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2011 Negotiations Between Chicago Board of Education and the Chicago Teachers Union

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

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2011 Negotiations Between Chicago Board of Education and the Chicago Teachers Union

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  1. 2011 Negotiations Between Chicago Board of Education and the Chicago Teachers Union How the denial of promised 4% raises affects the contract bargaining process

  2. Background to the Situation • Nationwide attack on public sector unions • Manufactured fiscal crisis • In Chicago, huge school deficits will continue into the future.

  3. 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”

  4. 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.

  5. 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! 4%

  6. 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 4%

  7. 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.

  8. 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.

  9. 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.

  10. Panel’s Report • 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. Fact Finders’ Recommendations

  11. Report Is Rejected • 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. Fact Finders’ Recommendations

  12. “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.

  13. 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.

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