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Board hears proposed AED, drug‑and‑alcohol and benefits updates; talent office urges progressive approach
Summary
CPS sought authority to post AED policy changes to comply with new state law, proposed a move to progressive discipline for low-level positive drug/alcohol tests and presented multi‑billion dollar renewals for employee health insurance and claims administration.
The Board heard a set of policy and benefits proposals affecting safety and employee management.
Tashanda Green, deputy chief for the Office of Student Health and Wellness, asked the board to authorize public comment on an amended Automated External Defibrillators (AED) policy to meet requirements of 2024 state legislation (House Bill 5394). The amendment adds CPR and AED certification requirements for athletic coaches and athletic directors and calls for a district cardiac emergency response plan developed with partners including Lurie Children's and Project ADAM.
The talent office presented proposed amendments to the drug‑and‑alcohol‑free workplace policy that shift the district away from strict zero‑tolerance for low blood‑alcohol concentrations and toward progressive discipline except for federal safety‑sensitive roles (CDL drivers) and employees under age 21. "Positive marijuana tests may detect past and not present use, so decisions will now rely on observable behavior, impairment, and context," the talent office said.
The board also heard recommended renewals and funding authorizations: a three‑year HMO/PPO administrative services agreement with Health Care Service Corporation (Blue Cross Blue Shield of Illinois) and HSA administrative services (not to exceed $1.82 billion covering approximately 80,000 lives), and a four‑year renewal for third‑party claims administration with CCMSI (not to exceed $7.9 million). Talent staff said the revisions and renewals are intended to balance workplace safety, legal compliance and staff well‑being.
Board members asked whether the state law provided implementation funding (it did not), how certifications would be scheduled for schools without coaches, and whether heavy‑machinery or other inherently risky job categories should be added to the list of roles subject to automatic termination for impairment. Talent staff agreed to follow up on classification clarity and communications for the public comment period.
