Sen. Kimberly A. Lightford

Filed: 4/26/2023

 

 


 

 


 
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1
AMENDMENT TO SENATE BILL 1872

2    AMENDMENT NO. ______. Amend Senate Bill 1872, AS AMENDED,
3by replacing everything after the enacting clause with the
4following:
 
5    "Section 5. The School Code is amended by changing
6Sections 24-11, 24-12, and 34-84 as follows:
 
7    (105 ILCS 5/24-11)  (from Ch. 122, par. 24-11)
8    Sec. 24-11. Boards of Education - Boards of School
9Inspectors - Contractual continued service.
10    (a) As used in this and the succeeding Sections of this
11Article:
12    "Teacher" means any or all school district employees
13regularly required to be licensed under laws relating to the
14licensure of teachers.
15    "Board" means board of directors, board of education, or
16board of school inspectors, as the case may be.

 

 

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1    "School term" means that portion of the school year, July
21 to the following June 30, when school is in actual session.
3    "Program" means a program of a special education joint
4agreement.
5    "Program of a special education joint agreement" means
6instructional, consultative, supervisory, administrative,
7diagnostic, and related services that are managed by a special
8educational joint agreement designed to service 2 or more
9school districts that are members of the joint agreement.
10    "PERA implementation date" means the implementation date
11of an evaluation system for teachers as specified by Section
1224A-2.5 of this Code for all schools within a school district
13or all programs of a special education joint agreement.
14    (b) This Section and Sections 24-12 through 24-16 of this
15Article apply only to school districts having less than
16500,000 inhabitants.
17    (c) Any teacher who is first employed as a full-time
18teacher in a school district or program prior to the PERA
19implementation date and who is employed in that district or
20program for a probationary period of 4 consecutive school
21terms shall enter upon contractual continued service in the
22district or in all of the programs that the teacher is legally
23qualified to hold, unless the teacher is given written notice
24of dismissal by certified mail, return receipt requested, by
25the employing board at least 45 days before the end of any
26school term within such period.

 

 

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1    (d) For any teacher who is first employed as a full-time
2teacher in a school district or program on or after the PERA
3implementation date but before July 1, 2023, the probationary
4period shall be one of the following periods, based upon the
5teacher's school terms of service and performance, before the
6teacher shall enter upon contractual continued service in the
7district or in all of the programs that the teacher is legally
8qualified to hold, unless the teacher is given written notice
9of dismissal by certified mail, return receipt requested, by
10the employing board on or before April 15 at least 45 days
11before the end of any school term within such period:
12        (1) 4 consecutive school terms of service in which the
13    teacher holds a Professional Educator License and receives
14    overall annual evaluation ratings of at least "Proficient"
15    in the last school term and at least "Proficient" in
16    either the second or third school terms term;
17        (2) 3 consecutive school terms of service in which the
18    teacher holds a Professional Educator License and receives
19    2 3 overall annual evaluations of "Excellent"; or
20        (3) 2 consecutive school terms of service in which the
21    teacher holds a Professional Educator License and receives
22    2 overall annual evaluations of "Excellent" service, but
23    only if the teacher (i) previously attained contractual
24    continued service in a different school district or
25    program in this State, (ii) voluntarily departed or was
26    honorably dismissed from that school district or program

 

 

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1    in the school term immediately prior to the teacher's
2    first school term of service applicable to the attainment
3    of contractual continued service under this subdivision
4    (3), and (iii) received, in his or her 2 most recent
5    overall annual or biennial evaluations from the prior
6    school district or program, ratings of at least
7    "Proficient", with both such ratings occurring after the
8    school district's or program's PERA implementation date.
9    For a teacher to attain contractual continued service
10    under this subdivision (3), the teacher shall provide
11    official copies of his or her 2 most recent overall annual
12    or biennial evaluations from the prior school district or
13    program to the new school district or program within 60
14    days from the teacher's first day of service with the new
15    school district or program. The prior school district or
16    program must provide the teacher with official copies of
17    his or her 2 most recent overall annual or biennial
18    evaluations within 14 days after the teacher's request. If
19    a teacher has requested such official copies prior to 45
20    days after the teacher's first day of service with the new
21    school district or program and the teacher's prior school
22    district or program fails to provide the teacher with the
23    official copies required under this subdivision (3), then
24    the time period for the teacher to submit the official
25    copies to his or her new school district or program must be
26    extended until 14 days after receipt of such copies from

 

 

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1    the prior school district or program. If the prior school
2    district or program fails to provide the teacher with the
3    official copies required under this subdivision (3) within
4    90 days from the teacher's first day of service with the
5    new school district or program, then the new school
6    district or program shall rely upon the teacher's own
7    copies of his or her evaluations for purposes of this
8    subdivision (3).
9    If the teacher does not receive overall annual evaluations
10of "Excellent" in the school terms necessary for eligibility
11to achieve accelerated contractual continued service in
12subdivisions (2) and (3) of this subsection (d), the teacher
13shall be eligible for contractual continued service pursuant
14to subdivision (1) of this subsection (d). If, at the
15conclusion of 4 consecutive school terms of service that count
16toward attainment of contractual continued service, the
17teacher's performance does not qualify the teacher for
18contractual continued service under subdivision (1) of this
19subsection (d), then the teacher shall not enter upon
20contractual continued service and shall be dismissed. If a
21performance evaluation is not conducted for any school term
22when such evaluation is required to be conducted under Section
2324A-5 of this Code, then the teacher's performance evaluation
24rating for such school term for purposes of determining the
25attainment of contractual continued service shall be deemed
26"Proficient", except that, during any time in which the

 

 

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1Governor has declared a disaster due to a public health
2emergency pursuant to Section 7 of the Illinois Emergency
3Management Agency Act, this default to "Proficient" does not
4apply to any teacher who has entered into contractual
5continued service and who was deemed "Excellent" on his or her
6most recent evaluation. During any time in which the Governor
7has declared a disaster due to a public health emergency
8pursuant to Section 7 of the Illinois Emergency Management
9Agency Act and unless the school board and any exclusive
10bargaining representative have completed the performance
11rating for teachers or mutually agreed to an alternate
12performance rating, any teacher who has entered into
13contractual continued service, whose most recent evaluation
14was deemed "Excellent", and whose performance evaluation is
15not conducted when the evaluation is required to be conducted
16shall receive a teacher's performance rating deemed
17"Excellent". A school board and any exclusive bargaining
18representative may mutually agree to an alternate performance
19rating for teachers not in contractual continued service
20during any time in which the Governor has declared a disaster
21due to a public health emergency pursuant to Section 7 of the
22Illinois Emergency Management Agency Act, as long as the
23agreement is in writing.
24    (d-5) For any teacher who is first employed as a full-time
25teacher in a school district or program on or after July 1,
262023, the probationary period shall be one of the following

 

 

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1periods, based upon the teacher's school terms of service and
2performance, before the teacher shall enter upon contractual
3continued service in the district or in all of the programs
4that the teacher is legally qualified to hold, unless the
5teacher is given written notice of dismissal by certified
6mail, return receipt requested, by the employing board on or
7before April 15:
8        (1) 3 consecutive school terms of service in which the
9    teacher holds a Professional Educator License and receives
10    overall annual evaluation ratings of at least "Proficient"
11    in the second and third school terms;
12        (2) 2 consecutive school terms of service in which the
13    teacher holds a Professional Educator License and receives
14    2 overall annual evaluations of "Excellent"; or
15        (3) 2 consecutive school terms of service in which the
16    teacher holds a Professional Educator License and receives
17    2 overall annual evaluations of "Excellent" service, but
18    only if the teacher (i) previously attained contractual
19    continued service in a different school district or
20    program in this State, (ii) voluntarily departed or was
21    honorably dismissed from that school district or program
22    in the school term immediately prior to the teacher's
23    first school term of service applicable to the attainment
24    of contractual continued service under this subdivision
25    (3), and (iii) received, in his or her 2 most recent
26    overall annual or biennial evaluations from the prior

 

 

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1    school district or program, ratings of at least
2    "Proficient", with both such ratings occurring after the
3    school district's or program's PERA implementation date.
4    For a teacher to attain contractual continued service
5    under this subdivision (3), the teacher shall provide
6    official copies of his or her 2 most recent overall annual
7    or biennial evaluations from the prior school district or
8    program to the new school district or program within 60
9    days from the teacher's first day of service with the new
10    school district or program. The prior school district or
11    program must provide the teacher with official copies of
12    his or her 2 most recent overall annual or biennial
13    evaluations within 14 days after the teacher's request. If
14    a teacher has requested such official copies prior to 45
15    days after the teacher's first day of service with the new
16    school district or program and the teacher's prior school
17    district or program fails to provide the teacher with the
18    official copies required under this subdivision (3), then
19    the time period for the teacher to submit the official
20    copies to his or her new school district or program must be
21    extended until 14 days after receipt of such copies from
22    the prior school district or program. If the prior school
23    district or program fails to provide the teacher with the
24    official copies required under this subdivision (3) within
25    90 days from the teacher's first day of service with the
26    new school district or program, then the new school

 

 

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1    district or program shall rely upon the teacher's own
2    copies of his or her evaluations for purposes of this
3    subdivision (3).
4    If the teacher does not receive overall annual evaluations
5of "Excellent" in the school terms necessary for eligibility
6to achieve accelerated contractual continued service in
7subdivisions (2) and (3) of this subsection (d), the teacher
8shall be eligible for contractual continued service pursuant
9to subdivision (1) of this subsection (d). If, at the
10conclusion of 3 consecutive school terms of service that count
11toward attainment of contractual continued service, the
12teacher's performance does not qualify the teacher for
13contractual continued service under subdivision (1) of this
14subsection (d), then the teacher shall not enter upon
15contractual continued service and shall be dismissed. If a
16performance evaluation is not conducted for any school term
17when such evaluation is required to be conducted under Section
1824A-5 of this Code, then the teacher's performance evaluation
19rating for such school term for purposes of determining the
20attainment of contractual continued service shall be deemed
21"Proficient", except that, during any time in which the
22Governor has declared a disaster due to a public health
23emergency pursuant to Section 7 of the Illinois Emergency
24Management Agency Act, this default to "Proficient" does not
25apply to any teacher who has entered into contractual
26continued service and who was deemed "Excellent" on his or her

 

 

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1most recent evaluation. During any time in which the Governor
2has declared a disaster due to a public health emergency
3pursuant to Section 7 of the Illinois Emergency Management
4Agency Act and unless the school board and any exclusive
5bargaining representative have completed the performance
6rating for teachers or mutually agreed to an alternate
7performance rating, any teacher who has entered into
8contractual continued service, whose most recent evaluation
9was deemed "Excellent", and whose performance evaluation is
10not conducted when the evaluation is required to be conducted
11shall receive a teacher's performance rating deemed
12"Excellent". A school board and any exclusive bargaining
13representative may mutually agree to an alternate performance
14rating for teachers not in contractual continued service
15during any time in which the Governor has declared a disaster
16due to a public health emergency pursuant to Section 7 of the
17Illinois Emergency Management Agency Act, as long as the
18agreement is in writing.
19    (e) For the purposes of determining contractual continued
20service, a school term shall be counted only toward attainment
21of contractual continued service if the teacher actually
22teaches or is otherwise present and participating in the
23district's or program's educational program for 120 days or
24more, provided that the days of leave under the federal Family
25Medical Leave Act that the teacher is required to take until
26the end of the school term shall be considered days of teaching

 

 

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1or participation in the district's or program's educational
2program. A school term that is not counted toward attainment
3of contractual continued service shall not be considered a
4break in service for purposes of determining whether a teacher
5has been employed for 4 consecutive school terms, provided
6that the teacher actually teaches or is otherwise present and
7participating in the district's or program's educational
8program in the following school term.
9    (f) If the employing board determines to dismiss the
10teacher in the last year of the probationary period as
11provided in subsection (c) of this Section or subdivision (1)
12or (2) of subsection (d) of this Section or subdivision (1) or
13(2) of subsection (d-5) of this Section, but not subdivision
14(3) of subsection (d) of this Section or subdivision (3) of
15subsection (d-5) of this Section, the written notice of
16dismissal provided by the employing board must contain
17specific reasons for dismissal. Any full-time teacher who does
18not receive written notice from the employing board at least
1945 days before the end of any school term as provided in this
20Section and whose performance does not require dismissal after
21the fourth probationary year pursuant to subsection (d) of
22this Section or the third probationary year pursuant to
23subsection (d-5) of this Section shall be re-employed for the
24following school term.
25    (g) Contractual continued service shall continue in effect
26the terms and provisions of the contract with the teacher

 

 

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1during the last school term of the probationary period,
2subject to this Act and the lawful regulations of the
3employing board. This Section and succeeding Sections do not
4modify any existing power of the board except with respect to
5the procedure of the discharge of a teacher and reductions in
6salary as hereinafter provided. Contractual continued service
7status shall not restrict the power of the board to transfer a
8teacher to a position which the teacher is qualified to fill or
9to make such salary adjustments as it deems desirable, but
10unless reductions in salary are uniform or based upon some
11reasonable classification, any teacher whose salary is reduced
12shall be entitled to a notice and a hearing as hereinafter
13provided in the case of certain dismissals or removals.
14    (h) If, by reason of any change in the boundaries of school
15districts, by reason of a special education cooperative
16reorganization or dissolution in accordance with Section
1710-22.31 of this Code, or by reason of the creation of a new
18school district, the position held by any teacher having a
19contractual continued service status is transferred from one
20board to the control of a new or different board, then the
21contractual continued service status of the teacher is not
22thereby lost, and such new or different board is subject to
23this Code with respect to the teacher in the same manner as if
24the teacher were its employee and had been its employee during
25the time the teacher was actually employed by the board from
26whose control the position was transferred.

 

 

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1    (i) The employment of any teacher in a program of a special
2education joint agreement established under Section 3-15.14,
310-22.31 or 10-22.31a shall be governed by this and succeeding
4Sections of this Article. For purposes of attaining and
5maintaining contractual continued service and computing length
6of continuing service as referred to in this Section and
7Section 24-12, employment in a special educational joint
8program shall be deemed a continuation of all previous
9licensed employment of such teacher for such joint agreement
10whether the employer of the teacher was the joint agreement,
11the regional superintendent, or one of the participating
12districts in the joint agreement.
13    (j) For any teacher employed after July 1, 1987 as a
14full-time teacher in a program of a special education joint
15agreement, whether the program is operated by the joint
16agreement or a member district on behalf of the joint
17agreement, in the event of a reduction in the number of
18programs or positions in the joint agreement in which the
19notice of dismissal is provided on or before the end of the
202010-2011 school term, the teacher in contractual continued
21service is eligible for employment in the joint agreement
22programs for which the teacher is legally qualified in order
23of greater length of continuing service in the joint
24agreement, unless an alternative method of determining the
25sequence of dismissal is established in a collective
26bargaining agreement. For any teacher employed after July 1,

 

 

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11987 as a full-time teacher in a program of a special education
2joint agreement, whether the program is operated by the joint
3agreement or a member district on behalf of the joint
4agreement, in the event of a reduction in the number of
5programs or positions in the joint agreement in which the
6notice of dismissal is provided during the 2011-2012 school
7term or a subsequent school term, the teacher shall be
8included on the honorable dismissal lists of all joint
9agreement programs for positions for which the teacher is
10qualified and is eligible for employment in such programs in
11accordance with subsections (b) and (c) of Section 24-12 of
12this Code and the applicable honorable dismissal policies of
13the joint agreement.
14    (k) For any teacher employed after July 1, 1987 as a
15full-time teacher in a program of a special education joint
16agreement, whether the program is operated by the joint
17agreement or a member district on behalf of the joint
18agreement, in the event of the dissolution of a joint
19agreement, in which the notice to teachers of the dissolution
20is provided during the 2010-2011 school term, the teacher in
21contractual continued service who is legally qualified shall
22be assigned to any comparable position in a member district
23currently held by a teacher who has not entered upon
24contractual continued service or held by a teacher who has
25entered upon contractual continued service with a shorter
26length of contractual continued service. Any teacher employed

 

 

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1after July 1, 1987 as a full-time teacher in a program of a
2special education joint agreement, whether the program is
3operated by the joint agreement or a member district on behalf
4of the joint agreement, in the event of the dissolution of a
5joint agreement in which the notice to teachers of the
6dissolution is provided during the 2011-2012 school term or a
7subsequent school term, the teacher who is qualified shall be
8included on the order of honorable dismissal lists of each
9member district and shall be assigned to any comparable
10position in any such district in accordance with subsections
11(b) and (c) of Section 24-12 of this Code and the applicable
12honorable dismissal policies of each member district.
13    (l) The governing board of the joint agreement, or the
14administrative district, if so authorized by the articles of
15agreement of the joint agreement, rather than the board of
16education of a school district, may carry out employment and
17termination actions including dismissals under this Section
18and Section 24-12.
19    (m) The employment of any teacher in a special education
20program authorized by Section 14-1.01 through 14-14.01, or a
21joint educational program established under Section 10-22.31a,
22shall be under this and the succeeding Sections of this
23Article, and such employment shall be deemed a continuation of
24the previous employment of such teacher in any of the
25participating districts, regardless of the participation of
26other districts in the program.

 

 

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1    (n) Any teacher employed as a full-time teacher in a
2special education program prior to September 23, 1987 in which
32 or more school districts participate for a probationary
4period of 2 consecutive years shall enter upon contractual
5continued service in each of the participating districts,
6subject to this and the succeeding Sections of this Article,
7and, notwithstanding Section 24-1.5 of this Code, in the event
8of the termination of the program shall be eligible for any
9vacant position in any of such districts for which such
10teacher is qualified.
11(Source: P.A. 101-643, eff. 6-18-20; 102-552, eff. 1-1-22;
12102-854, eff. 5-13-22.)
 
13    (105 ILCS 5/24-12)  (from Ch. 122, par. 24-12)
14    Sec. 24-12. Removal or dismissal of teachers in
15contractual continued service.
16    (a) This subsection (a) applies only to honorable
17dismissals and recalls in which the notice of dismissal is
18provided on or before the end of the 2010-2011 school term. If
19a teacher in contractual continued service is removed or
20dismissed as a result of a decision of the board to decrease
21the number of teachers employed by the board or to discontinue
22some particular type of teaching service, written notice shall
23be mailed to the teacher and also given the teacher either by
24certified mail, return receipt requested or personal delivery
25with receipt at least 60 days before the end of the school

 

 

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1term, together with a statement of honorable dismissal and the
2reason therefor, and in all such cases the board shall first
3remove or dismiss all teachers who have not entered upon
4contractual continued service before removing or dismissing
5any teacher who has entered upon contractual continued service
6and who is legally qualified to hold a position currently held
7by a teacher who has not entered upon contractual continued
8service.
9    As between teachers who have entered upon contractual
10continued service, the teacher or teachers with the shorter
11length of continuing service with the district shall be
12dismissed first unless an alternative method of determining
13the sequence of dismissal is established in a collective
14bargaining agreement or contract between the board and a
15professional faculty members' organization and except that
16this provision shall not impair the operation of any
17affirmative action program in the district, regardless of
18whether it exists by operation of law or is conducted on a
19voluntary basis by the board. Any teacher dismissed as a
20result of such decrease or discontinuance shall be paid all
21earned compensation on or before the third business day
22following the last day of pupil attendance in the regular
23school term.
24    If the board has any vacancies for the following school
25term or within one calendar year from the beginning of the
26following school term, the positions thereby becoming

 

 

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1available shall be tendered to the teachers so removed or
2dismissed so far as they are legally qualified to hold such
3positions; provided, however, that if the number of honorable
4dismissal notices based on economic necessity exceeds 15% of
5the number of full-time equivalent positions filled by
6certified employees (excluding principals and administrative
7personnel) during the preceding school year, then if the board
8has any vacancies for the following school term or within 2
9calendar years from the beginning of the following school
10term, the positions so becoming available shall be tendered to
11the teachers who were so notified and removed or dismissed
12whenever they are legally qualified to hold such positions.
13Each board shall, in consultation with any exclusive employee
14representatives, each year establish a list, categorized by
15positions, showing the length of continuing service of each
16teacher who is qualified to hold any such positions, unless an
17alternative method of determining a sequence of dismissal is
18established as provided for in this Section, in which case a
19list shall be made in accordance with the alternative method.
20Copies of the list shall be distributed to the exclusive
21employee representative on or before February 1 of each year.
22Whenever the number of honorable dismissal notices based upon
23economic necessity exceeds 5, or 150% of the average number of
24teachers honorably dismissed in the preceding 3 years,
25whichever is more, then the board also shall hold a public
26hearing on the question of the dismissals. Following the

 

 

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1hearing and board review, the action to approve any such
2reduction shall require a majority vote of the board members.
3    (b) This subsection (b) applies only to honorable
4dismissals and recalls in which the notice of dismissal is
5provided during the 2011-2012 school term or a subsequent
6school term. If any teacher, whether or not in contractual
7continued service, is removed or dismissed as a result of a
8decision of a school board to decrease the number of teachers
9employed by the board, a decision of a school board to
10discontinue some particular type of teaching service, or a
11reduction in the number of programs or positions in a special
12education joint agreement, then written notice must be mailed
13to the teacher and also given to the teacher either by
14electronic mail, certified mail, return receipt requested, or
15personal delivery with receipt on or before April 15 at least
1645 days before the end of the school term, together with a
17statement of honorable dismissal and the reason therefor, and
18in all such cases the sequence of dismissal shall occur in
19accordance with this subsection (b); except that this
20subsection (b) shall not impair the operation of any
21affirmative action program in the school district, regardless
22of whether it exists by operation of law or is conducted on a
23voluntary basis by the board.
24    Each teacher must be categorized into one or more
25positions for which the teacher is qualified to hold, based
26upon legal qualifications and any other qualifications

 

 

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

 

 

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1    educational program for 120 days or more is not considered
2    employed on a part-time basis.
3        (2) Grouping 2 shall consist of each teacher with a
4    Needs Improvement or Unsatisfactory performance evaluation
5    rating on either of the teacher's last 2 performance
6    evaluation ratings.
7        (3) Grouping 3 shall consist of each teacher with a
8    performance evaluation rating of at least Satisfactory or
9    Proficient on both of the teacher's last 2 performance
10    evaluation ratings, if 2 ratings are available, or on the
11    teacher's last performance evaluation rating, if only one
12    rating is available, unless the teacher qualifies for
13    placement into grouping 4.
14        (4) Grouping 4 shall consist of each teacher whose
15    last 2 performance evaluation ratings are Excellent and
16    each teacher with 2 Excellent performance evaluation
17    ratings out of the teacher's last 3 performance evaluation
18    ratings with a third rating of Satisfactory or Proficient.
19    Among teachers qualified to hold a position, teachers must
20be dismissed in the order of their groupings, with teachers in
21grouping one dismissed first and teachers in grouping 4
22dismissed last.
23    Within grouping one, the sequence of dismissal must be at
24the discretion of the school district or joint agreement.
25Within grouping 2, the sequence of dismissal must be based
26upon average performance evaluation ratings, with the teacher

 

 

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

 

 

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1district or joint agreement may, with notice to any exclusive
2employee representatives, move teachers from grouping one into
3another grouping during the period of time from 75 days until
4April 15 45 days before the end of the school term. Each year,
5each board shall also establish, in consultation with any
6exclusive employee representatives, a list showing the length
7of continuing service of each teacher who is qualified to hold
8any such positions, unless an alternative method of
9determining a sequence of dismissal is established as provided
10for in this Section, in which case a list must be made in
11accordance with the alternative method. Copies of the list
12must be distributed to the exclusive employee representative
13at least 75 days before the end of the school term.
14    Any teacher dismissed as a result of such decrease or
15discontinuance must 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 or joint agreement has any vacancies for the
19following school term or within one calendar year from the
20beginning of the following school term, the positions thereby
21becoming available must be tendered to the teachers so removed
22or dismissed who were in grouping 3 or 4 of the sequence of
23dismissal and are qualified to hold the positions, based upon
24legal qualifications and any other qualifications established
25in a district or joint agreement job description, on or before
26the May 10 prior to the date of the positions becoming

 

 

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1available, provided that if the number of honorable dismissal
2notices based on economic necessity exceeds 15% of the number
3of full-time equivalent positions filled by certified
4employees (excluding principals and administrative personnel)
5during the preceding school year, then the recall period is
6for the following school term or within 2 calendar years from
7the beginning of the following school term. If the board or
8joint agreement has any vacancies within the period from the
9beginning of the following school term through February 1 of
10the following school term (unless a date later than February
111, but no later than 6 months from the beginning of the
12following school term, is established in a collective
13bargaining agreement), the positions thereby becoming
14available must be tendered to the teachers so removed or
15dismissed who were in grouping 2 of the sequence of dismissal
16due to one "needs improvement" rating on either of the
17teacher's last 2 performance evaluation ratings, provided
18that, if 2 ratings are available, the other performance
19evaluation rating used for grouping purposes is
20"satisfactory", "proficient", or "excellent", and are
21qualified to hold the positions, based upon legal
22qualifications and any other qualifications established in a
23district or joint agreement job description, on or before the
24May 10 prior to the date of the positions becoming available.
25On and after July 1, 2014 (the effective date of Public Act
2698-648), the preceding sentence shall apply to teachers

 

 

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1removed or dismissed by honorable dismissal, even if notice of
2honorable dismissal occurred during the 2013-2014 school year.
3Among teachers eligible for recall pursuant to the preceding
4sentence, the order of recall must be in inverse order of
5dismissal, unless an alternative order of recall is
6established in a collective bargaining agreement or contract
7between the board and a professional faculty members'
8organization. Whenever the number of honorable dismissal
9notices based upon economic necessity exceeds 5 notices or
10150% of the average number of teachers honorably dismissed in
11the preceding 3 years, whichever is more, then the school
12board or governing board of a joint agreement, as applicable,
13shall also hold a public hearing on the question of the
14dismissals. Following the hearing and board review, the action
15to approve any such reduction shall require a majority vote of
16the board members.
17    For purposes of this subsection (b), subject to agreement
18on an alternative definition reached by the joint committee
19described in subsection (c) of this Section, a teacher's
20performance evaluation rating means the overall performance
21evaluation rating resulting from an annual or biennial
22performance evaluation conducted pursuant to Article 24A of
23this Code by the school district or joint agreement
24determining the sequence of dismissal, not including any
25performance evaluation conducted during or at the end of a
26remediation period. No more than one evaluation rating each

 

 

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1school term shall be one of the evaluation ratings used for the
2purpose of determining the sequence of dismissal. Except as
3otherwise provided in this subsection for any performance
4evaluations conducted during or at the end of a remediation
5period, if multiple performance evaluations are conducted in a
6school term, only the rating from the last evaluation
7conducted prior to establishing the sequence of honorable
8dismissal list in such school term shall be the one evaluation
9rating from that school term used for the purpose of
10determining the sequence of dismissal. Averaging ratings from
11multiple evaluations is not permitted unless otherwise agreed
12to in a collective bargaining agreement or contract between
13the board and a professional faculty members' organization.
14The preceding 3 sentences are not a legislative declaration
15that existing law does or does not already require that only
16one performance evaluation each school term shall be used for
17the purpose of determining the sequence of dismissal. For
18performance evaluation ratings determined prior to September
191, 2012, any school district or joint agreement with a
20performance evaluation rating system that does not use either
21of the rating category systems specified in subsection (d) of
22Section 24A-5 of this Code for all teachers must establish a
23basis for assigning each teacher a rating that complies with
24subsection (d) of Section 24A-5 of this Code for all of the
25performance evaluation ratings that are to be used to
26determine the sequence of dismissal. A teacher's grouping and

 

 

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1ranking on a sequence of honorable dismissal shall be deemed a
2part of the teacher's performance evaluation, and that
3information shall be disclosed to the exclusive bargaining
4representative as part of a sequence of honorable dismissal
5list, notwithstanding any laws prohibiting disclosure of such
6information. A performance evaluation rating may be used to
7determine the sequence of dismissal, notwithstanding the
8pendency of any grievance resolution or arbitration procedures
9relating to the performance evaluation. If a teacher has
10received at least one performance evaluation rating conducted
11by the school district or joint agreement determining the
12sequence of dismissal and a subsequent performance evaluation
13is not conducted in any school year in which such evaluation is
14required to be conducted under Section 24A-5 of this Code, the
15teacher's performance evaluation rating for that school year
16for purposes of determining the sequence of dismissal is
17deemed Proficient, except that, during any time in which the
18Governor has declared a disaster due to a public health
19emergency pursuant to Section 7 of the Illinois Emergency
20Management Agency Act, this default to Proficient does not
21apply to any teacher who has entered into contractual
22continued service and who was deemed Excellent on his or her
23most recent evaluation. During any time in which the Governor
24has declared a disaster due to a public health emergency
25pursuant to Section 7 of the Illinois Emergency Management
26Agency Act and unless the school board and any exclusive

 

 

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1bargaining representative have completed the performance
2rating for teachers or have mutually agreed to an alternate
3performance rating, any teacher who has entered into
4contractual continued service, whose most recent evaluation
5was deemed Excellent, and whose performance evaluation is not
6conducted when the evaluation is required to be conducted
7shall receive a teacher's performance rating deemed Excellent.
8A school board and any exclusive bargaining representative may
9mutually agree to an alternate performance rating for teachers
10not in contractual continued service during any time in which
11the Governor has declared a disaster due to a public health
12emergency pursuant to Section 7 of the Illinois Emergency
13Management Agency Act, as long as the agreement is in writing.
14If a performance evaluation rating is nullified as the result
15of an arbitration, administrative agency, or court
16determination, then the school district or joint agreement is
17deemed to have conducted a performance evaluation for that
18school year, but the performance evaluation rating may not be
19used in determining the sequence of dismissal.
20    Nothing in this subsection (b) shall be construed as
21limiting the right of a school board or governing board of a
22joint agreement to dismiss a teacher not in contractual
23continued service in accordance with Section 24-11 of this
24Code.
25    Any provisions regarding the sequence of honorable
26dismissals and recall of honorably dismissed teachers in a

 

 

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1collective bargaining agreement entered into on or before
2January 1, 2011 and in effect on June 13, 2011 (the effective
3date of Public Act 97-8) that may conflict with Public Act 97-8
4shall remain in effect through the expiration of such
5agreement or June 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
22    relate 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,
19    a representative of the employing board shall, within 5
20    days 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)
11    shall 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    The provisions of the Open Meetings Act shall not apply to
8meetings of a joint committee created under this subsection
9(c).
10    (d) Notwithstanding anything to the contrary in this
11subsection (d), the requirements and dismissal procedures of
12Section 24-16.5 of this Code shall apply to any dismissal
13sought under Section 24-16.5 of this Code.
14        (1) If a dismissal of a teacher in contractual
15    continued service is sought for any reason or cause other
16    than an honorable dismissal under subsections (a) or (b)
17    of this Section or a dismissal sought under Section
18    24-16.5 of this Code, including those under Section
19    10-22.4, the board must first approve a motion containing
20    specific charges by a majority vote of all its members.
21    Written notice of such charges, including a bill of
22    particulars and the teacher's right to request a hearing,
23    must be mailed to the teacher and also given to the teacher
24    either by electronic mail, certified mail, return receipt
25    requested, or personal delivery with receipt within 5 days
26    of the adoption of the motion. Any written notice sent on

 

 

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

 

 

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

 

 

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

 

 

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1    decision as to whether the teacher must be dismissed and
2    give a copy of that decision to both the teacher and the
3    board within 30 days from the conclusion of the hearing or
4    closure of the record, whichever is later.
5        Any hearing convened during a public health emergency
6    pursuant to Section 7 of the Illinois Emergency Management
7    Agency Act may be convened remotely. Any hearing officer
8    for a hearing convened during a public health emergency
9    pursuant to Section 7 of the Illinois Emergency Management
10    Agency Act may voluntarily withdraw from the hearing and
11    another hearing officer shall be selected or appointed
12    pursuant to this Section.
13        In this paragraph, "pre-hearing procedures" refers to
14    the pre-hearing procedures under Section 51.55 of Title 23
15    of the Illinois Administrative Code and "hearing" refers
16    to the hearing under Section 51.60 of Title 23 of the
17    Illinois Administrative Code. Any teacher who has been
18    charged with engaging in acts of corporal punishment,
19    physical abuse, grooming, or sexual misconduct and who
20    previously paused pre-hearing procedures or a hearing
21    pursuant to Public Act 101-643 must proceed with selection
22    of a hearing officer or hearing date, or both, within the
23    timeframes established by this paragraph (3) and
24    paragraphs (4) through (6) of this subsection (d), unless
25    the timeframes are mutually waived in writing by both
26    parties, and all timelines set forth in this Section in

 

 

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1    cases concerning corporal punishment, physical abuse,
2    grooming, or sexual misconduct shall be reset to begin the
3    day after the effective date of this amendatory Act of the
4    102nd General Assembly. Any teacher charged with engaging
5    in acts of corporal punishment, physical abuse, grooming,
6    or sexual misconduct on or after the effective date of
7    this amendatory Act of the 102nd General Assembly may not
8    pause pre-hearing procedures or a hearing.
9        (4) In the alternative to selecting a hearing officer
10    from the list received from the State Board of Education
11    or accepting the appointment of a hearing officer by the
12    State Board of Education or if the State Board of
13    Education cannot provide a list or appoint a hearing
14    officer that meets the foregoing requirements, the board
15    and the teacher or their legal representatives may
16    mutually agree to select an impartial hearing officer who
17    is not on the master list either by direct appointment by
18    the parties or by using procedures for the appointment of
19    an arbitrator established by the Federal Mediation and
20    Conciliation Service or the American Arbitration
21    Association. The parties shall notify the State Board of
22    Education of their intent to select a hearing officer
23    using an alternative procedure within 3 business days of
24    receipt of a list of prospective hearing officers provided
25    by the State Board of Education, notice of appointment of
26    a hearing officer by the State Board of Education, or

 

 

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1    receipt of notice from the State Board of Education that
2    it cannot provide a list that meets the foregoing
3    requirements, whichever is later.
4        (5) If the notice of dismissal was sent to the teacher
5    before July 1, 2012, the fees and costs for the hearing
6    officer must be paid by the State Board of Education. If
7    the notice of dismissal was sent to the teacher on or after
8    July 1, 2012, the hearing officer's fees and costs must be
9    paid as follows in this paragraph (5). The fees and
10    permissible costs for the hearing officer must be
11    determined by the State Board of Education. If the board
12    and the teacher or their legal representatives mutually
13    agree to select an impartial hearing officer who is not on
14    a list received from the State Board of Education, they
15    may agree to supplement the fees determined by the State
16    Board to the hearing officer, at a rate consistent with
17    the hearing officer's published professional fees. If the
18    hearing officer is mutually selected by the parties, then
19    the board and the teacher or their legal representatives
20    shall each pay 50% of the fees and costs and any
21    supplemental allowance to which they agree. If the hearing
22    officer is selected by the board, then the board shall pay
23    100% of the hearing officer's fees and costs. The fees and
24    costs must be paid to the hearing officer within 14 days
25    after the board and the teacher or their legal
26    representatives receive the hearing officer's decision set

 

 

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1    forth in paragraph (7) of this subsection (d).
2        (6) The teacher is required to answer the bill of
3    particulars and aver affirmative matters in his or her
4    defense, and the time for initially doing so and the time
5    for updating such answer and defenses after pre-hearing
6    discovery must be set by the hearing officer. The State
7    Board of Education shall promulgate rules so that each
8    party has a fair opportunity to present its case and to
9    ensure that the dismissal process proceeds in a fair and
10    expeditious manner. These rules shall address, without
11    limitation, discovery and hearing scheduling conferences;
12    the teacher's initial answer and affirmative defenses to
13    the bill of particulars and the updating of that
14    information after pre-hearing discovery; provision for
15    written interrogatories and requests for production of
16    documents; the requirement that each party initially
17    disclose to the other party and then update the disclosure
18    no later than 10 calendar days prior to the commencement
19    of the hearing, the names and addresses of persons who may
20    be called as witnesses at the hearing, a summary of the
21    facts or opinions each witness will testify to, and all
22    other documents and materials, including information
23    maintained electronically, relevant to its own as well as
24    the other party's case (the hearing officer may exclude
25    witnesses and exhibits not identified and shared, except
26    those offered in rebuttal for which the party could not

 

 

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

 

 

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1    each party's pre-hearing submission. In a dismissal
2    hearing pursuant to Article 24A of this Code in which a
3    witness is a student or is under the age of 18, the hearing
4    officer must make accommodations for the witness, as
5    provided under paragraph (6.5) of this subsection. The
6    hearing officer shall consider and give weight to all of
7    the teacher's evaluations written pursuant to Article 24A
8    that are relevant to the issues in the hearing.
9        Each party shall have no more than 3 days to present
10    its case, unless extended by the hearing officer to enable
11    a party to present adequate evidence and testimony,
12    including due to the other party's cross-examination of
13    the party's witnesses, for good cause or by mutual
14    agreement of the parties. The State Board of Education
15    shall define in rules the meaning of "day" for such
16    purposes. All testimony at the hearing shall be taken
17    under oath administered by the hearing officer. The
18    hearing officer shall cause a record of the proceedings to
19    be kept and shall employ a competent reporter to take
20    stenographic or stenotype notes of all the testimony. The
21    costs of the reporter's attendance and services at the
22    hearing shall be paid by the party or parties who are
23    responsible for paying the fees and costs of the hearing
24    officer. Either party desiring a transcript of the hearing
25    shall pay for the cost thereof. Any post-hearing briefs
26    must be submitted by the parties by no later than 21 days

 

 

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1    after a party's receipt of the transcript of the hearing,
2    unless extended by the hearing officer for good cause or
3    by mutual agreement of the parties.
4        (6.5) In the case of charges involving sexual abuse or
5    severe physical abuse of a student or a person under the
6    age of 18, the hearing officer shall make alternative
7    hearing procedures to protect a witness who is a student
8    or who is under the age of 18 from being intimidated or
9    traumatized. Alternative hearing procedures may include,
10    but are not limited to: (i) testimony made via a
11    telecommunication device in a location other than the
12    hearing room and outside the physical presence of the
13    teacher and other hearing participants, (ii) testimony
14    outside the physical presence of the teacher, or (iii)
15    non-public testimony. During a testimony described under
16    this subsection, each party must be permitted to ask a
17    witness who is a student or who is under 18 years of age
18    all relevant questions and follow-up questions. All
19    questions must exclude evidence of the witness' sexual
20    behavior or predisposition, unless the evidence is offered
21    to prove that someone other than the teacher subject to
22    the dismissal hearing engaged in the charge at issue.
23        (7) The hearing officer shall, within 30 days from the
24    conclusion of the hearing or closure of the record,
25    whichever is later, make a decision as to whether or not
26    the teacher shall be dismissed pursuant to Article 24A of

 

 

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

 

 

10300SB1872sam002- 44 -LRB103 26797 RJT 61081 a

1    be paid to the hearing officer. If any hearing officer
2    repeats such failure, he or she must be permanently
3    removed from the master list maintained by the State Board
4    of Education and may not be selected by parties through
5    the alternative selection process under this paragraph (7)
6    or paragraph (4) of this subsection (d). The board shall
7    not lose jurisdiction to discharge a teacher if the
8    hearing officer fails to render a decision or findings of
9    fact and recommendation within the time specified in this
10    Section. If the decision of the hearing officer for
11    dismissal pursuant to Article 24A of this Code or of the
12    school board for dismissal for cause is in favor of the
13    teacher, then the hearing officer or school board shall
14    order reinstatement to the same or substantially
15    equivalent position and shall determine the amount for
16    which the school board is liable, including, but not
17    limited to, loss of income and benefits.
18        (8) The school board, within 45 days after receipt of
19    the hearing officer's findings of fact and recommendation
20    as to whether (i) the conduct at issue occurred, (ii) the
21    conduct that did occur was remediable, and (iii) the
22    proposed dismissal should be sustained, shall issue a
23    written order as to whether the teacher must be retained
24    or dismissed for cause from its employ. The school board's
25    written order shall incorporate the hearing officer's
26    findings of fact, except that the school board may modify

 

 

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

 

 

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1    shall consider the school board's written order and
2    teacher's written objection and determine the amount to
3    which the school board is liable. The costs of the hearing
4    officer's review and determination must be paid by the
5    board.
6        (9) The decision of the hearing officer pursuant to
7    Article 24A of this Code or of the school board's decision
8    to dismiss for cause is final unless reviewed as provided
9    in Section 24-16 of this Code. If the school board's
10    decision to dismiss for cause is contrary to the hearing
11    officer's recommendation, the court on review shall give
12    consideration to the school board's decision and its
13    supplemental findings of fact, if applicable, and the
14    hearing officer's findings of fact and recommendation in
15    making its decision. In the event such review is
16    instituted, the school board shall be responsible for
17    preparing and filing the record of proceedings, and such
18    costs associated therewith must be divided equally between
19    the parties.
20        (10) If a decision of the hearing officer for
21    dismissal pursuant to Article 24A of this Code or of the
22    school board for dismissal for cause is adjudicated upon
23    review or appeal in favor of the teacher, then the trial
24    court shall order reinstatement and shall remand the
25    matter to the school board with direction for entry of an
26    order setting the amount of back pay, lost benefits, and

 

 

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1    costs, less mitigation. The teacher may challenge the
2    school board's order setting the amount of back pay, lost
3    benefits, and costs, less mitigation, through an expedited
4    arbitration procedure, with the costs of the arbitrator
5    borne by the school board.
6        Any teacher who is reinstated by any hearing or
7    adjudication brought under this Section shall be assigned
8    by the board to a position substantially similar to the
9    one which that teacher held prior to that teacher's
10    suspension or dismissal.
11        (11) Subject to any later effective date referenced in
12    this Section for a specific aspect of the dismissal
13    process, the changes made by Public Act 97-8 shall apply
14    to dismissals instituted on or after September 1, 2011.
15    Any dismissal instituted prior to September 1, 2011 must
16    be carried out in accordance with the requirements of this
17    Section prior to amendment by Public Act 97-8.
18    (e) Nothing contained in Public Act 98-648 repeals,
19supersedes, invalidates, or nullifies final decisions in
20lawsuits pending on July 1, 2014 (the effective date of Public
21Act 98-648) in Illinois courts involving the interpretation of
22Public Act 97-8.
23(Source: P.A. 101-81, eff. 7-12-19; 101-531, eff. 8-23-19;
24101-643, eff. 6-18-20; 102-708, eff. 4-22-22.)
 
25    (105 ILCS 5/34-84)  (from Ch. 122, par. 34-84)

 

 

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1    Sec. 34-84. Appointments and promotions of teachers.
2Appointments and promotions of teachers shall be made for
3merit only, and after satisfactory service for a probationary
4period of 3 years with respect to probationary employees
5employed as full-time teachers in the public school system of
6the district before January 1, 1998 or on or after July 1, 2023
7and 4 years with respect to probationary employees who are
8first employed as full-time teachers in the public school
9system of the district on or after January 1, 1998 but before
10July 1, 2023, during which period the board may dismiss or
11discharge any such probationary employee upon the
12recommendation, accompanied by the written reasons therefor,
13of the general superintendent of schools and after which
14period appointments of teachers shall become permanent,
15subject to removal for cause in the manner provided by Section
1634-85.
17    For a probationary-appointed teacher in full-time service
18who is appointed on or after July 1, 2013 and who receives
19ratings of "excellent" during his or her first 3 school terms
20of full-time service, the probationary period shall be 3
21school terms of full-time service. For a
22probationary-appointed teacher in full-time service who is
23appointed on or after July 1, 2013 and who had previously
24entered into contractual continued service in another school
25district in this State or a program of a special education
26joint agreement in this State, as defined in Section 24-11 of

 

 

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1this Code, the probationary period shall be 2 school terms of
2full-time service, provided that (i) the teacher voluntarily
3resigned or was honorably dismissed from the prior district or
4program within the 3-month period preceding his or her
5appointment date, (ii) the teacher's last 2 ratings in the
6prior district or program were at least "proficient" and were
7issued after the prior district's or program's PERA
8implementation date, as defined in Section 24-11 of this Code,
9and (iii) the teacher receives ratings of "excellent" during
10his or her first 2 school terms of full-time service.
11    For a probationary-appointed teacher in full-time service
12who is appointed on or after July 1, 2013 and who has not
13entered into contractual continued service after 2 or 3 school
14terms of full-time service as provided in this Section, the
15probationary period shall be 3 4 school terms of full-time
16service, provided that the teacher holds a Professional
17Educator License and receives a rating of at least
18"proficient" in the last school term and a rating of at least
19"proficient" in either the second or third school term.
20    As used in this Section, "school term" means the school
21term established by the board pursuant to Section 10-19 of
22this Code, and "full-time service" means the teacher has
23actually worked at least 150 days during the school term. As
24used in this Article, "teachers" means and includes all
25members of the teaching force excluding the general
26superintendent and principals.

 

 

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1    There shall be no reduction in teachers because of a
2decrease in student membership or a change in subject
3requirements within the attendance center organization after
4the 20th day following the first day of the school year, except
5that: (1) this provision shall not apply to desegregation
6positions, special education positions, or any other positions
7funded by State or federal categorical funds, and (2) at
8attendance centers maintaining any of grades 9 through 12,
9there may be a second reduction in teachers on the first day of
10the second semester of the regular school term because of a
11decrease in student membership or a change in subject
12requirements within the attendance center organization.
13    The school principal shall make the decision in selecting
14teachers to fill new and vacant positions consistent with
15Section 34-8.1.
16(Source: P.A. 97-8, eff. 6-13-11.)
 
17    Section 99. Effective date. This Act takes effect July 1,
182023.".