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CUSD 200 approves 2025–28 Classified Employees Association contract; Long records abstention
Summary
The Wheaton Warrenville CUSD 200 Board of Education on May 8 approved a collective bargaining agreement with the Classified Employees Association that includes uniform HMO contributions, adjusted PPO contributions for current participants, hourly increases for 2025–26 and multi‑year percentage increases for subsequent years.
The Wheaton Warrenville Community Unit School District 200 Board of Education on May 8 voted to approve a three‑year collective bargaining agreement with the Classified Employees Association (CEA) covering a contract period beginning July 1, 2025.
District staff presented highlights of the agreement, and the board voted on the contract (motion by Mister Paulson; second by Julie Cullovitz). The roll call included one recorded abstention by Dave Long; remaining voting members recorded affirmative votes.
Key terms presented by staff included changes to medical insurance contributions and multi‑year wage provisions. Staff said HMO contributions for members in the bargaining unit will move to an 80/20 employee/employer split uniformly across job groups. For current employees accessing PPO plans, staff said the district moved the PPO contribution from a 50/50 split to 60/40 (employee/employer) effective March 1 for existing PPO participants; the 50/50 split remains in place for any employee who does not currently access a PPO and for new employees who later choose a PPO.
On wages for 2025–26, staff summarized hourly increases: a $0.75 per hour increase for LTAs; $1.00 per hour for employees in grades other than LTA and C2 (including attendance secretaries); and $1.25 per hour for grade C2. For 2026–27, the contract establishes a fixed increase of not less than 3 percent and not more than 4 percent over each CEA member’s 2025–26 base hourly wage, with a blended consumer price index (CPI) used to determine annual increases. For 2027–28 the contract sets a floor increase of not less than 3 percent and a ceiling of not more than 4 percent, again using a blended CPI for annual adjustments.
Staff also described a premium for behavior technicians: when an LTA completes the 40‑hour RBT certification and works in a high‑needs self‑contained instructional classroom, the employee will receive an extra duty payment described by staff as a combined $6 over base (presented as "$4 plus $2" for high‑needs classroom duty) for a limited number of hours; administrators said that premium is intended as a pathway to higher pay for those assignments.
District staff and a member of the audience identified as Penny were thanked by administrators for their involvement in negotiations. The contract was presented as fitting within the district’s five‑year budget projection.
The board approved the agreement with the recorded abstention; no additional conditions were added in open session.
