Join Us in this Movement
Fair Contract Now Petition: A Call from Corey Van Dickerson Sr.
Cahokia Heights, the time to act is now. Our students deserve strong schools, and our teachers deserve a fair contract. We’ve launched a petition to demand real accountability and a resolution to the contract crisis that’s hurting families and classrooms across District 187.
Who is Responsible
Bloated Salaries and Strategic Nepotism
Top Admins Are Overpaid While Teachers Fight for Fair Contracts
- Superintendent Arnett Harvey receives a $185,000 salary, plus:
- $10,000 annual annuity
- $700/month for car expenses
- Full medical, dental, and vision
- $500/month bonus for not using district insurance
- His wife, Kimberly Harvey, works in the district as Director of Early Childhood, reportedly also with a six-figure salary creating a direct conflict of interest .
- Several family members of school board members or administrators are employed throughout the district, especially in high-paying admin roles, confirming a pattern of nepotism.
This money could be going toward teachers, classrooms, or basic student needs. Instead, it’s being hoarded at the top.
Bloated Salary, Exploding Payouts
This while our teachers, service staff, and secretaries have no current contract. They get promises. We see delays. They fight for basic respect.
In 2024, Curtis McCall Jr.’s salary jumped to $204,800: a 35.53% increase from 2023. OpenGovPay
That amount is 237% higher than the district’s average salary, and 249% higher than the median salary for employees in Cahokia District 187. OpenGovPay
What’s Wrong With the Last Teacher Contract
Missing Basic Worker Protections
- No clear language for raises tied to inflation or cost of living.
- No guaranteed class size caps to protect teacher workloads and student learning.
- Discipline policies and evaluation protections for teachers are vague or absent.
- No protections against forced non-educational duties or overtime exploitation.
- Healthcare premiums and benefits remain vulnerable to sudden changes by board vote.
- No Clear Enforcement Body or Neutral Arbitrator
- No Strong Language on Mental Health Support or Crisis Intervention
- No Teacher Input Required for Policy Changes
No Contract at All?
Even worse: as of now, teachers are working without a valid contract. That’s not just unethical, it borders on labor rights violations.
More Problems With The Last Contact
1. Lack of Clear Oversight Language
The contract doesn’t name any independent oversight board for grievances, evaluations, or implementation. That’s a red flag.
Why It’s Wrong:
- Internal-only processing of grievances leads to conflicts of interest, you’re appealing to the same people who made the decision.
- Evaluations, disputes, and contract violations can’t be fairly reviewed without outside oversight.
- This structure favors administrative abuse and retaliation with no checks.
Compared to Other Cities:
- Normal, Rockford, and CPS have joint labor-management committees, third-party mediation, or even outside legal arbitration.
- Cahokia’s lack of this exposes teachers to retaliation or dismissals with no neutral party involved.
2. Unusual Clauses on Termination and Reduction in Force (RIF)
The district can terminate staff due to “financial exigency” without external audit or justification. That’s dangerous.
Why It’s Wrong:
- “Financial exigency” is vague. There’s no mention of required audits, board hearings, or proof of financial hardship.
- Could be used to target staff for non-financial reasons under a false financial pretext.
- There’s no appeal process, no safeguard.
Compared to Other Cities:
- Chicago requires union consultation and state-mandated notice before layoffs.
- Belleville includes independent verification and due process hearings.
- Springfield includes RIF recall rights—Cahokia doesn’t.
3. Weak Language Around Class Size and Student Needs
The contract doesn’t define class size limits or provide protection for high-need populations.
Why It’s Wrong:
- No maximum cap = more overcrowded classrooms.
- No protections for special education or trauma-impacted students = burnout and IEP violations.
- It’s cheaper for the district but damaging to quality of education and mental health.
Compared to Other Cities:
- CPS: 24 students max in K-3; 28 for 4-8 grades.
- East St. Louis: Specific clauses for student-to-paraprofessional ratios.
- Cahokia: Offers none of this, putting teachers in unsafe, unmanageable classrooms.
4. Leaves and Personal Days
Even personal leave requires approval at both building and district level. Bereavement leave may require death certificates.
Why It’s Wrong:
- Requiring district-level approval for personal days is excessively bureaucratic.
- Requiring death certificates for bereavement is inhumane and re-traumatizing.
- This shows a lack of trust and dignity for staff facing personal crises.
Compared to Other Cities:
- Most districts (like Belleville 201) only require advance notice, not approval, for personal days.
- Peoria allows automatic use of personal time for family matters with no paperwork.
- Requiring death verification? Unheard of. This reflects toxic distrust in Cahokia’s administration.
Who’s at Fault
Curtis McCall Jr. – as superintendent, he controls contract negotiation strategy, staffing, salaries, internal policy. The buck stops with him.
Cahokia Board of Education – they approve McCall’s salary increases, approve employment of administrators, vote on policies. If they voted yes, they share the blame.
Leadership Inner Circle – those benefitting from contracts, political alliances, and relaxed oversight.
Systemic Oversight Gap – lack of enforcement by state & district oversight bodies, FOIA delays, no effective neutral watchdog to expose or stop abuses.
