CPS

Privatization of CPS custodial work

(Español abajo)

CPS has said that they will not renew Aramark and Sodexo’s contracts, but they will replace two private companies with one. We held two emergency Board custodian meetings last month to discuss the privatization of CPS custodial services. These are the issues raised by current members.

Current issues with private management

  • Private supervisors frequently make errors in payroll
  • Lack of training/consistent instruction 
  • Understaffing & lack of substitutes 
  • Lack of supplies or proper equipment 
    • Custodians bring their own supplies and shoulder the costs 
    • Equipment remains broken or barely functioning for far too long 
  • Lack of support from private managers 
    • Are not present and leave work like inventory to custodians 
    • Managers are unable to provide adequate support because they have over 20 schools
    • Too many “supervisors” (private company, principal, engineer, facilities) 
    • Not enough Spanish speaking supervisors 
  • Unreasonable expectations, especially during the Pandemic 
    • Expected to do the jobs of leads, engineers, and supervisors without the pay or title 
  • Lack of respect 
  • Lack of qualified managers/supervisors

What do Board custodians want?

  • There should be a lead custodian in every school who can handle the timely ordering of supplies and understands the day-to-day needs of each school 
  • CPS should directly supervise Board custodians  
  • Every school needs to be adequately supplied with working equipment and supplies 
  • All custodians should be properly trained on the equipment and processes required for the job 
  • Custodians deserve to be respected and consulted in decisions that impact them 
  • Every school and every shift need to be staffed appropriately without relying on private custodial substitutes and to ensure a fair distribution of work 
  • CPS must handle payroll 

Take Action

  • Union leadership and member representatives are currently in negotiations with CPS over custodian proposals
  • Your union is committed to fighting back against CPS’s plan to continue privatizing custodial services for public schools and is demanding the respect members deserve. To win, members must be willing to join together and take action.
    • We formed the Custodian Campaign Action Team (CAT) made up of custodian member leaders
    • Action #1: A Custodian member spoke at the Board of Education Meeting on April 28th. Access the recording here.

What can you do right now?

Submit a photo of yourself and a written statement about why you are fighting back to be posted publicly on Local 73’s social media so that you can tell your own story. Be sure to complete the online release form. You can submit your pictures and quotes to your Union Organizer or email ctrubeyhockman@seiu73.org if you do not know who your organizer is. Your statement should include your name, your years of service, and a personal example/reason why this issue matters to you. Finally, be sure to connect it to privatization not being the answer. You are welcome to submit statements in Spanish.

Submit photos to ctrubeyhockman@seiu73.org with a caption that illustrate the issues with being managed by someone outside of CPS.

Hace un año y medio, los miembros del Local 73 se declararon en huelga por respeto, pago y la subcontratación de servicios públicos a empresas privadas. CPS escuchó nuestras demandas y planeó no renovar los contratos de Aramark y Sodexo. Sin embargo, han propuesto reemplazar dos empresas privadas por una, que podría incluir Aramark y Sodexo. Esto es simplemente inaceptable y demuestra aún más la falta de respeto que la Junta continúa mostrando por nuestro trabajo. El simple hecho de reemplazar una mala organización por otra no resuelve los problemas fundamentales en torno al respeto y la responsabilidad de nuestros miembros. Durante años, los conserjes de la Junta han experimentado una distribución injusta de la mano de obra, innumerables solicitudes de mantenimiento incumplidas y expectativas poco razonables puestas en cada vez menos personal. Sobreprometido, falto de personal y poco entregado es el nombre del juego para mantener bajos los costos. Las empresas privadas no tienen cabida en el control de los empleados públicos, ni ahora ni nunca.

Su sindicato celebró dos reuniones de emergencia de conserjes de la Junta el mes pasado, y esto es lo que usted y sus compañeros presentaron.

Problemas actuales con la gestión privada

  • Los supervisores privados frecuentemente cometen errores en la nómina
  • Falta de formación / instrucción constante
  • Falta de personal y falta de sustitutos
  • Falta de suministros o equipo adecuado
    • Los conserjes traen sus propios suministros y asumen los costos
    • El equipo permanece roto o apenas funciona durante demasiado tiempo
  • Falta de apoyo de gerentes privados
    • No están presentes y dejan el trabajo como inventario a los conserjes
    • Los gerentes no pueden brindar el apoyo adecuado porque tienen más de 20 escuelas
    • Demasiados “supervisores” (empresa privada, director, ingeniero, instalaciones)
    • No hay suficientes supervisores que hablen español
  • Expectativas poco razonables, especialmente durante la pandemia
    • Se espera que haga el trabajo de líderes, ingenieros y supervisores sin el pago o el título
  • Falta de respeto
  • Falta de gerentes / supervisores calificados

¿Qué quieren los conserjes de la Junta?

  • Debe haber un conserje principal en cada escuela que pueda manejar el pedido oportuno de suministros y que comprenda las necesidades diarias de cada escuela.
  • CPS debe supervisar directamente a los conserjes de la Junta
  • Todas las escuelas deben contar con el suministro adecuado de equipos y suministros de trabajo.
  • Todos los conserjes deben estar debidamente capacitados en el equipo y los procesos necesarios para el trabajo.
  • Los custodios merecen ser respetados y consultados en las decisiones que los impactan
  • Cada escuela y cada turno deben contar con el personal adecuado sin depender de sustitutos de conserjes privados y para garantizar una distribución justa del trabajo.
  • CPS debe manejar la nómina

Tomar acción

  • Los líderes sindicales y los representantes de los miembros se encuentran actualmente en negociaciones con CPS sobre las propuestas de los custodios.
  • Su sindicato está comprometido a luchar contra el plan de CPS de continuar privatizando los servicios de custodia para las escuelas públicas y exige el respeto que los miembros merecen. Para ganar, los miembros deben estar dispuestos a unirse y actuar.
    • Formamos el Equipo de Acción de la Campaña del Custodio (CAT) compuesto por líderes miembros del custodio
    • Acción # 1: Un miembro del Custodio habló en la Reunión de la Mesa Directiva de Educación el 28 de abril.
      • Acceda a la grabación aquí.

¿Qué puedes hacer ahora mismo?

  • Envíe una foto de usted mismo y una declaración escrita sobre por qué está luchando para que se publique en las redes sociales del Local 73 para que pueda contar su propia historia. ¡Asegúrese de completar el formulario de autorización en línea o no podremos compartir su foto o cotización! Puede enviar sus fotografías y citas a su organizador sindical o enviar un correo electrónico a ctrubeyhockman@seiu73.org si no sabe quién es su organizador. Su declaración debe incluir su nombre, sus años de servicio y un ejemplo / razón personal por la que este problema le importa. Por último, ¡asegúrese de conectarlo con la privatización que no es la respuesta! ¡Le invitamos a enviar declaraciones en español!
    • Ejemplo #1: Mi nombre es _______ y he sido conserje de la Junta de Escuelas Públicas de Chicago durante 20 años y rechazo el plan de CPS de reemplazar Aramark y Sodexo con OTRA compañía privada. ¡Quiero que me den los recursos y el respeto necesarios para mantener mi escuela limpia para los estudiantes de Chicago en lugar de ayudar a obtener ganancias para alguna empresa privada en el medio!
    • Ejemplo #2: Mi nombre es _______ y trabajo para las Escuelas Públicas de Chicago como conserje público y estoy luchando contra el plan de CPS de continuar transfiriendo la responsabilidad del estado de las escuelas de nuestra ciudad a otra empresa privada. Desde que fui administrado por alguien fuera de CPS, he escuchado demasiadas excusas de por qué mi escuela no tiene suficiente personal mientras que CPS se jacta de lo preparadas que están las escuelas para dar la bienvenida a más estudiantes y personal y acumula más y más responsabilidades en las espaldas de los conserjes. ! ¡Soy esencial solo cuando es conveniente para CPS!
    • Ejemplo #3: Mi nombre es ________. Soy un custodian desde 2013 las companias privadas (vendor) Han sido una pesadilla para las escuelas públicas debido a que no saben distribuir los supplies y mantener los equipos de trabajo al día. De una u otra forma nosotros cómo custodian hacemos lo necesario para trabajar con el equipo descompuesto que las companias como Aramark tienen en las escuelas los supplies por ejemplo en ocasiones tenemos que esperar meses para obtener algo y para arreglar las máquinas . CPS la solución NO es traer otro proveedor o empresas privadas.
  • Por último, envíe fotos a ctrubeyhockman@seiu73.org con una leyenda que ilustre los problemas de ser manejado por alguien fuera de CPS.
    • Ejemplo: Foto n. ° 1, he traído mi propia aspiradora personal porque estas empresas privadas se niegan a reparar las que nos han proporcionado.

Remote work and in-person learning

We are pleased to announce we have reached an agreement with CPS regarding remote work and in-person learning for our members.

SECAs

  • When in-person learning resumes, CPS will allow SECAs whose assigned students have not opted for in-person learning to work remotely.
  • SECAs will not be responsible for general education students, except in emergencies as provided for in Section 16-4 of the CPS-SEIU contract.
  • SECAs can continue working from home until an agreement is reached between CPS and CTU on resuming in-person instruction.
  • CPS would notify SECAs and principals that the parties have reached an agreement on this reporting requirement, so staff members are aware of changes in reporting requirements for the coming days.

Here’s What SEIU Local 73 Has Won

Here’s What SEIU Local 73 Continues to Fight For

Have a question that wasn’t answered below? Submit it here.

Got a possible contract violation or mistreatment by CPS? Submit your complaint anonymously here.

Bus Aides, Parent Workers, and Bus Monitors

  • CPS will allow the care room assignments to be optional for those employees working in the care room until in-person instruction resumes.
  • Those bus aides and bus monitors assigned to a bus route that is not operating will continue to work remotely without loss of pay until such time as CPS reopens safely.

Accommodations

  • With respect to accommodations for household members, CPS will prioritize approval of pending telework accommodation requests from employees who serve as primary caregivers for family members at increased risk for severe illness due to COVID-19. CPS should not unreasonably deny such a request. In the event CPS does deny an accommodation request due to an application being incomplete, the staff member will be notified that the denial was due to CPS not having enough information to process the request.

Work Stoppage

  • If there’s a work stoppage, SECAs, Bus Aides, parent workers, and bus monitors who remain available to work can continue to work remotely without loss in pay.
  • Custodians, Security Officers, and Crossing Guards will have the option to report for in-person work in support of food distribution or take benefit days (including zero days). Crossing guards who support private schools will continue to report to their assigned posts.

Questions and Answers

Not seeing your questions here? Submit your question and we will get you an answer.

What about ADA Accommodations?
What about Non-ADA Accommodations?
How do I take a Zero Day?
What if I was denied or haven’t received an ADA Exemption?
Can I take Short Term Disability?
Can I take FMLA?
What’s happening with vaccinations?
Are staff and students being tested?
What if students won’t wear their mask?
What about safety while toileting students?
What if our students are attending remotely?
What if my child returns to school on Feb. 1?
Do I have to work in the Care Room?
Do I have to take students’ temperatures?
Do we have to substitute for teachers?

What about ADA Accommodations?
Members who have submitted COMPLETE (their portion and the doctor’s portion) ADA Accommodation requests (for their own medical condition) can continue working remotely until it is processed.

If you were denied an ADA accommodation for your own medical condition, please contact your steward, your union organizer, or the MAC, in that order.

What about Non-ADA Accommodations?
Those with non-ADA Accommodation requests (for childcare reasons and caretakers of people with high risk medical conditions) would have to report in-person until their application is processed.

How do I take a Zero Day?
We have spoken with CPS and informed them that any member who chooses to can use a Zero Day. They should not be penalized and we will see this as retaliation. If you are scheduled to work in person and do not want to use a Zero Day, you must report to work. 

To take a Zero Day, call your principal to let them know. 

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What if I was denied or haven’t received an ADA Exemption?
We understand many of you have applied for exemptions under ADA to be able to work remotely. If you have been denied an exemption, or have not yet received a response to your request, you must use one of the options outlined above.

If you have not received a response to your request, you should keep calling the Board to ask what the delay is about and when you will receive a response. Or you can call the MAC for assistance.

ADA exemptions only apply to members and not their families. If you have a family member that is at risk, you should apply for an FMLA exemption.

Principals do not have the authority to approve ADA or FMLA exemptions.

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Can I take Short Term Disability?
Employees are eligible for short-term disability if they satisfy the following requirements:

  1. They have been employed for at least sixty (60) calendar days;
  2. They have not exhausted 90 paid calendar days of short-term disability or maternity leave in the preceding 12-month period;
  3. They have exhausted ten (10) sick benefit days, or seven (7) general use days, as applicable, other than those in their retained sick leave benefit bank;
  4. They have submitted a qualifying medical certification of their disability or maternity; and,
  5. They are not receiving workers compensation, victims of violence benefit or long-term disability benefits for the disability.

The short-term disability plan adopted by the Board may include other eligibility requirements to qualify for the benefit.

Additional details about short term disability can be found in Section 12 of our contract.

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Can I take Family Medical Leave?
Staff who have been employed for at least twelve (12) months and who have worked a minimum of 1,250 hours of service during the previous 12-month period are entitled to unpaid leave under the Family and Medical Leave Act (FMLA) for any of the following reasons:

  1. To provide care for a son or daughter during the 12-month period after the birth of such child;
  2. To provide care for a son or daughter during the 12-month period after such child is adopted by or placed in the foster care of the employee;
  3. To provide care for a son, daughter, spouse or parent with a serious health condition; or
  4. To treat or recover from a serious health condition of the employee.

Employees shall be required to use their accrued sick days concurrently with any leave of absence taken under the FMLA. Employees will have the option, upon appropriate notice, to use accrued vacation days. During any leave taken under the FMLA, the employee’s health coverage under any group health plan shall be maintained for the duration of such leave at te level and under the conditions coverage would have been provided if the employee had continued in employment continuously for the duration of the leave. If the employee is using vacation or sick days, the employee will accrue seniority while on FMLA leave.

Additional information on FMLA leave can be found in Section 13 of our contract.

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What’s happening with vaccinations?
SEIU believes the best way to protect ourselves, our families, and our communities is to receive the vaccine However we also believe this is a personal decision.

We understand that CPS began receiving vaccines starting January 25, and will begin to distribute doses to employees through school-based sites. Staff who are eligible to get vaccinated in Phase 1B (Ex. Over age 65) can set up their appointments through their health care provider or pharmacy if they prefer.

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Are staff and students being tested?
If you have come into contact with a co-worker or someone else who has tested positive, you inform CPS, get tested, and quarantine until you receive a negative test. Once you receive a negative test you must report back to work.

If you are directed to quarantine by CPS or the Health Department, follow the directive and CPS should provide sick days beyond your 10 days.

If you become aware of co-workers or students who are in school and have tested positive please inform us immediately by calling the MAC 312-787-5868.

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What if students won’t wear their mask?
We understand students do not always comply with wearing a mask. The only children that do not have to wear a mask are those with documented health conditions.

If you have a student that is consistently not wearing a mask you should report this to your principal to address immediately.

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What about safety while toileting students?
CPS should provide you with all necessary PPE up to and including gowns, gloves, masks, and face shields to prevent exposure while assisting students in the bathroom. If you have not been provided this PPE please let us know immediately by calling the MAC 312-787-5868.

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What if our students are attending remotely?
If the students you work with are attending remotely AND your principal has approved you working remotely, be sure to get that approval in writing.

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What if my child returns to school on Feb. 1?
If your children are scheduled to return to school on Feb. 1, and you are scheduled to return to work this week, you will need to provide for child care. There is no child care exemption.

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Do I have to work in the Care Room?
The Care Room is a voluntary assignment. If you have been directed or assigned to the Care Room notify us immediately by calling the MAC 312-787-5868.

If you have any other questions please contact your steward, your organizer, or the MAC.

As we receive more information we will continue to keep you updated via email, text, and our website.

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Do I have to take students’ temperatures?
You are not required to take students temperatures under our contract. If you have been directed to take temperatures notify us immediately by calling the MAC 312-787-5868.

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Do we have to substitute for teachers?
No. SECAs shall not be used as a substitute teacher, shall not be assigned office clerk duties and tasks, school maintenance and operations, or fire drill monitor duties. SECAs shall not be used to provide class coverage except for temporary emergency supervisory duty.

Teachers not reporting for work is not an emergency in our view.

If you are asked to provide class coverage for a teacher who did not report for work please notify us immediately by calling the MAC 312-787-5868.

If a teacher is working remotely in your classroom, you are only required to work with your students. If there are more students beyond yours in that classroom, CPS is required to put another adult in the room.

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