Dartmouth's Economic Proposal FAQs

Updated as of 5-16-24.

Dartmouth Economic Proposals as of 5-16-24

Compensation

  • Stipend. Increase stipend from $40,000 to $47,000 in year one of the contract.
  • Annual increase for stipend. An annual cost of living adjustment tied to the national CPI-W, and no lower than 3%.
  • Hourly rate. Dartmouth has proposed an hourly wage rate of $21.00, increasing by $0.50 per contract year.
  • Length of assignments. Dartmouth has committed that it will not give assignments that are less than 20 hours a week for the purpose of offsetting wages.

Guaranteed Funding

  • Dartmouth currently guarantees five (5) years of funding for PhD students making satisfactory academic progress and will continue this.
  • Guarani School Transitional Funding Support Policy also continues to apply.

Medical Benefits

  • Medical insurance premium. 
    • Dartmouth currently pays 100% of the premium ($4,123) for DGSHP (the student health insurance plan) for stipend-supported graduate students. This includes one eye exam per year and a $110 corrective lens reimbursement, as well as pediatric dental and vision benefits.
    • Dartmouth will continue to pay 100% of the premium for DGSHP (the student health insurance plan) for stipend-supported graduate students under the contract.
  • Dependent medical insurance. For stipend-supported graduate students, Dartmouth has proposed it pay 25% of dependent premium costs for DGSHP.
  • DentalEffective for the 2024-25 plan year, the Dartmouth Student Health Group Plan will include dental coverage for members and eligible dependents through Anthem Blue Cross Blue Shield. For stipend-supported employees, dental premiums will be covered at 100% through the medical premium. 
  • Support funds. Dartmouth has established support funds for graduate students to assist with paying medical expenses:  
    • $125,000 Student Employee Support Fund, increasing by $10,000 per contract year
    • $75,000 Student Employee Dependent Support Fund, increasing by $10,000 per contract year
  • Medical leave. Graduate students are currently eligible to apply for Time Away for Medical Reasons (TAMR), an existing Dartmouth policy. Graduate students are also currently eligible for Time Away for Personal Reasons and Time Away for Military Service.
  • Under TAMR, graduate students may receive up to 4 terms of DGSHP coverage at no cost to them.  For graduate students who face financial hardship, Dartmouth will work with them to identify funds and support on a case-by-case basis with the input of the time away director.
  • Dartmouth has also proposed a one-time $1,200 grant at the start of Time Away for Medical Reasons (TAMR)

Dependent Childcare

  • Policy
    • Current policy. Currently, full-time stipend supported graduate students are eligible for up to 12-weeks of accommodation with support for the birth or adoption of a child under the Guarini Child Accommodation Policy 
    • Dartmouth policy proposal. Dartmouth has proposed modifying the Guarini Child Accommodation Policy to provide that if both parents are full-time stipend supported graduate students, the benefit by this policy can be shared between the parents as they choose, but the total amount of the accommodation will not exceed 24 (up from 12) weeks. 
  • Subsidy
    • Current childcare subsidy. Currently, the Guarini School provides a Childcare Subsidy for stipend-supported PhD and Master's students of $3,000/year per eligible child under 6 years old, capped at 3 children
    • Dartmouth subsidy proposal. Dartmouth has proposed increasing the Childcare Subsidy to $5,000/year per child under 6 who have not yet entered kindergarten, capped at 3 children.
  • Access to childcare. Dartmouth has committed to expanding childcare access and to providing annual updates to GOLD-UE on steps taken to do this.  When Dartmouth expands Dartmouth childcare access in a manner that provides sufficient space to account for GOLD-UE members, GOLD-UE members may apply for childcare at a Dartmouth childcare facility.
  • Childcare support fund. Proposed childcare support fund of $150,000, increasing by $10,000 per contract year for any GOLD-UE members, regardless of the age of their children, who need financial assistance.
  • Current emergency funds. Currently, Dartmouth stipend-supported PhD and Master's graduate students are also eligible for financial assistance, including for medical co-payments and personal needs, through the Guarini School Barrier Removal Funds.  Some programs have also set up similar funds.  Guarini School students may also apply for short-term loans for emergency needs.  The loans are interest free.  

Employee Assistance

  • Parking. Parking permits for graduate students will not exceed the cost of permits for other Dartmouth community members.  Graduate students will have access to at least one free parking lot.
  • Relocation bonus. Dartmouth will continue the existing relocation bonus of $1500 for incoming graduate students
  • Support for International Employees.  International employees on F student visas shall each receive a one-time lump sum payment of $1,200 that they may use to pay for various fees and costs associated with their international status.  Incoming international employees on F student visas will also receive a one-time lump sum payment of $1,200 during their first term of enrollment at Dartmouth.  Payment will be made following completion of all required paperwork and for incoming international employees, beginning their programs.
  • International Employee Support Fund. Dartmouth has agreed to establish GOLD-UE's proposed International Employee Support Fund, beginning in year one with $50,000 International Employee Support Fund, increasing by $5,000 per contact year.  International employees may apply for reimbursement from the fund for required visa fees and/or airfare when required to travel overseas for visa processing and renewal.

Retirement

  • Current policy. Currently, graduate students do not participate in Dartmouth's retirement plans
  • Dartmouth proposal. Dartmouth has proposed that graduate students are eligible to participate in the Supplemental Retirement Account (SRA).

Tuition and Fees

  • Tuition remission. Currently, graduate students in PhD programs receive tuition remission equivalent to the amount of tuition they are charged ($84,912). Dartmouth has agreed to continue tuition remission
  • Fees
    • Purpose. Dartmouth has committed that it will not create nor charge graduate students new fees for the purpose of offsetting wages.
    • Notice. Dartmouth has proposed it give 45-days' notice to GOLD-UE before charging graduate students any new fee.

Agreements

Pending Agreements:       

  • Compensation
  • Dependent Care
  • Duration
  • Employee Assistance
  • Entire Agreement
  • Management Rights, 
  • Medical Benefits
  • No Strike/No Lockout
  • Retirement
  • Union Security and Checkoff

Tentative Agreements:        

  • Agreement
  • Assignment Notification
  • Bargaining Unit Information
  • Discipline and Discharge
  • Grievance Procedure
  • Guaranteed Funding
  • Health and Safety
  • Inclusive Work Environment
  • Intellectual Property (and Research Misconduct)
  • International Employee Rights
  • Leave of Absence and Time Off
  • Professional Rights and Workspace Conditions
  • Nondiscrimination
  • Professional Rights and Workspace Conditions
  • Recognition
  • Severability
  • Training
  • Tuition and Fees
  • Union Rights
  • Workload