• Proposals
  • Compensation
  • Childcare
  • Union Security
  • Recognition
  • Health Benefits
  • Non-Discrimination and Harassment
• Tentative Agreements

Compensation

Section 1: The University provides financial support to PhD students in order to fulfill its mission of educating and training the next generation of scholars and researchers. The level and number of years of guaranteed support vary based on factors that include the competitive market for each graduate and professional school, and the available sources of support within the particular school, program or department (“academic unit”).

Section 2: As part of their employment, PhD students are appointed during certain semesters to teaching or research assistantships. Under the NLRB decision, the University will bargain with respect to total compensation and its disbursement during semesters when a student holds a research or teaching appointment. The combined payments to such students shall consist of stipend payments and teaching or research appointment payments; stipend payments are not separately negotiable. The University is not required to bargain with respect to support provided during semesters when a student does not hold a bargaining unit position. The University is also required to negotiate a minimum percentage increase of total compensation for students who hold an appointment during the second and third years of this Agreement.

Section 3: To minimize the administrative and negotiating complexity inherent in the intermittent bargaining-unit status of PhD students, the University is prepared, on a permissive basis, to:

1. Negotiate minimum levels of total support provided by each academic unit named below to students who hold an appointment in the first year of this Agreement. The University would retain discretion to determine, consistent with legal requirements, the amount of support to be treated as salary for tax purposes.
2. Negotiate a minimum percentage increase of total support for students who hold an appointment during this Agreement.
3. Provide support for students admitted with guaranteed years of support, during semesters when they register but do not hold an appointment, that is 2% less than they would receive under this Agreement if they did hold an appointment.

Section 4: For the academic year 2021-2022, a PhD [Bargaining Unit Employee] who holds a twelve-month teaching or research appointment in GSAS, SEAS, the VP&S Coordinated Doctoral Programs in Biomedical Sciences, the School of Nursing, the Business School, and all depa rtments with PhD programs in the Mailman School of Public Health shall receive total support of no less than $45,000 or a total support increase of no less than 3%, whichever is greater. The minimum total support of a PhD [Bargaining Unit Employee] who holds a shorter teaching or research appointment in GSAS, SEAS, GSAPP, Journalism, SIPA, or the School of Social Work, shall be pro-rated accordingly (e.g. $33,750 for nine-month appointments), or a total support increase of no less than 3%, whichever is greater.

Section 5: For the academic year 2021-2022, a PhD [Bargaining Unit Employee] who holds a ten-month teaching or research appointment in the GSAS Department of Ecology, Evolution, and Environmental Biology (E3B) shall receive total support of no less than $40,250.

Section 6: For the academic year 2021-2022, an MFA [Bargaining Unit Employee] who holds a nine-month teaching or research appointment shall receive total support of no less than $33,750.

Section 7: Effective August 1, 2022, minimum total support levels for appointments shall increase by no less than 3%.

Section 8: Effective August 1, 2023, minimum total support levels for appointments shall increase by no less than 3%.

Section 9: Effective August 1, 2021, in each academic unit, compensation of undergraduate students, Master’s students, non-PhD doctoral students, who hold appointments as Teaching Assistants, Teaching Fellows, Preceptors, Readers, Teaching Assistants III, Graduate Research Assistants and Department Research Assistants shall increase by no less than 5% or $100, whichever is greater; effective August 1, 2022, the increase shall be no less than 3%; and effective August 1, 2023, the increase shall be no less than 3%.

Section 10: [Bargaining Unit Employees] who are compensated on an hourly basis, and who are included in the bargaining unit, shall be paid as set forth below. The University intends to compensate student workers who perform instructional and/or research work, and who are not part of the bargaining unit, at the same minimum hourly rates.

Effective January 1, 2022, the minimum hourly rate for [Bargaining Unit Employees] who performinstructional and/or research work will be $ 22per hour.

Effective August 1, 2022, the minimum hourly rate for [Bargaining Unit Employees] who perform instructional and/or research work will be $23 per hour.

Effective August 1, 2023, the minimum hourly rate for [Bargaining Unit Employees] who perform instructional and/or research work will be $24 per hour.

Where an academic unit has a publicized standard hourly rate of pay that exceeds $22, the minimum per hour rate for the academic year 2021-2022, the University agrees that for the life of this Agreement, such standard hourly rate will not be reduced below what it was as of the date of ratification .

Section 11: The University retains the sole discretion in determining the appropriate compensation for [Bargaining Unit Employees]. Nothing should preclude the University from providing compensation at rates above those required in this Article.

Section 12: The University will make best efforts to ensure that [Bargaining Unit Employees] are paid in a timely manner, provided that the [Bargaining Unit Employee] has timely submitted to the University all necessary documentation and/or information.

Childcare

Section 1: PhD [Bargaining Unit Employees] may apply for the University's child care subsidy, which will be set according to the following schedule: a) $5,000 for academic year 2021-2022, b) $5,500 for academic year 2022-2023, c) $6,000 for academic year 2023-2024. PhD [Bargaining Unit Employees] may receive one child care subsidy per year for each child who is under the age of six (6) and not yet attending kindergarten. If both parents are PhD [Bargaining Unit Employees], they both may apply individually for the child care subsidy.

Section 2: PhD [Bargaining Unit Employees] may apply for the Adoption Assistance program, which provides a one-time reimbursement of up to $5,000 for qualified expenses incurred on or after the parent's first day of enrollment in the PhD program. There is a limit of one (1) $5,000 reimbursement per adopted child, even if both parents are PhD [Bargaining Unit Employees].

Section 3: Eligible [Bargaining Unit Employees] may participate in the University's Back-Up Care Advantage Program. Any changes and/or modifications to or the elimination of the University's Back-Up Care Advantage Program shall apply to the Eligible [Bargaining Unit Employees]. The University shall not be required to bargain with the Union concerning any changes and/or modifications to or the elimination of the University's Back-Up Care Advantage Program.

Section 4: If a [Bargaining Unit Employee] caretaker is assigned to teach or conduct research, the [Bargaining Unit Employee] may submit their scheduling request when planning for the semester in which it is to be taken. The University will consider a [Bargaining Unit Employees]'s scheduling request arising from caretaking concerns and make reasonable efforts to grant them. Relevant factors in the granting of a caretaker's scheduling request may include, but are not limited to: commute distance, number of persons under their care, age of children (in the event that persons under their care are children). The University shall make reasonable efforts to follow these guidelines for accommodating scheduling requests:

1. As a default, when possible, [Bargaining Unit Employee] caretakers will be offered the option to teach courses that meet fewer days per week (on average by department) and courses with a lower workload.
2. If there is more than one [Bargaining Unit Employee] caretaker in the department that qualifies for these guidelines, the University will establish a system that alternates which caretaker teaches a course that meets fewer days per week (on average by department) and has a lower workload.
3. If the [Bargaining Unit Employee] caretaker is not satisfied withtheir accommodations, the [Bargaining Unit Employee ] caretaker may appeal to the Dean of the relevant school.

Union Security

Section 1: [Bargaining Unit Employees] who are covered by this Agreement, and who receive compensation in the form of wages, shall be required to join the Union and pay membership dues or pay agency fees.

1. If a [Bargaining Unit Employee] elects to join the Union, they may choose to have their Union membership dues and fees deducted from each paycheck provided they have provided authorization for such deductions. The Union shall provide the University with the amount of Union membership dues and fees that a [Bargaining Unit Employee] who joins the Union must pay.
2. If a [Bargaining Unit Employee] chooses not to be a member of the Union, the [Bargaining Unit Employee] may elect to pay agency fees to the Union. The [Bargaining Unit Employee] may choose to have the Union agency fees deducted from each paycheck if they have provided authorization for such deductions. The amount of the agency fee will be set by the Union in a manner consistent with legal requirements.

Section 2: As soon as feasible after receipt of such authorization from an eligible [Bargaining Unit Employee] as defined in Section 1 above, but no later than the fall semester, the University shall deduct Union membership dues/fees, and agency fees from each paycheck. The University shall remit the dues/fees, and agency fees to the Union, together with an electronic list of names of the [Bargaining Unit Employees] from whom deductions were made. The electronic list shall contain the [Bargaining Unit Employee]'s name and UNI, amount of dues/fees, and agency fees deducted, and gross wages.

Section 3: The University shall deduct amounts from the pay of all dues-paying [Bargaining Unit Employees] whose written authorizations have been provided to the University authorizing it to make specific contributions to the UAW Voluntary Community Action Program (V-CAP).

Section 4: Deductions shall commence for the first full pay period following receipt of the Student Employee's authorization and shall continue unless affirmatively revoked by the [Bargaining Unit Employee]. The University is not required to make retroactive deductions.

Section 5: The University shall electronically transmit to the Union within fifteen (15) business days after the last payday of each month, all dues and fees deducted for that month in accordance with Section 6 above.

Section 6: If a [Bargaining Unit Employee] covered by this Agreement fails to pay Union dues or the agency fees, the Union may request, in writing, that the University impose an administrative fine of $250 on the [Bargaining Unit Employee]. The Union will provide [Bargaining Unit Employees] thirty (30) days written notice of non-compliance prior to requesting the University impose the administrative fine. The University shall impose the administrative fine upon the Union's request if the Union demonstrates that it provided the [Bargaining Unit Employee] with adequate written notice and an opportunity to correct the failure to pay Union dues or the agency fees. Any administrative fine collected by the University shall be dedicated to the Student Employee Support Fund established in Article __ [Health Benefits]. Administrative fines allocated to the Support Fund shall not change the University's budgeting commitments to the Support Fund, but rather serve as additional funds. The Union shall submit to the University the names of [Bargaining Unit Employees] who have paid past owed dues or agency fees and have committed to paying future dues or agency fees. The administrative fine shall be removed upon notice of payment of past owed dues or agency fees. The administrative fine shall be imposed during each semester in which a [Bargaining Unit Employee] fails to pay Union dues or the agency fees as outlined in this Section.

Section 7: The University will not discourage[Bargaining Unit Employees] from becoming members of the Union.

Section 8: The Union shall receive the same periodic reports with respect to the remittance of such dues deductions as is provided by the University to other unions at the University.

Recognition

Section 1: Columbia University (hereinafter referred to as "the University") recognizes the International Union, United Automobile, Aerospace, and Agricultural Implement Workers of America ("UAW"), and its Local Union, Student Workers of Columbia-UAW Local 2110 (hereinafter referred to, collectively, as "the Union") as the exclusive bargaining representative with regard to wages, hours, and working conditions of employment for Employees in the bargaining unit certified by the National Labor Relations Board in Case No. 02-RC-143012.

Health Benefits

Section 1: Benefits to health care shall include:

1. Insurance premiums: PhD students may enroll themselves and their dependents in the Student Health Insurance Plan at no cost. The University shall pay the full cost of Student Health Insurance Plan premiums for coverage of PhD students and dependents of PhD students.

2. Health care fund: As soon as practicable after ratification, the University shall establish a Student Employee Support Fund in the amount of $300,000, credited in the first year of the Agreement.

   Effective August 1,2022, the Student Employee Support Fund will be $350,000

   Effective August 1, 2023, the Student Employee Support Fund will be $400,000

   [Bargaining Unit Employees] and/or [SWC Union Members] may apply for reimbursement of any out-of-pocket medical, dental, and vision expenses (as defined by Internal Revenue Service regulations).

   Distribution of any funds shall be made in accordance with procedures, policies and requirements established by the University and the Union. In academic year 2022-2023, the University and the Union shall convene to discuss potential options for fund rollover between academic years, with special consideration given to the state of the fund following academic year 2021-2022.

3. Changes to insurance plan: The University will provide the Union with advance notice, no fewer than XXX days before the changes take effect, of a substantive modification of the Student Health Insurance Plan or a change in plans and, if the Union requests, will meet to discuss the effects of any such change on [Bargaining Unit Employees] who are participating in the plan.

   The Union may make recommendations regarding benefits to the University for their consideration during union-management committee meetings.

4. Dependent support plan: As soon as practicable after ratification, the University shall establish a Student Employee Dependent Support Fund in the amount of $150,000, credited in the first year of this agreement.

   Effective August 1, 2022, the Student Employee Dependent Support Fund will be $175,000

   Effective August 1, 2023, the Student Employee Dependent Support Fund will be $200,000

   [Bargaining Unit Employees] and/or [SWC Union Members] may apply for reimbursement of out-of-pocket medical, dental, and vision expenses (as defined by Internal Revenue Service regulations) for dependent care coverage under the Student Health Insurance Plan.

5. Improvements to services: The University will continue to work on the following enhancements to health care services, and the University will discuss potential recommendations with the Union through meetings of the Student Health Advisory Committee.

Section 2: With respect to dental care benefits:

1. PhD students and [Bargaining Unit Employees] shall be eligible to enroll in a dental insurance plan, which as a default will be the Emblem Preferred Dental Plan in academic year 2022-2023.
2. The University shall pay the full cost of dental insurance premiums for individual coverage for PhD students and their dependents.
3. PhD students will have the option to enroll in the Aetna Dental PPO Plan instead of Emblem Preferred Dental Plan. The University will cover premiums up to the value of the Emblem Preferred Dental Plan and PhD students will be responsible for covering the remaining premium costs.
4. The University will provide the Union with advance notice, no fewer than XXXdays before the changes take effect, of a substantive modification of the plan or a change in plans and, if the Union requests, will meet to discuss the effects of any such change on bargaining unit employees who are participating in the plan.

Section 3: With respect to vision benefits:

1. PhD students and [Bargaining Unit Employees] will be eligible to enroll in a vision insurance plan, which is currently the Aetna Vision Preferred Plan.

Section 4: The Union and the University recognize the importance of high-quality, low-cost food for the health and wellbeing of all. In order to improve access to such food, the University and the Union shall make matching contributions of $500 (five hundred dollars) at the start of each semester to The Food Pantry at Columbia. The Food Pantry can use these funds for the exclusive purpose of purchasing food items for distribution.

Non-Discrimination and Harassment

Section 1: Preamble. Columbia University is committed to providing a learning, living, and working environment free from discrimination and harassment, and to fostering a nurturing and vibrant community founded upon the fundamental dignity and worth of all of its members. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment.

Section 2: Prohibition of Unlawful Discrimination and Harassment. In accordance with applicable laws, it is the policy of the University not to tolerate unlawful discrimination or harassment in any form and to provide those who feel that they are victims of discrimination with mechanisms for seeking redress. Columbia University prohibits any form of discrimination and harassment against any person on the basis of race, color, religion, caste, creed, sex, gender, gender identityor expression, sexual orientation, marital status, parental status, pregnancyand pregnancy-related conditions, medical conditions,national origin, citizenship or immigration status, ancestry, age, military or veteran status, political beliefs, physical or mentaldisability, class background and source of income, status as a victim of domestic violence, genetic information or carrier status, unemployment status, partnership status, or any other applicable legally protected status, in the administration of its educational policies, admissions policies, employment, scholarship and loan programs, and athletic and other University-administered programs and functions.

Neither the University nor the Union shall unlawfully discriminate against or in favor of any [Bargaining Unit Employee] because of membership in the Union and/or activities on behalf of the Union as protected by the National Labor Relations Act.

Section 3: Prohibited Conduct. Columbia University's Employee Policy and Procedures on Discrimination, Harassment, Sexual Assault, Domestic Violence, Dating Violence, and Stalking, which defines prohibited conduct, can be found on the University's Equal Opportunity Affirmative Action office's website page. Any violation of this policy is prohibited.

The University annually reviews its policies in consideration of new guidance or regulations, and experience. As a part of the review, recommendations from the Union-Management Committee will be considered. University officials shall make best efforts to solicit and incorporate this input.

Power-Based Harassment: No [Bargaining Unit Employee] shall be subjected to bullying orpower-based harassment as defined by the University-wide Anti-Bullying Working Group. This working group shall release this definition no later than March 2022. This definition shall be retroactivelyapplied to instances, ongoing or isolated, occurring since the effective starting date of this Agreement.

Section 4: Complaints. Complaints alleging conduct that violates the University's Equal Opportunity and Affirmative Action policy will be processed through the University's EOAA procedures. The University encourages those who believe that they have experienced discrimination, harassment or other prohibited conduct to bring their concerns to the University's attention immediately. The University does not limit the time for submitting a complaint of prohibited conduct.

The University is committed to making best efforts to ensure that complaints are resolved as expediently and efficiently as possible and will devote the resources needed to achieve this commitment. To that end, complaints will be reviewed immediately by EOAA to determine whether Title IX applies. [Bargaining Unit Employees] are entitled to union representation during any investigative, appeal, or mediation process and will be so advised in writing by EOAA or the University.

1. If EOAA determines that Title IX applies, the [Bargaining Unit Employee], the Union and the University will be notified of that determination within five (5) business days of the filing of the complaint. If there is a disagreement as to whether the complaint triggers the Title IX process, the [Bargaining Unit Employee] or the Union will promptly notify the University. The University will present the issue for decision to an expert in the field, selected from the list in Section 15; the decision, which will be final, will be presented to the [Bargaining Unit Employee], the Union and the University within (10) business days of the notice. For complaints that involve Title IX, the Union may proceed to arbitration under Article __ [Grievance and Arbitration](as modified in Section 5) only after the EOAA process is complete, including exhaustion of the EOAA appeal process.
2. For complaints that do not involve Title IX, the Union may proceed to arbitration under Article __ [Grievance and Arbitration], as modified in Section 15 of this articleif the matter is not resolved by EOAA within seventy-five (75) days of its receipt. As complaints often require extensive review and vary in complexity, the Union shall not unreasonably deny requests by the University to extend the seventy-five (75) day period. The following factors will be relevant to the reasonableness of such a request: the nature and duration of the conduct complained of; the number of complainants; the number of potential witnesses identified by the complainant and respondent; the availability and location of witnesses, including the complainant and respondent; the extent and availability of documents (including emails and text messages) that must be reviewed.
3. Once an investigation is commenced and until a written finding is rendered, the Union or the University may request a status report after sixty(60) days and every thirty (30) days thereafter. This report will include an estimate of the additional time required to complete the process.
4. Where appropriate, EOAA will implement interim measures as provided for in the University's Employee Policy and Procedures on Discrimination, Harassment, Sexual Assault, Domestic Violence, Dating Violence, and Stalking. The University shall have discretion regarding the specific measures. In the event the Union believes that the interim measures provided are insufficient, it may appeal directly to the Provost or a University official designated by the Provost. The University may also implement interim measures as outlined in Section 9: Remedial and Protective Measures.
5. Consistent with EOAA policy and this Agreement, the parties shall meet to make good faith efforts to reach potential resolutions or settlements.
6. Retaliation against any individual who complains of a violation of the Equal Opportunity and Affirmative Action policy or who otherwise participates in the investigation of an alleged violation is strictly prohibited.
7. For allegations of power-based harassment or bullying not covered by EOAA, the option to pursue a grievance that may lead to arbitration as described in Article __ [Grievance and Arbitration] (as modified in Section 15 of this article) or mediation will be available to the [Bargaining Unit Employee] after March 2022 when the University-wide Anti-Bullying Working Group has provided a working definition for power-based harassment and bullying. [Bargaining Unit Employees] shall be allowed to submit any complaints of incidents of power-based harassment or bullying, ongoing or isolated, occurring since the effective starting date of this Agreement.
8. If the student employee files a grievance of a violation of this article under Article __ [Grievance and Arbitration], any deadlines by which the other party or parties to the underlying claim must file an appeal will be tolled until resolution of the grievance or the conclusion of the EOAA policy and procedures other than appeal, whichever is later. Any such grievance will be between the Union and the University.

Section 5: Mediation. The option of mediation shall be available to anyone submitting a complaint of prohibited conduct as defined in this article to avoid adversarial processes. For complaints falling under EOAA, mediation shall be available following the completion of the internal EOAA policy and procedures other than appeal. For all other complaints mediation shall be available following the 10 day grievance period in Step 3 of article instead of arbitration [Grievance and Arbitration]. The Union and the University will split the costs of mediation evenly.

Section 6: Review. The University will report to the Union, once a year, de-identified data on allegations of violations of university-wide non-discrimination and harassment policies, including power-based harassment and bullying, that involved [Bargaining Unit Employees], including: complaint allegations by category; the University status of the parties (i.e. undergraduate student, graduate student, faculty member, staff member, post-doc, or third party); the status of the investigation, any remedial efforts taken or interim measure implemented, and, where applicable, outcome of responsibility findings; if known, whether either party had an attorney as a personal advisor; and the academic year in which the complaint was made. No later than twelve (12) months following ratification of this Agreement, the University (including a representative of the EOAA office) shall meet with the Union to discuss the effectiveness of these processes.

Section 7: Title IX Handling. Under no circumstances will a [Bargaining Unit Employee] in any of the Schools of the University be pressured by Title IX Resource Coordinators or staff or any other University officials to accept informal resolution of their complaint or interim measures in place of filing a formal complaint. Pressure to accept informal resolution may include but is not limited to, telling the [Bargaining Unit Employee] they will not win a formal resolution, providing misinformation, and telling the complainant that the resolution process will harm the academic opportunities of the respondent.

Section 8: Severability. If the current Title IX regulations are modified or overturned, the University or the Union may reopen and bargain over this Article.

Upon the implementation of a University-wide policy to address power-based harassment following the recommendations made by the University Anti-Bullying Working Group, the University or the Union may reopen and bargain over this Article.

Section 9: Remedial and Protective Measures. Columbia University will take and/or make available reasonable and appropriatemeasures to protect a [Bargaining Unit Employee]'s access to Columbia University employment or education programs and activities.

These measures may be both remedial (designed to address a complainant's safety and well-being and continued access to educational opportunities) or protective (involving action against a respondent). University offices, including the office of Equal Opportunity and Affirmative Action, as well as relevant Deans or Department Directors, shall provide such measures.

Remedial and protective measures, which may be temporary or permanent, may include counseling and emotional support, no contact or communication directives, change in advisor, extension of funding timeline, residence modifications, voluntary leaves of absence, or other remedies as reasonable and appropriate.

When a grievance is filed to address a violation of this article through the Article __ [Grievance and Arbitration] of this Agreement, the University shall promptly provide, as appropriate, any of the above measures to individuals involved in this grievance report.

Section 10: Pregnancy-Related Accommodations. The University shall comply with all New York laws to provide reasonable accommodations due to pregnancy, childbirth, or related conditions.

Section 11: Bathroom Equity. The University shall make best efforts to ensure that all [Bargaining Unit Employees] have convenient access to gender-neutral bathrooms, gender-neutral showers, and gender-neutral changing rooms. The University shall publicize the location of every all-gender bathroom on campus on a website.

Section 12: Disability Accommodations. Discrimination includes failing to provide reasonable accommodation, consistent with state and federal law, to persons with disabilities.

Section 13: Pronouns in Use and Gender Identity. The University shall make best efforts to ensure that [Bargaining Unit Employees] are referred to by their chosen names and pronouns, and where legally possible will update University records upon request. Consistent intentional or unintentional misgendering over an extensive period of time constitutes sexual harassment as per University policy.

Section 14: Non Retaliation. Filing a complaint or grievance in good faith for any discrimination, harassment, or misconduct mentioned in this article, or cooperating in an investigation shall be a protected activity. Retaliatory actions against any [Bargaining Unit Employee] for initiating or otherwise participating in such protected activities shall be expressly forbidden.

Retaliation against an individual for raising an allegation, for cooperating in an investigation of such a complaint, or for opposing discriminatory practices is prohibited.

Knowingly or deliberately providing false or misleading information in any investigation is also prohibited.

Section 15: Grievance and Arbitration. In order to expedite processing of grievances of this Article, [Bargaining Unit Employees] or the Union shall have the right to initiate such grievances at the final pre-arbitration step (Step 3) of the grievance procedure outlined in Article __ [Grievance and Arbitration]. The University will not limit the time for submitting a complaint or grievance of prohibited conduct covered by this article, but strongly urges the immediate reporting of complaints or concerns. All complaints and/or grievances shall be immediately eligible for remedial and/or protective measures, as outlined in Section 8, at the request of the affected [Bargaining Unit Employee].

The Union and the University agree to use the following people to mediate or arbitratein cases falling under this article.

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Section 16: Nothing in this article shall be construed to keep bargaining unit employees from taking instances of harassment or discrimination to the EEOC, NLRB, or the NYS Human Rights Commission.

Tentative Agreements