2019-21 CONTRACT – Article 7

7. Salary and Related Economic Benefits

7.1: Teacher Salary Schedule
7.2: Teaching Experience and Placement on the Salary Schedule
7.3: Teacher Longevity Pay
7.4: Payment of Salaries
7.5: Medical Insurance
7.6: Life Insurance
7.7: Tax-Sheltered Annuities
7.8: Travel Pay
7.9: Summer School Pay
7.10: Teachers: Extra Compensation
7.11: Liability Protection – Loss by Suit
7.12: Injuries on the Job
7.13: Assault on Employees – Procedures
7.14: Absences Due to Assault and/or Battery
7.15: Damage or Loss of Personal Property
7.16: Transportation of Students

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The teachers’ salary schedule, as adopted by the Board, is based upon the principle of equal pay for equal professional training and experience. It is intended to stimulate the continual professional growth of all teachers in the District. Salaries shall be paid on the basis of the schedule set forth in the attached Appendix F.


Experience Outside the District:

Effective with the 2019-2020 school year, a teacher with outside teaching experience who enters the Springfield system for the first time shall receive one year’s credit for each previous year’s teaching experience up to a maximum of eight years. After eight years of experience, a teacher will be granted one year credit for every two years of teaching service up to a maximum of placement on step 13. Teaching experience shall mean conducting classes on a full-time basis in a public or private school while in possession of a teaching certificate (excluding substitute or emergency certificates) valid for the level and type of teaching being done, and for a full school year or 180 days and 7.25 hours per day, whichever is less. Service for teachers who have worked part-time will be totaled to determine years of experience, maximum as defined above.

Teachers Re-employed by the District:

Teachers previously employed by the District who are rehired after the 1977-78 school year shall retain credit for all teaching experience previously granted to them by the District.

Converting Part-Time to Full-Time:

In converting part-time to full-time, salary placement will be prorated based upon 180 days and seven and one-quarter hours per day. In no case shall anyone receive less than the previous year’s annual rate due to converting.

Specialist Non-Teaching Experience Credit:

Any employee who has worked as a psychologist, social worker, speech/language pathologist or nurse in an agency or institution other than a public or private school shall receive one year’s credit for every two full-time years of such experience on the salary schedule up to a maximum of two years credit provided that the employee performed duties which were consistent with those expected and approved by District 186, including the delivery of services to school aged children. Any current employee will have until June 1, 2005 to provide documentation of applicable service credit to the District.


Teachers With 16 Years Service Credit:

Longevity payments of 6% of the step 1/column 1 salary will be awarded to all teachers after the completion of 16 years of service credit in the District and each year thereafter. Such creditable service does not have to be continuous.

Teachers With 19 Years Service Credit:

Longevity payments of 9% of the step 1/column 1 salary will be awarded to all teachers after the completion of 19 years of service credit in the District and each year thereafter. Such creditable service does not have to be continuous.

Teachers With 22 Years Service Credit:

Longevity payments of 12% of the step 1/column 1 salary will be awarded to all teachers after the completion of 22 years of service credit in the District and each year thereafter. Such creditable service does not have to be continuous.

(Longevity Pay) Teaching Experience Outside of the District:

Credit for teaching experience outside the District does not apply to longevity pay. This change goes into effect for anyone hired for the 2008-2009 school year. Anyone hired before the 2008-09 school year will receive credit for longevity experience outside the District up to and including six years.



Employees shall be paid in equal installments every other Thursday. If a regular pay date falls on a day when school is not in session, checks shall be mailed prior to the regular pay date to the designated address of the employee or distributed on the last working day prior to the regular pay date. The June, July, and August paychecks will be mailed prior to the regular pay date to the designated address of the employee.

Teacher Per Diem Rate:

The daily rate is determined by dividing the annual salary by the total number of actual teaching days, plus the number of days allowed for institutes. This daily rate is for deduction purposes when a teacher is absent in situations not covered by sick leave and to compute prorated contracts when a teacher starts after the beginning of the school year or terminates before the end of the school year.

Tax Sheltering:

Teacher contribution to Illinois Teachers’ Retirement System (9% of the TRS schedule and 9.8901% of the IRS schedule) shall be tax sheltered and paid by the Board. Additionally, each teacher’s THIS contribution (as established by TRS) shall be tax sheltered to the extent allowable by the IRS and shall be paid by the Board.

Direct Deposit Program:

Effective the first paycheck of the 2005-2006 school year, the Board will directly deposit the salary check in the requested bank of all employees.


A. Schedule of Benefits:

During the term of this Agreement, the schedule of benefits under the Major Medical Policy will be set forth in Appendix D.

B. Cost of Coverage:

1. A certified staff member who works 29 hours or more per week is eligible to receive district health insurance at the same rate being offered to full time certified staff members. A certified staff member who works fewer than 29 hours per week will not be eligible to receive district health insurance.

2. The employee’s share of the cost for individual medical coverage shall not exceed 4.5%. Eligible employees wishing to enroll themselves or dependents must complete the enrollment cards during the initial 30-day enrollment period, or thereafter furnish
proof of insurability. The cost of the dependent coverage must be paid by the employee.

C. Change of Coverage:

Employees enrolled in the regular insurance program may change their type of coverage if they so desire in the instance of death of a family member, marriage, divorce, birth or adoption of a child, or release from military service of a family member.

First Day of Coverage for New Employees:

Employees new to the District shall be covered as of the first day of their contractual employment; however, an individual starting employment at the beginning or during any given month may choose to have family coverage for that first month effective immediately only if he/she pays the first month’s premium.


The Board shall provide each employee of the District with $20,000 worth of group life insurance, in addition to accidental death and dismemberment, without cost to the employee. If optional additional coverage is available from the carrier, such coverage shall be made available to the employee via payroll deduction. Coverage is provided for ESPs who work 20 or more hours per week.


The Board shall provide an opportunity for employees to enroll in the tax-sheltered annuity program. Employees who wish to join or alter their participation will be permitted to do so by notifying the Office of Business Services prior to the twentieth day of any calendar month for alterations in their tax-sheltered annuity program for the next payroll. Participation in such a program is voluntary and the District has no obligations in the program.

Duration of Coverage:

The Board-provided insurance shall be for 12 consecutive months but shall exclude any employee who has left the Board’s employment and received a lump sum payment.

Coverage for Teacher Retirees:

TRS annuitants who retire on or after April 1, 1988 will not be eligible to continue in the District group medical plan. Their coverage will terminate at the end of their retirement month.

Coverage for Dependents of Legal Guardians:

Dependents of legal guardians are to receive benefits under the plan (dental included) provided that such dependents are age-eligible as defined by the plan, reside in the household of the employee participant of the plan, and that evidence of continuing court-approved legal custody and financial support and maintenance has been furnished to the district. It is understood that any rate increase which is attributable to this expansion and which can be verified by actuarial means are to be borne by SEA.


Mileage Rate:

All school personnel who travel in the necessary performance of their duties shall be reimbursed for travel expense at the IRS rate effective January 1 of each calendar year. This does not involve the driving from home to the first place of work for any given day, or from the last place of work to home.

Records and Reporting Procedures:

An accurate daily record of the mileage must be kept and a request for payment submitted to the Finance Officer each quarter. These reports are due by the tenth of each month following the end of each calendar quarter. Claims for less than $10 should be added to the next claim report.

Mileage Outside the District:

Mileage for travel outside the school district (other than specified in 7.10A. above) shall be approved by the Superintendent prior to such travel on the basis of available funds and in accordance with existing policies.



The rate of summer school or intersession pay shall be based on that school year’s salary schedule the Step 1/Column 1 hourly rate. The rate of pay for summer school head teachers shall be $1.00 per hour over and above the rate for summer school teachers listed above. The pay to summer school teachers shall be divided into two installments, the first shall account for all days worked prior to June 30, the second payment will account for all remaining days and will be paid out within seven days of the final class session. Summer school or intersession rate of pay shall be the curriculum rate of pay from the current school year.


A. Payment for Extra Responsibilities:
Some responsibilities are sufficiently demanding in time as to require extra compensation and are set forth in Appendix E. A listing of extra responsibilities and payment therefore shall be agreed upon by both parties during the negotiating process. A teacher employed to handle extra responsibilities shall have his/her teaching salary and the extra payments listed separately on his/her salary notification. Non-professional personnel shall be provided to supervise noon-time playground activities and lunchroom duty at all grade levels. If professional staff is used on such duty for other than supervisory assignments, such staff members shall be allowed to volunteer and shall be compensated at the rate paid to non-professional supervisors. Staff members should not generally expect to be simultaneously assigned to more than one extra responsibility for which remuneration is to be received. (Noon-hour duty would be an exception to this policy.)

Extra Compensation (Special Education Lunchroom Instruction and Supervision):

If the District implements the program, a special education teacher who volunteers to supervise or teach during one-half of his/her lunch period shall be paid based on that school year’s salary schedule the Step 1/Column 1 hourly rate.

Extra Compensation for District-Required Work Beyond the Contractual Day or Year:

Teachers shall have the following payment options for work required by the District on District initiatives beyond the contractual day or year:

University course incremental credit, as may be offered by universities and authorized by the District;
District incremental credit, as calculated on a formula of one hour credit for 15 hours of District-required work. This work will be credited toward the 120 hours needed for recertification: one hour of work equals one hour for recertification;
3. Step 1/Column 1 hourly rate for each hour of District-required work.

Period Reimbursement:

Staff members who have been asked to volunteer or are assigned by a building administrator on their personal preparation period, the responsibility of an absent teacher’s class shall be reimbursed for such assignment. Every effort will be made to find volunteers; however, it may be necessary in some cases to assign the responsibility. Absence under this provision shall include sick leave, bereavement leave, and attendance at professional meetings. Such reimbursement will be at the district curriculum rate and shall be paid in the immediately following pay period of the substitution whenever possible within pay period deadlines.


All kindergarten teachers who participate in K-Day shall be paid a stipend based on the Step 1/Column 1 hourly rate for each hour of the length of the scheduled K-Day session.

Overload teaching assignment:

An overload teaching assignment is generated by the need to offer an additional section of a subject in order to resolve student demand/need. The overload is for a qualified teacher who forfeits his/her personal planning time allocated within the regular 7.25 hour workday in order to teach the additional class. The compensation for teaching an additional class period is as follows:

  • 7 period day schedule = 14% of the daily rate
  • 6 period schedule = 17%
  • 8 period schedule / A or B block = 12.5% of the daily rate
  • Over 22 sections per week for elementary art, music, and PE = 4.5% of the daily rate
  • Overload pay is based on the 180 day calendar.


Every effort shall be made to pay a staff member for extra work within six weeks of the staff member turning in the paperwork for the extra work into his/her principal’s office.


In conformity with the law, the District does protect all employees from losses resulting from suits arising out of claims for damages resulting from alleged negligent or wrongful acts of the employee committed in the scope of their employment or under the direction of the Board.


All employees of the District are protected under the Workers’ Compensation laws of Illinois for injuries arising out of and in the course of their employment.

Employees are required to complete an Employee Injury Report online, which may be accessed on the district website under the Human Resources tab. A teacher receiving worker’s compensation shall receive his/her full salary from District 186. In exchange for this amount, the employee shall endorse his/her worker’s compensation check to District 186, and shall have 1/3 sick day per day deducted from his/her accumulated sick leave. ESPs shall remain on the payroll for the first three days after which they receive payment from Workers’ Compensation.


Any case of assault upon an employee shall be promptly reported to the Board or its designee. The Board shall provide legal counsel which is acceptable to the employee to advise the employee of his/her rights and obligations with respect to such assault and shall render all reasonable assistance to the employee in handling the incident by law enforcement and judicial authorities.



A. Whenever an employee is absent from school as a result of personal injury, court appearances, and/or legal consultation caused by a battery or aggravated assault as described in 13.1, the employee shall continue to receive his/her regular salary. Such absences shall be reported to the principal and reason(s) noted. Absences shall not be charged against the employee’s personal or sick leave. In the case of absences as a result of personal injury in excess of three days, the employee shall provide a note from his/her treating physician certifying that the absence(s) was/were caused by such battery or aggravated assault. If the absences are in excess of two calendar weeks, the employee shall provide a second note from his/her treating physician certifying that the absence(s) was/were caused by such battery or aggravated assault, is/are not the result of some other cause, such as the aggravation of a pre-existing condition, and providing an estimate of the employee’s return-to-work date. This process will be repeated every 30 calendar days thereafter.

B. Should there become a point when the physician will not certify a causal connection between the absences and such battery or aggravated assault, the employee will no longer be paid his/her full salary and the usual absenteeism provisions will apply. The term “aggravation of an existing condition” shall be construed as it is under the Illinois Workers’ Compensation Act.

C. In case of a personal injury, employees are required to follow the procedures for reporting work-related injuries set forth in Section 7.12. An employee receiving workers’ compensation based on a personal injury caused by a battery or aggravated assault shall receive his/her full salary from District 186. In exchange for this amount, the employee shall endorse his/her workers’ compensation check to District 186.



The Board shall indemnify and protect employees against any job-related loss of, damage to, or destruction of the employee’s personal property as a result of such an assault and/or battery.


The Board agrees to insure or indemnify for non-negligent liability while using personal vehicles by certified personnel to transport students, parents, or guardians in pursuance of their duties as employees of District 186 while acting under the direction of the Board within the course or scope of their duties.



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