100TH GENERAL ASSEMBLY
State of Illinois
2017 and 2018
HB3708

 

Introduced , by Rep. Steven Reick

 

SYNOPSIS AS INTRODUCED:
 
105 ILCS 5/24-12  from Ch. 122, par. 24-12

    Amends the Employment of Teachers Article of School Code. Provides that if a teacher is removed or dismissed as a result of a decision of a school board to decrease the number of teachers employed by the school board, a decision of a school board to discontinue some particular type of teaching service, or a reduction in the number of programs or positions in a special education joint agreement, then written notice must be mailed and given to the teacher no more than 10 business days following the approval of the budget for the fiscal year in which the honorable dismissal would take effect (instead of mailed and given at least 45 days before the end of the school term). Provides that if no budget for the next fiscal year has been approved by June 15 of the current fiscal year, then the school board shall fulfill the notification requirements by June 30 of the current fiscal year.


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A BILL FOR

 

HB3708LRB100 04216 NHT 14222 b

1    AN ACT concerning education.
 
2    Be it enacted by the People of the State of Illinois,
3represented in the General Assembly:
 
4    Section 5. The School Code is amended by changing Section
524-12 as follows:
 
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

 

 

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

 

 

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

 

 

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1continued service, is removed or dismissed as a result of a
2decision of a school board to decrease the number of teachers
3employed by the board, a decision of a school board to
4discontinue some particular type of teaching service, or a
5reduction in the number of programs or positions in a special
6education joint agreement, then written notice must be mailed
7to the teacher and also given to the teacher either by
8certified mail, return receipt requested, or personal delivery
9with receipt no more than 10 business days following the
10approval of the budget for the fiscal year in which the
11honorable dismissal would take effect at least 45 days before
12the end of the school term, together with a statement of
13honorable dismissal and the reason therefor, and in all such
14cases the sequence of dismissal shall occur in accordance with
15this subsection (b); except that this subsection (b) shall not
16impair the operation of any affirmative action program in the
17school district, regardless of whether it exists by operation
18of law or is conducted on a voluntary basis by the board. If no
19budget for the next fiscal year has been approved by June 15 of
20the current fiscal year, then the school board shall fulfill
21these notification requirements by June 30 of the current
22fiscal year.
23    Each teacher must be categorized into one or more positions
24for which the teacher is qualified to hold, based upon legal
25qualifications and any other qualifications established in a
26district or joint agreement job description, on or before the

 

 

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1May 10 prior to the school year during which the sequence of
2dismissal is determined. Within each position and subject to
3agreements made by the joint committee on honorable dismissals
4that are authorized by subsection (c) of this Section, the
5school district or joint agreement must establish 4 groupings
6of teachers qualified to hold the position as follows:
7        (1) Grouping one shall consist of each teacher who is
8    not in contractual continued service and who (i) has not
9    received a performance evaluation rating, (ii) is employed
10    for one school term or less to replace a teacher on leave,
11    or (iii) is employed on a part-time basis. "Part-time
12    basis" for the purposes of this subsection (b) means a
13    teacher who is employed to teach less than a full-day,
14    teacher workload or less than 5 days of the normal student
15    attendance week, unless otherwise provided for in a
16    collective bargaining agreement between the district and
17    the exclusive representative of the district's teachers.
18    For the purposes of this Section, a teacher (A) who is
19    employed as a full-time teacher but who actually teaches or
20    is otherwise present and participating in the district's
21    educational program for less than a school term or (B) who,
22    in the immediately previous school term, was employed on a
23    full-time basis and actually taught or was otherwise
24    present and participated in the district's educational
25    program for 120 days or more is not considered employed on
26    a part-time basis.

 

 

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

 

 

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

 

 

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1before the end of the school term. Each year, each board shall
2also establish, in consultation with any exclusive employee
3representatives, a list showing the length of continuing
4service of each teacher who is qualified to hold any such
5positions, unless an alternative method of determining a
6sequence of dismissal is established as provided for in this
7Section, in which case a list must be made in accordance with
8the alternative method. Copies of the list must be distributed
9to the exclusive employee representative at least 75 days
10before the end of the school term.
11    Any teacher dismissed as a result of such decrease or
12discontinuance must be paid all earned compensation on or
13before the third business day following the last day of pupil
14attendance in the regular school term.
15    If the board or joint agreement has any vacancies for the
16following school term or within one calendar year from the
17beginning of the following school term, the positions thereby
18becoming available must be tendered to the teachers so removed
19or dismissed who were in groupings 3 or 4 of the sequence of
20dismissal and are qualified to hold the positions, based upon
21legal qualifications and any other qualifications established
22in a district or joint agreement job description, on or before
23the May 10 prior to the date of the positions becoming
24available, provided that if the number of honorable dismissal
25notices based on economic necessity exceeds 15% of the number
26of full-time equivalent positions filled by certified

 

 

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1employees (excluding principals and administrative personnel)
2during the preceding school year, then the recall period is for
3the following school term or within 2 calendar years from the
4beginning of the following school term. If the board or joint
5agreement has any vacancies within the period from the
6beginning of the following school term through February 1 of
7the following school term (unless a date later than February 1,
8but no later than 6 months from the beginning of the following
9school term, is established in a collective bargaining
10agreement), the positions thereby becoming available must be
11tendered to the teachers so removed or dismissed who were in
12grouping 2 of the sequence of dismissal due to one "needs
13improvement" rating on either of the teacher's last 2
14performance evaluation ratings, provided that, if 2 ratings are
15available, the other performance evaluation rating used for
16grouping purposes is "satisfactory", "proficient", or
17"excellent", and are qualified to hold the positions, based
18upon legal qualifications and any other qualifications
19established in a district or joint agreement job description,
20on or before the May 10 prior to the date of the positions
21becoming available. On and after the effective date of this
22amendatory Act of the 98th General Assembly, the preceding
23sentence shall apply to teachers removed or dismissed by
24honorable dismissal, even if notice of honorable dismissal
25occurred during the 2013-2014 school year. Among teachers
26eligible for recall pursuant to the preceding sentence, the

 

 

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1order of recall must be in inverse order of dismissal, unless
2an alternative order of recall is established in a collective
3bargaining agreement or contract between the board and a
4professional faculty members' organization. Whenever the
5number of honorable dismissal notices based upon economic
6necessity exceeds 5 notices or 150% of the average number of
7teachers honorably dismissed in the preceding 3 years,
8whichever is more, then the school board or governing board of
9a joint agreement, as applicable, shall also hold a public
10hearing on the question of the dismissals. Following the
11hearing and board review, the action to approve any such
12reduction shall require a majority vote of the board members.
13    For purposes of this subsection (b), subject to agreement
14on an alternative definition reached by the joint committee
15described in subsection (c) of this Section, a teacher's
16performance evaluation rating means the overall performance
17evaluation rating resulting from an annual or biennial
18performance evaluation conducted pursuant to Article 24A of
19this Code by the school district or joint agreement determining
20the sequence of dismissal, not including any performance
21evaluation conducted during or at the end of a remediation
22period. No more than one evaluation rating each school term
23shall be one of the evaluation ratings used for the purpose of
24determining the sequence of dismissal. Except as otherwise
25provided in this subsection for any performance evaluations
26conducted during or at the end of a remediation period, if

 

 

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1multiple performance evaluations are conducted in a school
2term, only the rating from the last evaluation conducted prior
3to establishing the sequence of honorable dismissal list in
4such school term shall be the one evaluation rating from that
5school term used for the purpose of determining the sequence of
6dismissal. Averaging ratings from multiple evaluations is not
7permitted unless otherwise agreed to in a collective bargaining
8agreement or contract between the board and a professional
9faculty members' organization. The preceding 3 sentences are
10not a legislative declaration that existing law does or does
11not already require that only one performance evaluation each
12school term shall be used for the purpose of determining the
13sequence of dismissal. For performance evaluation ratings
14determined prior to September 1, 2012, any school district or
15joint agreement with a performance evaluation rating system
16that does not use either of the rating category systems
17specified in subsection (d) of Section 24A-5 of this Code for
18all teachers must establish a basis for assigning each teacher
19a rating that complies with subsection (d) of Section 24A-5 of
20this Code for all of the performance evaluation ratings that
21are to be used to determine the sequence of dismissal. A
22teacher's grouping and ranking on a sequence of honorable
23dismissal shall be deemed a part of the teacher's performance
24evaluation, and that information shall be disclosed to the
25exclusive bargaining representative as part of a sequence of
26honorable dismissal list, notwithstanding any laws prohibiting

 

 

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1disclosure of such information. A performance evaluation
2rating may be used to determine the sequence of dismissal,
3notwithstanding the pendency of any grievance resolution or
4arbitration procedures relating to the performance evaluation.
5If a teacher has received at least one performance evaluation
6rating conducted by the school district or joint agreement
7determining the sequence of dismissal and a subsequent
8performance evaluation is not conducted in any school year in
9which such evaluation is required to be conducted under Section
1024A-5 of this Code, the teacher's performance evaluation rating
11for that school year for purposes of determining the sequence
12of dismissal is deemed Proficient. If a performance evaluation
13rating is nullified as the result of an arbitration,
14administrative agency, or court determination, then the school
15district or joint agreement is deemed to have conducted a
16performance evaluation for that school year, but the
17performance evaluation rating may not be used in determining
18the sequence of dismissal.
19    Nothing in this subsection (b) shall be construed as
20limiting the right of a school board or governing board of a
21joint agreement to dismiss a teacher not in contractual
22continued service in accordance with Section 24-11 of this
23Code.
24    Any provisions regarding the sequence of honorable
25dismissals and recall of honorably dismissed teachers in a
26collective bargaining agreement entered into on or before

 

 

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1January 1, 2011 and in effect on the effective date of this
2amendatory Act of the 97th General Assembly that may conflict
3with this amendatory Act of the 97th General Assembly shall
4remain in effect through the expiration of such agreement or
5June 30, 2013, whichever is earlier.
6    (c) Each school district and special education joint
7agreement must use a joint committee composed of equal
8representation selected by the school board and its teachers
9or, if applicable, the exclusive bargaining representative of
10its teachers, to address the matters described in paragraphs
11(1) through (5) of this subsection (c) pertaining to honorable
12dismissals under subsection (b) of this Section.
13        (1) The joint committee must consider and may agree to
14    criteria for excluding from grouping 2 and placing into
15    grouping 3 a teacher whose last 2 performance evaluations
16    include a Needs Improvement and either a Proficient or
17    Excellent.
18        (2) The joint committee must consider and may agree to
19    an alternative definition for grouping 4, which definition
20    must take into account prior performance evaluation
21    ratings and may take into account other factors that relate
22    to the school district's or program's educational
23    objectives. An alternative definition for grouping 4 may
24    not permit the inclusion of a teacher in the grouping with
25    a Needs Improvement or Unsatisfactory performance
26    evaluation rating on either of the teacher's last 2

 

 

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

 

 

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

 

 

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1before February 1 of a school year in order for the agreement
2of the joint committee to apply to the sequence of dismissal
3determined during that school year. Subject to the February 1
4deadline for agreements, the agreement of a joint committee on
5a matter shall apply to the sequence of dismissal until the
6agreement is amended or terminated by the joint committee.
7    (d) Notwithstanding anything to the contrary in this
8subsection (d), the requirements and dismissal procedures of
9Section 24-16.5 of this Code shall apply to any dismissal
10sought under Section 24-16.5 of this Code.
11        (1) If a dismissal of a teacher in contractual
12    continued service is sought for any reason or cause other
13    than an honorable dismissal under subsections (a) or (b) of
14    this Section or a dismissal sought under Section 24-16.5 of
15    this Code, including those under Section 10-22.4, the board
16    must first approve a motion containing specific charges by
17    a majority vote of all its members. Written notice of such
18    charges, including a bill of particulars and the teacher's
19    right to request a hearing, must be mailed to the teacher
20    and also given to the teacher either by certified mail,
21    return receipt requested, or personal delivery with
22    receipt within 5 days of the adoption of the motion. Any
23    written notice sent on or after July 1, 2012 shall inform
24    the teacher of the right to request a hearing before a
25    mutually selected hearing officer, with the cost of the
26    hearing officer split equally between the teacher and the

 

 

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

 

 

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1    July 1, 2012, the teacher has requested a hearing before a
2    mutually selected hearing officer, the State Board of
3    Education shall provide a list of 5 prospective, impartial
4    hearing officers from the master list of qualified,
5    impartial hearing officers maintained by the State Board of
6    Education. Each person on the master list must (i) be
7    accredited by a national arbitration organization and have
8    had a minimum of 5 years of experience directly related to
9    labor and employment relations matters between employers
10    and employees or their exclusive bargaining
11    representatives and (ii) beginning September 1, 2012, have
12    participated in training provided or approved by the State
13    Board of Education for teacher dismissal hearing officers
14    so that he or she is familiar with issues generally
15    involved in evaluative and non-evaluative dismissals.
16        If notice to the teacher was sent before July 1, 2012
17    or, if the notice was sent on or after July 1, 2012, the
18    teacher has requested a hearing before a mutually selected
19    hearing officer, the board and the teacher or their legal
20    representatives within 3 business days shall alternately
21    strike one name from the list provided by the State Board
22    of Education until only one name remains. Unless waived by
23    the teacher, the teacher shall have the right to proceed
24    first with the striking. Within 3 business days of receipt
25    of the list provided by the State Board of Education, the
26    board and the teacher or their legal representatives shall

 

 

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1    each have the right to reject all prospective hearing
2    officers named on the list and notify the State Board of
3    Education of such rejection. Within 3 business days after
4    receiving this notification, the State Board of Education
5    shall appoint a qualified person from the master list who
6    did not appear on the list sent to the parties to serve as
7    the hearing officer, unless the parties notify it that they
8    have chosen to alternatively select a hearing officer under
9    paragraph (4) of this subsection (d).
10        If the teacher has requested a hearing before a hearing
11    officer selected by the board, the board shall select one
12    name from the master list of qualified impartial hearing
13    officers maintained by the State Board of Education within
14    3 business days after receipt and shall notify the State
15    Board of Education of its selection.
16        A hearing officer mutually selected by the parties,
17    selected by the board, or selected through an alternative
18    selection process under paragraph (4) of this subsection
19    (d) (A) must not be a resident of the school district, (B)
20    must be available to commence the hearing within 75 days
21    and conclude the hearing within 120 days after being
22    selected as the hearing officer, and (C) must issue a
23    decision as to whether the teacher must be dismissed and
24    give a copy of that decision to both the teacher and the
25    board within 30 days from the conclusion of the hearing or
26    closure of the record, whichever is later.

 

 

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

 

 

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1    permissible costs for the hearing officer must be
2    determined by the State Board of Education. If the board
3    and the teacher or their legal representatives mutually
4    agree to select an impartial hearing officer who is not on
5    a list received from the State Board of Education, they may
6    agree to supplement the fees determined by the State Board
7    to the hearing officer, at a rate consistent with the
8    hearing officer's published professional fees. If the
9    hearing officer is mutually selected by the parties, then
10    the board and the teacher or their legal representatives
11    shall each pay 50% of the fees and costs and any
12    supplemental allowance to which they agree. If the hearing
13    officer is selected by the board, then the board shall pay
14    100% of the hearing officer's fees and costs. The fees and
15    costs must be paid to the hearing officer within 14 days
16    after the board and the teacher or their legal
17    representatives receive the hearing officer's decision set
18    forth in paragraph (7) of this subsection (d).
19        (6) The teacher is required to answer the bill of
20    particulars and aver affirmative matters in his or her
21    defense, and the time for initially doing so and the time
22    for updating such answer and defenses after pre-hearing
23    discovery must be set by the hearing officer. The State
24    Board of Education shall promulgate rules so that each
25    party has a fair opportunity to present its case and to
26    ensure that the dismissal process proceeds in a fair and

 

 

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1    expeditious manner. These rules shall address, without
2    limitation, discovery and hearing scheduling conferences;
3    the teacher's initial answer and affirmative defenses to
4    the bill of particulars and the updating of that
5    information after pre-hearing discovery; provision for
6    written interrogatories and requests for production of
7    documents; the requirement that each party initially
8    disclose to the other party and then update the disclosure
9    no later than 10 calendar days prior to the commencement of
10    the hearing, the names and addresses of persons who may be
11    called as witnesses at the hearing, a summary of the facts
12    or opinions each witness will testify to, and all other
13    documents and materials, including information maintained
14    electronically, relevant to its own as well as the other
15    party's case (the hearing officer may exclude witnesses and
16    exhibits not identified and shared, except those offered in
17    rebuttal for which the party could not reasonably have
18    anticipated prior to the hearing); pre-hearing discovery
19    and preparation, including provision for written
20    interrogatories and requests for production of documents,
21    provided that discovery depositions are prohibited; the
22    conduct of the hearing; the right of each party to be
23    represented by counsel, the offer of evidence and witnesses
24    and the cross-examination of witnesses; the authority of
25    the hearing officer to issue subpoenas and subpoenas duces
26    tecum, provided that the hearing officer may limit the

 

 

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1    number of witnesses to be subpoenaed on behalf of each
2    party to no more than 7; the length of post-hearing briefs;
3    and the form, length, and content of hearing officers'
4    decisions. The hearing officer shall hold a hearing and
5    render a final decision for dismissal pursuant to Article
6    24A of this Code or shall report to the school board
7    findings of fact and a recommendation as to whether or not
8    the teacher must be dismissed for conduct. The hearing
9    officer shall commence the hearing within 75 days and
10    conclude the hearing within 120 days after being selected
11    as the hearing officer, provided that the hearing officer
12    may modify these timelines upon the showing of good cause
13    or mutual agreement of the parties. Good cause for the
14    purpose of this subsection (d) shall mean the illness or
15    otherwise unavoidable emergency of the teacher, district
16    representative, their legal representatives, the hearing
17    officer, or an essential witness as indicated in each
18    party's pre-hearing submission. In a dismissal hearing
19    pursuant to Article 24A of this Code, the hearing officer
20    shall consider and give weight to all of the teacher's
21    evaluations written pursuant to Article 24A that are
22    relevant to the issues in the hearing.
23        Each party shall have no more than 3 days to present
24    its case, unless extended by the hearing officer to enable
25    a party to present adequate evidence and testimony,
26    including due to the other party's cross-examination of the

 

 

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1    party's witnesses, for good cause or by mutual agreement of
2    the parties. The State Board of Education shall define in
3    rules the meaning of "day" for such purposes. All testimony
4    at the hearing shall be taken under oath administered by
5    the hearing officer. The hearing officer shall cause a
6    record of the proceedings to be kept and shall employ a
7    competent reporter to take stenographic or stenotype notes
8    of all the testimony. The costs of the reporter's
9    attendance and services at the hearing shall be paid by the
10    party or parties who are responsible for paying the fees
11    and costs of the hearing officer. Either party desiring a
12    transcript of the hearing shall pay for the cost thereof.
13    Any post-hearing briefs must be submitted by the parties by
14    no later than 21 days after a party's receipt of the
15    transcript of the hearing, unless extended by the hearing
16    officer for good cause or by mutual agreement of the
17    parties.
18        (7) The hearing officer shall, within 30 days from the
19    conclusion of the hearing or closure of the record,
20    whichever is later, make a decision as to whether or not
21    the teacher shall be dismissed pursuant to Article 24A of
22    this Code or report to the school board findings of fact
23    and a recommendation as to whether or not the teacher shall
24    be dismissed for cause and shall give a copy of the
25    decision or findings of fact and recommendation to both the
26    teacher and the school board. If a hearing officer fails

 

 

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

 

 

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1    lose jurisdiction to discharge a teacher if the hearing
2    officer fails to render a decision or findings of fact and
3    recommendation within the time specified in this Section.
4    If the decision of the hearing officer for dismissal
5    pursuant to Article 24A of this Code or of the school board
6    for dismissal for cause is in favor of the teacher, then
7    the hearing officer or school board shall order
8    reinstatement to the same or substantially equivalent
9    position and shall determine the amount for which the
10    school board is liable, including, but not limited to, loss
11    of income and benefits.
12        (8) The school board, within 45 days after receipt of
13    the hearing officer's findings of fact and recommendation
14    as to whether (i) the conduct at issue occurred, (ii) the
15    conduct that did occur was remediable, and (iii) the
16    proposed dismissal should be sustained, shall issue a
17    written order as to whether the teacher must be retained or
18    dismissed for cause from its employ. The school board's
19    written order shall incorporate the hearing officer's
20    findings of fact, except that the school board may modify
21    or supplement the findings of fact if, in its opinion, the
22    findings of fact are against the manifest weight of the
23    evidence.
24        If the school board dismisses the teacher
25    notwithstanding the hearing officer's findings of fact and
26    recommendation, the school board shall make a conclusion in

 

 

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1    its written order, giving its reasons therefor, and such
2    conclusion and reasons must be included in its written
3    order. The failure of the school board to strictly adhere
4    to the timelines contained in this Section shall not render
5    it without jurisdiction to dismiss the teacher. The school
6    board shall not lose jurisdiction to discharge the teacher
7    for cause if the hearing officer fails to render a
8    recommendation within the time specified in this Section.
9    The decision of the school board is final, unless reviewed
10    as provided in paragraph (9) of this subsection (d).
11        If the school board retains the teacher, the school
12    board shall enter a written order stating the amount of
13    back pay and lost benefits, less mitigation, to be paid to
14    the teacher, within 45 days after its retention order.
15    Should the teacher object to the amount of the back pay and
16    lost benefits or amount mitigated, the teacher shall give
17    written objections to the amount within 21 days. If the
18    parties fail to reach resolution within 7 days, the dispute
19    shall be referred to the hearing officer, who shall
20    consider the school board's written order and teacher's
21    written objection and determine the amount to which the
22    school board is liable. The costs of the hearing officer's
23    review and determination must be paid by the board.
24        (9) The decision of the hearing officer pursuant to
25    Article 24A of this Code or of the school board's decision
26    to dismiss for cause is final unless reviewed as provided

 

 

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1    in Section 24-16 of this Act. If the school board's
2    decision to dismiss for cause is contrary to the hearing
3    officer's recommendation, the court on review shall give
4    consideration to the school board's decision and its
5    supplemental findings of fact, if applicable, and the
6    hearing officer's findings of fact and recommendation in
7    making its decision. In the event such review is
8    instituted, the school board shall be responsible for
9    preparing and filing the record of proceedings, and such
10    costs associated therewith must be divided equally between
11    the parties.
12        (10) If a decision of the hearing officer for dismissal
13    pursuant to Article 24A of this Code or of the school board
14    for dismissal for cause is adjudicated upon review or
15    appeal in favor of the teacher, then the trial court shall
16    order reinstatement and shall remand the matter to the
17    school board with direction for entry of an order setting
18    the amount of back pay, lost benefits, and costs, less
19    mitigation. The teacher may challenge the school board's
20    order setting the amount of back pay, lost benefits, and
21    costs, less mitigation, through an expedited arbitration
22    procedure, with the costs of the arbitrator borne by the
23    school board.
24        Any teacher who is reinstated by any hearing or
25    adjudication brought under this Section shall be assigned
26    by the board to a position substantially similar to the one

 

 

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1    which that teacher held prior to that teacher's suspension
2    or dismissal.
3        (11) Subject to any later effective date referenced in
4    this Section for a specific aspect of the dismissal
5    process, the changes made by Public Act 97-8 shall apply to
6    dismissals instituted on or after September 1, 2011. Any
7    dismissal instituted prior to September 1, 2011 must be
8    carried out in accordance with the requirements of this
9    Section prior to amendment by Public Act 97-8.
10    (e) Nothing contained in this amendatory Act of the 98th
11General Assembly repeals, supersedes, invalidates, or
12nullifies final decisions in lawsuits pending on the effective
13date of this amendatory Act of the 98th General Assembly in
14Illinois courts involving the interpretation of Public Act
1597-8.
16(Source: P.A. 98-513, eff. 1-1-14; 98-648, eff. 7-1-14; 99-78,
17eff. 7-20-15.)