Musical Tech Director

Heyworth Community Unit School District #4 Agreement The Board of Education of Heyworth Community Unit District No. 4, McLean County, Heyworth, Illinois referred to as the "Board," recognizes the Heyworth United Education Association, IEA/NEA, hereinafter referred to as the "Association," 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. Both parties agree that the position(s) of nurse, groundskeeper, and social worker are specialized positions and may be filled by private contractors or by full-time or regularly employed part-time employees of the Board. 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. Each part-time teacher shall be given an annual contract specifying wages and benefits thereof. Any member of the bargaining unit whose responsibilities constitute one-half (1/2) or more of a full contract year shall be moved to the next higher step on the salary schedule the following year. The increment step shall be based on the employee's fractionalized employment status. 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. Termination of employment after six (6) months shall be accompanied by at least two (2) weeks' notice, except in cases in which the Board of Education concludes that continued presence of the employee on the premises will be detrimental to the best interests of the school, in which case employment may be terminated immediately upon notice, along with two (2) weeks' pay in lieu thereof providing, however, that if such employment is terminated by reason of gross misconduct, no severance pay shall be granted. It is also agreed employees 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.