Remember to Participate in the Strike Authorization Vote!
On Tuesday we had a particularly important bargaining session. We presented our Economic Package with 15 articles laying out our vision for the salaries and other economic benefits that we know are both necessary and long overdue. While there are significant outstanding non-economic issues that affect how our economic proposals will ultimately work (such as Titles and Classifications and Workloads), our proposals account for full inclusion and proper classification for all our members in the unit, and an appropriate workload that does not regress from established norms.
Here are highlights from the package (click the links for full proposals):
- At least 20% salary increases for all unit members, at least 5% in yearly cost of living increases afterwards.
- We have established new minimum floors for the salaries of every position in our unit ensuring all our members are able to afford to live with dignity in the Boston/Cambridge region. If, after a 20% raise, you’re not at the minimum floor, you will be bumped up to that minimum.
- We have established new step systems for a number of classifications and pathways to growth and longevity with yearly raises to match progression through ranks.
- A one time $3000 signing bonus for every member of the unit to account for 2 years of stagnant salaries as the administration dragged negotiations on.
- Access to all the same childcare benefits that our tenured colleagues and administrators receive to allow our members to be able to raise a family and balance their careers.
- Raising the household income caps on eligibility for childcare assistance.
- Up to $24,000 of support annually for childcare.
- Access to Harvard Childcare Centers with contracts based on appointment length.
- A cap on the total amount a unit member can be expected to contribute to Harvard-owned housing – 35% of monthly gross household income.
- The right to opt-out of automatic payroll deductions.
- Zero-interest short term loans to help cover moving costs or homeowner expenses as given to other Harvard unions.
- Expansion of vacation and leave eligibility to all researchers.
- Expansion of parental leave, with guarantee of full pay.
- Clear protections for work start and end dates for teaching faculty on 9-month or semesterly contracts, as well as provisions for short term leave during semester.
- 15 sick days a year for all unit members to take care of themselves or their loved ones.
- A professional development account for all unit members with $4,000 (or prorated amount for part-time workers) to use towards conference travel, professional memberships, and other research expenses.
- Expanded access to existing professional development opportunities at Harvard.
- A course release every 4 years for teaching faculty for curricular development.
- Unpaid professional development leave to allow unit members on multiyear contracts to take fellowships or other professional opportunities outside of the University for up to a year without losing their position.
Visa Processing and Renewal Costs
- A reassertion of reimbursement for all visa sponsoring costs, including premium processing fees.
- Reimbursement of up to $1500 for travel costs associated with visa renewals.
- Codifying the right to full medical benefits and workers compensation to all of our members.
- Choice between the current union and non-union copay reimbursement programs.
- Continued coverage in the event of layoff
- A reassertion of severance pay upon layoff for all workers in our unit: 1 week of pay per year of service up to 7 years, 1.5 weeks of pay per year of service up to 15 years, and 2 weeks of pay per year of service subsequently.
- Retirement benefits for all of our unit members— including postdoctoral researchers, who currently receive no retirement contributions from Harvard.
- Vesting within 1 year to allow for members to receive benefits sooner.
- Access to all currently existing Harvard employee retirement benefits such as continued medical and dental coverage.
- Guaranteed funds of up to $5000 to cover moving costs for new workers depending on distance from Harvard.
- Access to TAP and TRP programs to help pay for tuition costs of courses at participating Harvard schools or qualifying courses at other institutions.
- A match of up to $400 a month for student loan repayments.
- A choice between a full subsidy of a monthly MBTA pass, or an equivalent $1080 subsidy for yearly parking costs.
- Expansion of current Bicycle subsidy of $360 to unit members alongside MBTA or Parking subsidy.
Alongside our marathon session of economic proposals, we also made time to provide a counter on Non-Citizen Worker Rights in response to management’s counter last session. We continue to insist on the codification of Harvard’s current policies around immigration enforcement on campus, noting the multiple peer institutions and unions that have codified similar protections in recent months. We also continued to insist that our workers be granted the opportunity to explore expanded visa choices in light of our other proposals which would allow unit members to potentially work at Harvard for longer. We believe if departments, programs or labs feel it is appropriate to offer long-term visa sponsorship to our members that they should be allowed the opportunity to do so.
In response to a package we proposed on March 17, the administration presented counters on Layoffs, Appointments and Reappointments, Discipline and Dismissal, and Appointment Security. We are inching closer to agreement on this package, but several significant issues remain, especially around the eligibility of unit positions for Layoffs.
As you have likely heard by now our Strike Authorization Vote is open and members are eligible to vote now. The single most important thing you can do right now to help win the economic benefits we described above is to VOTE YES TODAY in the SAV! Learn more and find out how to vote here. If you are a member and haven’t received your ballot please search your email(s) for ElectionBuddy or reach out to harvardacademicworkers@gmail.com.
If you have questions about our economic proposals or any of our other ongoing negotiations, don’t hesitate to reach out to the bargaining committee at hawuawbc@gmail.com
In solidarity,
HAW-UAW Bargaining Committee