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!

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

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’ Recommendat ions

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’ Recommendat ions

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.