As we prepare for bargaining with CPS, we want to share where we are on several key items that we know you continue to have questions about, and that we, unfortunately, are still battling CPS over.
Chicago Public Schools dragged its feet on implementing the $25 million in additional pay for the most experienced teachers. Payments first came this summer and members had many questions about the implementation and what it meant for their own paychecks. We’ve answered as many as possible in this post.
We bargained again today with CPS on issues specifically related to clinicians, particularly OT and PT workers, who CPS is seeking to force back into buildings to provide services to students—even though CPS has yet to fully develop a safety plan or consider remote options. Predictably, we have many concerns which we’ve raised with the Board as we continue to push them to move to remote therapy services.
CTU continues to bargain with CPS over the conditions of remote learning as the school year begins. Watch the video for details of the bargaining. In addition, we’re hearing that members are being asked to report in-person to schools or outdoors for school orientations and open houses before the school year starts. CPS says they are not telling principals that staff can be required to report in-person to school or to outdoor orientations and open houses before school starts.
CTU officers, staff and rank-and-file members report on the state of talks with CPS about reopening plans for the fall.
The tentative agreement reached on October 31 between the Board of Education and the Chicago Teachers Union was ratified by the entire membership in a vote of 80.75% in favor and 19.25% against. View raw totals and school-by-school breakdown of the vote here.
We’ve scheduled a referendum vote on the tentative agreement for Thursday, November 14. We’ll hold several meetings to discuss the TA prior to that date. Also, new podcast episode!
We’ve updated the summary of what’s in the TA and included a second page with a detailed explanation of how the new class size provision will work.
It’s important to note that most of the wins in our new tentative agreement — especially the substantial raise for PSRPs, the enforceable class size limits, and more than 750 new staffing positions — were not on the bargaining table on the day that we decided to go on strike.