Common use of Shared Scheduling Option Clause in Contracts

Shared Scheduling Option. A shared scheduling option as approved by the board on June 27, 1995 and as negotiated with Community High School District 155 Teachers’ Association shall be, by this reference, a part of this policy.  This option would require NO additional insurance benefit costs on the part of the District.  In order for this option to be used, a qualified and acceptable (to the building principal) replacement teacher must be found.  A reason for denying request for a second year may occur due to the increased tenure of the replacement. The goal of a shared scheduling option is to provide benefits to all parties involved: teachers, students, parents, and District 155. A tenured teacher may, at his/her request, and with approval of the building principal, participate in a District shared scheduling option. The arrangement may not be divided between two (2) school years. At the teacher’s request and with building principal approval, the option may be extended. A request for an extension must be submitted in writing to the district prior to February 1. The decision to grant, deny, or extend the shared scheduling option shall not be subject to the grievance procedure. Returning from a shared leave to full-time teaching:  Returning to full-time employment may only occur at the beginning of a school year, provided the teacher has notified the district in writing of the desire to do so prior to February 1 of the previous school year.  Failure to notify the Superintendent or designee prior to February 1 of intent to return to the district shall constitute the teacher’s resignation. The responsibilities of an assignment by two (2) shared scheduling participants may be divided according to a plan designed by the participants, with the approval of the building principal. Each teacher’s assignments will consist of 15.0 teaching periods, not to exceed two different preps, and 225 minutes per week of preparation time. Any deviation from the specified teaching agreement must be approved by the participant and building principal. The teacher’s salary will be prorated based on the fraction of 30 periods per week per year they have assigned teaching duties. Both teachers will be in attendance at all teacher-in-service and staff development days. Extracurricular duties will be optional for each teacher but not required. Shared scheduling participants will be placed appropriately on the teachers’ salary schedule, and salaries will be prorated according to time worked. Licensed staff members in shared scheduling options will receive salary step movement at the start of each school year. Individuals involved in shared scheduling positions will receive reimbursement for graduate study and staff development courses equivalent to full-time teachers. Seniority credit, leave benefits, and insurance will be prorated according to time worked.  Insurance benefits including health, dental, optometric, prescription, life, and disability will be prorated based on the fraction of a full-time job the employee is working. A full-time job is considered an average of 30 teaching periods per week for an entire year. (Example: a teacher participating in the shared scheduling option who is teaching 15 periods per week for the entire year would receive half the board contribution to their benefit package as compared to a full-time employee. It will be the responsibility of the shared scheduling option participant to pay both the typical teacher’s share of the benefit package and the portion not paid by the board for participants of the shared scheduling option.  Contributions to the Illinois Teachers’ Retirement System will be proportionate to the time served and salary earned. During the period of time spent in a shared scheduling option, there will be no loss of tenure. The individuals participating in this shared scheduling option will not enter into a contractual agreement with another school district. The application and proposed plan for a shared scheduling option must be approved by the building principal and submitted to the Superintendent by February 1 preceding the school year for which the option is intended. Any teacher whose proposal for a shared scheduling option is denied, may, upon request, receive the rationale for such denial in writing from the administration.

Shared Scheduling Option. ‌ A shared scheduling option as approved by the board on June 27, 1995 and as negotiated with Community High School District 155 Teachers’ Association shall be, by this reference, a part of this policy.  • This option would require NO additional insurance benefit costs on the part of the District.  • In order for this option to be used, a qualified and acceptable (to the building principal) replacement teacher must be found.  • A reason for denying request for a second year may occur due to the increased tenure of the replacement. The goal of a shared scheduling option is to provide benefits to all parties involved: teachers, students, parents, and District 155. A tenured teacher mayxxx, at his/her request, and with approval of the building principal, participate in a District shared scheduling option. The arrangement may not be divided between two (2) school years. At the teacher’s request and with building principal approval, the option may be extended. A request for an extension must be submitted in writing to the district prior to February 1. The decision to grant, deny, or extend the shared scheduling option shall not be subject to the grievance procedure. Returning from a shared leave to full-time teaching:  • Returning to full-time employment may only occur at the beginning of a school year, provided the teacher has notified the district in writing of the desire to do so prior to February 1 of the previous school year.  • Failure to notify the Superintendent or his/her designee prior to February 1 of intent to return to the district shall constitute the teacher’s resignation. The responsibilities of an assignment by two (2) shared scheduling participants may be divided according to a plan designed by the participants, with the approval of the building principal. Each teacher’s assignments will consist of 15.0 teaching periods, not to exceed two different preps, and 225 minutes per week of preparation time. Any deviation from the specified teaching agreement must be approved by the participant and building principal. The teacher’s salary will be prorated based on the fraction of 30 periods per week per year they have assigned teaching duties. Both teachers will be in attendance at attend all teacher-in-service and staff development days. Extracurricular duties will be optional for each teacher but not required. Shared scheduling participants will be placed appropriately on the teachers’ salary schedule, and salaries will be prorated according to time worked. Licensed staff members in shared scheduling options will receive salary step movement at the start of each school year. Individuals involved in shared scheduling positions will receive reimbursement for graduate study and staff development courses equivalent to full-time teachers. Seniority credit, leave benefits, and insurance will be prorated according to time worked.  • Insurance benefits including health, dental, optometric, prescription, life, and disability will be prorated based on the fraction of a full-time job the employee is working. A full-time job is considered an average of 30 teaching periods per week for an entire year. (Example: a teacher participating in the shared scheduling option who is teaching 15 periods per week for the entire year would receive half the board contribution to their benefit package as compared to a full-time employee. It will be the responsibility of the shared scheduling option participant to pay both the typical teacher’s share of the benefit package and the portion not paid by the board for participants of the shared scheduling option.  • Contributions to the Illinois Teachers’ Retirement System will be proportionate to the time served and salary earned. During the period of time spent in a shared scheduling option, there will be no loss of tenure. The individuals participating in this shared scheduling option will not enter into a contractual agreement with another school district. The application and proposed plan for a shared scheduling option must be approved by the building principal and submitted to the Superintendent by February 1 preceding the school year for which the option is intended. Any teacher whose proposal for a shared scheduling option is denied, may, upon request, receive the rationale for such denial in writing from the administration.

Shared Scheduling Option. A shared scheduling option as approved by the board on June 27, 1995 and as negotiated with Community High School District 155 Teachers’ Association shall be, by this reference, a part of this policy.  This option would require NO additional insurance benefit costs on the part of the District.  In order for this option to be used, a qualified and acceptable (to the building principal) replacement teacher must be found.  A reason for denying request for a second year may occur due to the increased tenure of the replacement. The goal of a shared scheduling option is to provide benefits to all parties involved: teachers, students, parents, and District 155. A tenured teacher may, at his/her request, and with approval of the building principal, participate in a District shared scheduling option. The arrangement may not be divided between two (2) school years. At the teacher’s request and with building principal approval, the option may be extended. A request for an extension must be submitted in writing to the district prior to February 1. The decision to grant, deny, or extend the shared scheduling option shall not be subject to the grievance procedure. Returning from a shared leave to full-time teaching:  Returning to full-time employment may only occur at the beginning of a school year, provided the teacher has notified the district in writing of the desire to do so prior to February 1 of the previous school year.  Failure to notify the Superintendent or designee prior to February 1 of intent to return to the district shall constitute the teacher’s resignation. The responsibilities of an assignment by two (2) shared scheduling participants may be divided according to a plan designed by the participants, with the approval of the building principal. Each teacher’s assignments will consist of 15.0 teaching periods, not to exceed two different preps, and 225 minutes per week of preparation time. Any deviation from the specified teaching agreement must be approved by the participant and building principal. The teacher’s salary will be prorated based on the fraction of 30 periods per week per year they have assigned teaching duties. Both teachers will be in attendance at all teacher-in-service and staff development days. Extracurricular duties will be optional for each teacher but not required. Shared scheduling participants will be placed appropriately on the teachers’ salary schedule, and salaries will be prorated according to time worked. Licensed Certified staff members in shared scheduling options will receive salary step movement at the start of each school year. Individuals involved in shared scheduling positions will receive reimbursement for graduate study and staff development courses equivalent to full-time teachers. Seniority credit, leave benefits, and insurance will be prorated according to time worked.  Insurance benefits including health, dental, optometric, prescription, life, and disability will be prorated based on the fraction of a full-time job the employee is working. A full-time job is considered an average of 30 teaching periods per week for an entire year. (Example: a teacher participating in the shared scheduling option who is teaching 15 periods per week for the entire year would receive half the board contribution to their benefit package as compared to a full-time employee. It will be the responsibility of the shared scheduling option participant to pay both the typical teacher’s share of the benefit package and the portion not paid by the board for participants of the shared scheduling option.  Contributions to the Illinois Teachers’ Retirement System will be proportionate to the time served and salary earned. During the period of time spent in a shared scheduling option, there will be no loss of tenure. The individuals participating in this shared scheduling option will not enter into a contractual agreement with another school district. The application and proposed plan for a shared scheduling option must be approved by the building principal and submitted to the Superintendent by February 1 preceding the school year for which the option is intended. Any teacher whose proposal for a shared scheduling option is denied, may, upon request, receive the rationale for such denial in writing from the administration.

Shared Scheduling Option. A shared scheduling option as approved by the board on June 27, 1995 and as negotiated with Community High School District 155 Teachers’ Association shall be, by this reference, a part of this policy.  • This option would require NO additional insurance benefit costs on the part of the District.  • In order for this option to be used, a qualified and acceptable (to the building principal) replacement teacher must be found.  • A reason for denying request for a second year may occur due to the increased tenure of the replacement. The goal of a shared scheduling option is to provide benefits to all parties involved: teachers, students, parents, and District 155. A tenured teacher may, at his/her request, and with approval of the building principal, participate in a District shared scheduling option. The arrangement may not be divided between two (2) school years. At the teacher’s request and with building principal approval, the option may be extended. A request for an extension must be submitted in writing to the district prior to February 1. The decision to grant, deny, or extend the shared scheduling option shall not be subject to the grievance procedure. Returning from a shared leave to full-time teaching:  • Returning to full-time employment may only occur at the beginning of a school year, provided the teacher has notified the district in writing of the desire to do so prior to February 1 of the previous school year.  • Failure to notify the Superintendent or designee prior to February 1 of intent to return to the district shall constitute the teacher’s resignation. The responsibilities of an assignment by two (2) shared scheduling participants may be divided according to a plan designed by the participants, with the approval of the building principal. Each teacher’s assignments will consist of 15.0 teaching periods, not to exceed two different preps, and 225 minutes per week of preparation time. Any deviation from the specified teaching agreement must be approved by the participant and building principal. The teacher’s salary will be prorated based on the fraction of 30 periods per week per year they have assigned teaching duties. Both teachers will be in attendance at all teacher-in-service and staff development days. Extracurricular duties will be optional for each teacher but not required. Shared scheduling participants will be placed appropriately on the teachers’ salary schedule, and salaries will be prorated according to time worked. Licensed staff members in shared scheduling options will receive salary step movement at the start of each school year. Individuals involved in shared scheduling positions will receive reimbursement for graduate study and staff development courses equivalent to full-time teachers. Seniority credit, leave benefits, and insurance will be prorated according to time worked.  • Insurance benefits including health, dental, optometric, prescription, life, and disability will be prorated based on the fraction of a full-time job the employee is working. A full-time job is considered an average of 30 teaching periods per week for an entire year. (Example: a teacher participating in the shared scheduling option who is teaching 15 periods per week for the entire year would receive half the board contribution to their benefit package as compared to a full-time employee. It will be the responsibility of the shared scheduling option participant to pay both the typical teacher’s share of the benefit package and the portion not paid by the board for participants of the shared scheduling option.  • Contributions to the Illinois Teachers’ Retirement System will be proportionate to the time served and salary earned. During the period of time spent in a shared scheduling option, there will be no loss of tenure. The individuals participating in this shared scheduling option will not enter into a contractual agreement with another school district. The application and proposed plan for a shared scheduling option must be approved by the building principal and submitted to the Superintendent by February 1 preceding the school year for which the option is intended. Any teacher whose proposal for a shared scheduling option is denied, may, upon request, receive the rationale for such denial in writing from the administration.