2011 Negotiations Between
Chicago Board of Education
and the Chicago Teachers Union
How the denial of promised 4% raises
affects the contract bargaining process
Background to the Situation
• Nationwide attack on public sector unions
• Manufactured fiscal crisis
• In Chicago, huge school deficits will continue
into the future.
Background to the Situation (cont.)
• Emanuel will go after all Chicago unions.
• Emanuel and Brizard want some radical
changes in the schools
– A much longer day and year
– Merit Pay—get rid of lanes and steps
– Increase charter schools to 20% of total
– “Pension relief”
Overall Timeline
• The Board’s action to deny our
raises sets a process in motion.
• At least thirty days of notices
and wait time are in the process.
• The process could take as
long as seven months or more.
Initial Negotiations
• On June 15 the Board voted to deny raises.
• The following Monday CTU Officers
demanded to negotiate the measure.
• Current 4% negotiations CENTER ON THE
SALARY SCHEDULE not on the full contract.
• The Board has no ability to impose other
conditions based on the current negotiations.
• CTU is negotiating in good faith under the
law: WE SEEK A POSITIVE RESOLUTION!
Initial Negotiations
CTU Executive Board submitted a
compromise that protects students,
members and the public. It proposed:
•
•
•
•
•
Recall policy for illegally fired teachers
2% raise now + 2% raise in January
Grievances against unfair principal discipline
Equalize cuts between our schools and charters
No CPS business with “Big 5” foreclosing banks
Negotiating the Next Contract
Our next step is to negotiate the next contract…
• The current agreement can remain in effect.
• All provisions of the NEXT contract will be
open to negotiation.
• CTU PPC will come to schools to gather
proposals.
• A rank-and-file team will participate.
• Labor law doesn’t specify a time period.
Mediation
If no agreement is achieved in negotiations,
either side can call in a mediator.
• Labor law doesn’t specify an exact time period.
• We must engage in mediation for “a reasonable
period of time.”
• If no agreement is achieved in mediation, either
side can ask for a panel to review facts in
dispute.
Fact-Finding Panel Meets
Either the Board or CTU can demand fact-finding.
• Each side appoints one qualified fact-finder.
• Both sides must agree upon a chief fact-finder.
• The 3-person panel has a maximum of 75 days
to issue their report and recommendations.
Panel’s Report
Fact Finders’
Recommendat
ions
The Fact Finders will publish a report and
deliver it to the news media.
The panel’s report will become our contract
UNLESS…
either party submits a notice rejecting the
report and stating the reasons why.
Report Is Rejected
Fact Finders’
Recommendat
ions
Either side can reject the Fact-Finders’
recommendations.
They must submit a report explaining that
rejection within 15 days after the panel
publishes its recommendations.
The rejection report must be given to the
news media.
“Cooling Off” Period
After the panel’s recommendations are rejected
AND provided the current contract has expired or
been terminated…
CTU may not strike for 30 days.
CTU must issue 10 days notice
of intent to strike.
Unilateral Action
CTU hopes to reach agreement with CPS.
A strike is a hardship, but
it’s our strongest action.
Everyone will need to
prepare and do their part.