Tentative Agreement. Proposed Changes to the IPCA Contract

Transcription

1 Highlights: Tentative Agreement Proposed Changes to the IPCA Contract 4 year contract with overall total increase of 14.4% (same as IPEA TA) Retroactive pay to beginning of contract year Hourly pay rates increased each year (See chart below) Step increase each year for all on schedule employees Added 10 new steps to salary schedules so 98% of all employees are back On Schedule; remaining off-schedule employees will receive 2.1% increase for first two years and CPI for years 3 and 4 Insurance benefits maintained Longevity unchanged Post-Retirement Insurance benefits extended through 2021 New Retirement Service Recognition in year 4 with 10 years of service Only contract sections with changes are shown as: Additions BOLD and Underlined Deletions Strike Through Salary Increases: Contract Year On Schedule (Steps 1-30) Assistants & Secretaries Others 3.21% average increase (43 70 cents) 3.94% average increase (54 81 cents) 3.59% average increase (51 79 cents) Off Schedule (Above Step 30) Assistants & Secretaries Others 2.1% Increase 2.1% Increase Increase equal to CPI % average increase (53 80 cents) Increase equal to CPI 4 Yr Total 14.4% total increase CPI = Consumer Price Index November 2018 Tentative Agreement between IPCA and District

2 Tentative Agreement Contract changes: 4.09 Association Dues Deduction No change except: Beginning in , the Board will deduct monthly dues beginning in October and continuing through May June, provided that assignment cards have been received no later than September 20 of each year by the District's Business Office or within thirty (30) days from the date of employment Training for Classified Employees B. Special Education Assistant Required Training All Newly hired Special Education Assistants will be required to complete six (6) hours of approved training beyond their contracted workday, paid at the employee s hourly rate of pay. which will include four (4) hours of orientation Salary All employees shall be paid in accordance with the salary schedules attached as Appendix A, except as specifically provided for in this Section A. Employees On Schedule. All on-schedule employees shall be paid in accordance with the , , and salary schedules included in Appendix A. All employees shall advance one step on the salary schedule for each school year. All employees paid on the salary schedule will stay on the salary schedule and once the maximum step is achieved will remain at that step. Each employee shall move one step down for each full year worked. B. Employees Off-Schedule. An employee whose hourly pay rate for the school year is higher than Step is considered off-schedule and is not on the salary schedule. Any off-schedule employee shall receive an increase of 2.1% for ; 2.1% for ; and CPI or 1%, whichever is greater, for and An off-schedule employee will move back on the salary schedule if the hourly pay rate on schedule is higher than the off schedule hourly pay rate after considering the annual pay increase. C. If the District's allocation of Base Minimum Funding and Evidence-Based Funding (including Categoricals) is reduced below $49,399,548, property tax freezes are imposed and/or there are increases in the District's pension costs, all or any of which cumulatively exceed $3,600,000 annually, either party may terminate the contract after the or contract year by notifying the other party no later than August 1, 2020 or August 1, Only if this worst case scenario occurs and neither party terminates the contract, employees will receive the pay increases as provided in this Agreement, but employees electing to participate in the District Medical Insurance will be enrolled in the Value HSA Health Plan effective January 1, November 2018 Tentative Agreement between IPCA and District

3 D. [old C] If an employee changes positions from an assistant to a secretary, the employee will receive no less than $0.50 cents more per hour compensation and will be placed on the secretary salary schedule on a step as close to but not less than the employee s current rate of pay including the $0.50 cent more per hour. If an employee changes positions from a secretary to an assistant, the employee will be placed on the same step from which the employee was transferred Substitute Rates Employees shall not lose pay when substituting for other employees. When clerks or assistants are required to substitute for a secretary for a full day, they will be paid at the current Step 5 hourly pay rate of the Secretary Salary Schedule minimum secretarial hourly rate or their regular hourly rate, whichever is greater. Any 10-month secretary who volunteers to substitute for a 12-month secretary on a work day(s) outside of their 10-month work calendar, i.e., during summer months, shall be paid at the current Step 5 hourly pay rate of the Secretary Salary Schedule. When teacher assistants, who are certified licensed to teach, are assigned to a substitute teaching position, they shall continue to be paid their designated hourly rate of pay or the certified licensed substitute teacher hourly rate of pay plus $14.00 per day (prorated at an additional $2.00 per hour), whichever is greater. These teacher assistants must be fully qualified as a teacher (excluding a provisional and/or substitute license certification) in the State of Illinois. They must also have their license certificate registered in DuPage County and on file with the Human Resources Department. Benefit additions effective January 1, 2019: 1. Blue Choice PPO narrow network added as a third, new voluntary health insurance option. 2. Active open enrollment every year (everyone must go on to BSwift each year to elect benefits). Those who do not choose a benefit plan will be put on the Value Health Savings Account (VHSA) plan for the next year. 3. Prescription Drug formulary converts to a closed formulary list. Closed formulary excludes certain drugs to protect the plan from aggressive pricing practices. All therapeutic medications will have an alternative option for participants to utilize. Participants can appeal any prescription drug that is excluded from the list in the case of medical necessity. 4. Benefits Advisor added: i. For elective, non-emergency scheduled procedures, such as an MRI, employees call Blue Cross Blue Shield and are given a list of providers and cost options for procedure(s); ii. Other than call, there is no requirement to choose lower cost option(s). If employee or covered dependent chose a lower cost option, they will receive a check for a portion of the savings up to $500. iii. Call is voluntary and optional for 2019 and 2020 (years 1 and 2); iv. Call is required for 2021 and 2022 (years 3 and 4) (with $250 penalty). November 2018 Tentative Agreement between IPCA and District

4 16.19 Retirement A. An employee must notify the Human Resources Office of his/her intent to retire by submitting an irrevocable letter of retirement within the specific timeline as required in the benefit sections C, F or G below. within the school year in which they plan to retire. B. Proof of eligibility and acceptance for retirement benefit by the Illinois Municipal Retirement Fund (IMRF) must be filed with the Human Resources Office prior to the commencement of retirement. C. For any employee who retires and has completed fifteen (15) or more years of continuous full-time service in District 204, the Board will contribute towards the cost of a retiree s share of single coverage to the District s health insurance plan until the employee is eligible for Medicare as follows: For an employee who gives notice of retirement during the school year and retires during the , or school year, the Board will contribute ninety (90%) percent and the employee will contribute ten (10%) percent. All employees who retire under this section must be enrolled in the district s health insurance plan on or before January 1 of the year in which they retire. For an employee who gives notice of retirement during the school year and retires during the or school year, the Board will contribute fifty (50%) percent and the employee will contribute fifty (50%) percent. All employees who retire under this section must be enrolled in the district s health insurance plan on or before January 1 of the year in which they retire. D. A retired employee may choose not to participate in any health insurance plan. If so, the retiree will not be eligible to receive any financial incentive in lieu of the insurance plan participation. E. Upon retirement under section C or G (below), an employee with fifteen (15) or more continuous years of full time service in District 204 shall receive compensation in the amount of 50% of their then current daily rate of pay for all unused sick leave accumulated in excess of the number of days allowed by State law for retirement purposes, which will be in accordance with the Illinois Municipal Retirement Fund (IMRF), payable sixty-five (65) days after the employee s retirement. All of the sick days accepted by IMRF must be days earned as a District 204 employee. Reimbursement for unused sick days earned from another employer which may qualify under IMRF do not qualify. In addition, any twelve (12) month employee with any accrued, unused vacation leave shall be payable sixty-five (65) days after the employee s retirement. F. For the , and school years, no more than thirty (30) employees with fifteen (15) or more years of continuous full time employment in District 204 who present the Human Resources Office with a letter of retirement ninety (90) calendar days in advance of his/her date of retirement/last day of employment, shall be paid a retirement bonus. The bonus shall consist of an increase of six (6%) percent of the retiree s final salary; however, the Board and the November 2018 Tentative Agreement between IPCA and District

5 Association agree that the bonus will be reduced as necessary so that the retiree s IMRF earnings for the final earnings period do not exceed a six (6%) percent increase over the retiree s IMRF earnings for the 12 months prior to the final earnings period. In the event there are more eligible employees with the same seniority date than there are available slots, the decision shall be determined by lottery among the eligible. Those employees who do not make the retirement eligibility list and decide to remain for an additional year, shall have the first priority on the retirement eligibility list in the subsequent year. Employees selecting this option shall not be eligible to utilize any new options that could become available. G. [New]Beginning in the school year, eligible employees who present the Human Resources Office with a letter of retirement ninety (90) calendar days in advance of his/her date of retirement/last day of employment, shall receive a Retirement Service Recognition payable in lump sum sixty-five (65) days after the employee s retirement as follows: For years of District Employment: $3,000 For years of District Employment: $6,000 For 20 or more years of District Employment: $9,000 The benefit in 16.19C will sunset at the end of the current terms of agreement, subject to the parties exercising their rights under Section H. Employees are entitled to the incentive in place when notice is given even if a new incentive is negotiated by the time of retirement Period Covered Terms of Agreement This Agreement shall be in effect on July 1, 2018 by the parties and remain in full force and effect through June 30, November 2018 Tentative Agreement between IPCA and District

6 APPENDIX A: Regular Ed Assistants & Others Hourly Rate Schedules Regular Education Assistants and Others On Schedule Step For , pay increases averaging 3.21% (Step plus schedule increase) are retroactive to the beginning of contract year. The average pay increase (step plus schedule increase) for is 3.94%, for is 3.59% and for is 3.68%. All ON schedule employees shall advance one step each year. Any employee OFF schedule shall receive a 2.1% increase for the school year retroactive to the beginning of the contract year; 2.1% increase for ; and CPI for the and school years in accordance with Section 16.01B. November 2018 Tentative Agreement between IPCA and District

7 APPENDIX A: Self-Contained Assistants Hourly Rate Schedules Self-Contained Assistants On Schedule Step For , pay increases averaging 3.21% (Step plus schedule increase) are retroactive to the beginning of contract year. The average pay increase (step plus schedule increase) for is 3.94%, for is 3.59% and for is 3.68%. All ON schedule employees shall advance one step each year. Any employee OFF schedule shall receive a 2.1% increase for the school year retroactive to the beginning of the contract year; 2.1% increase for ; and CPI for the and school years in accordance with Section 16.01B. November 2018 Tentative Agreement between IPCA and District

8 APPENDIX A: Secretaries Hourly Rate Schedule Secretaries On Schedule Step For , pay increases averaging 3.21% (Step plus schedule increase) are retroactive to the beginning of contract year. The average pay increase (step plus schedule increase) for is 3.94%, for is 3.59% and for is 3.68%. All ON schedule employees shall advance one step each year. Any employee OFF schedule shall receive a 2.1% increase for the school year retroactive to the beginning of the contract year; 2.1% increase for ; and CPI for the and school years in accordance with Section 16.01B. November 2018 Tentative Agreement between IPCA and District