By / bintoromover
Iea Collective Bargaining Agreement
School districts and community colleges are required to give at least 10 days of sick leave per year to full-time teachers and other employees who work 600 hours or more in a school year. Sick leave is usually granted at the beginning of each school year. It can be used in case of personal illness or serious illness or death in the immediate family. Unused sick leave may be due for at least 180 days. The amount of sick leave may be increased by the collective agreement or by the policy of the board of directors. A teacher may not be dismissed or assign his or her mandate status due to temporary physical or mental incapacity. If a worker is denied his or her right under the law or if an employer otherwise violates the law, the worker can file a complaint with the Illinois Department of Labor or take legal action if the department fails to act. In addition, many collective agreements are directives from the board of directors that allow an employee access to their records, including the right to audit, copies and written rebuttals about misleading or false information in the file. If your collective agreement does not contain such rights, this may be a point that should be taken into consideration in future negotiations.
However, the Illinois Educational Labor Relations Board (IELRB) has found that the right of representation does not apply to a post-observational assessment conference when a teacher is in the process of rehabilitation. The reason given by the Council was that there was no reasonable fear that the conference would lead to discipline. Council also clarified that such representation would be necessary if the parties included in the collective agreement a provision on the representation of trade unions at post-observation evaluation conferences. Once the CBA has been agreed to by the bargaining teams of the school district and your premises and you and your colleagues have been informed of the contents of the CBA, you can vote on whether you wish to accept (ratify) the CBA. Teachers, school heads and all other school members who are not unionized must sign an individual employment contract. For most forms of employment in schools, advertised individual employment contracts are available. You can download the corresponding EIA from the list below. All workers who work full-time or part-time, who are permanent or temporary (but who are not without possibility) and whose work is not covered by the coverage clause of a collective agreement must sign the following individual employment contract: Community College Tenure is subject to section 3B-2 of the Public Community College Act. These are “faculty members” that are defined to cover full-time employees of the Community College who work in teaching or academic aid services. Superiors, administrators and clerics are excluded.
A faculty member is employed on a permanent basis after being employed at The Community College for a period of three consecutive years of schooling. The board may extend the parole for an additional year by indicating to the faculty member, at least sixty days before the end of the school year, which communication must contain the corrective measures to be taken. The probationary period may be reduced by the local rule of the board of directors or the collective agreement. The law prohibits employers from doing a number of things that are considered unfair labor practices. Some of the most important of these unfair practices are the interference, limitation or obligation of employees to exercise their rights under the law; discrimination against staff with the aim of discouraging membership of a workers` organisation or participation in IELRB procedures; refusal of any negotiation in good faith, including unilateral amendments without notice and negotiations with the sole representative; and the refusal to comply with a binding arbitral award. . . .