Special Education Self-Contained Classroom Paraprofessional

Goodwin Elementary School

Full-time – 6.5 hours per day

7:30 a.m.-2:30 p.m.

Start Date: 01/19/2026

End Date: 05/22/2026

Requirements:

ELS – Paraprofessional License/Endorsement

Support student independence in the classroom environment by providing assistance with implementation of accommodations and modifications

Assist the classroom teacher with maintaining a positive classroom environment

Experience working within a team

Ability to multitask

Prior experience working in a self-contained classroom, desirable

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WEST AURORA• NORTH AURORA• MONTGOMERY• SUGARGROVE
AN AGREEMENT BETWEEN
WEST AURORA PARAPROFESSIONALS ASSOCIATION
{WAPA) AND
THE BOARD OF EDUCATION OF SCHOOL
DISTRICT 129 2023-2028

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AGREEMENT BETWEEN WAPA AND DISTRICT 129
TABLE OF CONTENTS
PREAMBLE
ARTICLE I RECOGNITION OF PARTIES ANDDEFINITIONS
ARTICLEII ASSOCIATION RIGHTS
ARTICLE Ill BARGAINING PROCEDURES
ARTICLE IV GRIEVANCE PROCEDURES
ARTICLE V WORKING CONDITIONS
ARTICLE VI VACANCIES
ARTICLE VII SENIORITY
ARTICLE VIII REDUCTION IN FORCE- LAYOFF ANDRECALL
PAGE
4
5
6-7
8
9-10
11-13
14
15
16-17
ARTICLE IX CALENDAR ANDLEAVES 18-21
ARTICLE X ECONOMIC PROVISIONS AND EXPERIENCE 22-24
ARTICLE XI CONTRACT ADMINISTRATION 25
ARTICLE XII EVALUATION 26
ARTICLE XIII DISCIPLINE 27
ARTICLE XIV STRIKES/LOCKOUTS 28
ARTICLE XV EFFECT OF THE AGREEMENT 29
SIGNATURE PAGE 30
APPENDIX A-SALARY SCHEDULES 31
APPENDIX B- SALARY SCHEDULES 32
APPENDIX C-SALARY SCHEDULES 33
APPENDIX D -SALARY SCHEDULES 34
APPENDIX E – SALARY SCHEDULES 35
APPENDIX F- GRIEVANCE FORM 36

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PREAMBLE
Pursuant to the provisions of the State of Illinois concerning employee relations with the public
schools, this constitutes an Agreement between the West Aurora District 129, a Kane County Public
School District, hereinafter called the "District," and the West Aurora Paraprofessionals Association
(WAPA/lllinois Education Association/National Education Association), and hereinafter called the
"Association".

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ARTICLE I. RECOGNITION OF PARTIES AND DEFINITIONS
1.1 EXCLUSIVE REPRESENTATION
The Board of Education of School District 129, Kane County, Illinois ("District") hereby
recognizes the West Aurora Paraprofessionals Association, affiliated with Illinois Education
Association (IEA) and the National Education Association (NEA) ("Association") as the sole
and exclusive bargaining agent for all paraprofessionals previously recognized by the Illinois
Educational Labor Relations Board and excluding all managerial, supervisory, confidential,
and short-term employees as defined by the Illinois Educational Labor Relations Act.
1.2 DEFINITIONS
A full time employee is an employee who works twenty-five (25) hours or more per week.
Health and life insurance benefits will be available to those paraprofessionals working thirty
(30) hours or more per week.
The term "supervisor" when used hereinafter shall mean the individual who assigns day-to-
day duties to the paraprofessional. The supervisor shall also have input into the
paraprofessional's evaluation, however the administrator retains primary responsibility for the
evaluation of the paraprofessional and other personnel-related matters.
The term "Association" when used hereinafter shall mean the West Aurora Paraprofessionals
Association (WAPA), IEA-NEA .
The term "days" when used hereinafter shall mean "student attendance days" as opposed to
"calendar" days.
1.3 MANAGEMENT RIGHTS
School District 129 reserves all responsibilities, powers, rights and authority expressly or
inherently vested in it by the laws and constitution of the State of Illinois and the United
States. The parties agree that they are not obligated to bargain collectively during the term
of this Agreement regarding any issue that was the subject of negotiations for this
Agreement. It is agreed that the District retains the right to establish and enforce in
accordance with this Agreement and its authority under law, reasonable rules and District
policies relating to the duties and responsibilities of classified employees and their working
conditions.
1.4 EXCLUSIVE REQUIREMENTS
The Board agrees not to bargain with any member's organization other than the Association for
the duration of this Agreement on matters agreed to by the parties as negotiable.

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ARTICLE II ASSOCIATION RIGHTS
2.1 USE OF DISTRICT BUILDINGS
The Association and its representatives shall have the right to use District buildings for
meetings and to transact Association business outside of student attendance times provided
such meetings must be scheduled with the building principal/supervisor and shall not have
precedence over routine educational use or over previously scheduled use by other
agencies.
2.2 ASSOCIATION PARTICIPATION
Representatives duly authorized by the Association to participate during working hours in
negotiations/grievance procedures, conferences or meetings with representatives of the
District shall suffer no loss of pay. Nothing herein shall be construed to require such activities
to be scheduled during regular school hours.
Duly authorized representatives of the Association may meet with employees during school
hours with approval by the Executive Director of Human Resources for official Association
business.
2.3 ASSOCIATION USE OF DISTRICT COMMUNICATION
The Association shall have the right to reasonable use of the District's telephones, computers,
bulletin boards, internal mail/Email service and mailboxes for communicating Association
business.
2.4 ASSOCIATION LEAVE
The District shall grant leave with pay to employees for Association purposes as determined
by the Association president(s) and superintendent or designee. The intended use of this
leave must be scheduled in advance with the employee's supervisor. The frequency for such leave
shall in no way impair the quality of classroom instruction. The Association will reimburse the
District for the cost of substitutes when provided.
2.5 RIGHT TO REPRESENTATION
Any member appearing before an administrator for the purpose of obtaining information
that could lead to discipline of any kind of that member or any meeting excluding evaluation
shall be given prior written notification of the meeting and the reasons thereof. The
notification shall include the date of any incident; if the date of the incident is unknown that
will be stated in the notification. Written notification shall inform the member that
Association representation may be present during the meeting. Written notice of the
meeting shall be transmitted to the Association at least one day prior to the meeting. Every
effort shall be made to transmit written notice to the association at least one day prior to the
meeting.
Any member appearing before an administrator for reasons of formal written reprimand shall
be given prior written notification of the meeting and reasons therefore. The written
notification shall also inform the member that an Association representative may be present.
A copy of the written notice shall be provided the Association prior to the meeting.
Any member who is to be placed on administrative leave shall be provided a written
notification with the terms of the leave. Additionally, the notice shall inform the member of
their right to contact and communicate with the Association.
2.6 INFORMATION
The Association President(s) shall receive a list of all employee changes (new hires,
resignations, retirements, transfers) from the Human Resource Department following each
scheduled Board meeting. The list shall include name, salary rate, classification, position,

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location, hire date and hours.
The Association agrees to supply the District with lists of Association officers, and to keep such
lists current.
The District, upon request, shall furnish at no cost to the Association previously compiled and
reasonable information concerning the financial resources of the District, including, but not
limited to, annual financial reports and audits, budgeting requirements and allocations, staff open
position postings, agendas and minutes of all board meetings and such information as may be
legally deemed public information regarding student enrollment and employee names and
addresses.
2.7 PART-TIME PARAPROFESSIONALS
The District Office shall provide a list of part-time paraprofessionals (those working less than
25 hours) to the Association President(s) by February 1st of each year. Employees on this
list shall have no right of recall.
2.8 DUES DEDUCTIONS
Upon receipt of a lawfully executed written authorization from an employee, the Board shall,
during the term of this Agreement or until authorization is revoked in accordance with its
terms, deduct the regular Association membership dues of such employees from each
paycheck, and shall remit such deduction to the official designated by the union in writing to
receive the same on a bi-monthly basis beginning with the September 30th and ending with
the May 15th payroll. The Association shall notify the Board in writing of the exact amount
of bi-monthly membership dues to be deducted. The authorization provided for by this
section shall conform to all applicable Federal and State laws. The Association shall
refund to the Board or to the employee any dues which may be deducted erroneously or
any monies which may be remitted erroneously to the Association. The Association will
indemnify and hold harmless the Board of Education, its members, its agents and its
employees from any and all claims, demands, actions, complaints, suits or other claims
or liability by reason of a faithful execution of this provision.
2.9 PERSONAL PROPERTY COVERAGE
An Association member's personal property used for instructional, job related, or other
reasonable purposes that is brought within a district building or district vehicle shall be covered
up to one thousand dollars {$1,000.00). This coverage will be based on replacement value for loss
of items through fires, flood, vandalism, theft or break-in. Replacement value is the cost to
replace a given item at the time of loss as opposed to the retail value of the item. The loss of
personal property shall be reported immediately to the principal. The district will take reasonable
measures to ensure that district parking lots adjoining district buildings are secure from theft
during school hours within the limitations of the district's resources and budget.

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ARTICLE Ill BARGAINING PROCEDURES
3.1 SUCCESSOR AGREEMENT
The parties shall commence bargaining for a successor agreement at a mutually agreed upon
date and time, but no later than March 1st of the year in which the agreement will expire.
The desire of the Association to negotiate a successor agreement shall be made in writing
to the Superintendent or designee on or before January 1st of the expiration year.
3.2 BARGAINING TEAMS
Neither party in any of the bargaining shall have any control over the selection of bargaining
team members of the other party. Each party shall select a reasonable number of bargaining
representatives. More than five (5) representatives may participate at the mutual consent of
the parties.
3.3 BARGAINING MEETINGS
Bargaining meetings will be scheduled when mutually convenient. When bargaining sessions
are conducted during regular work hours, release time shall be provided for the Association's
members at the regular hourly rate.
3.4 DISTRIBUTION OF AGREEMENT
Within thirty (30) days after the Agreement is signed, the Agreement shall be on the Human
Resources web site.

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ARTICLE IV GRIEVANCE PROCEDURES
4.1 DEFINITIONS
A grievance shall be defined as a written claim that there has been a violation,
misinterpretation, or misapplication of a specific section of this agreement.
A grievant shall be defined as an individual, a group of individuals and/or the Association.
When a grievance is filed on behalf of a group of individuals it shall be considered a class
grievance and may be filed at Step Two (2) if the class of grievant contains paraprofessionals
from more than one school building.
4.2 CONTENTS OF THE GRIEVANCE
All grievances shall be submitted on the grievance form attached as Appendix Band contain
the following information:
1. Date
2. Name of Complainant
3. Position
4. Location
5. Building Administrator
6. Section(s) of Contract Violated
7. Description of Grievance (with date(s))
8. Proposed Remedy
9. Signature of Grievant and Association Representative
10. Resolution Summary
11. Signature of Grievant, Association Representative and Administrator
The Association President must be informed by the grievant when a grievance is filed.
4.3 COOPERATION
The administration and the association and/or the employee(s) will cooperate with each
other in the investigation of any grievance, and further, will furnish such reasonable
information related to the grievance as is requested for the processing of any grievance.
4.4 REPRESENTATION
A grievant can be represented at all stages of the grievance process by an Association
representative selected by the Association.
4.5 RECORDS
All documents, communication, and records dealing with the processing of a grievance shall
be filed separately from the personnel files of the participants.
4.6 REPRISALS
No reprisals shall occur toward an employee who files or participates in a grievance.
4.7 GRIEVANCE STEPS
The most desirable outcome for an employee and immediate administrative supervisor is to
resolve problems through free and informal communication. However, should such informal
process fail to satisfy the grievant, then a grievance may be processed through the following
steps. The timelines in this section will use the definition of "days" found in Section 1.2 of this
agreement.

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1. Step One
A grievance must be commenced within twenty (20) days of the violation or of the
grievant’ s knowledge of the violation which gave rise to it. The grievant meets with the
appropriate administrator regarding the complaint citing the specific article in the
Agreement the issue violates. The appropriate administrator must meet with the grievant
within five (5) days of the employee's written request to meet about the complaint.
2. Step Two
If, after Step One, the employee feels such would be justified, a formal written
grievance may be filed with the Executive Director of Human Resources. Such filing
must be within five (5) days of the Step One (1) meeting. A meeting, to be conducted
within ten (10) days after receipt of the grievance, will be scheduled by the Executive
Director with the grievant. Either one or both parties may request assistance from
other staff members in resolution of the grievance. Within ten (10) days after the Step
Two hearing, the Executive Director shall provide the grievant with a written response to
the grievance.
3. Step Three
If the grievance has not been adjusted to the satisfaction of the grievant at Step Two, the
Association may submit the grievance to arbitration within thirty (30) days. Such
arbitration shall be conducted by an arbitrator from a mediation service as agreed upon
by the parties.
4.8 TIMELINES
Failure by the District to follow the timelines as stated herein automatically advances the
grievance to the next step. Failure to file grievances or move it to the next step within the
timelines indicated shall cause grievances to be null and void.
4.9 ARBITRATION PROCEDURE
The District and the Association agree to follow the rules for selecting the arbitrator. The arbitrator
shall function under the set of rules as agreed upon by both parties.
4.10 DECISION OF ARBITRATOR BINDING
1. The decision of the arbitrator shall be final and binding on both parties. The decision
may be enforced in any court of competent jurisdiction should either party fail to
implement the decision. If a suit to enforce the arbitrator's decision is commenced in
a court of competent jurisdiction and the initiating party does not prevail in the
litigation, such party shall bear the full costs of such action including the adverse
party's court costs, legal fees and other related expenses incurred as a result of
defending the action.
2. Each party shall bear its own costs of arbitration except that the parties shall share the
fees and charges of the arbitrator equally.

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ARTICLE V WORKING CONDITIONS
5.1 NOTIFICATION OF REASSIGNMENT
An employee whose assignment is changed shall be notified by Human Resources. The
notification will include the name of the building and building principal and the number of work
hours per day. Notification for the following school year will be sent on or before May
15th • Human Resources will send a common email to all members indicating that if the employee
has not been released due to a reduction-in-force or reassigned for the next school year, the
employee will likely return to the same assignment the following year
5.2 BEGINNING OF SCHOOL YEAR NOTIFICATION OF ASSIGNMENT
At least two weeks before the start of the school year, each paraprofessional will be provided
with a Notification of Employment that includes the building at which the paraprofessional
will be employed, the total number of hours worked per week and the daily work schedule.
In the event the building level has changed from the notification provided at the end of the
previous schoolyear and a change in daily schedule results, the paraprofessional will be given
up to two weeks to make personal adjustments necessary to working the new schedule.
5.3 CATEGORY OF POSITION
All current full-time paraprofessionals shall be listed in the following categories:
• Classroom Paraprofessionals-Full Time - This category includes LMC, class size,
general and special education, and reading support. It also includes one-to-one
paraprofessionals if the student does not have severe needs. Paraprofessionals
working in the Early Learning Academy and all other preschool programs will be expected
to toilet students as needed.
• Bilingual Paraprofessionals-Full Time - This category includes any paraprofessional
who must be fluent in English and a second language and is working with students in
those languages. Paraprofessionals who are in the bilingual category are sub-
categorized as either classroom or severe needs and may not be moved involuntarily
from one sub-category to the other.
• Paraprofessionals for Students with Severe Needs-Full Time - This category includes
paraprofessionals who are working with students who have physical, intellectual
and/or developmental disabilities to the degree that they require assistance with
physical needs, e.g. lifting, toileting, oral feeding.
5.4 JOB DESCRIPTIONS
Job descriptions for each position in the bargaining unit will be maintained by the Human
Resources Department and will be provided to a candidate at the time of hire and when the
employee changes positions. The job descriptions will be reviewed jointly by a committee,
comprised of an equal number of Administrators and WAPA-selected Association
Representatives, during the first quarter of every odd numbered school year. The District
reserves the right to approve the final draft of all job descriptions.
5.5 TRAVEL BETWEEN BUILDINGS
Any employee who is assigned to work in two or more school buildings where automobile
transportation is required to move from one building to the other shall:

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1. be reimbursed for such mileage at the rates specified by the Internal Revenue Service,
which does not require evidence of expenditures. Such reimbursement shall be confined
to movement between school buildings or other designated locations and shall not
include the mileage from the employee's home to the employee's first location or from
the employee's last location to home or other destination.
2. be allowed 25 minutes to travel between buildings. Such time shall be confined to
movement between school buildings or other designated locations and shall not include
the mileage from the employee's home to the employee's first location or from the
employee's last location to home or other destination.
5.6 DUTY FREE LUNCH
Each full-time employee shall be provided a thirty (30) minute unpaid duty-free lunch. When
an employee is requested by the supervisor to work during lunch, and agrees, the employee will
be compensated at the employee's regular hourly rate of pay or $20 per hour, whichever is
higher. Such request must have prior approval of the building administrator. This article does
not include lunch supervision. In cases where employees are required to eat lunch with a
student, the employee may be permitted to leave after having fulfilled the hours in
accordance with the employee's individual contract.
5.7 BREAKS
A full-time employee shall receive one scheduled fifteen {15) minute break in the
morning and one scheduled fifteen (15) minute break in the afternoon. An employee
who works four (4) hours a day shall receive one scheduled fifteen (15) minute break.
Breaks are to be scheduled in cooperation with the supervising teacher and approved by
the building principal. To be considered a break, an employee must work before and after
said break.
5.8 PREPARATION TIME
All Paraprofessionals shall receive preparation time in accordance with their responsibilities.
The preparation period shall be used for duties such as, but not limited to, gathering
instructional materials, preparing materials, and record-keeping as required by the
paraprofessional's responsibilities.
5.9 PROFESSIONAL DEVELOPMENT
The West Aurora Paraprofessionals Association has shown a continued commitment to
professional growth and development for its members. A joint committee made up of three
administrators and three paraprofessionals selected by WAPA leadership shall meet in May
of each year to plan professional development for paraprofessionals for the following school
year. This professional development may include, but is not limited to, building-specific
training, level specific training, paraprofessional-wide training and inclusion in certified staff
professional development.
Paraprofessionals will attend grade level, department and building meetings, including the
first two days of the school year and others as appropriate, as an element of professional
growth. Paraprofessionals will receive training as needed to carry out the functions of their
respective position.
5.10 COMMITTEE WORK
Participation in committee work outs id e of the workday shall be voluntary.

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5.11 PERSONNEL FILES
Employees shall, upon request, have the right to inspect all contents of their complete
personnel file that are subject to review or investigation under the Illinois Personnel Records
Review Act kept by the District. Upon request, any documents contained therein shall be
afforded the employee. No secret files shall be kept anywhere in the District. Representatives
of the employee and of the employer may be present in any review of working files or
permanent personnel files.
No evaluation, correspondence or other material making derogatory reference to an
employee's character or manner shall be kept or placed in the working or permanent
personnel file without the employee's knowledge and opportunity to attach the employee's
own comments.
5.12 SUPERVISION
Each paraprofessional shall be under the direct supervision and/or have access to a fully licensed
teacher when assisting with instruction, whether this occurs in the classrooms, laboratories,
shops, playgrounds, libraries or other educational settings where instructional judgement
requires the supervision of a fully licensed teacher.
5.13 TECHNOLOGY USE
Upon request, a paraprofessional may be issued a Chromebook to assist with their classroom
duties. It is understood that this device is to stay at school, unless otherwise agreed upon by the
building principal and paraprofessional.

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ARTICLE VI VACANCIES
6.1 JOB POSTINGS
1. All vacancies and new positions covered by this Agreement shall be posted internally
within the District for not less than five (5) working days, except in the case of an
emergency, so that interested employees have the opportunity to apply for such
positions prior to their being posted externally. Qualified employees interested in
applying for posted positions must contact the administrator on the posting.
2. If a position can be filled by a paraprofessional within the same building who expresses
interest in the position, the principal may make this transfer, and the position does not
need to be posted. Any resulting vacancy will then be posted.
3. Interviews shall be granted to all qualified paraprofessionals who apply and have a
minimum of four (4) years of experience within the bargaining unit.
6.2 POSITION QUALIFICATIONS
The first consideration in filling vacant positions with an internal applicant shall be the
applicant's ability to meet the primary qualifications of the position. The second
consideration shall be seniority within the bargaining unit. If the District determines that
seniority rights should not govern because a less senior person is better qualified for the
position, the District shall, upon request and within five (5) days, set forth the reasons why
the senior employee was bypassed.
6.3 INVOLUNTARY TRANSFERS
An involuntary transfer shall be defined as the transfer of a paraprofessional from that
paraprofessional's current position to an open position.
No paraprofessional shall be permanently transferred to a newly-opened position without the
administration first posting that job and making every effort to fill it on a voluntary basis. If an
involuntary transfer becomes necessary, the paraprofessional who is involuntarily transferred will
not lose work hours for the school year in which the transfer occurs. If the transfer requires
a change in daily schedule, the paraprofessional will be given up to two weeks to
accommodate the new schedule.
6.4 SUMMER MONTHS
During the summer months, employees shall receive notice of such vacancies through postings
on the District’s website. Summer work will be paid at a stipend amount of $2,000 or the
employee’s rate, whichever is higher. Employees at 15 years or more will receive a stipend of
$2,500 or the employee’s rate, whichever is higher. This stipend is for 5 hours per day for 20
days.

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ARTICLE VII SENIORITY
7.1 DEFINITION
Seniority is defined as continuous length of service within the bargaining unit as of the
employee's first workday. The employee shall be given credit for time worked while on
probation.
7.2 PROBATION
New employees to the District shall serve a probationary period of ninety (90) days. The
District may terminate an employee at any time without notice during the probationary
period.
7.3 SENIORITY CREDITS
Employees who terminate employment with the District shall lose all seniority credits.
Employees who transfer into the paraprofessional unit from another bargaining unit or from
an at-will position within the District will retain length of service credit as a District employee
but will not be granted that experience within the paraprofessional unit on the seniority list
or salary schedule.
7.4 SENIORITY ACCRUAL
One year of seniority shall be granted for working 90 days or more in the school year.
Seniority shall accrue during verified paid sick/medical leaves. Seniority shall not accrue
during unpaid leaves.

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ARTICLE VIII REDUCTION IN FORCE- LAYOFF AND RECALL
8.1 DEFINITION - LAYOFF
The term "Layoff" as used herein refers to action by the Board reducing the number of
employees in the bargaining unit. Layoff does not refer to decisions to terminate an individual
employee for cause.
8.2 WRITTEN NOTICE
In the event of layoff, the District shall provide written notice to all affected employees and
the Association not less than thirty (30) calendar days prior to the last day of student
attendance.
8.3 DEFINITION - SENIORITY
Layoff shall be by seniority within category. The least senior shall be laid off first. All current
full-time paraprofessionals shall be listed in the categories as defined in Article 5.2.
8.4 SENIORITY LIST
By February 1st of each school year, the District will publish and distribute to all buildings and
the Association a seniority list by category ranking each employee working 25 or more hours.
The seniority list must be posted in the building in the common assembly area and on the
District intranet. These lists shall be used for RIF purposes. Any changes in category or hours
made after February 1st will not affect placement for RIF purposes. Employees hired after
February 1st will not be added to the seniority list.
8.5 SENIORITY DRAWING
When more than one employee has the same seniority ranking, the tie shall be broken in a
drawing by lot. The drawing shall be conducted openly by the Association and Human Resources
Department.
8.6 RE-EMPLOYMENT POOL
Laid-off employees shall be placed into a re-employment pool for the following school term
or within one calendar year from the beginning of the following school term. Re-assignment
from this pool to vacancies shall be in reverse order of layoff by category. No new employees
shall be employed to fill existing or new assignments until the pool has been exhausted,
provided that:
1. Employees in the pool shall be notified by District email and telephone (using the number
on record) of a bargaining unit position available to them. It is the employee's
responsibility to provide alternate contact information if needed.
2. When an employee is offered a position to return to the District, the employee must
accept the position or lose all rights to recall.
3. Failure to respond to a proposed assignment within five (5) business days of an email
notice or within three (3) business days of telephone notice shall extinguish all recall
rights of the employee. The District's documentation of when the notice was mailed and
the telephone call was attempted will serve to determine the date notice was provided.
If a phone call is placed and no one answers or responds to a message, the call will be
considered to have been attempted. Extenuating circumstances will be considered on a
case-by-case basis.
4. Once a position has been accepted, the District will send the employee a letter of intent
via first class mail.

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8.7 LAYOFF BENEFITS
Any employee laid off shall retain accrued benefits if the District rehires the employee.
The employee who is laid off shall have the right to maintain health insurance coverage at no
cost to the District consistent with COBRA regulations.

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ARTICLE IX CALENDAR AND LEAVES
9.1 CALENDAR
1. All employees are required to work on all student attendance days. Up to five (5)
additional non-student attendance days per school year may be required. The
calendar shall be given to each employee upon signature/receipt of the individual job
contract with the District.
2. Employees receive ten (10) paid holidays. The District and Association agree that the
name and dates of the paid holidays may change during the term of this Agreement.
Holiday pay shall be for the number of hours regularly worked. Holiday pay shall not be
applicable during any period of unpaid leave of absence.
The following holidays shall be paid holidays for all employees:
Labor Day
Indigenous Peoples Day
Thanksgiving Day
Friday after Thanksgiving Day
Christmas Day
New Year’s Day
Martin Luther King’s Birthday
President’s Day
Good Friday
Memorial Day
The union and district agree that the 4th of July is a recognized holiday as is Juneteenth. As no members
are twelve-month employees, any member working extended school year, will see their calendar increased
to accommodate the observance of these two days, as they are not paid holidays.
9.2 SICK LEAVE
At the beginning of each year, 13 sick leave days will be granted to all employees under this
Agreement with the unused days to accumulate with no cap on the number of sick days to be
accumulated. If an employee begins employment after the beginning of the school year, sick
leave days will be granted on a pro rata basis. The change to unlimited accumulation shall not
change the 100-day maximum for sick day pay out referenced in section 10.9.
9.3 SICK LEAVE UTILIZATION
1. Sick leave may be used for medical needs or to care for an employee's immediate family
or a member of the household with a health condition that requires treatment or
supervision. Immediate family terms include: spouse, children, parents, sister, brother,
grandparents, grandchildren, mother-in-law, father-in -law, brother-in-law, sister-in-law,
daughter-in-law, son-in-law, aunt, uncle. The aforementioned would include step-
relationships.
2. Accumulated leave will be available for utilization as needed provided, however, that in
instances of extended absence beyond three (3) consecutive workdays, or in any situation
where the District has a concern regarding the appropriate use of sick leave, the
employee will provide medical verification of the illness and fitness to return to work as
may be required. Failure to submit such verification shall result in payroll deduction in

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sick leave and subject the employee to disciplinary action.
9.4 FAMILY MEDICAL LEAVE
Eligible employees are entitled to twelve (12) work weeks of unpaid family and medical leave during a
twelve (12) month period in accordance with the Family Medical Leave Act of 1993 (FMLA). Full-time
paraprofessional employees are considered eligible for FMLA leave once they have completed one school
year with the district. For calculation purposes, anyone hired prior to February 1st in a given school year is
considered to have completed a year of service. Any other accrued paid leave, which qualifies under the
Act, will run concurrently for all or the corresponding portion of an employee's leave entitlement under the
Act.
9.5 ADOPTIVE LEAVE
An employee's adoption of a child will be considered an approved use of sick leave. Approved
adoptive uses of sick leave will include the employee meeting with an adoption agency,
attorney, or physician, health verification of the employee, home visitations, travel time to
pick up adoptive child, and support of an adoptive child after placement in the home.
Verification of an employee's absence will be provided to the District for absences of more
than three (3) consecutive days by an attorney, adoption agency or physician.
9.6 BEREAVEMENT LEAVE
Death of an immediate family member or a member of the household of an employee will
constitute basis for utilization of up to three (3) days to attend services and handle personal
affairs of the deceased. That time may be extended upon prior approval of two (2) additional
days due to distance or other extenuating circumstances. Additional days that are approved
shall be deducted from sick leave or personal leave. Immediate family include spouse,
children, parents, sister, brother, grandparents, grandchildren, mother-in-law, father-in-law,
brother-in-law, sister-in-law, daughter-in-law, son-in-law, aunt, uncle. The aforementioned
would include step-relations. Bereavement shall be available for each occurrence that
qualifies under this provision.
9.7 PERSONAL LEAVE
Employees will receive two (2) days of personal leave per year. Employees can accrue up to
a maximum of three (3) days of personal leave. If personal leave is unused one year, the
following year the personal leave days shall accumulate to three (3) personal leave days, and
thereafter shall accumulate as sick days.
The leave is to be approved by the supervisor, requiring forty-eight (48) hours’ notice,
except in an emergency. The leave shall not be granted during the first or last five (5)
days of student attendance or the days preceding or following a school vacation or
holiday unless approved by the Executive Director of Human Resources. The use of three
(3) consecutive personal leave days must have prior approval of the Executive Director
of Human Resources. The leave is to be used for employee personal and business uses
which cannot be scheduled outside regular employment hours
9.8 PLANNED MEDICAL LEAVE
For planned medical procedures, notification to the District should be made as soon as the
dates are known. The request for leave must be accompanied by a doctor's note indicating
the date(s) of the procedure and any time off work required as a result of the procedure. An
employee may be granted an extended leave of absence for a period not to exceed one (1)
year.
1. Leave will not be granted for the employee to accept a position of employment.
2. Unpaid leaves for developing parental relationships for a new child may be granted by
the District to one (1) spouse/parent only. Said leave shall not exceed the remaining

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balance of the school year during which the leave is requested (through June 30). Such
leave must be requested and approved by the District prior to the end of the medically
approved absence in the event of a child's birth or thirty (30) days prior to the
assumption of parenthood in an adoption. This provision does not prohibit qualified
leave under the Family Medical Leave Act (FMLA) for eligible employees.
3. Unpaid leaves for student teaching may be granted for a term of one (1) semester per
the District calendar. Requests must be submitted in writing to the Human Resources
Department by April 1st of the year prior to the leave.
4. The employee may carry District health insurance at the employee's own expense during
an unpaid leave of absence (in accordance with COBRA provisions). The employee will
retain accrued sick leave and seniority rights while on leave of absence. However,
seniority and sick leave shall not accrue during the same leave. The district will return
the employee to a similar or same position.
9.9 UNPLANNED MEDICAL LEAVE
1. An employee may be granted an extended leave of absence for a period not to exceed one (1) year.
2. Leave will not be granted for the employee to accept a position of employment.
3. Unpaid leaves for developing parental relationships for a new child may be granted by the District to one
(1) spouse/parent only. Said leave shall not exceed the remaining balance of the school year during
which the leave is requested (through June 30). Such leave must be requested and approved by the
District prior to the end of the medically approved absence in the event of a child's birth or thirty (30)
days prior to the assumption of parenthood in an adoption. This provision does not prohibit qualified
leave under the Family Medical Leave Act (FMLA) for eligible employees.
4. Unpaid leaves for student teaching may be granted for a term of one (1) semester per the District
calendar. Requests must be submitted in writing to the Human Resources Department by April 1st of the
year prior to the leave.
5. The employee may carry District health insurance at the employee's own expense during an unpaid
leave of absence (in accordance with COBRA provisions). The employee will retain accrued sick leave
and seniority rights while on leave of absence. However, seniority and sick leave shall not accrue during
the same leave. The district will return the employee to a similar or same position.
9.10 JUDICIAL LEAVE
When an employee is called for jury service in any municipal, county, state or federal court
the employee shall advise the supervisor and Human Resources office immediately upon
receipt of such call, and if taken from work for such service shall be reimbursed at the rate of
pay as would normally be accrued during performance of regular duties. If paid for jury duty,
this compensation will be forwarded to the District upon request.
9.11 SUBPOENA LEAVE
A leave of absence with pay shall be granted when an employee is subpoenaed to appear in
a court of law. This leave does not cover personal litigation of the employee or litigation
involved in labor disputes with the employer. If any witness fees are paid, that amount shall
be deducted from the employee's regular pay.
9.12 MILITARY LEAVE
Any member ordered to serve in the military service of the United States shall be granted a leave
of absence without pay. Said member will be returned to the same position left or an equivalent
position for which the member is qualified. Said member shall be given credit on the salary

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schedule for the years on military leave.
9.13 FAMILY MILITARY LEAVE
Employees shall upon request, be granted a family military leave of absence in accordance with
the federal and state law for the purpose of spending time with immediate family members
serving in the armed forces immediately prior to or following their deployment to a zone of
conflict or when on leave from the same. The first three (3) days of such leave shall be paid. The
employee may also utilize any additional unused personal leave.

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ARTICLE X ECONOMIC PROVISIONS AND EXPERIENCE
10.1 SALARY SCHEDULE
Placement on the salary schedule will be done prior to the beginning of each school year or upon initial hire
of an employee based on the employee’s certification status and experience. Credit for paraprofessional,
teacher aide or teacher assistant, or teacher experience up to five (5) years will be granted.
An employee will not be moved from one salary schedule to another once placement has been finalized
unless the District has made an error in placement. Transcripts supporting placement on the Associate’s or
Bachelor’s degree salary schedule must be received by the Human Resources Department by August 15
preceding the school year in which the placement is to take effect. If credentials are earned at another time,
the employee will be moved on the salary schedule upon receipt and approval of the provided transcripts
within 2 pay periods and will not be retroactive.
Each paraprofessional shall receive a 6% increase to their hourly rate in each year of this contract 2023-24
–2027-28. Step 1 will be removed in 2023-2024. Steps 1 and 2 will be removed in 2024-2025 and for the
duration of the contract. See attached salary schedules for hourly rates of pay.
Full-time paraprofessionals who are employed as of September 30, 2023 shall receive a one-time stipend of
$1,000 on the December 15, 2023 paycheck. If this payment would result in an Accelerated Payment to
IMRF, this stipend shall be paid within 60 days of the employee’s final paycheck.
10.2 INSURANCE ELIGIBILITY
Only employees working thirty (30) hours or more per week shall be eligible for the insurance
plans offered by the District. Within thirty (30) calendar days of hire the District will furnish
new employees with pertinent information concerning benefits available to them.
10.3 INSURANCE PREMIUM CONTRIBUTIONS
The Board shall contribute the following percentages toward the c o s t o f the m e d i c a l plan
for all employees who qualify and desire such coverage:
Single Coverage - 85%
Single Plus One or More Dependents - 70%
The dependents of a member covered by medical insurance who dies while under contract
shall be allowed to continue the same coverage for the remainder of the calendar year, after
which they may access Cobra for continuation of benefits.
The Board shall contribute the following percentages toward the cost of the dental plan for all
employees who qualify and desire such coverage:
Single Coverage – 85%
Single Plus One – 60%
Family Coverage – 50%
10.4 LIFE INSURANCE
The Board agrees to provide term life insurance in the amount of $50,000.00 for all eligible
employees who participate in the District's medical insurance plan or term life insurance in
the amount of $60,000.00 for those employees who do not participate in the District's
medical insurance plan.
10 .5 PAYCHECKS
Pay checks to all employees will be distributed on the 15th and 30th of each month. Employees
will receive twenty-four (24) paychecks per school year. Pay increases each year will begin on
the August 30th paycheck.

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All new employees must enroll in direct deposit.
10.6 YEARS OF SERVICE
An employee who works ninety (90) days or more during any school year shall be credited
for a year of employment for the purpose of salary placement.
10.7 SUBSTITUTE TEACHING
1. Employees shall not be asked to perform the work of a substitute teacher unless the
employee has a teaching certificate or a substitute certificate. When an employee
substitutes for a period of thirty (30) consecutive minutes up to three (3) hours, said
employee will receive the per diem plus twenty five dollars ($25.00). When an employee
substitutes for a period of more than three (3) hours, said employee will receive the per
diem plus fifty dollars ($50.00).
2. Paraprofessionals cannot be required to substitute more than eight (8) hours per work
week without mutual consent. A paraprofessional's refusal to substitute beyond this
time may not be considered negatively in a performance review.
3. A committee will be formed to evaluate best practices for dealing with coverage during staff
absences.
10.8 WORK PERFORMED OUTSIDE OFSCHEDULED WORK DAY
1. Any work or duties performed by an employee outside the scheduled workday shall be
compensated at the employee's rate of pay. Such work must have the prior approval of
a supervising administrator. These duties could include by are not limited to, afterschool
activities, job coaching, clubs, etc.
2. Employees forfeiting a portion of their unpaid lunch to perform lunch room supervision
duties shall be compensated at a rate of the higher of $ 2 0 or their hourly wage. If a
member received more than $500 in compensation related to this duty in the 18-19
school year and is subsequently identified to perform the duty in the 19-20 school year
and beyond, they will receive the $27 per hour until such time as they stop performing
this duty.
10.9 RETIREMENT STIPEND
Eligible employees may elect to choose one (1) of the following one-time retirement stipend options:
A. An employee who has a minimum of twenty (20) years of service with the District, who
is/will be fifty-five (55) years of age by June 30th of the year in which the employee
intends to retire shall be eligible for a one-time retirement stipend of ($7,000.00) dollars.
B. An employee who has a minimum of fifteen (15) years of service with the District, who
is/will be fifty-five (55) years of age by June 30th of the year in which the employee intends
to retire shall be eligible for a one-time retirement stipend of ($6,000.00) dollars.
C. An employee who has a minimum of ten (10) years of service with the District, who is/will
be fifty-five (55) years of age by June 30t h of the year in which the employee intends to
retire shall be eligible for a one-time retirement stipend of five thousand ($5,000.00)
dollars.
The stipend will be paid the year of retirement on a member's regular paycheck throughout
the school year, not to exceed 6%. All remaining portion of the stipend will be paid as a lump
sum, less customary and appropriate deductions, on the first payroll after an IMRF reporting
month that the employee does not receive a payroll check.

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•
Upon retirement from the district, any sick days in excess of what can be transferred to IMRF,
may be sold back to the district at a rate of .5 per day at the members final rate of pay. No
more than 100 sick days (50 days paid out) may be sold.
In lieu of the one-time incentives listed above, members may opt for the following:
Members of the bargaining unit with a minimum of ten (10) years full-time experience to the
District who will be eligible for IMRF retirement the year they intend to retire may submit a
retirement letter to the district up to four (4) years prior to their final year of active service.
This letter must be submitted by February 1 of the year it is submitted. Members who submit
the letter may elect to receive an additional 2 percent increase over their scheduled raises
for each of the years after the letters is submitted prior to retirement.
At no time may this increase surpass 6 percent per year. Paraprofessionals who elect this
option will not be eligible for the one-time retirement stipend and must retire on or before
the date they included in their original request.
10.10 ILLINOIS MUNICIPAL RETIREMENT SYSTEM (IM RF)
The District shall pay 4.5% of the employee's share of the IMRF contribution.
10.11 STIPENDS/ INCREMENTS
Once the certified staff has chosen co-curricular activity assignments from the Increment
Classifications and Differential Index, a paraprofessional may apply for any unfilled position.
If hired, the paraprofessional shall receive the stipend/increment negotiated in the current
AEAW Negotiated Agreement. This amount will be paid out at the employee's appropriate
hourly rate, which may be an overtime rate if the employee exceeds forty (40) hours per
week. The employee must submit a time sheet for the hours.
10.12 STIPENDS FOR ASSIGNMENTS
Paraprofessionals assigned to the following positions shall be paid a stipend of $250 per quarter:
Elementary LMC, General Severe Needs, and Job Coaches. All paraprofessionals working at Hope D. Wall
School or in a preschool classroom shall be paid a stipend of $500 per quarter. The stipends shall be paid
within 30 days after the end of the quarter for which the stipend was earned.
10.13 INTERPRETER PAY
Paraprofessionals interested in becoming a district certified interpreter must complete a face to
face skills based assessment and receive a certificate of completion. The district will generate and
administered the assessment as needed. Paraprofessionals will be tested by August 30th.
Outside Contract Hours:
• After contract hours $20.00 per hour (time and½ if applicable, max $30.00 per hour)
• Supervisor of said meeting signs off on time sheet(s), then the building supervisor
signature is attached for payroll purposes.
During Contract Hours:
• Interpreting must be outside daily job responsibilities, (i.e. IEP Meeting, Discipline
Meeting, Conference) compensation will be an additional $5.00 per hour during contract
hours.
• Supervisor of said meeting signs off on time sheet(s), then the building supervisor
signature is attached for payroll purposes.
*** All overtime hours to complete daily job responsibilities as a result of providing interpretation
must be approved by the immediate administrative supervisor.

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ARTICLE XI CONTRACT ADMINISTRATION
11.1 COLLABORATIVE MEETINGS
On a regular basis, as scheduled by the Association and the District, the parties shall meet to
discuss problems relating to the interpretation or compliance with this Collective Bargaining
Agreement and any other issues of concern to either party.
Such meetings will be held as requested by either party, but the parties shall schedule at least
three (3) meetings per year. If the meetings occur during the workday the employees shall
suffer no loss in pay.

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ARTICLE XII EVALUATION
All first and second year employees shall receive a formal evaluation at least once each school year.
All other employees shall receive a formal evaluation at least once every other year.
On the first day of school for returning employees or within five (5) days of the first day of work for
new employees, employees shall be given the name of their immediate supervisor.
By September 15th of each school year, the evaluator, building administrator or designee, will meet
with all employees as a group to review the evaluation instrument and explain the evaluation
process. For employee starting after September 15th this meeting will occur within 20 days of the
first day of work.
1. The standard District paraprofessional evaluation form shall be used in the evaluation of all
employees. The evaluation form may be reviewed and/or revised upon request by either the
Association or the District. Any changes to the existing instrument will be made jointly by a
committee composed of Association members and District administrators.
2. By winter break the evaluator will meet with each employee with whom there are performance
concerns.
3. Unsatisfactory performance will be reviewed by the evaluator with the employee within
thirty (30) days of aforementioned meeting.
4. By April 1st a conference will be held between the employee and evaluator to present and
review the formal written evaluation.
5. Employees must sign the evaluation document. If an employee disagrees with the evaluation, the
employee may write a rebuttal and submit it to the Human Resources Department within five (5)
working days of receipt of the evaluation. Said rebuttal shall be attached to the evaluation and
placed in the employee's personnel file.

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ARTICLE XIII DISCIPLINE
13.1 PROGRESSIVE DISCIPLINE
Non-probationary employees will not be disciplined without just cause. The Executive
Director of Human Resources or designee may place an employee on paid administrative
leave while an issue is being investigated. When an administrator deems an action of an
employee serious enough to warrant possible disciplinary action against that employee, the
District shall, except in cases of potential harm or threat, provide the member and
Association President 24-hour notice of any pre-disciplinary meeting. An Association
representative will attend any disciplinary meeting at the member's request. In issuing
discipline, the District shall adhere to the progressive discipline concepts as follows:
Verbal Warning: This warning will be summarized in writing and a copy will be given to
the member and Association President after the verbal warning has been issued. The
written summary will not be placed in the member's personnel file.
Letter of Direction: A copy of this written notice shall be given to the member and
Association President after a meeting where the member had the opportunity to respond
to the information presented. Any Letter of Direction placed in a member's personnel
file will be removed and no longer available for reference in future disciplinary
proceedings after a period of four (4) years, assuming no similar disciplinary action has
occurred during this time.
Letter of Reprimand: A copy of this written notice shall be given to the member and
Association President after a meeting where the member had the opportunity to respond
to the information presented. Any Letter of Reprimand placed in a member's personnel
file will be removed and no longer available for reference in future disciplinary
proceedings after a period of six (6) years, assuming no similar disciplinary action has
occurred during this time.
Suspension: Suspension, with or without pay, shall be preceded by a hearing before the
Executive Director of Human Resources or designee in which the member shall be given
reasons and evidence which support the suspension and the opportunity to respond to
the information presented. A copy of a written summary of reasons and supporting
evidence for suspension shall be provided to the member and Association President as
soon as reasonable.
Dismissal: Upon the member's request and prior to the School Board's vote to dismiss
an employee, the member will be provided an opportunity to have a hearing before the
Executive Director of Human Resources or designee in which the member shall be given
reasons and evidence which support the dismissal and the opportunity to respond to the
information presented. A copy of a written summary of reasons and supporting evidence
for dismissal shall be provided to the member and Association President as soon as
reasonable.
Unfounded Investigations
When school district administration finds an allegation unfounded, all written
documentation of the incident, including any notices referring to administrative leave,
notices regarding investigatory meetings, and other written documents related to the
investigation must be removed from the member's personnel file.
13 .2 COMPLAINTS FROM AN OUTSIDE SOURCE
Any complaint or derogatory reference against an employee by any parent, student or other
person shall be called to the attention of the employee. Any complaint not called to the
attention of the employee may not be used as the sole basis for any disciplinary action against
the employee unless the complaint is part of a legal investigation.

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ARTICLE XIV STRIKES/LOCKOUTS
The Association agrees not to strike during the term of this Agreement. The District agrees to not
lockout employees during the term of this Agreement.

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ARTICLE XV EFFECT OF THE AGREEMENT
15.1 CURRENT AND FUTURE LAWS
It is understood and agreed by the parties that this Agreement is subject to all applicable existing
and future laws of the State of Illinois, including rules and regulation by the Office of the State
Superintendent of Schools, or agencies of government, other than the District pursuant to the
authority granted them by the legislature.
15.2 COMPLIANCE WITH LAW
Should any article, section or portion of this Agreement be held unlawful or invalid in any court,
agency, ruling or opinion of the attorney general or be in conflict with existing state laws, such
decision shall apply only to the article, section or portion thereof directly specified in such decision
or opinion. The remaining provision of this Agreement shall remain in full force and effect. In the
event a provision is determined to be unlawful or invalid, such provisions shall be renegotiated.
Collaborative Bargaining shall commence within two (2) weeks after receipt of the written
decision affecting this section. The parties will enter collaborative bargaining for the purpose of
attempting to arrive at a mutually satisfactory replacement of such provision(s).
15.3 DURATION OF AGREEMENT
The provisions of this Agreement shall be in full force and effect from July 1, 2023 to June 30,
2028.

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SIGNATURES
West Aurora Paraprofessional Association Board of Education West Aurora
School District 129
By:_________________________________ By:____________________________________
Its Authorized Representative
Date:_______________________________ Date:__________________________________

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APPENDIX A
Salary Schedule for 2023-2024
HIGHLY QUALIFIED
ASSOCIATES
DEGREE BACHELORS DEGREE
YEAR RATE YEAR RATE YEAR RATE
1 $15.22 1 $15.48 1 $15.78
2 $15.52 2 $15.79 2 $16.09
3 $15.83 3 $16.12 3 $16.42
4 $16.13 4 $16.44 4 $16.73
5 $16.45 5 $16.77 5 $17.07
6 $16.77 6 $17.08 6 $17.42
7 $17.08 7 $17.42 7 $17.72
8 $17.39 8 $17.73 8 $18.06
9 $17.72 9 $18.07 9 $18.39
10 $18.06 10 $18.40 10 $18.74
11 $18.39 11 $18.76 11 $19.10
12 $18.75 12 $19.11 12 $19.45
13 $19.10 13 $19.46 13 $19.82
14 $19.45 14 $19.84 14 $20.20
15 $19.83 15 $20.21 15 $20.59
16 $20.20 16 $20.60 16 $20.97
17 $20.59 17 $21.00 17 $21.38
18 $20.99 18 $21.39 18 $21.77
19 $21.38 19 $21.78 19 $22.20
20 $21.77 20 $22.22 20 $22.61
21 $22.21 21 $22.62 21 $23.06
22 $22.51 22 $22.94 22 $23.37
23 $22.83 23 $23.29 23 $23.70
24 $23.17 24 $23.62 24 $24.04
25 $23.49 25 $23.96 25 $24.40
26 $23.84 26 $24.30 26 $24.75
27 $24.18 27 $24.65 27 $25.09
28 $24.52 28 $24.99 28 $25.46
29 $24.87 29 $25.36 29 $25.83
30 $25.23 30 $25.73 30 $26.20

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APPENDIX B
Salary Schedule for 2024-2025
HIGHLY QUALIFIED ASSOCIATES DEGREE BACHELORS DEGREE
YEAR RATE YEAR RATE YEAR RATE
1 $15.83 1 $16.10 1 $16.42
2 $16.13 2 $16.41 2 $16.73
3 $16.45 3 $16.74 3 $17.06
4 $16.78 4 $17.09 4 $17.41
5 $17.10 5 $17.43 5 $17.73
6 $17.44 6 $17.78 6 $18.09
7 $17.78 7 $18.10 7 $18.47
8 $18.10 8 $18.47 8 $18.78
9 $18.43 9 $18.79 9 $19.14
10 $18.78 10 $19.15 10 $19.49
11 $19.14 11 $19.50 11 $19.86
12 $19.49 12 $19.89 12 $20.25
13 $19.88 13 $20.26 13 $20.62
14 $20.25 14 $20.63 14 $21.01
15 $20.62 15 $21.03 15 $21.41
16 $21.02 16 $21.42 16 $21.83
17 $21.41 17 $21.84 17 $22.23
18 $21.83 18 $22.26 18 $22.66
19 $22.25 19 $22.67 19 $23.08
20 $22.66 20 $23.09 20 $23.53
21 $23.08 21 $23.55 21 $23.97
22 $23.54 22 $23.98 22 $24.44
23 $23.86 23 $24.32 23 $24.77
24 $24.20 24 $24.69 24 $25.12
25 $24.56 25 $25.04 25 $25.48
26 $24.90 26 $25.40 26 $25.86
27 $25.27 27 $25.76 27 $26.24
28 $25.63 28 $26.13 28 $26.60
29 $25.99 29 $26.49 29 $26.99
30 $26.36 30 $26.88 30 $27.38

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APPENDIX C
Salary Schedule for 2025-2026
HIGHLY QUALIFIED ASSOCIATES DEGREE BACHELORS DEGREE
YEAR RATE YEAR RATE YEAR RATE
1 $16.48 1 $16.77 1 $17.10
2 $16.78 2 $17.07 2 $17.41
3 $17.10 3 $17.39 3 $17.73
4 $17.44 4 $17.74 4 $18.08
5 $17.79 5 $18.12 5 $18.45
6 $18.13 6 $18.48 6 $18.79
7 $18.49 7 $18.85 7 $19.18
8 $18.85 8 $19.19 8 $19.58
9 $19.19 9 $19.58 9 $19.91
10 $19.54 10 $19.92 10 $20.29
11 $19.91 11 $20.30 11 $20.66
12 $20.29 12 $20.67 12 $21.05
13 $20.66 13 $21.08 13 $21.47
14 $21.07 14 $21.48 14 $21.86
15 $21.47 15 $21.87 15 $22.27
16 $21.86 16 $22.29 16 $22.69
17 $22.28 17 $22.71 17 $23.14
18 $22.69 18 $23.15 18 $23.56
19 $23.14 19 $23.60 19 $24.02
20 $23.59 20 $24.03 20 $24.46
21 $24.02 21 $24.48 21 $24.94
22 $24.46 22 $24.96 22 $25.41
23 $24.95 23 $25.42 23 $25.91
24 $25.29 24 $25.78 24 $26.26
25 $25.65 25 $26.17 25 $26.63
26 $26.03 26 $26.54 26 $27.01
27 $26.39 27 $26.92 27 $27.41
28 $26.79 28 $27.31 28 $27.81
29 $27.17 29 $27.70 29 $28.20
30 $27.55 30 $28.08 30 $28.61

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APPENDIX D
Salary Schedule for 2026-2027
HIGHLY QUALIFIED ASSOCIATES DEGREE BACHELORS DEGREE
YEAR RATE YEAR RATE YEAR RATE
1 $17.17 1 $17.48 1 $17.82
2 $17.47 2 $17.78 2 $18.13
3 $17.79 3 $18.09 3 $18.45
4 $18.13 4 $18.43 4 $18.79
5 $18.49 5 $18.80 5 $19.16
6 $18.86 6 $19.21 6 $19.56
7 $19.22 7 $19.59 7 $19.92
8 $19.60 8 $19.98 8 $20.33
9 $19.98 9 $20.34 9 $20.75
10 $20.34 10 $20.75 10 $21.10
11 $20.71 11 $21.12 11 $21.51
12 $21.10 12 $21.52 12 $21.90
13 $21.51 13 $21.91 13 $22.31
14 $21.90 14 $22.34 14 $22.76
15 $22.33 15 $22.77 15 $23.17
16 $22.76 16 $23.18 16 $23.61
17 $23.17 17 $23.63 17 $24.05
18 $23.62 18 $24.07 18 $24.53
19 $24.05 19 $24.54 19 $24.97
20 $24.53 20 $25.02 20 $25.46
21 $25.01 21 $25.47 21 $25.93
22 $25.46 22 $25.95 22 $26.44
23 $25.93 23 $26.46 23 $26.93
24 $26.45 24 $26.95 24 $27.46
25 $26.81 25 $27.33 25 $27.84
26 $27.19 26 $27.74 26 $28.23
27 $27.59 27 $28.13 27 $28.63
28 $27.97 28 $28.54 28 $29.05
29 $28.40 29 $28.95 29 $29.48
30 $28.80 30 $29.36 30 $29.89

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APPENDIX E
Salary Schedule for 2027-2028
HIGHLY QUALIFIED ASSOCIATES DEGREE BACHELORS DEGREE
YEAR RATE YEAR RATE YEAR RATE
1 $17.89 1 $18.22 1 $18.58
2 $18.20 2 $18.53 2 $18.89
3 $18.52 3 $18.85 3 $19.22
4 $18.86 4 $19.18 4 $19.56
5 $19.22 5 $19.54 5 $19.92
6 $19.60 6 $19.93 6 $20.31
7 $19.99 7 $20.36 7 $20.73
8 $20.37 8 $20.77 8 $21.12
9 $20.78 9 $21.18 9 $21.55
10 $21.18 10 $21.56 10 $22.00
11 $21.56 11 $22.00 11 $22.37
12 $21.95 12 $22.39 12 $22.80
13 $22.37 13 $22.81 13 $23.21
14 $22.80 14 $23.22 14 $23.65
15 $23.21 15 $23.68 15 $24.13
16 $23.67 16 $24.14 16 $24.56
17 $24.13 17 $24.57 17 $25.03
18 $24.56 18 $25.05 18 $25.49
19 $25.04 19 $25.51 19 $26.00
20 $25.49 20 $26.01 20 $26.47
21 $26.00 21 $26.52 21 $26.99
22 $26.51 22 $27.00 22 $27.49
23 $26.99 23 $27.51 23 $28.03
24 $27.49 24 $28.05 24 $28.55
25 $28.04 25 $28.57 25 $29.11
26 $28.42 26 $28.97 26 $29.51
27 $28.82 27 $29.40 27 $29.92
28 $29.25 28 $29.82 28 $30.35
29 $29.65 29 $30.25 29 $30.79
30 $30.10 30 $30.69 30 $31.25

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Appendix F
WEST AURORA PARAPROFESSIONALS GRIEVANCE FORM
Date:
Name of Complainant:
Position:
Location: - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
BuiIding Administrator:
Section(s) of Contract Violated:
Brief Description of Grievance (with date(s)):
Proposed Remedy :
Grievant WAPA Representative
Date:
Resolution Summary:
Grievant WAPA Representative Administrator

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