• IASA Position Statements - Personnel/Collective Bargaining

    9.1 LOCAL DISTRICT PERSONNEL STANDARDS - The IASA urges the Illinois State Board of Education to continue to provide the necessary financial assistance and consultation to enable local school districts to develop means of assessing and upgrading the competency of their certificated personnel. (1/00)

    9.2 TEACHER COMPENSATION - The IASA supports teacher salaries that include performance based plans supplemental to the basic schedule and that are developed in a cooperative manner between the local board of education and the employee. (1/00)

    9.3 PERSONNEL SHORTAGES - The IASA urges the Illinois State Board of Education to continue to explore innovative ways that would allow school districts to address critical teacher and/or minority personnel shortages, further supports incentives such as grants, scholarships and loans, to attract outstanding individuals to the teaching profession and school administration particularly in those areas of critical shortage. (1/00)

    9.4 PROBATIONARY TEACHER DISMISSAL - The IASA supports local school board's decision-making authority in the area of rehiring probationary teachers with or without cause and believes that any legislation seeking to further restrict this authority is detrimental. (1/00)

    9.5 DISMISSAL PROCEDURES - The IASA supports a clear definition and process for dismissal procedures that protect the due process rights of employees and the rights of students to quality education. (09/10)

    9.6 COLLECTIVE BARGAINING - The IASA believes the rights of the public, of the students and of school management should be preserved in any legislation regarding collective bargaining. The Association shall oppose legislation that diminishes the local school board's ability to collectively bargain with employees and shall encourage the General Assembly, the Illinois State Board of Education, and the State Superintendent to refrain from passing legislation that tips the balance of the bargaining process in favor of employee bargaining units. (1/02)

    9.7 DISMISSAL BY SENIORITY - The IASA supports the elimination of legislation requiring that school boards dismiss tenured teachers by order of seniority within the district. (1/00)

    9.8 PREVAILING WAGE ACT - The IASA supports legislation to relieve public schools from compliance with both the State and Federal Prevailing Wage Acts and shall work to repeal legislation that regulates wages of laborers, mechanics and other workers employed by school districts and those under contract for work being done in school districts, or amend the Prevailing Wage Act to exempt school districts from its scope. (01/12)

    9.10 NONCERTIFIED PERSONNEL - The IASA shall take action necessary to permit the expanded use of non-certified personnel by boards of education in the supervision of students in all areas of the school program when the instructional judgment of certificated teachers is not required and the board determines that the time of the professional educator can be utilized more efficiently and effectively in the development and maintenance of curriculum, the tutoring of students or in the role of the mentor teacher. (1/00)

    9.11 UNEMPLOYMENT COMPENSATION FOR SUBSTITUTE TEACHERS - The IASA supports legislation that would exempt substitute teachers from being eligible for unemployment compensation. (1/00)

    9.12 EDUCATIONAL LABOR RELATIONS BOARD PROCEDURES - The IASA shall work with the Illinois Educational Labor Relations Board to increase its sensitivity to the need for timely decisions and establish criteria to identify matters in need of expedited attention. Further, the IASA shall utilize the legislative process to remove statutory barriers to timely and expedited decisions and support legislation to enhance the decision making process. (1/00)

    9.13 IMRF QUALIFICATION - The IASA shall support legislation that would amend the Illinois Municipal Retirement Fund (IMRF) laws for non-certified school staff to change, at each local district's option, the number of minimum hours an employee would work to qualify for IMRF from the current 600 hour standard to a 1,000 hour standard. This change would only be for new employees after the effective date of the legislation. (1/00)

    9.14 IMRF/TRS PARITY - The IASA shall support legislation that would permit IMRF retirees to work commensurate with TRS retirees. (1/00)

    Updated – February 2017