Agreement Between the

G

ENEVA EDUCATION ASSOCIATION

and the

B

OARD OF EDUCATION

ARTICLE V - GRIEVANCE PROCEDURES .......................................................................... 8

ARTICLE VI - PROGRESSIVE DISCIPLINE ....................................................................... 11

ARTICLE VII - UNDERSTANDINGS ................................................................................... 14

B. Professional Standards .................................................................................................. 14

C. School Calendar ............................................................................................................ 15

E. Excused Absence for Association Business ................................................................. 16

P. Retirement Incentive Program ...................................................................................... 27

Q. Insurance ....................................................................................................................... 30

R. Security Cameras .......................................................................................................... 31

S. Pupil Discipline ............................................................................................................ 32

T. Sick Leave .................................................................................................................... 32

U. Leave of Absence ......................................................................................................... 33

V. Services to be Made Available for Student Services & Special Education Students ... 36

W. Class Size ...................................................................................................................... 38

X. Workday/Work Schedule ............................................................................................. 39

ARTICLE X – ACCEPTANCE ............................................................................................... 47

Salary Schedule 2023-2024 .......................................................................................... 48

Salary Schedule 2024-2025

Salary Schedule 2025-2026

PREAMBLE

The Board of Education of District 304, (hereinafter referred to as “Board,”) and the Geneva

Education Association, (hereinafter referred to as “Association,”) recognize that the ultimate aim

Board, the administrative and supervisory staff, and the professional teaching personnel. To this

end, free and open exchange of views between the parties is desirable and necessary.

It is recognized that teaching is a profession requiring specialized educational qualifications and

that the success of the educational program in the District depends upon the maximum utilization

of the abilities of teachers who are reasonably well satisfied with the conditions under which

their services are rendered.

The administrative staff constitutes the agency by means of which the Board administers its

policies throughout the District, and the Superintendent of Schools is the chief administrative

semester or more (in the period they are employed), and similar positions for which a

certificate is required.

Department chair positions requiring an administrative endorsement, who are teaching the

equivalent of 50% or more of the “full-time high school teacher” as defined in this

Agreement are also considered regularly employed certificated personnel and are included in

Excluded from this unit shall be any other position, which upon mutual agreement between

the Superintendent and the President of the Association is designated to spend more than

50% of its time on administrative or supervisory duties.

The parties to this Agreement reaffirm their understanding and agreement that the Board is, by

direct delegation of the Legislature, an actual portion of the sovereign government of the State of

cannot be legally delegated to any group or individual.

or deprive or coerce any teacher(s) in the enjoyment of any rights conferred by the laws of

discriminate against any teacher(s) with respect to hours, wages, terms, or conditions of

employment by reason of membership in the Association, participation in any legally

Board, or institution of any grievance, complaint, or proceeding under this Agreement.

C. The Association shall have the right to post notices of its activities and matters of

Association concern on teacher bulletin boards, at least one of which shall be provided and

located in a faculty room in each school building.

mailboxes, and the District email service for communications to teachers.

charge therefore. Such use is subject to clearance from the building principal or Director of

Facility Operations or their designee(s). The Association and its members shall have the

right to use school equipment such as computers and duplicating equipment for business of

the local membership only, providing that such use shall not interfere with normal school

operations.

to time, all regularly and routinely prepared information concerning the financial resources of

the District including but not limited to annual financial reports and audits, register of

certificated personnel, tentative budgetary requirements and allocations, agenda and minutes

of all board meetings, treasurer's reports, sixth day enrollment data, second semester

enrollment updates, census and membership data, names and addresses of all teachers, and

such other information as will assist the Association in developing intelligent, accurate,

informed and constructive programs on behalf of the teachers, together with information

which may be necessary for the Association to process any grievance or complaint. As

appropriate, and in a timely manner, the District will advise the Association President or their

designee, of any emergency or environmental conditions which may disrupt the educational

process or impact the working conditions of any teacher. Nothing herein shall require the

Central Office administrative staff to research and assemble information for the Association.

In connection with contract negotiations, it is the right and responsibility of both the Board and

for a subsequent Agreement to take effect at the expiration of this current Agreement. Such

request must be made before April 30 of the year in which this current Agreement expires.

Negotiations shall begin before May 15 of the year in which the current Agreement expires,

unless both parties agree to an alternate date.

B. Select its own negotiating representatives, provided that the Board shall not select a teacher

as herein defined as its representative.

C. Confer upon their respective representatives the necessary power and authority to make

proposals, consider proposals, and make counterproposals in the course of negotiations, and

to reach tentative agreements.

iv. Except in circumstances warranting immediate action (including but not limited to

students or parents; or sexual conduct with or harassment of a minor), the

the reason for the action within two (2) working days after the date of the action.

vi. The discharge of a teacher for cause shall be in accordance with all appropriate

provisions of the Illinois School Code 105 ILCS 5/10-22.4.

Internal Revenue Service. Parking fees and tolls will be reimbursed when accompanied

by a receipt.

2. Reimbursement for transfers will be approved if receipted.

3. Meal allowances will be based on the standard per diem rate for Naperville / Aurora,

Illinois established annually by the Federal General Services Administration

(http://www.gsa.gov) For individual meals, the rate will be based on the per diem rate

according to the following percentages: Breakfast - 20%, Lunch - 30%, and Dinner -

50%.

4. Lodging will be reimbursed as approved in advance based on the cost of a single room.

5. Registration fees for professional meetings will be shared equally between the District

1. It is the responsibility of each teacher to contribute to the ongoing improvement of the

District's schools. When committees are established at the building level to facilitate

meeting time on an annual basis (not including meetings referenced in Article VII, W.1,

2. In order to advance horizontally on the salary schedule a teacher will typically complete

schedule must be approved by the Assistant Superintendent of Human Resources using

the pre-approval process for graduate coursework. The Office of Human Resources will

maintain a list of approved post baccalaureate degree programs. Generally, only degree

programs from accredited college/universities in the State of Illinois will be placed on the

the first day of school should submit official transcripts "to date" before the summer

classes have ended and submit a letter from the university or professor confirming a.)

enrollment in the summer classes; b.) a current passing grade in the classes; and c.) the

teacher is currently on track to complete the classes. Teachers will then be awarded lane

in advance to the teaching staff by the Superintendent or designee.

remove deficiencies for Illinois certification.

4. Teachers who attend professional conferences may be required by their principal or

department meetings, team or grade level meetings, teacher in-service days, or school

improvement days. Presentations will not exceed one half (1/2) hour in length and

preparation time should be limited to approximately one (1) hour. Preparation for such a

presentation or the time required to present will not be compensated.

The school calendar shall comply with the laws of the State of Illinois.

The school calendar for the next succeeding school year shall be established as early as

possible in the current school year by the Superintendent with the approval of the Board. In

setting the calendar, the Superintendent shall consult with the Association President or

designee. The salary agreement with the Association shall be based on the calendar so

established.

Days added at the end of the school year because of emergency closings of the school during

preferred method of providing for teacher absence. After all avenues to secure a substitute have

been exhausted, any teacher may be required by the principal or designee to serve as a substitute

for one period two times per school year. When a full-time teacher or for the first hour that a

part-time teacher serves as a substitute for an absent teacher, the teacher shall be paid at the rate

elementary classroom teacher provides scheduled instruction when an art, music, or physical

education teacher is absent from school, the teacher shall be paid at the rate of $20.00 for a class

period of thirty (30) minutes or less and $40 for a class period of thirty-one (31) to sixty (60)

E. Excused Absence for Association Business

Representatives of the Association shall be permitted excused absences without loss of salary

in accordance with the following conditions:

1. Effective with the 2013/2014 school year and each school year thereafter, aggregate

release time of up to .5 FTE will be provided to the President of the Association or

designee. A mutually acceptable annual plan for the President’s release time shall be

developed between the President and the Superintendent in consultation with the building

principal.

2. A maximum aggregate of fifteen (15) days may be taken during the school year for

business of the local Association, provided that the teacher to be absent provides the

usual plans and aids for use of the substitute. This time may be taken in 1/2 day or whole

day units.

provision shall be provided the Superintendent at least forty-eight (48) hours prior to the

teacher's accrued sick leave status through the Human Resources information system .

affected teacher(s) shall be notified within two (2) business days via email and U.S. mail.

Teachers who are asked to perform their regularly assigned professional duties beyond their

basis of the full-time equivalency of the employee’s teaching assignment.

Association may, at the teacher's request, accompany the teacher in this review.

The teacher shall be made aware of, and have the right to respond to, any material placed in

the teacher's official personnel file. The teacher's response shall be submitted to the principal

and forwarded to the District office, where it shall be placed in the file.

Any information accumulated or collected by an administrator relating to a teacher’s

performance which is not contained in the teacher’s official personnel file is not to be used or

referenced by a subsequent administrator in the evaluation or discipline of a teacher.

Unofficial information or notes should not be passed on by an administrator when the

will be the process by which teachers are evaluated and all procedures described therein will

be followed by teachers and administrators. Any deviation of procedure from the Plan that

designee). Teachers shall not be precluded from exercising any other rights of process

available under this agreement.

Teachers who receive a summative evaluation rating of "unsatisfactory" will be frozen on

completion of a successful remediation plan, the subsequent school year the teacher will

advance on the salary schedule, if applicable, as provided for in this Agreement.

Evaluation Plan. This committee will consist of the Superintendent or designee as chair, the

President of the Association or designee, a principal from each level, and at least one teacher

Association President (or designee). Any changes in the Teacher Evaluation Plan shall be

made only after consultation with this committee. Either the Superintendent or the President

President (or designee). The GEA President (or designee) may use the data to address

individual member concerns, but may not disclose any data or information that is unique or

specific to any one member.

1. The appropriate salary charts for years 2023-2024, 2024-2025, and 2025-2026 are attached

to and part of this contract. Teachers employed prior to November 1 in any academic year

will qualify for step advancement, if applicable, for the subsequent year.

2. Teachers whose salary placement is at the maximum step in their respective lane on the

salary schedule shall receive the following increases:

• For the 2023-2024 school year, 3.5%

District revenues:

a. Pension shift: any legislatively mandated increase in the Board’s required employer

b. Property tax freeze: any freeze or reduction in property tax revenue as a result of

c. State aid: any decrease in general state aid of 10% or more than the 2018-2019

4. Under section 105 ILCS 5/21-27 of the School Code, any teacher who holds the Master

Certificate of the National Board for Professional Teaching Standards (NBCT) shall receive

an annual payment of $3,000 through the State of Illinois. If for any reason the State of

Agreement is below.

The index of the attached schedule is applied to the following salary figures:

2023-2024: $46,000

2024-2025: $47,000

2025-2026: $48,000

2. Analyze the appropriate placement of each position on the compensation chart and make

recommendations to the District regarding modifications, if any;

1. For teachers new to the School District, experience credit is determined using the following

7. There are no tenure or seniority rights in connection with out-of-class responsibilities.

Appointment to an out-of-class responsibility will be reviewed annually.

change may include but is not limited to an increase/decrease in compensation, a change of

title or job description, or the addition/deletion of an extracurricular position.

the Association building representative and the building principal (or designee).

proposed change and answer questions that will assist the building principal (or designee) in

evaluating each request for a stipend change.

same category (i.e. athletic, non-athletic, drama, music, etc.). If other stipends require review,

requested by the building administrator. This information will be used to determine if the

category to be reviewed. The building administrator will complete all stipend reviews and

prepare a recommendation.

representative, and Assistant Superintendent of Human Resources, and the

months. The administration shall publish a list of pay dates for each pay year before the

opening of each school year.

3. Teachers must authorize direct deposit of their entire paycheck to an account in a banking

4. Upon written request of the teacher, the Board shall, in accordance with state and federal law,

withhold a fixed amount as designated by the teacher, from their salary throughout the year

sign and deliver to the Business Office an initial assignment authorizing deduction of

membership dues in the Association. Once an initial authorization has been made, the

Business Office will continue the deduction of membership dues until such time that the

teacher notifies the Business Office, in writing, that membership dues should no longer be

1. If a notice of retirement is submitted by June 30 five years prior to the retirement,

the teacher shall have their next school year (year immediately following the June 30

notice deadline) earnings increased, where necessary, so that they receive a 6% increase

in total creditable earnings over the prior school year; the teacher shall receive a 6%

in total creditable earnings over the prior school year; the teacher shall receive a 6%

increase in their total creditable earnings for each of their four remaining years of service;

or

3. If a notice of retirement is submitted by June 30 three years prior to the

June 30 notice deadline) earnings increased, where necessary, so that they receive a 6%

increase in total creditable earnings over the prior school year; the teacher shall receive a

6% increase in their total creditable earnings for each of their three remaining years of

service; or

4. If a notice of retirement is submitted by June 30 two years prior to the retirement,

However, in the event the Board eliminates an extra duty position, the parties will agree

for the retirement incentive shall not receive more than a six percent (6%) total increase

in their total creditable earnings in any year during their participation in the retirement

incentive excluding earnings that are expressly exempt under state law from the 6%

calculation.

Managed Care Plan options, subject to the limitations and requirements of any benefit

as well as other outside resources as may be needed.

b) Five (5) teachers selected by the GEA President

c) Two (2) members of the Board of Education

d) The Assistant Superintendent for Business Services

e) The Assistant Superintendent for Human Resources

Security cameras will not be placed in classrooms. A teacher who wishes to conduct a class

in an area where a security camera is located can inform an administrator of the time and

duration of the class so that the camera will be turned off for the duration of the class.

Access to the data from security cameras may be viewed by appropriate District personnel in

connection with investigations of suspected illegal activity or for security violations. Access

to data involving teachers will be limited to appropriate District personnel and school

attorneys, police liaison officers, law enforcement officials, and in response to subpoenas or

1. The teacher has the primary responsibility for the maintenance of discipline within the

classroom and shares responsibility with the Board and the administration for discipline

throughout the school. The Board recognizes the responsibility of the District to provide

and throughout the school.

2. Since both the Board and the Association realize that little can be done to improve

3. Appearances in court as witnesses in cases that are school-connected and similar activities

and legal guardians. Teachers may accumulate an unlimited amount of unused sick days.

Teachers will receive sick days each year as follows:

certification and/or other documentation, as provided for in Section 24-6 of the Illinois

period increments for middle school (one period = 1/6 day) and high school teachers (one

period = 1/5 day) as either a sick or personal day consistent with the purpose of the absence.

workers, and student assistance coordinators) without regularly scheduled student contact

period scheduled for other teachers in their building.

Leave, Job-Sharing Leave, Sabbatical Leave, and Unpaid Leave. Teachers desiring to apply

d. Following Board action, and no later than November 15 (for a second semester leave)

and April 15 (for a first semester or full year leave), the Assistant Superintendent of

Human Resources will notify the teacher in writing of the final disposition of the

leave request, and will include when the leave begins, when the leave ends, and the

e. The deadlines for submitting a leave of absence request may be waived at the

discretion of the Superintendent of Schools.

year and continues through the remainder of the school year, teachers may be granted

an unpaid leave of absence for all or part of the following school year.

school year, a teacher may be granted an unpaid leave of absence for no more than

two (2) consecutive years following the school year in which the first unpaid leave of

absence was granted.

k. A teacher returning from a leave of absence will be notified on or about June 1

regarding the specific teaching assignment for the following academic year.

based on the availability of part-time positions, the qualifications of the teacher, and

(step credit) if he/she works the equivalent of at least one (1) semester. A teacher on

60% of the Board’s health insurance contribution for a full-time teacher). A teacher

must be employed a minimum of .50 FTE to be eligible to participate in the

health/dental insurance program.

The following procedures will be used when a request for Family and Medical Leave is

received from a staff member employed in the District. Family and Medical Leave

(FMLA) is provided for in Board Policy #5:185

the leave due to a serious health condition affecting the employee, a spouse, a child or

employer for at least a total of twelve (12) months or have worked at least 1000 hours

over the prior twelve (12) months.

the Assistant Superintendent of Human Resources or designee to review the policy

and procedural requirements and salary/benefit implications of the leave.

d. Upon receipt of the written leave request and after consultation with the building

Superintendent of Human Resources will forward the leave of absence request to the

Board.

request and will include in the letter when the leave begins, when the leave ends, and

what is required to return to work. Also attached to the letter will be the appropriate

Board policy and leave guidelines.

denial.

g. Maximum number of eligible days – childbirth without regard to medical need

1. The Illinois School Code allows teachers to utilize up to 30 days of accrued sick

leave in connection with the birth of a child without regard to medical need. These 30

days may be used anytime within 12 months from the date of birth of the child. These

30 days shall be referred to as the “School Code Days.”

2. In addition to the School Code Days, teachers shall be allowed to utilize up to 30

additional accrued sick leave days for non-medical birth-related leave. These 30 days

shall be referred to as the “District Days.” The District Days must be utilized starting

with the first workday immediately following the birth of a child.

3. As a result of the School Code Days and District Days, teachers may use up to 60

accrued sick leave days for non-medical birth related leave, subject to the time

limitations for the use of those days as set forth herein.

taken by the teacher following the birth of the child (if eligible for FMLA).

V. Services to be Made Available for Student Services and Special Education Students

1. Special Education Assistants’ Qualifications/Teacher Input

Special education assistants will continue to be provided to classrooms in conformity

classroom teacher and other appropriate certified staff will be solicited in the interview

Each classroom teacher, resource teacher, and other appropriate student services

personnel and the special education assistant will be provided with a maximum of

twelve (12) hours of instructional planning time prior to the commencement of the

academic year to prepare for the instructional needs of the student. Such time will be

developed in cooperation with the Director of Student Services and the building

appropriate by the student's IEP team and will be listed in the IEP.

c. Special Education Instructional Assistant Preparation Time - Implementation of

2. Elementary, Middle School, and High School Resource FTE Workload Formula

a. Elementary: A full-time resource teacher (1 FTE) will have a maximum caseload of 20

total IEP students. Since each of those students requires about 10% of their time for

meetings, collaboration, and modifying curriculum, and with the additional responsibility

b. A Workload Committee including Board/District representatives and Association

members (including at least one Learning Behavior Specialist {LBS} from each level and

at least one self-contained LBS) shall be established to conduct a study and review of the

total workload / hours for LBS to make recommendation(s) to the Board for

consideration and possible approval.

3. Annual Review Preparation Time

Teachers shall be paid at the rate of $40 per hour up to the following number of days for

completion of paperwork for annual reviews with option for teacher to request additional

duties.

4. Middle School Resource Study Hall

Middle school special education teachers who have a study hall as their assigned duty

1. The Board and the Association will work cooperatively to develop pupil-teacher ratios that

promote learning and are possible within the limitations of facilities, finances, and other

considerations. An effort shall be made to balance class size and student needs within grade

levels. As a desirable goal regarding pupil-teacher ratios in the overall School District, the

five (25) students per teacher. Individual conditions such as: the provision of assistants,

available student workstations, learner characteristics and the unique nature of specialized

programs may make more or fewer students appropriate.

2. A Class Size Committee shall be formed and be comprised of equal numbers of

Board member and at least one (1) LBS Teacher. The Committee shall conduct a classroom

study to begin within the first trimester of the 2023-2024 school year and shall make

recommendation(s) to the Board for consideration and possible approval.

3. At the elementary level, if enrollment in a class exceeds 25 students but is less than 28

25 students but includes a particularly challenging class composition), and the teacher

believes that the pupil-teacher ratio in their classroom is not appropriate, the teacher may

sections of Music or Physical Education or 21 sections of Art. The completed Form is to be

submitted to the building principal. If a meeting to discuss the teacher’s concern is requested

on the Form, the building principal shall convene a meeting with the teacher and a

representative of the Association to discuss the concerns. Should an acceptable resolution not

45 sections of Music or Physical Education or 22 sections of Art, the principal shall

automatically review with the teacher the need for additional classroom support. Additional

classroom support includes but is not limited to the following: an instructional or clerical