agreement.

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selection of members to do the work. Such work shall in-clude, but not be limited to, work during summer school,intercessions, and other break times. Members will notbe available for such work if the work time involved willregularly create an overtime situation. Any such workthat remains available after the above procedures haveoccurred may then be made available outside of the bar-gaining unit. This Section is not intended to cover super-vision or extra-curricular duties which are covered under7.6.6 of this bargaining agreement.

ARTICLE VIII

EMPLOYMENT PROCEDURES

8.1 EMPLOYMENT

The employment of all bargaining unit members shall bemade with the advice and approval of the Superintendentas executed by the Human Resources Department. Allapplications for employment will be made through theHuman Resources Department. At the time of initial ap-plication, a complete form will be placed on file for eachapplicant.

The procedures for securing bargaining unit help shall beas follows:

1) A letter of request is sent to the Human Re-sources Department indicating the need and thejustification for the position.

2) Upon approval of the request, the Human Re-sources Department will do the following:

a) Post and fill all permanent and temporarypositions as listed on the job descriptionwithin thirty (30) days of the notification ofvacancy.

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7.6.4 Unsafe or Hazardous Working Conditions

Bargaining unit members shall not be required to workunder unsafe or hazardous conditions or to performtasks, which endanger their health, safety and well-being.

7.6.5 Employee Supervision and Responsibility forthe Building

In cases of administrative absence from the building,each building supervisor (principal) shall inform his/hersecretary of the administrator or other certified person tobe contacted should the need arise.

In the absence of a building supervisor (principal), or de-signee, bargaining unit members shall not be held ac-countable or made responsible for the administration orsupervision of the building or the discipline of students.

At least annually, the administrator will review with thesecretary all relevant safety plans and procedures.

7.6.6 Supervision/Extra Duty Compensation

Bargaining unit members who are offered positions of su-pervision and/or extra duties that could not be filled bycertified employees shall be compensated at the full ratethat would have been paid to the certified employees.

7.6.7 Extra Bargaining Unit Work

Any clerical, secretarial, or related bargaining unit workthat occurs beyond the contractual work year of a bar-gaining unit member (non-twelve month members), andwhen deemed appropriate bargaining unit work by theDistrict, shall be work that is available to that member.The District, with input from the Association, shall developprocedures for notifying members of this work and the

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11.1.2 Ten (10) Month Employees

Ten month secretaries’ work year will be 206 days. asspecified in the Human Resources calendar for DUSAwhich includes::

(1) The teacher work year of 180 days, excludingProfessional Practice Days.

(2) Five days in addition to the teacher work yearwithin the school term (emergency days),

(3) Ten holidays as set forth in 11.2,

(4) Eleven days in addition to the school term. Suchdays shall be immediately prior to or immediatelyfollowing the school term. No less than the firstday of the work year will be for the purpose oftraining for specific District initiatives and/orpreparing for registration, at the District’s discre-tion.

Ten month secretaries will be paid their regular hourlyrate for any day(s) worked in addition to the 206 days asset forth above.

11.1.3 Guidelines for Annual District-Wide Registra-tion

The following guidelines shall be used for the schedulingof the annual District-wide registration of students and forthe beginning of the year secretarial training and prepa-ration:

a. Setting registration dates in two different weeks,preferably no Friday or Monday dates, so thatsecretaries can compile registration materials oradequately prepare for registration;

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b. Working with administrators so that secretariesare not left alone in buildings while registration isoccurring;

c. Working with administrators to ensure that propersafeguarding of registration materials and moneyoccur.

11.1.4 Clerical Assistants

The work year for clerical assistants will be aligned withthe teachers work year with the following adjustmentswithin the *teacher work year calendar to support thepreparatory work prior to student attendance:

Clerical Work Days: The day before the First day of student at-

tendance for first semester (August); The day before the First day of student at-

tendance for the second semester (afterWinter Break),

Clerical Non-Work Days: Parent/Teacher Conference Day (during

the fall semester); SIP Day (and/or Teacher Professional De-

velopment day) Thanksgiving week.

*Additional days are not being added to the clerical workyear, there is an adjustment to what days will be workedwithin the teacher calendar.

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7.6 SPECIAL CONDITIONS

7.6.1 Changes in Working Conditions

The immediate supervisor will discuss changes in the du-ties or working conditions of a secretary with the secre-tary involved prior to a final decision on the change.

In emergency or limited instances where there exists arequirement for translation duties, administrators and cer-tified employees shall be asked first if available.

7.6.2 Travel Reimbursement

A secretary who uses her own personal automobile whenon school business shall be reimbursed by the Board ofEducation at a rate equivalent to the IRS mileage al-lowance.

7.6.3 Administration of Medication

Under no circumstances shall bargaining unit membersbe required to administer medication to students. Thisprovision shall not prohibit the District from adoptingguidelines for self-administration of medication by stu-dents nor does it prohibit any school employee from pro-viding emergency assistance to students. Any bargainingunit member providing such assistance will be held harm-less by the District which will also agree to defend andindemnify the employee against all civil rights and bodilyinjury claims and suits when damages are sought fornegligent or wrongful acts alleged to have been commit-ted in the scope of employment or under the direction ofthe Board.

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assigned. The intent of orientation is to enhancethe employee’s successful transition to the newlyassigned position. The District will also provideskill training in functions or criteria newly applica-ble to existing positions. In-district sessions willbe provided at no cost to the employee. Thesesessions may include the coordination of out ofdistrict opportunity for more specialized areas ofbargaining unit work. The District shall maintainrecords of participation and of test scores, if ap-plicable, for all sessions provided.

7.3 SUPERVISOR ABSENCES

At the beginning of each year the employee will be ad-vised of the person to contact in emergency situationswhen the immediate supervisor is absent. In the eventthis person cannot be contacted the employee shouldcontact the office of the appropriate Area Assistant Su-perintendent, or Central Office Administrator.

7.4 CLASSIFICATION

Job classification criteria will be established and set forthin this Agreement as the Secretarial Classification Crite-ria.

7.5 JOB DESCRIPTIONS

A job description for each position in the bargaining unitshall be maintained by the Director of Human Resourcesso as to be in compliance with Section 7.4. The devel-opment of job descriptions shall include the involvementof the secretaries. The clerical assistant committee, withthe principal or supervisor in each school, shall mutuallydescribe in writing the duties to be performed by the as-sistants who are to be assigned to their school or depart-ment with the primary, but not exclusive, duties being thepreparation of instructional materials.

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11.2 HOLIDAYS

The following holidays will be paid holidays:

Twelve (12) Month Ten 10 Month & Clerical Assistants

New Year’s Day New Year’s Day Martin Luther King Day February Holiday** February Holiday** Spring Holiday* Spring Holiday* Memorial Day Memorial Day Labor Day July 4th Columbus Day Labor Day Veteran’s Day*** Columbus Day Thanksgiving Day & Day after Veteran’s Day*** Christmas Day Thanksgiving Day & Day after Christmas Eve Day Christmas Day New Year’s Eve Day

* This day will be announced annually by the Boardof Education.

** This day will be announced annually by the Boardof Education as either Lincoln’s Birthday or Pres-ident’s Day.

*** Veteran’s Day may be a scheduled work day asdetermined by the Board of Education. If Vet-eran’s Day is a work day for employees, the fol-lowing compensations will be made:

12-month employees will be granted a floatingholiday at a mutually agreed upon date by em-ployee and supervisor.

10-month & Clerical Assistant employees will begranted Christmas Eve Day as a paid holiday.

If a paid holiday falls on a weekend, employees will begranted either the business day before or the business

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day after the holiday off with pay as long as school is notin session on either of those days; if school is in sessionon both the business day before and the business dayafter the holiday, an additional floating holiday will beadded to the allotment for each bargaining unit member.Such days will be indicated on the approved employeeday-count calendar and distributed to employees no laterthan June 1st.

An employee absent on the day before or the day after aholiday will not receive pay for the holiday if the absenceis not provided for in this Agreement.

A twelve month employee may be granted an option of

taking off without pay, any day(s) during the school termwhere school is not in session that are not legal schoolholidays or institute days.

The immediate supervisor will justify in writing his/herreason for denying this option in the event he/she deemsit necessary to insist that the employee work on suchday(s).

11.3 VACATIONS

Full time 12 month secretaries will receive the equivalentof two weeks paid vacation. During the first year, this va-cation will be pro-rated and may be taken at a mutuallyagreed upon time. For example, an employee workingthree months would be eligible for 3/12 of 10 days or 2.5days.

Full time 12 month secretaries who have worked for theschool district for more than one full year may take vaca-tion time as long as prior approval has been given by theimmediate supervisor at least two (2) weeks in advanceof the first day of the vacation.

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bers will attend mandatory professional develop-ment of at least six (6) hours with pay by submit-ting the proper attendance verification form.

2. The District budget for the cost of the program willbe $30 per bargaining unit member, not to exceed$10,000 per fiscal year. An extraordinary needfor professional development beyond the bud-geted amount will require District Approval.

3. The joint committee will monitor progress of thefollowing timeline:

a. August 30 – A professional developmentschedule for the upcoming school yearwill be developed and communicated toall administrators and bargaining unitmembers. The committee will make rec-ommendations for tracking participationusing Coursewhere.

b. January 31 – The committee will do a mid-year evaluation of the professional devel-opment/assessment program. Thisevaluation will be used as a tool for futureplanning.

c. June 30 – A final evaluation of the profes-sional development/assessment programwill be completed. The joint committeewill develop the schedule for the upcom-ing year based upon the district approvedschool calendar.

7.2.2 Individualized Staff Development

The District will provide job specific orientation inthe various skill areas appropriate to the bargain-ing unit position to which an employee is newly

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ARTICLE VII

WORKING CONDITIONS

7.1 PAYROLL

All DUSA members will be paid on a Bi-weekly (26 pay)compensation system. Pay will be in arrears for the pre-vious two weeks of work. Each pay period will begin witha Monday and end on a Sunday covering two weeks.The fiscal pay schedule will be shared with the DUSAleadership at least thirty (30) days prior to the first payperiod.

7.2 STAFF DEVELOPMENT

7.2.1 Professional Development

A joint committee made up of four (4) representatives ap-pointed by the District and four (4) representatives ap-pointed by the Association will plan professionaldevelopment programs which will be held on studentnon-attendance days. At least one (1) of the administra-tive members will supervise Technicians and one (1) ofthe Association representatives will be a Level 2 Techni-cian. The committee will structure the programs so thatminimal secretarial staffing of buildings and/or depart-ments can be maintained when necessary.

The goal of the committee is to implement a program thatwill work to maximize the bargaining unit’s potential byproviding an accurate profile of necessary qualificationsand the program and opportunities for skill building toachieve those qualifications as outlined below:

1. Each school year, July 1 through June 30, full-time bargaining unit members will attend eight (8)hours of district-wide mandatory professional de-velopment and part-time bargaining unit mem-

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All vacation will be figured on a fiscal year basis and mustbe taken during the period of July 1 to August 31 of thefollowing year. This will allow a 14 month period for tak-ing vacation days. No more than three (3) weeks maybe taken at one time. Upon termination of employment,full salary will be paid for all earned vacation days. If anemployee uses vacation time not yet earned and resignsor is terminated, this vacation pay will be deducted fromthe final check. Employees with continued service of tenor more years will receive a vacation of three (3) weeks(15 working days) figured on the employee’s anniversarydate.

Secretarial employees (10 month and 12 month) and full-time clerical assistants who have completed their eighth(8th) year with the district shall be granted one additionalday off with pay. This would be considered a floating hol-iday, and would be taken at any time during the fiscalyear with the approval of his/her supervisor. This timewill not be accumulative. This too, shall be figured on theanniversary date.

Twelve month employees will be notified no later thanJune 1st, when the final employee day count calendar isset, of any days their offices will be officially closed dueto the holidays. If offices are closed on days other thanthose notified in June, members will not suffer any lossof salary or benefits. All non-probationary twelve monthsecretarial personnel will be given six (6) non-cumulativedays off with pay. These days are to be taken duringChristmas, Spring Break, and Special Holidays not cov-ered in 11.2 and /or any other student non-attendancedays during the school year. The immediate supervisor’sapproval is required for days taken other than on studentnon-attendance days.

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11.4 EMERGENCY DAYS

11.4.1 Emergency Days

Bargaining unit members who work less than twelvemonths will not be required to work on days when schoolsare closed for students as a result of an emergencyday(s). Their work year will be extended, however, theirday count will be dictated by section 11.1.2. All twelve-month bargaining unit members who are unable to reportto work on an emergency day(s), must use one of theiravailable allotment of leave time. However, when theBoard of Education declares the entire U-46 school sys-tem closed no bargaining unit member will be required towork or suffer a loss of pay or benefits.

11.4.2 Part Time Secretaries

Part time secretaries will be paid only for days actuallyworked.

11.4.3 Pay For Work On Special Release Days

Any bargaining unit member who works on a special re-lease day as granted by the Board shall receive an addi-tional day off with pay at a mutually agreed upon time. Inthe event such additional day(s) have not been taken bythe following May 30, then the bargaining unit membershall receive the additional day (s) pay on their June pay-check.

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High School

Full time high school secretarial positions aresubject to the provisions of 6.8.1. Additional fulltime or part time positions may be added.

Two clerical aides: 3.25 hours per day minimumif not in combination with another DUSA positionto qualify for IMRF; 3.0 hours per day minimum ifin combination with another DUSA position toqualify for IMRF.

Fourteen (14) Clericals, who had lost IMRF eligibilitydue to cuts in hours by the District in the Spring of2010, will be increased by .25 of an hour to re-instatetheir participation in IMRF. Once the position is va-cated by the current employee, the District may chooseto reduce the hours by .25. This section only appliesto the clerical positions listed below:

(1) Bartlett HS(1) Elgin HS(2) Larkin HS(2) Streamwood HS(1) Abbott MS(1) Canton MS(1) Eastview MS(1) Ellis MS(1) Tefft MS(3) Health Services

6.8.3 New Positions

In the event the District creates a position that isnot currently set forth in the Secretarial Classifi-cation Schedule, the District will determine theclassification based on the Secretarial Classifica-tion Criteria of this Agreement.

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Elementary

A minimum of (1) full time secretary:8 hours per day, 40 hours per week.

A minimum of (1) part time secretary:2.0 hours per day


>300 students – 2 hrs. per day>500 students – 3 hrs. per day>600 students – 4 hrs. per day>700 students – 5 hrs. per day

One clerical aide: 1.5 hours per day minimum.Clerical hours shall be allocated as follows:

<649 students – 1.5 hrs. per day>650 students – 2 hrs. per day>700 students – 3 hrs. per day

Middle School

A minimum of (2) full time secretaries:8 hours per day, 40 hours per week.


>500 students – 2 hrs. per day>700 students – 3 hrs. per day>900 students – 4 hrs. per day

One clerical aide: 3.25 hours per day minimum ifnot in combination with another DUSA position toqualify for IMRF; 3.0 hours per day minimum if incombination with another DUSA position to qual-ify for IMRF.

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ARTICLE XII

INSURANCE

12.1 HEALTH INSURANCE PLAN

All members of the bargaining unit who work more thansix (6) hours per day and more than thirty (30) hours perweek and more than six (6) months of the year will be in-cluded in the health insurance program underwritten bythe Board of Education. The Board and Association un-derstand that plan design and the monitoring of the com-prehensive insurance plan will be the responsibility of theDistrict Insurance Committee of which the Association isa charter member. The District Insurance Committee willsee that appeal procedures are in place with providersfor matters of plan and benefit interpretation and, there-fore, such matters will not be subject to the grievanceprocedure contained within this Agreement.

The contribution for employees for single, employee +spouse, employee + dependent children, or employee +spouse + dependent children (family) coverage will be10% of the rate established in the applicable calendaryear by an independent actuary selected by the Boardafter consultation with the District Health Insurance Com-mittee. If the estimated aggregate per employee per cal-endar year cost of the medical program (determined bythe independent actuary) increases by more than 5% ina single calendar year, each employee’s contribution of10% of the medical plan and coverage elected will in-crease by $130 per calendar year regardless of the typeof medical option or coverage elected. If the estimatedaggregate per employee per calendar year cost of themedical program increases by more than 8% in a singlecalendar year, each employee’s contribution will increaseby the amount set forth above for the 5% change plus anadditional $65 regardless of the type of medical option or

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coverage elected. Contributions shall be made on a pro-rated basis through payroll deduction, and, in accord withapplicable federal laws and regulations, will be on a pre-tax basis to the extent allowed by state and federal lawand regulations.

Members of the bargaining unit who are eligible underIMRF requirements to receive retirement benefits will beeligible during their retirement to participate in the Dis-trict’s medical insurance program but will be required topay all premiums connected with this coverage, exceptwhat is covered in Section 8.9. All premiums must bepaid in advance of the month due.

12.2 LIFE INSURANCE

The Board shall provide group life insurance protection,which shall pay to the designated beneficiary the sum of$40,000 upon the death of the employee. Upon retire-ment this life insurance is convertible at the employee’sexpense. The Board will select the carrier and the insur-ance program to be installed.

12.3 LIABILITY INSURANCE

The Board shall provide liability insurance as requiredunder the law of the State.

12.4 DENTAL INSURANCE

New members hired after July 1, 2015, who elect dentalcoverage will be required to pay the rate established bythe district for the type of coverage they select. For em-ployees that were hired prior to July 1, 2015, and whowork more than 6 hours per day and more than thirty (30)hours per week and more than six (6) months of the yearwill be provided single coverage in the dental insuranceprogram underwritten by the Board of Education. The

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result is to reduce the hours associated with theposition below the number necessary to qualifyfor participation in the health insurance planunder Sections 12.1 and 12.4 of this Agreement;provided, however, the Board may reduce thehours of a full time position below the minimumnecessary to qualify for participation in the healthinsurance plan in Sections 12.1 and 12.4 if thereare demonstrably substantive changes in the du-ties, and/or reduction in the workload, associatedwith the position are made. Additionally, theBoard may dismiss any of the employees holdingsuch full-time positions in accordance with the re-duction in force provisions of Section 9.4 of thisAgreement. Before taking any of the actions per-mitted by this Section, the Board shall give writtennotice to the Association President or designeebetween 60 and 90 days before the effective dateof the reduction in hours or position and providean opportunity to meet to discuss the intended ac-tions.

6.8.2 Secretarial and clerical: The following minimumguidelines are for the staffing of secretaries andclerical aides in the elementary, middle, and highschools with the intent of providing an effectiveand efficient level of secretarial support to thebuilding and school community. Factors to beconsidered in determining part time secretary andclerical hours include, but are not limited to: stu-dent enrollment, special programs (i.e. special ed-ucation, bilingual, early childhood, etc.), studentmobility, at-risk status, new technologies, new ini-tiatives, customer service, and school/communityrelations.

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6.6.1 Overlap Training of New Secretaries

When a secretary is hired, the effected supervisors willmake reasonable arrangements for the transition. If theprior secretary is still employed by the District, the secre-taries involved will be given release time or after hourswith pay for training.

If the prior secretary is no longer employed by the Districtor is unable to participate, the District will provide job spe-cific training for the newly hired secretary.

A member of the secretarial pool may be used to cover aposition during a training session.

6.7 SECRETARIAL FILL-IN PAY

When a bargaining unit member is assigned by their im-mediate supervisor to temporarily fill a vacancy for eight(8) hours or more in a day in a bargaining unit position ofa higher criteria group, the employee shall receive thehourly rate for that higher group at the same step on thepay chart for the corresponding fiscal year per section13.3 of this agreement. The District-authorized time sheetmust be completed and submitted to Human Resourceswith the appropriate authorization and explanation to re-ceive the increased wage difference through payroll. Ifthe employee has been temporarily filling the vacancy fortwenty (20) or more consecutive working days, any paidvacation, holiday, or approved absences taken during thistime will also be compensated at the higher rate.

6.8 STAFFING LEVELS

6.8.1 The Board shall not reduce the hours of work inany of the full-time positions (including splitting ofpositions) listed in the Secretarial ClassificationSchedule on pages 41-42 of this Agreement if the

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Board shall provide payroll deductions for those bargain-ing unit members who desire family coverage.

12.5 FLEXIBLE SPENDING ACCOUNTS

In accordance with federal law and regulations, the Dis-trict shall make available to each employee a dependentcare flexible account and health care flexible spendingaccount. These accounts shall be funded solely throughsalary-reduction contributions made by the employee tocover eligible expenses which the employee may incur.However, an employee who elects a medical program op-tion which also provides a Health Savings Account maynot elect to have a health care flexible spending account.The maximum contribution to the health care spendingaccount shall be $2,500 per calendar year. The currentand future maximum contribution to the dependent carespending account shall be in accordance with federal lawand regulations.

12.6 LONG TERM DISABILITY

The District will provide each bargaining unit member along-term disability plan with plan details and premiumcosts available to each member through Human Re-sources. Any necessary premiums will be paid by themember.

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ARTICLE XIII

SALARY

13.1 STARTING SALARIES FOR UNIT MEMBERS

Group A - $12.50 per hourGroup B - $14.00 per hourGroup C - $16.00 per hourLevel 2 Technicians* - $22.50 per hour

* Level 2 Technicians shall possess A+ Certificationas a condition of employment

13.2 SALARY INCREASES

13.2.1 Secretaries/Clericals/Level 2 Techs

For FY16, the hourly rates will be increased across alllevels at a rate of 3.5%.

For FY17, the hourly rates will be increased across alllevels at a rate of 3%.

13.3 INCREASES/DECREASES BETWEEN GROUP LEV-ELS

By June 1 of each fiscal year (July 1-June 30), HumanResources and DUSA will collaborate on creating a PayChart for the upcoming fiscal year based on the contrac-tual agreement of rate increases for that year. This chartwill be used by Human Resources to determine in-creases and decreases in hourly rates for members mov-ing group levels during the corresponding fiscal year.

When a full-time secretary moves to either a part-timesecretary position or a clerical assistant position in alower group level, she/he shall receive full credit in the

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6.5 LUNCH PERIOD

All employees working more than four (4) hours per daymust take at least a half hour lunch period.

6.6 OVERTIME

All bargaining unit members shall be paid time and a halffor hours worked in excess of forty (40) hours per week.Sundays and holidays will be paid at a double time rateproviding the employee works forty (40) hours during thatweek. If for any reason an employee is recalled to workafter regular working hours she/he must be guaranteedno less than two (2) hours pay. Bargaining unit membersmay, at their option, elect to take the equivalent time offas payment for overtime, up to a maximum of 240 hoursof compensatory time. Bargaining unit members may se-lect the option to take the compensatory time. The takingof compensatory time must be mutually agreed upon withthe immediate supervisor. The immediate supervisor willstate in writing his/her reason for denying the taking ofcompensatory time. Also, an employee who decides tobe paid for overtime in one case may have the option oftaking compensatory time in another case, or visa-versa.Bargaining unit members shall be paid for the accruedcompensatory time in accordance with normal payrollprocedures if such time has not been used prior to theend of the fiscal year in which it was accrued or upontransfer to another position in the bargaining unit or forseparation from the District.

For the computation of overtime, the following days willbe included: paid holidays, vacation days, (includingfloating holidays and non-cumulative break days) andjury duty.

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or temporary position for less than six months if for atwelve month position or for less than one semester if fora ten month position, shall be paid no less than the GroupA rate. All permanent part time employees working morethan thirty (30) hours per week and more than 6 monthsper year for work performed within the DUSA bargainingunit in a single position or combination position will re-ceive full benefits as provided by this Agreement. Forwork outside the unit combined with work in the unit thecut off will be 37.5 hours per week to receive full benefitsas provided by this agreement.

6.3 SHORT TERM/TEMPORARY POSITIONS

A short-term position shall be defined as an additional jobcreated for the purpose of a special district project. If theduration of such a job exceeds 12 months, the job shallbe posted as a bargaining unit position subject to 9.1.

A temporary position shall be defined as a position cre-ated by a temporary absence of a bargaining unit mem-ber. A temporary absence of 6 months or less for a12-month position or 90 school days or less for a 10-month position may be filled temporarily at the district’sdiscretion. If the temporary absence exceeds 6 monthsfor a 12-month position or more than 90 school days fora 10 month position, the temporary position shall be filledin accordance with 9.1 of this agreement.

The District will notify DUSA monthly in an agreed uponmanner with an accounting of all short term/temporarypositions in effect during the prior month.

6.4 BREAKS

Each bargaining unit member shall receive a ten (10)minute break for the first four (4) hours worked and a sec-ond ten (10) minute break will be given to those bargain-ing unit members who work more than six (6) hours.

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lower group level on the pay chart for the correspondingfiscal year.

When a part-time secretary moves to a full-time secretaryposition in a higher group level, she/he shall receive halfcredit in the higher group level on the pay chart for thecorresponding fiscal year. A part- time secretary, whomoves to a clerical assistant position in a lower grouplevel, will receive full credit on the pay chart for the cor-responding fiscal year.

A clerical assistant who moves to a full-time or part-timesecretarial position in a higher group level will be givenhalf credit in the higher group level on the pay chart forthe corresponding fiscal year.

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SECRETARIAL CLASSIFICATION SCHEDULE(Effective July 1, 2015)

GROUP A

Clerical Assistant

GROUP B

District Records ReceptionistElementary SecretaryEnglish Language Learners (ELL) SecretaryHealth Secretary – Elementary/MiddleHigh School Secretaries:

AttendanceDeanDivisional ChairpersonEnglish Language Learners (ELL)*GuidanceSchedulingSub-caller

Middle School Assistant Principal Secretary (10 month)Middle School SecretarySwitchboard/Receptionist

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5.9 REPRESENTATION AND WITNESSES

In any grievance meeting or hearing, either party maybring such witnesses and/or representatives as the re-spective party may select.

ARTICLE VI

WORKING HOURS

6.1 HOURS

Unless otherwise defined in this article, a full time bar-gaining unit member is an employee who works morethan six (6) hours per day and more than 30 hours perweek and more than six (6) months per year performingwork within the DUSA bargaining unit.

A full time bargaining unit member in the EducationalServices Center will work from 7:30 a.m. to 4:30 p.m. withan hour lunch period. Exceptions to the above are to beapproved by the immediate supervisor.

All full time Level 2 Technicians will work an eight (8) hourshift. Level 2 Technicians will be given prior notificationof any change in assignment. It is the intent of the Asso-ciation and the District to provide as much notice as pos-sible before the beginning of each school year of anyassignment changes for the upcoming year. It is under-stood that unforeseen changes in personnel and/or Dis-trict operations may preclude previously announcedassignments, in which case notice will be provided assoon as is administratively possible.

6.2 PART TIME

All part time personnel (secretaries and clerical assis-tants) shall be hired on an hourly basis as established inSection 6.8, Staffing Levels. A person filling a short term

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consideration as it shall deem appropriate. The disposi-tion by the Board shall be made to the grievant by com-pleting Grievance Report Form, Step III, within seven (7)days of the meeting. A notification of such dispositionshall be furnished the grievant, the Association, and theimmediate supervisor.

Step IV (Arbitration)

If the Association is not satisfied with the disposition ofthe grievance by the Board, or if no disposition has beenmade by the Board within the period above provided, orif the Board and the Association have chosen to insteadsubmit the grievance to arbitration, the grievance may besubmitted to arbitration before an impartial arbitrator bythe Association’s completion of Grievance Report Form,Step IV, and filing of same with the Board. If the Associ-ation fails to forward to the Board the grievance reportform, Step IV, within twenty (20) school days of receiptby the Association of the Board’s disposition, when StepIII has been used, then the grievance shall be consideredwaived.

If the American Arbitration Association is not notifiedwithin thirty (30) days of the notification to the Board, thegrievance shall be considered waived. If the parties can-not agree as to the arbitrator, he/she shall be selected bythe American Arbitration Association in accordance withits rules, which rules shall likewise govern the arbitrationproceedings. The arbitrator shall have no power to alter,add to, or subtract from the terms of this Agreement. TheBoard and the Association shall not be permitted to as-sert in such arbitration proceeding any ground or to relyon any evidence not previously disclosed to the otherparty. Both parties agree that the award of the arbitratorshall be final and binding. The Board and the Associationshall share equally the cost of the arbitration.

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GROUP C

Accounts PayableAccounts ReceivableEarly ChildhoodElementary PrincipalFood Service BookkeeperHigh School:

Assistant PrincipalAthletics*GuidancePrincipalRegistrarTreasurerHealth Secretary

Human ResourcesIndependence SchoolMiddle School PrincipalPayrollPlant OperationsSAFESchool Community RelationsSpecial Education

Directors of:Alternative EducationBusiness ServicesEarly ChildhoodEarly Language Learners (ELL)Financial ServicesFine ArtsFood ServiceHuman ResourcesInformation ServicesInstruction-ElementaryInstruction-SecondaryPlant OperationsSpecial EducationTeacher Effectiveness Initiatives

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Coordinators of:Assessment, Research, Student Discipline, AVID, Stu-dent ServicesDistrict RecordsDistrict Safety & SecurityLiteracy Instruction LearningMath, Science, Planetarium, Instructional TechnologyRegional Vocational/Career & Technology EducationGifted Program

Supervisor of:Central School ProgramsSpecial Education Elementary, Middle, & High School)Special Education-Health Services

*The high school guidance secretary classifications are deter-mined by duties assigned in the job description by the highschool Principal and approved by Human Resources.

This list shall not limit the creation of any new position in anyclassification.

2008-2011 Agreement Memorandum – Added to 2011-2015and 2015-2017 Agreements

The current positions of “HR Help Desk” and “Certification Spe-cialist” will be grandfathered as non-bargaining unit positionsuntil the employees currently assigned to those positions areno longer so assigned. At such time as the assignments endand the positions are posted without change in the job duties,the positions shall become bargaining unit positions. If the du-ties of the positions are changed, the bargaining unit status willbe addressed by the Association and the District and, if noagreement is reached, the bargaining unit status shall be sub-ject to resolution through the applicable provisions and proce-dures of the Illinois Educational Labor Relations Act.

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Step II (Superintendent)

If the grievant is not satisfied with the disposition of thegrievance, or if no disposition has been made within theabove-stated time limits, the grievant shall completeGrievance Report Form, Step II within seven (7) schooldays after receiving the immediate supervisor’s disposi-tion or after the above-stated time limits have expired,and submit the grievance to the Superintendent or his/herdesignee. Within five (5) school days the Superintendentand/or his/her designated representative shall meet withthe grievant and his/her Association representative.Within five (5) school days of the meeting the Superin-tendent or his/her designee shall indicate in writinghis/her disposition by completing his/her portion of StepII and forwarding it to the grievant. The Association andthe immediate supervisor shall be notified of said dispo-sition.

Step III (Board of Education)

If the grievant is not satisfied with the disposition madeby the Superintendent or his/her designee, or if no dis-position has been made within the above-stated time lim-its, then the grievant shall complete Grievance ReportForm, Step III within seven (7) school days after receivingthe disposition of the Superintendent or his/her designeeor after the above-stated time limits have expired, andsubmit the grievance to the Board by filing a copy withthe President of the Board and the Superintendent or,upon mutual written agreement of the Board and the As-sociation, to arbitration before an impartial arbitrator ishereinafter provided.

If the grievance is submitted to the Board, the Board, atits next regularly-scheduled meeting, shall meet with thegrievant, the Association representative, and the Super-intendent and/or his/her designee, to review such griev-ance in executive session or give such grievances the

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5.8 PROCEDURE

Any employee who believes there is basis for a grievancemay discuss the matter informally with his/her immediatesupervisor.

5.8.1 Formal Grievances

The following formal grievance procedure may be in-voked by a grievant:

Step I (Immediate Supervisor)

The grievant may submit to the immediate supervisor,within ten (10) school days after the event giving rise tothe grievance, unless the grievant(s) could not haveknown about the event in the exercise of reasonable dili-gence, in which case the period will be ten (10) schooldays from the time when the event could have beenknown in the exercise of reasonable diligence, a state-ment of the nature of the grievance and provisions of theAgreement allegedly violated, and the relief sought. Acopy of the grievance shall be submitted by the employeeto the Association representative and by the immediatesupervisor to the Superintendent. Within five (5) schooldays of receipt of the Grievance Report Form, the imme-diate supervisor shall meet with the employee and theAssociation representative in an effort to resolve thegrievance. The immediate supervisor shall indicatehis/her disposition of the grievance within five (5) schooldays after such meeting by completing Step I of theGrievance Report Form and returning it to the employee.The Association and the Superintendent shall both be no-tified in writing as to the disposition of the grievance.

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SECRETARIAL CLASSIFICATION CRITERIA

CLASSIFICATION A (Proficiently demonstrates all criteria listed)

Ability to communicate and interact with staff and co-workers ina professional mannerDemonstrates positive customer service skillsDemonstrates confidentialityAbility to work independentlyAbility to prioritize tasksDemonstrates organizational skillsKeeps accurate filingMaintaining appropriate inventories and online file manage-ment.Able to use office machines (ex. laminator, fax, intercom,phone, and copier)Accurate typing/keyboardingWorking knowledge of computer programsWillingness and ability to learn

CLASSIFICATION B(Proficiently demonstrates all criteria listed, including classifica-tion A)

Perform reception dutiesPerform student attendance dutiesUtilize excellent written and verbal communication skills (par-ents, staff and students)Responsible for tracking and balancing building/department ex-penditures (if applicable)Working knowledge of computer programs Word and ExcelWillingness to learn and become proficient in advanced appli-cations and specialized computer programs (Mail Merge, Stu-dent Information Systems, Business Portal, etc.)

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CLASSIFICATION C(Proficiently demonstrates all criteria listed, including classifica-tion A+B)

Demonstrates appropriate decision making in support of or inabsence of director or supervising administratorKnowledge and ability to perform necessary tasks to ensurethe smooth operation of the district level department/buildingProficient in specialized computer programs and applicationsResponsible for creating and initiating written and verbal com-munication (community and district officials/representatives)Responsible for maintaining director or supervising administra-tor calendar/schedule (if applicable)Responsible for office management, environment, staff, fi-nances (banking and financial software)Ultimately responsible for coordination, organization, facilitationof district level department/building

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of any year and strict adherence to the time limits mayresult in hardship to any party, the Board shall use its bestefforts to process such grievance prior to the end of theschool term or as soon thereafter as possible. Wheneverillness or other incapacity of the grievant and/or involvedadministrator prevents his/her presence at a grievancemeeting, the time limits shall be extended to such timethat said party can be present. When such grievancemeetings and conferences are held during school hours,all employees whose presence is required shall be ex-cused, with pay, for that purpose.

5.5 CONFORMITY WITH AGREEMENT

Adjustment of any grievance as described herein shallbe consistent with the provisions of this Agreement.

5.6 ADVANCED STEP FILING

A grievance claim on behalf of two or more employeeshaving the same grievance and grievances involving anadministrator other than building level administrators maybe filed by the Association at Step II of the formal griev-ance procedure. In all instances, grievances filed by theAssociation must be filed within ten (10) school days afterthe event giving rise to the grievance unless the griev-ant(s) could not have known about the event in the exer-cise of reasonable diligence, in which case the period willbe ten (10) school days from the time when the eventshould have been known in the exercise of reasonablediligence. No grievance shall be adjusted without priornotification to the Association and opportunity for an As-sociation representative to be present.

5.7 WITHDRAWING GRIEVANCES

A grievance may be withdrawn at any level by the griev-ant.

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ARTICLE V

GRIEVANCE PROCEDURE

5.1 GRIEVANCE DEFINITION

Any claim by an employee or the Association that therehas been a violation, misinterpretation, or misapplicationof any provision of this Agreement may be processed asa grievance as hereinafter provided.

5.2 EMPLOYEE PROTECTION

All employees will be entitled to fair, reasonable and eq-uitable treatment when processing grievances. An em-ployee who participates or intends to participate in anygrievance as described herein shall not be subjected todiscipline, reprimand, warning, or reprisal because ofsuch participation or intention. All documents, commu-nications, and records dealing with the processing of agrievance will be filed separately from the personnel filesof the participant.

5.3 EMPLOYEE RIGHTS

Any employee shall have the right to present grievancesin accordance with this procedure and to be representedby the Association. Nothing contained herein shall beconstrued as limiting the right of any employee having agrievance to discuss the matter informally with his/her im-mediate supervisor and having the grievance resolved,provided the resolution is consistent with the provisionsof this Agreement.

5.4 TIME LIMITS

The time limits provided in this Article shall be strictly ob-served, but may be extended by written agreement of theparties. In the event a grievance is filed after May 15th

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ARTICLE XIV

SAVINGS CLAUSE

Should any Article, Section, or clause of this Agreement be de-clared illegal by a court of competent jurisdiction, said Article,Section or clause, as the case may be, shall be automaticallydeleted from this Agreement to the extent that it violated the lawbut the remaining Articles, Sections, and clauses shall remain infull force and effect for the duration of this Agreement, if not af-fected by the deleted Article, Section or clause.

ARTICLE XV

NO STRIKE; NO LOCKOUT

15.1 NO STRIKE; NO LOCKOUT

The Association will not strike or engage in a sympathystrike during the term of this Agreement. The Board willnot lockout employees during the term of this Agreement.

ARTICLE XVI

WAIVER CLAUSE; DURATION ANDTERMINATION CLAUSE

16.1 WAIVER CLAUSE

The Board and the Association, for the life of this Agree-ment, each voluntarily agrees that the other shall not beobligated to bargain collectively with respect to any sub-ject or matter referred to or covered in this Agreement orany subject or matter not specifically referred to or cov-ered in this Agreement.

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16.2 DURATION AND TERMINATION

This Agreement shall constitute the Agreement betweenthe parties. This Agreement shall be in effect July 1, 2015through June 30, 2017 and shall continue in effect fromyear to year thereafter unless either party gives writtennotice of its desire to amend or terminate this Agreement.Grievances over the provisions new to this Agreement (incomparison to the 2008 to 2011 Agreement) may only bebased on events occurring after ratification of the Agree-ment by the Association and the Board.

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4.2.3 Fact Finding

If mediation has failed to bring about agreement on all is-sues within five (5) days, excluding Saturday and Sun-day, after the first mediation session, either the Board orthe Association may request that the issues which remainin dispute be submitted to a fact finder. The fact findershall be selected by the American Arbitration Associationin accordance with its rules, which shall likewise governthe fact-finding proceedings.

The fact finder will have the authority to hold hearingsand make procedural rules. Within thirty (30) days afterthe conclusion of such hearings or a date set by the factfinder, the fact finder shall submit a report in writing to theBoard and the Association only, and shall set forth in thereport his/her findings of fact, reasoning, and recommen-dations on the issues submitted. The report shall be ad-visory only and binding neither on the Board nor theAssociation. The report shall not be released to the pub-lic earlier than five (5) days following its receipt by bothparties.

Within five (5) days after receiving the report of the factfinder, the Board and the Association will meet to discussthe report. The respective parties shall take official actionon the report of the fact finder no later than five (5) daysafter the meeting.

4.2.4 Costs

Any cost incurred through mediation or fact finding willbe shared equally by the Board and the Association.

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Throughout negotiations, all tentative agreements shallbe signed by a representative designated by each party.During the course of any negotiations described in thisArticle, the parties mutually pledge to deal with eachother openly and fairly and to sincerely endeavor to reachagreement.

For the purpose of this section, to bargain collectively isthe performance of the mutual obligation of the employerand the representatives of the employees to meet at rea-sonable times and confer in good faith with respect towages, hours and other terms and conditions of employ-ment, or the negotiations of an agreement or any ques-tion arising there under, the execution of a writtencontract incorporating any agreement reached if re-quested by either party, but such obligation does notcompel either party to agree to a proposal or require themaking of a concession.

4.2 IMPASSE PROCEDURE

4.2.1 Impasse

If agreement is not reached on all items prior to August1, either party may declare that an impasse has beenreached. Prior to August 1, if further negotiations appearunproductive, impasse procedures shall be as follows:

4.2.2 Mediation

In the event that an impasse is reached by either or bothof the parties during the course of negotiations, the par-ties hereby mutually agree to mediation as a means ofattempting resolution of the item or items in dispute. TheFederal Mediation and Conciliation Service shall be re-quested by the parties to appoint a mediator from its staff.

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Memorandum HOME/SCHOOL LIAISONS

It is agreed that DUSA will continue to cooperate in discussionswith the District and with DUEA in an effort to assure that the in-terests of all bargaining unit members and the needs of the Dis-trict are addressed with regard to the duties and responsibilitiesof the home/school liaisons. This provision shall not be subjectto the grievance procedure.

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INDEX

AAdoption Leave • 50Association Leave • 46

BBereavement Leave • 51Breaks • 18

CClassification • 26, 64

DDental Insurance • 60Discipline • 32Dues Deduction • 5Duration of Agreement • 70

EEarly Retirement • 33Emergency Days • 58Employee Procedures • 29Evaluations • 32Experience Credit • 34Extra Duty Compensation • 28

FFair Share • 5Family and Medical leave • 51Flexible Spending • 61

GGrievance Procedure • 12, 13

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ARTICLE III

BOARD’S RIGHTS

The Association recognizes that the Board has responsibilitiesand authority to manage and direct, on behalf of the public, allthe operations and activities of the school district to the full extentauthorized by law and shall be limited only by the provisions ofthis Agreement.

ARTICLE IV

NEGOTIATIONS

4.1 PROCEDURES

Negotiations for a successor collective bargaining agree-ment will commence on April 1 or on another mutuallyagreed upon date. Negotiations meetings will be held asnecessary at times and places mutually agreed to by bothparties.

In any negotiations described in this Article, neither partyshall have any control over the selection of the negotiat-ing representatives of the other party. A maximum ofeight (8) designated representatives to be selected by theBoard and a maximum of eight (8) designated represen-tatives to be selected by the Association shall meet forthe purpose of negotiating and seeking agreement. It isrecognized that no final agreement between the partiesmay be executed without ratification by a majority of theBoard and by a majority of the membership of the Asso-ciation, but the parties mutually pledge that representa-tives selected by each shall be clothed with all necessarypower and authority to make proposals, consider propos-als, and/or compromise in the course of negotiations,subject only to such ultimate ratification.

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2.5 RIGHT TO ORGANIZE

Employees shall have the right to organize, join and as-sist the Association and to participate in collective nego-tiations with the Board. The Board shall not discriminateagainst any employee with respect to hours, wages, andother terms and conditions of employment by reason ofmembership in the Association, participation in negotia-tions with the Board, or the institution of any grievance,complaint, or proceeding under this Agreement.

2.6 NON-DISCRIMINATION

Neither the Board nor the Association will discriminateagainst any employee because of race, creed, color, na-tional origin, age (as defined by law), membership or non-membership in the Association.

2.7 INFORMATION SHARING

The Association President shall be furnished all regularand routinely prepared information concerning the finan-cial condition of the school district and all semi-monthlyBoard reports and minutes.

2.8 PRESIDENT RELEASE TIME

The Association President and/or designee shall be re-leased four (4) hours per week for the purpose of con-ducting Association business. There shall be noreduction in pay or benefits as a result of such releasetime. The Association will reimburse to the District anamount equal to four (4) hours times the base rate of payfor time spent in President release time. The AssociationPresident will give 24 hours notice for such leave, when-ever possible.

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HHealth Insurance • 59Holidays • 55Home/School Liaisons • 71Hours • 17

IInsurance • 59Involuntary Transfers • 40

JJob Descriptions • 26Jury Duty • 44

LLiability Insurance • 60Life Insurance • 60Long-term Disability • 61Lunch • 19

MMaternity Leave • 45Medical Leave • 48Mediation Administration • 27Modified Duty • 51

OOrientation • 31Overtime • 19

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PPart Time • 17Payroll • 24Personal Leave • 44, 47Probation • 31

RReduction in Force • 40Resignation • 33Retirement • 33, 34

SSalary • 62Seniority • 38Sick Leave • 43Staff Development • 24Staffing Levels • 20

TTemporary Positions • 18Travel Reimbursement • 27

VVacancies • 35Vacation Days • 56

WWaiver Clause • 69Work Year • 52

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or the effective date of this Agreement, whichever is later,the Board shall deduct the Agency Fee in equal pay-ments as provided for in 2.1 (1) and transmit suchamount to the Association.

2.2.3

The Association agrees to indemnify and save the Boardharmless against any liability, which may arise by reasonof any action taken by the Board in complying with theprovisions of Section 2.2.2 including reimbursement forany legal fees or expenses incurred in connection there-with.

2.2.4

The Board agrees to promptly notify the Association inwriting of any claim, demand, suit or other form of liabilityin regard to which it will seek to implement the provisionsof Section 2.2.2 above and, if the Association so requestsin writing, to surrender claims, demands, suits or otherforms of liability.

2.3 INTERNAL COMMUNICATIONS

The Association will have the right to use the school dis-trict mail and e-mail services for communications pro-vided; however, that such communications are done onlyon non-work time.

2.4 SCHOOL FACILITIES

The Association and its representatives will be able touse school facilities for meetings, provided the proper ad-ministrator has been contacted and the Associationagrees to pay reasonable costs in the event there are anyspecial costs to the District.

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Documents

AGREEMENT BETWEEN DISTRICT U-46 SECRETARIAL ASSOCIATION AND THE BOARD OF EDUCATION ... · 2015-10-08 · DISTRICT U-46 SECRETARIAL ASSOCIATION AND THE BOARD OF EDUCATION DISTRICT