Cairo Association of Teachers - Contract



ARTICLE IV
EMPLOYEE COMPENSATION/FRINGE BENEFITS

4.1 Salary

2001-2002 School Year:
$111,000 (includes TRS/THIS) payable over the 2002-2003 contract year

2002-2003 School Year:
Step + 2%

The salary schedule for the 2002-03 school year is attached as Appendix A.

2003-2004 School Year:
Step + ?

1% will be added to the pay schedule if the rebate on insurance as specified in Section 4.8 of this Agreement results in a insurance savings of $25,000.00 or more on the premiums paid on behalf of CAT members. However, if the insurance rebate as specified in Section 4.8 of this Agreement results in a savings in an amount less than $25,000.00 in insurance premiums paid on behalf of CAT members, that amount and not the 1% shall be added to the pay schedule. For example, if the total rebate savings is only $10,000.00, the District will add a maximum of $10,000.00 to the pay scale for the 2003-2004 school year and shall not be obligated to add the 1% to the pay schedule.

2004-2005 School Year:
Step + 3%

Severance Pay:
Those employees who were employed during the 2001-2002 school year and will not be employed by the District during the 2002-2003 school year, with the exception of any employee who was moved from an employee position to an administrative position, shall receive the following severance bonus (non-salary) in an amount as specified bellow:

A. 0 - 5 years employment with the District - $500.00 maximum
B. 6 - 10 years employment with the District - $750.00 maximum
C. 11 - 20 years employment with the District - $1,000.00 maximum
D. 21 or more years employment with the District - 4.25% on the employee's earnings for the 2001-2002 school year.

The above amounts paid to employees shall be paid in a lump sum without any TRS, federal, state or local taxes being withheld from said payments. The amount paid will be reported to the IRS on Form 1999. The District will not report said payments to TRS, as the District considers said payments a performance award payment.

Longevity Pay:
The parties agree the pay schedule, during the term of this agreement, shall have the same number of steps as reflected in the 2000-2001 salary schedule. However, beginning in the 2001-2002 school year, a teacher who is beyond the last step of a lane on the salary schedule, will receive annually a salary payment, which shall be calculated in an amount equivalent to the last highest step increase in their lane plus any other salary increases under this agreement, which amount shall be added to their last annual salary.

4.2 Pay Days - School Not In Session

If a regular pay date during the school term falls on a day when school is not in session, employees shall receive their checks on the last work day prior thereto unless school is canceled due to an emergency.

In the event school is canceled prior to its opening on a regular pay date due to an emergency, checks shall be held for pick-up at the central office until noon. In the absence of notification by the employee, checks shall be mailed to the employee's regular address after 12 noon.

In the event school is canceled during the day on a regular pay date due to an emergency and the employee checks have not yet been delivered to the school(s), the checks will be held at the District's central office for employee pick-up.

During the summer, checks shall be mailed so that they will normally reach employees on the appropriate pay date.

4.3 Payroll Installments

Each employee shall be paid on the basis of twenty-four (24) equal payments. Paychecks will be issued on the 15th and 30th of the month, except as per Section 4.2 of this contract.

Employees requesting balance of yearly pay on the first pay day following the last day of school must do so by notifying the superintendent in writing no later than May 15. The total number allowed shall not exceed fifteen (15) in number and shall first honor those teachers resigning or dismissed by the District. Requests for payment for those not leaving the District will be honored by lottery. Federal and State tax deducted from the lump-sum payment shall be at the approximate rate/amount as if payments had been made as normally scheduled.

Upon written request to the Superintendent, each employee shall have the option of having his/her paycheck mailed directly to the employee's bank so that under normal circumstances the employee's bank will credit the employee's account on the regular payday. Said written request shall remain in effect unless rescinded in writing by said employee. Changes shall be limited to two (2) times per year unless there are mitigating circumstances. Whenever the District's computer software is upgraded to allow for the electronic deposit of funds, the District shall institute said practice as soon as possible, but no later than the ensuing school year. Each employee shall have the option of having his/her paycheck electronically deposited into his/her bank account upon written request to the Superintendent. Said written request shall remain in effect unless rescinded in writing by said employee. These electronically deposited funds shall be available for the employee's use at the beginning of the business day on the regular pay date, barring computer difficulty.

An employee may normally change his/her mailing address and/or electronic deposit account number upon written notification to the payroll department at least ten (10) work days prior to a regular pay date.

4.4 Supplemental Jobs - Added to Salary Schedule (See Appendix B)

4.5 Extra Duty Ball Game Work

A. Volunteers will be solicited on a prorata basis. A minimum of two-thirds will be from the host building.

B. If there are more voluntary workers than work stations available, a rotating schedule shall be formulated by the administration and a copy given to each volunteer worker.

C. If not, then the administration can assign on a rotating basis within the two-thirds guideline.

D. Teachers performing such extra duty shall be paid at the rate of $25 per session.

E. Teachers riding the bus as chaperones to away games shall be paid $25 per trip plus 10 cents a mile. A flat fee of $125 shall be paid to bus chaperones traveling to the IHSA Tournament series.

4.6 Supplemental Jobs - Payroll Procedures

Supplemental pay (excluding "Athletics" extra duty items listed in Appendix B) shall be paid in one lump sum on the payroll date following the end of the semester. Extracurricular duties, listed in Appendix B, which are not completed at the end of the first semester will be paid one-half (1/2) of the total amount due on the payroll date following the end of the semester. The coach of an extra duty listed under "Athletics" in Appendix B shall be paid in one lump sum on the payroll date following the completion of his/her season. The coach of an "Athletics" extra duty whose sport spans both semesters shall be paid one-half (1/2) of his/her compensation on the payroll date following the end of the first semester and the remainder of said pay on the payroll date following the completion of his/her season. For the purposes of this section, the payroll date following the end of the first semester shall be January 15th.

4.7 Retirement

In accordance with the Illinois Teachers' Retirement System and the Internal Revenue Service Rules and Regulations, the Board agrees to pay each employee's full required contributions to the Illinois Teachers' Retirement System, including the amount designated for the Teachers' Retirement Health Insurance Program.

4.8 Insurance

1. The Board agrees to pay a maximum of $443.32 toward the employee's monthly health insurance premium for individual or family coverage under the District's current health insurance plan. It is the specific intent of the parties that the Board shall continue to pay the full individual premium toward individual or family coverage and that the District's maximum contribution toward any monthly health insurance premium for individual or family coverage shall not, under the terms of this Agreement, exceed $443.32.

2. It is further agreed that, if the insurance premium is reduced below $443.32, the difference shall be rebated to the employee as a bonus and paid to the employee as a one time payment due within 60 days of the anniversary date of the insurance policy. The rebate shall be calculated from the anniversary date of the reduction in premium costs and calculated based on the savings over 12 months. The following stipulations shall be noted:

A. The total rebate amount due CAT members, if any, shall first be reduced by $25,000.00 and used to pay a 1% increase on the pay schedule for the 2003-2004 school year. However, if the total insurance rebate results in a savings in an amount less than $25,000.00 in insurance premiums paid on behalf of CAT members, that amount and not the 1% shall be added to the pay schedule. For example, if the total rebate savings is only $10,000.00, the District will add a maximum of $10,000.00 to the pay schedule for the 2003-2004 school year and shall not be obligated to add the 1% to the pay schedule. Any insurance savings, which exceeds $25,000.00, shall be rebated to the employees in accordance with the following stipulations.

(i) The employee must have participated in the District health insurance plan for 12 full months prior to the anniversary date of the year in which the rebate, if any, is paid to the employee.

(ii) The rebate, if any, shall not be deemed a perpetual rebate in any subsequent year in which a rebate is paid. For example, if the health insurance premium were reduced to $343.32 for a twelve-month period in the first year, an employee who participated in the plan for the twelve-month period would receive a rebate of $1,200 minus the employee's pro-rated share of the $25,000.00 rebated to the District. If the premium remained at $343.32 for a second twelve-month period, the employee would not receive a rebate. If the health insurance premium were reduced to $243.00 in the third twelve-month period, the employee would receive a rebate of $1,200 (the difference between the second and third year premiums and not the difference between the first and third year premiums.)

(iii) The parties specifically agree that a rebate, if any, paid to an employee pursuant to this contract provision, shall not be considered in any subsequent collective bargaining sessions as perpetual salary and any rebates paid shall not effect the salary schedule cells.

(iv) The parties specifically acknowledge that, based on the health insurance premiums, there is no guarantee of any rebate in any year of this agreement.

3. In the event the District changes its health insurance carrier, any selected insurance policy shall provide comparable coverage to the policy in place at the implementation of this agreement. Any change of carrier and/or coverage shall be approved by a majority vote of the employees belonging to said group health insurance program.

4. The Board shall continue to maintain a 125 Cafeteria Plan which allows each employee the option of sheltering his/her share of the District's group health insurance premiums as well as other insurance premiums determined to be permissible under the plan.

4.9 School Detention

Any teacher required to hold "school detention" shall be compensated at the rate of $25 per detention period. The length of the detention shall not exceed the length of one period in the regular school day.

4.10 Homebound Tutoring

Any teacher performing homebound tutoring shall be compensated at their normal hourly rate. Teachers performing such duty shall be compensated mileage according to that paid by ISBE.

4.11 Perfect Attendance Incentive

Any teacher who does not use either a sick day or a personal day shall receive a $250 stipend payable on the next scheduled payment date that falls at least five workdays after the last day of school.

4.12 Mileage

Teachers required to drive their own personal vehicle for school business shall be compensated at the rate paid by ISBE.

4.13 Holidays

President's Day shall be observed in those years that Lincoln's Birthday falls on a weekend. Schools will dismiss early on the Wednesday before Thanksgiving. School will be closed for a full week at Easter in order to provide students and employees with a Spring vacation.

4.14 Tuition Payment and Reimbursement

Any teacher requested or required to obtain proper certification in a subject area for which he/she was not initially employed to teach shall have tuition and training costs paid according to District Form A.

4.15 Paycheck Errors

In the event of errors in a paycheck exceeding $50, correction shall be made immediately after written notification by the employee and subsequent verification by the employer. Any additional payment shall be made within twenty-four (24) hours of said notification excluding holidays and weekends.

4.16 Advancement on Salary Schedule

An employee will advance horizontally on the salary schedule if successful completion of the required course is verified to the payroll department by official transcript, with seal affixed. Payment shall be retroactive upon receipt of said transcript.

4.17 Extra Duty

All internal candidates will be considered before outside applicants are chosen. The employer or its agents will not allow anyone, existing employee or otherwise, to perform a duty listed in the extra duty salary schedule in part or in whole for free or a reduced amount without the approval of the Association.

4.18 Inoculations

Each employee at his/her option shall be allowed to take the Hepatitis B inoculation series at District expense as often as advised by prevailing medical research.

4.19 Early Retirement Incentive (E.R.I.)

No program available at this time. Should one be introduced, it will be bargained at that time.

4.20 Coaches - Meal Money

Coaches of extra duty positions--athletic and non-athletic--shall receive meal money for out-of-town games and meetings equal to that paid to employees who attend workshops.

4.21 Term Life Insurance

The Board shall provide $20,000 of term life insurance to all employees through The Prudential Insurance Company of America as per proposal rate summary dated December 1, 1997. The Board agrees to pay the full individual premium up to $5 per month per employee. Should the premium rate exceed $5 per month per employee, this will be immediately bargained. Said employees may also purchase, at their option and at their expense, coverage for their spouse and/or children subject to the terms of the policy.

4.22 Workshop Attendance

Administrative procedures for allowing employees to attend workshops shall be developed by June 30, 2002. A copy of same shall be provided to each bargaining unit member. Any employee denied permission to attend a workshop shall be provided with written reason(s).

During the school term, an employee who attends a workshop on a regularly scheduled work day that is canceled due to inclement weather, act of God, or other reason shall be compensated at his/her daily rate of pay if the employee was requested to attend by a district administrator.