We Have a Tentative Agreement!
Late last night, we reached a Tentative Agreement with Columbia, a draft of which you can read here. See below for a detailed summary of major contract items.
Beginning at 9am EST today, a special membership meeting was convened, and a secret ballot was disseminated via email and SMS to membership asking whether or not we approve to bring an end to our 10-week long strike. 93.9% of 1134 respondents voted to go off strike, and so our strike has come to end today as of 11:50am EST.
What’s Next
The next step will be a 15-day discussion period (up to January 21), per our by-laws, in which everyone in the bargaining unit will have the opportunity to read and understand the terms of the contract. We will be holding several Town Halls open to all members in order to answer questions about the contract – stay tuned for scheduling. In preparation, you may use this form to provide comments or questions about the terms of the Tentative Agreement. Voting will begin on January 22 and run through January 27. The vote will be conducted online using a secret ballot system managed by ElectionBuddy.
Attestation and Back Pay/Back Work
For those who have been striking for 10 weeks, you can use the attestation portal to attest for the period of 01/01-01/15. The University has committed, in writing, to schools and departments identifying and making available opportunities for make-up work to returning strikers paid at rates consistent with their position. Efforts to secure payment are currently happening at a department level. SWC has established a working group to help coordinate these efforts. For more information, contact an organizer in your department, or reach out to swcbackpay@gmail.com.
Contract Highlights
Effective Dates and Duration
4-year duration
Effective (retroactive) start date of August 1, 2021, and end date of June 30, 2025
Negotiations for a second contract must begin by May 1, 2025
Non-Discrimination
Access to full arbitration or mediation for claims of discrimination and harassment
Non-Title IX EOAA claims may proceed to arbitration either after an EOAA decision, or else after 75 days have elapsed since the EOAA complaint was filed
Title IX EOAA claims must exhaust the EOAA and EOAA appeals process before proceeding to arbitration
All EOAA claims must exhaust the EOAA and EOAA appeals process before proceeding to mediation
Compensation
Retroactive compensation increases for AY21/22 of no less than 4% for PhD students on and off appointment in most programs, plus an additional 2% bonus intended for Union dues while on appointment (6% total), and subsequent minimum 3% increases for the remaining years of the contract
12-month appointment minimums (after dues): $43.1k (AY21/22), $44.4k (AY22/23), $45.7k (AY23/24), $47.1k (AY24/25)
9-month appointment minimums (less summer stipends, after dues): $32.3k (AY21/22), $33.3k (AY22/23), $34.3k (AY23/24), $35.3k (AY24/25)
PhD students whose compensation is within 1% less than or above the new minimum levels (above) will receive retroactive compensation increases for AY21/22 of no less than 1% when on and off appointment, plus an additional 2% bonus intended for Union dues while on appointment (3% total), and subsequent minimum 3% increases for the remaining years of the contract
A summer stipend increase to $5,500 (summer 2022), $6,000 (summer 2023), and 3% increases to summer stipends for the remaining years of the contract ($6,180 in summer 2024, and $6,365 in summer 2025) - extended to 9-month PhD students in GSAS, GSAPP, SIPA, and Journalism
Pay parity: PhD students in the School of Social Work and Mailman School of Public Health will be brought up to the minimum total support of a PhD student in GSAS, SEAS, GSAPP, Journalism, SIPA. Compensation for PhD students in the VP&S Coordinated Doctoral Programs in Biomedical Sciences, the School of Nursing, and the Graduate School of Business will also match these minimum levels.
Retroactive compensation increases in year 1 of no less than 5% or $100, whichever is greater, and 3% increases for the remaining years of the contract, for Master’s students and undergraduate students, non-PhD doctoral students, and PhD students beyond their guaranteed years of support in all programs who hold appointments as Teaching Assistants, Teaching Fellows, Preceptors, Readers, Teaching Assistants III, Graduate Research Assistants and Department Research Assistants
Effective upon ratification, minimum hourly rate increases in year 1 to $21 per hour and $0.50 increases for the remaining years of the contract ($21.50 per hour in year 2, $22 per hour in year 3, and $22.50 per hour in year 4)
Benefits
Student workers will have access to a Student Employee Support Fund starting as soon as possible in the amount of $300,000, increasing $50,000 in year 2 and $25,000 in subsequent years. Rollover of unexpended funds in year 1
Dependents of student workers will have access to their own Student Employee Dependent Support Fund beginning as soon as possible in the amount of $150,000, increasing $25,000 in all subsequent years
75% dental premiums for PhD students (on and off appointment) and their dependents who enroll in the Emblem Preferred Dental Plan. The University will pay an amount equal to the 75% monthly premium cost of the Emblem plan towards the monthly premium cost for those who choose to opt into Aetna or another dental plan
Memorialization of vision benefits for PhD students and their dependents to participate in a vision plan offered to students
Leaves of Absence
Extension of GSAS policy to all PhD programs
One additional semester of funding eligibility for parents who take parental accommodation leave
Child Care
Extension of GSAS policy to all PhD programs
Child care subsidy increases of $4,500 per child for AY21/22, $5,000 per child for AY22/23, and $5,500 per child for AY24/25
Eligibility expanded to children under the age of 6 and not yet attending kindergarten
Appointment scheduling accommodations for parents
Recognition
Full recognition according to the exact 2017 NLRB certification decision
Allows for the possibility of explicitly including casual researchers, as well as student workers enrolled at affiliate (and even non-affiliate) institutions
Matriculation & Facilities Fee/Tuition Waivers Side Letter
Extension of GSAS policy to all PhD programs
Matriculation and facilities (M&F) charges, health fees, and the international service fee, if applicable, will be covered by the appropriate school for PhD students in all programs who secure external funding of at least two-thirds of their academic year stipend
The appropriate school and department will make reasonable efforts to cover the cost of M&F tuition and related fees for PhD students who secure external funding below two-thirds of their academic year stipend
PhD students who do not secure external funding, but make good-faith efforts, may appeal to the Dean of their school for coverage of tuition and related fees
Transitional Funding for Change of Academic Advisor Situations Side Letter
In circumstances where a student believes that their relationship with their academic advisor is unhealthy, or characterized by discrimination, harassment, other inappropriate behavior, or behavior that violates University policy, the relevant school will provide guaranteed academic advisor-independent transitional funding for up to one full semester
Amended EOAA Appeals Process Letter of Understanding
The University will implement an amended EOAA appeals process incorporating a pool of Appellate Officers selected with input from SWC
COVID-19 Funding Extensions Side Letter
Schools with PhD programs will identify students whose research plans and opportunities were interrupted or delayed by the COVID-19 pandemic and provide additional resources beyond the funding guaranteed upon admission
A PhD student whose request for support has not been considered or has been denied may appeal the decision to the Dean of the relevant school
Spring 2022 Semester Positions / Back-Work Guarantee Side Letter
Student workers will be placed in the positions for the Spring semester that they would have held had there been no strike
Schools and departments will identify and make available to returning strikers opportunities for make-up work
Anti-Casualization Side Letter
The University may not hire casual employees in a manner that would undermine the contract
Anti-Bullying Policy Side Letter
The University will present a bullying / power-based harassment policy to the University Senate by April 2022
Food Security Side Letter
Both the Union and the University will make matching contributions of $500 at the start of each semester to the Food Pantry at Columbia
Ratification Bonus
PhD students on appointment in the Fall 2021 semester will receive a lump sum payment of $500, and Master’s and undergraduate students on appointment in the Fall 2021 semester will receive a lump sum payment of $250
Major Improvements from the Spring 2021 Tentative Agreement
Full recognition of the entire bargaining unit without arbitrary hourly cut-offs
Language protecting against casualization
Access to real, independent arbitration and mediation for all claims of harassment and discrimination, including those that involve Title IX
Transitional funding program for unhealthy advising situations
Commitment to the implementation of a University-wide anti-bullying / power-based harassment policy
Significantly increased compensation for both hourly and appointed workers, including pay parity across schools
Increased lump-sum ratification bonus
Improved policies and increased child care subsidies for parents
M&F tuition and fee policy extension to all schools
Comprehensive dental insurance coverage
Significantly increased health fund to cover out-of-pocket medical expenses
New, separate health fund for dependents of student workers
Collective, Transparent Action Produces Wins
Achieving these significant improvements to our working conditions at Columbia has not been an easy process. It has taken years of collective effort and struggle to reach this point, and we are humbled by the contributions of the thousands of our members who stepped up to the plate and made their voices heard, all while taking material risks in service of a better future for present and future workers at Columbia and beyond. If this agreement is ratified, a new chapter for this organization will begin, but the struggle is ever ongoing. We are confident that the democratic and transparent processes enshrined by us all will be crucial organizational tools going forward. It’s up to us all to consolidate these gains and to continue to support one another in the months and years to come. An injury to one is an injury to all!
In solidarity,
SWC Working Groups
SWC Bargaining Committee