Dear Guarini community,
I write to update you on our bargaining session with GOLD-UE on June 13.
At this session, GOLD-UE rejected Dartmouth's package proposal and introduced their own. While we appreciate GOLD-UE's efforts in preparing their package proposal, we are disappointed that this proposal continues to demand language and terms that Dartmouth deemed unacceptable at previous sessions.
Dartmouth has explained that it cannot accept terms like the right to strike during the contract period, raising the annual percentage increase in the stipend from 3% to 4.5%, and conditions to resolve their strike that would curtail academic freedom. The latter is in conflict with our values as an institution of higher education and the terms of the proposed Management Rights clause.
We remain committed to finding common ground that addresses the needs of all parties involved. In support of this aim, Dartmouth continues to offer to engage an independent third party mediator to help facilitate constructive dialogue and reach a mutually beneficial agreement. Mediation is not an uncommon step in bargaining when parties continue to have points of disagreement.
Dartmouth has always supported its graduate students during this phase of their educational journey as they train and prepare for their future careers. Through the collective bargaining process, Dartmouth has proposed additional, robust financial support for graduate students in response to the concerns raised by GOLD-UE's bargaining committee.
Specifically, Dartmouth has proposed significant financial support for graduate students with dependents, funds to defray medical expenses for students and their dependents, and (for international students) funds to assist with the costs associated with their international status.
Dartmouth has also made these proposals with the goal of reaching a contract with GOLD-UE that would resolve conflict and promote collaboration between Dartmouth and GOLD-UE.
GOLD-UE Package Proposal
We were encouraged that GOLD-UE's package proposal included several elements aligned with Dartmouth's proposals, such as:
- Employee Assistance: Includes support for international employees, covering fees, a one-time payment, and an international employee support fund specifically for visa fees and required overseas travel, as proposed by GOLD-UE.
- Management Rights: Protects the institution's and faculty's academic freedom, discretion, judgment, and decision-making authority.
- Retirement: Proposes that GOLD-UE members are eligible to participate in the Supplemental Retirement Account.
Unfortunately, GOLD-UE has continued to make proposals that go beyond other graduate student contracts, suggesting that GOLD-UE seeks a continued, adversarial relationship with Dartmouth. These include:
- Compensation. GOLD-UE lowered their annual stipend proposal from $50,500 to $48,500 but raised their proposed annual minimum percentage increase to 4.5% or a cost-of-living adjustment based on one measurement that includes housing, whichever is higher. (Dartmouth has proposed a $47,000 stipend and a cost-of-living adjustment or a guaranteed 3% minimum increase, whichever is higher. Dartmouth knows of no other graduate-student contract that includes a straight cost-of-living adjustment but proposed this arrangement to reach agreement and address concerns raised by GOLD-UE.)
- Dependent Care. GOLD-UE re-proposed a $3,500 stipend for up to three children ages 6-18, in addition to the $2,000 increase (to $5,000) for the Guarini childcare stipend. They withdrew their deadline for access to the Dartmouth College Child Care Center and their request for $5,000 in new parent assistance. Although Dartmouth offered that the childcare fund could be used for additional expenses related to dependent children and that it would be willing to discuss a further increase in the fund (the current offer is $200,000, increasing by $10,000 per year), GOLD-UE refused this compromise.
- Medical Benefits. GOLD-UE re-proposed that Dartmouth pay 100% of the health insurance premium for dependent children and added that Dartmouth would pay 100% of the health insurance premium for a partner/spouse if they do not have another source of insurance and are unable to work in the US due to their immigration status. However, Dartmouth has proposed to pay 25% of the dependent premium for all eligible spouses and dependent children. Dartmouth is also concerned that GOLD-UE's proposal distinguishes dependent spouses on the basis of national origin status. For Time Away for Medical Reasons (TAMR), GOLD-UE modified its proposal (payment equal to 60% of their then-current monthly stipend each month for up to the first three months of TAMR) to a one-time payment (equal to 60% of three months of their then-current monthly stipend). Dartmouth had earlier proposed a one-time $3,200 grant for employees on approved TAMR.
- No Strike/No Lockout. GOLD-UE continues to propose the right to engage in sympathy strikes and unfair labor practice strikes during the term of its contract with Dartmouth. Such provisions are uncommon because contracts have a contractual grievance and arbitration process in place to resolve disputes, which helps promote labor peace. GOLD-UE and Dartmouth have a tentative agreement on a grievance and arbitration process.
- Strike Settlement Agreement: GOLD-UE has proposed terms to end the strike that impinge on academic judgment and decision-making that rest solely in Dartmouth's discretion, which Dartmouth cannot compromise. Dartmouth will respond to these terms with the goal of concluding the strike as soon as possible.
(See the detailed overview of Dartmouth's economic proposals and the list of tentative agreements.)
Moving Forward
GOLD-UE gave Dartmouth only 36 hours to review the package proposal before it expired. While we appreciated GOLD-UE's progress and the points of agreement, Dartmouth did not accept their package proposal. The parties are scheduled to meet again on June 20.
An overview and updated FAQs about the GOLD-UE strike, including all Dartmouth economic proposals as of 5-30-24, are available on the provost's website.
Sincerely,
David Kotz
Provost