All Current Contract Proposals
Article
Union
University
20 – Compensation
Raises retroactive to July 1, 2021
5.75% raises in FY22 for salaried student workers
4.50% raise in FY23 for salaried student workers
3.00% raise in FY24 for salaried student workers
$21.00 minimum wage for hourly student workers, $22.00 by FY24
Raises occur upon ratification
2.50% raise in FY22 for salaried student workers
3.00% raise in FY23 for salaried student worker
3.00% raise in FY24 for salaried student worker
$19.00 minimum wage for hourly student workers, $20.00 by FY24
All Benefits Funds
$1,550,000 to be allocated across all benefits funds for FY22
$600,000 increases to funds in FY23 and FY24
Hourly worker access to benefits funds for eligible expenses incurred during the working period
150-hour working threshold during the semester for hourly worker access to benefits funds
$1,550,000 to be allocated across all benefits funds for FY22
$600,000 increases to funds in FY23 and FY24
Hourly worker access to benefits funds for eligible expenses incurred during a six month period if they worked the previous six months
455-hour working threshold for hourly worker access to benefits funds
21 – Health & Dental Insurance
University will contribute 100% of SHIP premiums and health fees for all salaried PhD student workers
Include language on “Other Qualified Adult” (OQA) which would expand dependent eligibility to enroll in SHIP
University will contribute 75% of preventive plan dental premiums for salaried student workers or make a comparable contribution to the comprehensive dental plan starting FY23
Maintains status quo limited to 100% of SHIP premiums and health fees for GSAS PhD student workers
Rejection of language on “Other Qualified Adult”
University will contribute 75% of preventive plan dental premiums for salaried PhD student workers or make a comparable contribution to the comprehensive dental plan starting FY23
07 – Non-discrimination, Harassment, and Abuse or Intimidation
Title IX claims may be processed through grievance and arbitration under the contract
All other violations of Article 7 and appeals may be processed through grievance and arbitration under the contract
Investigatory abeyance clause – University has 60 days to investigate a claim if it has not already
Guaranteed financial assistance for legal counsel subject to reasonable fee structures if desired
Title IX Hearing Panels must consist of at least a majority of third-party legal experts
Title IX Appellate panels must consist of at least a majority of third-party legal experts
Title IX claims cannot be grieved under the contract
All other violations cannot be grieved under the contract unless it is not covered by a university policy; then, it may be appealed through grievance and arbitration
No comment on investigatory abeyance yet
No financial assistance offered to student worker for legal counsel
Title IX Hearing Panels must consist of two faculty or administrators and one third-party legal expert
Title IX Appellate panels must consist of trained faculty or administrators
08 – Academic Retaliation
Academic retaliation cases may be processed through grievance and arbitration under the contract
Arbitrator role limited to finding of academic retaliation and not academic judgment
Academic retaliation cannot be grieved under the contract
Rejection of arbitration in academic retaliation cases
13 – International Student Workers Rights
$30,000 toward an International Student Worker Assistance Fund
Eligible reimbursements retroactive to July 1, 2021
$30,000 toward an International Student Worker Assistance Fund
No retroactivity; the eligible expenses begin after ratification
10 – Health & Safety
University shall ensure student workers have access to unarmed first responders for mental health crises
Union and university will draft a statement specifying support resources other than law enforcement
Establishment of university-wide working group to address mental healthcare
Rejection of language on unarmed first responders
Rejection of language specified on support resources other than law enforcement
Rejection of university-wide working group
18 – Union Access & Rights
Establishment of 2 Release-Time Union Representatives to administer the contract
Release-Time Representatives receive semesterly TF1 appointments and all benefits under the contract
Rejection of Release-Time Union Representatives to administer the contract
31 – Union Security
Student workers may either pay union dues or agency fees to contribute to union longevity
If a student worker opts out of dues or fees, the University imposes an administrative fine which contributes to a student worker support fund
Rejection of agency fees structure
Rejection of administrative fine structure
03 – Employment Appointment Letter
Provide notice in appointment letters about paying union dues or agency fees as specified in Article 31
Rejection of union security in Article 31, hence rejection of notice in appointment letters
ALL PROPOSALS
ARTICLE
ARTICLE NAME
UNION
UNIVERSITY
XXX
GROUND RULES
---
3/18
3/26
---
4/5
3/18
3/20
3/30
4/1
TA
Article 3
EMPLOYMENT APPOINTMENT LETTER
3/31
5/6
5/24
---
8/12
8/25
9/13
4/9
5/14
5/25
8/5
8/18
8/31
Article 4
EMPLOYMENT APPOINTMENT SECURITY☑️
3/31
5/14
5/24
6/16
6/24
5/6
5/24
6/7
6/22
TA 6/30
Article 5
JOB POSTING☑️
3/31
5/6
6/28
TA 6/30
4/9
6/24
6/30
Article 7
NON-DISCRIMINATION, HARASSMENT, AND ABUSE OR INTIMIDATION
4/9
5/6
5/6
---
8/12
8/25
9/13
4/19
---
6/24
8/5
8/18
8/31
Article 8
ACADEMIC RETALIATION
4/9
5/6
6/22
---
8/12
8/25
9/13
4/19
6/7
6/24
8/5
8/18
8/31
Article 9
INTELLECTUAL PROPERTY, SCHOLARLY AND RESEARCH MISCONDUCT
3/18
5/6
5/24
6/16
8/12
8/25
9/13
4/1
5/14
6/7
8/5
8/18
8/31
Article 10
HEALTH AND SAFETY
4/9
5/14
5/24
8/12
8/25
9/13
4/19
5/24
8/5
8/18
8/31
Article 11
TRAINING
4/9
---
8/12
8/25
9/13
6/8
8/5
8/18
8/31
Article 13
INTERNATIONAL STUDENT WORKER RIGHTS AND WORK AUTHORIZATION
4/9
6/4
6/30
8/12
8/25
9/13
5/24
6/22
8/5
8/18
8/31
Below are all contract proposals that have been made. It includes links to relevant contract provisions. You can also see all of the bargaining updates we’ve shared with our membership.
University Contract Proposal Package – 08/31/2021
In an attempt to resolve contract negotiations before contract expiration, the University proposed the following package:
- 2.50% raise for salaried SWs in FY22
- 3.00% raises for salaried SWs in FY23 and FY24
- $19.00 minimum wage for hourly SWs in FY22
- $0.50 raises for hourly SWs in FY23 and FY24
- $1,550,000 in benefits funds increasing by $600,000 yearly
- 75% dental premium coverage for salaried PhD SWs on the preventive plan starting in FY23
- Inclusion of “caste” in protected categories
- Limited appellate grievance and arbitration for other forms of discrimination, intimidation, or abuse
For the first time since negotiations began, the University proposed a limited appellate grievance and arbitration process under Article 7. This represents a fundamental shift from the University’s previous position.
Union Contract Proposal Package – 09/13/2021
In order to close the gap between the Bargaining Committee and University on our current positions, we proposed a package deal which included:
- 5.75% raise for salaried SWs in FY22
- 4.50/3.00% raise for salaried SWs in FY23/24
- $21.00 minimum wage for hourly SWs in FY22
- $0.50 raises for hourly SWs in FY23 and FY24
- “Other Qualified Adult” (OQA) coverage for health and dental insurance
- 100% SHIP and health fee coverage for salaried PhD SWs
- Dental premium coverage of 75% for salaried SWs on the preventive plan starting in FY23
- Grievance and arbitration for appeals in Title IX/ODR-related cases
- Grievance and arbitration for all other forms of harassment, discrimination, intimidation, or abuse
- Financial access to legal counsel with assistance based on fee structures noted in Harvard Law School policy
- “Investigatory abeyance,” an opportunity for the University to investigate any new claims
- Previous union security proposal in Article 31
GROUND RULES☑️
The Bargaining Committee and University negotiated a set of ground rules which dictate the manner by which bargaining sessions are conducted. Most importantly, these ground rules allow bargaining unit members to openly observe negotiations and protects student workers from retaliation for observing a session.
Article 3 – EMPLOYMENT APPOINTMENT LETTER
The Bargaining Committee and University have nearly reached an agreement on appointment letters. In addition to current contract language, the new provisions include a description of research duties, estimated average hours per week, and recognition of pre-arranged remote work in future appointment letters. The University also agreed to include an example appointment letter attached to the appendix of the contract for smoother contract administration.
The Bargaining Committee continues to assert the need for a statement on a student worker’s obligation to join the union or pay fees pursuant to the Bargaining Committee’s proposal in Article 31: Union Security. In their most recent proposal, the University again reasserted their position contingent on the rejection of the Union’s Article 31 proposal.
- Union proposal (3/31)
- University counter (4/9)
- Union counter (5/6)
- University counter (5/14)
- Union counter (5/24)
- University counter (5/25)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 4 – EMPLOYMENT APPOINTMENT SECURITY ☑️
The Union and the University have reached a tentative agreement on employment appointment security. Compared to the inaugural contract, changes include:
- 70% compensation for cancelled teaching appointments—a 50 percent increase from the status quo
- 75% remaining compensation for abruptly-ended research appointments
- SWs with cancelled appointments will have access to insurance/benefits pools
- For abruptly-ended research appointments due to harassment or discrimination, full transitional support for the duration of the appointment will be guaranteed
Article 5 – JOB POSTING
Responding to university concerns about an immediate job posting requirement, the Union tentatively agreed to the University’s modified language on job postings. This language ensures that the University will take actionable steps to encourage the job posting website. Between October 1 and December 31, 2022, the Union Management Committee will convene to discuss implementation, utilization, and effectiveness with the University. During these discussions, the Union and the University may change the terms of job postings if mutually agreed. We believe this language holds true to our intent while circumventing concerns about timelines and implementation.
- Union Proposal (3/31)
- University counter (4/9)
- Union counter (5/6)
- University counter (6/24)
- Union counter (6/28)
- Tentative Agreement (6/30)
Article 7 – NON-DISCRIMINATION, HARASSMENT, AND ABUSE OR INTIMIDATION
During the last bargaining session prior to contract expiration, the University made major moves to reconcile the differences between both proposals. The University’s last proposal included:
- Additional protection against discrimination on the basis of caste
- Limited grievance and arbitration as an appellate process
- Only applies to other forms of discrimination, abuse, or intimidation not covered by specific University policies
- Must exhaust all internal University processes first
- Cannot file both a grievance and internal appeal
In response to the University proposal, the Union proposed the following:
- Protection against discrimination on the basis of class background
- Access to legal counsel subject to reasonable fee structures which directly reflects Harvard Law School policies
- Grievance and arbitration working off the University’s model
- Appellate process for Title IX/ODR-related cases
- Full grievance process for all other cases
- “Investigatory abeyance,” a 60-day investigation period for the University if they have not yet investigated a claim that was filed as a grievance
- Requirement for Title IX Hearing Panels to consist of a majority of third-party legal experts
- Requirement for Title IX Appeals Panels to consist of a majority of third-party legal experts
Slowly, but surely, the University is moving on some core demands which would guarantee real recourse for survivors.
- University counter (4/9)
- University counter (4/19)
- Union counter (5/6)
- University counter (6/24)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 8 – ACADEMIC RETALIATION
The University agreed to stronger language on academic retaliation in principle. The Bargaining Committee accepted University language on internal policies but reasserted the right to file a union grievance to resolve academic retaliation disputes through neutral, third-party arbitration. However, the Bargaining Committee recognizes that an arbitrator may only investigate the occurrence of retaliatory conduct.
In their most recent proposal package, the University again reasserted their position that cases of academic retaliation should not have access to grievance and arbitration processes.
- Union proposal (4/9)
- University counter (4/19)
- Union counter (5/6)
- University counter (6/8)
- Union counter (6/22)
- University counter (6/24)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 9 – INTELLECTUAL PROPERTY, SCHOLARLY AND RESEARCH MISCONDUCT
After significant back and forth between the Bargaining Committee and University, major changes were dropped. While the Union objects to the exclusion of grievance and arbitration in principle, to focus on grievance and arbitration in Articles 7 and 8, the Bargaining Committee is accepting University language on Article 9.
- Union proposal (3/18)
- University counter (4/1)
- Union counter (5/6)
- University counter (5/14)
- Union counter (5/24)
- University counter (6/16)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 10 – HEALTH AND SAFETY
The Bargaining Committee and University agree on language for Sections 1-10, but disagree on Section 11. The Bargaining Committee reasserts the need to resolve workplace evaluation recommendations, include mental health and racial justice in health and safety meetings, and won those related provisions. Additionally, the Bargaining Committee proposed a list of non-police first-responder resources that are encouraged for health and safety crises as well as a community-wide working group to address mental health policies across the University.
In the University’s most recent proposal package, they again reasserted their previous position. However, the mental health aspects of this proposal are being discussed in the working group on Article 24: Leave Provisions.
- University counter (4/9)
- University counter (4/19)
- Union counter (5/14)
- University counter (5/24)
- Union counter (5/24)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 11 – Training
In small working groups, the Bargaining Committee and University worked mutually to find a middling position on racial justice in Article 11. Despite agreement on language by all small working group members, the University proposed vastly different language. Regardless, the Bargaining Committee and the University have reached a rough agreement on training by adopting the University’s training proposal from the August 5th bargaining session. Changes included:
- Encouragement for faculty and SWs to complete training courses to address racism, ableism, bias, discrimination, and harassment
- Ability for the Union to give feedback on the content and delivery of these courses
- Good faith consideration of all feedback provided
In their most recent proposal, and in an attempt to address concerns, the University added a clause stating that graduate students may participate in the content and delivery of training sessions. However, the University asserts that this work is voluntary. The Bargaining Committee disagrees, as there are examples of non-voluntary work currently. Hence, the Bargaining Committee is sticking with the University’s August 5th proposal.
- Union proposal (4/9)
- University counter (6/8)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 13 – INTERNATIONAL STUDENT WORKER RIGHTS AND WORK AUTHORIZATION
The Bargaining Committee and the University have reached a near agreement on Article 13. Major changes include:
- International Student Worker Assistance Fund of $30,000 for legal fees related to work-related immigration issues
- Immigration leave for hourly SWs without loss of pay
- Ability to request additional immigration leave
- Re-employment protections due to immigration status issues
- Non-disclosure of international SW immigration information without due process
The only issue that remains is retroactivity of legal fee reimbursements to July 1, 2021 rather than after contract ratification.
- Union proposal (4/9)
- University counter (5/24)
- Union proposal (6/4)
- University counter (6/22)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 15 – WORKSPACE AND MATERIALS☑️
Given that this was the first proposal presented in bargaining, the Bargaining Committee and University came to an agreement on a number of provisions related to remote work. This article lays out guidelines for remote work including:
- Reasonable notice, normally thirty-day notice of remote work arrangement termination instructional/research needs permitting
- Internet access assistance for remote work arrangements
- Access to services, materials, and facilities to carry out assigned duties remotely pursuant to Sections 1 and 2
- Ability to request reimbursement for work-related materials pursuant to Section 4
- Access to Worker’ Compensation for remote work-related injuries pursuant to Section 9 of Article 10: Health & Safety
Article 18 – UNION ACCESS AND RIGHTS
Previously, the University agreed to provide release time for union-related investigations and provide pay information for all pay codes assuming a FERPA release. On orientations, they also adapted language from a small working group to improve notice and union access. Additionally, union materials would be included in informational packets sent to incoming graduate students eligible for union employment and alongside appointment letters.
However, the Bargaining Committee and University remain apart on the issue of Release-Time Union Representatives. The Bargaining Committee reasserted the need for 2 Release-Time Union Representatives paid under the Teaching Fellow 1 job classification.
- Union proposal (3/31)
- University counter (4/9)
- Union counter (5/24)
- University counter (6/8)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 20 – COMPENSATION
In a previous proposal, the University accepted the Union’s critical language on pay parity for student workers in the Harvard School of Public Health, and they agreed to treat hourly research workers the same as hourly instructional workers.
Recognizing that pay is a vital component of a graduate student worker’s financial security, the Bargaining Committee believes a major cost-of-living adjustment is necessary in light of high inflation rates. The most recent Union proposal on compensation includes:
- 5.75% raise for salaried SWs in FY22
- 4.50% raise for salaried SWs in FY23
- 3.00% raise for salaried SWs in FY24
- Minimum $21.00 wage for hourly work with 50 cent raises yearly
- Modified top-up payment structure on a per section basis
- Compensation requirements for all teaching or instructional work
In the University’s most recent proposal from August 31st, they made major moves to reconcile differences between the proposals. It included:
- 2.50% raise for salaried SWs in FY22
- 3.00% raises for salaried SWs in FY23/24
- Minimum $19.00 wage for hourly work with 50 cent raises yearly
While the University’s proposal is a major move from their previous position, it does not reflect a proper cost-of-living adjustment for this year. The Bargaining Committee asserts that a cost-of-living adjustment on par with inflation is a core demand in our proposal. Additionally, the University refuses to engage with language on top-up payments and compensation requirements.
- Union proposal (4/26)
- University counter (6/8)
- Union counter (6/16)
- University counter (6/22)
- Union counter (6/24)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 21 – HEALTH AND DENTAL INSURANCE
The University and Bargaining Committee are fairly close on health and dental benefits. Both parties agree to 75% dental premium coverage for the preventive plan or a comparable contribution to the comprehensive plan. This goes into effect starting FY23. Outstanding issues left unaddressed include:
- Ability to enroll an “Other Qualified Adult” for benefit coverage which takes into account many kinds of family units
- Expansion of SHIP and health fee coverage to all salaried PhD SWs
- Expansion of dental premium coverage to all salaried SWs
The Bargaining Committee agrees with the University proposed fund structure of $1,550,000 in FY22 with yearly $600,000 increases. By FY24, this would nearly triple the benefits funds amount offered in the inaugural contract. Specific health and dental care funds would be pulled from the $1,550,000 pool and may be increased yearly. The major outstanding structural issue is related to hourly SW access to funds. The University asserts a provision for hourly workers’ access if they work 455 hours in the previous six months of employment. The Bargaining Committee asserts a 150-hour working threshold for the academic or summer term.
- Union proposal (5/6)
- University counter (6/8)
- Union counter (6/16)
- University counter (6/22)
- Union counter (6/28)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 22 – CHILD CARE FUND
For childcare, the Bargaining Committee is willing to accept the University’s model through the benefits fund structure. However, the Bargaining Committee is asking for clarifying language that would allow funds to be awarded as grants rather than reimbursements. The rationale behind this proposal is founded on the financial inaccessibility of the reimbursement structure. Many of the costs associated with childcare are immediate, while reimbursements are not timely, and reimbursements require documentation that student workers may not be aware of at the time of application.The Bargaining Committee believes this clarification provides a simple solution to these issues.
Funds would be pulled from the $1,550,000 pool offered by the University for FY22 and may be increased yearly. The major outstanding structural issue is related to hourly SW access to funds. The University asserts a provision for hourly workers’ access if they work 455 hours in the previous six months of employment. The Bargaining Committee asserts a 150-hour working threshold for the academic or summer term.
- Union proposal (4/26)
- University counter (6/8)
- Union counter (6/16)
- University counter (6/22)
- Union counter (6/24)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 23 – FAMILY FRIENDLY BENEFITS
The Bargaining Committee accepted the University’s increase for the Parental Accommodation and Financial Support program from $6831 to $7000 per child with annual raises of 2.25 percent. Working off the University’s proposal, the Bargaining Committee improved language requiring the University to provide information about these benefits to any student worker who discloses their parental status through semesterly or yearly check-ins or to the GSAS Financial Office. The University accepted these changes. The Bargaining Committee tentatively agreed to their most recent counter proposal pending discussions on contract duration.
- Union proposal (4/26)
- University counter (6/8)
- Union counter (6/16)
- University counter (6/22)
- Union counter (6/24)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 24 – LEAVE PROVISIONS
The Bargaining Committee last reasserted our initial proposal mandating paid family and medical leave that matches the provisions offered to other industries under Massachusetts State Law including:
- Family leave for 12 weeks child birth, adoption, or foster placement
- Family care leave for 26 weeks if caring for a US service member, or 12 weeks given notice of active duty or call to order in the family
- Family care leave for 12 weeks to care for family with serious health conditions
Other protections include a four-day addition to bereavement leave, inclusion of hourly student workers in need of civic duty leave, student worker access to SHIP under military leave, international student worker protections under extended medical leave, and expansion of the definition of family to include other kinds of family units.
In the University’s most recent proposal, they adapted language from a small working group to include partners, and immediate or chosen family members in sick and bereavement leave provisions. They also agreed to extend bereavement leave up to four days extra upon request. This proposal remains in a small working group awaiting edits and review by the University.
- Union proposal (4/26)
- University counter (6/8)
- Union proposal (6/16)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 26 – PARKING AND TRANSIT
The Bargaining Committee last reasserted our initial proposal which provides student workers with MBTA passes at no cost rather than discounted. Additionally, the proposal fixes a minor issue in the University bike benefit by qualifying student workers who are not active employees through the benefit submission deadline.
While the University did not engage with our proposal in their initial counter, they recognized the need to work out language on bike benefit qualifications. In the University’s most recent proposal package, they adapted language from a small working group to allow student workers to receive the bike benefit for the duration of the appointment. Additionally, the University clarified that months not covered by alternative transportation benefits would be eligible for the bike benefit. This proposal remains in a small working group awaiting edits and review by the University.
- Union proposal (4/26)
- University counter (6/8)
- Union counter (6/16)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 28 – EMERGENCY GRANT
The Bargaining Committee’s latest position reasserts the requirement to send out notice for union emergency grant funds in all communications about student worker hardships. The Bargaining Committee also reasserts that unexpended funds should rollover year to year for the duration of the contract. This would expand the pool of emergency grant money that may be administered to student workers by the Union.
Other funds would be pulled from the $1,550,000 pool offered by the University for FY22 and administrative fees, and the pool may be increased yearly. The major outstanding structural issue is related to hourly SW access to funds. The University asserts a provision for hourly workers’ access if they work 455 hours in the previous six months of employment. The Bargaining Committee asserts a 150-hour working threshold for the academic or summer term.
- Union proposal (4/26)
- University counter (6/8)
- Union counter (6/16)
- University counter (6/22)
- Union proposal (6/28)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 29 – EMPLOYEE ASSISTANCE PROGRAM☑️
The Bargaining Committee returned a tentative agreement on the Employee Assistance Program with no changes.
- Union proposal (4/26)
- University counter (6/8)
- Tentative Agreement (6/16)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 31 – UNION SECURITY
The University harshly rejected the entirety of our initial proposal stating that they would like to maintain the status quo. In response, the Bargaining Committee’s latest position establishes a modified union security clause. This would ensure that all student workers contribute equally to the important contract enforcement work carried out by other student workers.
This proposal offers three options:
- A SW may join the union and pay union dues
- A SW may decline to join the union and pay agency fees equal to dues to contribute to union work and representation regardless of membership status
- A SW may decline to join the union or pay agency fees; in this case, the University would impose an administrative fee equal to agency fees which would be pooled in the Emergency Grant described in Article 28
Under no circumstances would a student worker be terminated from employment or have their student status affected by their decision. In carrying out this change, the Union and University would draft a joint statement which would be sent to all student workers and be included in all appointment letters. In the University’s most recent proposal package on August 31st, they again reasserted their previous position outright rejecting union security.
- Union proposal (3/31)
- University counter (6/22)
- Union proposal (6/28)
- University Counter (8/5) (part of a package)
- Union Counter (8/12) (part of a package)
- University Counter (8/18) (part of a package)
- Union Counter (8/25) (part of a package)
- University Counter (8/31) (part of a package)
- Union Counter (9/13) (part of a package)
Article 34 – DURATION
This is proposed at the end of the negotiations, once the specifics of most the proposals are completed.
