We’ve received numerous reports of members being told by their principals that they cannot work remotely even if they have no in-person students. This is not correct, except under certain circumstances – and members need to demand that their rights to remote work under the Memorandum of Agreement be honored.
In an attempt to intimidate educators out of exercising their rights, CPS management has sent new communications changing policies and denying legitimate requests. Below you will find guidance on responding to some of the most common situations that members are experiencing as the mayor recklessly pushes forward with a plan rejected by the vast majority of educators, parents, and principals.
The CTU grievance department provides this advice with actions to take to secure your rights. We’re also sharing news of important grievance wins that secure rights for all our members.
The deadline in 2020 is Friday, June 12 for stipends won in our latest contract for language interpreters in IEP meetings.
After sharing our concerns and demands in numerous special education committee and impact bargaining meetings, ODLSS withdrew its position that clinicians must be available to support remote learning activities for six hours per day. Instead, they will follow the mutually agreed work hours…
Some recent victories from the CTU Grievance Department!
We are pleased to report another favorable decision for the CTU in this week’s grievance and arbitration report, which resulted in three big wins.
A strong contract is only as good as its enforcement, and that process is what ensures our safety and security long after a strike.
Despite challenges around personal business days and the difficulty the Union has in combating CPS resistance to these cases, we continue to see arbitration victories for our members. Also, our new contract has yielded some significant improvements in certain aspects of our health insurance coverage.
CPS is illegally reneging on its deal. Our 11-day strike forced CPS to recognize the contributions of its veteran teachers, among other improvements. As soon as CTU members voted to ratify the agreement, however, the district broke our deal and demanded that most of the $25 million be paid in one-time lump sum bonuses rather than be added to veteran teachers’ base salaries, costing them thousands of dollars in salary increases over the course of their careers because their base salaries won’t increase. CPS didn’t want to pay its veteran teachers fairly, and now it’s retaliating against them for being among the longest-tenured and most dedicated workers in our schools.