Dear Guarini community,
I write to provide an update on our May 3 bargaining session with GOLD-UE.
During this session, both GOLD-UE and Dartmouth presented proposals and counterproposals, leading to productive discussions on topics including tuition and fees, employee assistance, medical benefits, compensation, and dependent care. Dartmouth remains hopeful we can meet our mutual goal of finalizing the contract by the end of the spring term.
Tuition and Fees
On May 3, Dartmouth and GOLD-UE exchanged proposals and counters regarding the fees for graduate students. Dartmouth proposed language specifying it would not institute new fees on GOLD-UE members for the purpose of taking back the wage and benefit enhancements agreed upon in the collective bargaining agreement. Discussions will continue regarding the timeline for notifying members about new fees and the intended use of such fees.
Employee Assistance
- Parking fees. Dartmouth proposed language in the employee assistance article that GOLD-UE members would not would not incur higher parking charges compared to other members of the Dartmouth community. In addition, graduate students would have access to one free lot. GOLD-UE accepted our language.
- Fund allocation. Dartmouth and GOLD-UE discussed re-allocating some of the funds from the International Employee Support fund to the Child Care Fund, acknowledging the financial strain of child care in the Upper Valley. (Previously, GOLD-UE suggested dividing the broad Employee Relief Fund into an International Employee Support Fund and a Child Care Fund.) GOLD-UE recommended raising the International Employee Support Fund to an initial amount of $50,000, with an annual increase of $5,000 per contract year. Dartmouth accepted GOLD-UE's counter proposal.
Medical Benefits
- Dependent premium. Dartmouth restated its proposal from last session to pay 25% of the dependent premium for Dartmouth Group Student Health Plan. GOLD-UE maintained their original position that Dartmouth should pay 100% of the dependent premium. (The College's proposal is consistent with the benefit of other Dartmouth staff who pay a portion of the premium for dependent coverage.)
- Medical funds. To address concerns raised by GOLD-UE about medical costs, Dartmouth proposed increasing the medical fund for students to $125,000 in year one and the medical fund for dependents to $75,000 in year one. These funds can be used for any medical expenses, such as co-pays.
- Dental care. Dartmouth reminded GOLD-UE that a new dental plan for all students will go into effect at the beginning of the 2024-2025 academic year.
- Paid Medical leave. GOLD-UE again discussed its proposal for short-term disability, but no decision was reached on this and discussions will continue.
Dependent Care
Dartmouth and GOLD-UE discussed dependent care with both sides exchanging proposals and counter proposals on a child care subsidy (including access to child care), the Child Care Fund, and the Child Accommodation Policy. Dartmouth proposed modifying the existing Guarini Child Accommodation Policy to provide 24 weeks of leave when both parents are full-time graduate students. GOLD-UE conditioned its agreement on this change on Dartmouth agreeing to its proposal on short-term disability.
Compensation
- Length of assignment. To address concerns of the GOLD-UE bargaining committee, Dartmouth proposed language to the compensation proposal that it will not give an assignment that averages less than 20 hours a week for the purpose of offsetting wage and benefit enhancements agreed upon in the collective bargaining agreement. GOLD-UE agreed to the language.
- Stipend. GOLD-UE decreased their stipend proposal from $55,000 in the contract's first year to $50,500. They also adjusted the language in their methodology for annual increases, but kept their proposal for four (4) different measurements to calculate these.
Dartmouth has already agreed to two (2) measurements, an annual stipend increase of 3% or by the 12-month percentage change in the CPI-W in the prior calendar year, whichever is larger. Dartmouth is considering whether there is a simpler methodology that addresses the concerns raised by GOLD-UE other than what it has already proposed.
- Hourly rate. For hourly employees, GOLD-UE proposed annual increases to be based on the same factors as the stipend and for the rate to start at $24.28. GOLD-UE's proposal is much higher than hourly rates and hourly-rate increases in similar contracts.
Retirement
GOLD-UE withdrew their proposal for Dartmouth to deposit $1,000 annually into their retirement accounts. However, they kept their proposal for GOLD-UE members to receive a $3,000 match on their contributions.
Additional Discussions
Discussions continued on the union security, management rights, and no strike/no lockouts. GOLD-UE made some move in Dartmouth's direction on these but continues to propose it be permitted to participate in certain strike activities during the term of their collective bargaining agreement. Discussions will continue on these proposals.
Moving Forward
We are encouraged that the parties were able to find some points of agreement and have scheduled our next meeting for May 8, which is two days earlier than the previously scheduled meeting (May 10). An overview and updated FAQs about the GOLD-UE strike are available on the provost's website.
Sincerely,
David Kotz
Provost