Throughout the country wehave been told that merit pay isan unstoppable juggernaut, thatlanes and steps are a thing of the past and health care costsare skyrocketing. Despite theaggressive and dishonest attackon our profession, we havedefied the national trends. Thisis not a perfect contract, butthere are tremendous victoriesreflected in what we have beenable to preserve and expand.Subject
Board’s Original Position
Eventual Tentative Agreement
Length of Day 7 hour, 40 min day 7 hour dayStaffing & Curriculum No additional staff, no expansionof curriculum, no coverage forrecess, preps, etc
Over 600 additionalpositionsoverwhelmingly in art,music, & PE.Memorialized sopositions remain beyondinterim agreement
Proposed but not yetaccepted: additionalsocial workers andnurses if we receivegambling money fromthe state
Workload committee forspecial educationproviders to findsolutions for largeworkloadsProfessional Development Mandatory Fridayafternoon/early evening orSaturday PD, 75 min a weekEliminated the night andweekend PD requirementDuration of Contract 5 year agreement, ensuring laborpeace until after the nextmayoral election3 year agreement putting ournext contract campaign right inthe midst of the next Mayoralelection campaign possible 4
th
year with 3% TBD by the UNION
Evaluation *High stakes evaluation from year1*Evaluation plan that resulted inonly 55% of rating based onteacher practice, and 45% based onstudent standardized test scoresand student survey*Forces union members toevaluate each other, i.e. viadepartment chair, etc
* Year 1 is “no stakes” advisory
*Preserved 70% of rating for teacherpractice- the best allowed by law.*Appeals process for unsatisfactoryratings or 2
nd
“needs improvement.”
1
st
time ever.*No evaluation by your colleagues*Insertion of student survey bychoice only- no longer mandatorypart of evaluation- will ONLY beadded IF the joint committee agreesto itHealth Care
Nearly 40% increase forfamilies and couples
Wellness program thatfurther penalizedsmokers
Proposed increases in ERco-paysFreeze on health care premiumsand co-pays for all membersSick PayShort term disabilityMaternity/PaternityEliminate sick day accrualaltogetherEliminate banked timepensionability.Provide for short term disabilityleave for up to 90 days with pay
Current bank ismaintained. Can still becashed out at retirement
Future unused sick daysare still pensionable andcan be banked up to 40for use as short termdisability for maternity
New short termdisability and maternitybenefit: up to 30 days atfull pay; next 30 days at80% pay; next 30 days at60%
Cannot be disciplined orharassed by principal foruse of these benefits
Additional longevity days
Paternity leave (not fullyagreed upon yet, but wehave a verbalcommitment)Continue to allow principals tohave unfettered power over ourwork livesAnti-bullying clause thatprohibits abusive and demeaningconduct by principals
Salary *One time 2% raise with noguaranteed raises for following 4years* Complete removal of steps andlanes*Ill-defined merit pay scheme forfinal two years, with details to beworked out post contractsettlement*Wage reopener that would haveallowed for taking future raises by
declaring a “fiscal emergency” (as
was done with the 4%raise)
*Addition of “career ladders” that
would pit one member againstanother* Year 1- 3%*Year 2- 2%*Year 3- 2%* If we choose to agree to the 4
th
year-3%*Lanes restored*Steps restored with modifiedschedule- maintains total value whileputting more money into steps 14-16Clinicians Nothing *Private meeting space*1 hour daily prep*Locked cabinet*Workload protection- any newpaperwork mandates require accessto printers and other office suppliesthey used to have to buy themselvesRecall Nothing- claimed illegal *50% of all new hires must be fromdisplaced pool*Economic penalty to Board if displaced quota is not met, mustprovide Appendix H benefits toDisplaced members by seniorityTesting Substitute is provided for one-on-one testing or if providing testingaccommodation and modificationsfor testing of special education, ELLand other studentsSupplies *$100 of supply money*Text books are providedwhenever available*More than double annual supplymoney to $250*Text books are available fordistribution on day 1 of schoolGrievance Radically cut the definition of agrievance*Maintained the existing definitionof a grievance*Allows delegates to bank theirmonthly union prep period andattend day-long union professionaldevelopment
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Ctu Meeting at Jordan Community School
Here is a copy of the information provided by the union delegate of Jordan Community School in Chicago. The contents of this document is the outline of the tentative agreement between CPS and CTU which has not been 100% agreed on yet.
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