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Heyworth Community Unit School District #4 Agreement

Heyworth Community Unit School District #4, McLean County, Heyworth, Illinois, referred to as the "Board," recognizes the Heyworth United Education Association, IEA/NEA, as the sole and exclusive negotiating agent for all full-time and regularly employed part-time employees and all non-certified, non-supervisory, non-managerial personnel including certificated teachers, secretaries, cooks, custodians, nurses, groundskeepers, social workers, and teacher aides, except for the Superintendent, principals, substitute employees, confidential employees and those individuals who make recommendations directly to the Administration and/or Board regarding hiring and firing of personnel and are classified as supervisory or managerial.

Regularly employed part-time employees shall be included in the bargaining unit and subject to the terms and conditions of this agreement except that their salaries and benefits shall be based on their fractionalized employment status. For purposes of health insurance benefits only, a full-time employee shall mean an employee regularly required to work thirty (30) hours per week or more. A part-time employee who works at least ninety (90) consecutive days at the same position on a full-time basis during one (1) calendar year shall receive a full year of seniority and receive insurance benefits as a full-time employee during the period of time the employee works on a full-time basis. A part-time employee who works less than ninety (90) days at the same position on a full-time basis during one (1) calendar year shall receive no seniority for that year of employment.

The Board agrees not to negotiate with any other employees' organization, individual employee, or group of employees regarding items contained in the agreement; but the Board reserves the right to consult with any individual or group of employees provided such consultation does not come in conflict with the terms of this agreement.

The Board shall not discipline tenured teachers without just cause, and shall follow the practice of progressive discipline. Discipline shall be defined as an oral warning, written warning, suspension without pay, or discharge. The sequence and necessity for these steps will be determined by the Superintendent/Board depending upon the circumstances of each case. The parties agree that the proper forum for the discharge or evaluation of tenured teachers are state and federal statutes including Sections 24-12 and 24-A of the School Code and not the Grievance Procedure.

When an employee is required to appear before the Administration or the Board of Education concerning a disciplinary conference in which an oral or written reprimand will be issued or a conference in which a suspension without pay or dismissal will occur, the employee shall be entitled to have an Association representative present, if one is requested. Prior to such conference, the Administration or Board will inform the employee that a conference will be held concerning an oral or written warning, a suspension without pay, or a dismissal. It shall be the responsibility of the employee to obtain a representative of his/her choice.

The employment of a non-probationary employee may be terminated for cause upon action of the Board of Education. Reasons for termination of employment shall be presented to the Board of Education, in writing, and a copy of such reasons shall be supplied to the employee involved.

Disciplinary action will be progressive except for gross misconduct as stipulated in 2.5.3, in accordance to the following schedule. The sequence and necessity for the following steps will be determined by the Superintendent depending upon the circumstances of each case. 1. Verbal Warning 2. Written Warning 3. One to Five Day Suspension 4. Discharge.

Employees as defined in Article I shall have the right to organize and join the Association and to participate in negotiations with the Board or its designee through representatives of their own choosing. It is also agreed employees have the right to not join the Association. The Board shall not discriminate against any employee with respect to hours, wages, or terms and conditions of employment for reason of membership or non-membership in the Association, participating in negotiations with the Board, or the institution of any grievance, complaint or proceeding under this Agreement.

The employment year for all full-time teachers shall not exceed one hundred seventy-six (176) pupil attendance days and four (4) institute days. The normal work week shall be five (5) consecutive workdays as specified in this Article, Monday through Friday inclusively, except for custodians who may work Monday through Saturday inclusively. The normal teachers' day shall be from 8:00 a.m. to 3:45 p.m. The normal workday shall be followed, except the beginning and ending times may be altered for the following: A. Faculty Meetings. The Board and Administration shall have no more than one monthly faculty meeting per building not to last any later than 4:00 PM if an afternoon meeting or not to start earlier than 7:30 AM if a morning meeting. B. Altered bus services C. Curriculum meetings D. Scheduled appointments with parents or students by the principal for parent/teacher conferences. If a parent requests a conference with a teacher concerning a student, the teacher shall have the authority to schedule those appointments. E. Open House F. Emergency situations where employee presence is required by the Superintendent to protect the welfare or safety of the students. G. Any teacher required by the Administration to attend a workshop-committee outside the normal work day shall be compensated at the rate of $20/clock hour. Teachers required to be on Board or Administration appointed committees shall be paid at the rate of $20/hour when committee meetings are scheduled outside the regular school day. H. In the event that students are dismissed early due to Thanksgiving, Christmas, Easter, or Spring Break, teachers shall be dismissed following the departure of the last bus from the school unless needed for supervision of students as requested by the administrator. Should students be dismissed early due to weather-related circumstances, teachers shall be allowed to leave the building following dismissal at the discretion of the Superintendent or his/her designee. I. When teachers must return to the building for an evening function, they shall be allowed to leave the building as soon as the last bus has cleared the school grounds, unless professional discretion should dictate otherwise. J. Relocation. Teachers who are assigned to a different classroom or location than they previously occupied shall receive $20/clock hour for packing and unpacking materials. District shall be responsible for moving the packed materials from the old room to the new room. The maximum amount of time a teacher may be paid for relocation is ten (10) hours. K. Graduation and promotion ceremonies L. Zero Hour. Teacher(s) may teach a "Zero Hour" class which is defined as a regularly scheduled class that is held prior to the regular start of the school day or after the conclusion of the regular school day. If this class is in addition to their regular teaching assignment, they shall be compensated as defined in section 10.13. If the Zero Hour class is part of the teacher's regular teaching assignment, no additional compensation shall be paid. No teacher shall be required by Administration to teach a Zero Hour class. If a teacher teaches Zero Hour prior to the regular start of the school day, the teacher shall not be assigned to work the final class period of the day. If a teacher teaches Zero Hour after the regular end of the school day, the teacher shall not be assigned to work the first class period of the day.