For Faculty

Information for Harvard Faculty

As most of you will have heard, the Harvard Graduate Students Union (HGSU-UAW) has set a strike deadline of December 3rd. On December 3rd, if the Harvard administration does not agree to a fair contract that includes compensation, healthcare, harassment and discrimination protections, thousands of striking students, undergraduate and faculty supporters, community allies, local politicians, and area union members will head out to the picket lines. Every department on campus will be impacted by a potential strike, so we wanted to take this moment to explain why we may be striking and what we are asking from Harvard faculty.

First and foremost, we want to make clear that this action is not directed at you as our advisors, nor at the students we teach. Our relationships with both our mentors and our students are critically important to us. Having a fair contract will improve students’ relationships with their advisors and students. Every grad student would love nothing more than to focus on academics and our work. A contract that guarantees financial stability, accessible healthcare, and a safe and respectful workplace enhances our ability to perform teaching and research to the best of our ability. That’s why many undergraduates are already organizing a walkout in solidarity with their graduate TFs, and many faculty have already sent letters to the administration urging a fair contract.

Thousands of student workers at Harvard have a vested interest in the contract protections we’re fighting for, and understand the work we do is essential to the functions of this University. Setting a strike deadline was not an abrupt decision. We have been in negotiations with the administration since we were certified in April 2018. During that time, a majority of graduate students signed a petition calling for a robust contract. Thousands of students turned out to multiple on-campus marches and demonstrations. We delivered a letter to the Harvard bargaining committee explaining our intention to organize a strike in July. The entire Massachusetts congressional delegation sent a letter to President Bacow calling for a fair contract to avoid a strike. The Cambridge City Council passed a resolution calling on Harvard to negotiate a comprehensive contract expeditiously. National surveys have drawn attention to the failures of Harvard’s existing system for dealing with sexual harassment and our campaign’s attempt to allow student workers to access an additional option. Nonetheless, Harvard has dug in its heels on the fundamental issues that drove student workers to vote for our union in April 2018.

The proposals we are asking for in our contract are reasonable. The proposals that have motivated setting this strike deadline are all based on language that is already in contracts that Harvard has with other unions on campus, as well as contracts that other universities have with their graduate student unions.

  • Compensation: Our proposed compensation package gives fair increases to those of us who make the least amount of money, and protects our raises so we do not have to deal with a situation like we did in 2016, when our raises were cut in half.
  • Nondiscrimination: We propose a fair process for claims of discrimination and harassment that exists in other student worker contracts and other contracts here at Harvard. Our proposal gives student workers a choice to pursue their complaint through the grievance process which would culminate in a review by a neutral party not employed by Harvard. This does not foreclose a student worker from also reporting to the existing Title IX office. We want the same grievance procedure that student workers at University of California, NYU, and more, as well as dining hall workers at Harvard have access to.
  • Healthcare: Our proposal includes year-round access to mental health care, dental care at no cost, and dependent health care commensurable with costs at peer institutions. None of these improvements necessarily require a change to the health plan design.
  • Academic Retaliation: The University’s position on retaliation is inconsistent with their agreement with the Union in two other articles. The University agreed it would not tolerate retaliation for reporting health and safety violations and research misconduct without limiting the right to a grievance and arbitration process. We are not asking for an arbitrator to make determinations on academic work, we are asking for access to the union grievance procedure when retaliation takes an academic form to arrive at a finding on whether retaliation has occurred or not.
At this link, you can view more information about our contract proposals, as well as further details about our requests for Harvard faculty in the event of a strike. Our core request for all faculty is to support student workers by not replacing their work. Do not hold discussion or review sessions that student workers would ordinarily hold; grade material that they would ordinarily grade; or hire outside workers to perform these tasks. Additionally, we encourage all faculty to express solidarity with student workers to the best of their ability by contacting administrators to demand compromise; explaining the strike to undergraduate students; canceling classes or moving them off campus; withholding final grades for classes staffed with student TFs until the strike ends; and joining us on the picket line.
On our website, you can find additional information for faculty members and view and sign our public non-retaliation pledge. Faculty support has always been crucial to our campaign in the past, and we look forward to standing together in the weeks to come as we work towards a better Harvard for all.
PREVIOUS UPDATES

We wanted to take a moment to thank you for your guidance in our academic careers. We write to you today to keep you informed about our negotiations and dispel some misinformation, because we believe that our contract will form the basis of a stronger relationship between us.

Campaign History
On April 18th and 19th of last year, we voted to form our union. Since then, the administration has agreed to bargain, and we elected our bargaining committee. We then filled out thousands of surveys in an effort to inform our bargaining committee of our priorities and give them direction for what we would like to see in our contract. Finally, we voted to accept the bargaining goals presented by our bargaining committee.

Negotiations
Though we requested to begin negotiations sooner, we had our first bargaining session with administrators in the middle of October last year. Since then, we have met every other week in an effort to find common ground and come up with a fair contract that ensures an equitable work environment, while helping the administration protect the academic mission of the University. 

Unfortunately, this process has been slow for a variety of reasons. We have had only 15 bargaining sessions for the entire academic year, along with a few informal (non-bargaining) informational discussions. During those sessions, the responses presented by the administration reflect very little movement towards middle ground, and the span of time between sessions prevent productive discussions. We launched a petition, which a majority of student workers signed, calling on the administration to meet more frequently, so we could achieve our goal of winning a contract which would take effect next fall—a goal that has been attained at universities with similar or larger sizes and for first contracts (such as the University of Washington and the University of California system). The administration has yet to agree to sit at the table with us more frequently. In response to our petition, they have requested that we give up on fundamental rights and protections to speed up the process.

Our Goals
We have communicated our mission clearly:

  • We want to address the problem of harassment and discrimination by winning a fair process for survivors, which would include a neutral third party arbitrator issuing decisions.
  • We want a compensation package that keeps up with the cost of living, ensuring people are paid fairly for the work they perform and that we can protect our funding packages.
  • We want to improve the quality of our healthcare so we are not limited on the number of visits to therapists or specialists, and we want affordable dental coverage (right now we only have it if we pay for it ourselves).

Right now, our proposals reflect our starting position. To find common ground with the administration, we started at what we consider to be a “best case scenario” to then work with the administration to find the center where we can respect both our positions. We are eager to do that work.

Fighting for a contract
Today, you will be hearing about our action, called a work in, where we will be working together in the Smith Center all day, wearing our shirts to show support for our union. We want the administration to hear us clearly: it has been a year since we won our union. It’s time for our contract. Make the time to get this done now. This should not impact our work in any way (in fact, we committed this time to perform work!); however we are getting together to show that this is taking too long and we will continue to raise our voices to get a contract now. We can’t wait any longer.

Stay Informed
We want to keep you informed. While we limit these types of mass emails to once per calendar year, if you want to receive more frequent updates as we progress in bargaining, feel free to sign up for updates on our website (the box halfway down the page). We also created a Frequently Asked Questions for faculty, which you can go back to if you ever have any questions. Please let us know if there are more questions or concerns you’d like us to address on that page.

What you can do to support us
If you would like to express support for us in our contract negotiation process, we ask that you help us make clear to university administrators that our work has value, and we deserve to be compensated fairly for it.

If you wish to help us in fighting for the best contract possible and help us attract the best student workers possible feel free to reach out by responding to this email.

Thanks again for all you do. Together we can ensure that Harvard leads the way—not only in producing world-class research but also in providing a fair and equitable work environment for its workers.

HGSU-UAW Bargaining and Organizing Committee

Since our union election last April, student workers have been hard at work conducting surveys of working conditions, formulating bargaining goals, and preparing for a historic period in Harvard’s history: the first contract negotiations between Harvard University and the Harvard Graduate Students Union-UAW, representing over 4,000 research, teaching and course assistants.

Since the start of negotiations in October 2018, we have had many productive conversations with the administration’s bargaining team, coming to an agreement that trainings that enhance the quality of our work are to be offered at no cost and making important progress on provisions on health and safety and the right to a workplace.

Yet, there are urgent problems that student workers face on this campus that the administration has dismissed repeatedly at the table. For too long on this campus, discrimination and sexual harassment have been swept under the rug. Our members came into the room to testify to the gravity of this issue.

We have proposals that will institute a fair and neutral grievance procedure to address harassment, discrimination, and bullying in a timely manner: with a mutually-selected arbitrator, an investigation whose costs are shared between our union and the university, and with expedited processing.

While the administration agrees that our contract should include a grievance procedure with neutral arbitration, it maintains that harassment and discrimination will be the sole non-grievable issues on our contract. This, despite the fact that this is among the most crucial demands of student workers on this campus.

Six months after the start of negotiations, we still haven’t even heard responses on other important issues such as international student and intellectual property rights. The administration has refused to meet with us more often at the table, scheduling only a few more sessions until the end of the semester. This is a direct refusal to formulate a contract this year.

Even more alarming is their proposal of a provision that no other union on this campus has: a right-to-work measure. Instead of having all covered student workers pay their fair share for union representation, the administration wants to deny union security to our members by draining our union’s resources, aligning themselves with the Donald Trump administration’s union-busting agenda.

At many points in our campaign, the Harvard community stood on our side. We launched our negotiations full of hope, with the administration committing to good faith negotiations.

We communicate to you, now, that the administration is failing to set an example in higher education. We still need your active support as fellow workers on this campus to address the many issues that student workers face in their workplace.

You can help us create a culture of solidarity by visibly supporting your students involved in organizing for our contract. If you are able, we ask that you hang a poster in support of HGSU in your office or on your office door, and are attaching several printable examples. We invite you to share this news with your colleagues, stay tuned for our calls for action, and most importantly: stand by your students, which we hope will be their last year without much-needed contract protections.

FREQUENTLY ASKED QUESTIONS
Even if we were proposing to double our cost to the university we couldn’t bankrupt them. Graduate workers currently cost the University about ~$125M, which is 2.5% of their operating budget of ~$5B.
Graduate workers do not have benefits such as dental care, vision care, adequate childcare subsidies, free dependent insurance that staff at this university (and graduate students at our peer institutions) enjoy. To give you a picture of how unaffordable these basic benefits are: The cost of health insurance for one adult dependent (without dental or vision) is currently $7000/year—more than 20% of a standard Ph.D. stipend.
Our proposals are reasonable starting positions. Some of them, like compensation, are modeled after existing industry practices in places like New York University. A lot of benefits are taken from campus unions or more student-friendly campuses like University of Michigan, where collective bargaining has set these standards for decades.
That said, HGSU has yet to see a response from the University to start talking about converging on a benefits package. We haven’t made progress on reaching an agreement because the conversation hasn’t even started. Instead of responding efficiently to our proposals, the administration has spent their time at the table so far denying rights and protections we’re calling for, such as a neutral procedure for addressing harassment and discrimination and job security.
The administration maintains that it would be best to address these sensitive issues in house. We disagree on many grounds including but not limited to the following:

(i) student workers should choose what processes best serve their complaints,

(ii) university processes involve a conflict of interest because they are handled by university personnel,

(iii) the timeline of university processes cannot be controlled but our union grievance procedure will have built-in deadlines,

(iv) university processes can be changed by the department of education but the integrity our union grievance procedure is not at the whim of a government.

If you have more questions we have three more FAQs on this page:
1. Why union? answers basic questions about why we voted to form our union on April 2016.
2. #NoCarveOut answers questions around harassment and discrimination protections.
3. Contract FAQ provides more detailed answers to questions about the negotiations.

HARVARD FACULTY NON-RETALIATION LETTER

Want to add your name to the list? Click here.

Dear members of the Harvard community,

As Harvard faculty, we recognize that graduate and undergraduate student workers play an essential role in achieving the educational and research mission of our university. We support the right of student workers to negotiate the terms of their employment, pay, and working conditions, and we respect their choice to exercise their legal right to strike.

We affirm that participation in a strike will not affect our evaluation of our students, either in their work or in academics, nor will it affect advising, mentoring, or future letters of recommendation.

We understand that:

  • It is illegal to discourage the student workers we supervise from voting to authorize a strike, or from participating in a strike; and
  • It is illegal to retaliate in any way against students who choose to participate in a strike.

We also call on our colleagues to commit to non-retaliation against student workers by signing this letter and to lend their support to effecting a swift resolution in negotiations with the Harvard administration.

For a better Harvard,

  • Brandon Terry, African and African American Studies
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  • general@hgsu.org
  • 552 Massachusetts Avenue, Suite 209 Cambridge, MA 02139

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