Q: WHY ARE WE STILL CALLING IT AN MOU AND NOT A FULL CBA? A: Because it’s a binding interim agreement that locks in real gains now while both sides finish the longer, comprehensive collective bargaining agreement. Q: WHAT PROTECTIONS DO WE ACTUALLY HAVE NOW THAT WE DIDN’T HAVE BEFORE? A: Highlights include due process in investigations, an ability to appeal high-level discipline, a just-cause standard, a grievance procedure for discrimination or MOU violations, stronger safety protocols, limited injury leave after an assault or battery, time for union meetings and representation, and collaboration on leadership development. Q: WHAT ABOUT OUR SALARIES? WHAT’S ALREADY LOCKED IN? A: A retroactive cost-of-living increase for 2024-25 and another increase for 2025-26, plus adjustments for resident principal salaries in 2025-26. Q: WHEN SHOULD WE EXPECT THE FULL CBA? A: This interim MOU is already in effect and will remain in place through June 30, 2026. Bargaining will resume later this fall, with the goal to have a comprehensive CBA go into effect in 2026. Q: ARE WE A UNION OR AN ASSOCIATION? A: Both. We are the Chicago Principals and Administrators Association: an association composed of members who are employees of CPS with an administrators license, and also a union, AFSA Local 2, the exclusive bargaining representative of principals, assistant principals, acting principals, interim principals, and resident principals within CPS. Q: IF WE CANNOT STRIKE, WHAT IS “MANDATORY INTEREST ARBITRATION” AND WHY DOES IT MATTER? A: If bargaining reaches an impasse, disputes can go to a neutral arbitrator whose decision is binding. It’s the legal backstop designed for school leaders because striking is not an option. Q: DID THE BOARD APPROVE THIS AND DID MEMBERS RATIFY IT? A: Yes. Members overwhelmingly ratified it in August, and the Chicago Board of Education approved the interim MOU on August 28, 2025.
Q: WHY DO SOME OUTLETS CALL THIS A “FIRST CONTRACT” IF IT’S AN MOU? A: Because this MOU is a binding and enforceable contract that was approved by the Board … it is the first contractual framework for CPS school leaders, with a more comprehensive CBA to follow. Q: WHAT DOES ANY OF THIS HAVE TO DO WITH DAY-TO-DAY FRUSTRATIONS? A: Fair process, safety protections, and a real voice improve stability. When leaders are protected and respected, schools are more likely to retain them, and that’s good for students, staff, and communities. Q: DOES THE MOU DO ANYTHING ABOUT “COMPLIANCE” GIVEN ALL THE CONSTANT HOOPS AND LAST-MINUTE ASKS? A: The interim MOU gives us tools to push back productively … most importantly, it creates formal CPAA-CPS touchpoints where patterns can be raised as labor-management issues, not just “one more request.” Bigger guardrails on compliance load are a priority for the full CBA … lead time for new directives, clearer purpose for data pulls, and fewer duplicate systems. In the meantime, send recurring compliance burdens to CPAA so we can document and escalate trends … that paper trail matters. Q: DOES ANY OF THIS PUT US AT ODDS WITH OTHER UNIONS? I DON’T WANT A “UNION VS. UNION” DYNAMIC. A: We agree. CPAA works in solidarity with labor partners. Our commitment is simple … if another agreement or practice changes our working conditions, we address the impact at the table with CPS. Not about conflict … but about clarity, safety, and respect for everyone’s role.
REMEMBER: Members can log in to the member-only site to read the full MOU and the plain-language FAQ. Keep an eye out for targeted trainings where our Legal Team will walk through specific articles. Have questions? Contact us… and keep using the Legal Hotline for situation-specific guidance.
CPAA IS VOICE AND POWER REALIZED • 21
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