{"id":3338,"date":"2019-12-19T15:55:35","date_gmt":"2019-12-19T15:55:35","guid":{"rendered":"https:\/\/columbiagradunion.org\/?page_id=3338"},"modified":"2021-07-06T15:12:43","modified_gmt":"2021-07-06T15:12:43","slug":"bargaining","status":"publish","type":"page","link":"https:\/\/columbiagradunion.org\/bargaining\/","title":{"rendered":"Bargaining for our First Contract!"},"content":{"rendered":"
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Open Article Proposals<\/h2>\n

Note: SA = Student Assistant<\/em><\/p>\n

Compensation and Payroll<\/h4>\n
Union<\/a><\/p>\n

Minimum total compensation of $42,766 for PhD workers on 12-month appointments. Minimum hourly rate of $25 for graduate student workers and $20 for undergraduates. On-time pay. Guaranteed annual increases in pay rates. Side letter on summer stipends<\/a> for PhD workers on 9-month appointments.<\/div>

Administration<\/a><\/p>\n

3-year agreement.<\/a> 2% increase of the minimum total support for some schools for the first year of the contract, while over time bringing School of Social Work and Mailman to the same level of total compensation. 2% annual across-the-board increases in the two consecutive years. Side letter on hourly rate minimums<\/a> going to $17 in the first year and $18 in the third year of the contract.
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Fee and Tuition Waivers<\/h4>\n
Union<\/a><\/p>\n

Waives fees (except Student Activity Fee) for PhD SAs. Waives Health Service Fee and International Student Charge for masters SAs. Waives International Student Charge for undergrad SAs.<\/div>

Administration<\/p>\n

Not included in CU\u2019s economic response.<\/div>

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Health Benefits<\/h4>\n
Union<\/a><\/p>\n

A fund of $250,000 to cover out of pocket expenses. Dental premiums covered for those PhD SAs who opt in at 30% in Year 1, 50% in Year 2, and 70% in Year 3. Inclusion of the Union in further considerations of health benefits.
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Administration<\/a><\/p>\n

A fund of $200,000 to cover out of pocket expenses in year 1, going to $225,000 in Year 2, and $250,000 in Year 3. Medical premiums waived for all PhD SAs and their dependents.<\/div>

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Non-discrimination and Harassment<\/h4>\n
Union<\/a><\/p>\n

Codifies definitions of forms of harassment and discriminatory conduct. Makes those cases grievable and arbitrable with real recourse to lower the barriers to reporting, interim measures, and a fair process. Addresses power-based harassment (bullying) via a side letter<\/a>.<\/p>\n<\/div>

Administration<\/a><\/p>\n

Memorializes CU EOAA policy and statutory regulations, which, for instance, do not account for bullying (power-based harassment) as harassment and discrimination. Side letter on bullying<\/a> that establishes a Working Group and asserts retaliation for reporting corresponding concerns forbiden. Improves the EOAA appeals process in a side letter<\/a>.<\/div>

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Recognition<\/h4>\n
Union<\/a><\/p>\n

Reflects certification decision of the NLRB and the Bargaining Framework Agreement.
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Administration<\/a><\/p>\n

Excludes many casual and hourly employees from the contract.
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Union Access and Rights<\/h4>\n
Union<\/a><\/p>\n

Access to information about the unit, SAs offices, orientations, and facilities to conduct Union business.
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Administration<\/a><\/p>\n

Access to SAs\u2019 offices, with the exception of restricted areas. Access to information about the bargaining unit limited by CU\u2019s interpretation of FERPA.
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Union Security<\/h4>\n
Union<\/a><\/p>\n

Union shop: Union dues or fair share fees as a condition of employment. Voluntary membership in the Union.
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Administration<\/a><\/p>\n

Open shop: Voluntary membership in the Union and dues contributions.
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Tentative Agreements<\/h2>\n

Appointments<\/span><\/a><\/p>\n