Sen. Kimberly A. Lightford

Filed: 4/13/2011

 

 


 

 


 
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1
AMENDMENT TO SENATE BILL 7

2    AMENDMENT NO. ______. Amend Senate Bill 7 by replacing
3everything after the enacting clause with the following:
 
4    "Section 3. The Illinois Pension Code is amended by
5changing Section 17-130 as follows:
 
6    (40 ILCS 5/17-130)  (from Ch. 108 1/2, par. 17-130)
7    Sec. 17-130. Participants' contributions by payroll
8deductions.
9    (a) There shall be deducted from the salary of each teacher
107.50% of his salary for service or disability retirement
11pension and 0.5% of salary for the annual increase in base
12pension.
13    In addition, there shall be deducted from the salary of
14each teacher 1% of his salary for survivors' and children's
15pensions.
16    (b) An Employer and any employer of eligible contributors

 

 

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1as defined in Section 17-106 is authorized to make the
2necessary deductions from the salaries of its teachers. Such
3amounts shall be included as a part of the Fund. An Employer
4and any employer of eligible contributors as defined in Section
517-106 shall formulate such rules and regulations as may be
6necessary to give effect to the provisions of this Section.
7    (c) All persons employed as teachers shall, by such
8employment, accept the provisions of this Article and of
9Sections 34-83 to 34-85 34-85b, inclusive, of "The School
10Code", approved March 18, 1961, as amended, and thereupon
11become contributors to the Fund in accordance with the terms
12thereof. The provisions of this Article and of those Sections
13shall become a part of the contract of employment.
14    (d) A person who (i) was a member before July 1, 1998, (ii)
15retires with more than 34 years of creditable service, and
16(iii) does not elect to qualify for the augmented rate under
17Section 17-119.1 shall be entitled, at the time of retirement,
18to receive a partial refund of contributions made under this
19Section for service occurring after the later of June 30, 1998
20or attainment of 34 years of creditable service, in an amount
21equal to 1.00% of the salary upon which those contributions
22were based.
23(Source: P.A. 94-1105, eff. 6-1-07.)
 
24    Section 5. The School Code is amended by changing Sections
2510-22.4, 21-23, 24-11, 24-12, 24-16, 24A-2.5, 24A-5, 34-84,

 

 

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134-85, and 34-85c and by adding Sections 2-3.153, 10-16a,
224-1.5, and 24-16.5 as follows:
 
3    (105 ILCS 5/2-3.153 new)
4    Sec. 2-3.153. Survey of learning conditions. The State
5Board of Education shall select for statewide administration an
6instrument to provide feedback from, at a minimum, students in
7grades 6 through 12 and teachers on the instructional
8environment within a school after giving consideration to the
9recommendations of the Performance Evaluation Advisory Council
10made pursuant to subdivision (6) of subsection (a) of Section
1124A-20 of this Code. Subject to appropriation to the State
12Board of Education for the State's cost of development and
13administration and commencing with the 2012-2013 school year,
14each school district shall administer, at least biannually, the
15instrument in every public school attendance center by a date
16specified by the State Superintendent of Education, and data
17resulting from the instrument's administration must be
18provided to the State Board of Education. The survey component
19that requires completion by the teachers must be administered
20during teacher meetings or professional development days or at
21other times that would not interfere with the teachers' regular
22classroom and direct instructional duties. The State
23Superintendent, following consultation with teachers,
24principals, and other appropriate stakeholders, shall publicly
25report on selected indicators of learning conditions resulting

 

 

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1from administration of the instrument at the individual school,
2district, and State levels and shall identify whether the
3indicators result from an anonymous administration of the
4instrument. If in any year the appropriation to the State Board
5of Education is insufficient for the State's costs associated
6with statewide administration of the instrument, the State
7Board of Education shall give priority to districts with
8low-performing schools and a representative sample of other
9districts.
 
10    (105 ILCS 5/10-16a new)
11    Sec. 10-16a. School board member's leadership training.
12    (a) This Section applies to all school board members
13serving pursuant to Section 10-10 of this Code who have been
14elected after the effective date of this amendatory Act of the
1597th General Assembly or appointed to fill a vacancy of at
16least one year's duration after the effective date of this
17amendatory Act of the 97th General Assembly.
18    (b) Every voting member of a school board of a school
19district elected or appointed for a term beginning after the
20effective date of this amendatory Act of the 97th General
21Assembly, within a year after the effective date of this
22amendatory Act of the 97th General Assembly or the first year
23of his or her term, shall complete a minimum of 4 hours of
24professional development leadership training covering topics
25in education and labor law, financial oversight and

 

 

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1accountability, and fiduciary responsibilities of a school
2board member. The school district shall maintain on its
3Internet website, if any, the names of all voting members of
4the school board who have successfully completed the training.
5    (c) The training on financial oversight, accountability,
6and fiduciary responsibilities may be provided by an
7association established under this Code for the purpose of
8training school board members or by other qualified providers
9approved by the State Board of Education, in conjunction with
10an association so established.
 
11    (105 ILCS 5/10-22.4)  (from Ch. 122, par. 10-22.4)
12    Sec. 10-22.4. Dismissal of teachers. To dismiss a teacher
13for incompetency, cruelty, negligence, immorality or other
14sufficient cause, to dismiss any teacher on the basis of
15performance who fails to complete a 1-year remediation plan
16with a "satisfactory" or better rating and to dismiss any
17teacher whenever, in its opinion, he is not qualified to teach,
18or whenever, in its opinion, the interests of the schools
19require it, subject, however, to the provisions of Sections
2024-10 to 24-16.5 24-15, inclusive. Temporary mental or physical
21incapacity to perform teaching duties, as found by a medical
22examination, is not a cause for dismissal. Marriage is not a
23cause of removal.
24(Source: P.A. 85-248.)
 

 

 

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1    (105 ILCS 5/21-23)  (from Ch. 122, par. 21-23)
2    Sec. 21-23. Suspension or revocation of certificate.
3    (a) The State Superintendent of Education has the exclusive
4authority, in accordance with this Section and any rules
5adopted by the State Board of Education, to initiate the
6suspension of up to 5 calendar years or revocation of any
7certificate issued pursuant to this Article, including but not
8limited to any administrative certificate or endorsement, for
9abuse or neglect of a child, immorality, a condition of health
10detrimental to the welfare of pupils, incompetency,
11unprofessional conduct (which includes the failure to disclose
12on an employment application any previous conviction for a sex
13offense, as defined in Section 21-23a of this Code, or any
14other offense committed in any other state or against the laws
15of the United States that, if committed in this State, would be
16punishable as a sex offense, as defined in Section 21-23a of
17this Code), the neglect of any professional duty, willful
18failure to report an instance of suspected child abuse or
19neglect as required by the Abused and Neglected Child Reporting
20Act, failure to establish satisfactory repayment on an
21educational loan guaranteed by the Illinois Student Assistance
22Commission, or other just cause. Unprofessional conduct shall
23include refusal to attend or participate in, institutes,
24teachers' meetings, professional readings, or to meet other
25reasonable requirements of the regional superintendent or
26State Superintendent of Education. Unprofessional conduct also

 

 

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1includes conduct that violates the standards, ethics, or rules
2applicable to the security, administration, monitoring, or
3scoring of, or the reporting of scores from, any assessment
4test or the Prairie State Achievement Examination administered
5under Section 2-3.64 or that is known or intended to produce or
6report manipulated or artificial, rather than actual,
7assessment or achievement results or gains from the
8administration of those tests or examinations. It shall also
9include neglect or unnecessary delay in making of statistical
10and other reports required by school officers. Incompetency
11shall include, without limitation, 2 or more school terms of
12service for which the certificate holder has received an
13unsatisfactory rating on a performance evaluation conducted
14pursuant to Article 24A of this Code within a period of 7
15school terms of service. In determining whether to initiate
16action against one or more certificates based on incompetency
17and the recommended sanction for such action, the State
18Superintendent shall consider factors that include without
19limitation all of the following:
20        (1) Whether the unsatisfactory evaluation ratings
21    occurred prior to the effective date of this amendatory Act
22    of the 97th General Assembly.
23        (2) Whether the unsatisfactory evaluation ratings
24    occurred prior to or after the implementation date, as
25    defined in Section 24A-2.5 of this Code, of an evaluation
26    system for teachers in a school district.

 

 

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1        (3) Whether the evaluator or evaluators who performed
2    an unsatisfactory evaluation met the pre-certification and
3    training requirements set forth in Section 24A-3 of this
4    Code.
5        (4) The time between the unsatisfactory evaluation
6    ratings.
7        (5) The quality of the remediation plans associated
8    with the unsatisfactory evaluation ratings and whether the
9    certificate holder successfully completed the remediation
10    plans.
11        (6) Whether the unsatisfactory evaluation ratings were
12    related to the same or different assignments performed by
13    the certificate holder.
14        (7) Whether one or more of the unsatisfactory
15    evaluation ratings occurred in the first year of a teaching
16    or administrative assignment.
17When initiating an action against one or more certificates, the
18State Superintendent may seek required professional
19development as a sanction in lieu of or in addition to
20suspension or revocation. Any such required professional
21development must be at the expense of the certificate holder,
22who may use, if available and applicable to the requirements
23established by administrative or court order, training,
24coursework, or other professional development funds in
25accordance with the terms of an applicable collective
26bargaining agreement entered into after the effective date of

 

 

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1this amendatory Act of the 97th General Assembly, unless that
2agreement specifically precludes use of funds for such purpose.
3    (a-5) The State Superintendent of Education shall, upon
4receipt of evidence of abuse or neglect of a child, immorality,
5a condition of health detrimental to the welfare of pupils,
6incompetency (subject to subsection (a) of this Section),
7unprofessional conduct, the neglect of any professional duty or
8other just cause, further investigate and, if and as
9appropriate, serve written notice to the individual and afford
10the individual opportunity for a hearing prior to suspension,
11or revocation, or other sanction; provided that the State
12Superintendent is under no obligation to initiate such an
13investigation if the Department of Children and Family Services
14is investigating the same or substantially similar allegations
15and its child protective service unit has not made its
16determination as required under Section 7.12 of the Abused and
17Neglected Child Reporting Act. If the State Superintendent of
18Education does not receive from an individual a request for a
19hearing within 10 days after the individual receives notice,
20the suspension, or revocation, or other sanction shall
21immediately take effect in accordance with the notice. If a
22hearing is requested within 10 days of notice of opportunity
23for hearing, it shall act as a stay of proceedings until the
24State Teacher Certification Board issues a decision. Any
25hearing shall take place in the educational service region
26wherein the educator is or was last employed and in accordance

 

 

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1with rules adopted by the State Board of Education, in
2consultation with the State Teacher Certification Board, which
3rules shall include without limitation provisions for
4discovery and the sharing of information between parties prior
5to the hearing. The standard of proof for any administrative
6hearing held pursuant to this Section shall be by the
7preponderance of the evidence. The decision of the State
8Teacher Certification Board is a final administrative decision
9and is subject to judicial review by appeal of either party.
10    The State Board may refuse to issue or may suspend the
11certificate of any person who fails to file a return, or to pay
12the tax, penalty or interest shown in a filed return, or to pay
13any final assessment of tax, penalty or interest, as required
14by any tax Act administered by the Illinois Department of
15Revenue, until such time as the requirements of any such tax
16Act are satisfied.
17    The exclusive authority of the State Superintendent of
18Education to initiate suspension or revocation of a certificate
19pursuant to this Section does not preclude a regional
20superintendent of schools from cooperating with the State
21Superintendent or a State's Attorney with respect to an
22investigation of alleged misconduct.
23    (b) (Blank).
24    (b-5) The State Superintendent of Education or his or her
25designee may initiate and conduct such investigations as may be
26reasonably necessary to establish the existence of any alleged

 

 

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1misconduct. At any stage of the investigation, the State
2Superintendent may issue a subpoena requiring the attendance
3and testimony of a witness, including the certificate holder,
4and the production of any evidence, including files, records,
5correspondence, or documents, relating to any matter in
6question in the investigation. The subpoena shall require a
7witness to appear at the State Board of Education at a
8specified date and time and shall specify any evidence to be
9produced. The certificate holder is not entitled to be present,
10but the State Superintendent shall provide the certificate
11holder with a copy of any recorded testimony prior to a hearing
12under this Section. Such recorded testimony must not be used as
13evidence at a hearing, unless the certificate holder has
14adequate notice of the testimony and the opportunity to
15cross-examine the witness. Failure of a certificate holder to
16comply with a duly-issued, investigatory subpoena may be
17grounds for revocation, suspension, or denial of a certificate.
18    (b-10) All correspondence, documentation, and other
19information so received by the regional superintendent of
20schools, the State Superintendent of Education, the State Board
21of Education, or the State Teacher Certification Board under
22this Section is confidential and must not be disclosed to third
23parties, except (i) as necessary for the State Superintendent
24of Education or his or her designee to investigate and
25prosecute pursuant to this Article, (ii) pursuant to a court
26order, (iii) for disclosure to the certificate holder or his or

 

 

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1her representative, or (iv) as otherwise required in this
2Article and provided that any such information admitted into
3evidence in a hearing shall be exempt from this confidentiality
4and non-disclosure requirement.
5    (c) The State Superintendent of Education or a person
6designated by him shall have the power to administer oaths to
7witnesses at any hearing conducted before the State Teacher
8Certification Board pursuant to this Section. The State
9Superintendent of Education or a person designated by him is
10authorized to subpoena and bring before the State Teacher
11Certification Board any person in this State and to take
12testimony either orally or by deposition or by exhibit, with
13the same fees and mileage and in the same manner as prescribed
14by law in judicial proceedings in the civil cases in circuit
15courts of this State.
16    (c-5) Any circuit court, upon the application of the State
17Superintendent of Education or the certificate holder, may, by
18order duly entered, require the attendance of witnesses and the
19production of relevant books and papers as part of any
20investigation or at any hearing the State Teacher Certification
21Board is authorized to conduct pursuant to this Section, and
22the court may compel obedience to its orders by proceedings for
23contempt.
24    (c-10) The State Board of Education shall receive an annual
25line item appropriation to cover fees associated with the
26investigation and prosecution of alleged educator misconduct

 

 

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1and hearings related thereto.
2    (d) As used in this Section, "teacher" means any school
3district employee regularly required to be certified, as
4provided in this Article, in order to teach or supervise in the
5public schools.
6(Source: P.A. 96-431, eff. 8-13-09.)
 
7    (105 ILCS 5/24-1.5 new)
8    Sec. 24-1.5. New or vacant teaching positions. A school
9district's selection of a candidate for a new or vacant
10teaching position not otherwise required to be filled pursuant
11to Section 24-12 of this Code must be based upon the
12consideration of factors that include without limitation
13certifications, qualifications, merit and ability (including
14performance evaluations, if available), and relevant
15experience, provided that the length of continuing service with
16the school district must not be considered as a factor, unless
17all other factors are determined by the school district to be
18equal. A school district's decision to select a particular
19candidate to fill a new or vacant position is not subject to
20review under grievance resolution procedures adopted pursuant
21to subsection (c) of Section 10 of the Illinois Educational
22Labor Relations Act, provided that, in making such a decision,
23the district does not fail to adhere to procedural requirements
24in a collective bargaining agreement relating to the filling of
25new or vacant teaching positions. Provisions regarding the

 

 

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1filling of new and vacant positions in a collective bargaining
2agreement between a school district and the exclusive
3bargaining representative of its teachers in existence on the
4effective date of this amendatory Act of the 97th General
5Assembly shall remain in full force and effect for the term of
6the agreement, unless terminated by mutual agreement.
7    Nothing in this amendatory Act of the 97th General Assembly
8(i) limits or otherwise impacts school districts' management
9right to hire new employees, (ii) affects what currently is or
10may be a mandatory subject of bargaining under the Illinois
11Educational Labor Relations Act, or (iii) creates a statutory
12cause of action for a candidate or a candidate's representative
13to challenge a school district's selection decision based on
14the school district's failure to adhere to the requirements of
15this Section.
 
16    (105 ILCS 5/24-11)  (from Ch. 122, par. 24-11)
17    Sec. 24-11. Boards of Education - Boards of School
18Inspectors - Contractual continued service.
19    (a) As used in this and the succeeding Sections of this
20Article:
21    "Teacher" means any or all school district employees
22regularly required to be certified under laws relating to the
23certification of teachers.
24    "Board" means board of directors, board of education, or
25board of school inspectors, as the case may be.

 

 

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1    "School term" means that portion of the school year, July 1
2to the following June 30, when school is in actual session.
3    "Program" means a program of a special education joint
4agreement.
5    "Program of a special education joint agreement" means
6instructional, consultative, supervisory, administrative,
7diagnostic, and related services that are managed by a special
8educational joint agreement designed to service 2 or more
9school districts that are members of the joint agreement.
10    "PERA implementation date" means the implementation date
11of an evaluation system for teachers as specified by Section
1224A-2.5 of this Code for all schools within a school district
13or all programs of a special education joint agreement.
14    (b) This Section and Sections 24-12 through 24-16 of this
15Article apply only to school districts having less than 500,000
16inhabitants.
17    (c) Any teacher who is first employed as a full-time
18teacher in a school district or program prior to the PERA
19implementation date and Any teacher who is has been employed in
20that any district or program as a full-time teacher for a
21probationary period of 4 2 consecutive school terms shall enter
22upon contractual continued service in the district or in all of
23the programs that the teacher is legally qualified to hold,
24unless the teacher is given written notice of dismissal stating
25the specific reason therefor, by certified mail, return receipt
26requested, by the employing board at least 45 days before the

 

 

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1end of any school term within such period; except that for a
2teacher who is first employed as a full-time teacher by a
3school district on or after January 1, 1998 and who has not
4before that date already entered upon contractual continued
5service in that district, the probationary period shall be 4
6consecutive school terms before the teacher shall enter upon
7contractual continued service. For the purpose of determining
8contractual continued service, the first probationary year
9shall be any full-time employment from a date before November 1
10through the end of the school year.
11    (d) For any teacher who is first employed as a full-time
12teacher in a school district or program on or after the PERA
13implementation date, the probationary period shall be one of
14the following periods, based upon the teacher's school terms of
15service and performance, before the teacher shall enter upon
16contractual continued service in the district or in all of the
17programs that the teacher is legally qualified to hold, unless
18the teacher is given written notice of dismissal by certified
19mail, return receipt requested, by the employing board at least
2045 days before the end of any school term within such period:
21        (1) 4 consecutive school terms of service in which the
22    teacher receives overall annual evaluation ratings of at
23    least "Proficient" in the last school term and at least
24    "Proficient" in either the second or third school term;
25        (2) 3 consecutive school terms of service in which the
26    teacher receives 3 overall annual evaluations of

 

 

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1    "Excellent"; or
2        (3) 2 consecutive school terms of service in which the
3    teacher receives 2 overall annual evaluations of
4    "Excellent" service, but only if the teacher (i) previously
5    attained contractual continued service in a different
6    school district or program in this State, (ii) voluntarily
7    departed or was honorably dismissed from that school
8    district or program in the school term immediately prior to
9    the teacher's first school term of service applicable to
10    the attainment of contractual continued service under this
11    subdivision (3), and (iii) received, in his or her 2 most
12    recent overall annual or biannual evaluations from the
13    prior school district or program, ratings of "Proficient",
14    with both such ratings occurring after the school
15    district's or program's PERA implementation date.
16    If the teacher does not receive overall annual evaluations
17of "Excellent" in the school terms necessary for eligibility to
18achieve accelerated contractual continued service in
19subdivisions (2) and (3) of this subsection (d), the teacher
20shall be eligible for contractual continued service pursuant to
21subdivision (1) of this subsection (d). If, at the conclusion
22of 4 consecutive school terms of service that count toward
23attainment of contractual continued service, the teacher's
24performance does not qualify the teacher for contractual
25continued service under subdivision (1) of this subsection (d),
26then the teacher shall not enter upon contractual continued

 

 

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1service and shall be dismissed. If a performance evaluation is
2not conducted for any school term when such evaluation is
3required to be conducted under Section 24A-5 of this Code, then
4the teacher's performance evaluation rating for such school
5term for purposes of determining the attainment of contractual
6continued service shall be deemed "Proficient".
7    (e) For the purposes of determining contractual continued
8service, a school term shall be counted only toward attainment
9of contractual continued service if the teacher actually
10teaches or is otherwise present and participating in the
11district's or program's educational program for 120 days or
12more, provided that the days of leave under the federal Family
13Medical Leave Act that the teacher is required to take until
14the end of the school term shall be considered days of teaching
15or participation in the district's or program's educational
16program. A school term that is not counted toward attainment of
17contractual continued service shall not be considered a break
18in service for purposes of determining whether a teacher has
19been employed for 4 consecutive school terms, provided that the
20teacher actually teaches or is otherwise present and
21participating in the district's or program's educational
22program in the following school term.
23    (f) If the employing board determines to dismiss the
24teacher in the last year of the probationary period as provided
25in subsection (c) of this Section or subdivision (1) or (2) of
26subsection (d) of this Section, but not subdivision (3) of

 

 

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1subsection (d) of this Section, the written notice of dismissal
2provided by the employing board must contain specific reasons
3for dismissal. Any full-time teacher who does not receive
4written notice from the employing board at least 45 days before
5the end of any school term as provided in this Section and
6whose performance does not require dismissal after the fourth
7probationary year pursuant to subsection (d) of this Section
8shall be re-employed for the following school term.
9    If, however, a teacher who was first employed prior to
10January 1, 1998 has not had one school term of full-time
11teaching experience before the beginning of a probationary
12period of 2 consecutive school terms, the employing board may
13at its option extend the probationary period for one additional
14school term by giving the teacher written notice by certified
15mail, return receipt requested, at least 45 days before the end
16of the second school term of the period of 2 consecutive school
17terms referred to above. This notice must state the reasons for
18the one year extension and must outline the corrective actions
19that the teacher must take to satisfactorily complete
20probation. The changes made by this amendatory Act of 1998 are
21declaratory of existing law.
22    Any full-time teacher who is not completing the last year
23of the probationary period described in the preceding
24paragraph, or any teacher employed on a full-time basis not
25later than January 1 of the school term, shall receive written
26notice from the employing board at least 45 days before the end

 

 

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1of any school term whether or not he will be re-employed for
2the following school term. If the board fails to give such
3notice, the employee shall be deemed reemployed, and not later
4than the close of the then current school term the board shall
5issue a regular contract to the employee as though the board
6had reemployed him in the usual manner.
7    (g) Contractual continued service shall continue in effect
8the terms and provisions of the contract with the teacher
9during the last school term of the probationary period, subject
10to this Act and the lawful regulations of the employing board.
11This Section and succeeding Sections do not modify any existing
12power of the board except with respect to the procedure of the
13discharge of a teacher and reductions in salary as hereinafter
14provided. Contractual continued service status shall not
15restrict the power of the board to transfer a teacher to a
16position which the teacher is qualified to fill or to make such
17salary adjustments as it deems desirable, but unless reductions
18in salary are uniform or based upon some reasonable
19classification, any teacher whose salary is reduced shall be
20entitled to a notice and a hearing as hereinafter provided in
21the case of certain dismissals or removals.
22    (h) If, by reason of any change in the boundaries of school
23districts or by reason of the creation of a new school
24district, the position held by any teacher having a contractual
25continued service status is transferred from one board to the
26control of a new or different board, then the contractual

 

 

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1continued service status of the teacher is not thereby lost,
2and such new or different board is subject to this Code with
3respect to the teacher in the same manner as if the teacher
4were its employee and had been its employee during the time the
5teacher was actually employed by the board from whose control
6the position was transferred.
7    (i) The employment of any teacher in a program of a special
8education joint agreement established under Section 3-15.14,
910-22.31 or 10-22.31a shall be governed by under this and
10succeeding Sections of this Article. For purposes of attaining
11and maintaining contractual continued service and computing
12length of continuing service as referred to in this Section and
13Section 24-12, employment in a special educational joint
14program shall be deemed a continuation of all previous
15certificated employment of such teacher for such joint
16agreement whether the employer of the teacher was the joint
17agreement, the regional superintendent, or one of the
18participating districts in the joint agreement.
19    (j) For any teacher employed after July 1, 1987 as a
20full-time teacher in a program of a special education joint
21agreement, whether the program is operated by the joint
22agreement or a member district on behalf of the joint
23agreement, in the event of a reduction in the number of
24programs or positions in the joint agreement in which the
25notice of dismissal is provided on or before the end of the
262010-2011 school term, the teacher in contractual continued

 

 

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1service is eligible for employment in the joint agreement
2programs for which the teacher is legally qualified in order of
3greater length of continuing service in the joint agreement,
4unless an alternative method of determining the sequence of
5dismissal is established in a collective bargaining agreement.
6For any teacher employed after July 1, 1987 as a full-time
7teacher in a program of a special education joint agreement,
8whether the program is operated by the joint agreement or a
9member district on behalf of the joint agreement, in the event
10of a reduction in the number of programs or positions in the
11joint agreement in which the notice of dismissal is provided
12during the 2011-2012 school term or a subsequent school term,
13the teacher shall be included on the honorable dismissal lists
14of all joint agreement programs for positions for which the
15teacher is qualified and is eligible for employment in such
16programs in accordance with subsections (b) and (c) of Section
1724-12 of this Code and the applicable honorable dismissal
18policies of the joint agreement.
19    (k) For any teacher employed after July 1, 1987 as a
20full-time teacher in a program of a special education joint
21agreement, whether the program is operated by the joint
22agreement or a member district on behalf of the joint
23agreement, in the event of the dissolution of a joint
24agreement, in which the notice to teachers of the dissolution
25is provided during the 2010-2011 school term, the teacher in
26contractual continued service who is legally qualified shall be

 

 

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1assigned to any comparable position in a member district
2currently held by a teacher who has not entered upon
3contractual continued service or held by a teacher who has
4entered upon contractual continued service with a shorter
5length of contractual continued service. Any teacher employed
6after July 1, 1987 as a full-time teacher in a program of a
7special education joint agreement, whether the program is
8operated by the joint agreement or a member district on behalf
9of the joint agreement, in the event of the dissolution of a
10joint agreement in which the notice to teachers of the
11dissolution is provided during the 2011-2012 school term or a
12subsequent school term, the teacher who is qualified shall be
13included on the order of honorable dismissal lists of each
14member district and shall be assigned to any comparable
15position in any such district in accordance with subsections
16(b) and (c) of Section 24-12 of this Code and the applicable
17honorable dismissal policies of each member district.
18    Any teacher employed after July 1, 1987 as a full-time
19teacher in a program of a special education joint agreement,
20whether the program is operated by the joint agreement or a
21member district on behalf of the joint agreement, for a
22probationary period of two consecutive years shall enter upon
23contractual continued service in all of the programs conducted
24by such joint agreement which the teacher is legally qualified
25to hold; except that for a teacher who is first employed on or
26after January 1, 1998 in a program of a special education joint

 

 

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1agreement and who has not before that date already entered upon
2contractual continued service in all of the programs conducted
3by the joint agreement that the teacher is legally qualified to
4hold, the probationary period shall be 4 consecutive years
5before the teacher enters upon contractual continued service in
6all of those programs. In the event of a reduction in the
7number of programs or positions in the joint agreement, the
8teacher on contractual continued service shall be eligible for
9employment in the joint agreement programs for which the
10teacher is legally qualified in order of greater length of
11continuing service in the joint agreement unless an alternative
12method of determining the sequence of dismissal is established
13in a collective bargaining agreement. In the event of the
14dissolution of a joint agreement, the teacher on contractual
15continued service who is legally qualified shall be assigned to
16any comparable position in a member district currently held by
17a teacher who has not entered upon contractual continued
18service or held by a teacher who has entered upon contractual
19continued service with shorter length of contractual continued
20service.
21    (l) The governing board of the joint agreement, or the
22administrative district, if so authorized by the articles of
23agreement of the joint agreement, rather than the board of
24education of a school district, may carry out employment and
25termination actions including dismissals under this Section
26and Section 24-12.

 

 

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1    For purposes of this and succeeding Sections of this
2Article, a program of a special educational joint agreement
3shall be defined as instructional, consultative, supervisory,
4administrative, diagnostic, and related services which are
5managed by the special educational joint agreement designed to
6service two or more districts which are members of the joint
7agreement.
8    Each joint agreement shall be required to post by February
91, a list of all its employees in order of length of continuing
10service in the joint agreement, unless an alternative method of
11determining a sequence of dismissal is established in an
12applicable collective bargaining agreement.
13    (m) The employment of any teacher in a special education
14program authorized by Section 14-1.01 through 14-14.01, or a
15joint educational program established under Section 10-22.31a,
16shall be under this and the succeeding Sections of this
17Article, and such employment shall be deemed a continuation of
18the previous employment of such teacher in any of the
19participating districts, regardless of the participation of
20other districts in the program.
21    (n) Any teacher employed as a full-time teacher in a
22special education program prior to September 23, 1987 in which
232 or more school districts participate for a probationary
24period of 2 consecutive years shall enter upon contractual
25continued service in each of the participating districts,
26subject to this and the succeeding Sections of this Article,

 

 

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1and, notwithstanding Section 24-1.5 of this Code, in the event
2of the termination of the program shall be eligible for any
3vacant position in any of such districts for which such teacher
4is qualified.
5(Source: P.A. 90-548, eff. 1-1-98; 90-653, eff. 7-29-98.)
 
6    (105 ILCS 5/24-12)  (from Ch. 122, par. 24-12)
7    Sec. 24-12. Removal or dismissal of teachers in contractual
8continued service.
9    (a) This subsection (a) applies only to honorable
10dismissals and recalls in which the notice of dismissal is
11provided on or before the end of the 2010-2011 school term. If
12a teacher in contractual continued service is removed or
13dismissed as a result of a decision of the board to decrease
14the number of teachers employed by the board or to discontinue
15some particular type of teaching service, written notice shall
16be mailed to the teacher and also given the teacher either by
17certified mail, return receipt requested or personal delivery
18with receipt at least 60 days before the end of the school
19term, together with a statement of honorable dismissal and the
20reason therefor, and in all such cases the board shall first
21remove or dismiss all teachers who have not entered upon
22contractual continued service before removing or dismissing
23any teacher who has entered upon contractual continued service
24and who is legally qualified to hold a position currently held
25by a teacher who has not entered upon contractual continued

 

 

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1service.
2    As between teachers who have entered upon contractual
3continued service, the teacher or teachers with the shorter
4length of continuing service with the district shall be
5dismissed first unless an alternative method of determining the
6sequence of dismissal is established in a collective bargaining
7agreement or contract between the board and a professional
8faculty members' organization and except that this provision
9shall not impair the operation of any affirmative action
10program in the district, regardless of whether it exists by
11operation of law or is conducted on a voluntary basis by the
12board. Any teacher dismissed as a result of such decrease or
13discontinuance shall be paid all earned compensation on or
14before the third business day following the last day of pupil
15attendance in the regular school term.
16    If the board has any vacancies for the following school
17term or within one calendar year from the beginning of the
18following school term, the positions thereby becoming
19available shall be tendered to the teachers so removed or
20dismissed so far as they are legally qualified to hold such
21positions; provided, however, that if the number of honorable
22dismissal notices based on economic necessity exceeds 15% of
23the number of full time equivalent positions filled by
24certified employees (excluding principals and administrative
25personnel) during the preceding school year, then if the board
26has any vacancies for the following school term or within 2

 

 

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1calendar years from the beginning of the following school term,
2the positions so becoming available shall be tendered to the
3teachers who were so notified and removed or dismissed whenever
4they are legally qualified to hold such positions. Each board
5shall, in consultation with any exclusive employee
6representatives, each year establish a list, categorized by
7positions, showing the length of continuing service of each
8teacher who is qualified to hold any such positions, unless an
9alternative method of determining a sequence of dismissal is
10established as provided for in this Section, in which case a
11list shall be made in accordance with the alternative method.
12Copies of the list shall be distributed to the exclusive
13employee representative on or before February 1 of each year.
14Whenever the number of honorable dismissal notices based upon
15economic necessity exceeds 5, or 150% of the average number of
16teachers honorably dismissed in the preceding 3 years,
17whichever is more, then the board also shall hold a public
18hearing on the question of the dismissals. Following the
19hearing and board review the action to approve any such
20reduction shall require a majority vote of the board members.
21    (b) This subsection (b) applies only to honorable
22dismissals and recalls in which the notice of dismissal is
23provided during the 2011-2012 school term or a subsequent
24school term. If any teacher, whether or not in contractual
25continued service, is removed or dismissed as a result of a
26decision of a school board to decrease the number of teachers

 

 

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1employed by the board, a decision of a school board to
2discontinue some particular type of teaching service, or a
3reduction in the number of programs or positions in a special
4education joint agreement, then written notice must be mailed
5to the teacher and also given to the teacher either by
6certified mail, return receipt requested, or personal delivery
7with receipt at least 45 days before the end of the school
8term, together with a statement of honorable dismissal and the
9reason therefor, and in all such cases the sequence of
10dismissal shall occur in accordance with this subsection (b);
11except that this subsection (b) shall not impair the operation
12of any affirmative action program in the school district,
13regardless of whether it exists by operation of law or is
14conducted on a voluntary basis by the board.
15    Each teacher must be categorized into one or more positions
16for which the teacher is qualified to hold, based upon legal
17qualifications and any other qualifications established in a
18district or joint agreement job description, on or before the
19May 10 prior to the school year during which the sequence of
20dismissal is determined. Within each position and subject to
21agreements made by the joint committee on honorable dismissals
22that are authorized by subsection (c) of this Section, the
23school district or joint agreement must establish 4 groupings
24of teachers qualified to hold the position as follows:
25        (1) Grouping one shall consist of each teacher not in
26    contractual continued service who has not received a

 

 

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1    performance evaluation rating.
2        (2) Grouping 2 shall consist of each teacher with a
3    Needs Improvement or Unsatisfactory performance evaluation
4    rating on either of the teacher's last 2 performance
5    evaluation ratings.
6        (3) Grouping 3 shall consist of each teacher with a
7    performance evaluation rating of at least Satisfactory or
8    Proficient on both of the teacher's last 2 performance
9    evaluation ratings, if 2 ratings are available, or on the
10    teacher's last performance evaluation rating, if only one
11    rating is available, unless the teacher qualifies for
12    placement into grouping 4.
13        (4) Grouping 4 shall consist of each teacher whose last
14    2 performance evaluation ratings are Excellent and each
15    teacher with 2 Excellent performance evaluation ratings
16    out of the teacher's last 3 performance evaluation ratings
17    with a third rating of Satisfactory or Proficient.
18    Among teachers qualified to hold a position, teachers must
19be dismissed in the order of their groupings, with teachers in
20grouping one dismissed first and teachers in grouping 4
21dismissed last.
22    Within grouping one, the sequence of dismissal must be at
23the discretion of the school district or joint agreement.
24Within grouping 2, the sequence of dismissal must be based upon
25average performance evaluation ratings, with the teacher or
26teachers with the lowest average performance evaluation rating

 

 

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1dismissed first. A teacher's average performance evaluation
2rating must be calculated using the average of the teacher's
3last 2 performance evaluation ratings, if 2 ratings are
4available, or the teacher's last performance evaluation
5rating, if only one rating is available, using the following
6numerical values: 4 for Excellent; 3 for Proficient or
7Satisfactory; 2 for Needs Improvement; and 1 for
8Unsatisfactory. As between or among teachers in grouping 2 with
9the same average performance evaluation rating and within each
10of groupings 3 and 4, the teacher or teachers with the shorter
11length of continuing service with the school district or joint
12agreement must be dismissed first unless an alternative method
13of determining the sequence of dismissal is established in a
14collective bargaining agreement or contract between the board
15and a professional faculty members' organization.
16    Each board, including the governing board of a joint
17agreement, shall, in consultation with any exclusive employee
18representatives, each year establish a sequence of honorable
19dismissal list categorized by positions and the groupings
20defined in this subsection (b). Copies of the list must be
21distributed to the exclusive bargaining representative at
22least 75 days before the end of the school term, provided that
23the school district or joint agreement may, with notice to any
24exclusive employee representatives, move teachers from
25grouping one into another grouping during the period of time
26from 75 days until 45 days before the end of the school term.

 

 

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1    Any teacher dismissed as a result of such decrease or
2discontinuance must be paid all earned compensation on or
3before the third business day following the last day of pupil
4attendance in the regular school term.
5    If the board or joint agreement has any vacancies for the
6following school term or within one calendar year from the
7beginning of the following school term, the positions thereby
8becoming available must be tendered to the teachers so removed
9or dismissed who were in groupings 3 or 4 of the sequence of
10dismissal and are qualified to hold the positions, based upon
11legal qualifications and any other qualifications established
12in a district or joint agreement job description, on or before
13the May 10 prior to the date of the positions becoming
14available, provided that if the number of honorable dismissal
15notices based on economic necessity exceeds 15% of the number
16of full-time equivalent positions filled by certified
17employees (excluding principals and administrative personnel)
18during the preceding school year, then the recall period is for
19the following school term or within 2 calendar years from the
20beginning of the following school term. Among teachers eligible
21for recall pursuant to the preceding sentence, the order of
22recall must be in inverse order of dismissal, unless an
23alternative order of recall is established in a collective
24bargaining agreement or contract between the board and a
25professional faculty members' organization. Whenever the
26number of honorable dismissal notices based upon economic

 

 

09700SB0007sam001- 33 -LRB097 06626 NHT 54494 a

1necessity exceeds 5 notices or 150% of the average number of
2teachers honorably dismissed in the preceding 3 years,
3whichever is more, then the school board or governing board of
4a joint agreement, as applicable, shall also hold a public
5hearing on the question of the dismissals. Following the
6hearing and board review, the action to approve any such
7reduction shall require a majority vote of the board members.
8    For purposes of this subsection (b), subject to agreement
9on an alternative definition reached by the joint committee
10described in subsection (c) of this Section, a teacher's
11performance evaluation rating means the overall performance
12evaluation rating resulting from an annual or biannual
13performance evaluation conducted pursuant to Article 24A of
14this Code by the school district or joint agreement determining
15the sequence of dismissal, not including any performance
16evaluation conducted during or at the end of a remediation
17period. For performance evaluation ratings determined prior to
18September 1, 2012, any school district or joint agreement with
19a performance evaluation rating system that does not use either
20of the rating category systems specified in subsection (d) of
21Section 24A-5 of this Code for all teachers must establish a
22basis for assigning each teacher a rating that complies with
23subsection (d) of Section 24A-5 of this Code for all of the
24performance evaluation ratings that are to be used to determine
25the sequence of dismissal. A teacher's grouping and ranking on
26a sequence of honorable dismissal shall be deemed a part of the

 

 

09700SB0007sam001- 34 -LRB097 06626 NHT 54494 a

1teacher's performance evaluation, and that information may be
2disclosed to the exclusive bargaining representative as part of
3a sequence of honorable dismissal list, notwithstanding any
4laws prohibiting disclosure of such information. A performance
5evaluation rating may be used to determine the sequence of
6dismissal, notwithstanding the pendency of any grievance
7resolution or arbitration procedures relating to the
8performance evaluation. If a teacher has received at least one
9performance evaluation rating conducted by the school district
10or joint agreement determining the sequence of dismissal and a
11subsequent performance evaluation is not conducted in any
12school year in which such evaluation is required to be
13conducted under Section 24A-5 of this Code, the teacher's
14performance evaluation rating for that school year for purposes
15of determining the sequence of dismissal is deemed Proficient.
16If a performance evaluation rating is nullified as the result
17of an arbitration determination, then the school district or
18joint agreement is deemed to have conducted a performance
19evaluation for that school year, but the performance evaluation
20rating may not be used in determining the sequence of
21dismissal.
22    Nothing in this subsection (b) shall be construed as
23limiting the right of a school board or governing board of a
24joint agreement to dismiss a teacher not in contractual
25continued service in accordance with Section 24-11 of this
26Code.

 

 

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1    Any provisions regarding the sequence of honorable
2dismissals and recall of honorably dismissed teachers in a
3collective bargaining agreement entered into on or before
4January 1, 2011 and in effect on the effective date of this
5amendatory Act of the 97th General Assembly that may conflict
6with this amendatory Act of the 97th General Assembly shall
7remain in effect through the expiration of such agreement or
8June 30, 2013, whichever is earlier.
9    (c) Each school district and special education joint
10agreement must use a joint committee composed of equal
11representation selected by the school board and its teachers
12or, if applicable, the exclusive bargaining representative of
13its teachers, to address the matters described in paragraphs
14(1) through (5) of this subsection (c) pertaining to honorable
15dismissals under subsection (b) of this Section.
16        (1) The joint committee must consider and may agree to
17    criteria for excluding from grouping 2 and placing into
18    grouping 3 a teacher whose last 2 performance evaluations
19    include a Needs Improvement and either a Proficient or
20    Excellent.
21        (2) The joint committee must consider and may agree to
22    an alternative definition for grouping 4, which definition
23    must take into account prior performance evaluation
24    ratings and may take into account other factors that relate
25    to the school district's or program's educational
26    objectives. An alternative definition for grouping 4 may

 

 

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1    not permit the inclusion of a teacher in the grouping with
2    a Needs Improvement or Unsatisfactory performance
3    evaluation rating on either of the teacher's last 2
4    performance evaluation ratings.
5        (3) The joint committee may agree to including within
6    the definition of a performance evaluation rating a
7    performance evaluation rating administered by a school
8    district or joint agreement other than the school district
9    or joint agreement determining the sequence of dismissal.
10        (4) For each school district or joint agreement that
11    administers performance evaluation ratings that are
12    inconsistent with either of the rating category systems
13    specified in subsection (d) of Section 24A-5 of this Code,
14    the school district or joint agreement must consult with
15    the joint committee on the basis for assigning a rating
16    that complies with subsection (d) of Section 24A-5 of this
17    Code to each performance evaluation rating that will be
18    used in a sequence of dismissal.
19        (5) Upon request by a joint committee member submitted
20    to the employing board by no later than 10 days after the
21    distribution of the sequence of honorable dismissal list, a
22    representative of the employing board shall, within 5 days
23    after the request, provide to members of the joint
24    committee a list showing the most recent and prior
25    performance evaluation ratings of each teacher identified
26    only by length of continuing service in the district or

 

 

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1    joint agreement and not by name. If, after review of this
2    list, a member of the joint committee has a good faith
3    belief that a disproportionate number of teachers with
4    greater length of continuing service with the district or
5    joint agreement have received a recent performance
6    evaluation rating lower than the prior rating, the member
7    may request that the joint committee review the list to
8    assess whether such a trend may exist. Following the joint
9    committee's review, but by no later than the end of the
10    applicable school term, the joint committee or any member
11    or members of the joint committee may submit a report of
12    the review to the employing board and exclusive bargaining
13    representative, if any. Nothing in this paragraph (5) shall
14    impact the order of honorable dismissal or a school
15    district's or joint agreement's authority to carry out a
16    dismissal in accordance with subsection (b) of this
17    Section.
18    Agreement by the joint committee as to a matter requires
19the majority vote of all committee members, and if the joint
20committee does not reach agreement on a matter, then the
21otherwise applicable requirements of subsection (b) of this
22Section shall apply. Except as explicitly set forth in this
23subsection (c), a joint committee has no authority to agree to
24any further modifications to the requirements for honorable
25dismissals set forth in subsection (a) of this Section. The
26joint committee must be established and the first meeting of

 

 

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1the joint committee must occur on or before December 1, 2011 or
230 days after the effective date of this amendatory act of the
397th General Assembly, whichever is later.
4    The joint committee must reach agreement on a matter on or
5before February 1 of a school year in order for the agreement
6of the joint committee to apply to the sequence of dismissal
7determined during that school year. Subject to the February 1
8deadline for agreements, the agreement of a joint committee on
9a matter shall apply to the sequence of dismissal until the
10agreement is amended or terminated by the joint committee.
11    (d) Notwithstanding anything to the contrary in this
12subsection (d), the requirements and dismissal procedures of
13Section 24-16.5 of this Code shall apply to any dismissal
14sought under Section 24-16.5 of this Code.
15        (1) If a dismissal of a teacher in contractual
16    continued service or removal is sought for any other reason
17    or cause other than an honorable dismissal under
18    subsections (a) or (b) of this Section or a dismissal
19    sought under Section 24-16.5 of this Code, including those
20    under Section 10-22.4, the board must first approve a
21    motion containing specific charges by a majority vote of
22    all its members. Written notice of such charges, including
23    a bill of particulars and the teacher's right to request a
24    hearing, must be mailed to the teacher and also given to
25    the teacher either by certified mail, return receipt
26    requested, or personal delivery with receipt shall be

 

 

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1    served upon the teacher within 5 days of the adoption of
2    the motion. Any written notice sent on or after July 1,
3    2012 shall inform the teacher of the right to request a
4    hearing before a mutually-selected hearing officer, with
5    the cost of the hearing officer split equally between the
6    teacher and the board, or a hearing before a board-selected
7    hearing officer, with the cost of the hearing officer paid
8    by the board. Such notice shall contain a bill of
9    particulars.
10        Before setting a hearing on charges stemming from
11    causes that are considered remediable, a board must give
12    the teacher reasonable warning in writing, stating
13    specifically the causes that, if not removed, may result in
14    charges; however, no such written warning is required if
15    the causes have been the subject of a remediation plan
16    pursuant to Article 24A of this Code.
17        If, in the opinion of the board, the interests of the
18    school require it, the board may suspend the teacher
19    without pay, pending the hearing, but if the board's
20    dismissal or removal is not sustained, the teacher shall
21    not suffer the loss of any salary or benefits by reason of
22    the suspension.
23        (2) No hearing upon the charges is required unless the
24    teacher within 17 10 days after receiving notice requests
25    in writing of the board that a hearing be scheduled before
26    a mutually-selected hearing officer or a hearing officer

 

 

09700SB0007sam001- 40 -LRB097 06626 NHT 54494 a

1    selected by the board , in which case the board shall
2    schedule a hearing on those charges before a disinterested
3    hearing officer on a date no less than 15 nor more than 30
4    days after the enactment of the motion. The secretary of
5    the school board shall forward a copy of the notice to the
6    State Board of Education.
7        (3) Within 5 business days after receiving a this
8    notice of hearing in which either notice to the teacher was
9    sent before July 1, 2012 or, if the notice was sent on or
10    after July 1, 2012, the teacher has requested a hearing
11    before a mutually-selected hearing officer, the State
12    Board of Education shall provide a list of 5 prospective,
13    impartial hearing officers from the master list of
14    qualified, impartial hearing officers maintained by the
15    State Board of Education. Each person on the master list
16    must (i) be accredited by a national arbitration
17    organization and have had a minimum of 5 years of
18    experience directly related to labor and employment
19    relations matters between educational employers and
20    educational employees or their exclusive bargaining
21    representatives and (ii) beginning September 1, 2012, have
22    participated in training provided or approved by the State
23    Board of Education for teacher dismissal hearing officers
24    so that he or she is familiar with issues generally
25    involved in evaluative and non-evaluative dismissals.
26        If notice to the teacher was sent before July 1, 2012

 

 

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1    or, if the notice was sent on or after July 1, 2012, the
2    teacher has requested a hearing before a mutually-selected
3    hearing officer, the board . No one on the list may be a
4    resident of the school district. The Board and the teacher
5    or their legal representatives within 3 business days shall
6    alternately strike one name from the list provided by the
7    State Board of Education until only one name remains.
8    Unless waived by the teacher, the teacher shall have the
9    right to proceed first with the striking. Within 3 business
10    days of receipt of the first list provided by the State
11    Board of Education, the board and the teacher or their
12    legal representatives shall each have the right to reject
13    all prospective hearing officers named on the first list
14    and notify the State Board of Education of such rejection
15    to require the State Board of Education to provide a second
16    list of 5 prospective, impartial hearing officers, none of
17    whom were named on the first list. Within 3 business 5 days
18    after receiving this notification request for a second
19    list, the State Board of Education shall appoint a
20    qualified person from the master list who did not appear on
21    the list sent to the parties to serve as the hearing
22    officer, unless the parties notify it that they have chosen
23    to alternatively select a hearing officer under paragraph
24    (4) of this subsection (d) provide the second list of 5
25    prospective, impartial hearing officers. The procedure for
26    selecting a hearing officer from the second list shall be

 

 

09700SB0007sam001- 42 -LRB097 06626 NHT 54494 a

1    the same as the procedure for the first list.
2        If the teacher has requested a hearing before a hearing
3    officer selected by the board, the board shall select one
4    name from the master list of qualified impartial hearing
5    officers maintained by the State Board of Education within
6    3 business days after receipt and shall notify the State
7    Board of Education of its selection.
8        A hearing officer mutually selected by the parties,
9    selected by the board, or selected through an alternative
10    selection process under paragraph (4) of this subsection
11    (d) (A) must not be a resident of the school district, (B)
12    must be available to commence the hearing within 75 days
13    and conclude the hearing within 120 days after being
14    selected as the hearing officer, and (C) must issue a
15    decision as to whether the teacher must be dismissed and
16    give a copy of that decision to both the teacher and the
17    board within 30 days from the conclusion of the hearing or
18    closure of the record, whichever is later.
19        (4) In the alternative to selecting a hearing officer
20    from the first or second list received from the State Board
21    of Education accepting the appointment of a hearing officer
22    by the State Board of Education or if the State Board of
23    Education cannot provide a list or appoint a hearing
24    officer that meets the foregoing requirements, the board
25    and the teacher or their legal representatives may mutually
26    agree to select an impartial hearing officer who is not on

 

 

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1    the master a list received from the State Board of
2    Education either by direct appointment by the parties or by
3    using procedures for the appointment of an arbitrator
4    established by the Federal Mediation and Conciliation
5    Service or the American Arbitration Association. The
6    parties shall notify the State Board of Education of their
7    intent to select a hearing officer using an alternative
8    procedure within 3 business days of receipt of a list of
9    prospective hearing officers provided by the State Board of
10    Education, notice of appointment of a hearing officer by
11    the State Board of Education, or receipt of notice from the
12    State Board of Education that it cannot provide a list that
13    meets the foregoing requirements, whichever is later.
14        (5) If the notice of dismissal was sent to the teacher
15    before July 1, 2012, the fees and costs for the hearing
16    officer must be paid by the State Board of Education. If
17    the notice of dismissal was sent to the teacher on or after
18    July 1, 2012, the hearing officer's fees and costs must be
19    paid as follows in this paragraph (5). The fees and
20    permissible costs for the hearing officer must be
21    determined by the State Board of Education. If the board
22    and the teacher or their legal representatives mutually
23    agree to select an impartial hearing officer who is not on
24    a list received from the State Board of Education, they may
25    agree to supplement the fees determined by the State Board
26    to the hearing officer, at a rate consistent with the

 

 

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1    hearing officer's published professional fees. If the
2    hearing officer is mutually selected by the parties, then
3    the board and the teacher or their legal representatives
4    shall each pay 50% of the fees and costs and any
5    supplemental allowance to which they agree. If the hearing
6    officer is selected by the board, then the board shall pay
7    100% of the hearing officer's fees and costs. The fees and
8    costs must be paid to the hearing officer within 14 days
9    after the board and the teacher or their legal
10    representatives receive the hearing officer's decision set
11    forth in paragraph (7) of this subsection (d).
12        (6) The teacher is required to answer the bill of
13    particulars and aver affirmative matters in his or her
14    defense, and the time for initially doing so and the time
15    for updating such answer and defenses after pre-hearing
16    discovery must be set by the hearing officer. Any person
17    selected by the parties under this alternative procedure
18    for the selection of a hearing officer shall not be a
19    resident of the school district and shall have the same
20    qualifications and authority as a hearing officer selected
21    from a list provided by the State Board of Education. The
22    State Board of Education shall promulgate uniform
23    standards and rules so that each party has a fair
24    opportunity to present its case and to ensure that the
25    dismissal process proceeds in a fair and expeditious manner
26    of procedure for such hearings. These rules shall address,

 

 

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1    without limitation, discovery and hearing scheduling
2    conferences; the teacher's initial answer and affirmative
3    defenses to the bill of particulars and the updating of
4    that information after pre-hearing discovery; provision
5    for written interrogatories and requests for production of
6    documents; the requirement that each party initially
7    disclose to the other party and then update the disclosure
8    no later than 10 calendar days prior to the commencement of
9    the hearing, the As to prehearing discovery, such rules and
10    regulations shall, at a minimum, allow for: (1) discovery
11    of names and addresses of persons who may be called as
12    expert witnesses at the hearing, a summary of the facts or
13    opinions each witness will testify to, and all other the
14    omission of any such name to result in a preclusion of the
15    testimony of such witness in the absence of a showing of
16    good cause and the express permission of the hearing
17    officer; (2) bills of particulars; (3) written
18    interrogatories; and (4) production of relevant documents
19    and materials, including information maintained
20    electronically, relevant to its own as well as the other
21    party's case (the hearing officer may exclude witnesses and
22    exhibits not identified and shared, except those offered in
23    rebuttal for which the party could not reasonably have
24    anticipated prior to the hearing); pre-hearing discovery
25    and preparation, including provision for written
26    interrogatories and requests for production of documents,

 

 

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1    provided that discovery depositions are prohibited; the
2    conduct of the hearing; the right of each party to be
3    represented by counsel, the offer of evidence and witnesses
4    and the cross-examination of witnesses; the authority of
5    the hearing officer to issue subpoenas and subpoenas duces
6    tecum, provided that the hearing officer may limit the
7    number of witnesses to be subpoenaed on behalf of each
8    party to no more than 7; the length of post-hearing briefs;
9    and the form, length, and content of hearing officers'
10    decisions. The per diem allowance for the hearing officer
11    shall be determined and paid by the State Board of
12    Education. The hearing officer shall hold a hearing and
13    render a final decision for dismissal pursuant to Article
14    24A of this Code or shall report to the school board
15    findings of fact and a recommendation as to whether or not
16    the teacher must be dismissed for conduct. The hearing
17    officer shall commence the hearing within 75 days and
18    conclude the hearing within 120 days after being selected
19    as the hearing officer, provided that the hearing officer
20    may modify these timelines upon the showing of good cause
21    or mutual agreement of the parties. Good cause for the
22    purpose of this subsection (d) shall mean the illness or
23    otherwise unavoidable emergency of the teacher, district
24    representative, their legal representatives, the hearing
25    officer, or an essential witness as indicated in each
26    party's pre-hearing submission. In a dismissal hearing

 

 

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1    pursuant to Article 24A of this Code, the hearing officer
2    shall consider and give weight to all of the teacher's
3    evaluations written pursuant to Article 24A that are
4    relevant to the issues in the hearing.
5        Each party shall have no more than 3 days to present
6    its case, unless extended by the hearing officer to enable
7    a party to present adequate evidence and testimony,
8    including due to the other party's cross-examination of the
9    party's witnesses, for good cause or by mutual agreement of
10    the parties. The State Board of Education shall define in
11    rules the meaning of "day" for such purposes. The teacher
12    has the privilege of being present at the hearing with
13    counsel and of cross-examining witnesses and may offer
14    evidence and witnesses and present defenses to the charges.
15    The hearing officer may issue subpoenas and subpoenas duces
16    tecum requiring the attendance of witnesses and, at the
17    request of the teacher against whom a charge is made or the
18    board, shall issue such subpoenas, but the hearing officer
19    may limit the number of witnesses to be subpoenaed in
20    behalf of the teacher or the board to not more than 10. All
21    testimony at the hearing shall be taken under oath
22    administered by the hearing officer. The hearing officer
23    shall cause a record of the proceedings to be kept and
24    shall employ a competent reporter to take stenographic or
25    stenotype notes of all the testimony. The costs of the
26    reporter's attendance and services at the hearing shall be

 

 

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1    paid by the party or parties who are responsible for paying
2    the fees and costs of the hearing officer State Board of
3    Education. Either party desiring a transcript of the
4    hearing shall pay for the cost thereof. Any post-hearing
5    briefs must be submitted by the parties by no later than 21
6    days after a party's receipt of the transcript of the
7    hearing, unless extended by the hearing officer for good
8    cause or by mutual agreement of the parties.
9        (7) If in the opinion of the board the interests of the
10    school require it, the board may suspend the teacher
11    pending the hearing, but if acquitted the teacher shall not
12    suffer the loss of any salary by reason of the suspension.
13        Before setting a hearing on charges stemming from
14    causes that are considered remediable, a board must give
15    the teacher reasonable warning in writing, stating
16    specifically the causes which, if not removed, may result
17    in charges; however, no such written warning shall be
18    required if the causes have been the subject of a
19    remediation plan pursuant to Article 24A. The hearing
20    officer shall consider and give weight to all of the
21    teacher's evaluations written pursuant to Article 24A.The
22    hearing officer shall, within 30 days from the conclusion
23    of the hearing or closure of the record, whichever is
24    later, make a decision as to whether or not the teacher
25    shall be dismissed pursuant to Article 24A of this Code or
26    report to the school board findings of fact and a

 

 

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1    recommendation as to whether or not the teacher shall be
2    dismissed for cause and shall give a copy of the decision
3    or findings of fact and recommendation to both the teacher
4    and the school board. If the hearing officer fails to
5    render a decision within 30 days, the State Board of
6    Education shall communicate with the hearing officer to
7    determine the date that the parties can reasonably expect
8    to receive the decision. The State Board of Education shall
9    provide copies of all such communications to the parties.
10    In the event the hearing officer fails without good cause
11    to make a decision within the 30 day period, the name of
12    such hearing officer shall be struck for a period of not
13    more than 24 months from the master list of hearing
14    officers maintained by the State Board of Education. If a
15    hearing officer fails without good cause, specifically
16    provided in writing to both parties and the State Board of
17    Education, to render a decision or findings of fact and
18    recommendation within 30 days 3 months after the hearing is
19    concluded or the record is closed, whichever is later, the
20    State Board of Education shall provide the parties with a
21    new list of prospective, impartial hearing officers, with
22    the same qualifications provided herein, one of whom shall
23    be selected, as provided in this Section, to review the
24    record and render a decision. The parties may mutually
25    agree to select a hearing officer pursuant to the
26    alternative procedure, as provided in this Section, to

 

 

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1    rehear the charges heard by the hearing officer who failed
2    to render a decision or findings of fact and recommendation
3    or to review the record and render a decision. If any the
4    hearing officer fails without good cause, specifically
5    provided in writing to both parties and the State Board of
6    Education, to render a decision or findings of fact and
7    recommendation within 30 days 3 months after the hearing is
8    concluded or the record is closed, whichever is later, the
9    hearing officer shall be removed from the master list of
10    hearing officers maintained by the State Board of Education
11    for not more than 24 months. The parties and the State
12    Board of Education may also take such other actions as it
13    deems appropriate, including recovering, reducing, or
14    withholding any fees paid or to be paid to the hearing
15    officer. If any hearing officer repeats such failure, he or
16    she must be permanently removed from the master list
17    maintained by the State Board of Education and may not be
18    selected by parties through the alternative selection
19    process under this paragraph (7) or paragraph (4) of this
20    subsection (d). The board shall not lose jurisdiction to
21    discharge a teacher if the hearing officer fails to render
22    a decision or findings of fact and recommendation within
23    the time specified in this Section. If the decision of the
24    hearing officer for dismissal pursuant to Article 24A of
25    this Code or of the school board for dismissal for cause is
26    in favor of the teacher, then the hearing officer or school

 

 

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1    board shall order reinstatement to the same or
2    substantially equivalent position and shall determine the
3    amount for which the school board is liable, including, but
4    not limited to, loss of income and benefits.
5        (8) The school board, within 45 days after receipt of
6    the hearing officer's findings of fact and recommendation
7    as to whether (i) the conduct at issue occurred, (ii) the
8    conduct that did occur was remediable, and (iii) the
9    proposed dismissal should be sustained, shall issue a
10    written order as to whether the teacher must be retained or
11    dismissed for cause from its employ. The school board's
12    written order shall incorporate the hearing officer's
13    findings of fact, except that the school board may modify
14    or supplement the findings of fact if, in its opinion, the
15    findings of fact are against the manifest weight of the
16    evidence.
17        If the school board dismisses the teacher
18    notwithstanding the hearing officer's findings of fact and
19    recommendation, the school board shall make a conclusion in
20    its written order, giving its reasons therefor, and such
21    conclusion and reasons must be included in its written
22    order. The failure of the school board to strictly adhere
23    to the timelines contained in this Section shall not render
24    it without jurisdiction to dismiss the teacher. The school
25    board shall not lose jurisdiction to discharge the teacher
26    for cause if the hearing officer fails to render a

 

 

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1    recommendation within the time specified in this Section.
2    The decision of the school board is final, unless reviewed
3    as provided in paragraph (9) of this subsection (d).
4        If the school board retains the teacher, the school
5    board shall enter a written order stating the amount of
6    back pay and lost benefits, less mitigation, to be paid to
7    the teacher, within 45 days after its retention order.
8    Should the teacher object to the amount of the back pay and
9    lost benefits or amount mitigated, the teacher shall give
10    written objections to the amount within 21 days. If the
11    parties fail to reach resolution within 7 days, the dispute
12    shall be referred to the hearing officer, who shall
13    consider the school board's written order and teacher's
14    written objection and determine the amount to which the
15    school board is liable. The costs of the hearing officer's
16    review and determination must be paid by the board.
17        (9) The decision of the hearing officer pursuant to
18    Article 24A of this Code or of the school board's decision
19    to dismiss for cause is final unless reviewed as provided
20    in Section 24-16 of this Act. If the school board's
21    decision to dismiss for cause is contrary to the hearing
22    officer's recommendation, the court on review shall give
23    consideration to the school board's decision and its
24    supplemental findings of fact, if applicable, and the
25    hearing officer's findings of fact and recommendation in
26    making its decision. In the event such review is

 

 

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1    instituted, the school board shall be responsible for any
2    costs of preparing and filing the record of proceedings,
3    and such costs associated therewith must be divided equally
4    between the parties shall be paid by the board.
5        (10) If a decision of the hearing officer for dismissal
6    pursuant to Article 24A of this Code or of the school board
7    for dismissal for cause is adjudicated upon review or
8    appeal in favor of the teacher, then the trial court shall
9    order reinstatement and shall remand the matter to
10    determine the amount for which the school board with
11    direction for entry of an order setting the amount of back
12    pay, lost benefits, and costs, less mitigation. The teacher
13    may challenge the school board's order setting the amount
14    of back pay, lost benefits, and costs, less mitigation,
15    through an expedited arbitration procedure, with the costs
16    of the arbitrator borne by the school board is liable
17    including but not limited to loss of income and costs
18    incurred therein.
19        Any teacher who is reinstated by any hearing or
20    adjudication brought under this Section shall be assigned
21    by the board to a position substantially similar to the one
22    which that teacher held prior to that teacher's suspension
23    or dismissal.
24        (11) The changes made by this amendatory Act of the
25    97th General Assembly shall apply to dismissals instituted
26    on or after September 1, 2011 or the effective date of this

 

 

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1    amendatory Act of the 97th General Assembly, whichever is
2    later. Any dismissal instituted prior to the effective date
3    of these changes must be carried out in accordance with the
4    requirements of this Section prior to amendment by this
5    amendatory Act of 97th General Assembly.
6        If, by reason of any change in the boundaries of school
7    districts, or by reason of the creation of a new school
8    district, the position held by any teacher having a
9    contractual continued service status is transferred from
10    one board to the control of a new or different board, the
11    contractual continued service status of such teacher is not
12    thereby lost, and such new or different board is subject to
13    this Act with respect to such teacher in the same manner as
14    if such teacher were its employee and had been its employee
15    during the time such teacher was actually employed by the
16    board from whose control the position was transferred.
17(Source: P.A. 89-618, eff. 8-9-96; 90-224, eff. 7-25-97.)
 
18    (105 ILCS 5/24-16)  (from Ch. 122, par. 24-16)
19    Sec. 24-16. Judicial review of administrative decision.
20The provisions of the Administrative Review Law, and all
21amendments and modifications thereof and the rules adopted
22pursuant thereto, shall apply to and govern all proceedings
23instituted for the judicial review of final administrative
24decisions of the a hearing officer for dismissals pursuant to
25Article 24A of this Code or of a school board for dismissal for

 

 

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1cause under Section 24-12 of this Article. The term
2"administrative decision" is defined as in Section 3-101 of the
3Code of Civil Procedure.
4(Source: P.A. 82-783.)
 
5    (105 ILCS 5/24-16.5 new)
6    Sec. 24-16.5. Optional alternative evaluative dismissal
7process for PERA evaluations.
8    (a) As used in this Section:
9    "Applicable hearing requirements" means, for any school
10district having less than 500,000 inhabitants or a program of a
11special education joint agreement, those procedures and
12requirements relating to a teacher's request for a hearing,
13selection of a hearing officer, pre-hearing and hearing
14procedures, and post-hearing briefs set forth in paragraphs (1)
15through (6) of subsection (d) of Section 24-12 of this Code.
16    "Board" means, for a school district having less than
17500,000 inhabitants or a program of a special education joint
18agreement, the board of directors, board of education, or board
19of school inspectors, as the case may be. For a school district
20having 500,000 inhabitants or more, "board" means the Chicago
21Board of Education.
22    "Evaluator" means an evaluator, as defined in Section
2324A-2.5 of this Code, who has successfully completed the
24pre-qualification program described in subsection (b) of
25Section 24A-3 of this Code.

 

 

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1    "Hearing procedures" means, for a school district having
2500,000 inhabitants or more, those procedures and requirements
3relating to a teacher's request for a hearing, selection of a
4hearing officer, pre-hearing and hearing procedures, and
5post-hearing briefs set forth in paragraphs (1) through (5) of
6subsection (a) of Section 34-85 of this Code.
7    "PERA-trained board member" means a member of a board that
8has completed a training program on PERA evaluations either
9administered or approved by the State Board of Education.
10    "PERA evaluation" means a performance evaluation of a
11teacher after the implementation date of an evaluation system
12for teachers, as specified by Section 24A-2.5 of this Code,
13using a performance evaluation instrument and process that
14meets the minimum requirements for teacher evaluation
15instruments and processes set forth in rules adopted by the
16State Board of Education to implement Public Act 96-861.
17    "Remediation" means the remediation plan, mid-point and
18final evaluations, and related processes and requirements set
19forth in subdivisions (i), (j), and (k) of Section 24A-5 of
20this Code.
21    "School district" means a school district or a program of a
22special education joint agreement.
23    "Second evaluator" means an evaluator who either conducts
24the mid-point and final remediation evaluation or conducts an
25independent assessment of whether the teacher completed the
26remediation plan with a rating equal to or better than a

 

 

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1"Proficient" rating, all in accordance with subdivision (c) of
2this Section.
3    "Student growth components" means the components of a
4performance evaluation plan described in subdivision (c) of
5Section 24A-5 of this Code, as may be supplemented by
6administrative rules adopted by the State Board of Education.
7    "Teacher practice components" means the components of a
8performance evaluation plan described in subdivisions (a) and
9(b) of Section 24A-5 of this Code, as may be supplemented by
10administrative rules adopted by the State Board of Education.
11    "Teacher representatives" means the exclusive bargaining
12representative of a school district's teachers or, if no
13exclusive bargaining representatives exists, a representative
14committee selected by teachers.
15    (b) This Section applies to all school districts, including
16those having 500,000 or more inhabitants. The optional
17dismissal process set forth in this Section is an alternative
18to those set forth in Sections 24-12 and 34-85 of this Code.
19Nothing in this Section is intended to change the existing
20practices or precedents under Section 24-12 or 34-85 of this
21Code, nor shall this Section be interpreted as implying
22standards and procedures that should or must be used as part of
23a remediation that precedes a dismissal sought under Section
2424-12 or 34-85 of this Code.
25    A board may dismiss a teacher who has entered upon
26contractual continued service under this Section if the

 

 

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1following are met:
2        (1) the cause of dismissal is that the teacher has
3    failed to complete a remediation plan with a rating equal
4    to or better than a "Proficient" rating;
5        (2) the "Unsatisfactory" performance evaluation rating
6    that preceded remediation resulted from a PERA evaluation;
7    and
8        (3) the school district has complied with subsection
9    (c) of this Section.
10    A school district may not, through agreement with a teacher
11or its teacher representatives, waive its right to dismiss a
12teacher under this Section.
13    (c) Each school district electing to use the dismissal
14process set forth in this Section must comply with the
15pre-remediation and remediation activities and requirements
16set forth in this subsection (c).
17        (1) Before a school district's first remediation
18    relating to a dismissal under this Section, the school
19    district must create and establish a list of at least 2
20    evaluators who will be available to serve as second
21    evaluators under this Section. The school district shall
22    provide its teacher representatives with an opportunity to
23    submit additional names of teacher evaluators who will be
24    available to serve as second evaluators and who will be
25    added to the list created and established by the school
26    district, provided that, unless otherwise agreed to by the

 

 

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1    school district, the teacher representatives may not
2    submit more teacher evaluators for inclusion on the list
3    than the number of evaluators submitted by the school
4    district. Each teacher evaluator must either have (i)
5    National Board of Professional Teaching Standards
6    certification, with no "Unsatisfactory" or "Needs
7    Improvement" performance evaluating ratings in his or her 2
8    most recent performance evaluation ratings; or (ii)
9    "Excellent" performance evaluation ratings in 2 of his or
10    her 3 most recent performance evaluations, with no "Needs
11    Improvement" or "Unsatisfactory" performance evaluation
12    ratings in his or her last 3 ratings. If the teacher
13    representatives do not submit a list of teacher evaluators
14    within 21 days after the school district's request, the
15    school district may precede with a remediation using a list
16    that includes only the school district's selections.
17    Either the school district or the teacher representatives
18    may revise or add to their selections for the list at any
19    time with notice to the other party, subject to the
20    limitations set forth in this paragraph (1).
21        (2) Before a school district's first remediation
22    relating to a dismissal under this Section, the school
23    district shall, in good faith cooperation with its teacher
24    representatives, establish a process for the selection of a
25    second evaluator from the list created pursuant to
26    paragraph (1) of this subsection (c). Such process may be

 

 

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1    amended at any time in good faith cooperation with the
2    teacher representatives. If the teacher representatives
3    are given an opportunity to cooperate with the school
4    district and elect not to do so, the school district may,
5    at its discretion, establish or amend the process for
6    selection. Before the hearing officer and as part of any
7    judicial review of a dismissal under this Section, a
8    teacher may not challenge a remediation or dismissal on the
9    grounds that the process used by the school district to
10    select a second evaluator was not established in good faith
11    cooperation with its teacher representatives.
12        (3) For each remediation preceding a dismissal under
13    this Section, the school district shall select a second
14    evaluator from the list of second evaluators created
15    pursuant to paragraph (1) of this subsection (c), using the
16    selection process established pursuant to paragraph (2) of
17    this subsection (c). The selected second evaluator may not
18    be the same individual who determined the teacher's
19    "Unsatisfactory" performance evaluation rating preceding
20    remediation, and, if the second evaluator is an
21    administrator, may not be a direct report to the individual
22    who determined the teacher's "Unsatisfactory" performance
23    evaluation rating preceding remediation. The school
24    district's authority to select a second evaluator from the
25    list of second evaluators must not be delegated or limited
26    through any agreement with the teacher representatives,

 

 

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1    provided that nothing shall prohibit a school district and
2    its teacher representatives from agreeing to a formal peer
3    evaluation process as permitted under Article 24A of this
4    Code that could be used to meet the requirements for the
5    selection of second evaluators under this subsection (c).
6        (4) The second evaluator selected pursuant to
7    paragraph (3) of this subsection (c) must either (i)
8    conduct the mid-point and final evaluation during
9    remediation or (ii) conduct an independent assessment of
10    whether the teacher completed the remediation plan with a
11    rating equal to or better than a "Proficient" rating, which
12    independent assessment shall include, but is not limited
13    to, personal or video recorded observations of the teacher
14    that relate to the teacher practice components of the
15    remediation plan. Nothing in this subsection (c) shall be
16    construed to limit or preclude the participation of the
17    evaluator who rated a teacher as "Unsatisfactory" in
18    remediation.
19    (d) To institute a dismissal proceeding under this Section,
20the board must first provide written notice to the teacher
21within 30 days after the completion of the final remediation
22evaluation. The notice shall comply with the applicable hearing
23requirements and, in addition, must specify that dismissal is
24sought under this Section and include a copy of each
25performance evaluation relating to the scope of the hearing as
26described in this subsection (d).

 

 

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1    The applicable hearing requirements shall apply to the
2teacher's request for a hearing, the selection and
3qualifications of the hearing officer, and pre-hearing and
4hearing procedures, except that all of the following must be
5met:
6        (1) The hearing officer must, in addition to meeting
7    the qualifications set forth in the applicable hearing
8    requirements, have successfully completed the
9    pre-qualification program described in subsection (b) of
10    Section 24A-3 of this Code, unless the State Board of
11    Education waives this requirement to provide an adequate
12    pool of hearing officers for consideration.
13        (2) The scope of the hearing must be limited as
14    follows:
15            (A) The school district must demonstrate the
16        following:
17                (i) that the "Unsatisfactory" performance
18            evaluation rating that preceded remediation
19            applied the teacher practice components and
20            student growth components and determined an
21            overall evaluation rating of "Unsatisfactory" in
22            accordance with the standards and requirements of
23            the school district's evaluation plan;
24                (ii) that the remediation plan complied with
25            the requirements of Section 24A-5 of this Code;
26                (iii) that the teacher failed to complete the

 

 

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1            remediation plan with a performance evaluation
2            rating equal to or better than a "Proficient"
3            rating, based upon a final remediation evaluation
4            meeting the applicable standards and requirements
5            of the school district's evaluation plan; and
6                (iv) that if the second evaluator selected
7            pursuant to paragraph (3) of subsection (c) of this
8            Section does not conduct the mid-point and final
9            evaluation and makes an independent assessment
10            that the teacher completed the remediation plan
11            with a rating equal to or better than a
12            "Proficient" rating, the school district must
13            demonstrate that the final remediation evaluation
14            is a more valid assessment of the teacher's
15            performance than the assessment made by the second
16            evaluator.
17            (B) The teacher may only challenge the substantive
18        and procedural aspects of (i) the "Unsatisfactory"
19        performance evaluation rating that led to the
20        remediation, (ii) the remediation plan, and (iii) the
21        final remediation evaluation. To the extent the
22        teacher challenges procedural aspects, including any
23        in applicable collective bargaining agreement
24        provisions, of a relevant performance evaluation
25        rating or the remediation plan, the teacher must
26        demonstrate how an alleged procedural defect

 

 

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1        materially affected the teacher's ability to
2        demonstrate a level of performance necessary to avoid
3        remediation or dismissal or successfully complete the
4        remediation plan. Without any such material effect, a
5        procedural defect shall not impact the assessment by
6        the hearing officer, board, or reviewing court of the
7        validity of a performance evaluation or a remediation
8        plan.
9            (C) The hearing officer shall only consider and
10        give weight to performance evaluations relevant to the
11        scope of the hearing as described in clauses (A) and
12        (B) of this subdivision (2).
13        (3) Each party shall be given only 2 days to present
14    evidence and testimony relating to the scope of the
15    hearing, unless a longer period is mutually agreed to by
16    the parties or deemed necessary by the hearing officer to
17    enable a party to present adequate evidence and testimony
18    to address the scope of the hearing, including due to the
19    other party's cross-examination of the party's witnesses.
20    (e) The provisions of Sections 24-12 and 34-85 pertaining
21to the decision or recommendation of the hearing officer do not
22apply to dismissal proceedings under this Section. For any
23dismissal proceedings under this Section, the hearing officer
24shall not issue a decision, and shall issue only findings of
25fact and a recommendation, including the reasons therefor, to
26the board to either retain or dismiss the teacher and shall

 

 

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1give a copy of the report to both the teacher and the
2superintendent of the school district. The hearing officer's
3findings of fact and recommendation must be issued within 30
4days from the close of the record of the hearing.
5    The State Board of Education shall adopt rules regarding
6the length of the hearing officer's findings of fact and
7recommendation. If a hearing officer fails without good cause,
8specifically provided in writing to both parties and the State
9Board of Education, to render a recommendation within 30 days
10after the hearing is concluded or the record is closed,
11whichever is later, the parties may mutually agree to select a
12hearing officer pursuant to the alternative procedure, as
13provided in Section 24-12 or 34-85, to rehear the charges heard
14by the hearing officer who failed to render a recommendation or
15to review the record and render a recommendation. If any
16hearing officer fails without good cause, specifically
17provided in writing to both parties and the State Board of
18Education, to render a recommendation within 30 days after the
19hearing is concluded or the record is closed, whichever is
20later, the hearing officer shall be removed from the master
21list of hearing officers maintained by the State Board of
22Education for not more than 24 months. The parties and the
23State Board of Education may also take such other actions as it
24deems appropriate, including recovering, reducing, or
25withholding any fees paid or to be paid to the hearing officer.
26If any hearing officer repeats such failure, he or she shall be

 

 

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1permanently removed from the master list of hearing officers
2maintained by the State Board of Education.
3    (f) The board, within 45 days after receipt of the hearing
4officer's findings of fact and recommendation, shall decide,
5through adoption of a written order, whether the teacher must
6be dismissed from its employ or retained, provided that only
7PERA-trained board members may participate in the vote with
8respect to the decision.
9    If the board dismisses the teacher notwithstanding the
10hearing officer's recommendation of retention, the board shall
11make a conclusion, giving its reasons therefor, and such
12conclusion and reasons must be included in its written order.
13The failure of the board to strictly adhere to the timelines
14contained in this Section does not render it without
15jurisdiction to dismiss the teacher. The board shall not lose
16jurisdiction to discharge the teacher if the hearing officer
17fails to render a recommendation within the time specified in
18this Section. The decision of the board is final, unless
19reviewed as provided in subsection (g) of this Section.
20    If the board retains the teacher, the board shall enter a
21written order stating the amount of back pay and lost benefits,
22less mitigation, to be paid to the teacher, within 45 days of
23its retention order.
24    (g) A teacher dismissed under this Section may apply for
25and obtain judicial review of a decision of the board in
26accordance with the provisions of the Administrative Review

 

 

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1Law, except as follows:
2        (1) for a teacher dismissed by a school district having
3    500,000 inhabitants or more, such judicial review must be
4    taken directly to the appellate court of the judicial
5    district in which the board maintains its primary
6    administrative office, and any direct appeal to the
7    appellate court must be filed within 35 days from the date
8    that a copy of the decision sought to be reviewed was
9    served upon the teacher;
10        (2) for a teacher dismissed by a school district having
11    less than 500,000 inhabitants after the hearing officer
12    recommended dismissal, such judicial review must be taken
13    directly to the appellate court of the judicial district in
14    which the board maintains its primary administrative
15    office, and any direct appeal to the appellate court must
16    be filed within 35 days from the date that a copy of the
17    decision sought to be reviewed was served upon the teacher;
18    and
19        (3) for all school districts, if the hearing officer
20    recommended dismissal, the decision of the board may be
21    reversed only if it is found to be arbitrary, capricious,
22    an abuse of discretion, or not in accordance with law.
23    In the event judicial review is instituted by a teacher,
24any costs of preparing and filing the record of proceedings
25must be paid by the teacher. If a decision of the board is
26adjudicated upon judicial review in favor of the teacher, then

 

 

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1the court shall remand the matter to the board with direction
2for entry of an order setting the amount of back pay, lost
3benefits, and costs, less mitigation. The teacher may challenge
4the board's order setting the amount of back pay, lost
5benefits, and costs, less mitigation, through an expedited
6arbitration procedure with the costs of the arbitrator borne by
7the board.
 
8    (105 ILCS 5/24A-2.5)
9    Sec. 24A-2.5. Definitions. In this Article:
10    "Evaluator" means:
11        (1) an administrator qualified under Section 24A-3; or
12        (2) other individuals qualified under Section 24A-3,
13    provided that, if such other individuals are in the
14    bargaining unit of a district's teachers, the district and
15    the exclusive bargaining representative of that unit must
16    agree to those individuals evaluating other bargaining
17    unit members.
18    Notwithstanding anything to the contrary in item (2) of
19this definition, a school district operating under Article 34
20of this Code may require department chairs qualified under
21Section 24A-3 to evaluate teachers in their department or
22departments, provided that the school district shall bargain
23with the bargaining representative of its teachers over the
24impact and effects on department chairs of such a requirement.
25    "Implementation date" means, unless otherwise specified

 

 

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1and provided that the requirements set forth in subsection (d)
2of Section 24A-20 have been met:
3        (1) For school districts having 500,000 or more
4    inhabitants, in at least 300 schools by September 1, 2012
5    and in the remaining schools by September 1, 2013.
6        (2) For school districts having less than 500,000
7    inhabitants and receiving a Race to the Top Grant or School
8    Improvement Grant after the effective date of this
9    amendatory Act of the 96th General Assembly, the date
10    specified in those grants for implementing an evaluation
11    system for teachers and principals incorporating student
12    growth as a significant factor.
13        (3) For the lowest performing 20% percent of remaining
14    school districts having less than 500,000 inhabitants
15    (with the measure of and school year or years used for
16    school district performance to be determined by the State
17    Superintendent of Education at a time determined by the
18    State Superintendent), September 1, 2015.
19        (4) For all other school districts having less than
20    500,000 inhabitants, September 1, 2016.
21    Notwithstanding items (3) and (4) of this definition, a
22school district and the exclusive bargaining representative of
23its teachers may jointly agree in writing to an earlier
24implementation date, provided that such date must not be
25earlier than September 1, 2013. The written agreement of the
26district and the exclusive bargaining representative must be

 

 

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1transmitted to the State Board of Education.
2    "Race to the Top Grant" means a grant made by the Secretary
3of the U.S. Department of Education for the program first
4funded pursuant to paragraph (2) of Section 14006(a) of the
5American Recovery and Reinvestment Act of 2009.
6    "School Improvement Grant" means a grant made by the
7Secretary of the U.S. Department of Education pursuant to
8Section 1003(g) of the Elementary and Secondary Education Act.
9(Source: P.A. 96-861, eff. 1-15-10.)
 
10    (105 ILCS 5/24A-5)  (from Ch. 122, par. 24A-5)
11    Sec. 24A-5. Content of evaluation plans. This Section does
12not apply to teachers assigned to schools identified in an
13agreement entered into between the board of a school district
14operating under Article 34 of this Code and the exclusive
15representative of the district's teachers in accordance with
16Section 34-85c of this Code.
17    Each school district to which this Article applies shall
18establish a teacher evaluation plan which ensures that each
19teacher in contractual continued service is evaluated at least
20once in the course of every 2 school years.
21    By no later than September 1, 2012, each school district
22shall establish a teacher evaluation plan that ensures that:
23        (1) each teacher not in contractual continued service
24    is evaluated at least once every school year; and
25        (2) each teacher in contractual continued service is

 

 

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1    evaluated at least once in the course of every 2 school
2    years. However, any teacher in contractual continued
3    service whose performance is rated as either "needs
4    improvement" or "unsatisfactory" must be evaluated at
5    least once in the school year following the receipt of such
6    rating.
7    Notwithstanding anything to the contrary in this Section or
8any other Section of the School Code, a principal shall not be
9prohibited from evaluating any teachers within a school during
10his or her first year as principal of such school.
11    The evaluation plan shall comply with the requirements of
12this Section and of any rules adopted by the State Board of
13Education pursuant to this Section.
14    The plan shall include a description of each teacher's
15duties and responsibilities and of the standards to which that
16teacher is expected to conform, and shall include at least the
17following components:
18        (a) personal observation of the teacher in the
19    classroom by the evaluator, unless the teacher has no
20    classroom duties.
21        (b) consideration of the teacher's attendance,
22    planning, instructional methods, classroom management,
23    where relevant, and competency in the subject matter
24    taught.
25        (c) by no later than the applicable implementation
26    date, consideration of student growth as a significant

 

 

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1    factor in the rating of the teacher's performance.
2        (d) prior to September 1, 2012, rating of the
3    performance of teachers in contractual continued service
4    as either:
5            (i) "excellent", "satisfactory" or
6        "unsatisfactory"; or
7            (ii) "excellent", "proficient", "needs
8        improvement" or "unsatisfactory".
9        (e) on and after September 1, 2012, rating of the
10    performance of all teachers in contractual continued
11    service as "excellent", "proficient", "needs improvement"
12    or "unsatisfactory".
13        (f) specification as to the teacher's strengths and
14    weaknesses, with supporting reasons for the comments made.
15        (g) inclusion of a copy of the evaluation in the
16    teacher's personnel file and provision of a copy to the
17    teacher.
18        (h) within 30 school days after the completion of an
19    evaluation rating a teacher in contractual continued
20    service as "needs improvement", development by the
21    evaluator, in consultation with the teacher, and taking
22    into account the teacher's on-going professional
23    responsibilities including his or her regular teaching
24    assignments, of a professional development plan directed
25    to the areas that need improvement and any supports that
26    the district will provide to address the areas identified

 

 

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1    as needing improvement.
2        (i) within 30 school days after completion of an
3    evaluation rating a teacher in contractual continued
4    service as "unsatisfactory", development and commencement
5    by the district of a remediation plan designed to correct
6    deficiencies cited, provided the deficiencies are deemed
7    remediable. In all school districts the remediation plan
8    for unsatisfactory, tenured teachers shall provide for 90
9    school days of remediation within the classroom, unless an
10    applicable collective bargaining agreement provides for a
11    shorter duration. In all school districts evaluations
12    issued pursuant to this Section shall be issued within 10
13    days after the conclusion of the respective remediation
14    plan. However, the school board or other governing
15    authority of the district shall not lose jurisdiction to
16    discharge a teacher in the event the evaluation is not
17    issued within 10 days after the conclusion of the
18    respective remediation plan.
19        (j) participation in the remediation plan by the
20    teacher in contractual continued service rated
21    "unsatisfactory", an evaluator and a consulting teacher
22    selected by the evaluator of the teacher who was rated
23    "unsatisfactory", which consulting teacher is an
24    educational employee as defined in the Educational Labor
25    Relations Act, has at least 5 years' teaching experience,
26    and a reasonable familiarity with the assignment of the

 

 

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1    teacher being evaluated, and who received an "excellent"
2    rating on his or her most recent evaluation. Where no
3    teachers who meet these criteria are available within the
4    district, the district shall request and the applicable
5    regional office of education shall supply, to participate
6    in the remediation process, an individual who meets these
7    criteria.
8        In a district having a population of less than 500,000
9    with an exclusive bargaining agent, the bargaining agent
10    may, if it so chooses, supply a roster of qualified
11    teachers from whom the consulting teacher is to be
12    selected. That roster shall, however, contain the names of
13    at least 5 teachers, each of whom meets the criteria for
14    consulting teacher with regard to the teacher being
15    evaluated, or the names of all teachers so qualified if
16    that number is less than 5. In the event of a dispute as to
17    qualification, the State Board shall determine
18    qualification.
19        (k) a mid-point and final evaluation by an evaluator
20    during and at the end of the remediation period,
21    immediately following receipt of a remediation plan
22    provided for under subsections (i) and (j) of this Section.
23    Each evaluation shall assess the teacher's performance
24    during the time period since the prior evaluation; provided
25    that the last evaluation shall also include an overall
26    evaluation of the teacher's performance during the

 

 

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1    remediation period. A written copy of the evaluations and
2    ratings, in which any deficiencies in performance and
3    recommendations for correction are identified, shall be
4    provided to and discussed with the teacher within 10 school
5    days after the date of the evaluation, unless an applicable
6    collective bargaining agreement provides to the contrary.
7    These subsequent evaluations shall be conducted by an
8    evaluator. The consulting teacher shall provide advice to
9    the teacher rated "unsatisfactory" on how to improve
10    teaching skills and to successfully complete the
11    remediation plan. The consulting teacher shall participate
12    in developing the remediation plan, but the final decision
13    as to the evaluation shall be done solely by the evaluator,
14    unless an applicable collective bargaining agreement
15    provides to the contrary. Evaluations at the conclusion of
16    the remediation process shall be separate and distinct from
17    the required annual evaluations of teachers and shall not
18    be subject to the guidelines and procedures relating to
19    those annual evaluations. The evaluator may but is not
20    required to use the forms provided for the annual
21    evaluation of teachers in the district's evaluation plan.
22        (l) reinstatement to the evaluation schedule set forth
23    in the district's evaluation plan for any teacher in
24    contractual continued service who achieves a rating equal
25    to or better than "satisfactory" or "proficient" in the
26    school year following a rating of "needs improvement" or

 

 

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1    "unsatisfactory".
2        (m) dismissal in accordance with subsection (d) of
3    Section 24-12 or Section 24-16.5 or 34-85 of this the
4    School Code of any teacher who fails to complete any
5    applicable remediation plan with a rating equal to or
6    better than a "satisfactory" or "proficient" rating.
7    Districts and teachers subject to dismissal hearings are
8    precluded from compelling the testimony of consulting
9    teachers at such hearings under subsection (d) of Section
10    24-12 or Section 24-16.5 or 34-85 of this Code, either as
11    to the rating process or for opinions of performances by
12    teachers under remediation.
13        (n) After the implementation date of an evaluation
14    system for teachers in a district as specified in Section
15    24A-2.5 of this Code, if a teacher in contractual continued
16    service successfully completes a remediation plan
17    following a rating of "unsatisfactory" and receives a
18    subsequent rating of "unsatisfactory" in any of the
19    teacher's annual or biannual overall performance
20    evaluation ratings received during the 36-month period
21    following the teacher's completion of the remediation
22    plan, then the school district may forego remediation and
23    seek dismissal in accordance with subsection (d) of Section
24    24-12 or Section 34-85 of this Code.
25    Nothing in this Section or Section 24A-4 shall be construed
26as preventing immediate dismissal of a teacher for deficiencies

 

 

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1which are deemed irremediable or for actions which are
2injurious to or endanger the health or person of students in
3the classroom or school, or preventing the dismissal or
4non-renewal of teachers not in contractual continued service
5for any reason not prohibited by applicable employment, labor,
6and civil rights laws. Failure to strictly comply with the time
7requirements contained in Section 24A-5 shall not invalidate
8the results of the remediation plan.
9(Source: P.A. 95-510, eff. 8-28-07; 96-861, eff. 1-15-10;
1096-1423, eff. 8-3-10.)
 
11    (105 ILCS 5/34-84)  (from Ch. 122, par. 34-84)
12    Sec. 34-84. Appointments and promotions of teachers.
13Appointments and promotions of teachers shall be made for merit
14only, and after satisfactory service for a probationary period
15of 3 years with respect to probationary employees employed as
16full-time teachers in the public school system of the district
17before January 1, 1998 and 4 years with respect to probationary
18employees who are first employed as full-time teachers in the
19public school system of the district on or after January 1,
201998, (during which period the board may dismiss or discharge
21any such probationary employee upon the recommendation,
22accompanied by the written reasons therefor, of the general
23superintendent of schools and after which period ) appointments
24of teachers shall become permanent, subject to removal for
25cause in the manner provided by Section 34-85.

 

 

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1    For a probationary-appointed teacher in full-time service
2who is appointed on or after July 1, 2013 and who receives
3ratings of "excellent" during his or her first 3 school terms
4of full-time service, the probationary period shall be 3 school
5terms of full-time service. For a probationary-appointed
6teacher in full-time service who is appointed on or after July
71, 2013 and who had previously entered into contractual
8continued service in another school district in this State or a
9program of a special education joint agreement in this State,
10as defined in Section 24-11 of this Code, the probationary
11period shall be 2 school terms of full-time service, provided
12that (i) the teacher voluntarily resigned or was honorably
13dismissed from the prior district or program within the 3-month
14period preceding his or her appointment date, (ii) the
15teacher's last 2 ratings in the prior district or program were
16at least "proficient" and were issued after the prior
17district's or program's PERA implementation date, as defined in
18Section 24-11 of this Code, and (iii) the teacher receives
19ratings of "excellent" during his or her first 2 school terms
20of full-time service.
21    For a probationary-appointed teacher in full-time service
22who is appointed on or after July 1, 2013 and who has not
23entered into contractual continued service after 2 or 3 school
24terms of full-time service as provided in this Section, the
25probationary period shall be 4 school terms of full-time
26service, provided that the teacher receives a rating of at

 

 

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1least "proficient" in the last school term and a rating of at
2least "proficient" in either the second or third school term.
3    As used in this Section, "school term" means the school
4term established by the board pursuant to Section 10-19 of this
5Code, and "full-time service" means the teacher has actually
6worked at least 150 days during the school term. As used in
7this Article, "teachers" means and includes all members of the
8teaching force excluding the general superintendent and
9principals.
10    There shall be no reduction in teachers because of a
11decrease in student membership or a change in subject
12requirements within the attendance center organization after
13the 20th day following the first day of the school year, except
14that: (1) this provision shall not apply to desegregation
15positions, special education positions, or any other positions
16funded by State or federal categorical funds, and (2) at
17attendance centers maintaining any of grades 9 through 12,
18there may be a second reduction in teachers on the first day of
19the second semester of the regular school term because of a
20decrease in student membership or a change in subject
21requirements within the attendance center organization.
22    The school principal shall make the decision in selecting
23teachers to fill new and vacant positions consistent with
24Section 34-8.1.
25(Source: P.A. 89-15, eff. 5-30-95; 90-548, eff. 1-1-98.)
 

 

 

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1    (105 ILCS 5/34-85)  (from Ch. 122, par. 34-85)
2    Sec. 34-85. Removal for cause; Notice and hearing;
3Suspension.
4    (a) No teacher employed by the board of education shall
5(after serving the probationary period specified in Section
634-84) be removed except for cause. Teachers (who have
7completed the probationary period specified in Section 34-84 of
8this Code) shall be removed for cause in accordance with the
9procedures set forth in this Section or, at the board's option,
10the procedures set forth in Section 24-16.5 of this Code or
11such other procedures established in an agreement entered into
12between the board and the exclusive representative of the
13district's teachers under Section 34-85c of this Code for
14teachers (who have completed the probationary period specified
15in Section 34-84 of this Code) assigned to schools identified
16in that agreement. No principal employed by the board of
17education shall be removed during the term of his or her
18performance contract except for cause, which may include but is
19not limited to the principal's repeated failure to implement
20the school improvement plan or to comply with the provisions of
21the Uniform Performance Contract, including additional
22criteria established by the Council for inclusion in the
23performance contract pursuant to Section 34-2.3.
24    Before service of notice of charges on account of causes
25that may be deemed to be remediable, the teacher or principal
26must be given reasonable warning in writing, stating

 

 

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1specifically the causes that, if not removed, may result in
2charges; however, no such written warning is required if the
3causes have been the subject of a remediation plan pursuant to
4Article 24A of this Code or if the board and the exclusive
5representative of the district's teachers have entered into an
6agreement pursuant to Section 34-85c of this Code, pursuant to
7an alternative system of remediation. No written warning shall
8be required for conduct on the part of a teacher or principal
9that is cruel, immoral, negligent, or criminal or that in any
10way causes psychological or physical harm or injury to a
11student, as that conduct is deemed to be irremediable. No
12written warning shall be required for a material breach of the
13uniform principal performance contract, as that conduct is
14deemed to be irremediable; provided that not less than 30 days
15before the vote of the local school council to seek the
16dismissal of a principal for a material breach of a uniform
17principal performance contract, the local school council shall
18specify the nature of the alleged breach in writing and provide
19a copy of it to the principal.
20        (1) To initiate dismissal proceedings against a
21    teacher or principal, the The general superintendent must
22    first approve written charges and specifications against
23    the teacher or principal. A local school council may direct
24    the general superintendent to approve written charges
25    against its principal on behalf of the Council upon the
26    vote of 7 members of the Council. The general

 

 

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1    superintendent must approve those charges within 45
2    calendar days or provide a written reason for not approving
3    those charges. A written notice of those charges, including
4    specifications, shall be served upon the teacher or
5    principal within 10 business days of the approval of the
6    charges. Any written notice sent on or after July 1, 2012
7    shall also inform the teacher or principal of the right to
8    request a hearing before a mutually selected hearing
9    officer, with the cost of the hearing officer split equally
10    between the teacher or principal and the board, or a
11    hearing before a qualified hearing officer chosen by the
12    general superintendent, with the cost of the hearing
13    officer paid by the board. If the teacher or principal
14    cannot be found upon diligent inquiry, such charges may be
15    served upon him by mailing a copy thereof in a sealed
16    envelope by prepaid certified mail, return receipt
17    requested, to the teacher's or principal's last known
18    address. A return receipt showing delivery to such address
19    within 20 calendar days after the date of the approval of
20    the charges shall constitute proof of service.
21        (2) No hearing upon the charges is required unless the
22    teacher or principal within 17 calendar 10 days after
23    receiving notice requests in writing of the general
24    superintendent that a hearing be scheduled, in which case
25    the general superintendent shall schedule a hearing on
26    those charges before a disinterested hearing officer on a

 

 

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1    date no less than 15 nor more than 30 days after the
2    approval of the charges. Pending the hearing of the
3    charges, the general superintendent or his or her designee
4    may suspend the teacher or principal charged without pay in
5    accordance with rules prescribed by the board, provided
6    that if the teacher or principal charged is not dismissed
7    based on the charges, he or must be made whole for lost
8    earnings, less setoffs for mitigation.
9        (3) The board shall maintain a list of at least 9
10    qualified hearing officers who will conduct hearings on
11    charges and specifications. The list must be developed in
12    good faith consultation with the exclusive representative
13    of the board's teachers and professional associations that
14    represent the board's principals. The list may be revised
15    on July 1st of each year or earlier as needed. To be a
16    qualified hearing officer, the person must (i) The general
17    superintendent shall forward a copy of the notice to the
18    State Board of Education within 5 days from the date of the
19    approval of the charges. Within 10 days after receiving the
20    notice of hearing, the State Board of Education shall
21    provide the teacher or principal and the general
22    superintendent with a list of 5 prospective, impartial
23    hearing officers. Each person on the list must be
24    accredited by a national arbitration organization and have
25    had a minimum of 5 years of experience as an arbitrator in
26    cases involving labor and employment relations matters

 

 

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1    between educational employers and educational employees or
2    their exclusive bargaining representatives and (ii)
3    beginning September 1, 2012, have participated in training
4    provided or approved by the State Board of Education for
5    teacher dismissal hearing officers so that he or she is
6    familiar with issues generally involved in evaluative and
7    non-evaluative dismissals.
8        (3) Within 5 business days after receiving the notice
9    of request for a hearing, the The general superintendent
10    and the teacher or principal or their legal representatives
11    within 3 days from receipt of the list shall alternately
12    strike one name from the list until only one name remains.
13    Unless waived by the teacher, the teacher or principal
14    shall have the right to proceed first with the striking. If
15    the teacher or principal fails to participate in the
16    striking process, the general superintendent shall either
17    select the hearing officer from the list developed pursuant
18    to this paragraph (3) or select another qualified hearing
19    officer from the master list maintained by the State Board
20    of Education pursuant to subsection (c) of Section 24-12 of
21    this Code. Within 3 days of receipt of the first list
22    provided by the State Board of Education, the general
23    superintendent and the teacher or principal or their legal
24    representatives shall each have the right to reject all
25    prospective hearing officers named on the first list and to
26    require the State Board of Education to provide a second

 

 

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1    list of 5 prospective, impartial hearing officers, none of
2    whom were named on the first list. Within 5 days after
3    receiving this request for a second list, the State Board
4    of Education shall provide the second list of 5
5    prospective, impartial hearing officers. The procedure for
6    selecting a hearing officer from the second list shall be
7    the same as the procedure for the first list. Each party
8    shall promptly serve written notice on the other of any
9    name stricken from the list. If the teacher or principal
10    fails to do so, the general superintendent may select the
11    hearing officer from any name remaining on the list. The
12    teacher or principal may waive the hearing at any time
13    prior to the appointment of the hearing officer. Notice of
14    the selection of the hearing officer shall be given to the
15    State Board of Education. The hearing officer shall be
16    notified of his selection by the State Board of Education.
17    A signed acceptance shall be filed with the State Board of
18    Education within 5 days of receipt of notice of the
19    selection. The State Board of Education shall notify the
20    teacher or principal and the board of its appointment of
21    the hearing officer. In the alternative to selecting a
22    hearing officer from the first or second list received from
23    the State Board of Education, the general superintendent
24    and the teacher or principal or their legal representatives
25    may mutually agree to select an impartial hearing officer
26    who is not on a list received from the State Board of

 

 

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1    Education, either by direct appointment by the parties or
2    by using procedures for the appointment of an arbitrator
3    established by the Federal Mediation and Conciliation
4    Service or the American Arbitration Association. The
5    parties shall notify the State Board of Education of their
6    intent to select a hearing officer using an alternative
7    procedure within 3 days of receipt of a list of prospective
8    hearing officers provided by the State Board of Education.
9    Any person selected by the parties under this alternative
10    procedure for the selection of a hearing officer shall have
11    the same qualifications and authority as a hearing officer
12    selected from a list provided by the State Board of
13    Education. The teacher or principal may waive the hearing
14    at any time prior to the appointment of the hearing
15    officer. The State Board of Education shall promulgate
16    uniform standards and rules of procedure for such hearings,
17    including reasonable rules of discovery.
18        (4) If the notice of dismissal was sent to the teacher
19    or principal before July 1, 2012, the fees and costs The
20    per diem allowance for the hearing officer shall be paid by
21    the State Board of Education. If the notice of dismissal
22    was sent to the teacher or principal on or after July 1,
23    2012, the hearing officer's fees and costs must be paid as
24    follows in this paragraph (4). The fees and permissible
25    costs for the hearing officer shall be determined by the
26    State Board of Education. If the hearing officer is

 

 

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1    mutually selected by the parties through alternate
2    striking in accordance with paragraph (3) of this
3    subsection (a), then the board and the teacher or their
4    legal representative shall each pay 50% of the fees and
5    costs and any supplemental allowance to which they agree.
6    If the hearing officer is selected by The hearing officer
7    shall hold a hearing and render findings of fact and a
8    recommendation to the general superintendent without the
9    participation of the teacher or principal, then the board
10    shall pay 100% of the hearing officer fees and costs. The
11    hearing officer shall submit for payment a billing
12    statement to the parties that itemizes the charges and
13    expenses and divides them in accordance with this Section.
14        (5) The teacher or the principal charged is required to
15    answer the charges and specifications and aver affirmative
16    matters in his or her defense, and the time for doing so
17    must be set by the hearing officer. The State Board of
18    Education shall adopt rules so that each party has a fair
19    opportunity to present its case and to ensure that the
20    dismissal proceeding is concluded in an expeditious
21    manner. The rules shall address, without limitation, the
22    teacher or principal's answer and affirmative defenses to
23    the charges and specifications; a requirement that each
24    party make mandatory disclosures without request to the
25    other party and then update the disclosure no later than 10
26    calendar days prior to the commencement of the hearing,

 

 

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1    including a list of the names and addresses of persons who
2    may be called as witnesses at the hearing, a summary of the
3    facts or opinions each witness will testify to, and all
4    other documents and materials, including information
5    maintained electronically, relevant to its own as well as
6    the other party's case (the hearing officer may exclude
7    witnesses and exhibits not identified and shared, except
8    those offered in rebuttal for which the party could not
9    reasonably have anticipated prior to the hearing);
10    pre-hearing discovery and preparation, including provision
11    for written interrogatories and requests for production of
12    documents, provided that discovery depositions are
13    prohibited; the conduct of the hearing; the right of each
14    party to be represented by counsel, the offer of evidence
15    and witnesses and the cross-examination of witnesses; the
16    authority of the hearing officer to issue subpoenas and
17    subpoenas duces tecum, provided that the hearing officer
18    may limit the number of witnesses to be subpoenaed in
19    behalf of each party to no more than 7; the length of
20    post-hearing briefs; and the form, length, and content of
21    hearing officers' reports and recommendations to the
22    general superintendent.
23        The hearing officer shall commence the hearing within
24    75 calendar days and conclude the hearing within 120
25    calendar days after being selected by the parties as the
26    hearing officer, provided that these timelines may be

 

 

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1    modified upon the showing of good cause or mutual agreement
2    of the parties. Good cause for the purposes of this
3    paragraph (5) shall mean the illness or otherwise
4    unavoidable emergency of the teacher, district
5    representative, their legal representatives, the hearing
6    officer, or an essential witness as indicated in each
7    party's pre-hearing submission. In a dismissal hearing,
8    the hearing officer shall consider and give weight to all
9    of the teacher's evaluations written pursuant to Article
10    24A that are relevant to the issues in the hearing. The
11    teacher or principal has the privilege of being present at
12    the hearing with counsel and of cross-examining witnesses
13    and may offer evidence and witnesses and present defenses
14    to the charges. Each party shall have no more than 3 days
15    to present its case, unless extended by the hearing officer
16    to enable a party to present adequate evidence and
17    testimony, including due to the other party's
18    cross-examination of the party's witnesses, for good cause
19    or by mutual agreement of the parties. The State Board of
20    Education shall define in rules the meaning of "day" for
21    such purposes. The hearing officer may issue subpoenas
22    requiring the attendance of witnesses and, at the request
23    of the teacher or principal against whom a charge is made
24    or the general superintendent, shall issue such subpoenas,
25    but the hearing officer may limit the number of witnesses
26    to be subpoenaed in behalf of the teacher or principal or

 

 

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1    the general superintendent to not more than 10 each. All
2    testimony at the hearing shall be taken under oath
3    administered by the hearing officer. The hearing officer
4    shall cause a record of the proceedings to be kept and
5    shall employ a competent reporter to take stenographic or
6    stenotype notes of all the testimony. The costs of the
7    reporter's attendance and services at the hearing shall be
8    paid by the party or parties who are paying the fees and
9    costs of the hearing officer State Board of Education.
10    Either party desiring a transcript of the hearing shall pay
11    for the cost thereof. At the close of the hearing, the
12    hearing officer shall direct the parties to submit
13    post-hearing briefs no later than 21 calendar days after
14    receipt of the transcript. Either or both parties may waive
15    submission of briefs.
16        Pending the hearing of the charges, the person charged
17    may be suspended in accordance with rules prescribed by the
18    board but such person, if acquitted, shall not suffer any
19    loss of salary by reason of the suspension.
20        Before service of notice of charges on account of
21    causes that may be deemed to be remediable, the teacher or
22    principal shall be given reasonable warning in writing,
23    stating specifically the causes which, if not removed, may
24    result in charges; however, no such written warning shall
25    be required if the causes have been the subject of a
26    remediation plan pursuant to Article 24A or where the board

 

 

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1    of education and the exclusive representative of the
2    district's teachers have entered into an agreement
3    pursuant to Section 34-85c of this Code, pursuant to an
4    alternative system of remediation. No written warning
5    shall be required for conduct on the part of a teacher or
6    principal which is cruel, immoral, negligent, or criminal
7    or which in any way causes psychological or physical harm
8    or injury to a student as that conduct is deemed to be
9    irremediable. No written warning shall be required for a
10    material breach of the uniform principal performance
11    contract as that conduct is deemed to be irremediable;
12    provided however, that not less than 30 days before the
13    vote of the local school council to seek the dismissal of a
14    principal for a material breach of a uniform principal
15    performance contract, the local school council shall
16    specify the nature of the alleged breach in writing and
17    provide a copy of it to the principal.
18        The hearing officer shall consider and give weight to
19    all of the teacher's evaluations written pursuant to
20    Article 24A.
21        (6) The hearing officer shall within 30 calendar 45
22    days from the conclusion of the hearing report to the
23    general superintendent findings of fact and a
24    recommendation as to whether or not the teacher or
25    principal shall be dismissed and shall give a copy of the
26    report to both the teacher or principal and the general

 

 

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1    superintendent. The State Board of Education shall provide
2    by rule the form of the hearing officer's report and
3    recommendation.
4        (7) The board, within 45 days of receipt of the hearing
5    officer's findings of fact and recommendation, shall make a
6    decision as to whether the teacher or principal shall be
7    dismissed from its employ. The failure of the board to
8    strictly adhere to the timeliness contained herein shall
9    not render it without jurisdiction to dismiss the teacher
10    or principal. In the event that the board declines to
11    dismiss the teacher or principal after review of a hearing
12    officer's recommendation, the board shall set the amount of
13    back pay and benefits to award the teacher or principal,
14    which shall include offsets for interim earnings and
15    failure to mitigate losses. The board shall establish
16    procedures for the teacher's or principal's submission of
17    evidence to it regarding lost earnings, lost benefits,
18    mitigation, and offsets. If the hearing officer fails to
19    render a decision within 45 days, the State Board of
20    Education shall communicate with the hearing officer to
21    determine the date that the parties can reasonably expect
22    to receive the decision. The State Board of Education shall
23    provide copies of all such communications to the parties.
24    In the event the hearing officer fails without good cause
25    to make a decision within the 45 day period, the name of
26    such hearing officer shall be struck for a period not less

 

 

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1    than 24 months from the master list of hearing officers
2    maintained by the State Board of Education. The board shall
3    not lose jurisdiction to discharge the teacher or principal
4    if the hearing officer fails to render a decision within
5    the time specified in this Section. If a hearing officer
6    fails to render a decision within 3 months after the
7    hearing is declared closed, the State Board of Education
8    shall provide the parties with a new list of prospective,
9    impartial hearing officers, with the same qualifications
10    provided herein, one of whom shall be selected, as provided
11    in this Section, to rehear the charges heard by the hearing
12    officer who failed to render a decision. The parties may
13    also select a hearing officer pursuant to the alternative
14    procedure, as provided in this Section, to rehear the
15    charges heard by the hearing officer who failed to render a
16    decision. A violation of the professional standards set
17    forth in "The Code of Professional Responsibility for
18    Arbitrators of Labor-Management Disputes", of the National
19    Academy of Arbitrators, the American Arbitration
20    Association, and the Federal Mediation and Conciliation
21    Service, or the failure of a hearing officer to render a
22    decision within 3 months after the hearing is declared
23    closed shall be grounds for removal of the hearing officer
24    from the master list of hearing officers maintained by the
25    State Board of Education. The decision of the board is
26    final unless reviewed in accordance with paragraph (8) of

 

 

09700SB0007sam001- 94 -LRB097 06626 NHT 54494 a

1    this subsection (a) as provided in Section 34-85b of this
2    Act.
3        (8) The teacher may seek judicial review of the board's
4    decision in accordance with the Administrative Review Law,
5    which is specifically incorporated in this Section, except
6    that the review must be initiated in the Illinois Appellate
7    Court for the First District. In the event judicial review
8    is instituted, any costs of preparing and filing the record
9    of proceedings shall be paid by the party instituting the
10    review. In the event the appellate court reverses a board
11    decision to dismiss a teacher or principal and directs the
12    board to pay the teacher or the principal back pay and
13    benefits, the appellate court shall remand the matter to
14    the board to issue an administrative decision as to the
15    amount of back pay and benefits, which shall include a
16    calculation of the lost earnings, lost benefits,
17    mitigation, and offsets based on evidence submitted to the
18    board in accordance with procedures established by the
19    board. If a decision of the board is adjudicated upon
20    review or appeal in favor of the teacher or principal, then
21    the trial court shall order reinstatement and shall
22    determine the amount for which the board is liable
23    including but not limited to loss of income and costs
24    incurred therein.
25    (b) Nothing in this Section affects the validity of removal
26for cause hearings commenced prior to the effective date of

 

 

09700SB0007sam001- 95 -LRB097 06626 NHT 54494 a

1this amendatory Act of the 97th General Assembly 1978.
2    The changes made by this amendatory Act of the 97th General
3Assembly shall apply to dismissals instituted on or after
4September 1, 2011 or the effective date of this amendatory Act
5of the 97th General Assembly, whichever is later. Any dismissal
6instituted prior to the effective date of these changes must be
7carried out in accordance with the requirements of this Section
8prior to amendment by this amendatory Act of 97th General
9Assembly.
10(Source: P.A. 95-510, eff. 8-28-07.)
 
11    (105 ILCS 5/34-85c)
12    Sec. 34-85c. Alternative procedures for teacher
13evaluation, remediation, and removal for cause after
14remediation.
15    (a) Notwithstanding any law to the contrary, the board and
16the exclusive representative of the district's teachers are
17hereby authorized to enter into an agreement to establish
18alternative procedures for teacher evaluation, remediation,
19and removal for cause after remediation, including an
20alternative system for peer evaluation and recommendations;
21provided, however, that no later than September 1, 2012: (i)
22any alternative procedures must include provisions whereby
23student performance data is a significant factor in teacher
24evaluation and (ii) teachers are rated as "excellent",
25"proficient", "needs improvement" or "unsatisfactory".

 

 

09700SB0007sam001- 96 -LRB097 06626 NHT 54494 a

1Pursuant exclusively to that agreement, teachers assigned to
2schools identified in that agreement shall be subject to an
3alternative performance evaluation plan and remediation
4procedures in lieu of the plan and procedures set forth in
5Article 24A of this Code and alternative removal for cause
6standards and procedures in lieu of the removal standards and
7procedures set forth in Section Sections 34-85 and 34-85b of
8this Code. To the extent that the agreement provides a teacher
9with an opportunity for a hearing on removal for cause before
10an independent hearing officer in accordance with Section
11Sections 34-85 and 34-85b or otherwise, the hearing officer
12shall be governed by the alternative performance evaluation
13plan, remediation procedures, and removal standards and
14procedures set forth in the agreement in making findings of
15fact and a recommendation.
16    (b) The board and the exclusive representative of the
17district's teachers shall submit a certified copy of an
18agreement as provided under subsection (a) of this Section to
19the State Board of Education.
20(Source: P.A. 95-510, eff. 8-28-07; 96-861, eff. 1-15-10.)
 
21    Section 10. The Illinois Educational Labor Relations Act is
22amended by changing Sections 4.5, 12, and 13 as follows:
 
23    (115 ILCS 5/4.5)
24    Sec. 4.5. Subjects of collective bargaining.

 

 

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1    (a) Notwithstanding the existence of any other provision in
2this Act or other law, collective bargaining between an
3educational employer whose territorial boundaries are
4coterminous with those of a city having a population in excess
5of 500,000 and an exclusive representative of its employees may
6include any of the following subjects:
7        (1) (Blank).
8        (2) Decisions to contract with a third party for one or
9    more services otherwise performed by employees in a
10    bargaining unit and the procedures for obtaining such
11    contract or the identity of the third party.
12        (3) Decisions to layoff or reduce in force employees.
13        (4) Decisions to determine class size, class staffing
14    and assignment, class schedules, academic calendar, length
15    of the work and school day, length of the work and school
16    year, hours and places of instruction, or pupil assessment
17    policies.
18        (5) Decisions concerning use and staffing of
19    experimental or pilot programs and decisions concerning
20    use of technology to deliver educational programs and
21    services and staffing to provide the technology.
22    (b) The subject or matters described in subsection (a) are
23permissive subjects of bargaining between an educational
24employer and an exclusive representative of its employees and,
25for the purpose of this Act, are within the sole discretion of
26the educational employer to decide to bargain, provided that

 

 

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1the educational employer is required to bargain over the impact
2of a decision concerning such subject or matter on the
3bargaining unit upon request by the exclusive representative.
4During this bargaining, the educational employer shall not be
5precluded from implementing its decision. If, after a
6reasonable period of bargaining, a dispute or impasse exists
7between the educational employer and the exclusive
8representative, the dispute or impasse shall be resolved
9exclusively as set forth in subsection (b) of Section 12 of
10this Act in lieu of a strike under Section 13 of this Act.
11    (c) A provision in a collective bargaining agreement that
12was rendered null and void because it involved a prohibited
13subject of collective bargaining under this subsection (c) as
14this subsection (c) existed before the effective date of this
15amendatory Act of the 93rd General Assembly remains null and
16void and shall not otherwise be reinstated in any successor
17agreement unless the educational employer and exclusive
18representative otherwise agree to include an agreement reached
19on a subject or matter described in subsection (a) of this
20Section as subsection (a) existed before this amendatory Act of
21the 93rd General Assembly.
22(Source: P.A. 93-3, eff. 4-16-03.)
 
23    (115 ILCS 5/12)  (from Ch. 48, par. 1712)
24    Sec. 12. Impasse procedures.
25    (a) This subsection (a) applies only to collective

 

 

09700SB0007sam001- 99 -LRB097 06626 NHT 54494 a

1bargaining between an educational employer that is not a public
2school district organized under Article 34 of the School Code
3and an exclusive representative of its employees.
4    If the parties engaged in collective bargaining have not
5reached an agreement by 90 days before the scheduled start of
6the forthcoming school year, the parties shall notify the
7Illinois Educational Labor Relations Board concerning the
8status of negotiations. This notice shall include a statement
9on whether mediation has been used.
10    Upon demand of either party, collective bargaining between
11the employer and an exclusive bargaining representative must
12begin within 60 days of the date of certification of the
13representative by the Board, or in the case of an existing
14exclusive bargaining representative, within 60 days of the
15receipt by a party of a demand to bargain issued by the other
16party. Once commenced, collective bargaining must continue for
17at least a 60 day period, unless a contract is entered into.
18    Except as otherwise provided in subsection (b) of this
19Section, if after a reasonable period of negotiation and within
2090 45 days of the scheduled start of the forth-coming school
21year, the parties engaged in collective bargaining have reached
22an impasse, either party may petition the Board to initiate
23mediation. Alternatively, the Board on its own motion may
24initiate mediation during this period. However, mediation
25shall be initiated by the Board at any time when jointly
26requested by the parties and the services of the mediators

 

 

09700SB0007sam001- 100 -LRB097 06626 NHT 54494 a

1shall continuously be made available to the employer and to the
2exclusive bargaining representative for purposes of
3arbitration of grievances and mediation or arbitration of
4contract disputes. If requested by the parties, the mediator
5may perform fact-finding and in so doing conduct hearings and
6make written findings and recommendations for resolution of the
7dispute. Such mediation shall be provided by the Board and
8shall be held before qualified impartial individuals. Nothing
9prohibits the use of other individuals or organizations such as
10the Federal Mediation and Conciliation Service or the American
11Arbitration Association selected by both the exclusive
12bargaining representative and the employer.
13    If the parties engaged in collective bargaining fail to
14reach an agreement within 45 15 days of the scheduled start of
15the forthcoming school year and have not requested mediation,
16the Illinois Educational Labor Relations Board shall invoke
17mediation.
18    Whenever mediation is initiated or invoked under this
19subsection (a), the parties may stipulate to defer selection of
20a mediator in accordance with rules adopted by the Board.
21    (a-5) This subsection (a-5) applies only to collective
22bargaining between a public school district or a combination of
23public school districts, including, but not limited to, joint
24cooperatives, that is not organized under Article 34 of the
25School Code and an exclusive representative of its employees.
26        (1) Any time after 15 days of mediation, either party

 

 

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1    may declare an impasse. The mediator may declare an impasse
2    at any time during the mediation process. Notification of
3    an impasse must be filed in writing with the Board, and
4    copies of the notification must be submitted to the parties
5    on the same day the notification is filed with the Board.
6        (2) Within 7 days after the declaration of impasse,
7    each party shall submit to the mediator and the other party
8    in writing the final offer of the party, including a cost
9    summary of the offer. Seven days after receipt of the
10    parties' final offers, the mediator shall make public the
11    final offers and each party's cost summary dealing with
12    those issues on which the parties have failed to reach
13    agreement. The mediator shall make the final offers public
14    by filing them with the Board, which shall immediately post
15    the offers on its Internet website. On the same day of
16    publication by the mediator, at a minimum, the school
17    district shall distribute notice of the availability of the
18    offers on the Board's Internet website to all news media
19    that have filed an annual request for notices from the
20    school district pursuant to Section 2.02 of the Open
21    Meetings Act.
22    (a-10) This subsection (a-10) applies only to collective
23bargaining between a public school district organized under
24Article 34 of the School Code and an exclusive representative
25of its employees.
26        (1) For collective bargaining agreements between an

 

 

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1    educational employer whose territorial boundaries are
2    coterminous with those of a city having a population in
3    excess of 500,000 and an exclusive representative of its
4    employees, if the parties fail to reach an agreement after
5    a reasonable period of mediation, the dispute shall be
6    submitted to fact-finding in accordance with this
7    subsection (a-10). Either the educational employer or the
8    exclusive representative may initiate fact-finding by
9    submitting a written demand to the other party with a copy
10    of the demand submitted simultaneously to the Board.
11        (2) Within 3 days following a party's demand for
12    fact-finding, each party shall appoint one member of the
13    fact-finding panel, unless the parties agree to proceed
14    without a tri-partite panel. Following these appointments,
15    if any, the parties shall select a qualified impartial
16    individual to serve as the fact-finder and chairperson of
17    the fact-finding panel, if applicable. An individual shall
18    be considered qualified to serve as the fact-finder and
19    chairperson of the fact-finding panel, if applicable, if he
20    or she was not the same individual who was appointed as the
21    mediator and if he or she satisfies the following
22    requirements: membership in good standing with the
23    National Academy of Arbitrators, Federal Mediation and
24    Conciliation Service, or American Arbitration Association
25    for a minimum of 10 years; membership on the mediation
26    roster for the Illinois Labor Relations Board or Illinois

 

 

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1    Educational Labor Relations Board; issuance of at least 5
2    interest arbitration awards arising under the Illinois
3    Public Labor Relations Act; and participation in impasse
4    resolution processes arising under private or public
5    sector collective bargaining statutes in other states. If
6    the parties are unable to agree on an fact-finder, the
7    parties shall request a panel of fact-finders who satisfy
8    the requirements set forth in this paragraph (2) from
9    either the Federal Mediation and Conciliation Service or
10    the American Arbitration Association and shall select a
11    fact-finder from such panel in accordance with the
12    procedures established by the organization providing the
13    panel.
14        (3) The fact-finder shall have the following duties and
15    powers:
16            (A) to require the parties to submit a statement of
17        disputed issues and their positions regarding each
18        issue either jointly or separately;
19            (B) to identify disputed issues that are economic
20        in nature;
21            (C) to meet with the parties either separately or
22        in executive sessions;
23            (D) to conduct hearings and regulate the time,
24        place, course, and manner of the hearings;
25            (E) to request the Board to issue subpoenas
26        requiring the attendance and testimony of witnesses or

 

 

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1        the production of evidence;
2            (F) to administer oaths and affirmations;
3            (G) to examine witnesses and documents;
4            (H) to create a full and complete written record of
5        the hearings;
6            (I) to attempt mediation or remand a disputed issue
7        to the parties for further collective bargaining;
8            (J) to require the parties to submit final offers
9        for each disputed issue either individually or as a
10        package or as a combination of both; and
11        (K) to employ any other measures deemed appropriate to
12        resolve the impasse.
13        (4) If the dispute is not settled within 75 days after
14    the appointment of the fact-finding panel, the
15    fact-finding panel shall issue a private report to the
16    parties that contains advisory findings of fact and
17    recommended terms of settlement for all disputed issues and
18    that sets forth a rationale for each recommendation. The
19    fact-finding panel, acting by a majority of its members,
20    shall base its findings and recommendations upon the
21    following criteria as applicable:
22            (A) the lawful authority of the employer;
23            (B) the federal and State statutes or local
24        ordinances and resolutions applicable to the employer;
25            (C) prior collective bargaining agreements and the
26        bargaining history between the parties;

 

 

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1            (D) stipulations of the parties;
2            (E) the interests and welfare of the public and the
3        students and families served by the employer;
4            (F) the employer's financial ability to fund the
5        proposals based on existing available resources,
6        provided that such ability is not predicated on an
7        assumption that lines of credit or reserve funds are
8        available or that the employer may or will receive or
9        develop new sources of revenue or increase existing
10        sources of revenue;
11            (G) the impact of any economic adjustments on the
12        employer's ability to pursue its educational mission;
13            (H) the present and future general economic
14        conditions in the locality and State;
15            (I) a comparison of the wages, hours, and
16        conditions of employment of the employees involved in
17        the dispute with the wages, hours, and conditions of
18        employment of employees performing similar services in
19        public education in the 10 largest U.S. cities;
20            (J) the average consumer prices in urban areas for
21        goods and services, which is commonly known as the cost
22        of living;
23            (K) the overall compensation presently received by
24        the employees involved in the dispute, including
25        direct wage compensation; vacations, holidays, and
26        other excused time; insurance and pensions; medical

 

 

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1        and hospitalization benefits; the continuity and
2        stability of employment and all other benefits
3        received; and how each party's proposed compensation
4        structure supports the educational goals of the
5        district;
6            (L) changes in any of the circumstances listed in
7        items (A) through (K) of this paragraph (4) during the
8        fact-finding proceedings;
9            (M) the effect that any term the parties are at
10        impasse on has or may have on the overall educational
11        environment, learning conditions, and working
12        conditions with the school district; and
13            (N) the effect that any term the parties are at
14        impasse on has or may have in promoting the public
15        policy of this State.
16        (5) The fact-finding panel's recommended terms of
17    settlement shall be deemed agreed upon by the parties as
18    the final resolution of the disputed issues and
19    incorporated into the collective bargaining agreement
20    executed by the parties, unless either party tenders to the
21    other party and the chairperson of the fact-finding panel a
22    notice of rejection of the recommended terms of settlement
23    with a rationale for the rejection, within 15 days after
24    the date of issuance of the fact-finding panel's report. If
25    either party submits a notice of rejection, the chairperson
26    of the fact-finding panel shall publish the fact-finding

 

 

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1    panel's report and the notice of rejection for public
2    information by delivering a copy to all newspapers of
3    general circulation in the community with simultaneous
4    written notice to the parties.
5    (b) If, after a period of bargaining of at least 60 days, a
6dispute or impasse exists between an educational employer whose
7territorial boundaries are coterminous with those of a city
8having a population in excess of 500,000 and the exclusive
9bargaining representative over a subject or matter set forth in
10Section 4.5 of this Act, the parties shall submit the dispute
11or impasse to the dispute resolution procedure agreed to
12between the parties. The procedure shall provide for mediation
13of disputes by a rotating mediation panel and may, at the
14request of either party, include the issuance of advisory
15findings of fact and recommendations. A dispute or impasse over
16any Section 4.5 subject shall not be resolved through the
17procedures set forth in this Act, and the Board, mediator, or
18fact-finder has no jurisdiction over any Section 4.5 subject.
19The changes made to this subsection (b) by this amendatory Act
20of the 97th General Assembly are declarative of existing law.
21    (c) The costs of fact finding and mediation shall be shared
22equally between the employer and the exclusive bargaining
23agent, provided that, for purposes of mediation under this Act,
24if either party requests the use of mediation services from the
25Federal Mediation and Conciliation Service, the other party
26shall either join in such request or bear the additional cost

 

 

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1of mediation services from another source. All other costs and
2expenses of complying with this Section must be borne by the
3party incurring them.
4    (c-5) If an educational employer or exclusive bargaining
5representative refuses to participate in mediation or fact
6finding when required by this Section, the refusal shall be
7deemed a refusal to bargain in good faith.
8    (d) Nothing in this Act prevents an employer and an
9exclusive bargaining representative from mutually submitting
10to final and binding impartial arbitration unresolved issues
11concerning the terms of a new collective bargaining agreement.
12(Source: P.A. 93-3, eff. 4-16-03.)
 
13    (115 ILCS 5/13)  (from Ch. 48, par. 1713)
14    Sec. 13. Strikes.
15    (a) Notwithstanding the existence of any other provision in
16this Act or other law, educational employees employed in school
17districts organized under Article 34 of the School Code shall
18not engage in a strike at any time during the 18 month period
19that commences on the effective date of this amendatory Act of
201995. An educational employee employed in a school district
21organized under Article 34 of the School Code who participates
22in a strike in violation of this Section is subject to
23discipline by the employer. In addition, no educational
24employer organized under Article 34 of the School Code may pay
25or cause to be paid to an educational employee who participates

 

 

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1in a strike in violation of this subsection any wages or other
2compensation for any period during which an educational
3employee participates in the strike, except for wages or
4compensation earned before participation in the strike.
5Notwithstanding the existence of any other provision in this
6Act or other law, during the 18-month period that strikes are
7prohibited under this subsection nothing in this subsection
8shall be construed to require an educational employer to submit
9to a binding dispute resolution process.
10    (b) Notwithstanding the existence of any other provision in
11this Act or any other law, educational employees other than
12those employed in a school district organized under Article 34
13of the School Code and, after the expiration of the 18 month
14period that commences on the effective date of this amendatory
15Act of 1995, educational employees in a school district
16organized under Article 34 of the School Code shall not engage
17in a strike except under the following conditions:
18        (1)   they are represented by an exclusive bargaining
19    representative;
20        (2)   mediation has been used without success and, if
21    an impasse has been declared under subsection (a-5) of
22    Section 12 of this Act, at least 14 days have elapsed after
23    the mediator has made public the final offers;
24        (2.5) if fact-finding was invoked pursuant to
25    subsection (a-10) of Section 12 of this Act, at least 30
26    days have elapsed after a fact-finding report has been

 

 

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1    released for public information;
2        (2.10) for educational employees employed in a school
3    district organized under Article 34 of the School Code, at
4    least three-fourths of all bargaining unit members of the
5    exclusive bargaining representative have affirmatively
6    voted to authorize the strike;
7        (3)   at least 10 days have elapsed after a notice of
8    intent to strike has been given by the exclusive bargaining
9    representative to the educational employer, the regional
10    superintendent and the Illinois Educational Labor
11    Relations Board;
12        (4)   the collective bargaining agreement between the
13    educational employer and educational employees, if any,
14    has expired or been terminated; and
15        (5)   the employer and the exclusive bargaining
16    representative have not mutually submitted the unresolved
17    issues to arbitration.
18    If, however, in the opinion of an employer the strike is or
19has become a clear and present danger to the health or safety
20of the public, the employer may initiate in the circuit court
21of the county in which such danger exists an action for relief
22which may include, but is not limited to, injunction. The court
23may grant appropriate relief upon the finding that such clear
24and present danger exists. An unfair practice or other evidence
25of lack of clean hands by the educational employer is a defense
26to such action. Except as provided for in this paragraph, the

 

 

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1jurisdiction of the court under this Section is limited by the
2Labor Dispute Act.
3(Source: P.A. 89-15, eff. 5-30-95; 90-548, eff. 1-1-98.)
 
4    (105 ILCS 5/34-85b rep.)
5    Section 15. The School Code is amended by repealing Section
634-85b.
 
7    Section 99. Effective date. This Act takes effect upon
8becoming law.".