COMMUNITY HIGH SCHOOL DISTRICT 218

Transcription

1 COMMUNITY HIGH SCHOOL DISTRICT 218 ADMINISTRATIVE ASSISTANT/ BOOKKEEPER IEA LOCAL 218 AGREEMENT JULY 1, 2017 JUNE 30, 2021

2 ARTICLE I ARTICLE II ARTICLE III TABLE OF CONTENTS Page # INTRODUCTION 1.1 Purpose 1.2 Recognition 1.3 Management Rights 1.4 REACH Grant Funding (IDEA GRANT) EMPLOYEE RIGHTS 2.1 Non-Discrimination 2.2 Job Openings 2.3 Exclusion from Membership 2.4 No Strike EMPLOYEE CONDITIONS 3.1 Employee Work Year 3.2 Employee Work Day 3.3 Resignation 3.4 Reductions in Force 3.5 Evaluation ARTICLE IV ARTICLE V ARTICLE VI EMPLOYEE DISCIPLINE 4.1 Employee Discipline 4.2 Immediate Suspension 4.3 Involuntary Termination COMPENSATION 5.1 Pay Days 5.2 Overtime 5.3 Emergency Days 5.4 Paid Holidays 5.5 Paid Vacations 5.6 Association Leave FRINGE BENEFITS 6.1 Health Insurance 6.2 Dental Insurance 6.3 Vision Insurance 6.4 Life Insurance 6.5 Retirement Severance Package 6.6 Professional Growth 6.7 Jury Duty

3 ARTICLE VII ARTICLE VIII LEAVES 7.1 Approved Leave of Absence 7.2 Sick Leave 7.3 Unused Sick Leave 7.4 Family and Medical Leave 7.5 Leaves Without Pay 7.6 Family Leave 7.7 Sick Leave Bank GRIEVANCE PROCEDURE 8.1 Definition 8.2 Statement of Basic Principles 8.3 Procedures ARTICLE IX WORKING CONDITIONS 9.1 Working Condition Committee 9.2 Electronic Identification System ARTICLE X FAIR SHARE ARTICLE XI NEGOTIATION PROCEDURES 22 ARTICLE XII EFFECT OF AGREEMENT APPENDIX I CLASSIFICATIONS 24 APPENDIX II ILLINOIS INSURANCE CODE (IMRF) APPENDIX III CELL PHONES 27 LONGEVITY SALARIES TWELVE AND FIFTEEN YEAR LONGEVITY PAY INCREASES Starting Salary for Starting Salary for Starting Salary for Starting Salary for

4 ARTICLE I INTRODUCTION 1.1 PURPOSE It is the intent and purpose of this Agreement to promote sound and mutually beneficial relationships between the Board and the Administrative Assistant/Bookkeeper personnel. 1.2 RECOGNITION The Board of Education of School District #218, hereinafter referred to as the Board, recognizes the Illinois Education, Local Community High School District 218, hereinafter referred to as the Association, as the sole and exclusive negotiating agent for all Administrative Assistants and Bookkeeper personnel listed in Appendix I, hereinafter referred to as employees. 1.3 MANAGEMENT RIGHTS Except or specifically limited by an express provision of this Agreement, the Board of Education reserves unto itself all traditional management rights and functions including but not limited to the right to determine the methods, processes and extent of operations, the right to hire, transfer, assign and lay off employees, and the right to discharge employees for just cause. 1.4 REACH Grant Funding (IDEA GRANT) Any agreed upon settlement pertaining to working conditions, salary, benefits and employment status of REACH staff is wholly dependent upon funding received by the School District from the grants currently in effect. Any reduction in the grants will equate to a reduction in staff and/or benefits, salary and working conditions of REACH employees, unless the Board decides to continue to fund it. Any programs, stipends or positions, including REACH Administrative Assistant, REACH Job Coach, or REACH Job Developer can be removed by the Board of Education at any time at their sole discretion. 2.1 NON-DISCRIMINATION ARTICLE II EMPLOYEE RIGHTS There will be no discrimination by either the Association or the Board with respect to any applicant or candidate for employment or employee because of race, creed, color, national origin, religion, sex, age, or marital status. 2.2 JOB OPENINGS Notice of job openings with classification and building location will be posted for five (5) business days in each building. Qualified internal candidates will be eligible for interviews. The employee with the most seniority in the District will be given priority for any job openings where performance and skills are equal among applicants. Internal candidate will not be tested on skill levels that they have already been tested for on a particular skill set. Internal candidates not selected will be notified in writing. Seasonal employees should check the district website for job openings during the summer months. The 3

5 District will consider any requests for transfer from an employee currently working within the same building prior to transferring someone from another building and will consider the seniority of any such requesting employee(s). The District retains complete discretion in awarding or ordering any transfer, and may re-assign any employee if it determines that it is in the best interests of the District If the length of an employee s work year is changed, the employee shall be given a sixty-day notice prior to the end of the employee s currently assigned work year. 2.3 EXCLUSION FROM MEMBERSHIP The employees holding the following position shall be excluded: a. Administrative Assistants to the Superintendent (1) b. Administrative Assistants to the Assistant Superintendent for Human Resources (2) c. Administrative Assistants to the Business Manager (1) d. Payroll Coordinator (1) e. Benefits Coordinator (1) f. All temporary employees. Temporary employees are those hired for positions that are expected to last for a period of time of four (4) months or less or as temporary replacements. A temporary replacement means any individual who is hired to replace an employee on an approved leave of more than four (4) months, provided, however, that in no event shall any individual remain a temporary replacement for more than twelve (12) consecutive months from date of hire. 2.4 NO STRIKE During the term of this Agreement, the Association agrees that the Administrative Assistant/Bookkeeper Unit will not instigate nor engage in any picketing, strike, or slowdown or other refusal to render full and complete services to the Board. 3.1 EMPLOYEE WORK YEAR ARTICLE III EMPLOYMENT CONDITIONS a. Regular Employees - Employees working twelve (12) months/2080 hours. b. Seasonal Employees - Employees working ten (10) months/1648 hours or 206 days except official school holidays (Christmas vacation and Spring vacation). Probationary Employees - Probationary status of all full-time employees will terminate after a ninety (90) calendar day probationary period unless their supervisor, after consultation of the Assistant Superintendent of Human Resources deems it necessary to extend the probationary period of no more than 30 days, for a total of 4

6 120 days. An employee must receive written notice of the extended probationary period before the ninety (90) days have expired. After such period of service, an employee will be subject to discharge only on the basis of just cause per Article IV. During the probationary period, the Union agrees that an employee may be terminated without stated reason at the discretion of the Board. Employees that moved/promoted to a different classification will continue to receive paid holidays, paid vacation time and accumulate sick days during this period, but will not be restricted from using the benefits during their probation, provided the employee already has accumulated sick and/or vacation time, and approved vacation time by the employee s current supervisor. c. Temporary Employees - Temporary employees subsequently hired as regular full-time employees shall be in a probationary status for the period not to exceed 90 days after their most recent date of hire. Any credit given toward seniority under 3.4B Seniority for temporary service shall apply to reduction in force and recall rights, and to the accumulation of vacation and sick days only. The more recent date of hire to the regular full-time position shall be used to determine all other benefits and rights under the contract. d. When an Administrative Assistant/Bookkeeper is out for an extended period of time, the administration will consider hiring a temporary Administrative Assistant until the Administrative Assistant returns back to work. 3.2 EMPLOYEE WORK DAY The normal work week shall not exceed forty (40) hours, five (5) days per week, and the normal workday shall be eight and one-half (8-1/2) contiguous hours. Regular business hours will be 7:30 4:00 for all other Administrative Assistants unless otherwise specified by supervisor. 1. A thirty (30) minute duty free lunch period shall be included in the above stated workday. 2. Each employee shall be entitled to two (2) uninterrupted breaks each day of fifteen (15) minutes each to be included in the above stated workday. 3. The District may shift employee hours up to 4 times during the school year for the below events. Notice for such change will be given to affected employee two weeks prior to the event. Also, in exchange, on the day before Thanksgiving and the last day of 1 st semester finals, employees will work 5.5 hours. Student registration 8 th grade orientation/registration/open House Parent Conferences Graduation 4. Beginning the summer of 2018, Administration has the option to implement a 4-day workweek with offices closed to the public on Fridays. Administrative Assistants/Bookkeepers will have the option to work Monday thru Thursday from 7:00am to 5:00pm or Monday thru Friday from 7:30am until 4:00pm. If Board of Education decides to reopen all the buildings on Friday s, we will then revert to: Regular full time employee s summer schedule will continue to be 40 hours of work a week, but with three options: Option one will be to work Monday through Friday 7:30 am 4:00 pm. Option two will be to work Monday through Thursday, from 7:00 am 5:30 pm. Option three will be to work 5

7 Tuesday to Friday, from 7:00 am to 5:30 pm. Options two and three must be approved by the building principal. At the Administration Center, approval must be given by the Superintendent, or their designee. The Principal or Superintendent will create a summer schedule that will ensure that the main office is open Monday through Friday. 5. Where there is a demonstrated need, the Building Principal can grant a seasonal employee the following: To work, with pay, an additional 2-4 weeks, prior to the beginning of the school year Allow a 10 month Administrative Assistant to work as a 12 month Administrative Assistant 3.3 RESIGNATION a. An employee who is resigning the position shall give the normal two-week notice. b. Earned vacation shall be paid according to the proportion of full months worked to the total contract year. c. An employee, who voluntarily terminates their employment in District 218, then reapplies for an open Administrative Assistant/Bookkeeping position, and is rehired within a twelve-month period of their resignation date, will begin at the salary they were currently at when they left the district. If they return to District 218 after a twelve-month period, they are to begin at the Starting Salary. 3.4 REDUCTIONS IN FORCE a. Classification Within Bargaining Unit For purposes of reduction in force ONLY, each bargaining unit employee shall be placed on a seniority list. The classifications are listed as follows. Classification I 12* month Executive and Administrative Assistants Principal, Director-Articulation, Asst. Supt. Of Curriculum & Instruction, Director of Technology, Director of Special Education, Asst. Supt. Of Special Services & Instructional Engagement, Director Support Services & ATP, Director of Educational Tech & Data, Accounts Payable, Associate Principal, Curriculum Director, Security Director, Asst. Business Mgr./Director of State/Federal Programs, (* this does not include the extra 12 month Administrative Assistant or Central Office Receptionist, they will be listed under Classification II) Classification II 12 month and 10 month Administrative Assistants Asst. Principal, Athletic Director, Psychologist, Social Worker, Counselor, LRC, Attendance, Receptionist/Sub Coordinator, Dean, extra 12 month Administrative Assistant and Central Office Receptionist Classification III Bookkeepers Classification IV REACH Administrative Assistant 6

8 b. Seniority Seniority is defined as an employee's length of continuous service within the District beginning with the first day on which duties are performed. When an employee is first hired on a temporary basis and is subsequently hired as a regular fulltime employee, seniority shall be computed from the first date of hire as a temporary employee, provided such services have been continuous. During the period of temporary employment, a day of absence for illness or other good reason as approved by the immediate supervisor shall not constitute a break in service. Seniority is lost upon resignation, dismissal for cause, retirement, failure to return within ten (10) days from a leave of absence, refusal of recall to a regular position or failure to respond within ten (10) days after the mailing of a written recall notice sent by certified mail. c. Seniority List The seniority list shall be posted no later than October 1st and an updated seniority list to be posted anytime changes are made. A copy of said list shall be provided to the Union. Should an employee disagree with his/her seniority list placement, he/she shall put the reasons in writing to the Personnel Office within thirty days of the posting of the list by the Administration. d. Reduction Procedures If the bargaining unit member(s) is/are removed or dismissed as a result of a decision by the Board to decrease the number of bargaining unit employees or to discontinue a particular type of bargaining unit service, written notice shall be given to the employee(s) by certified mail at least sixty (60) days before the end of the school term, together with a statement of honorable dismissal and the reasons therefore. The employee(s) with the shorter length of seniority shall be dismissed from within their respective classifications as defined in A above (i.e., from the classification of position held at the time of the reduction in force). Ties in seniority shall be broken by lot. e. Recall Rights If the Board has any vacancy for the following school term or within one calendar year from the beginning of the following school term, the position thereby becoming available within the employee's specific classification, as listed under 3.4 REDUCTIONS IN FORCE, the person with the most seniority shall be called first, so far as the employee is qualified to hold such a position. Notice of recall shall be by certified mail, return receipt requested, to the employee's last known address as listed with the Personnel Office. An employee's recall rights shall be extinguished whenever the employee refuses recall to a regular position or fails to respond within ten (10) days after the mailing of a written recall notice sent by certified mail. 7

9 An employee on recall accepting a temporary position shall remain on the recall list for the balance of the calendar year. Acceptance of a temporary position shall mean the employee shall continue to accrue seniority and other employee benefits while serving in the temporary position. f. Vacancies 3.5 EVALUATION For purposes of recall a vacancy includes any regular position or any temporary opening expected to last more than four months. All vacancies for regular positions shall be posted prior to recall for the purpose of voluntary transfer as provided in 2.2 Job Openings. Employees shall be evaluated individually on an on-going basis. Evaluations will be performed by immediate supervisor. Employees shall be formally evaluated annually provided, however, that employees who receive a formal evaluation rating of excellent shall be formally evaluated not less than once every two years. Such evaluation shall be a fair estimation of the employee's work performance and shall include a conference and written report. 4.1 EMPLOYEE DISCIPLINE ARTICLE IV EMPLOYEE DISCIPLINE Rules and regulations governing conduct shall be reasonable and enforcement of employee discipline shall be fair and exercised for just cause. Any employee, not in a probationary status, that violates any provision of this Agreement, or any policy, rule or regulation of the District shall be subject to progressive discipline, where appropriate, using the following order as guidelines 1. Meetings to discuss matter and oral reprimand 2. Written reprimand to be placed in personnel file 3. Suspension 4. Termination Prior to taking disciplinary action, a conference shall take place with the appropriate administrator. Written notification of the items to be discussed at the conference will be provided and the employee will be informed of their right to representation. If disciplinary action is taken against an association member, written notice of the specific grounds for taking disciplinary action will be given to the employee. 4.2 IMMEDIATE SUSPENSION It is recognized by the Association and the Board that the behavior of an employee not in probationary status can be so disruptive that speedy suspension of employment is desirable; therefore, the employer reserves the right to immediately suspend an employee, for just cause, with or without pay at any time pending investigation or resolution of the incident, which may include termination. Immediate suspension without pay shall apply only when, in the judgment of the employer, there is an extreme or serious offense by an individual. 8

10 4.3 INVOLUNATARY TERMINATION In the event of involuntary termination of a non-probationary employee, earned vacation will be computed and paid up to the time of termination. 5.1 PAY DAYS ARTICLE V COMPENSATION Full time and seasonal employees will be paid every other week. Payroll deductions for Association dues for all employees will be made on the same date in the same manner as is done for teachers. 5.2 OVERTIME Employees will be paid 1-1/2 times the regular hourly rate for all hours worked over 40 during the regular work week. Paid holidays and sick leave days will apply against the 40 hours but absences without pay will not. 5.3 EMERGENCY DAYS Administrative Assistants and Bookkeeper personnel shall not lose pay in the event a building is closed due to an emergency, inclement weather, act of God, or any other reason, and the Administrative Assistant or Bookkeeper personnel assigned to that building are notified that Administrative Assistant and Bookkeeper personnel do not have to report to work at that building that day. Administrative Assistant and Bookkeeper personnel will not have to take a sick, emergency or personal day for the first day school is cancelled. If additional days are needed to cancel school, then we are to report to work or take an emergency day. 5.4 PAID HOLIDAYS Regular employees shall receive paid holidays on the following days. Seasonal employees shall receive the same paid holidays as regular employees except for Independence Day, Christmas Eve, and New Year's Eve. New Year's Day Martin Luther King's Birthday Presidents Day or Spring Election Day Friday before Easter Monday after Easter Memorial Day Independence Day Labor Day Columbus Day Fall Election Day or Veteran s Day Thanksgiving Day Day after Thanksgiving Christmas Eve Christmas Day New Year s Eve If Veteran's Day and/or Presidents Day fall on a weekend and both the State and the school district observe the holiday, seasonal employees and regular employees will receive a paid holiday. 9

11 Administrative Assistant and Bookkeeper personnel must work the last scheduled workday before and after a holiday to be eligible for holiday pay, unless they are unable to do so due to illness or emergency. A doctor's statement may be required in case of illness. If a day listed as a paid holiday is a required workday it shall be counted as an extra day worked that week. Any Administrative Assistant or Bookkeeper personnel who work that day shall be paid for the holiday and paid at one and one-half (1-1/2) times the regular rate for the extra day. If it is agreed upon in the Teachers Contract and the Teacher Assistant, Technology, Study Hall Monitor, Pool Manager and Security Contract, then and only then, will Martin Luther King s Birthday, Presidents Day, Casmir Pulaski Day, Columbus Day, and Veteran s Day no longer be days off of work. 5.5 PAID VACATION a. Regular Employees: 1. Regular employees with less than one year's service shall be entitled to 1/2 day of paid vacation per month of service, not to exceed 5 days. An employee may not request a vacation day during the first six months of employment. 2. Regular employees with one year or more of continuous service at their Anniversary Date shall be entitled to one week of paid vacation. 3. Regular employees with two years or more of continuous service at their Anniversary Date shall be entitled to two weeks of paid vacation. 4. Regular employees with five years or more of continuous service at their Anniversary Date shall be entitled to three weeks of paid vacation. 5. Regular employees with ten years or more of continuous service at their Anniversary Date shall be entitled to four weeks paid vacation. 6. Regular 12-month employees shall be allowed to take their vacation time anytime during the calendar year provided the vacation time has been approved by the employee s supervisor. 12-month employees, when requesting vacation time, will be sensitive to particularly busy times during the school year where their services would be most needed. 7. Temporary employees subsequently hired as regular employees, provided such services have been continuous, shall be entitled to one-half (1/2) day of paid vacation per month of temporary service, not to exceed five (5) days. An employee may not request a vacation day during the first six months of employment. b. If a paid holiday occurs during vacation time, the day will be paid as a holiday and not charged as vacation time. 5.6 ASSOCIATION LEAVE 10

12 Annually, there will be a total of four (4) days of Association Leave. These days will be used to conduct local Association business at the discretion of the Association President. Staff members using leave days will not lose salary. The Association will reimburse the District for the employee s pay for any day used for Association Leave. 6.1 HEALTH INSURANCE ARTICLE VI FRINGE BENEFITS a. SINGLE HEALTH INSURANCE An individual who elects single coverage will contribute the following percentage of the health care premium for the length of this contract. However, the increase in premium will not exceed 5% of the previous year s contribution : 20% : 20% : 20% : 20% b. FAMILY HEALTH INSURANCE An employee may elect to purchase family health insurance coverage. The Board will pay 80% of the full cost of family health care premium and the employee will pay 20% of the premium. All employee contributions for family health insurance premiums will be deducted from the employee s paychecks in equal amounts. Such deposits will be placed in a separate interest bearing account until needed for family health insurance premiums. 1. A Section 125 Plan with the plan member paying the administration fee shall be provided and maintained. 2. When an employee is on a non-paid status and has exhausted all available leaves of absence, the individual must pay the health insurance premium to receive continued benefits. 6.2 DENTAL INSURANCE The Board will pay the full cost of individual dental insurance. An employee may elect to purchase family dental coverage. 6.3 VISION INSURANCE An employee may elect to purchase individual or family vision insurance 6.4 LIFE INSURANCE The Board shall provide fifty thousand dollars ($50,000) term life insurance for each employee. 6.5 RETIREMENT SEVERANCE PACKAGE 11

13 1. Qualifications - To be eligible for this retirement benefit/severance package, a full time employee must comply with all of the following requirements and limitations: a. The employee must be eligible and apply for retirement under the Illinois Municipal Retirement Fund ( IMRF ) b. In order to qualify for the district s service bonus for non-certified staff, employees must have a minimum of 20 consecutive years of service with District 218 and 20 years IMRF creditable service and be at least 55 years of age. 2. District Retirement Incentive for Non-Certified Staff 1. The Board shall grant a total District Retirement Incentive as stated below. The Board shall not pay the 4.5% IMRF contribution on the retirement incentive amount. The retirement incentive shall be paid in equal installments added to the employee's regular paycheck in the final year's salary. In order to qualify for this retirement incentive, the qualified employee shall notify the District by February 1st of the school year preceding the employee s final year of employment with District #218. The Board has the right to legally defer any retirement payment listed under Article VI., if IMRF determines the district could incur a penalty. The deferred payment would be paid 60 days after the individual s last day of employment in order not to incur a Board penalty. $1,500 for 20 years $1,750 for 25 years $2,000 for 30 or more years 2. A payment for each unused sick leave day as follows: $100 for a maximum of 50 days provided employee has 50% of their possible sick days left $75 for a maximum of 30 days provided employee has 40% of their possible sick days left 3. Conditions of Withdrawal of Retirement 1. The noncertified employee s request for the approval of a retirement incentive shall be deemed to constitute an irrevocable resignation from employment, effective on said date, once the request is approved by the Board. However, the employee may request to withdraw his/her retirement request for the following reasons that arise after the Board approved the request: a. Diagnosis of terminal illness of the retiree or his/her spouse, or death of the spouse b. Total disability of the retiree s spouse c. Serious illness of a medically and financially dependent child or parent; or d. Divorce. 12

14 In any of the above events, the employee will tender a written proposal for the withdrawal of his/her retirement request. As a condition of the Board s consideration of the request, the employee will agree to a wage deduction that will repay the Board any retirement incentives paid to the employee to date. Repayment by wage deduction shall be completed with 180 calendar days of the Board s approval of the withdrawal. The Board may accept the request to withdraw the resignation in its discretion. 4. Insurance at Retirement See IMRF Health Insurance Rules and Regulations for retirees, found in sections 367j of the Illinois Insurance Code (see attached Appendix II). The Board will follow any legal mandates for retiree insurance in regards to IMRF employees. 6.6 PROFESSIONAL GROWTH (For employees hired prior to July 1, 2013) In an effort to encourage the professional growth of the Administrative Assistant and Bookkeeper staff, the Board will reimburse the cost of tuition up to seventy-five ($75.00) per semester hour for any class approved by the Assistant Superintendent for Human Resources and which: a. relates to the current job of the employee, or b. would lead to an improved job in the District, or c. would lead to a job related degree from an accredited school d. such reimbursement is limited to 12 hours per year. The Board will reimburse the cost, up to $100, for attending a workshop or non-credit class approved by the Assistant Superintendent for Human Resources. Any alleged violation, misinterpretation or misapplication of this section as it applies to the decision to grant or deny reimbursement for non-credit classes and workshops shall not be a grievance and shall not be subject to the grievance procedure. 6.7 JURY DUTY Administrative Assistant and Bookkeeper personnel shall suffer no loss of salary due to jury duty. If called for jury duty, employees will receive from the District their full pay while performing their civic duty and each employee will keep their jury pay. Jury days shall not be construed as sick leave, or absent days with pay. Written proof of subpoena and service must be presented. 7.1 APPROVED LEAVE OF ABSENCE ARTICLE VII LEAVES A leave of absence due to illness or injury may be obtained for a period not to exceed one year. A written request for the leave must be submitted to the Assistant Superintendent of Human Resources as soon as it becomes apparent it is needed. The leave shall begin after the employee's accumulated sick days have been exhausted. The employee must notify the Assistant Superintendent of Human Resources of her/his desire to return to work at least two months prior to the end of the leave. Failure to do so shall constitute the employee's resignation notice. An employee on a leave due to illness or injury shall not accrue seniority, receive paid sick leave, receive credit for vertical movement on the salary schedule, nor 13

15 any other benefits for time spent on leave. The employee may continue insurance coverage provided in Article VI by submitting payment of the full premium for a period not to exceed one year. 7.2 SICK LEAVE Each employee shall be entitled to 15 (regular) or 12 (seasonal) sick leave days per work year without loss of pay. Such days shall be earned at the rate of 1.25 days (regular) or 1.2 days (seasonal) per month. Sick leave shall accumulate up to 240 days. Sick leave shall be interpreted to mean personal illness or illness or death in the immediate family or household. The immediate family for purposes of this article shall include parents, spouse, brothers, sisters, children, grandparents, and legal guardians. Of the sick leave, three days per year may be used as personal days or emergency leave for urgent and compelling business such as: religious holidays, funerals of relatives not in the immediate family, breakdown of home heating plant. Other reasons, upon application, may be considered by the respective building principal to be justifiable under the above definition. Sick days shall not be available if an employee is injured while or becomes ill due to working for another employer and the illness or injury is covered by Worker's Compensation. Seasonal Administrative Assistants upon return from summer break shall receive ten (10) hours of sick leave for the month of August. Temporary employees subsequently hired as regular or seasonal employees, provided such services have been continuous, shall be entitled to earned sick leave at the rate of 1.25 days (12 month - regular) or 1.2 days, (10 month - seasonal) per month of temporary service not to exceed 15 days (regular) or 12 days (seasonal). 7.3 UNUSED SICK LEAVE Employees who have completed ten (10) full years of employment for the District will be paid upon voluntary termination for all unused sick leave days up to 30 at 1/2 their hourly pay. The employee will not be paid for any unused sick days that have been applied to IMRF creditable service. 7.4 FAMILY AND MEDICAL LEAVE Requests for unpaid leave under the Family and Medical Leave Act shall be designated as such by the employee in the request for leave. The board shall address such requests as required by the Family and Medical Leave Act. For purposes of this section, the fiscal year of July 1 to June 30 shall be used to determine eligibility. 7.5 LEAVES WITHOUT PAY For any individual who has worked with the District for five or more years, a leave without pay may be granted to an individual for up to one semester for the following reasons. Only one employee will be eligible per semester at each campus building. 1. Is working on a degree program and is required to student teach to complete their degree; 14

16 2. Is working on a degree and must participate in a program that would require a leave of absence in order to complete the assignment. The individual s health insurance benefits will not continue during the leave. The employee will have the option to purchase the district s Health Insurance at 100% of the premium while on leave. 7.6 FAMILY LEAVE The Administrative Assistant or Bookkeeper person shall file with the Assistant Superintendent of Human Resources no later than 60 days before expected delivery, a written statement from her/his doctor certifying the expected due date and the fact that the employee is in good health and able to continue work. Also, at this time, the employee must inform the Assistant Superintendent of Human Resources whether or not he/she will take a child care leave without pay. Maternity leaves are subdivided into two separate leaves. They are: 1. Pregnancy-related Disability Leaves (Sick Leave) Administrative Assistant or Bookkeeper personnel may use accumulated sick leave during the period of pregnancy-related disability. Within two weeks of expected due date the employee must provide the Assistant Superintendent of Human Resources with a written physician's statement as to the period of time that the employee will be unable to perform her duties due to normal pregnancy-related disability. This period of time may be adjusted in writing by the doctor should complications with the mother's health arise. The employee must provide the Assistant Superintendent of Human Resources with a written statement from her doctor stating when the period of pregnancy-related disability has ended prior to returning to work or starting a childcare leave without pay. This portion of a maternity leave is administered as any other sick leave. 2. Child Care Leave Without Pay - Immediately following the period of a pregnancy-related disability, Administrative Assistant or Bookkeeper personnel with at least two (2) consecutive years of experience in District 218 may begin a child care leave without pay as previously indicated to the Assistant Superintendent of Human Resources. a. Such leave shall start when the period of pregnancy-related disability has ended and shall be for one (1) year or less with one extension. The employee must notify the Assistant Superintendent of Human Resources of her desire to return to the District prior to sixty (60) days before the leave of absence without pay for childcare is to terminate. Failure of the employee to so notify the Assistant Superintendent of Human Resources will constitute the employee's resignation notice unless mitigating circumstances exist. b. When an Administrative Assistant or Bookkeeper person is placed on childcare leave, he/she shall not accrue seniority, receive paid sick leave, receive credit for vertical movement on the salary schedule, nor any other benefits for the time spent on childcare leave. 15

17 c. An Administrative Assistant or Bookkeeper person granted childcare leave may make arrangements during the leave to continue insurance coverage as provided in Article VI at the employee's own expense. d. Child care leave shall be granted to any Administrative Assistant or Bookkeeper person who furnishes satisfactory evidence of pending adoption proceedings and who applies in writing to the Assistant Superintendent of Human Resources no less than thirty (30) days, or as soon as practicable, prior to the requested leave. e. In the event of a loss of a child while on sick leave or childcare leave without pay, the Administrative Assistant or Bookkeeper person may return immediately to a similar position, provided the doctor certifies that he/she is in sound health and an appropriate vacancy exists. In the event of a loss of a child while on childcare leave, the employee shall be given professional status as soon as a vacancy exists for which the individual is qualified. Such employee shall accrue seniority and credit for vertical movement on the salary schedule from the date he/she advises the Assistant Superintendent of Human Resources he/she is available to return to work. 7.7 SICK LEAVE BANK TO BE IMPLEMENTED AND MAINTAINED EFFECTIVE 7/1/2003 The Board and Association agree that a Sick Leave Bank shall be established under the following conditions: 1. The Sick Leave Bank shall provide extended sick leave to those persons covered by the Agreement after a period of twenty (20) consecutive working days of absence caused by illness, injury, or hospitalization. 2. To be a member of the Sick Leave Bank, persons covered by the Agreement shall deposit one (1) sick leave day per year by October 1 of each school year. Membership shall be voluntary and shall continue unless the individual notifies the Sick Leave Bank Committee, in writing, that he/she wishes to withdraw as a member of the Sick Leave Bank. Sick leave days deposited by the withdrawing member shall remain in the Bank. 3. A Sick Leave Bank Committee shall be composed of five (5) members of the Association with no more than two (2) members from any attendance center. The Committee shall, in consultation with the Personnel Office, act in all matters that concern the policies of the Sick Leave Bank. 4. No one shall draw from the Sick Leave Bank until their accrued sick leave days and vacation days have been depleted, a doctor s written verification of illness has been presented, and a request has been approved by the Sick Leave Bank Committee in accordance with these provisions and the published policies of the Sick Leave Bank. 5. A member of the Sick Leave Bank will be eligible to receive from the Bank a maximum number of sick leave days equal to that member s accumulated sick leave total at the beginning of the school year in which the disabling illness or injury first caused the member s absence from work. However, in no case shall the member s entitlement exceed the number of days required for a 16

18 bank member s eligibility to receive Long-Term Disability insurance. The member s entitlement will not increase if a disabling illness or injury continues from one school year to the next. 6. Anyone drawing sick leave days from the Bank shall not have to replace those days in the Sick Leave Bank except as a regular yearly contributing member of the Bank. 7. Members who join the Sick Leave Bank after school year will contribute one day for each year of their employment in the District as a non-member of the Sick Leave Bank until they have contributed as many days as members who enrolled during In no case, however, shall a member s initial contribution exceed three (3) days. If the Sick Leave Bank becomes depleted during any given school year, the Association will require all contributing members to donate an additional sick leave day to continue their membership. At no time shall a contributing member be assessed more than two (2) sick leave days per year. When the Sick Leave Bank accrues one hundred sixty-two (162) days, no member will contribute another day until the level has fallen below one hundred sixty-two (162) days at the beginning of any school year. 8. In the event that the Sick Leave Bank becomes depleted after contributing members have been assessed two (2) sick leave days, all members will be informed that no more days are available from the Sick Leave Bank for that school year. 9. In the event the Sick Leave Bank is terminated, the available days will be prorated to the then current members of the Bank. Under these circumstances, no Administrative Assistant/Bookkeeper shall receive more than the total number of days the employee has contributed to the Bank. The Bank shall be terminated only upon unanimous consent of the committee members and a majority vote of Sick Leave Bank members. 10. The Sick Leave Bank Committee shall act in accordance with the foregoing provisions and its own policies (to be approved by a majority of persons covered by the Agreement) which has been published and made available to all eligible members since 2003 or, thereafter, whenever such policies are amended. 11. The Sick Leave Bank Committee shall have the authority to refuse Sick Leave Bank membership for reasons set forth in the Committee s published policies. 12. When disagreements occur as to the meaning of future policies, the Sick Leave Bank Committee shall have the authority to interpret those policies. 13. Sick Leave Bank days may NOT be drawn for preexisting conditions. Sick Leave bank days are for conditions diagnosed after joining the Sick Leave Bank. 14. The employee, in his/her application to the Sick Leave Bank Committee (SLBC) shall set forth the nature of the illness, together with a written verification of the illness and prognosis for recovery from a licensed physician. The SLBC retains the sole discretion to require a second licensed physician s opinion with reasonable cause for doing so, in the event of different opinions between the first and second physician, a mutually agreed to third physician s opinion will prevail. The employee shall direct the examining physicians to forward a written report to the SLBC. 17

19 15. The intent of this plan is to provide extended sick leave to those employees who themselves incur a period of prolonged illness or hospitalization. The Sick Leave Bank is not meant to supplement any retirement program. 18

20 ARTICLE VIII GRIEVANCE PROCEDURE 8.1 DEFINITION A grievance is a complaint alleging a violation, misinterpretation, or misapplication of any provision of this Agreement. 8.2 STATEMENT OF BASIC PRINCIPLES Every Administrative Assistant/Bookkeeper covered by this Agreement will have the right to present grievances in accordance with these procedures, with or without representation. Nothing contained in this Article or elsewhere in this Agreement will be construed to prevent any individual employee from discussing a problem with the administration and having it adjusted without intervention of representatives. An Administrative Assistant/Bookkeeper who participates in grievance procedures will not be subjected to discipline or reprisal because of such participation. The failure of an Administrative Assistant/Bookkeeper or the Association to act on any grievance within the prescribed time limits will act as a bar to any further appeal, and an administrator's failure to give a decision within the time limits will permit the grievant to proceed to the next step. The time limits, however, may be extended in writing by a mutual agreement. Any Administrative Assistant/Bookkeeper has a right to be represented in the grievance procedure. The Administrative Assistant/Bookkeeper will be present at any grievance discussion when the administration and/or the Association deem it necessary. When the presence of an Administrative Assistant/Bookkeeper at a grievance hearing is requested by either party, illness or other incapacity of the Administrative Assistant/Bookkeeper will be grounds for any necessary extension of grievance procedure time limits. When an Administrative Assistant/Bookkeeper chooses to be represented in the grievance procedure by other than an Association designee, such representative may not be an officer or agent of any other Administrative Assistant/Bookkeeper organization. In any instance where the Association is not represented in the grievance procedure, the Association will be notified of the final disposition of the grievance, which disposition will not be in conflict with any of the terms or conditions of this Agreement. Hearings and conferences under this procedure will be conducted at a time and place which will afford a fair and reasonable opportunity for all persons, including witnesses entitled to be present to attend and will be held, insofar as possible, after regular school hours, or during non-teaching-time of personnel involved. When such hearings and conferences are held, at the option of the administration, during school hours, all employees whose presence is required will be excused, with pay, for that purpose. It is agreed that any investigation or other handling or processing of any grievance by the grieving Administrative Assistant/Bookkeeper or Administrative Assistant/Bookkeeper organization representatives will be conducted so as to result in no interference with, or interruption whatsoever of, the instructional program and related work activities of the teaching staff. 19

21 Time Limits -- All time limits consist of workdays except when a grievance is submitted within ten (10) Administrative Assistant/Bookkeeper workdays before the end of a school year. Time limits will consist of all weekdays so that the matter may be resolved before the close of the school term or as soon as possible thereafter. Workdays for the purpose of the grievance procedure will mean Administrative Assistant/Bookkeeper employment days. All documents, communications and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants. A grievance may be withdrawn at any level without establishing precedent. When an Administrative Assistant/Bookkeeper is not represented by the Association, the Association will have the right to be present and to present its view at the third step and thereafter. No Administrative Assistant/Bookkeeper will be required to discuss any grievance if the Association representative is not present. If the Association, Superintendent, and Principal agree that the Principal has no authority in the case that is being grieved, steps one and two may be bypassed and the grievance brought directly to the third step. 8.3 PROCEDURES First step. An attempt will be made to resolve any grievance in an informal, verbal discussion between the aggrieved Administrative Assistant/Bookkeeper and his/her immediate superior. Second step. If the grievance cannot be resolved informally, the aggrieved Administrative Assistant/Bookkeeper will file the grievance in writing and at a mutually agreeable time, discuss the matter with the Principal. The written grievance should state the nature of the grievance, should note the specific clause or clauses of the Agreement allegedly violated, and should state the remedy requested. The filing of the grievance at the second step must be within twenty (20) Administrative Assistant/Bookkeeper workdays from the date of the occurrence of the event giving rise to the grievance, or within twenty (20) Administrative Assistant/Bookkeeper workdays from the date a reasonably alert person would have had knowledge of the event, whichever date is later. The Principal or other administrator who has the authority to make a decision on the grievance will make such decision and communicate it in writing to the Administrative Assistant/Bookkeeper and the Superintendent within ten (10) Administrative Assistant/Bookkeeper workdays after the grievance is filed. Such answer will contain reasons upon which the decision is based. Third step. In the event a grievance has not been satisfactorily resolved at the second step, the aggrieved Administrative Assistant/Bookkeeper will file, within five (5) Administrative Assistant/Bookkeeper workdays of the Principal's written decision or answer at the second step, a copy of the grievance with the Superintendent. Within ten (10) Administrative Assistant/Bookkeeper work days after such written grievance is filed, the aggrieved, representative of the aggrieved, as desired, the Principal, and the Superintendent or his designee, will meet to resolve the grievance. The Superintendent, or his designee, will file an answer within ten (10) Administrative Assistant/Bookkeeper workdays of the third step grievance meeting and communicate it in writing to the Administrative Assistant/Bookkeeper, the Principal, and the Association. Such answer will contain reasons upon which the decision is based. Fourth step. If the grievance is not resolved satisfactorily to the Association within eighteen (18) Administrative Assistant/Bookkeeper workdays after receipt of a decision by the Superintendent, there is an available fourth step to seek a binding decision on the dispute. The Association may submit, in 20

22 writing, a request to enter into such proceeding. The proceeding will be conducted by an impartial neutral to be selected by the two parties within seven (7) Administrative Assistant/Bookkeeper workdays after said notice is given. If the two parties fail to reach agreement on a neutral within seven (7) Administrative Assistant/Bookkeeper workdays, the American Arbitration Association will be requested to provide a panel of seven (7) neutrals. Each of the two parties will alternately strike one name at a time from the panel until only one will remain. The remaining name will be the neutral chosen. Expenses for the neutral's services and the expenses which are common to both parties to the arbitration will be borne equally by the Board and the Association. Each party to the Association proceeding will be responsible for compensating its own representatives and witnesses. The neutral, in his/her opinion, will not amend, modify, nullify, ignore, or add to the provisions of the Agreement. His/her authority will be strictly limited to deciding only the issues presented. Should either party request a transcript of the proceedings, then that party will bear the full costs for the transcript. Should both parties order a transcript, then the cost of the two transcripts will be divided equally between the parties. Once a grievance is filed alleging a violation, misinterpretation or misapplication of any provision of this Agreement, the parties agree that the grievance procedure will be the sole and exclusive vehicle for the processing of that complaint or claim based on any Article, Clause, or other contents of this Agreement by any Administrative Assistant/Bookkeeper or any person or organization acting on behalf of any Administrative Assistant/Bookkeeper. 9.1 WORKING CONDITION COMMITTEE ARTICLE IX WORKING CONDITIONS Identified problems of concern to Administrative Assistants/Bookkeepers will be address through the Teachers Working Conditions Committee 9.2 ELECTRONIC IDENTIFICATION SYSTEM The Board of Education agrees not to use the District electronic system (EIS) and security cameras as an evaluative tool. The electronic system will take place of the sign-in system currently in use. This electronic identification system will not be used in a manner contrary to the sign in procedures currently in effect. All Administrative Assistants/Bookkeepers will be required to use the EIS when entering and leaving the building. The EIS will not include any form of Biometric scanning. The EIS will allow an employee signing in up to seven (7) minutes after their official start time to be considered on time for record keeping purposes only, and unless abused, no discipline or loss of pay will occur. An abuse of this late official start time may only be considered after a Supervisor has discussed an employee s late start time having occurred on numerous occasions. Overtime will be calculated and paid as currently being administered by the District. Overtime will be approved by a Supervisor as is currently being administered by the District. Employees are not required to punch in and out when they leave the building for lunch or breaks. 21