As your CPAA union family, the most concrete way we show appreciation isn’t with balloons … it’s with protections, respect, and voice. This memorandum of understanding (MOU) is appreciation in action: due process, safety protocols, increased pay, and a voice in the rooms where decisions are made. It’s the floor, not the ceiling. We will keep pushing toward the comprehensive collective bargaining agreement (CBA) so school leaders have what they deserve.

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.