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The Big Dirty Secret: Paid Sick Leave at the CTA

We need to expose the secrets of worker exploitation at the CTA

This exposition was inspired by an inquiry from a newspaper reporter who desired to have a comprehensive understanding of how the majority of (union) CTA workers are denied their lawful Right for Paid Sick Leave.

Around the Fall of 2024, the CTA punished about two dozen employees for “fraudulent timekeeping practices.” I was involved in assisting them during the punishment process. Basically, they left work before or after their assigned schedules. 

 

The practice was ongoing—for many years. Someone exposed it and an investigation using surveillance cameras began. These workers—regardless of their lack of previous violations—were punished with a 15-day unpaid suspension and a 6-month probation. This punishment also included a waiver that the workers would not file grievances.

 

On the surface, it appeared like an indisputable, open-and-shut case in favor of the CTA. However, as a union official who is obligated to ensure that any form of punishment meets the standards of Just Cause, I was compelled to investigate deeper.

 

The workers ranged in various levels of seniority and shifts. They were also considered hard workers with good experience that benefited the riders. Workers confirmed with me that the “fraudulent timekeeping practices” were encouraged and supported by managers—mostly in exchange for favors and maintaining “good relationships” with them.

 

Reasons for their leaving or arriving work would not exist if they had Paid Sick Leave. Such a benefit would allow time off that would permit it. However, at the CTA, we are punished when life forces us to not be at work. It’s called Excessive Absenteeism. It does not matter if we never missed a day of work for ten years. If the manager wants to be excessive, they will charge us with Excessive Absenteeism.

 

We have Short-Term Disability. That is misclassified as Paid Sick Leave in our Collective Bargaining Agreement. The process for it is cumbersome, confusing and will automatically put a “Sick” entry on our record. Even though one “Sick” entry can be as long as 26 weeks, six of those in 365 days will lead to termination. Pay is a fraction of the full amount of lost wages. One must be employed for more than a year. It is not available to all.

 

To cope with the lack of Paid Sick Leave, the workers and managers make side-deals. This is what led to their punishment.

 

With the permission of about half of them, I filed an Unfair Labor Practice charge against the CTA on their behalf. I met tremendous opposition from our union president and fellow officers. So I took it upon myself to be the workers’ representative.

 

My premise was based on a lack of Just Cause to punish the workers so severely:

  1. Management was aware and involved in the operation (documentation was provided in the charges).

  2. The CTA fosters fraud by not providing Paid Sick Leave to the workers; forcing them to find ways to cope with the stresses of life.

  3. The CTA did not use “progressive discipline” by suspending the workers for one day. They jumped past three stages and slapped on a “Last Chance Agreement” to shut down any chance of union intervention. The workers had no previous writeups. They were not “bad” workers in the least.

The ULP charge did not get a hearing. The ILRB sided with the CTA. Still, I appealed. However, I am not optimistic about the outcome.

 

Regardless, my investigations and ULP charge opened up the door to the Big Dirty Secret: The CTA mismanagement manipulates the workers and their union Collective Bargaining Agreement to save costs on Paid Sick Leave.

 

 

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Location: 11204 S Western Ave, Chicago, IL 60643, USA

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