District IELRB Response 9 16 14

5/20/2018 District IELRB Response 9 16 14

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BOARD OF EDUCATION OF

HINSDALETOWNSHIP HIGH SCHOOL DISTRICT 86

MOST RECENT OFFER TO THE TEACHERSFOR A SUCCESSOR COLLECTIVE BARGAINING

AGREEMENT TO THE PARTIES2010-2014 AGREEMENT

SEPTEMBER 16, 2014

Submitted to the Illinois Educational Labor Relations Boardon September 16, 2014, pursuant to the requirements of Statelaw (105 ILCS 5/12 (a-5)(2). The term most recent offer is astatutory term and does not mean that the Board of Education isunwilling to continue negotiations with its teachers nor that themost recent offer is necessarily the Boards final offer.


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COST SUMMARY OFDISTRICT 86 PROPOSAL

The table below summarizes the total cost of the Hinsdale High School Teachers Association

(HHSTA) and District contract proposals over four years. The HHSTA is comprised of teachers,

guidance counselors, social workers and psychologists. The HHSTA is proposing a contract that

would cost the District an additional $6.4 million more than the Districts current offer. The only

sources for funding the $6.4 million would be deficit spending (using reserves), program cuts,

staffing cuts or referendum. The Districts offer is fair to HHSTA members, keeps the District

competitive, is sustainable and can be embraced by the community.

Figure 1

It is critical for the District to look at total cost over the full term of the contract to understand the

complete story. Base salaries are determined by years of experience and educational attainment.

Salaries account for most of the difference between the two sides. The HHSTA salary schedule

gives their membership ever increasing salary raises in each of the four years of the proposed

contract.

The stipends and additional pay compensate HHSTA members for coaching, sponsoring clubs,and other opportunities to earn additional income (stipends above exclude Department Chair

stipends).

The retirement benefit pays a compounding percentage increase over the last four years of an

employees career.

HHSTA District

Variance

Favorable/(Unfavorable)

Base Salaries $153,509,478 $149,503,136 ($4,006,342)

Stipends/Additional Pay $10,995,970 $10,571,908 ($424,062)

Retirement Benefit $2,409,486 $2,538,716 $129,230

PE - 1 Prep Period $0 ($1,080,000) ($1,080,000)

Insurance $19,739,434 $18,746,474 ($992,960)

Total $186,654,369 $180,280,234 ($6,374,134)

Total 4-Year Cost of Contract Proposals


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The District is also proposing a work rule change that would require Physical Education teachers

to teach an additional gym class in one of their two preparation periods for instruction.

District 86 is currently self-insured, meaning that medical and dental claims are paid by the

District and employee contributions. Last year, total benefits cost $9.2 million and employees

contributed just $1 million of the cost, leaving the District to bridge the $8.2 million gap. Healthinsurance and dental premiums incurred by HHSTA have not increased since 2006, and although

there have been program changes, District expenditures have grown substantially during that

time period. As a result, increases to the premium portion that HHSTA members would pay

figureprominently in all the Districts offers.

Insurance reforms and the addition of one more class during the day for P.E. teachers account for

a third of the $6 million difference between the two plans, or just over $2 million, that would be

realized over four years.

The table below summarizes the 2014 actual expense versus the first year of the Districts andHHSTAs contract proposals.

Figure 2

The overview above summarizes the cost variances each year (see Appendix A). The variance

compounds across the years to produce the salary schedule (see Appendices B and C). The

salary schedule requested by the HHSTA reaches its maximum pay in 19 years whereas the

Districts salary schedule reachesits maximum over the normal 35 year career of an individual.

A shorter salary schedule results in greater salary increases year over year and in a steeper

escalation of costs, while a longer salary schedule increases salary at a slower pace.

The biggest difference between the two sides is the length of the salary schedule. The District

understands the importance of competitive pay but has to balance the need to recruit and retainquality staff against the fiscal responsibility to produce a pay structure that is sustainable over

time.

Compensation 2014 Actuals

District

Proposal Year 1

% Change v.

2014 Actuals

HHSTA Proposal

Year 1

% Change v.

2014 Actuals

Salary Schedule 36,280,686$ 36,774,094$ 1.4% 37,141,985$ 2.4%

Stipends/Additional Pay 2,642,977$ 2,642,977$ 0.0% 2,687,908$ 1.7%

Retirement Benefit 649,981$ 727,727$ 12.0% 700,687$ 7.8%

Total 39,573,644$ 40,144,798$ 1.4% 40,530,580$ 2.4%

Year 1 of Contract v. 2014 Actuals


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MOST RECENT OFFERBY DISTRICT 86

TermThe District has proposed a four-year agreement.

SalaryThe Salary Schedule in the Expired Contract

HHSTA member salary is currently determined according to a salary schedule.

Steps

Embedded within the salary schedule are automatic annual salary increases, regardless ofperformance commonly referred to as step increases. These step increases are generallyaligned to the number of years of service with the District and theoretically represent that timeand experience makes a better teacher.

For example, a teacher with seven years of experience as of the 2013-2014 school year isconsidered step seven, this teacher will move one step on the salary schedule to step eight for the2014-2015 school year.

Lanes

Besides the step movement, the salary schedule also provides lanes, whichdenote levels of

academic achievement, for example, a teacher who earns a Masters degree or who accumulatesgraduate hours past a Masters degree. These lanes are designated in a salary scheduled as BA,BA+15 hours, MA, MA+30 hours and MA+60 hours. In addition to being on a step, eachHHSTA member is in a lane. A HHSTA member moving from one lane to another receivesanother automatic salary increase in addition to the step increase.

For the 2013-2014 school year, the average annual salary step increase for a District 86HHSTA member in the expired contract is currently 3.3% regardless of workperformance

The average salary increase for lane movement in the expired contract is an additional7.1%

Each year, HHSTA members have also successfully negotiated a percentage increase toeach step of the salary schedule, commonly referred to as the base salary increase

Increases in HHSTA salary have greatly outpaced the growth of inflation as measured bythe Consumer Price Index, or CPI

Salary increases far exceed legally allowable tax increases to the District each year


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For the last two years of the contract that expired in 2014, the salary schedule included a basesalary increase of 1.23%. That base salary increase, when added to the step increase, resulted inan automatic salary increase that averaged approximately 4.53% for the 2013-2014 school year.This number excludes any additional increase attributable to further academic credit, or lanes,earned by an HHSTA member.

Figure 3

How the real percentage of salary increases is calculated

Base Salary Increase + Average Step Increase = Automatic Salary Increase

1.23 % + 3.3% = 4.5 %

Figure 4

HHSTA member salary increases compared to CPI(These char ts do not i nclu de lane changes)

School Year 2010-11 2011-12 2012-13 2013-14HHSTA Salary Increase 5.8% 5.8% 3.3% 4.5%

Year Taxes are Paid 2010 2011 2012 2013

CPI Increase* .1% 2.7% 1.5% 3.0%

*This is the percentage increase in the CPI as published by the Illinois Department of revenue for the year in whichtaxes are paid corresponding to the year of the HHSTA salary increase. Pursuant to the Property Tax ExtensionLimitation Law (commonly referred to as the Property Tax Cap) the Districts tax revenues are limited to theincrease in CPI.


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Figure 5

The chart above shows that a teacher who made $81,600 in 2004 would have earned a salary ofapproximately $101,000 in 2013, had that teachers salary tracked CPI. Instead, that teacherearned $111,500 in total compensation in 2013 because in 2008 salaries significantly divergedfrom CPI. Any lane changes would further increase compensation.

The Districts Proposed Salary ScheduleThe District has proposed a salary schedule that would replace the one.

The new salary schedules contain 35 steps rather than the current 19 stepso Accommodates Tier II TRS members who may accumulate 35 years of service

before retiremento Permits a reduction in the percentage between steps while retaining a career

growth path similar to current salary scheduleo Because of the current 19 step salary schedule, a third of HHSTA members are

already at the top of the salary scale

The proposed alternative salary schedule eliminates the BA+15 lane, reducing thenumber of cells on the schedule

HHSTA members will be placed on the step of the 2014-2015 salary schedule whichmost closely approximates their 2013-2014 base salary

o The new salary amount will not be lower than the 2013-2014 base salaryo Placement will be consistent with the HHSTA members level of academic

achievement

After this initial placement, HHSTA members will move one step on the 2014-2015salary schedule

o Every HHSTA member shall receive a minimum of a 1.7% base salary increasefor the 2014-2015 school year


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o In subsequent years, HHSTA members will move one step per year on the salaryschedule and will move to the lane appropriate to their level of academicattainment, provided that they have received a proficient or better rating on theirlast performance evaluation

o The average annual salary step increase is 2.4%o

The average lane increase is 3.7% Base salary will further increase by 75% of CPI in 2015-2016, 2016-2017 and 2017-2018

with CPI capped at a ceiling of 4% and a floor of 1%

Budgetary Costs for the Two Proposals

The chart below shows why a longer salary schedule matters. Under the Districts proposal, anadditional $2.8 million would be available over the four years of the contract to enrich studentseducational opportunities.

Figure 6

CPI 1.5% 1.5% 1.5%

FYE '15 Budget Forecast '16 Forecast '17 Forecast '18

Total Revenue 88,364,050$ 89,689,510.75$ 91,034,853.41$ 92,400,376.21$

HHSTA Salaries & Benefits* 44,643,577$ 44,827,883$ 45,194,145$ 45,772,685$

All Other Salaries & Benefits** 21,309,111$ 21,633,615$ 22,001,386$ 22,397,411$

Capital 3,200,000$ 3,248,000$ 3,296,720$ 3,346,171$

All other 19,171,710$ 19,459,286$ 19,751,175$ 20,047,443$

Student Enrichment -$ 520,000$ 791,000$ 836,000$

Total Expense 88,324,398$ 89,688,784$ 91,034,427$ 92,399,710$

Surplus / (Deficit) 39,652$ 727$ 427$ 666$

HHSTA Salaries as a % of Revenue 50.5% 50.0% 49.6% 49.5%

Total Salaries as a % of Revenue 74.6% 74.1% 73.8% 73.8%

*Known retiree pipeline included

**Retirees are not included in this number

District Salary Grid


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The chart below shows the direct impact of the HHSTA proposal on student enrichment. TheHHSTA proposal generates a deficit of the $3 million over the term.

Figure 7

Extracurricular CompensationDistrict 86 HHSTA members are able to earn additional compensation for various activities suchas coaching, club sponsorship and performing extra duties outside the typical work day. Extracompensation counts towards creditable earnings to determine retirement pensions.

The Board has proposed freezing extracurricular compensation at 2013-2014 rates for the2014-2018 contract

Compensation is determined by an index amount applied to the extracurricular salaryschedule

The extracurricular salary schedule has embedded automatic compensation increases foreach year of service, i.e., step increases

HHSTA members have previously successfully negotiated annual increases to the stepincreases of the extracurricular salary schedule

As an example, an assistant football coach, with six years of experience as of the 2013-2014football season, earned an indexed rate of 0.1173 on the scheduled salary of $55,647.22 or

$6,527. (See Appendix D)

Health and Dental InsuranceDistrict 86 provides comprehensive health and dental insurance plans funded by the Districtstaxpayers and employees. HHSTA members make a relatively small monthly contribution to thecost of insurance as outlined in the following charts:

CPI 1.5% 1.5% 1.5%

FYE '15 Request FYE '16 Request FYE '17 Request FYE '18 Request

Total Revenue 88,364,050$ 89,689,510.75$ 91,034,853.41$ 92,400,376.21$

HHSTA Salaries & Benefits 45,029,359$ 46,175,028$ 47,060,033$ 48,077,766$

All Other Salaries & Benefits** 21,309,111$ 21,633,615$ 22,001,386$ 22,397,411$

Capital 3,200,000$ 3,248,000$ 3,296,720$ 3,346,171$

All other 19,171,710$ 19,459,286$ 19,751,175$ 20,047,443$

Student Enrichment -$ -$ -$ -$

Total Expense 88,710,180$ 90,515,928$ 92,109,314$ 93,868,791$

Surplus / (Deficit) (346,130)$ (826,417)$ (1,074,461)$ (1,468,415)$

HHSTA Salaries as a % of Revenue 51.0% 51.5% 51.7% 52.0%

Total Salaries as a % of Revenue 75.1% 75.6% 75.9% 76.3%

**Retirees are not included in this number

Teachers Salary Grid


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Figure 8

Health I nsurance (PPO only)

Single Family

Monthly Cost to District $448.89 (87%) $1,274.70 (88%)

Monthly HHSTA Member Contribution $68.35 (13%) $180.15 (12%)

Dental I nsurance

Single Family

Monthly Cost to District $32.90 (100%) $101.55 (96%)

Monthly HHSTA Member Contribution $0.00 (0%) $4.00 (4%)

TheDistricts proposed employee contr ibution increases to health and dental insurance

premiums

Year 1Effective 1/1/2015




15% 18% 20% 20%

Effective 1/1/15, the amount an employee would pay for health insurance is $218 per month, andthe maximum amount an employee would pay for family and spouse coverage would be $418per month.

Spousal Contributions for Health InsuranceThe District has also proposed the following spousal contributions

Spouses unable to obtain coverage through their employero Employees with spouses unable to obtain coverage through their employer

will pay a surcharge of $100 per month upon presentation of an affidavit form

provided by the Administration on or before the first day of school each year Spouses able to obtain coverage through their employer

o Employees with spouses able to obtain insurance from their employer will paya surcharge of $200 per month

o In the event that an employee misrepresents his/her spouses ability to obtainhealth insurance, the employee will be required to reimburse the District forthe full cost of insuring the spouse and shall be subject to discipline

Retirement ProgramEmployees who quali fy for and submit a letter of in tent to reti re prior to January 1, 2015

The District agrees to increase the employees TRS creditable earnings by5% overthe employees prior year reported TRS creditable earnings for each remaining yearof the employees employment in the District, in lieu of any other raise, step orcreditable earning increase to which the employee may have otherwise been entitled

This increase will be granted beginning the school year in which it is received

A retiring employee may receive no more than four years of 5% creditable earningsincreases under this program


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Employees who quali fy for and submit a letter of in tent to reti re prior to January 1, 2016

The District agrees to increase the employees TRS creditable earnings by 3% overthe employees prior year reported TRS creditable earnings for each remaining yearof the employees employment in the District, in lieu of any other raise, step or othercreditable earnings increases to which the employee may have been otherwise entitled

This increase will be granted beginning the school year in which it is received A retiring employee may receive no more than four years of 3% creditable earnings

increases under this program

Health and Dental Insurance in Retirement

An eligible employee may remain on the Districts health insurance plan in which the employeewas enrolled at the time of retirement for up to 10 years or until the retiree is 65 years of age:

The retiree must pay 70% of the required premium for coverage selected

The retiree may continue to participate in the Districts dental plan at the current activeemployee rate, receiving a maximum of $1,500 per year in benefits

Additional District Proposals PreambleA commitment from both the Board and the HHSTA to uphold a cooperative

attitude that displays mutual respect and provides the students with the highest qualityeducation

Physical Education TeachersReduce the number of preparation periods from two toone commencing with the 2015-2016 school year, after which P.E. teachers would thenreceive a sixth assignment without additional compensation

Dress CodeBusiness casual dress for all except P.E. teachers. No HHSTA T-shirts ormaterials may be worn during paid work hours while students are present

Late Start DaysMinimize the change to the schedule on late start days CounselorsEliminate compensatory time for evening meetings

Reduction in StaffRevised to comply with current statute

Use of District Communication ResourcesComply with current District policies

Extracurricular AssignmentsTo be assigned to qualified individuals

Sick LeaveNo increase after 15 years of service for Tier II TRS employees who areunable to use accumulated sick leave for pension purposes

Tentative Agreements A teacher shall be consulted prior to being assigned to teach more than 3 consecutive

class periods (Association Proposal)

Compensatory time may not be carried over more than one school year (DistrictProposal)

HHSTA members may inspect their personnel files upon three days written or emailnotice (Associati on Proposal)

Parental leave is available for fostering or assuming legal guardianship of a child(Associati on Proposal)


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A teacher denied a request for a part-time teaching position shall have 30 days to applyfor a leave of absence of no less than one school year (Associati on proposal)

Elimination of District Roundtable in favor of a labor/management committee (DistrictProposal)

Negotiation Final Summary and Appendices Follow

Appendix AFinancials

Appendix BHHSTA Salary Schedule

Appendix CDistrict Salary Schedule

Appendix DExtracurricular Salary Schedule

Appendix EDistricts Complete Red Line Version of Proposed Contract


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1. Insurance Premiums 1. Insurance Premiums

Plan Year 2015: 15% Plan Year 2015: 15%




2. Spousal Surcharge 2. Spousal Surcharge

None $100 for spouse w/ out employer coverage

$200 for spouse w/ employer coverage

4. Retirement Health Insurance Plan PPO 4. Retirement Health Insurance Plan PPO

Retiree pays 70% of the premium Retiree pays 70% of the premium

Reti ree e ligible for plan unti l age 65 Reti ree e ligible for plan unti l age 65

5. Retirement Health Insurance Plan TRIP 5. Retirement Health Insurance Plan TRIP

District reimburses 100% of premium District does not cover TRIP premiums

Available to retiree and one dependent

Retiree eligible for plan until age 65

6. Retiree Dental Coverage 6. Retiree Dental Coverage

Rates equal with active employees Rates equal with active employees

$1,500 annual max in benefits $1,500 annual max in benefits

Eligible until age 65 Eligible until age 65

Concur

Summary of Current Proposals by HHSTA and the District

Overview of Benefits

Concur

Differ

Concur

HHSTA District Comparison

Differ

Negotiation Final Summary


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1. Salary Schedule Structure 1. Salary Schedule Structure

Current Salary Schedule w/ changes New 35 Year Salary Schedule

Remove BA +15 Lane

Remove Steps on BA Lane

2. CPI Increases 2. CPI Increases

70% of CPI for contract year 1 No CPI Increase Year 1

85% of CPI for contract years 2-4 75% of CPI for contract years 2-4

3. Coaching, Summer School Teaching 3. Coaching, Summer School Teaching

Increase by agreed to factor of CPI Stipends frozen for length of contract

4. Retirement Benefit 4. Retirement Benefit

Years 1-4 of contract 3% bonus Year One of contract 5% bonus

No phase out of retirement benefit Year Two of contract 3% bonus

Years 3&4 retirement benefit phased out

5. Step Advancement 5. Step Advancement

Al l members advance regardless of Years of Ful l-Time Teaching + 1 in Years

ratings. with Rating of Proficient or Better

Years of Ratings of Less Than Proficient

Will Receive No Step Advancement

Overview of Compensation

Differ

Differ

Differ

Differ

Differ



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1. Dress Code 1. Dress Code

No Dress Codes Business Casual for All Except PE Teachers

2. Prep Periods 2. Prep Periods

2 for All Teachers 2 for All Academic Teachers

1 for PE Teachers

3. Extra-Curricular Positions 3. Extra-Curricular Positions

Union Has First Right of Refusal All Qualified Applicants Are Eligible

Overview of Additional Items

Differ

Differ

No HHSTA T-Shirts or Materials During Paid

Work Hours

Differ



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Appendix AFinancials


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Financial Analysis of Current Contract Proposals

Compensation HHSTA District Variance F/(U) HHSTA District Variance F/(U) HHSTA District Variance F/(U)

Salary Schedule* 37,141,985$ 36,774,094$ (367,891)$ 38,017,154$ 37,233,269$ (783,885)$ 38,809,635$ 37,556,980$ (1,252,655)$

CPI Increase -$ -$ -$ -$ -$ -$ -$ -$ -$

Stipends/Additional Pay 2,687,908$ 2,642,977$ (44,931)$ 2,728,226$ 2,642,977$ (85,249)$ 2,769,150$ 2,642,977$ (126,173)$

Retirement Benefit 700,687$ 727,727$ 27,040$ 738,655$ 794,885$ 56,230$ 552,274$ 599,454$ 47,180$PE - 1 Prep Period -$ -$ -$ -$ (360,000)$ (360,000)$ -$ (360,000)$ (360,000)$

Total 40,530,580$ 40,144,798$ (385,782)$ 41,484,035$ 40,311,131$ (1,172,904)$ 42,131,059$ 40,439,411$ (1,691,648)$

Insurance

Insurance Cost 5,311,720$ 5,311,720$ -$ 5,720,722$ 5,720,722$ -$ 6,161,218$ 6,161,218$ -$

Insurance Premiums** (796,758)$ (796,758)$ -$ (1,029,730)$ (1,029,730)$ -$ (1,232,244)$ (1,232,244)$ -$

Spousal Surcharge -$ (174,240)$ (174,240)$ -$ (174,240)$ (174,240)$ -$ (174,240)$ (174,240)$

Total 4,514,962$ 4,340,722$ (174,240)$ 4,690,992$ 4,516,752$ (174,240)$ 4,928,974$ 4,754,734$ (174,240)$

Retirees

Retiree Insurance - TRIP 37,000$ -$ (37,000)$ 55,500$ -$ (55,500)$ 92,500$ -$ (92,500)$

Total 37,000$ -$ (37,000)$ 55,500$ -$ (55,500)$ 92,500$ -$ (92,500)$

Grand Total 45,082,542$ 44,485,520$ (597,022)$ 46,230,528$ 44,827,883$ (1,402,644)$ 47,152,533$ 45,194,145$ (1,958,388)$

*Salary Schedule accounts for CPI Increases and Lane Changes under each proposal's criteria

**Insurance Premiums i nclude both medical and dental

Proposals Not Aligned

Proposals Aligned

Year 1 Year 2 Year 3


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Financial Analysis of Current Contract Proposals

Compensation HHSTA District Variance F/(U) HHSTA District Variance F/(U)

Salary Schedule* 39,540,704$ 37,938,793$ (1,601,911)$ 153,509,478$ 149,503,136$ (4,006,342)$

CPI Increase -$ -$ -$ -$ -$ -$

Stipends/Additional Pay 2,810,687$ 2,642,977$ (167,710)$ 10,995,970$ 10,571,908$ (424,062)$

Retirement Benefit 417,870$ 416,650$ (1,220)$ 2,409,486$ 2,538,716$ 129,230$PE - 1 Prep Period -$ (360,000)$ (360,000)$ -$ (1,080,000)$ (1,080,000)$

Total 42,769,261$ 40,638,420$ (2,130,841)$ 166,914,934$ 161,533,760$ (5,381,174)$

Insurance

Insurance Cost 6,635,632$ 6,635,632$ -$ 23,829,292$ 23,829,292$ -$

Insurance Premiums** (1,327,126)$ (1,327,126)$ -$ (4,385,858)$ (4,385,858)$ -$

Spousal Surcharge -$ (174,240)$ (174,240)$ -$ (696,960)$ (696,960)$

Total 5,308,505$ 5,134,265$ (174,240)$ 19,443,434$ 18,746,474$ (696,960)$

Retirees

Retiree Insurance - TRIP 111,000$ -$ (111,000)$ 296,000$ -$ (296,000)$

Total 111,000$ -$ (111,000)$ 296,000$ -$ (296,000)$

Grand Total 48,188,766$ 45,772,685$ (2,416,081)$ 186,654,369$ 180,280,234$ (6,374,134)$

*Salary Schedule accounts for CPI Increases and Lane Changes under each proposal's criteria

**Insurance Premiums include both medical and dental

Year 4 Total

Proposals Not Aligned

Proposals Aligned


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Appendix BHHSTA Salary Schedule


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HHSTA Salary Schedule Proposal

STEP BA BA+15 MA MA+30 MA+60 STEP BA BA+15 MA MA+30 MA+60

1 $53,002 $55,720 $59,798 1 $53,678 $56,431 $60,561

2 $55,040 $57,758 $62,855 2 $55,742 $58,495 $63,657

3 $57,080 $59,798 $65,913 $70,002 $75,823 3 $57,808 $60,561 $66,754 $70,895 $76,789

4 $59,119 $61,836 $68,971 $73,048 $78,882 4 $59,873 $62,625 $69,850 $73,979 $79,887

5 $61,157 $63,875 $72,028 $76,106 $81,476 5 $61,937 $64,690 $72,946 $77,076 $82,515

6 $63,195 $65,913 $75,087 $79,164 $84,172 6 $64,001 $66,754 $76,044 $80,173 $85,245

7 $64,555 $67,272 $78,145 $82,221 $86,977 7 $65,378 $68,130 $79,141 $83,269 $88,086

8 $64,555 $69,310 $81,202 $85,279 $89,885 8 $65,378 $70,194 $82,237 $86,366 $91,031

9 $66,767 $71,144 $84,260 $88,338 $92,911 9 $67,618 $72,051 $85,334 $89,464 $94,095

10 $69,536 $73,933 $87,318 $91,395 $96,055 10 $70,422 $74,876 $88,431 $92,560 $97,279

11 $72,468 $76,839 $90,376 $94,453 $99,322 11 $73,392 $77,818 $91,528 $95,657 $100,588

12 $77,465 $79,819 $93,434 $97,511 $102,713 12 $78,453 $80,836 $94,625 $98,754 $104,022

12OFF $78,090 $80,622 12OFF $79,261 $81,831

13 $96,491 $100,569 $106,236 13 $97,721 $101,851 $107,591

14 $99,550 $103,735 $109,900 14 $100,819 $105,058 $111,302

15 $102,608 $107,544 $113,710 15 $103,916 $108,915 $115,160

16 $105,665 $111,493 $117,659 16 $107,012 $112,915 $119,159

17 $109,438 $115,502 $121,768 17 $110,833 $116,975 $123,321

18 $113,024 $119,189 $125,355 18 $114,465 $120,708 $126,953

18OFF $114,160 18OFF $115,873

19 $122,587 $127,749 19 $124,150 $129,378

19OFF $123,820 $129,032 19OFF $125,677 $130,967

Moving from BA - 1 to MA+60 - 35 would result in an average annual increase of: 5.01%

This reflects the step and lane increases.

*2016-18 CPI Increases would be determined when PTELL percentage is available

70% of CPI 1.7% 85% of CPI 1.5%

Salary Schedule 2014-15 Salary Schedule 2015-16


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HHSTA Salary Schedule Proposal


1 $54,362 $57,150 $61,333 1 $55,056 $57,879 $62,115

2 $56,453 $59,240 $64,468 2 $57,173 $59,996 $65,290

3 $58,545 $61,333 $67,605 $71,799 $77,768 3 $59,292 $62,115 $68,467 $72,714 $78,760

4 $60,636 $63,423 $70,741 $74,923 $80,906 4 $61,410 $64,232 $71,643 $75,878 $81,938

5 $62,727 $65,514 $73,876 $78,059 $83,567 5 $63,526 $66,350 $74,818 $79,054 $84,633

6 $64,817 $67,605 $77,014 $81,196 $86,332 6 $65,643 $68,467 $77,996 $82,231 $87,4337 $66,212 $68,998 $80,150 $84,331 $89,209 7 $67,056 $69,878 $81,172 $85,406 $90,346

8 $66,212 $71,089 $83,286 $87,467 $92,192 8 $67,056 $71,995 $84,348 $88,583 $93,367

9 $68,481 $72,969 $86,422 $90,605 $95,295 9 $69,354 $73,900 $87,524 $91,760 $96,510

10 $71,320 $75,831 $89,559 $93,740 $98,520 10 $72,230 $76,798 $90,701 $94,935 $99,776

11 $74,328 $78,811 $92,695 $96,877 $101,871 11 $75,276 $79,815 $93,877 $98,112 $103,170

12 $79,453 $81,867 $95,832 $100,013 $105,349 12 $80,466 $82,911 $97,053 $101,288 $106,692

12OFF $79,849 $82,276 12OFF $80,867 $83,325

13 $98,967 $103,150 $108,963 13 $100,229 $104,465 $110,352

14 $102,104 $106,397 $112,721 14 $103,406 $107,754 $114,158

15 $105,241 $110,304 $116,628 15 $106,583 $111,710 $118,115

16 $108,376 $114,354 $120,678 16 $109,758 $115,812 $122,217

17 $112,246 $118,466 $124,893 17 $113,678 $119,977 $126,485

18 $115,925 $122,247 $128,572 18 $117,403 $123,806 $130,211

18OFF $116,503 18OFF $117,988

19 $125,733 $131,028 19 $127,336 $132,698

19OFF $126,360 $131,683 19OFF $127,972 $133,362

85% of CPI 1.5% 85% of CPI 1.5%

Salary Schedule 2017-18*Salary Schedule 2016-17*





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21

Appendix CDistrict Salary Schedule


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District Salary Schedule Proposal


1 $54,000 $58,000 1 $54,608 $58,653

2 $55,890 $59,890 2 $56,519 $60,564

3 $57,846 $61,846 $63,346 $67,346 3 $58,497 $62,542 $64,059 $68,104

4 $59,871 $63,871 $65,371 $69,371 4 $60,544 $64,589 $66,106 $70,151

5 $61,966 $65,966 $67,466 $71,466 5 $62,663 $66,708 $68,225 $72,270

6 $63,980 $67,980 $69,480 $73,480 6 $64,700 $68,745 $70,262 $74,307

7 $66,059 $70,059 $71,559 $75,559 7 $66,803 $70,848 $72,365 $76,410

8 $68,206 $72,206 $73,706 $77,706 8 $68,974 $73,019 $74,536 $78,581

9 $70,423 $74,423 $75,923 $79,923 9 $71,215 $75,260 $76,777 $80,822

10 $72,712 $76,712 $78,212 $82,212 10 $73,530 $77,575 $79,092 $83,137

11 $74,530 $78,530 $80,030 $84,030 11 $75,368 $79,413 $80,930 $84,975

12 $76,393 $80,393 $81,893 $85,893 12 $77,252 $81,297 $82,814 $86,859

13 $78,303 $82,303 $83,803 $87,803 13 $79,184 $83,229 $84,746 $88,791

14 $80,260 $84,260 $85,760 $89,760 14 $81,163 $85,208 $86,725 $90,770

15 $82,267 $86,267 $87,767 $91,767 15 $83,192 $87,237 $88,754 $92,799

16 $88,159 $89,659 $93,659 16 $89,151 $90,668 $94,713

17 $90,095 $91,595 $95,595 17 $91,108 $92,625 $96,670

18 $92,075 $93,575 $97,575 18 $93,111 $94,628 $98,67319 $94,101 $95,601 $99,601 19 $95,159 $96,676 $100,721

20 $96,173 $97,673 $101,673 20 $97,255 $98,772 $102,817

21 $97,924 $99,424 $103,424 21 $99,026 $100,543 $104,588

22 $99,709 $101,209 $105,209 22 $100,830 $102,347 $106,392

23 $101,527 $103,027 $107,027 23 $102,669 $104,186 $108,231

24 $103,380 $104,880 $108,880 24 $104,543 $106,060 $110,105

25 $105,268 $106,768 $110,768 25 $106,453 $107,970 $112,015

26 $108,541 $112,541 26 $109,762 $113,807

27 $110,344 $114,344 27 $111,585 $115,630

28 $112,179 $116,179 28 $113,441 $117,486

29 $114,045 $118,045 29 $115,328 $119,373

30 $115,945 $119,945 30 $117,249 $121,294

31 $117,878 $121,878 31 $119,204 $123,249

32 $119,844 $123,844 32 $121,193 $125,23833 $121,845 $125,845 33 $123,216 $127,261

34 $123,881 $127,881 34 $125,275 $129,320

35 $125,953 $129,953 35 $127,370 $131,415

Salary Schedule 2014-15 Salary Schedule 2015-16

*CPI increase of 75% of 1.5%

STEP BA BA+15 MA MA+30 MA+60

Step 1-5 3.50% $4,000 $1,500 $4,000

Step 6-10 3.25% $4,000 $1,500 $4,000

Step 11-15 2.50% $4,000 $1,500 $4,000

Step 16-20 2.30% $4,000 $1,500 $4,000

Step 21-25 1.90% $4,000 $1,500 $4,000

Step 26-35 1.75% $4,000 $1,500 $4,000





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District Salary Schedule Proposal


1 $55,222 $59,312 1 $55,843 $59,980

2 $57,155 $61,245 2 $57,798 $61,934

3 $59,155 $63,246 $64,779 $68,870 3 $59,821 $63,957 $65,508 $69,645

4 $61,225 $65,316 $66,850 $70,940 4 $61,914 $66,051 $67,602 $71,7385 $63,368 $67,459 $68,993 $73,083 5 $64,081 $68,218 $69,769 $73,905

6 $65,428 $69,518 $71,052 $75,143 6 $66,164 $70,300 $71,852 $75,988

7 $67,554 $71,645 $73,179 $77,269 7 $68,314 $72,451 $74,002 $78,138

8 $69,750 $73,840 $75,374 $79,465 8 $70,534 $74,671 $76,222 $80,359

9 $72,017 $76,107 $77,641 $81,732 9 $72,827 $76,963 $78,514 $82,651

10 $74,357 $78,448 $79,982 $84,072 10 $75,194 $79,330 $80,881 $85,018

11 $76,216 $80,307 $81,840 $85,931 11 $77,073 $81,210 $82,761 $86,898

12 $78,121 $82,212 $83,746 $87,836 12 $79,000 $83,137 $84,688 $88,825

13 $80,074 $84,165 $85,699 $89,789 13 $80,975 $85,112 $86,663 $90,800

14 $82,076 $86,167 $87,701 $91,791 14 $83,000 $87,136 $88,687 $92,824

15 $84,128 $88,219 $89,753 $93,843 15 $85,075 $89,211 $90,762 $94,899

16 $90,154 $91,688 $95,778 16 $91,168 $92,719 $96,856

17 $92,133 $93,667 $97,758 17 $93,170 $94,721 $98,85718 $94,158 $95,692 $99,783 18 $95,217 $96,769 $100,905

19 $96,230 $97,764 $101,854 19 $97,312 $98,863 $103,000

20 $98,349 $99,883 $103,973 20 $99,455 $101,007 $105,143

21 $100,140 $101,674 $105,764 21 $101,266 $102,818 $106,954

22 $101,965 $103,499 $107,589 22 $103,112 $104,663 $108,800

23 $103,824 $105,358 $109,449 23 $104,992 $106,544 $110,680

24 $105,719 $107,253 $111,344 24 $106,909 $108,460 $112,596

25 $107,650 $109,184 $113,275 25 $108,861 $110,413 $114,549

26 $110,996 $115,087 26 $112,245 $116,382

27 $112,840 $116,931 27 $114,110 $118,246

28 $114,717 $118,807 28 $116,007 $120,144

29 $116,626 $120,716 29 $117,938 $122,074

30 $118,568 $122,659 30 $119,902 $124,039

31 $120,545 $124,635 31 $121,901 $126,038

32 $122,556 $126,647 32 $123,935 $128,071

33 $124,602 $128,693 33 $126,004 $130,141

34 $126,684 $130,775 34 $128,110 $132,246

35 $128,803 $132,894 35 $130,252 $134,389

Salary Schedule 2017-18*


Salary Schedule 2016-17*


STEP BA BA+15 MA MA+30 MA+60

Step 1-5 3.50% $4,000 $1,500 $4,000

Step 6-10 3.25% $4,000 $1,500 $4,000

Step 11-15 2.50% $4,000 $1,500 $4,000

Step 16-20 2.30% $4,000 $1,500 $4,000Step 21-25 1.90% $4,000 $1,500 $4,000

Step 26-35 1.75% $4,000 $1,500 $4,000

*2016-18 CPI Increases would be determined when PTELL percentage is avai lable




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Appendix DExtracurricular Salary Schedule


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Step Index/Salary

Base Salary =

$45,519.20 2014-18

1 Index Salary 1.0000 45,519.20$

2 Index Salary 1.0410 47,385.49$

3 Index Salary 1.0837 49,329.16$

4 Index Salary 1.1281 51,350.21$

5 Index Salary 1.1744 53,457.75$

6 Index Salary 1.2225 55,647.22$

7 Index Salary 1.2726 57,927.73$

8 Index Salary 1.3248 60,303.84$

9 Index Salary 1.3791 62,775.53$

10 Index Salary 1.4357 65,351.92$

11 Index Salary 1.4945 68,028.44$

12 Index Salary 1.5558 70,818.77$

Extra-Curricular Salary Schedule


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Appendix EDistricts Complete Red Line Version of Proposed Contract

HINSDALE TOWNSHIPHIGH SCHOOL

DISTRICT 86

NEGOTIATED CONTRACT

BETWEEN THE

BOARD OF EDUCATION, DISTRICT 86

AND THE

HINSDALE HIGH SCHOOL

TEACHERS ASSOCIATION, INC.

HINSDALE, ILLINOIS


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2010-2014

2014-2018

HINSDALE TOWNSHIP HIGH SCHOOL

DISTRICT 86

NEGOTIATED CONTRACT

BETWEEN THEBOARD OF EDUCATION, DISTRICT 86

AND THE

HINSDALE HIGH SCHOOL TEACHERS ASSOCIATION, INC.

HINSDALE, ILLINOIS


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Hinsdale Township High School District Number 86

55th and Grant Streets

Hinsdale, Illinois 60521

Telephone: (630) 655-6100

2010-2014

2014-2018


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CONTRACT

BOARD OF EDUCATION OF DISTRICT 86

AND

HINSDALE HIGH SCHOOL TEACHERS ASSOCIATION, INCORPORATED

This Contract is made and entered into by and between the Board of Education of Hinsdale Township

High School District No. 86 and the Hinsdale High School Teachers Association, Incorporated.

For the Hinsdale High School Teachers Association, Inc.

John Bowman, HHSTA President Jeff Waterman, Chief Negotiator

Dave Lapetino, HHSTA President

Date

For the Board of Education of Hinsdale Township High School District 86, DuPage and Cook counties,

Illinois

Dr. Richard Skoda, President

_______________________________


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Date


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TABLE OF CONTENTS

ARTICLE 0 Definitions ........................................................................................................................... .1

ARTICLE I Recognition ....................................................................................................................... ...2

ARTICLE II Continuous and Uninterrupted Service .......................................................................................... 3

ARTICLE III Term of Contract ..................................................................................................................................... 4

ARTICLE IV Negotiations ...............................................................................................................................5

ARTICLE V Work Day ............................................................................................................................ 7

ARTICLE VI Reduction in Employee Staff ............................................................................................ 10

ARTICLE VII Employees Personnel Files ................................................................................................... 13

ARTICLE VIII Length of Work Year ................................................................................................................... 14

ARTICLE IX Association and Teacher Rights .............................................................................................. 15

ARTICLE X Salary Schedule ........................................................................................................................ 20

ARTICLE XI Extra-Curricular Activities .............................................................................................................. 26

ARTICLE XII Summer School ...................................................................................................................... 35

ARTICLE XIII Absences and Leaves ............................................................................................................ 37

ARTICLE XIV Grievances ................................................................................................................................... 43

ARTICLE XV Employee Fringe Benefits...................................................................................................... 46

ARTICLE XVI Supplemental Retirement Program........................................................................................... 49

ARTICLE XVII Miscellaneous ...................................................................................................................... 52

ARTICLE XVIII Assaults Upon Employees .................................................................................................. 54

ARTICLE XIX Evaluation .................................................................................................................................... 55

ARTICLE XX Separability ................................................................................................................................... 56

ARTICLE XXI Vacancies, Promotions, Transfers ......................................................................................... 57


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ARTICLE XXII Entire Agreement ....................................................................................................................... 59

ARTICLE XXIII Board Rights ............................................................................................................................... 60


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1

PREAMBLE

Recognizing that the prime purpose of the Hinsdale Township High School District 86 (hereinafter

District) is to provide education of the highest quality for the children of the District, we, the

undersigned parties to this Agreement, agree to the following principles:

A. The Board, elected by the citizens of the District, is a public body established under and with

duties, powers, responsibilities, and rights provided by the laws of the State of Illinois and the

applicable rules and regulations of administrative agencies issued under such laws.

B. The Superintendent of the District (hereinafter the Superintendent) is the executive officer of

the Board and as such administers and directs the operation of the District in accordance with

the policies and decisions of record of the Board.

C. Although the Employees of the District share with the Board and the Superintendent

responsibility for providing to students of the District education of the highest quality consistent

with the policies of the Board, the Employees have the major role in direct contact with

students.

D. The Board and Association recognize that the basic duty of each Employee is to use his/her skill

and expertise in the most effective and proper manner to improve the quality of education of

students enrolled in the District.

E. The Board and Association acknowledge the importance of cooperation and mutual respect,

which enables a professional culture that promotes the best interests of the students.

F. The Board and Association shall endeavor to provide students an environment of educational

excellence that considers the efficient use and sustainability of district resources.


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2

G. The Board and the Association affirm their continued support of a policy of no discrimination on

account of race, religion, color, national origin, ancestry, sex, sexual orientation, marital status,

order of protection status, age, military status or disability.


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3

ARTICLE 0

Definitions

0.1 District as used herein shall mean Hinsdale Township High School District No. 86.

0.2 Board as used herein shall mean the Board of Education of the District.

0.3 Association as used herein shall mean Hinsdale High School Teachers Association,

Incorporated, IEA/NEA, its officers and members.

0.4 Administration as used herein shall mean the District Superintendent, assistant

superintendents, business manager, principals, assistant principals, deans, athletic directors,

directors of guidance and counseling, director of hearing impaired program, director of student

assistance programs, department chairmen, and any other personnel within the immediate

supervisory jurisdiction of the Superintendent, when they are not instructing in the classroom.

0.5 Employees as used herein shall mean professional personnel employed by the Board and

within the negotiating unit.

0.6 School Year as used herein shall mean the period beginning with the first day and ending withthe last day that Employees are required to be in attendance as established by the approved

school calendar.

0.7 JNC as used herein shall mean the Joint Negotiating Committee, which is composed of the

members of the Board Negotiating Committee (not more than seven members) and the

members of the Association Negotiating Committee (not more than seven members). An

agreed upon number of non-participating observers may be approved by the JNC.

0.8 Assigned Instructional Period as used herein shall be a period of not less than 50 minutes on a

regular daily basis of classroom instruction of students, cafeteria supervision and study hallsupervision. In the event the Superintendent releases in writing an Employee on a regular basis

from an Assigned Instructional Period in return for an assignment of sponsorship of not less than

50 minutes daily, such released period shall be considered an Assigned Instructional Period for

these purposes.


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4

ARTICLE I

Recognition

1.1 The Board hereby recognizes the Association as the exclusive representative of the following

negotiating unit of Employees: all regularly assigned full-time and part-time certificatedcontractual Employees, except as limited by 1.1.1, but excluding the Superintendent, assistants,

principals, assistant principals, deans, school psychologists, division heads, athletic directors,

director of hearing impaired program, director of student assistance programs, and any other

administrative personnel within the immediate supervisory jurisdiction of the Superintendent

and excluding employee substitutes and aides.

1.1.1 The administrative duties and the extra compensation thereof of department chairmen

and directors of guidance and counseling shall not be subject to the provisions of this

Agreement. For all other purposes, department chairmen and directors of guidance and

counseling shall be covered by the Agreement, including, but not limited to, full

compensation equal to a full time Employee with equal educational and experience

qualifications. The Association shall not represent such department chairmen and

directors of guidance and counseling for any assigned administrative duties, the

compensation for which shall be determined by the Administration subject to Board

approval.

1.2 All matters which have been negotiated and agreed to by the parties hereto are set forth in this

Contract. This Contract shall be the sole source of the rights of the Association and anyEmployee covered by this Contract and shall supersede all prior oral or written agreements

between the parties.

1.3 No agreement, understanding, consideration, or interpretation which alters, varies, waives, or

modifies any of the terms or conditions contained herein shall be made with any Employee or

group of Employees by the Board or any of the Boards agents or representatives, unless it has

been made, ratified, and agreed to in writing by the Board and the Association. Any such

agreement shall not constitute a precedent in the future enforcement of any of the terms

contained herein.

1.4 The terms and conditions of this Agreement shall be reflected in individual Employee contracts.


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5

1.5 No action, statement, agreement, settlement, or representation made by any member of the

bargaining unit shall impose any obligation or duty or be considered to be authorized by or

binding upon the Board unless and until the Board has agreed thereto in writing.


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6

ARTICLE II

Continuous and Uninterrupted Service

During the term of this Agreement, neither the Association nor any of the Employees covered by this

Agreement will instigate or participate in any strike, sympathy strike, or any other intentional

interruption of the operations of the District.


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7

ARTICLE III

Term of Contract

This Contract shall be effective as of the 1st day of July, 2010 2014, and shall remain in full force and

effect until June 30, 2014 2018. provided that the Board and the Association will reopen this Agreement

to negotiate salary, extra duty compensation and health insurance for the 2012-2013 and 2013-2014

School Years.

This Contract shall be automatically renewed from year to year unless either party shall notify the other

in writing of its desire to terminate or modify this Contract at least ninety (90) days prior to the

expiration date of this Contract, or the expiration date of any renewal term hereof.

If negotiations for the reopener or a new Agreement have not been completed prior to the beginning of

the effected School Year, each Employee will be paid for services rendered during the effected School

Year on the basis of his/her individual base salary, compensation for other assignments (Article XI), and

fringe benefits (Article XV) for the previous School Year until a settlement has been reached.


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8

ARTICLE IV

Negotiations

4.1 The initial meeting of the JNC shall be convened no later than sixty (60) days after receipt by

either party of written notice from the other party of its readiness to commence negotiations

for a successor Agreement. Such notice will be provided in the last year of the current

Agreement.

4.2 The Board and the Association shall participate in good faith negotiations with respect to

salaries, fringe benefits, conditions of employment and grievance procedures at mutually

satisfactory times and places.

4.3 Prior to any negotiations concerning any change or addition requested by either party, the

requesting party shall submit in writing to the other party the proposed language of the new,

amended or modified Article or subdivision to be included in this Contract. As each proposal or

deletion thereof is tentatively agreed upon by both Negotiation Committees, the respective

Chairman will sign a written copy of each of the agreed upon Articles or subdivisions or the

withdrawal of the notice of the partys desire to terminate, modify or amend an Article or

subdivision, as the case may be, prior to the adjournment of the meeting. In the case of

withdrawal, the original Article or subdivision shall remain in full force and effect as though no

notice had been given in respect thereto.

4.4 When all requested changes or additions to the Contract have been resolved, either by

withdrawal or other agreement, the entire package of agreed to changes or modifications to the

Contract shall be submitted to the Association and Board membership by the respective

Negotiating Committees, recommending its acceptance. Upon ratification of the tentative

agreement by the Association, the Association will notify the Board Negotiating Committee who

shall then present the tentative agreement to the Board for ratification. Upon approval by both

the Board and the Association, the modified and/or amended Contract shall be immediately

signed by both parties.

4.5 Should either party fail to ratify the entire package as provided in Article 4.4, then only those

issues previously negotiated by the parties shall be subject to further negotiations. Negotiations

will be resumed at a mutually agreeable time.


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9

4.6 If agreement is not reached within forty-five (45) days of the scheduled start of the forthcoming

school year, either Committee may thereafter declare to the other in writing that an impasse

exists and call for a mediator. If this occurs, the JNC shall request the Federal Mediation and

Conciliation Service to appoint a mediator from its staff to assist the parties. The mediator shallmeet with the Committees, either jointly or separately, and shall take such steps as may be

appropriate to assist the parties in resolving their differences. The mediator shall have no

authority to make any findings of fact or recommend terms of settlement unless both parties

request in writing that the mediator perform such functions.


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10

4.7 When both parties have executed the agreed-upon Contract, the Board shall prepare and

distribute to all Employees a copy thereof. Thirty (30) additional copies per Contract Year shall

be given to the Association.


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11

ARTICLE V

Work Day

5.1 The Basic Work Day of full-time Employees shall consist of eight consecutive clock hours which

shall minimally include thirty minutes of duty free time for lunch. In the performance of their

professional duties, Employees shall be present a minimum of fifteen (15) minutes before the

start of the first instructional period and a minimum of fifteen (15) minutes after the end of the

last instructional period each day. On Fridays and on the last school day prior to school

vacations and holidays included in the school calendar, Employees will be permitted to leave

school ten (10) minutes after the end of the last instructional period of that school day.

5.1.1 Except for physical education teachers as provided in this Article V, each full-time

instructional Employee shall be assigned a maximum of five Assigned Periods on aregular basis. As long as the best interests of the Districts educational program are not

adversely affected, the Administration will try to avoid assigning full-time Employees on

a regular basis to two or more student supervision periods. Commencing with the 2015-

16 school term, physical education teachers may be assigned a maximum of six Assigned

Periods on a regular basis without additional compensation as provided in Article X. Any

other full-time instructional Employee assigned an Assigned Period in excess of five on a

regular basis shall be compensated as provided in Article X.

5.1.2 Each full-time instructional Employee other than a physical education teacher assigned a

sixth Assigned Period pursuant to 5.1.1, absent unusual circumstances such as test

proctoring, assemblies, pep rallies, and accrediting and evaluating visitations shall have

at least two (2) periods equal in length to two (2) instructional periods during each full

student attendance School Day for preparation purposes. Physical Education teachers

assigned a sixth Assigned Period pursuant to 5.1.1 shall have at least one (1) period

equal in length to one (1) instructional period during each full student attendance

School Day for preparation purposes. Each day, each Employee will be available to meet

with students and parents to provide academic or other assistance to students. The

time and location for such assistance will be scheduled with the students and/or

parents.

5.1.2.1 Full-time Employees shall not be assigned supervisory duties out of doors

without their consent.


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5.1.5 An Employee may request to start his/her basic eight consecutive hour workday earlier

than the regularly scheduled starting time. Any Employee whose request for a modified

schedule is approved shall nevertheless be responsible for attending any faculty

meetings, Parent-Teacher Conferences, Open Houses, etc., that may be scheduled.

5.1.6 An Employee must give shall be consulted prior written consent before accepting an

assignmentto being assignedto teach more than three consecutive class periods.

5.1.7 Late Start Days

A minimum of nine (9) days per year shall be designated Late Start days. The schedule

for such days shall be as follows:

7:30 a.m. 9:30 a.m. teachers and administrators engage together in

professional development to improve instruction.

9:30 a.m.10:00 a.m.teachers prepare their classrooms for instruction.

10:00 a.m.3:00 p.m.student attendance

The Administration will make every reasonable effort to distribute these days equitably

between grading periods.

5.2 Unless excused by the Administration, Employees shall attend all meetings scheduled by the

Administration outside the Basic Work Day. No meeting shall be scheduled for Saturday,

Sunday, Vacation, or Holidays. These meetings shall include, but not be limited to, student

conferences, parent conferences, departmental building and District meetings. Where possible,

Administration shall give Employees three (3) days prior notice of such meetings. Such

meetings do not include any extracurricular paid duties which are covered by other provisions.

5.2.1 In the event there is a need for scheduled departmental, building or District meetings to

extend outside the Basic Work Day, Extra time shall be computed from the time the

Employee is scheduled to be at a meeting until the time Employee is permitted to leave.


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Where the Administration modifies the Basic Work Day for Parent-Teacher Conferences,

the time for such Parent-Teacher Conferences shall not be considered Extra Time. Extra

Time shall be computed to the nearest one-half hour.

5.2.2 In the event any Employee is required to attend meetings as defined in 5.2 that total

Extra Time in excess of ten (10) hours per School Year, such Employee shall receive

compensatory time off in an amount that equals the Extra Time in excess of 10 hours.

Such compensatory time must be taken in increments of not less than 30 minutes and in

the time period occurring between such Employees seventh period and the end of such

Employees Basic Work Day, provided, however, that for non-instructional employees

the Administration shall try, within reason, to schedule compensatory time, if

requested, in larger blocks of time (e.g., one-half day). Employees must give their

department chairman one days prior written notice of their intent to take

compensatory time. Compensatory time may not be taken if a meeting or otherprofessional assignment is scheduled for that time.

5.2.3 To deal with the unique situation involving counselors, counselors who are required to

attend evening meetings directly related to their duties and responsibilities as

counselors which other Employees are not required to attend shall receive

compensatory time for all hours so worked. Absent reasonable educational needs

which would justify more, no individual counselor shall be required to attend more than

fifteen (15) evening meetings (i.e., meetings which commence after the end of the basic

work day) which directly relate to his/her duties and responsibilities as a counselorwhich non-counselors are not required to attend. Any such compensatory time shall be

scheduled as mutually agreed by the counselor and the Principal or designee, with the

understanding that compensatory time may not be used to extend vacation periods.


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5.2.4 In the event earned compensatory time is not taken by the Employee during the Work

Year, a maximum of twenty-five (25) hours of compensatory time may be carried over

to the following school year. In the event that the twenty-five (25) hours of

compensatory time carried over to the following school year are not used in that

following school year, the carried over compensatory time shall be forfeited and no

longer available for use.

5.2.5 Special education teachers and the Special Education Department Chair will work

together to build time into special education teachers work year forcase management

duties and for co-planning time with regular education teachers.

5.3 If there is a need for internal substitutes, the Administration shall first seek volunteers within

the absent persons department. If there are not sufficient number ofvolunteers,

Employees may be assigned by the Administration as internal substitutes but only during

periods when they do not have an assigned class of their own. The assignments of Employees

on an involuntary basis shall be done on a fair and equitable basis. The rate of pay for internal

substitution per class period shall be $38.05.$32.64 for the 2010-2011 School Year and $33.29

for the 2011-2012 School Year.

5.4 No regularly scheduled instructional period will begin before 7:00 a.m. nor end after 3:30 p.m.

without the consent of the assigned Employee.


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ARTICLE VI

Reduction in Employee Staff

6.1 In the event the Board determines that there shall be a reduction in the Employee staff, the

Administration shall determine the staffing requirements on a department-by-department

District-wide basis in accordance with the curriculum offered, the projected registration

requirements of the students and the directive of the Board. The reduction of full-time

Employees in each department in which there is to be reduction shall be in the following order

provided that retained Employees in each department are qualified to teach the subject, as

described in the current Illinois Program for Evaluation, Supervision and Recognition of Schools

(formerly SBE #1) to be offered. Qualified as used herein shall mean meeting the current

certification standards or North Central Association suggested standards, whichever is higher.

6.1.1 Non-tenured Employees shall be released first. Employees shall be released in the

sequence provided by Section 24.12 of the Illinois School Code (105 ILCS 5/24-12).

6.1.2 TenuredEmployees in groups 3 or 4 of the sequence of honorable dismissal list shall be

reduced on the basis of seniority points, those with the fewest seniority points being

released first, provided that prior to the reduction the retained Employees have

previously taught the subject in the District, as defined by the current Illinois Program

for Evaluation, Supervision and Recognition of Schools and, if retained in a department

different than the current assignment, have been determined by the Administration to

currently possess the necessary skills and abilities to meet the Districts performance

expectations to teach the subject matter in the other department. Additional education

or training may be required to teach in another department. Seniority points shall be

awarded as follows:

6.1.2.1 0.5 point for each full School Year employed by the District.

6.1.2.2 0.5 point for each full School Year in the Department.

6.1.2.2.1 In the event Employee has been assigned to two or more

departments prior to the reduction, the points earned under


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6.1.2.2 since employed by the District shall be used in both

departments.

6.1.2.3 Four Points for a masters degree in the subject matter taught or in the field of

education. These points shall be used only after four (4) years service in the

District.

6.1.2.4 Eight points for a doctorate degree in the subject matter taught or four points

for a doctorate degree in the field of education. These points shall be used

only after four (4) years service in the District.

6.1.2.5 0.2 points, maximum, for each school year in which Employee has sponsored

or coached at least one extra-curricular activity and/or for each summer

school term taught. 0.1 points will be given for coaching a single sport or

sponsorship of any activity lasting a semester or less and/or each summer

school semester course taught. 0.2 points will be given for coaching more

than one sport or sponsoring a year-long activity.

6.1.3 If two or more Employees otherwise have equal seniority and one or more is to be

honorably dismissed, seniority order shall be determined by, in order:

6.1.3.1 Most teaching experience in the Employees current area of assignment in this

District.

6.1.3.2 Highest earned degree.

6.1.3.3 Most credit hours beyond the degree.

6.1.3.4 Lot.


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6.1.4 Seniority lists and sequence of honorable dismissal lists are to be distributed to the

Association no later than seventy-five (75) calendar days before the last student

attendance day by February 1 of each school year. Criteria for developing these lists

shall include:

6.1.4.1 The current years activities and degrees will be included in calculating the

number of seniority points. Only those degrees earned by the first day of the

school year and for which documentation is submitted to the District by

December 1 will be included. In addition, activities to be supervised

throughout the current school year will be included, with the understanding

that corrections will be made for any changes which may occur subsequent to

the distribution of the seniority lists.

6.1.4.2 Only Employees working more than 135 days will be granted seniority credit

for that school year.

6.1.4.3 Park Part-time Employees in the negotiating unit will accrue seniority points in

proportion to the time worked. Example: An Employee who is employed to

teach two classes will accrue 40% of the seniority points that a full-time

Employee would receive under 6.1.2.1 and 6.1.2.2.

6.1.4.4 Credit for coaching or supervising an activity will be given only during the time

Employees are in the negotiating unit.

6.1.4.4. Credit for coaching or supervising an activity will be given only during the time

Employees are in the negotiating unit.

6.1.4.5 Part-time Employees in the negotiating unit will earn seniority points under

Section 6.1.2.5.

6.1.4.6 Whereas administrators who are not in the negotiating unit will not be listed

on any seniority list, it is understood that such administrators who hold tenure


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as teachers in the District earn seniority points for full school year that they

are employed by the District in accordance with subsection 6.1.2.1, as well as

retain any seniority points they earned if they were previously employed by

the District in a position included in the negotiation unit.

6.2 Within one year after the reduction, should the Board increase the number of Employees or if

an Employee resigns or if by other reason a vacancy is created, re-employment shall first be

offered to reduced tenured teachers in the reverse order of reduction accordance with the

provisions of Section 24-12 of the Illinois School Code (105 ILCS 5/24-12) provided the

Employee is qualified according to 6.1, and 6.1.2 and 6.1.3 to fill such vacancy.

6.2.1 The Board shall notify the reduced Employee of the re-employment offer by registered

letter addressed to the last address provided by the Employee. The reduced Employeeshall notify the Board within seven (7) calendar days from the date of receipt of his/her

intention to accept the offer of employment. If an Employee fails to notify the Board,

the Employee shall forfeit all rights under Article 6.2 and will no longer be eligible for

recall.

6.2.2 Employees will be eligible for any vacant position for which they are qualified at the

time of notice of vacancy. Employees are required to inform the office of the

Superintendent of any changes in their qualifications after the date of their termination.

6.2.3 An Employee may elect to be passed over one time, due to being under a non-breakable

employment contract in another school district. In this case the Employee retains

his/her position on the recall list and the Board will offer the position to the next most

senior qualified Employee.

6.2.4 Temporary positions will be first offered to Employees with recall rights in the same

order as for permanent positions. Acceptance of a temporary position will not affect therecall rights of Employees.

6.2.5 Seniority, accumulated sick leave, and salary schedule position will be retained until

recall.


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6.3 Employees who are on an approved leave of absence shall be subject to this Article.

6.4 It is expressly agreed that this Article will not be interpreted or applied so as to impair the

operation of any affirmative action program of the Board.


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ARTICLE VII

Employees Personnel Files

7.1 Employees personnel file shall be maintained in the Administrative Office.

7.1.1 All materials placed in the Employees file subsequent to the Employees employment

shall be available for inspection provided the Personnel Office receives at least three (3)

working days written or email notice prior to the inspection. A representative of the

Association or independent counsel may accompany the Employee if the Employee so

advises the Personnel Office in the writtennotice.

7.1.2 Any material originating after employment in the District which is evaluative in natureshall be reviewed with the Employee prior to placement in Employees personnel file

and a copy of such material shall be given to Employee.

7.1.3 Within twenty (20) Employee working days (excluding summer school) of the placement

of evaluative material in an Employees personnel file, such Employee shall have the

right to submit to the Personnel Office an answer to such material in writing and such

answer shall immediately be placed in the Employees personnel file.

7.2 In the event an Employee disciplinary hearing is held by the Board, a committee of the Board

Members, or the Administration upon instruction by the Board, the Employee shall be given

reasonable prior written notice of the nature of the charges. The Employee shall have the right

at such hearing to be represented by the Association or independent counsel.

7.2.1 If a criminal charge is brought against an Employee and the charge is dismissed or the

Employee is subsequently found not guilty, the Board shall thereafter delete from the

Employees personnel file within five (5) working days any specific reference to the

criminal charge and shall not rely on said criminal charge in any other proceeding.

7.2.2 In the event a disciplinary charge is brought against an Employee by any other person

and the Employee is subsequently cleared of the charge in a disciplinary hearing, all


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reference to the charge will be removed from the Employees file within five (5) working

days thereafter.


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ARTICLE VIII

Length of Work Year

The length of the school year shall not exceed 185 working days, excluding any day originally scheduled

as a working day which is canceled because the Superintendent determines there is an emergency (e.g.,

snow day) and further excluding three (3) orientation days for all new Employees prior to opening of

school. Four (4) of the 185 working days shall be institute or professional development days.


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ARTICLE IX

Association and Teacher Rights

9.1 The District will convene an inservice committee to establish program content and schedules for

teacher institutes and workshops. The inservice committee will include [1/2] teachers, [1/4]

school service personnel and [1/4] administrators.

9.2 The Association will be provided time to participate in new Employee orientations and the first

Institute Day for the purpose of introducing Association leaders and explaining the Association's

programs and services. Such meetings shall be scheduled by mutual agreement.

9.2.1 Association meetings may be held starting fifteen minutes after the last instructionalperiod of the school day.

9.3 The Association will be provided with office space in each high school building reserved for the

purpose of conducting internal Association business.

9.4 Upon request of the Association and upon approval of the appropriate building principal, the

Association shall be granted permission to use District buildings at reasonable times which willnot interfere with or interrupt school operations to transact official Association business,

provided such approval shall not be arbitrarily withheld.

9.5 The Association President or his/her designee shall have the right to communicate with

Employees covered by this agreement using the available resources (including but not limited to

mailboxes, telephones, and e-mail) about legitimate Association activities which

communications do not violate the Boards policies on Acceptable Use of Technology policy

no. 6:235, Ethics and Gift Ban policy no. 5:120, and Advertising and Sponsorships policy

no. 4:20. As a courtesy, the Superintendent shall receive copies of any Association mass

mailings placed in Employee mailboxes or sent by District email.


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9.6 Upon reasonable request, the Association will be permitted to have materials duplicated on

District duplicating equipment, provided that the Association shall pay a reasonable charge for

such duplicating services.

9.7 The Association will be provided with a maximum of one hundred eighty (180) hours of released

time per year for the purpose of conducting Association business. Hours used in excess of 120

shall require the Association to reimburse the District for the cost of any substitute required,

provided such reimbursement shall be at the rate for external substitutes pro-rated to the day

or period(s) used. Released time used will, wherever possible, be scheduled to minimize the

impact on students. The appropriate Association representative shall submit to the building

principal a request in writing at least two (2) working days prior to the desired use of this time.

For the purposes of this section only, one day shall equal 7-1/2 hours. Additionally, the

Association President shall have released time beyond the 180 hours for purposes of meeting

regularly with the Superintendent and Building Administration to discuss issues of mutualconcern. Such additional released time will be scheduled by mutual agreement of the

Superintendent, Building Administration and Association President or designee.

9.8 Whenever a conference between an Employee and an administrator is held in which there is a

discussion of a potential disciplinary action (e.g., termination, dismissal, suspension, or a written

reprimand that is to be part of the Employees personnel file), the Employee shall have the right

to have an Association representative present upon request.

Employees will be given notice of such conferences at least one (1) business day prior to the

conference in order to arrange for Association representation. Such prior notice shall be given

in writing or by e-mail and include the topic of the conference. If the Administration and the

Employee agree, the conference may occur sooner than one (1) business days after notice of the

conference is given to the Employee. Should an emergency necessitate less than one (1)

business days notice, the Administrator conducting the conference will inform the Employee of

his/her right to Association representation before conducting the conference and, if Association

representation is requested, wait for that representation to arrive before continuing the

conference. A conference to discuss an Employees evaluation shall not be construed as the

discussion of a potential disciplinary action.

9.9 In order to maximize the creative resources of the District, promote shared leadership and

enhance collaboration, annual and ad hoc committees may be established from time to time.


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To maximize meaningful collaborative efforts, each committee shall be established by mutual

agreement as follows:

9.9.1 At least ten (10) business days prior to convening any committee, the responsible

Administrator and Association President(s), or designee(s), will meet to discuss the

following committee requirements:

Type of committee (annual or ad hoc);

Specific charge/purpose;

Estimated number/frequency of meetings;

Suggested timeline for completing committee work;

An articulation of the number of committee members and the process for their

selection, provided that 50% of the bargaining unit members of any committee

will be chosen by the Association Representative; Statement of committee authority (i.e. decisional or advisory); and

Specification of resources needed, if any, for the committee to function.

As a result of this meeting, a written record of the above requirements shall be

collaboratively agreed to and posted on the District intranet.

9.9.2 Each committee will be required, as part of its charge and work, to:

Specify whether committee recommendations have the potential to affect

teacher working conditions;

Include an evaluation component to assess possible implementation of

committee recommendations if adopted; and

Publish minutes of all committee meetings including roll-call of those in

attendance.

A copy of the above information shall be shared with the Association President or

posted on the District intranet.

9.9.3 Each committee will be required to use a collaborative decision-making model. To that

end, it may be necessary to provide training in collaborative problem solving techniques.


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9.9.4 Work done in sub-committee shall be subject to agreement of the committee of the

whole.

9.9.5 Committee Duration: Committees shall exist until their specific charge/purpose is

complete. Committees that have not completed their specific charge/purpose by the

end of the school year shall be reevaluated at the beginning of the following school year

by the responsible Administrator and Association President(s) or his or her designee, as

stated in 9.9.1.

9.10 The Board shall, from time to time in response to reasonable written requests, furnish

(electronically whenever possible) information which may be necessary for the Association to

process a grievance or to otherwise fulfill its obligations as the exclusive bargaining

representative of the Employees covered by this Agreement, provided that nothing herein shallrequire the Board to collate or compile data. The Association agrees to reimburse the Board for

the reasonable cost of copying documents in response to Association requests.

9.11 Non-employee representatives of the Association shall be permitted to transact Association

business on school property involving Employees covered by this Agreement, provided any such

non-employee representatives shall advise the school office of their presence upon entering the

building. While on school property, non-employee representatives shall not interrupt or

interfere with normal school activities.

9.12 Association Officership Leave. An unpaid leave of absence of up to three (3) years shall be

granted to any tenured teacher upon application for the purpose of serving in an elective office

in the National Education Association or the Illinois Education Association. Seniority,

accumulated sick leave, and salary schedule position will be retained upon return from such a

leave.

9.13 Academic Freedom. The Board will publish in the Faculty Handbook each year the Boards policy

concerning academic freedom as it then exists. The Boards policy concerning academic

freedom shall not be subject to the grievance procedure set forth in this Agreement (Article

XIV).


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9.14 Discipline. Enforcement of discipline (e.g., suspension without pay and a written reprimand)

shall be for just cause. It is specifically agreed that this section shall not apply to a decision by

the Board to terminate or dismiss an Employee where the Employee has the right to a hearing

pursuant to the hearing officer provisions of the School Code or to a decision by the Board to

terminate or not renew the contract of an Employee who has not attained tenure and either

such decision shall not be subject to the grievance and arbitration procedure set forth in this

Agreement.

9.15 Association Officers. Provided the Board is notified by March 1 of the names of the Association

Officers for the following School Year, the Board will make every reasonable effort to schedule

one preparation period for the Officers at the same approximate time.

9.16 Fair Share. During the term of this Agreement, employees who are not members of theAssociation shall, commencing thirty (30) days after their employment or thirty (30) days after

the effective date of this Agreement, whichever is later, pay a fair share fee to the Association

for collective bargaining and contract administration services rendered by the Association as the

exclusive representative of the employees covered by said Agreement, provided fair share fee

shall not exceed the dues attributable to being a member of the Hinsdale High School Teachers

Association (including the Illinois Education Association and the National Education Association).

Such fair share fees shall be deducted by the Board from the earnings of non-members and

remitted to the Association. The Association shall annually submit to the Board a list of the

employees covered by this Agreement who are not members of the Association and a statement

of the amount of the fair share fee. The foregoing provision shall not apply to any teacheremployed during the 1992-93 school year and who is not a member of the Association on June

1, 1993; provided, however, that it shall apply to teachers who are members on the effective

date of this Agreement and who thereafter become non-members.

The Association agrees to assume full responsibility to insure full compliance with the

requirements laid down by the United States Supreme Court in such cases as Chicago Teachers

Union v. Hudson, 105 U.S. 1066 (1986), with respect to the constitutional rights of fair share fee

payors. While the Boards compliance with its obligations under this Article are subject to the

grievance and arbitration procedure, it is specifically agreed that any dispute concerning the

amount of the fair share fee and/or the responsibilities of the Association with respect to fair

share fee payors as set forth in this paragraph shall not be subject to the grievance and

arbitration procedure set forth in this Agreement.


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Non-members who object to this fair share fee based upon bona fide religious tenets or

teachings shall pay an amount equal to such fair share fee to a non-religious charitable

organization mutually selected by the affected non-member from an approved list of charitable

organizations established by the Illinois Educational Labor Relations Board and the payment

shall be made to said organization.

The Association shall indemnify and hold harmless the Board, its members, officers, agents and

administrators from and against any and all claims, demands, actions, complaints, suits or other

forms of liability (monetary or otherwise) that arise out of or by reason of any action taken or

not taken by the Board for the purpose of complying with the above provisions of this Article, or

in reliance on any list, notice, certification, affidavit, or assignment furnished under any of such

provisions. The Board shall promptly notify the Association if there is any lawsuit or other legal

challenge to the provisions of this Article and the Association, upon such notice being given,

shall have the right to designate legal counsel to defend such action. This indemnificationprovision shall not extend to errors that are solely the fault of the Board.

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District IELRB Response 9 16 14

Documents

Transcript of District IELRB Response 9 16 14