7.1 Salary Schedule

The salary schedule for initial placement shall be set forth in Appendix A, which is incorporated in this agreementThe Board will pay full THIS contribution and the TRS contribution in lieu of employee contribution. Such money will be sheltered. The salary schedule will show IRS salaries for each cell.

Psychologists and social workers will receive a stipend of $3600 for the 2021-2022 and 2022-2023 school years, provided they live in excess of twenty-two (22) miles from the office to which they are assigned and the building in which they are located. If a staff member voluntarily relocates his/her home to a distance in excess of twenty-two (22) miles from the assigned office and building, this section shall not apply. However, should the Employer reassign the staff member to an office and building in excess of twenty-two (22) miles from the employee’s home, this section shall apply. At the beginning of the school year, the Director will determine what the employees home base is, whether it is a TCSEA office or a building within the closest school district in which they are assigned.

7.2 Initial Placement on the Salary Schedule

Upon initial hire, an employee shall be placed on the salary scheduled according to the following criteria:

No new employee will be placed at a higher salary than an existing employee with the same level of education and same years of experience and the Director will consult with the Union President(s) before positions and starting salary are offered to any new Psychologist or Social Worker. All new hires will be placed according to the entrance salary schedule based on their last degree earned, years of experience, and graduate credit hours received after their degree was obtained. The Executive Director will consult with the Union President(s) on the salary for any non-licensed employee performing bargaining unit work.

For Those Employees Entering With a Masters Degree in School Social Work (MSW),

Masters Degree in School Psychology (MSP), Specialist in School Psychology (SSP), or a Doctorate in School Social Work or School Psychology (Ph.D.), any course taken in order to receive the appropriate degree as well as any course needed to fulfill state requirements for proper certification shall not count for horizontal placement beyond the Master's column.

For those employees with college coursework or merit percentages (goal attainment, mentoring, supervision, initial obtainment of LCSW or NCSP, renewing LCSW, NCSP,) that was completed from 2022-2023, that percentage will be added to their raise for the 2023-2024 school year and so on for the length of the contract. If the employee’s raise as outlined in 7.3 and any earned merit pay is more than 6%, then the extra amount will be applied to the employees base pay the following year, not to exceed 6%..

The Board shall recognize prior experience as a school psychologist or school social worker for vertical step placement on the salary schedule. Such experience shall be recognized on a one for one basis for each full year of experience.

Prior certificated/licensed experience as a school employee other than a school psychologist or a school social worker shall be given step credit of one step for every two full time years of experience up to a maximum of five steps on the salary schedule.

An employee who has worked in a non public school or agency as a social worker or psychologist shall be given vertical step credit of one and one half step for every two full time years of experience up to a maximum of 8 steps on the salary schedule provided that:

1. The prior work was performed while the employee held at least a Master's degree in the appropriate discipline, and

2. The employee performed duties which were consistent with those expected of Tri-County Special Education employees.

7.3 Salary Increases

Salary Increase
- An evaluation score of 3 or 4 results in a 4.5% increase for the 2023-2024 and 2024-2025 school year and a 5% increase for the 2025-2026 school year.
- An evaluation score of 2 will result in a 1.0% increase
- An Evaluation score of 1 will result in a 0.0% increase
- The percent raise given will be added to the employees base pay from the previous year plus their sign on bonus, if one was given, and any merit pay received.

Coursework

a. Completing an approved course will earn the employee .25% salary increase per credit hour in the following school year.

The employee shall present a request for course subject approval to the Executive Director in advance;
The Executive Director may accept or reject a course for any or all of the following reasons:
- Its pertinence to the area of Education;
- Its relevance to the certified position.
- The number of courses taken in a semester and similarity to courses previously taken.
When a request for course subject approval is submitted to the Executive Director, said request shall be granted or rejected within ten (10) days of its submission. If the request is rejected, the Executive Director shall notify the employee in writing of the reasons for the rejection.
Once advance approval for the course is given and the course is completed, the following conditions must be met prior to the employee receiving the appropriate salary schedule placement.
- Satisfactory completion of a course with a grade of a "B" or better must be demonstrated by either a grade card or other writing bearing the course instructor's signature submitted to the Executive Director by September 1.
- An official transcript from the institution demonstrating successful completion must be on file in the District's Administrative Office By September 30th or the salary increase will be rescinded.
Employees shall be advanced only at the beginning of the next academic year.

Additional Salary

Director Approved Supervision of an intern or intensive mentoring for a new or struggling employee would result in a $500 stipend. A partner of an employee without their license shall receive a $100 annual stipend per shared assignment day per week. No employee shall receive both a and b for supervision and work with an employee.
Director Approved supervision of a part-time intern, supervision of a practicum student or supervision of an LCSW, NCSP results in a $250 stipend
Employees will receive a .25% increase for renewing their LCSW or NCSP.
Obtaining an initial LCSW and LCP will result in a 1.5% salary increase.
Receiving the NCSP certification during graduate school or employment, will result in a $1500 stipend.
Any new employee hired, already having earned their LCSW, NCSP, or LCP, shall receive a $1500 stipend.
Any current employee during the 2021-2022 school year that had previously earned their LCP, shall receive a $1500 stipend

An employee can earn up to a 6% using the incentive based schedule and may not exceed 6%.

Retirement

Retirement Incentive

To be eligible for any of the following Plans, an Employee must meet the following requirements:

Be at least sixty (60) years of age by the last day of service in the District; or
Be at least fifty-five (55) years of age with thirty-five (35) years of creditable service as defined by the Illinois Teacher Retirement System by the last day of service in the District; and
Have at least fifteen (15) years of continuous full-time service or twenty-five (25) years of total full-time service with the board.

The District may require proof of eligibility.

For purposes of this Article, TRS creditable earnings are defined by TRS rules.

One Year Plan

If an eligible employee gives the Board an irrevocable letter of retirement prior to May 1 stating that he/she shall retire at the end of the next school year, the employee will be removed from the salary schedule and for the final year of employment the employee’s TRS creditable earnings shall be increased by six percent (6%) over the employee’s TRS creditable earnings for the prior year of employment.

Example: The employee’s prior year TRS creditable earnings were $40,000.00. The employee’s final year TRS creditable earnings will be $42,000.00 (i.e., $40,000.00 x 1.06 = $42,400.00).

Two Year Plan

If an eligible employee gives the Board an irrevocable letter of retirement prior to May 1 two (2) years prior to the year of retirement, the employee will be removed from the salary schedule and for the final two (2) years of employment the employee’s TRS creditable earnings shall be increased by six percent (6%) over the employee’s TRS creditable earnings for the prior years of employment respectively.

Example: An employee gives his/her irrevocable letter of retirement prior to May 1, 2023, stating he/she will retire on June 30, 2025. The employee’s TRS creditable earnings for the 2023-2024 school year were $40,000.00. The employee’s TRS creditable earnings for the 2006-2007 school year will be $42,400.00 (i.e., $40,000.00 x 1.06 = $42,400.00). The employee’s TRS creditable earnings for the 2024-2025 school year will be $44,944.00 (i.e., $42,400 x 1.06 = $44,944.00).

Three Year Plan

If an eligible employee gives the Board an irrevocable letter of retirement prior to May 1 three (3) years prior to the year of retirement, the employee will be removed from the salary schedule and for the final three (3) years of employment the employee’s TRS creditable earnings shall be increased by six percent (6%) over the employee’s TRS creditable earnings for the prior years of employment respectively.

Example: An employee gives his/her irrevocable letter of retirement prior to May 1, 2023, stating he/she will retire on June 30, 2026. The employee’s TRS creditable earnings for the 2023-2024 school year were $40,000.00. The employee’s TRS creditable earnings for the 2006-2007 school year will be $42,400.00 (i.e., $40,000.00 x 1.06 = $42,400.00). The employee’s TRS creditable earnings for the 2024-2025 school year will be $44,944.00 (i.e., $42,400 x 1.06 = $44,944.00). The employee’s TRS creditable earnings for the 2025-2026 school year will be $47,640.64 (i.e., $44,944.00 x 1.06 = $47,640.64).

No teacher’s nonexempt creditable TRS earnings from employment in this cooperative shall increase from one school year to the next by more than six percent (6%), or the maximum amount which may be paid without the employer incurring an employer contribution to TRS, whichever is less, or be otherwise increased so as to create liability on the part of the board or district for any portion of a teacher’s retirement annuity, or result in any district or Board-paid penalty or fee to TRS.

7.4 Health Insurance

The Board will pay $8400 toward health and life insurance premiums for all employees during the 2023-2024 school year and this amount will increase by 5% from the previous year for each year of the contract. Any changes implemented during the term of this agreement with respect to the terms of the group medical and life plans shall be subject to prior good faith bargaining.

The above insurance amount includes a twenty-thousand dollar ($20,000) life insurance policy.

7.6 Flex Plan

The Board will offer a Flex Plan for the employee’s use to tax-shelter medical premiums, child care, etc. This plan will be in place to begin the 2004 tax year. The third party administrator will be determined by the Board. All costs pertaining to implementation and continued use will be paid by the Board.

7.7 Mileage

Business miles are defined as those miles driven between the individual’s first job related stop in the morning and the last job related stop in the afternoon unless the distance to the first stop or after the last stop is greater than the distance between the individual’s home and regularly assigned office. In this case, any miles driven beyond the distance between the individual’s home and office would be considered business miles. In addition, all miles driven outside of the Tri-County area for the purpose of delivering services or attending professional conferences will be treated as business miles. At the beginning of the school year, the Director will determine what the employee's home base is, whether it is a TCSEA office or a building within the school district in which they are assigned.

Each employee shall be entitled to reimbursement for business mileage. The mileage rate approved by IRS shall be the rate that is used. The Executive Director shall maintain procedures, mileage charts, and forms for submission of mileage. Said mileage shall be submitted to the Executive Director, or his designee, on the first working day of each month and paid within six (6) working days of the submission date.

7.8 Payroll Deductions

Employees shall be allowed to authorize payroll deductions up to ten (10) school days after the start of the school year. In no case shall employees authorize payroll deductions within five (5) working days prior to the first pay date. After such time, employees shall be limited to two (2) authorization changes per school year. Change shall be defined as initial enrollment or any change in the amount of money deducted from the individual's paycheck. Employees shall have the right to cancel a deduction at any time; however, once an employee cancels a deduction, he/she shall not be allowed to re-enroll in the Credit Union or annuity program for the remainder of the school year. The only responsibility of the Board is to issue a check to the Credit Union or authorized annuity vendor in the amount of the authorized deductions.

The number of annuity programs is limited to five (5).

7.9 Pay Periods

Employees shall be paid on the 13th and 28th each month. Should the payday fall on a weekend, or during a school holiday period, employees shall be paid on the last working day preceding the weekend or holiday period.

7.10 Pay Period Schedule

Each employee shall have the option of being paid in twenty (20) or twenty-four (24) installments. An employee must notify the Executive Director at least seven (7) calendar prior to the first pay date whether he/she desires twenty (20) or twenty-four (24) pay checks. Once an employee chooses the above, the employee shall not be allowed to change the number of paychecks he/she shall receive for the year.

7.11 Tuition Reimbursement

If Professional leave is requested for graduate credit, TCSEA will accept graduate classes for credit on the salary schedule if:

The conference/workshop attended is on a non-contract day/hours.
Should the conference/workshop offer graduate class credit, the Employee shall be responsible for necessary additional expenses required to earn the graduate credit.
TCSEA Employee will complete all required coursework on personal time.
TCSEA Employee will complete all required coursework necessary to earn the credit.
Courses must be in the Employee’s area of responsibility and/or must contribute to the Employee’s growth and must receive prior approval of the TCSEA Executive Director.
Transcripts certifying satisfactory completion with a course grade of “B” or better must be provided within thirty days after completion of the course.

Employees may be reimbursed for courses subject to the following conditions:

Reimbursement shall be up to $250.00 per semester hour up to a maximum of 6 hours per contract year.
The start date of the class will be the date used to determine which contract year in which the class was taken in.
Courses must be in the Employee’s area of responsibility and/or must contribute to the Employee’s growth and must receive prior approval of the TCSEA Executive Director.
Transcripts certifying satisfactory completion with a course grade of “B” or better must be provided to be eligible for reimbursement within thirty (30) days after completion of the course.

7.12 Lead School Social Worker and Lead School Psychologist

One School Social Worker and one School Psychologist will be selected by the Executive Director after asking for any interested parties to apply for the position of Lead School Social Worker and Lead School Psychologist, if an opening becomes available. This position will be paid as 5 extra days pay at the employee’s current rate of salary.

7.13 State Organization Dues

TCSEA will pay annual membership dues for employees to belong to ISPA and IASSW. If an employee has 2 days of professional leave available, employees need only request prior approval from the Executive Director or their designee to attend either of these organizations’ annual state conferences.

Tri-County Special Education Association

Contractual Agreement Between Tri-County Special Education Association and Tri-County Special Education Association, IEA-NEA

Article 1 - RECOGNITION

Article II-FRAMEWORK FOR COLLECTIVE BARGAINING

Article III - EMPLOYEE/ASSOCIATION RIGHTS

Article IV - GRIEVANCE PROCEDURE

Article V - WORKING CONDITIONS

Article VI - LEAVES

Article VII - COMPENSATION/FRINGE BENEFITS

Article VIII - EFFECT OF THE AGREEMENT

Salary Schedule 2023-2024

Salary Schedule 2024-2025

Salary Schedule 2025-2026